What are the responsibilities and job description for the Human Resources Generalist position at Leon County Government?
JOB
GENERAL DESCRIPTION OF DUTIESThe purpose of this position is to assist in carrying out the mission of the Office of Human Resources by providing human resources services in the recruitment/employment, policy/procedures, compensation, benefits, employee relations, training or human resources information systems. Other personnel related work assignments are also performed by employees in positions assigned to this class. 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. ESSENTIAL DUTIES Recruitment: Conducts and administers the recruitment effort for exempt and non-exempt positions. Work involves, but is not limited to, planning and coordinating recruitment programs; determining labor market and length of recruitment; preparing job bulletins and recruitment information; determining and placing advertisements in appropriate media; reviewing applications for determination of qualifications and forwarding applications to hiring authority; entering data into the County's application tracking system; reviewing documentation of the selection process for approval of hiring recommendation; and preparing letters to be sent to applicants. May interview candidates for vacant positions. Unemployment: Represents the organization in unemployment claims. Unemployment responsibilities may include, but is not limited to, processing appropriate invoices for payment, receiving forms from the Department of Labor and processing unemployment claims, maintaining unemployment compensation files, and verifying invoices to determine if claimant was an employee. May attend unemployment hearings. Policies: Assists in the policy development, implementation and interpretation of policies and procedures. Prepares drafts of policy for administrative and Board consideration. Interprets personnel policies and procedures for staff; prepares, maintains and distributes new or revised policies and procedures. New Employee Orientation: Conducts new employee orientation: maintains orientation program by updating information with revisions of policies, procedures, and forms; advises and trains all new employees on County policies, procedures, benefits, and programs. Human Resources Information Systems: Maintains Banner Database and changes. Coordinates and maintains all banner code files. Compiles data for special report requests and submits to MIS. Coordinates and maintains employee data, new hires, terminations, job changes, salary adjustments, benefit/deductions, additions, terminations, changes, etc. Assists in the coordination of system changes. Serves as liaison with other offices on payroll matters. Assists in coordinating and maintaining system security with MIS/GIS and Finance. Attendance & Leave. Performs leave audits; compiles leave liability report; and maintains leave retirement bank. Sick Leave Pool: Administers the Sick Leave Pool, schedules meetings, develops agendas, provides correspondence to members, submits request for use of the sick leave pool; provides recommendations to Committee members; maintains a record of hours used, updating data in the HRIS system; prepares and distributes a summary reports to members when there has been activity in the pool; conducts open enrollment by distributing flyers, making presentations to employees and updating data in the HRIS system. Family & Medical Leave Act: Runs and maintains leave reports. Audits data to determine staff who have been off of work for more than 3 days. Determine eligibility for FMLA. Prepares and sends staff initial FMLA notification and Employer Response. Answers questions from staff on eligibility and procedures. Maintains supply of FMLA packets. Benefits Administration. Processes new employee health, dental, vision life, and supplemental insurance plan enrollments; changes and terminations; serves as liaison between employees and insurance providers; collects retiree and COBRA insurance payments; monitors pretax, and flex accounts; and provides assistance on information relating to benefits and generates benefits reports as needed. Assists in claims resolution, reconciling vendor invoices and communications of benefits information to staff. Assists in the coordination of the Annual Benefits Open Enrollment Period.Retirement responsibilities may include, but are not limited to, coordinating FRS and Deferred Compensation contacts; meeting with retirees to provide a smooth transition and to inform them of their options; assisting retirees with the preparation of required documents; processing and forwarding all appropriate documents to FRS; and dispersing files and special requests to other staff. Answering questions from staff on plan options. Compensation: Assists in the administration of the Compensation Program. Monitors the performance appraisal process and may make recommendations for improvements. Notifies managers when performance evaluations are due. May assist in the preparation of job descriptions or job description questionnaires. Other Related Duties: Assists in the creation and evaluation of reports.Recommends new approaches, procedures, policies to ensure continuous improvement in services.Maintains compliance with federal and state regulations.Communicates with staff on policies, procedures, laws, standards and regulations.May respond to employee relations issues such as complaints and allegations.May facilitate or provide training to staff.Assists in the coordination and maintenance of the employee recognition program.Assists in the maintenance of Affirmative Action/Equal Employment Opportunity records, reports and logs. Maintains personnel files and records, answers phones, assists Managers and employees in the interpretation of Human Resources Policies and Procedures, prepares verification of employment requests, and assists with special assignments and projects as necessary in other areas. Other work assignments include, but are not limited to, budget preparation and maintenance and office management, notifying managers when performance appraisals are due, participating in benefits enrollment, participating in new employment and termination processes, and providing team support in all areas of human resources. OTHER IMPORTANT OR MARGINAL DUTIESOther activities include, but are not limited to, employee training, participating in employee recognition programs, and serving on the employee advisory committee. DIFFICULTYEmployee applies standard practices and procedures and must use judgment to determine on a case-by-case basis which standard may apply. RESPONSIBILITY: Supervision ReceivedPosition performs within established policies, processes, and procedures. Guidance is sought concerning any deviation from standard operating procedures. Supervision of OthersNone. 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 USEDPersonal 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 DEMANDMost work is performed in an office environment, typically at a desk operating a computer. KNOWLEDGE, SKILLS, AND ABILITIES (Refer to JDQ for KSA's unique to individual positions.)Knowledge of principles and practices of personnel administration.Knowledge of applicable federal and state laws and regulations.Knowledge of the principles of equal opportunity and affirmative action.Knowledge of statistical concepts and methods.Knowledge of personal computers, word processing and spread sheet applications.Knowledge of basic arithmetic.Knowledge of office practices and procedures.Knowledge of the principles and techniques of effective communication.Knowledge of the methods of data collection.Ability to research, collect, analyze and evaluate data relating to personnel program functions.Ability to organize data into logical format.Ability to compose correspondence.Ability to utilize problem-solving techniques.Ability to understand and apply applicable rules, regulations, policies and procedures relating to personnel program functions.Ability to prepare reports relating to personnel program functions.Ability to plan, organize and coordinate work assignments.Ability to establish and maintain effective working relationships with others. MINIMUM QUALIFICATIONSRequires 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 RequirementsMust be able to work independently and be able to communicate clearly both orally and in writing. Computer experience and working knowledge of WordPerfect, 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. Analysis depends upon specific HR Generalist under discussion. General each provides first level customer support and perform HR paraprofessional work. 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. 84HRGEN.doc
GENERAL DESCRIPTION OF DUTIESThe purpose of this position is to assist in carrying out the mission of the Office of Human Resources by providing human resources services in the recruitment/employment, policy/procedures, compensation, benefits, employee relations, training or human resources information systems. Other personnel related work assignments are also performed by employees in positions assigned to this class. 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. ESSENTIAL DUTIES Recruitment: Conducts and administers the recruitment effort for exempt and non-exempt positions. Work involves, but is not limited to, planning and coordinating recruitment programs; determining labor market and length of recruitment; preparing job bulletins and recruitment information; determining and placing advertisements in appropriate media; reviewing applications for determination of qualifications and forwarding applications to hiring authority; entering data into the County's application tracking system; reviewing documentation of the selection process for approval of hiring recommendation; and preparing letters to be sent to applicants. May interview candidates for vacant positions. Unemployment: Represents the organization in unemployment claims. Unemployment responsibilities may include, but is not limited to, processing appropriate invoices for payment, receiving forms from the Department of Labor and processing unemployment claims, maintaining unemployment compensation files, and verifying invoices to determine if claimant was an employee. May attend unemployment hearings. Policies: Assists in the policy development, implementation and interpretation of policies and procedures. Prepares drafts of policy for administrative and Board consideration. Interprets personnel policies and procedures for staff; prepares, maintains and distributes new or revised policies and procedures. New Employee Orientation: Conducts new employee orientation: maintains orientation program by updating information with revisions of policies, procedures, and forms; advises and trains all new employees on County policies, procedures, benefits, and programs. Human Resources Information Systems: Maintains Banner Database and changes. Coordinates and maintains all banner code files. Compiles data for special report requests and submits to MIS. Coordinates and maintains employee data, new hires, terminations, job changes, salary adjustments, benefit/deductions, additions, terminations, changes, etc. Assists in the coordination of system changes. Serves as liaison with other offices on payroll matters. Assists in coordinating and maintaining system security with MIS/GIS and Finance. Attendance & Leave. Performs leave audits; compiles leave liability report; and maintains leave retirement bank. Sick Leave Pool: Administers the Sick Leave Pool, schedules meetings, develops agendas, provides correspondence to members, submits request for use of the sick leave pool; provides recommendations to Committee members; maintains a record of hours used, updating data in the HRIS system; prepares and distributes a summary reports to members when there has been activity in the pool; conducts open enrollment by distributing flyers, making presentations to employees and updating data in the HRIS system. Family & Medical Leave Act: Runs and maintains leave reports. Audits data to determine staff who have been off of work for more than 3 days. Determine eligibility for FMLA. Prepares and sends staff initial FMLA notification and Employer Response. Answers questions from staff on eligibility and procedures. Maintains supply of FMLA packets. Benefits Administration. Processes new employee health, dental, vision life, and supplemental insurance plan enrollments; changes and terminations; serves as liaison between employees and insurance providers; collects retiree and COBRA insurance payments; monitors pretax, and flex accounts; and provides assistance on information relating to benefits and generates benefits reports as needed. Assists in claims resolution, reconciling vendor invoices and communications of benefits information to staff. Assists in the coordination of the Annual Benefits Open Enrollment Period.Retirement responsibilities may include, but are not limited to, coordinating FRS and Deferred Compensation contacts; meeting with retirees to provide a smooth transition and to inform them of their options; assisting retirees with the preparation of required documents; processing and forwarding all appropriate documents to FRS; and dispersing files and special requests to other staff. Answering questions from staff on plan options. Compensation: Assists in the administration of the Compensation Program. Monitors the performance appraisal process and may make recommendations for improvements. Notifies managers when performance evaluations are due. May assist in the preparation of job descriptions or job description questionnaires. Other Related Duties: Assists in the creation and evaluation of reports.Recommends new approaches, procedures, policies to ensure continuous improvement in services.Maintains compliance with federal and state regulations.Communicates with staff on policies, procedures, laws, standards and regulations.May respond to employee relations issues such as complaints and allegations.May facilitate or provide training to staff.Assists in the coordination and maintenance of the employee recognition program.Assists in the maintenance of Affirmative Action/Equal Employment Opportunity records, reports and logs. Maintains personnel files and records, answers phones, assists Managers and employees in the interpretation of Human Resources Policies and Procedures, prepares verification of employment requests, and assists with special assignments and projects as necessary in other areas. Other work assignments include, but are not limited to, budget preparation and maintenance and office management, notifying managers when performance appraisals are due, participating in benefits enrollment, participating in new employment and termination processes, and providing team support in all areas of human resources. OTHER IMPORTANT OR MARGINAL DUTIESOther activities include, but are not limited to, employee training, participating in employee recognition programs, and serving on the employee advisory committee. DIFFICULTYEmployee applies standard practices and procedures and must use judgment to determine on a case-by-case basis which standard may apply. RESPONSIBILITY: Supervision ReceivedPosition performs within established policies, processes, and procedures. Guidance is sought concerning any deviation from standard operating procedures. Supervision of OthersNone. 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 USEDPersonal 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 DEMANDMost work is performed in an office environment, typically at a desk operating a computer. KNOWLEDGE, SKILLS, AND ABILITIES (Refer to JDQ for KSA's unique to individual positions.)Knowledge of principles and practices of personnel administration.Knowledge of applicable federal and state laws and regulations.Knowledge of the principles of equal opportunity and affirmative action.Knowledge of statistical concepts and methods.Knowledge of personal computers, word processing and spread sheet applications.Knowledge of basic arithmetic.Knowledge of office practices and procedures.Knowledge of the principles and techniques of effective communication.Knowledge of the methods of data collection.Ability to research, collect, analyze and evaluate data relating to personnel program functions.Ability to organize data into logical format.Ability to compose correspondence.Ability to utilize problem-solving techniques.Ability to understand and apply applicable rules, regulations, policies and procedures relating to personnel program functions.Ability to prepare reports relating to personnel program functions.Ability to plan, organize and coordinate work assignments.Ability to establish and maintain effective working relationships with others. MINIMUM QUALIFICATIONSRequires 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 RequirementsMust be able to work independently and be able to communicate clearly both orally and in writing. Computer experience and working knowledge of WordPerfect, 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. Analysis depends upon specific HR Generalist under discussion. General each provides first level customer support and perform HR paraprofessional work. 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. 84HRGEN.doc
