Management Analyst IV

TX-HHSC-DSHS-DFPS • Austin, TX

9d • Onsite

About The Position

The Texas Department of Family and Protective Services (DFPS) works to build on strengths of families and communities to keep children and vulnerable adults safe, so they thrive. We do this through investigations, services, and referrals.

What You Get Beyond Your Paycheck
When you join the State of Texas, your monthly paycheck is just one part of your real income. Our benefits provide extra value that many private employers simply don’t match—often adding hundreds of dollars each month to what you take home or save.

Here’s what you get as a full-time employee:

100% paid health insurance for you, and 50% paid for eligible family members—saving you hundreds every month in out-of-pocket medical costs
Retirement plans with lifetime monthly payments after five years of state service, plus options to save even more with 401(k) and 457 plans
Paid vacation, holidays, and sick leave so you can recharge and take care of life outside work (that’s time off you’re actually paid for)
Optional dental, vision, and life insurance—at rates much lower than most private plans
Flexible spending accounts for added tax savings on health and dependent care
Employee discounts on things like gym memberships, electronics, and entertainment

You also might qualify for Public Service Loan Forgiveness, which could help you pay off federal student loans faster.
You can see all the details here: ERS recruitment brochure

Brief Job Description:
Performs highly advanced (senior-level) professional organizational and policy analysis and oversight work involving conducting organizational studies and evaluations, analyzing systems and procedures, conducting work simplification studies, and preparing operations and procedures manuals to assist management in operating more efficiently and effectively. Works under minimal supervision, with extensive latitude for the use of initiative and independent judgment. May lead and conduct highly complex studies and work on large scale change initiatives.

Requirements

• Ability to maintain the security and integrity of the infrastructure per Governor Abbott Executive Order GA-48.
• Knowledge of organizational development and management practices as applied to the analysis, evaluation, development, and implementation of programs, policies, and procedures; methods and procedures analysis techniques; work simplification methods; forms and records design and control procedures; and statistical analysis.
• Skill in the use of a computer and applicable software.
• Ability to analyze or evaluate problems; to develop, recommend, or present alternative solutions; to conduct or coordinate studies; to develop, interpret, or implement policies and procedures; to design programs or training; to prepare concise reports; and to communicate effectively.
• Ability to oversee and/or supervise the work of others.
• Knowledge of business systems thinking and organizational development, and the impact on agency program efficiency and effectiveness.
• Knowledge of strategic workforce planning and organizational development approaches and strategies.
• Knowledge of talent management and leadership development principles and methods.
• Knowledge of federal and state program-related requirements.
• Knowledge of Department of Family and Protective Services (DFPS) agency mission, vision and objectives.
• Knowledge of agency programs and practices.
• Knowledge of program planning and implementation.
• Knowledge of the principles and practices of public administration and management.
• Knowledge of local, state, and federal laws, policies, and best practices relating to public administration.
• Knowledge of the Texas legislature and legislative processes.
• Knowledge of the principles and practices of public administration and human resources management.
• Knowledge of change management principles and methods.
• Knowledge of communication plan design and development.
• Skill in customer service orientation and relationship management.
• Skill in analytical thinking.
• Skill in utilizing best practices for maximizing human potential.
• Skill in consensus building.
• Skill in consultation and negotiation.
• Skill in analyzing current and proposed state and federal legislation and applying analyses to organizational policies.
• Skill in the management of large projects that cross agencies and are critical to the operations of a large agency/system.
• Skill in the management of smaller projects that are less formal and are focused on operationalizing business improvement or process implementation projects.
• Skill and experience overseeing critical and cross-functional project teams.
• Strong interpersonal skills including mentoring, coaching, collaborating, and team building.
• Skill in producing informative and statistical analyses and reports.
• Ability to function efficiently in a deadline-driven environment.
• Ability to design complex organizational studies, assessments and surveys.
• Ability to think and act strategically and innovatively.
• Ability to consult, coach, influence and inspire assigned team members.
• Ability to communicate effectively orally and in writing.
• Ability to manage relationships and engage stake holders.
• Ability to set goals and hold team members accountable.
• Ability to analyze and explain agency program and other policies and procedures to staff and to the general public.
• Ability to oversee and/or supervise the work of others
• Graduation from an accredited four-year college or university.
• Three years’ of progressively responsible relative work experience.  Work experience may include, but not limited to:
• Professional experience performing policy analysis and/or legislative analysis, including evaluating and recommending changes to current and new policies, forms, and reports;
• Professional experience analyzing work problems, including reviewing and evaluating new or improved business and management practices;
• Experience planning, organizing, and coordinating process improvement or business improvement projects;
• Experience engaging with internal and external stakeholders;
• Experience preparing reports, briefings, or presentations for management or leadership.

Nice To Haves

• Experience in the analysis and interpretation of complex written material within state or federal agency, or local government is preferred.
• Experience in analysis and interpretation of complex data to identify trends or make data driven decisions is preferred.
• Demonstration of progressively responsible experience in the areas of Workforce Development or Human Resources may be substituted on a year-for-year basis to the relevant experience above.

Responsibilities

• Collects and analyzes data in areas such as workload, operational, business, and managerial practices; staff utilization; organizational structure and development; and space utilization.
• Conducts readiness assessments for change initiatives, analyze results, and report findings to management.
• Reviews and evaluates new or improved business and management practices.
• Conducts research upon request related to areas of work assigned and provides written reports of findings.
• Monitors and reviews current organizational, procedural, and operational systems for effectiveness, efficiency, and conformance to established guidelines.
• Develop new or modify existing operational program policies, procedures, goals, and objectives.
• Conducts quality assurance analysis of Human Resources functions / processes and prepares reports on findings.
• Consults with management to initiate studies; identify priorities; and define study scope, purpose, objectives, time frames, and resource requirements.
• Conduct special projects.
• Interpret historical, current, and projected data to identify problems, causes, gaps, and areas for which procedural or system changes are recommended or indicated.
• May be assigned to conduct complaints processing or internal investigations of DFPS staff misconduct.
• Researches historical, current, and projected data to identify problems, causes, and areas for which procedural or system changes are indicated.
• Review industry developments and make recommendations for possible agency application.
• Keeps abreast of trends (including but not limited to, changes in state and federal legislation) in all areas of Human Resources and makes recommendations for needed changes.
• Researches new or improved business and management practices for application to agency programs or operations.
• Coordinate, plan, and direct organizational studies and evaluations.
• Design, evaluate, recommend, and approve changes to forms and reports.
• Analyzes new or proposed legislation or regulations to determine their effect on program operations, management, and the workforce.
• Evaluate industry developments and make recommendations for possible agency application.
• Evaluate and write legislative bill analysis and implementation plans as needed.
• Analyzes agency functions and activities being considered for conversion to contract operations.
• Evaluate agency functions and activities being considered for conversion to contract operations.
• Develops recommendations for improvement and corrective action to standardize or improve organizational systems.
• Develop solutions to organizational issues and concerns, develop organizational change strategies and plans, and/or conduct training for implementation of organizational solutions, strategies, and plans.
• May cross-train to assist with reports impacting hiring decisions, as needed.
• Oversees the Employee Performance Evaluation program
• Conducts studies of employee or organizational efficiency and productivity and recommends changes or improvements in organization, staffing, work methods, and procedures.
• Advise management on agency studies.
• Review and evaluate recommendations for improvement and corrective action to standardize or improve organizational systems.
• Facilitate meetings with stakeholders from all areas and levels of the agency to gather necessary information for guidance documents.
• Help implement change management plans
• Prepare comprehensive technical records and reports to present and interpret data, identify alternatives, and make and justify recommendations.
• Conduct training on new methods and procedures.
• Review comprehensive technical records and reports that present and interpret data, identify alternatives, and make and justify recommendations.
• Oversee, plan, and direct organizational studies of work problems; ensure change initiatives meet objectives.
• Conduct readiness assessments for change initiatives, analyze results, and report findings to management.
• Attends meetings regarding upcoming design changes to assess any changes needed in Human Resources protocols and communicate those changes with leadership.
• Review upcoming change and design documentation to identify any impacts to Human Resources practices.
• Analyzes the organization's environment, processes, resources, culture, and capabilities related to proposed changes.
• Assesses the potential risks associated with implementing the change and reports any external factors that could impact the success of the change.
• Conduct training on new methods and procedures.
• Prepares training materials to support internal and external training events
• Provide education to Human Resources staff regarding changes, as needed.
• Assists staff in understanding updates and changes.
• Works with HR management to deliver training content to HR employees as directed.
• Conduct special projects.
• Responsible for managing the project lifecycle for all assigned projects.
• Conducts any special project needs identified by Human Resources leadership.
• Represent Human Resources at the subject matter expert in stakeholder meetings for external projects.
• Works with HR management to assess the business needs, benefit, and desired outcomes for projects.
• Completes close out or final reports related to projects success / implementation.
• Review industry developments and make recommendations for possible agency application.
• Reviews potential changes needed in Human Resources processes.
• Develops and maintains a network of HR best practices resources
• Keeps abrest of state and federal regulation changes related to HR functions.
• Performs ad hoc research and prepares reports related to Human Resources functions and best practices.
• Develop solutions to organizational issues and concerns, develop organizational change strategies and plans, and/or conduct training for implementation of organizational solutions, strategies, and plans.
• Establish, monitor and maintain the guidelines for Human Resources changes.
• Create templates for newly identified changes required for current trainings, solutions, etc.
• Fosters open communication and develops relationships with agency leadership in order to effectively manage organizational change
• Uses process management techniques and strategies to ensure that teams are following the best processes for completing their work in an efficient and timely manner.
• Design, evaluate, recommend, and approve changes to forms and reports.
• Acts as HS's point of contact and Subject Matter Expert in the creation and updating of all HR forms.
• Prepares concise, comprehensive reports to present, identify alternatives, and make and justify recommendations on revisions.
• Review design documentation for Human Resources forms to recommend changes on identified issues for Human Resources.
• Ensures forms are within accessibility guidelines.
• Advise management on agency studies.
• Communicate any needed changes in procedures with Human Resources leadership identified in any studies or projects.
• Assists Human Resources leadership with information required for various requests.
• Provides technical support, as the HR subject matter expert, in various DFPS workgroups and keeps HR leadership apprised of the workgroup's progress and findings.
• Interpret historical, current, and projected data to identify problems, causes, and areas for which procedural or system changes are indicated.
• Research and provide historical data and documentation for Human Resources issues.
• Collects, queries, and analyzes data using standard statistical tools, applications, methods, and techniques.
• Performs internal HR quality assurance functions in order to identify inefficiencies.
• Works with HR leadership to correct identified deficiencies.
• Review and evaluate new or improved business and management practices.
• Produce quality reports and recommend any needed changes in practices to Human Resources leadership.
• Manages HR process improvement projects including evaluation and reporting of new processes projects.
• Review and evaluate recommendations for improvement and corrective action to standardize or improve organizational systems.
• Evaluate new defects to ensure proposed corrections are consistent and accurate.
• Attend meetings with Information Technology to establish priority and severity for known defects.
• Reviews process improvements project plans to ensure intended results like enhanced employee performance or clearer process milestones and tasks.
• Review comprehensive technical records and reports that present and interpret data, identify alternatives, and make and justify recommendations.
• Interprets data analysis results to identify significant differences and trends in data to inform decisions by Human Resources leadership.
• Review and design documentation to establish possible solutions to newly identified issues and provide staff with timely resolutions.
• Uses statistical data in reporting to drive HR decisions.
• Reviews HR reports to ensure the data and messaging is consistent and appropriate.
• Evaluate agency functions and activities being considered for conversion to contract operations.
• N/A
• Evaluate industry developments and make recommendations for possible agency application.
• Monitors standards of quality assurance methods to ensure compliance by Human Resources.
• Stay current on the needs of different Human Resources publications, statutes, rules, etc. to provide consistency and timely resolutions for issues.
• Prepares recommendations for HR leadership related to policy, process, forms, and communications related to industry changes.
• Facilitate meetings with stakeholders from all areas and levels of the agency to gather necessary information for guidance documents.
• Facilitates meetings with stakeholders from various DFPS departments/divisions to establish or maintain Human Resources standards and expectations.
• Provide Human Resources information in meetings.
• Oversee, plan, and direct organizational studies of work problems; ensure change initiatives meet objectives.
• Collaborates and coordinates with the DFPS Communications division to design, evaluation, recommend and approve changes to HR forms.
• Solicits feedback from divisional staff regarding the effectiveness of HR reporting
• Manages internal HR process improvement projects and change initiatives.
• May be assigned as HR's subject matter expert to agency process improvement projects and change initiatives.
• Help implement change management plans.
• Develops, reviews, and analyzes changes to reports that summarize HR-related processes that show a pattern of policy violations, as needed.
• Responsible for accurately reviewing other reports and reporting on the status and progress of HR operations, as requested.
• Performs related work as assigned. Attends work on a regular and predictable schedule in accordance with agency leave policy and performs other duties as assigned.
• Assists and acts as the backup for the workers compensation, position classification and  compensation, veteran's liaison, employee relations, and employee records functions in time of absence or need.

Benefits

• 100% paid health insurance for you, and 50% paid for eligible family members—saving you hundreds every month in out-of-pocket medical costs
• Retirement plans with lifetime monthly payments after five years of state service, plus options to save even more with 401(k) and 457 plans
• Paid vacation, holidays, and sick leave so you can recharge and take care of life outside work (that’s time off you’re actually paid for)
• Optional dental, vision, and life insurance—at rates much lower than most private plans
• Flexible spending accounts for added tax savings on health and dependent care
• Employee discounts on things like gym memberships, electronics, and entertainment

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 1,001-5,000 employees