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SENIOR LEGISLATIVE COORDINATOR (PUBLIC DEFENDER) ACTIVELY RECRUITED
Chicago, United States
Acts as the government affairs representative and legislative advisor for the assigned bureau/department, leveraging advanced analytical, legal, and fiscal expertise to evaluate and influence legislative and regulatory initiatives. Conducts extensive research, quantitative impact assessments, and legal analysis to inform decision making and advisory activities to support leadership in responding to legislative initiatives. Provides data driven recommendations and insights to assist in policy setting related to legislation, policy, or grant matters. Reviews legislative issues to analyze potential budgetary or operational risk and advises bureau/department leadership. Handles sensitive and confidential information with precision, necessary to complete high-level assignments for the bureau/department.
This position is AT-WILL and Actively Recruited.
Minimum Qualifications
- Graduation from an accredited college or university with a Bachelor's Degree AND
- Four (4) years of legislative analysis, public policy analysis, government relations, or directly related experience is required.
Candidates who are contacted will be required to produce original required documents (e.g., current driver’s license, diploma, school transcript, certifications, etc.) listed on the Notice of Job Opportunity within five (5) days of being extended an offer, in writing, by the Bureau Chief of BHR (or designee). Candidates will be notified of how to submit required documents.
- Degrees awarded outside of the United States with the exception of those awarded in one of the United States territories and Canada, must be credentialed by the World Education Services (WES), Educational Credential Evaluators (ECE) or a National Association of Credential Evaluation (NACES) member organization.
Ability to communicate complex legislative issues clearly and effectively, both verbally and in writing, and address nuanced legal and policy questions with subject matter expertise.
Interpersonal skills with the ability to collaborate effectively across departments, bureaus, and agencies and the ability to build productive relationships with co-workers and other stakeholders.
Ability to lead and cooperate on cross-functional team projects, fostering cooperation and shared accountability to achieve objectives.
Advanced analytical skills to interpret legislation and case law and evaluate the potential impact of legislation upon the bureau/department and its fiscal budget.
Ability to review and synthesize large volumes of legislative bills and resolutions to identify relevant provisions and implications for bureau/department operations.Skill in legislative writing and analysis, with the ability to conduct grant research and develop proposals.
Knowledge of political and legislative processes at the State and County government levels.
Experience in engaging with legislators, elected officials, and their staff to communicate their position, negotiate priorities, and build relationships.
The duties listed are not set forth for purposes of limiting the assignment of work. They are not to be construed as a complete list of the many duties normally to be performed under a job title or those to be performed temporarily outside an employee's normal line of work.
- Medical, Dental, and Vision Coverage
- Basic Term Life Insurance
- Pension Plan and Deferred Compensation Program
- Employee Assistance Program
- Paid Holidays, Vacation, and Sick Time
- You May Qualify for the Public Service Loan Forgiveness Program (PSLF)
The County has a hybrid work environment which allows employees telecommuting and flexible scheduling options.
- This position requires successful completion of post-offer tests, which may include a background check, drug screen and medical examination.
Falsification of any information in the application process will result in disqualification, dismissal after hire, and/or placement on the County’s Ineligible for Rehire List for a period of two (2) or five (5) years. For current County employees, such falsification may result in discipline, up to and including termination, and placement on the County’s Ineligible for Rehire List for a period of two (2) or five (5) years. See Cook County Code of Ordinances, Article II, Sections 44-54 Unlawful Practices Relating to Employees and Employment - Penalty, 44-56 Political Discrimination; Cook County Employment Plan, Section V.N. Pre-Interview License and Certification Verification; Supplemental Policy No. 2014-2.13 Ineligible for Rehire List; and Cook County Personnel Rules 3.3(b) (7) (d)
EEO Statement
Cook County Government is an Equal Employment Opportunity (“EEO”) employer. Cook County prohibits illegal discrimination and harassment and affords equal employment opportunities to employees and applicants without regard to race, color, sex, age, religion, disability, national origin, ancestry, sexual orientation, marital status, parental status, source of income, housing status, military service or discharge status, gender identity, genetic information, or any other protected category established by law, statute or ordinance as further defined in Chapter 44. Human Resources, Article II. Personnel Polices, Section 44-53 of the Cook County Code of Ordinances and Chapter 42. Human Relations, Article II. Human Rights, Section 42-35 of the Cook County Code of Ordinances.
NOTE: As an internal candidate, should you be offered the position, salary allocations shall abide by the Cook County Personnel Rules.
Must be legally authorized to work in the United States without sponsorship.
Please contact BHR.WorkforceStrategy@cookcountyil.gov for inquiries about this position
Social Media Disclaimer
The County’s hiring process is governed by the Cook County Employment Plan which prohibits employment actions from being influenced by any Political Reasons or Factors for Non-Exempt Positions. The advertisement of this position by any individual does not constitute an offer or promise of employment, promotion, or any other employment action and shall not influence the County’s hiring decision. Cook County officials and employees who become aware of or receive a complaint that involves an allegation of Political Reasons or Factors being considered in the hiring process of Non-Exempt positions are obligated to refer the complaint to the Cook County Office of the Inspector General. If the Cook County Inspector General sustains allegations of Political Reasons or Factors being considered, Cook County will disqualify the Applicant or Candidate from consideration for employment and disciplinary action will be imposed on any involved Cook County employees, if applicable.
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