Human Resources Coordinator
U.S. District CourtIntroduction and Representative Duties
- OPEN ONLY TO CURRENT FEDERAL JUDICIARY EMPLOYEESThis position is open until filled with preference given to applications received no later than 02/06/2026.
POSITION OVERVIEW
This Human Resources Coordinator position is located in a consolidated Human Resources Division and reports to the Human Resources Director. The consolidated human resources division supports the District Court Clerk’s Office, chambers, Probation and Pretrial Services Office, including law enforcement and non-law enforcement positions. The incumbent serves as a lead human resources specialist and administers the professional, technical, and administrative work related to various human resources programs on a district-wide basis, acting as the alter-ego of the Human Resources Director.
REPRESENTATIVE DUTIES
Administers recruitment activities by posting vacancies, screening applications and conducting skills testing and refers qualified candidates to court managers or the appointing office for final selection.
Administers the compensation programs. Applies compensation regulations to a wide variety of personnel actions governed by federal regulations, the Court Personnel System, judicial officer’s benefits program, Judiciary Salary Plan, and court staff systems.
Administers the leave management program by providing guidance on use of appropriate leave and technical assistance on use and maintenance of automated time and attendance program. Audits and verifies time and attendance records and reconciles payroll reports with AO reports.
Assists the Human Resources Director with the management of salaries and expense account for budgetary purposes through the Personnel Projection System.
Administers retirement benefits programs by providing general and individual counseling for the Civil Service Retirement System, Federal Employees Retirement System, judiciary retirement options, mandatory retirement for hazardous duty employees, disability retirement benefits and Social Security benefits.
Processes or approves personnel actions and assures timely and accurate personnel and payroll actions such as appointments, promotions, separations, terminations, within-level step increases, special awards, leave without pay, and salary indebtedness.
Acts as liaison with Systems Technology Division and AO regarding HR information systems.
Maintain records and forms including records in support of certification of personnel costs and lawful hiring practices. Assures the privacy and confidentiality of individual and unit personnel records.
Coordinates the performance management programs for the units supported including counseling employees and managers regarding performance evaluation requirements and adverse action procedures and documentation.
Anticipate, originate, implement, and manage human resources policies, procedures, and standards for a consolidated human resources district. Research, analyze, develop, and recommend policies, procedures, and standards for multiple court units which may have different needs and priorities.
Develop strategic budget planning recommendations to identify existing and potential staffing scenarios. Determine the implication of staffing decisions on existing and projected budgets.
Manage and implement the personnel budget for each court unit, recognizing the priorities, needs, and cultures of each unit. Consult with and make staffing recommendations to each unit’s management. Work with the budget administrators on budgetary and staffing needs district-wide. Provide advice on organizational structures and classification standards, and guide management on Human Resources related changes.
Assists with the development of strategies for use in the development of performance management tools for each court unit that is consistent with the court’s philosophy, and reflect each court unit’s culture. Develop performance management tools for each court unit, including law enforcement and non-law enforcement positions.
Develop and classify position descriptions, develop evaluation tools, performance standards, and rating criteria. Advise unit executives, managers and supervisors on the evaluation of staff performance throughout the year. Provide oversight of a tracking system for evaluations and salary increases district-wide.
Lead human resources staff in day-to-day responsibilities and advise on routine and non-routine questions. Ensure a consistent human resources message and response to questions and problems raised by management and staff.
Review the Guide to Judiciary Policy and the Human Resources Manual to confirm adherence to human resources, budget, and procurement practices.
Consult with and provide advice to judges, managers, and employees district-wide on human resources issues, procedures, and practices, including employee relations, disciplinary actions, performance management, staffing, payroll, cost projections, and related matters.
Develop strategies to assist authorities and facilitate discussions regarding human resources issues. Work with management to anticipate and address potential employee relations issues. Develop and maintain fair employment policies and practices. Coordinate the court’s Employee Dispute Resolution Plan and Adverse Action Plan and serve as EDR Coordinator. Identify and recommend appropriate responses to issues, disputes, and adverse action matters.
Establish district procedures for benefits administration, recruitment, orientation, classification, personnel action processing, budget, payroll, separations, workers’ compensation, and records management for multiple court units and chambers, each with different needs, priorities, and cultures.
Identify current and potential workflow issues; develop and/or implement solutions using current technologies. Recommend changes or improvements to automated systems.
Identify training needs and implement programs in human resources related areas, such as: retirement, HRMIS, recruitment, employee relations, performance management, and Code of Conduct. Lead human resources staff in implementation and delivery of training programs.
Recommend and provide training enhancements for human resources staff and compile performance evaluation details for Human Resources Director review and performance evaluation metrics for human resources staff evaluations.
Establish procedures for maintaining local personnel files, leave records, budget, and payroll records. Recommend internal tracking systems covering all aspects of human resources operations to ensure consistency and compliance.
Establish relationships and maintain information sharing networks with court employees, other district and circuit human resources representatives, the AO, and external vendors.
Serves as alter ego to the Human Resources Director and a mentor to current and new human resources staff within the district.
Represent the court at the circuit and national levels in the testing and implementation of automated systems developed by the Administrative Office.
Develop training for courts throughout the court family regarding human resources automated systems. Manage automated systems for human resources activities locally, including HRMIS, personnel projection systems, leave keeping systems, etc.
Advise unit executives, managers, and supervisors on leave administration, leave policies and tracking issues in adherence to local leave policies and procedures, as well as those set forth in the Guide to Judiciary Policy. Serve as a resource for information among the court units regarding all human resources needs.
Performs other duties as assigned. Occupational Information
MINIMUM QUALIFICATIONS
Two years of specialized experience.
PREFERRED QUALIFICATIONS
Preference will be given to applicants who have Federal Judiciary human resources experience.How to Apply
Please visit our website at https://www.governmentjobs.com/careers/azduscourts.
Applications are only accepted on our website.
Applicants must submit the following with their online application:- Cover letter that supports your work experience as it relates to the position.
- Resume that includes complete work and salary history, and education.
- Your two most recent performance evaluations (strongly preferred).
- Letters of recommendation may be substituted if no evaluation is available. One letter of recommendation must be from a current or recent supervisor.
Attachments should be submitted only as Microsoft Word or Adobe Acrobat (PDF) documents. Other formats are not acceptable.
Applications will be considered complete when the online application and all required attachments (in proper format) are received by the Human Resources Division. Applications and/or attachments received after the closing date may not be considered.Applicant Information
The initial appointment to this position is provisional pending the successful completion of the required background checks and/or investigations.
Only qualified applicants will be considered for this position. Employees of the U.S. District Court serve under “Excepted Appointments” and are considered “at will” employees (except for probation officers who may be removed for cause). Federal Civil Service classifications or regulations do not apply; however, court employees are entitled to substantially the same benefits as other Federal Government employees.
The U.S. District Court is a drug-free workplace and the applicant selected will be required to participate in a drug screening test prior to employment.
All information provided by applicants is subject to verification and background investigation. Applicants are advised that false statements or omission of information on any application materials or the inability to meet the following conditions may be grounds for non-selection, withdrawal of an offer of employment or dismissal after being employed.
Participation in the interview process will be at the applicant’s own expense and relocation expenses will not be provided.
All promotions are subject to the approval of the Administrative Office of the U.S. Courts.
The position is subject to the mandatory electronic fund transfer (EFT) participation for payment of net pay (i.e. Direct Deposit).
Non-citizens may be interviewed and considered for employment, but employment offers will only be made to individuals who qualify under one of the exceptions in 8 U.S.C. §1324b(a)(3)(B). In most cases, this means that an offer of employment cannot be made unless the candidate is a lawful permanent resident who is seeking U.S. citizenship as explained below. Under 8 U.S.C. §1324b(a)(3)(B), a lawful permanent resident seeking citizenship may not apply for citizenship until he or she has been a permanent resident for at least five years (three years if seeking naturalization as a spouse of a citizen), at which point he or she must apply for citizenship within six months of becoming eligible, and must complete the process within two years of applying (unless there is a delay caused by the processors of the application). Non-citizens who have not been permanent residents for five years will be required to execute an affidavit that they intend to apply for citizenship when they become eligible to do so.The U.S. District Court, District of Arizona is an Equal Opportunity Employer