Human Resources Generalist ( Open Until Filled)

Starting placement will generally not exceed 15% of the advertised initial salary range and is based on qualifications, experience, and internal equity.

GENERAL DESCRIPTION OF DUTIES
The Human Resource Generalist's responsibilities include maintaining and updating employee records, ensuring compliance, recruitment, on-boarding, and handling assigned projects. This role demands strong interpersonal and organizational skills, exceptional attention to detail, and the ability to excel in a fast-paced environment. Other personnel related work assignments are also performed by employees in positions assigned to this class. 

The ideal candidate will possess a thorough understanding of Human Resources (HR) practices and employee management. They should be skilled in managing a diverse range of HR activities, demonstrating strong interpersonal skills, attention to detail, and the capacity to thrive in a dynamic, fast-paced environment.

NOTE: 
The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position.  The Job Description Questionnaire (JDQ) reflects a more detailed description of the position. Neither the job description nor the JDQ constitutes an employment agreement.  Both are subject to change as the needs of the County and requirements of the job change.

All Leon County employees (regular full-time and part-time, OPS, and PRN) are required to work before, during and after a Declared Local State of Emergency (DLSOE). Participation is considered a condition of employment. 

ESSENTIAL DUTIES
 Enters and updates personal, job, and payroll information for new and existing employees into HR databases. Assists with the hiring process, including job postings, hiring, and on-boarding of new employees. Provides insights and recommendations based on HR data to improve internal processes. Assists in the preparation and processing of HR-related documents benefit enrollments and termination paperwork. Supports recruitment, talent acquisition, and employment processing.

Collaborates with departments and the HR team to assess staffing needs and ensure timely recruitment and hiring. Verifying the accuracy of data entered by cross-referencing with source documents. Assist with employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff. Suggests new approaches, policies, and procedures to improve the efficiency of recruitment and on-boarding services.

Ensures compliance with local, state, and federal employment laws and regulations, including hiring, drug testing, and background screening requirements. Maintains accurate and up-to-date employee records and documentation in all County systems, including NEOGOV and Banner systems. Assists applicants and employees with questions related to hiring, recruitment, on-boarding, transfers, and promotions. Acts as a liaison between departments, the HR team, and employees, ensuring alignment of HR strategies and policies.

Assist in the preparation of HR reports, such as days-to-hire, turnover rates, and headcounts. Represents the County at hiring fairs and other recruitment activities. Conducts or acquires background checks and verifies employee eligibility. Performs other duties as assigned.

DIFFICULTY
Employee applies standard practices and procedures and must use judgment to determine on a case-by-case basis which standard may apply.

RESPONSIBILITY:
Supervision Received
Position performs within established policies, processes, and procedures.  Guidance is sought concerning any deviation from standard operating procedures.

Supervision of Others
None.

INTERNAL AND EXTERNAL CUSTOMER CONTACT 
Employee has considerable contact with internal customers at various levels to relay and obtain information and external contacts to resolve issues, obtain, and provide information.

EQUIPMENT AND TOOLS USED
Personal computer, word processing software, spreadsheet software, database software, specialized software (Banner), typewriter, fax, and calculator/adding machine are among the equipment used.

WORK ENVIRONMENT AND PHYSICAL DEMAND
Most work is performed in an office environment, typically at a desk operating a computer.

KNOWLEDGE, SKILLS, AND ABILITIES
- Knowledge of HRIS systems; Knowledge of NEOGOV and Banner systems a plus, but not required.
 - Proficiency in Microsoft Office
 - Ability to work overtime as needed including evenings and weekends
 - Ability to support data entry and recruiting activities effectively.

MINIMUM QUALIFICATIONS
Requires graduation from an accredited four year college or university with a Bachelor's degree in human resources management, business administration, public administration, communications, education or one of the social/behavior sciences or other related field, and three (3) years of professional or paraprofessional human resources experience; or an equivalent combination of training and related work experience.

Necessary Special Requirements
 Computer experience and working knowledge of Word, Excel, and Windows software is required.  

Selection Guidelines:
Formal application, rating of education and experience; oral interview, reference check, and drug testing.

FLSA STATUS:   Position is classified as non-exempt.  

Established:  November 23, 1998; Revised November 2, 1999; Revised August 2003; Revised JDQ submitted on July 5, 2006, for one of two positions assigned to this class; February 12, 2025.

 
84HRGEN.doc