HR Sr. Business Analyst - Human Resources

We're Hiring! Are you passionate about turning ideas into action, using data to drive decisions, and making a meaningful impact on how organizations operate?

The Miami-Dade County Clerk of the Court and Comptroller is looking for a dynamic, analytical, and forward-thinking

HR Senior Business Analyst

to join our Human Resources team!

This is an exciting opportunity for someone who enjoys working across different areas of HR, tackling complex challenges, and helping bring innovative ideas and strategic initiatives to life.

We're looking for someone who is curious, resourceful, organized, and comfortable connecting the dots between people, processes, data, and technology.

If you enjoy variety, thrive on solving problems, and want to see the tangible impact of your work, this may be the opportunity for you!

Interested? Apply

through our

Careers Webpage,

through Job Opening

103807

by 11/11/26.

Know someone who would be a great fit? Please share this opportunity with your network!

POSITION OVERVIEW

The HR Sr. Business Analyst serves as a key contributor to the HR department, supporting a workforce of about 1,500 employees through the development, implementation, and evaluation of HR programs, procedures, policies, and strategic initiatives spanning across the operations of the various divisions.

This role provides senior-level strategic and analytical support to the HR Department’s leadership on complex, high-priority projects, by assessing workforce data, best practices and benchmarks, and recommending improvements that drive organizational effectiveness. Acting as a subject matter resource, the HR Sr.

Business Analyst ensures policies are consistently applied and clearly communicated, that programs stay aligned with organizational goals, strategic priorities and process improvement efforts.

The position plays a vital role in advancing HR strategies, managing cross-functional special projects, and building frameworks that enhance employee experience and organizational performance, to include leveraging technology solutions and integration of various HCM Systems.

PREFERRED QUALIFICATIONS

• Professional HR certification (PHR/SHRM-CP), PMP and/or Six Sigma/Lean
• Strong background in HR metrics, data analysis, and reporting using HRIS systems, and/or experience in HR programs implementation.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Provides direct strategic, analytical, and project support to the Deputy HR Director on complex and high-priority matters involving multiple HR divisions and functional areas; conducts research and analysis, identifies challenges and evaluates alternative solutions, synthesizes information, and develops findings and recommendations to support informed decision-making and departmental priorities.
• Partners with HR leadership to develop, implement, and track effectiveness of HR programs (e.g., onboarding, performance management, recognition, workforce planning).
• Analyzes HR data and develop performance metrics to identify trends, risks, and opportunities; prepare reports and dashboards for leadership review to evaluate HR initiatives and departmental effectiveness.
• Supports and/or lead different HR strategic initiatives.
• Leads the department-wide coordination, collection, analysis, and consolidation of information for HR’s recurring executive and management reports, including monthly departmental reports; works with HR divisions to validate submissions, identify key accomplishments, trends, operational issues, performance measures, and emerging priorities, and prepares consolidated reports and presentations for HR leadership.
• Coordinates and leads the development, preparation, monitoring, and periodic update of the HR Department Business Plan; gathers information and performance data across HR divisions, facilitates development and refinement of objectives, initiatives, measures, and deliverables, monitors progress against established goals, and prepares updates and supporting analyses for HR and organizational leadership.
• Supports the research, drafting, and update of HR policies, procedures, and guidelines to ensure compliance with federal, state, and local regulations.
• Monitors and assesses the effectiveness of HR policies, recommending revisions or improvements that align with organizational goals and industry best practices
• Manages and coordinates program/initiatives implementation across departments, ensuring consistency and clear communication.
• Drafts communications, toolkits, and training materials to support policy and program adoption.
• Benchmarks HR programs and practices against peer organizations to recommend innovative improvements.
• Leads special HR projects (technology solution implementations, audits, surveys, development of Power BI dashboards, program pilots, among others) and track progress against milestones.
• Leads collaboration with MDC in transitioning HR functions to the COCC HR team, as well as in establishing, finalizing and monitoring adherence to SLAs.

KNOWLEDGE, SKILLS, AND ABILITIES

• Knowledge of HR principles, best practices and compliance requirements, to include federal, state, and local regulations related to human resources.
• Proficiency in HR data analytics, metrics and reporting best practices.
• Proficiency in HRIS/HCM platforms and workforce technologies.
• Knowledge of Internal control systems and risk-based auditing frameworks
• Ability to synthesize complex information from multiple HR functional areas and translate data, operational issues, research, and stakeholder input into concise analyses, executive-level reports, recommendations, and decision-support materials.
• Ability to apply critical thinking to evaluate and develop processes and procedures.
• Ability to manage multiple projects, timelines and deliverables with minimal supervision.
• Ability to develop clear reports, dashboards, and presentations for leadership.
• Strong analytical, problem-solving, and communication skills (both verbal and written) required.
• Ability to exercise independent judgment, discretion, and confidentiality when handling sensitive information and complex HR matters.

WORK ENVIRONMENT AND PHYSICAL REQUIREMENTS

• Work is primarily performed in office environment, with extended periods at a computer.
• Occasional travel may be required to support job fairs and/or other events.
• May involve light lifting (up to 10 lbs.).
• NOTE This description is a representative summary of major job duties.
• Additional responsibilities may be assigned as necessary.