What are the responsibilities and job description for the Human Resource Generalist position at Lancaster County Government?
JOB
Responsible for creating, updating, and applying all HR policies and county guidelines as well as all activities of the County’s Human Resource Department which involves payroll administration, classification, employee relations, recruitment, benefits administration, retirement benefit administration, records management, personnel law compliance and implementation, education of staff on personnel law, and any other programs related to human resource issues, as well as limited Risk Management duties for approximately 1100 employees and 75 retirees. Supervise the duties of Human Resource Specialist and Payroll Accountant. Reports to the Human Resource Director.
EXAMPLE OF DUTIES
Administers the employee benefits program, which includes all applicable insurance programs, leave benefits, and other benefits offered. Duties include conducting enrollment, processing coverage changes, maintaining and updating insurance records, conducting employee insurance meetings, preparing and processing all related insurance program forms, and acting as the contact point for all employees with questions concerning their benefits. Evaluates existing programs to determine their value, and informs all employees of new benefit programs or changes to existing programs. Administers insurance benefits plans for the County employees and retirees. Provides recommendations to the County Administrator concerning insurance plans, cost, changes, and administers the COBRA program and meets requirements of the Affordable Care Act Provide in-house consulting for County department heads and elected officials to provide information and assist supervisors in resolving employee relations and work performance issues in accordance with county policies, procedures and all pertinent laws and regulations Maintains all personnel records, which include keeping documentation of transactions such as hiring, termination, promotion, demotion, transfer, evaluations, employee changes, and employee statistics for governmental reporting. Facilitates all facets of personnel changes, which include coordinating the appraisal, transfer, promotion, demotion, and termination of employees; conducting exit interviews, terminating benefits, and retaining personnel records in accordance with Federal and State laws. Prepares new hire packets and ensures appropriate documentation is completed prior to hire date. Provides orientation to new employees, which includes explaining benefit program, enrolling employees in benefits plans, collecting payroll information, reviewing personnel guidelines, and informing employees of regulatory compliance issues. Assist in the recruitment process which involves posting vacancies with all available resources, conducting interviews and providing benefit information to potential applicants, performing reference and background checks, and scheduling physical/drug screen. Maintains recruitment records in accordance with EEOC regulations. Provides recommendations concerning changes to existing policy or creation of new policy. Develops and implements procedures regarding new policy proposals. Assist in presenting proposals to County Council for approval. Schedules and conducts meetings to ensure all employees understand any policy changes, additions or deletions. Researches and analyzes information regarding employee law to ensure compliance. Conducts supervisory training related to employee law. Trains management on related personnel issues such as interviewing, hiring, terminating, promoting, performance appraisals, and harassment. Administers and monitors legal compliance with various programs such as FMLA, AA/EEO, ADA, etc. Oversees and facilitates employee relations practices which includes assisting managers in counseling employees, receiving and handling employee grievances, assisting with complaints by staff or management, and interpreting, evaluating and making recommendations to change existing programs. Acts as a general advisor to management in appropriate resolution of employee relation issues regarding legal and related HR issues. Reviews disciplinary actions to ensure compliance with internal guidelines. Assists in monitoring the compensation program/salary administration for consistency in accordance with company philosophy and budgetary limitations. Organizes and arranges any studies or analyses related to classification and compensation practices of the County. Coordinates development of job descriptions and salary ranges for new positions and reclassification of existing positions. Direct wage and salary administration, oversees the payroll process, calculate salary information for promotions, reclassifications and transfers based on county policies. Coordinates efforts with Risk Management concerning employee training and development programs. Identifies needs based on consultation with department heads and employees. Coordinates a variety of employee programs to include wellness campaigns, employee assistance programs, promotions, etc. Handles the activity committee, grievance committee and any other assigned or developed employee relations committees. Administers the unemployment compensation program, conducts telephone hearings and attends unemployment hearings on behalf of the county Prepares employment verifications from financial institutions and mortgage companies for employees past and present Provides assistance to retirees with the retirement process and their available options. Assists in completing forms, insurance changes, and enrollment. Explains retirement insurance and transfers retirees from active to retired. Distributes insurance and retirement newsletters and statements. Completes various incoming wage surveys, employment security commission reports, South Carolina Department of Social Services reporting, and any other required reports. Monitors the departmental budget to ensure compliance with budgetary policy and maintain spending within budgetary limitations. Receives and responds to inquiries, request for assistance, concerns and complaints from employees, department heads, elected officials and citizens Enters all deduction changes in insurance and benefits programs into computer and transfers to payroll. Consults with a wide variety of other agencies to gather information concerning various personnel issues. Attends labor law update seminars, office of insurance meetings, and various other events to keep abreast of employment issues and laws. Interacts and communicates with a variety of groups and individuals to include co-workers, immediate supervisor, other departmental personnel and supervisory staff, applicants, consultants, etc. Operates and utilizes various office related machinery and equipment to include a computer, adding machine, printer, typewriter, calculator, fax machine, etc. Handles all aspects of the Grievance Committee and Grievance Hearings. Handles all aspects of the Department of Employment and workforce. ADDITIONAL JOB FUNCTIONS Performs other related duties as required. MINIMUM TRAINING AND EXPERIENCE Requires a bachelor’s degree in Human Resources, Personnel Management, Business Administration or related field with a minimum of three to five years experience in Human Resource administration, personnel, or related area; or any equivalent combination of education and experience that provides the required knowledge, skills, and abilities. Must have a working knowledge of benefits administration and regulations, fair employment practices and employee recruitment. MINIMUM QUALIFICATIONS OR STANDARDS REQUIREDTO PERFORM ESSENTIAL JOB FUNCTIONS Physical Requirements: Must be physically able to operate basic office equipment including typewriter, computer, copier, calculator, fax machine, etc. Must be physically able to exert up to ten pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull, or otherwise move objects. Position involves mostly sedentary work, but may require walking, standing, reaching, and/or stooping for brief periods of time. Must be able to lift and/or carry weights of up to twenty pounds. Data Conception: Requires the ability to compare and or judge the readily observable functional, structural, or compositional characteristics (whether similar to or divergent from obvious standards) of data, people, or things. Interpersonal Communication: Requires the ability of speaking and/or signaling people to convey or exchange information. Includes the receiving of information and instructions from supervisor. Language Ability: Requires the ability to read a variety of documents, reports, and other materials; must be able to type and/or prepare various documents and reports using the proper format, punctuation, spelling and grammar. Requires the ability to communicate with co-workers, supervisors, customers, etc. with poise, voice control, and confidence. Intelligence: Requires the ability to apply rational systems to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists; to interpret a variety of instructions furnished in written, oral, diagrammatic, or schedule form. Requires the ability to apply influence systems in managing a staff; to learn and understand relatively complex principles and techniques; to make independent judgments in absence of supervision; to acquire knowledge of topics related to primary occupation. Must have the ability to comprehend and interpret received information. Verbal Aptitude: Requires the ability to record and deliver information, to explain procedures, to follow and give verbal and written instructions; and to counsel and teach employees. Must be able to communicate effectively and efficiently with persons of varying educational/cultural backgrounds and in a variety of technical and/or professional languages. Numerical Aptitude: Requires the ability to utilize mathematical formulas; add and subtract totals; multiply and divide; determine percentages and decimals; and determine time and weight. Form/Spatial Aptitude: Requires the ability to inspect items for proper length, width and shape. Motor Coordination: Requires the ability to coordinate hands and eyes in utilizing equipment. Manual Dexterity: Requires the ability to handle a variety of items, equipment, control knobs, switches, etc. Must have moderate levels of eye/hand/foot coordination. Color Discrimination and Visual Acuity: Requires the ability to differentiate colors and shades of color; requires the visual acuity to determine depth perception, peripheral vision, inspection for small parts; preparing and analyzing written or computer data, etc. Interpersonal Temperament: Requires the ability to deal with people beyond receiving instructions. Must be adaptable to performing under minimal stress when confronted with an emergency. Physical Communication: Requires the ability to talk and/or hear (talking - expressing or exchanging ideas by means of spoken words; hearing - perceiving nature of sounds by ear.) PERFORMANCE INDICATORS
Responsible for creating, updating, and applying all HR policies and county guidelines as well as all activities of the County’s Human Resource Department which involves payroll administration, classification, employee relations, recruitment, benefits administration, retirement benefit administration, records management, personnel law compliance and implementation, education of staff on personnel law, and any other programs related to human resource issues, as well as limited Risk Management duties for approximately 1100 employees and 75 retirees. Supervise the duties of Human Resource Specialist and Payroll Accountant. Reports to the Human Resource Director.
EXAMPLE OF DUTIES
Administers the employee benefits program, which includes all applicable insurance programs, leave benefits, and other benefits offered. Duties include conducting enrollment, processing coverage changes, maintaining and updating insurance records, conducting employee insurance meetings, preparing and processing all related insurance program forms, and acting as the contact point for all employees with questions concerning their benefits. Evaluates existing programs to determine their value, and informs all employees of new benefit programs or changes to existing programs. Administers insurance benefits plans for the County employees and retirees. Provides recommendations to the County Administrator concerning insurance plans, cost, changes, and administers the COBRA program and meets requirements of the Affordable Care Act Provide in-house consulting for County department heads and elected officials to provide information and assist supervisors in resolving employee relations and work performance issues in accordance with county policies, procedures and all pertinent laws and regulations Maintains all personnel records, which include keeping documentation of transactions such as hiring, termination, promotion, demotion, transfer, evaluations, employee changes, and employee statistics for governmental reporting. Facilitates all facets of personnel changes, which include coordinating the appraisal, transfer, promotion, demotion, and termination of employees; conducting exit interviews, terminating benefits, and retaining personnel records in accordance with Federal and State laws. Prepares new hire packets and ensures appropriate documentation is completed prior to hire date. Provides orientation to new employees, which includes explaining benefit program, enrolling employees in benefits plans, collecting payroll information, reviewing personnel guidelines, and informing employees of regulatory compliance issues. Assist in the recruitment process which involves posting vacancies with all available resources, conducting interviews and providing benefit information to potential applicants, performing reference and background checks, and scheduling physical/drug screen. Maintains recruitment records in accordance with EEOC regulations. Provides recommendations concerning changes to existing policy or creation of new policy. Develops and implements procedures regarding new policy proposals. Assist in presenting proposals to County Council for approval. Schedules and conducts meetings to ensure all employees understand any policy changes, additions or deletions. Researches and analyzes information regarding employee law to ensure compliance. Conducts supervisory training related to employee law. Trains management on related personnel issues such as interviewing, hiring, terminating, promoting, performance appraisals, and harassment. Administers and monitors legal compliance with various programs such as FMLA, AA/EEO, ADA, etc. Oversees and facilitates employee relations practices which includes assisting managers in counseling employees, receiving and handling employee grievances, assisting with complaints by staff or management, and interpreting, evaluating and making recommendations to change existing programs. Acts as a general advisor to management in appropriate resolution of employee relation issues regarding legal and related HR issues. Reviews disciplinary actions to ensure compliance with internal guidelines. Assists in monitoring the compensation program/salary administration for consistency in accordance with company philosophy and budgetary limitations. Organizes and arranges any studies or analyses related to classification and compensation practices of the County. Coordinates development of job descriptions and salary ranges for new positions and reclassification of existing positions. Direct wage and salary administration, oversees the payroll process, calculate salary information for promotions, reclassifications and transfers based on county policies. Coordinates efforts with Risk Management concerning employee training and development programs. Identifies needs based on consultation with department heads and employees. Coordinates a variety of employee programs to include wellness campaigns, employee assistance programs, promotions, etc. Handles the activity committee, grievance committee and any other assigned or developed employee relations committees. Administers the unemployment compensation program, conducts telephone hearings and attends unemployment hearings on behalf of the county Prepares employment verifications from financial institutions and mortgage companies for employees past and present Provides assistance to retirees with the retirement process and their available options. Assists in completing forms, insurance changes, and enrollment. Explains retirement insurance and transfers retirees from active to retired. Distributes insurance and retirement newsletters and statements. Completes various incoming wage surveys, employment security commission reports, South Carolina Department of Social Services reporting, and any other required reports. Monitors the departmental budget to ensure compliance with budgetary policy and maintain spending within budgetary limitations. Receives and responds to inquiries, request for assistance, concerns and complaints from employees, department heads, elected officials and citizens Enters all deduction changes in insurance and benefits programs into computer and transfers to payroll. Consults with a wide variety of other agencies to gather information concerning various personnel issues. Attends labor law update seminars, office of insurance meetings, and various other events to keep abreast of employment issues and laws. Interacts and communicates with a variety of groups and individuals to include co-workers, immediate supervisor, other departmental personnel and supervisory staff, applicants, consultants, etc. Operates and utilizes various office related machinery and equipment to include a computer, adding machine, printer, typewriter, calculator, fax machine, etc. Handles all aspects of the Grievance Committee and Grievance Hearings. Handles all aspects of the Department of Employment and workforce. ADDITIONAL JOB FUNCTIONS Performs other related duties as required. MINIMUM TRAINING AND EXPERIENCE Requires a bachelor’s degree in Human Resources, Personnel Management, Business Administration or related field with a minimum of three to five years experience in Human Resource administration, personnel, or related area; or any equivalent combination of education and experience that provides the required knowledge, skills, and abilities. Must have a working knowledge of benefits administration and regulations, fair employment practices and employee recruitment. MINIMUM QUALIFICATIONS OR STANDARDS REQUIREDTO PERFORM ESSENTIAL JOB FUNCTIONS Physical Requirements: Must be physically able to operate basic office equipment including typewriter, computer, copier, calculator, fax machine, etc. Must be physically able to exert up to ten pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull, or otherwise move objects. Position involves mostly sedentary work, but may require walking, standing, reaching, and/or stooping for brief periods of time. Must be able to lift and/or carry weights of up to twenty pounds. Data Conception: Requires the ability to compare and or judge the readily observable functional, structural, or compositional characteristics (whether similar to or divergent from obvious standards) of data, people, or things. Interpersonal Communication: Requires the ability of speaking and/or signaling people to convey or exchange information. Includes the receiving of information and instructions from supervisor. Language Ability: Requires the ability to read a variety of documents, reports, and other materials; must be able to type and/or prepare various documents and reports using the proper format, punctuation, spelling and grammar. Requires the ability to communicate with co-workers, supervisors, customers, etc. with poise, voice control, and confidence. Intelligence: Requires the ability to apply rational systems to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists; to interpret a variety of instructions furnished in written, oral, diagrammatic, or schedule form. Requires the ability to apply influence systems in managing a staff; to learn and understand relatively complex principles and techniques; to make independent judgments in absence of supervision; to acquire knowledge of topics related to primary occupation. Must have the ability to comprehend and interpret received information. Verbal Aptitude: Requires the ability to record and deliver information, to explain procedures, to follow and give verbal and written instructions; and to counsel and teach employees. Must be able to communicate effectively and efficiently with persons of varying educational/cultural backgrounds and in a variety of technical and/or professional languages. Numerical Aptitude: Requires the ability to utilize mathematical formulas; add and subtract totals; multiply and divide; determine percentages and decimals; and determine time and weight. Form/Spatial Aptitude: Requires the ability to inspect items for proper length, width and shape. Motor Coordination: Requires the ability to coordinate hands and eyes in utilizing equipment. Manual Dexterity: Requires the ability to handle a variety of items, equipment, control knobs, switches, etc. Must have moderate levels of eye/hand/foot coordination. Color Discrimination and Visual Acuity: Requires the ability to differentiate colors and shades of color; requires the visual acuity to determine depth perception, peripheral vision, inspection for small parts; preparing and analyzing written or computer data, etc. Interpersonal Temperament: Requires the ability to deal with people beyond receiving instructions. Must be adaptable to performing under minimal stress when confronted with an emergency. Physical Communication: Requires the ability to talk and/or hear (talking - expressing or exchanging ideas by means of spoken words; hearing - perceiving nature of sounds by ear.) PERFORMANCE INDICATORS
