AOC HR Data Analyst

We need to output HTML fragment with sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must not repeat job title as heading. Must not include Job ID etc. Must preserve all substantive info, not invent or summarize away detail. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, application instructions. Also remove links like Maryland Judiciary Benefits (mdcourts.gov) etc. Also remove "Financial Disclosure" maybe considered boilerplate? It's substantive? It's about requirement to file financial disclosure; might be considered relevant but it's more of a condition. The instruction says remove EEO/equal-opportunity/scam-warning boilerplate. Financial disclosure is not EEO but maybe still considered legal boilerplate? Might be considered a condition of employment; but we can keep if it's substantive. However we need to decide. We have salary: $86,658. So Pay section can be included. Schedule: Not explicitly given; only "Fulltime". Could infer schedule full-time but not specific hours. The instruction: never create Pay/Schedule/Benefits sections unless the posting actually states them. Benefits are stated: "generous benefit package including medical, dental, vision, life insurance, paid time off, paid holidays, tuition assistance, continuing education programs, employee assistance programs, and State Retirement and Pension plans. Telework, up to 2 days per week, may also be available." So Benefits section is present. Schedule: Not explicitly given beyond "Fulltime". Might be considered schedule but not specific. Safer to not create Schedule section unless explicit. So we omit Schedule. We need sections: About the role (maybe from "About the Maryland Court System"? Actually there is "About the Maryland Court System | Maryland Courts (mdcourts.gov)" but that's a link. The posting includes "About the Maryland Court System" but not description. Might be considered placeholder. Better to not include About the role if no substantive content. However we have "Essential Job Functions" paragraph that describes role. Could treat that as About the role. The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can map content to these headings. We have: - About the role: Could be the paragraph under "Essential Job Functions" that describes the role. Or we could combine that with Responsibilities. But we need to avoid duplication. Let's parse content: Essential Job Functions paragraph: describes role: provides support to Assistant State Court Administrator- HR and Deputy Director of HR to develop, implement, assist with coordination of organizational development. Primary contact for strategic planning and resource for info pertaining to each unit within HR, etc. Also supports projects, day-to-day tasks include organizing data, developing proposals, communicating with stakeholders, implementing process improvement initiatives. Then "Essential Duties And Responsibilities" list many bullet-like sentences (though not bullet). Those are responsibilities. Thus we can have:

About the role

[Essential Job Functions paragraph]

Responsibilities

• each duty
...

Then Requirements: maybe "Minimum Qualifications" includes Education and Experience. That's Requirements. Qualifications: maybe "Preferred" or "Knowledge, Skills, And Abilities"? Actually Knowledge, Skills, And Abilities is a separate section; could map to Skills. But we have separate headings: Requirements, Qualifications, Skills. The posting includes Minimum Qualifications (Education, Experience) and Preferred (1 year Excel). Also Knowledge, Skills, And Abilities (knowledge, skill, ability). So we can assign: - Requirements: Minimum Qualifications (Education, Experience) - Qualifications: Preferred qualifications (maybe also Knowledge? but we have Skills heading for skills). Could treat Knowledge, Skills, And Abilities as Skills section. But we need to avoid duplication. Let's decide: Section Requirements: Education and Experience. Section Qualifications: Preferred (1 year Excel) maybe also note about substitution. Section Skills: Knowledge, Skills, And Abilities (list of knowledge, skill, ability). Could also include "Skill In" and "Ability To" etc. Benefits: as described. Pay: salary $86,658. We must not include Schedule. We must remove boilerplate: EEO statements, ADA accommodation, drug-free workplace, citizenship requirement, links, etc. Also remove "Selection Process" etc (application instructions). Also remove "Physical Requirements" maybe? It's substantive but not requested heading; we could incorporate into maybe not needed. Since we only output sections we choose, we can omit Physical Requirements if not under any heading. But we must preserve ALL substantive information; we cannot discard substantive info. The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." So we cannot drop Physical Requirements if it's substantive. However we can embed it within a section like maybe under Requirements or Qualifications? But the instruction says we must use headings only for those specific categories; we can still include other content as paragraphs under those headings or as extra paragraphs not under headings? The instruction: "Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use

• for any list of duties/requirements/benefits, and

  for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it." It doesn't forbid other paragraphs outside headings; but we should aim to include all substantive info somewhere. We can include extra paragraphs under appropriate headings or as generic paragraphs if not fitting. Thus we can include Physical Requirements under maybe a generic paragraph after Skills or within Requirements? But it's not a requirement per se; it's a job demand. Could be placed under Requirements? Might be okay. Similarly "Equipment, Machinery And Tools", "Software And Computer Skills" could go under Skills. "Selection Process" etc is application instructions; we should remove per instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." So we drop Selection Process. Also "Financial Disclosure" maybe considered legal boilerplate? It's a condition but maybe not EEO. It's substantive about requirement to file financial disclosure. Could keep under Requirements or as a paragraph. We need to be careful not to include boilerplate like equal-opportunity statement, ADA accommodation, drug-free workplace, citizenship requirement, links to policies. Remove those. Now let's extract substantive content: Job Title: AOC HR Data Analyst (not to be repeated as heading) Division/Department: AOC, Human Resources Division (metadata; could fold into short p) Closing Date: September 30, 2026 (metadata) Location: Administrative Office of the Courts 187 Harry S. Truman Parkway Annapolis, MD 21401 Salary: $86,658 FLSA Status: Exempt At Will: No Position Type: Fulltime Benefits: as described. Telework: up to 2 days per week may be available; eligibility based on job functions and approval. About the Maryland Court System link (maybe not needed) Financial Disclosure: As a state employee, you may be required to file an annual Financial Disclosure with the State Ethics Commission. If you are required to file, you will be notified by the Judiciary Human Resources Division and must file within 30 days of employment and no later than April 30th of each subsequent calendar year. Essential Job Functions paragraph. Essential Duties And Responsibilities: many sentences. Minimum Qualifications: Education: Bachelor's degree from an accredited college or university. Experience: Three (3) years of professional human resources experience. One (1) year with data analytics experience. Preferred: (1) year of extensive use in Microsoft Excel. Note: Additional professional human resources experience as defined above may be substituted on a year-for-year basis for up to four (4) years of the required education. Knowledge, Skills, And Abilities: list of knowledge, skill, ability. Physical Requirements: Perform all essential functions of the position. Sedentary work . Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met. Equipment, Machinery And Tools: Desktop and general office equipment. Software And Computer Skills: PeopleSoft based HRIS. Microsoft Office products, Word, Excel, and Outlook, process mapping software. We need to output HTML with sections. Let's craft:

  About the role

  The AOC HR Data Analyst provides support to the Assistant State Court Administrator- Human Resources and Deputy Director of Human Resources to develop, implement, and assist with the coordination of organizational development. This position serves as a primary contact for strategic planning and a resource for information pertaining to each unit within Human Resources, which include Employee Relations and Compliance; Benefits and Compensation; HRIS Administration; Talent Acquisition; and Judicial Services, and Information Privacy. The incumbent of this position also supports projects from each unit, ensuring the scope of work is met and there is solution driven work for tasks. The day-to-day tasks include but are not limited to organizing data, developing proposals, communicating with internal and external stakeholders, and implementing process improvement initiatives for Human Resources.

  Responsibilities

  • Conducts independent business analysis from a human resources perspective for the Maryland Judiciary.
  • Generates and compiles monthly metrics and analytics and assess data to support the strategic initiatives of the Assistant State Court Administrator- Human Resources and Deputy Director, Human Resources.
  • Analyzes internal HR processes, procedures, and resources for HR staff.
  • Coordinates the design and implementation of proactive initiatives, action plans, programs, and training for HR staff.
  • Analyzes data for external departments within the Administrative Office of the Courts and provides updates.
  • Works closely with Research and Analysis for reports needed for the State Court Administrator.
  • Create data dashboards in HRIS system for Human Resources and State Court Administrator to review.
  • Assists in the development of plans impacting various internal and external stakeholders.
  • Assists Assistant State Court Administrator- Human Resources and Deputy Director with special projects that impact on the organization (i.e., salary scale updates, financial disclosures, employee engagement initiatives, benefits, employee relations matters)
  • Collaborate and recommend to HR leadership the development of retention methods based on analysis of information.
  • Meets with HR leadership and external stakeholders to develop methods to analyze employee engagement and retention methods.
  • Recommends new initiatives for employee programs.
  • Assists with project management and development for employee programs.
  • Review trends and collaborate with teams to execute communications for organizational development.
  • Develops surveys and works in conjunction with Research and Analysis to analyze data and methodologies to apply for retention purposes.
  • Monitors communication with external stakeholders to identify proactive approaches and recommend interventions as appropriate.
  • Implement data dashboards to be used for internal and external factors regarding employee retention and engagement.
  • Provides Judiciary-wide PIN management in concert with Benefits and Compensation, Talent Acquisition, and Budget.
  • Completes weekly reports for the active and vacant position reports and distribute to the appropriate parties.
  • Independently completes the Judiciary Vacancy report to be reviewed by HR leadership and the State Court Administrator.
  • Reviews the PIN distribution throughout the Judiciary and recommends position changes to align with the strategic initiatives.
  • Direct support to HR Leadership and Managers of HR Units
  • Ass