Policy Analyst (Management Analyst II)

Purpose of Classification: 

The purpose of this classification is to coordinate special projects and conduct research and analysis of various departmental functions and operations.   

Essential Functions:  

The following duties are normal for this position. The omission of specific statements of the duties does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned. 

Conducts operational research, productivity analyses and management studies to assist in the management of departmental operations, programs, and services; compiles and/or monitors various administrative and statistical data pertaining to divisional operations; researches information pertinent to task or project; analyzes data and identifies trends; prepares or generates reports; makes recommendations for changes in policies and procedures to improve operations, provide more responsive service, and/or optimize the use of resources; develops recommendations for changes in departmental policies and procedures; and provides technical assistance and information to management to aid decision making. 

Performs financial reviews and analyses for the department; compiles and evaluates operational data and cost histories; monitors and reviews billing activities, expenditures, and financial reports; conducts detailed cost analysis; makes recommendations to improve cost and operational effectiveness; and participates in budget development. 

Coordinates routine projects for the department, conducted either in-house or via third party contractors, including management studies and various professional services; assists in defining the scope of the project; formulates solutions and recommends problem resolution; facilitates implementation of the project; and provides administrative support to the project as needed. Work at this level is usually relegated to coordination of the department’s participation in major, County-wide projects.

Assists division managers with strategic and long-range planning for departmental operations; keeps managers apprised of developments at the state and federal level that impact the department; monitors pending legislation for impact on operations; and oversees compliance with new legislation. 

Administers grants for various state and federally funded programs; compiles and submits grant applications; researches funding sources and program opportunities; assists departments with grant activities; and monitors and ensures compliance with all requirements for awarded grants. 

Responds to complaints and questions related to County or department operations, activities, or other issues; provides information, researches problems, and initiates problem resolution; and works with supervisors and managers to ensure effective coordination and cooperation across units. 

Represents the director and department at various meetings, functions, and events; serves as a liaison to various civic or governmental organizations and committees, task forces, boards, and commissions; confers regularly with officials from the state, authorities, and commissions; provides information about departmental operations; participates in discussions and decisions; and keeps the director apprised of activities. 

Minimum Qualifications: 

Bachelor’s degree in Public/Business Administration, a field related to assigned operation, or equivalent technical experience and certification; three years of experience in area of assignment; or any equivalent combination of education, training, and experience which provides the requisite knowledge, skills, and abilities for this job. 

Specific License or Certification Required:  None. 

Supplemental Information:

The Policy Analyst (Management Analyst II) will be responsible for providing professional support to the Human Resources Policy Division.

• In addition to the standard responsibilities of the Management Analyst II position, this role will focus on strengthening partnerships between HR and County departments. The position will work closely with department leaders and HR staff to understand workforce needs, identify challenges, and develop practical solutions. 

• Key areas of focus include workforce and succession planning, policy improvement, employee engagement, and other strategic projects that support departmental operations. 

• The ideal candidate will be proactive, analytical, and comfortable working directly with department leaders. 

• This role requires strong communication, relationship‑building, and project management skills, along with the ability to turn ideas into action, track progress, and measure outcomes. The goal is to move beyond day‑to‑day administrative tasks and take a more hands‑on, strategic approach to helping departments address workforce needs and improve operations.