Performance Management and Data Analyst II, Grade N25

Please note that this role will be filled as an Performance Management & Data Analyst II, Grade N25.

Please note: The salary range above represents this position’s earning potential for the Performance Management & Data Analyst III. The anticipated hiring range for this position (Performance Management & Data Analyst II) will be $83,556 to $110,727, based on the candidate’s qualifications and experience.

WHO WE ARE

We are a motivated, agile, human-centric, diverse group of people dedicated to serving our community by hiring, developing, and retaining a well-qualified, high-performing, diverse, and inclusive workforce. We serve over 10,000 employees across 35 departments who deliver government programs and services to a community of over 1 million residents. In addition, we strive to foster positive management/union relationships in coordination with our four union organizations. We value diversity, inclusion, and equity for all employees.

WHO WE ARE LOOKING FOR

The Office of Human Resources (OHR) is seeking a Performance Management & Data Analyst II (PMDA) to play a vital role in optimizing our talent analytics and improving our human resources operations through data-driven insights. As part of the Policy, Practice & Strategic Communications Division, this position will enhance our ability to track, monitor, and improve organizational performance in our mission to build a strong and resilient workforce. 

This job is for you if:

• You are passionate about HR innovation, and data-driven decision-making.
• You thrive on turning complex information into actionable insights.
• You love to collaborate with a dynamic team of HR professionals and data experts.
• You can leverage strong communication skills, stakeholder management techniques, and robust analytic and writing skills in creating meaningful and digestible data deliverables.     
• You are looking for an opportunity to grow professionally while making a real difference in your local government and community. 

As a Performance Management and Data Analyst II, you'll dive deep into the world of human resources, leveraging both qualitative and quantitative analytical skills to enhance our programs and services. Working with fellow PMDAs, you’ll dive into our workforce data to help our organization understand who our candidates and employees are, and how we might better recruit and retain them. You'll be a driving force behind our research, analysis, and implementation of HR strategies that shape the future of our local government workforce. From enhancing our data dashboards to deeper data dives and publishing data reports, your efforts will be seen and used throughout the County as department and County leaders make workforce decisions. 

This position offers an opportunity to advance to Grade N28, PMDA III level. 

Preference for interviews will be given to applicants with experience in the following:

IMPORTANT INFORMATION

The Office of Human Resources (OHR) reviews the minimum qualifications of all applicants, irrespective of whether the candidate has previously been found to have met the minimum requirements for the job or been temporarily promoted to the same position. This evaluation is based solely on the information contained in the application/resume submitted for this specific position.

Montgomery County Government(MCG)  is an equal opportunity employer, committed to workforce diversity. Accordingly, as it relates to employment opportunities, the County will provide reasonable accommodations to applicants with disabilities, in accordance with the law. Applicants requiring reasonable accommodation for any part of the application and hiring process should email OHR at Hiring@montgomerycountymd.gov. Individual determinations on requests for reasonable accommodation will be made in accordance with all applicable laws.

MCG also provides hiring preference to certain categories of veterans and veterans/persons with a disability. For more information and to claim employment preference, refer to the Careers webpage on Hiring Preference.

All applicants will respond to a series of questions related to their education, relevant experience, knowledge, skills, and abilities required to minimally perform the job. The applicant's responses in conjunction with their resume and all other information provided in the employment application process will be evaluated to determine the minimum qualifications and preferred criteria or interview preference status. Based on the results, the highest qualified applicants will be placed on an Eligible List and may be considered for an interview. Employees meeting minimum qualifications who are the same grade will be placed on the Eligible List as a "Lateral Transfer" candidate and may be considered for an interview.

This will establish an Eligible List that may be used to fill both current and future vacancies.

If selected for consideration for this position, you may be required to provide evidence that you possess the knowledge, skills, and abilities indicated on your resume.

Montgomery County Ethics Law: Except as provided by law or regulation, the County's "Public Employees" (which does not include employees of the Sheriff's office) are subject to the County's ethics law including the requirements to obtain advanced approval of any outside employment and the prohibitions on certain outside employment. The outside employment requirements of the ethics law can be found at 19A-12 of the County Code. Additional information about outside employment can be obtained from the Ethics Commission website.