What are the responsibilities and job description for the Human Resources Generalist - Workforce Development/HRIS Administration position at Emerald Coast Utilities Authority?
JOB
This position will be working in the Workforce Development/HRIS Administration division..Please Note: The salary range reflects the potential earnings for this position, with experienced tenured employees earning toward the higher end of the range. Most new hires, especially those without extensive experience, will start near the entry-level pay range. Candidates with significant comparable experience in the field may start just below the midpoint.JOB SUMMARY: S111The Human Resources Generalist serves as a key resource and subject matter expert in managing a wide range of HR functions, including benefits, recruiting, workforce development, performance management, training, and risk management. This role requires independent judgment and decision-making in the application of complex HR laws, policies, and procedures. ESSENTIAL FUNCTIONS: Act as a trusted advisor, providing guidance and resolving complex HR issues for management and staff.Review, evaluate, and recommend improvements to HR programs, policies, and procedures.Ensure compliance with federal, state, and local employment laws (e.g., Family and Medical Leave Act (FMLA), Americans with Disabilities Act Amendments (ADAA), Fair Labor Standards Act (FLSA), Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity (EEO)).Interpret and apply laws and policies to provide advice, resolve conflicts, and ensure fair treatment of employees.Counsel employees and staff on benefits, rights, and available resources.Conduct investigations, manage grievance procedures, and provide equitable solutions to employee issues.Collaborate with department heads to assess HR needs, implement programs, and interpret policies and regulationsFoster a positive work environment through employee recognition programs.Address employee concerns and resolve conflicts.Manage special HR projects, conduct research, and present data-driven recommendations.Coordinate employee orientations and maintain HR databases and filing systems.Monitor and reconcile benefits accounts and ensure accurate record-keeping for HR transactions.Receives human resources inquiries and concerns from employees and departmental staff; through friendly, professional customer service skills, ascertains the nature of the request, assists, or directs to the appropriate resource. Assists with the employee relations process by interpreting, applying, and explaining policy, rules, regulations, and provisions of the workplace; may assist in facilitating grievance and dispute resolutions process to effect equitable solutions. Confers with executive staff, managers, supervisors and other HR staff to assess needs, solve problems, explain services, and interpret policies, procedures, laws, and regulations.Disaster team member duties as assigned.All other duties as assigned. SPECIALIZED FUNCTIONSBenefits Administration Administer and manage employee benefits programs, including health, dental, life, disability insurance, 457(b) retirement plans, tuition reimbursement program and wellness programs.Coordinate and facilitate Open Enrollment activities and meetings.Assist employees with selecting and enrolling in appropriate benefit plans during open enrollment periods. Ensure adherence to all federal and state regulations related to employee benefits, including COBRA.Develop and deliver clear communication materials to employees regarding their benefits, including plan summaries, updates, and enrollment guides.Answer employee questions about benefits, providing guidance on plan options, and resolving benefit-related issues.Conduct benefits orientations for new employees to educate them about their available benefit options.Generate reports on benefit utilization and cost trends for quarterly metrics and management review.Assist with Requests for Proposals (RFPs) for group benefits and insurances. Oversee FMLA, ADA, and leave of absence requests, ensuring compliance and effective communication with employees and managers.Manage benefits data and prepare detailed reports on employee benefits enrollment and claims.Assist with the development and coordination of wellness initiatives, promoting employee health and well-beingWorkforce Development/HRIS AdministrationManage and maintain HRIS software, ensuring accurate data, efficient processes, and system security.Support workforce development initiatives, including employee data management, performance management, training, and labor law compliance. Develop and update HRIS Standard Operating Procedures (SOP).Configure and implement HRIS modules and features.Oversee performance management systems, ensuring alignment with organizational goals and employee growth.Provide feedback and coaching to employees on performance objectives.Collaborate with leadership to develop career development, succession planning, and workforce strategies.Conduct workforce analysis and recommend strategies to optimize staffing and development.Assess employee skills and manage development and career progression plans.Partner with subject matter experts to create specialized training content.Ensure compliance with labor law requirements and maintain accurate employee records.Track workforce metrics and generate reports on training effectiveness and employee development.Stay current on industry trends and best practices in workforce development.Troubleshoot HRIS issues and provide training to HR staff to ensure effective system usage.Serve as the primary contact for HRIS-related inquiries.Participate in HRIS project planning, implementation, and updates.Perform data audits and corrections to ensure data integrity. Generate reports and analytics to support workforce planning and decision-making.Assist with the design and delivery of workforce development programs and training sessions.Track and report on training program outcomes and participant satisfaction.Provide data and insights to support workforce planning and decision-making.Design and deliver workforce development programs and training sessionsAssess the skills and needs of individuals within the organizationDevelop and maintain partnerships with community organizations, employers, and educational institutionsTrack and report on career development training program outcomes and participant satisfactionRecruitment and StaffingManage the full recruitment lifecycle, including prescreening applicants, collaborating with hiring managers on recruitment strategies, and preparing requisitions, exam plans, and job postings.Partner with hiring managers to ensure a seamless, equitable, and efficient hiring process.Coordinate background checks, physical exams, and skills testing to assess candidate suitability.Maintain data integrity in HR systems (e.g., Tyler Munis, NeoGov) to ensure an accurate and efficient hiring process.Schedule interviews and prepare necessary materials, such as scoring sheets and interview questions.Conduct interviews, facilitate post-interview evaluations, and consult with HR leadership on hiring decisions when necessary.Administer skills testing to assess candidate qualifications and competencies.Review and compile data from background checks, medical exams, motor vehicle reports, and skills tests, and consult with the Director of Human Resources and Administrative Services as needed.Partner with staffing agencies to secure temporary staffing as required.Provide career counseling, resume assistance, and mock interviews to internal employees for career development.Offer guidance to external candidates regarding ECUA’s application process and steps to successful employment.Accurately enter and maintain recruitment-related data in Tyler Munis, ensuring proper documentation for all hiring processes (selection, promotion, demotion, transfer).Prepare, collate, and file recruitment-related documents to ensure compliance and transparency.Participate in radio broadcasts to promote ECUA job openings and career events, enhancing public awareness of opportunities.Coordinate and participate in external career fairs to attract top talent to ECUA.Risk Management Report to the Risk Manager and communicate timely updates to the Risk Manager and Director of HR and Administrative Services.Administer Workers' Compensation claims, ensuring compliance, accurate documentation, and timely resolution.Oversee risk-related programs, including the Drug-Free Workplace Program and Emergency Haz-Mat Driver Call-Out Roster Incentive.Maintain and track current driver licenses for safety-sensitive and DOT-licensed employees.Request and review annual Motor Vehicle Reports (MVRs) and monitor driver license points.Create and maintain claim files, manage the Recordables software, and process claims-related invoices.Monitor and track the divisional budget for risk management activities.Draft risk management-related board resolutions. Assist the Risk Manager with Requests for Proposals (RFPs) for risk-related services.Support the Risk Manager in managing auto and general liability claims as needed.Act as a liaison between ECUA, insurance carriers, adjusters, and claimants regarding claim status.Conduct accident investigations and collaborate with staff to implement safety measures that mitigate risks and prevent accidents.Maintain accident and claims data, preparing regular reports on safety trends, accident frequency, severity, and associated costs.Prepare claim documentation, update claim activity in Recordables, and manage the associated files and payment vouchers.Provide customer service and clear timely communication with employees, customers, and claimants.Collaborate with law enforcement on accident and theft investigations involving ECUA vehicles and property.Obtain and file police accident reports and other documentation relevant to claims.Visit accident scenes to inspect properties, gather claim information, and assess areas of risk; take photographs and coordinate with contractors, claimants, and vendors.Work with contractors and vendors to mitigate risks and reduce claims costs.Maintain and update ECUA's Emergency Response Plan (ERP) manual.Prepare subrogation documentation for property damage recovery related to third-party incidents.Track loss recovery amounts and maintain records in MS Excel.Collaborate with the Risk Manager to gather statistical claim data and prepare quarterly risk management reports. Other duties as assigned.
EXAMPLE OF DUTIES
Bachelor's Degree in Human Resources, Labor Relations, or a related field is preferred; or any combination of education, training, and experience which provides the required knowledge, skills, and abilities to perform the essential functions of the job. (Educational documentation will be requested upon offer of employment.) Five (5) years of progressive human resources experience, including employee relations, recruiting, benefits administration, risk management, training and development, human resources data and/or statistical analysis.Proficiency in Microsoft Office and HRIS systems (e.g., Tyler Munis, NeoGov).Preferred certifications: HRCI - PHR, HRCI – SPHR, SHRM-CP, or SHRM-SCP. *Applicants with a high school diploma only must have at least 5 years of progressively responsible HR experience;Applicants with an Associate degree only must have at least 4 years of progressively responsible HR experience;Applicants with a Bachelor's or Master's degree in Human Resources Management, Labor and Industrial Relations, or a related field must have at least 2 years of progressively responsible HR experience (as noted above). License: Valid driver license required. Employment offers to all new hires are contingent upon the job candidates successfully passing background, motor vehicle and reference checks, drug screening, and post job offer physicals (that may include pulmonary testing). All applicants are subject to physical assessments as required by job.
SUPPLEMENTAL INFORMATION
MATERIAL AND EQUIPMENT USED: Standard office equipmentComputer and peripheral equipmentMotor vehicleKnowledge of: Comprehensive understanding of HR principles, policies, employment laws, and regulations.Familiarity with standard office practices and procedures.In-depth knowledge of HRIS software and related technologies.Awareness of workforce development, training, and succession planning strategies.Skill in: Strong interpersonal and communication skills, with the ability to engage at all organizational levels.Proficiency in analyzing HR data, identifying trends, and presenting actionable insights.Skilled in managing multiple tasks and meeting deadlines in a dynamic environment.Excellent written communication skills for preparing clear reports, correspondence, and presentations.Expertise in interpreting, applying, and explaining HR policies and laws.Project management experience in developing and implementing HR programs.High attention to detail, ensuring accuracy in record-keeping and documentation.Ability to work both autonomously and collaboratively in team settings.Ability to: Ability to convey complex HR concepts clearly to employees at all levels.Proficient in using HRIS systems to manage and analyze employee data.Ability to define problems, collect relevant data, and make sound decisions based on analysis.Demonstrated discretion and professionalism in resolving sensitive HR issues.Capable of managing multiple tasks simultaneously while maintaining organizational effectiveness.
This position will be working in the Workforce Development/HRIS Administration division..Please Note: The salary range reflects the potential earnings for this position, with experienced tenured employees earning toward the higher end of the range. Most new hires, especially those without extensive experience, will start near the entry-level pay range. Candidates with significant comparable experience in the field may start just below the midpoint.JOB SUMMARY: S111The Human Resources Generalist serves as a key resource and subject matter expert in managing a wide range of HR functions, including benefits, recruiting, workforce development, performance management, training, and risk management. This role requires independent judgment and decision-making in the application of complex HR laws, policies, and procedures. ESSENTIAL FUNCTIONS: Act as a trusted advisor, providing guidance and resolving complex HR issues for management and staff.Review, evaluate, and recommend improvements to HR programs, policies, and procedures.Ensure compliance with federal, state, and local employment laws (e.g., Family and Medical Leave Act (FMLA), Americans with Disabilities Act Amendments (ADAA), Fair Labor Standards Act (FLSA), Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity (EEO)).Interpret and apply laws and policies to provide advice, resolve conflicts, and ensure fair treatment of employees.Counsel employees and staff on benefits, rights, and available resources.Conduct investigations, manage grievance procedures, and provide equitable solutions to employee issues.Collaborate with department heads to assess HR needs, implement programs, and interpret policies and regulationsFoster a positive work environment through employee recognition programs.Address employee concerns and resolve conflicts.Manage special HR projects, conduct research, and present data-driven recommendations.Coordinate employee orientations and maintain HR databases and filing systems.Monitor and reconcile benefits accounts and ensure accurate record-keeping for HR transactions.Receives human resources inquiries and concerns from employees and departmental staff; through friendly, professional customer service skills, ascertains the nature of the request, assists, or directs to the appropriate resource. Assists with the employee relations process by interpreting, applying, and explaining policy, rules, regulations, and provisions of the workplace; may assist in facilitating grievance and dispute resolutions process to effect equitable solutions. Confers with executive staff, managers, supervisors and other HR staff to assess needs, solve problems, explain services, and interpret policies, procedures, laws, and regulations.Disaster team member duties as assigned.All other duties as assigned. SPECIALIZED FUNCTIONSBenefits Administration Administer and manage employee benefits programs, including health, dental, life, disability insurance, 457(b) retirement plans, tuition reimbursement program and wellness programs.Coordinate and facilitate Open Enrollment activities and meetings.Assist employees with selecting and enrolling in appropriate benefit plans during open enrollment periods. Ensure adherence to all federal and state regulations related to employee benefits, including COBRA.Develop and deliver clear communication materials to employees regarding their benefits, including plan summaries, updates, and enrollment guides.Answer employee questions about benefits, providing guidance on plan options, and resolving benefit-related issues.Conduct benefits orientations for new employees to educate them about their available benefit options.Generate reports on benefit utilization and cost trends for quarterly metrics and management review.Assist with Requests for Proposals (RFPs) for group benefits and insurances. Oversee FMLA, ADA, and leave of absence requests, ensuring compliance and effective communication with employees and managers.Manage benefits data and prepare detailed reports on employee benefits enrollment and claims.Assist with the development and coordination of wellness initiatives, promoting employee health and well-beingWorkforce Development/HRIS AdministrationManage and maintain HRIS software, ensuring accurate data, efficient processes, and system security.Support workforce development initiatives, including employee data management, performance management, training, and labor law compliance. Develop and update HRIS Standard Operating Procedures (SOP).Configure and implement HRIS modules and features.Oversee performance management systems, ensuring alignment with organizational goals and employee growth.Provide feedback and coaching to employees on performance objectives.Collaborate with leadership to develop career development, succession planning, and workforce strategies.Conduct workforce analysis and recommend strategies to optimize staffing and development.Assess employee skills and manage development and career progression plans.Partner with subject matter experts to create specialized training content.Ensure compliance with labor law requirements and maintain accurate employee records.Track workforce metrics and generate reports on training effectiveness and employee development.Stay current on industry trends and best practices in workforce development.Troubleshoot HRIS issues and provide training to HR staff to ensure effective system usage.Serve as the primary contact for HRIS-related inquiries.Participate in HRIS project planning, implementation, and updates.Perform data audits and corrections to ensure data integrity. Generate reports and analytics to support workforce planning and decision-making.Assist with the design and delivery of workforce development programs and training sessions.Track and report on training program outcomes and participant satisfaction.Provide data and insights to support workforce planning and decision-making.Design and deliver workforce development programs and training sessionsAssess the skills and needs of individuals within the organizationDevelop and maintain partnerships with community organizations, employers, and educational institutionsTrack and report on career development training program outcomes and participant satisfactionRecruitment and StaffingManage the full recruitment lifecycle, including prescreening applicants, collaborating with hiring managers on recruitment strategies, and preparing requisitions, exam plans, and job postings.Partner with hiring managers to ensure a seamless, equitable, and efficient hiring process.Coordinate background checks, physical exams, and skills testing to assess candidate suitability.Maintain data integrity in HR systems (e.g., Tyler Munis, NeoGov) to ensure an accurate and efficient hiring process.Schedule interviews and prepare necessary materials, such as scoring sheets and interview questions.Conduct interviews, facilitate post-interview evaluations, and consult with HR leadership on hiring decisions when necessary.Administer skills testing to assess candidate qualifications and competencies.Review and compile data from background checks, medical exams, motor vehicle reports, and skills tests, and consult with the Director of Human Resources and Administrative Services as needed.Partner with staffing agencies to secure temporary staffing as required.Provide career counseling, resume assistance, and mock interviews to internal employees for career development.Offer guidance to external candidates regarding ECUA’s application process and steps to successful employment.Accurately enter and maintain recruitment-related data in Tyler Munis, ensuring proper documentation for all hiring processes (selection, promotion, demotion, transfer).Prepare, collate, and file recruitment-related documents to ensure compliance and transparency.Participate in radio broadcasts to promote ECUA job openings and career events, enhancing public awareness of opportunities.Coordinate and participate in external career fairs to attract top talent to ECUA.Risk Management Report to the Risk Manager and communicate timely updates to the Risk Manager and Director of HR and Administrative Services.Administer Workers' Compensation claims, ensuring compliance, accurate documentation, and timely resolution.Oversee risk-related programs, including the Drug-Free Workplace Program and Emergency Haz-Mat Driver Call-Out Roster Incentive.Maintain and track current driver licenses for safety-sensitive and DOT-licensed employees.Request and review annual Motor Vehicle Reports (MVRs) and monitor driver license points.Create and maintain claim files, manage the Recordables software, and process claims-related invoices.Monitor and track the divisional budget for risk management activities.Draft risk management-related board resolutions. Assist the Risk Manager with Requests for Proposals (RFPs) for risk-related services.Support the Risk Manager in managing auto and general liability claims as needed.Act as a liaison between ECUA, insurance carriers, adjusters, and claimants regarding claim status.Conduct accident investigations and collaborate with staff to implement safety measures that mitigate risks and prevent accidents.Maintain accident and claims data, preparing regular reports on safety trends, accident frequency, severity, and associated costs.Prepare claim documentation, update claim activity in Recordables, and manage the associated files and payment vouchers.Provide customer service and clear timely communication with employees, customers, and claimants.Collaborate with law enforcement on accident and theft investigations involving ECUA vehicles and property.Obtain and file police accident reports and other documentation relevant to claims.Visit accident scenes to inspect properties, gather claim information, and assess areas of risk; take photographs and coordinate with contractors, claimants, and vendors.Work with contractors and vendors to mitigate risks and reduce claims costs.Maintain and update ECUA's Emergency Response Plan (ERP) manual.Prepare subrogation documentation for property damage recovery related to third-party incidents.Track loss recovery amounts and maintain records in MS Excel.Collaborate with the Risk Manager to gather statistical claim data and prepare quarterly risk management reports. Other duties as assigned.
EXAMPLE OF DUTIES
Bachelor's Degree in Human Resources, Labor Relations, or a related field is preferred; or any combination of education, training, and experience which provides the required knowledge, skills, and abilities to perform the essential functions of the job. (Educational documentation will be requested upon offer of employment.) Five (5) years of progressive human resources experience, including employee relations, recruiting, benefits administration, risk management, training and development, human resources data and/or statistical analysis.Proficiency in Microsoft Office and HRIS systems (e.g., Tyler Munis, NeoGov).Preferred certifications: HRCI - PHR, HRCI – SPHR, SHRM-CP, or SHRM-SCP. *Applicants with a high school diploma only must have at least 5 years of progressively responsible HR experience;Applicants with an Associate degree only must have at least 4 years of progressively responsible HR experience;Applicants with a Bachelor's or Master's degree in Human Resources Management, Labor and Industrial Relations, or a related field must have at least 2 years of progressively responsible HR experience (as noted above). License: Valid driver license required. Employment offers to all new hires are contingent upon the job candidates successfully passing background, motor vehicle and reference checks, drug screening, and post job offer physicals (that may include pulmonary testing). All applicants are subject to physical assessments as required by job.
SUPPLEMENTAL INFORMATION
MATERIAL AND EQUIPMENT USED: Standard office equipmentComputer and peripheral equipmentMotor vehicleKnowledge of: Comprehensive understanding of HR principles, policies, employment laws, and regulations.Familiarity with standard office practices and procedures.In-depth knowledge of HRIS software and related technologies.Awareness of workforce development, training, and succession planning strategies.Skill in: Strong interpersonal and communication skills, with the ability to engage at all organizational levels.Proficiency in analyzing HR data, identifying trends, and presenting actionable insights.Skilled in managing multiple tasks and meeting deadlines in a dynamic environment.Excellent written communication skills for preparing clear reports, correspondence, and presentations.Expertise in interpreting, applying, and explaining HR policies and laws.Project management experience in developing and implementing HR programs.High attention to detail, ensuring accuracy in record-keeping and documentation.Ability to work both autonomously and collaboratively in team settings.Ability to: Ability to convey complex HR concepts clearly to employees at all levels.Proficient in using HRIS systems to manage and analyze employee data.Ability to define problems, collect relevant data, and make sound decisions based on analysis.Demonstrated discretion and professionalism in resolving sensitive HR issues.Capable of managing multiple tasks simultaneously while maintaining organizational effectiveness.
