Human Resources Generalist

The Human Resources Generalist is responsible for the development and implementation of employment services designed to attract and retain highly skilled workers. The role plays a vital part in promoting the Judicial Branch as an employer of choice through effective recruitment, hiring, and selection initiatives. The Generalist works collaboratively with management to develop and implement employee relations and career development strategies, while providing assistance to HR functional areas to ensure efficient delivery of HR services. Recruitment Strategies and Initiatives Develop effective sourcing and recruitment strategies by setting recruitment goals that meet hiring objectives (e.g., diversity, equity, and inclusion) and align with the Judicial Branch’s mission, vision, and goals. Draft and implement recruiting and hiring strategies to attract employees from diverse backgrounds. Develop and implement creative and innovative sourcing strategies and techniques to recruit for critical and hard‑to‑fill positions, building a pipeline of qualified candidates. Utilize job boards (LinkedIn, NEOGOV, Indeed) and social media sites such as Twitter and Facebook. Manage the full recruitment cycle, including standard recruitment, interviewing, hiring, and selection processes; consult with hiring managers; review and update position descriptions; draft and post job announcements; monitor job boards; screen applications; maintain applicant data for EEO reporting; and serve on interview panels as needed. Identify future recruiting needs by consulting with division directors and supervisors to understand skill levels. Forecast staffing needs by working with hiring managers to develop proactive, creative recruitment strategies and tools to source, assess, and pre‑qualify highly preferred job candidates. Conduct skills gap analyses to assess current staff skill levels and identify future organizational needs. Attend or coordinate recruitment functions such as job fairs, career days, and other events to source qualified candidates. Partner with leadership to develop and implement an employer brand that enhances the Judicial Branch’s reputation as an employer of choice. Develop effective relationships within the Judicial Branch and the hiring community—including colleges, universities, and professional organizations—to attract and recruit qualified candidates. Retention and Engagement Strategies and Initiatives Increase retention through employee engagement strategies that foster long‑term affinity with the employer. Develop comprehensive engagement strategies, including a branch‑wide employee recognition program, wellness programs, and other activities aimed at workforce retention, reducing turnover, increasing productivity, and creating a positive workplace environment. Conduct policy‑related training and other trainings designed for the first 12 months of employment. Develop a supervisor’s guide to onboarding. Assist HR leadership in the development of branch‑wide policies and handbooks. Seek to increase employee morale by managing climate surveys and exit interviews to monitor turnover factors and consult managers on how to address concerns. Work closely with HR leadership to develop a performance management policy and program that evaluates employee performance and identifies opportunities for improvement aligned with the overall mission. Career Development Program Design, develop, and implement a career development program that builds robust training programs and career progression plans for employees and supervisors. Support and consult with leaders and managers to establish strategies for growing talent from within. Partner with Court Education, court administrators, clerks, managers, and other subject matter experts to assess training needs of the Judicial Branch workforce. Research education and training programs, services, and other opportunities, making recommendations as needed. Determine specific learning objectives based on identified needs and goals. Conduct presentations and facilitate training programs. Facilitate career coaching, selection criteria, and job transitions to help employees grow and advance. Collaborate with the Compensation Manager to ensure job descriptions align with the career ladder’s progression of occupational fields ranked from highest to lowest based on responsibility and pay. Assist in developing and editing position descriptions as needed. Employee Relations Assist management in employee relations matters by addressing performance and conduct issues. Monitor and advise managers and supervisors on the progressive discipline process and the legal implications of HR issues related to discipline and employee grievances. Compose, review, and edit disciplinary actions as directed by HR leadership. Maintain employee relations records and keep the HR Director and State Court Administrator abreast of issues that may have legal implications or long‑range effects on the Judicial Branch. In the absence of HR leadership (or with approval), take appropriate action on employee relations issues, such as conducting initial interviews with managers and employees. Document and elevate complex issues to HR leadership for resolution. Provide assistance to other HR function areas as needed or directed. All other duties as assigned. Required Education and Experience A bachelor’s degree and three (3) or more years of relevant human resources experience, preferably in designing, developing, and supporting organization‑wide talent management programs covering talent acquisition, retention, training and development, performance management, succession planning, diversity, equity and inclusion, and employee engagement. Five (5) or more years of experience as an HR Generalist. Experience managing complex workforce projects such as addressing branch‑wide core competency gaps, prioritizing training needs, and developing critical recruitment and retention plans. Experience in all areas of recruitment sourcing and recruitment cycle. Demonstrated experience working with an applicant tracking system such as NEOGOV and federal EEO/affirmative action reporting. Human Capital Strategist (HCS), Analytics for Talent Management (ATM), Strategic Talent Acquisition (STA), SHRM‑SCP, or SHRM‑CP certification. Required Knowledge, Skills, Abilities and Other Characteristics Knowledge of federal, state, and local laws related to recruitment, employee development, and performance management. Knowledge of learning management systems and their application to workforce development. Ability to organize and manage programs and projects, design and rollout talent initiatives, and gather data, establish SMART goals, measure outcomes, assess, plan, research, and execute projects, problem‑solve, write reports, and present findings with minimal supervision. Ability to learn new technologies, research information, analyze data, and provide valid recommendations and action plans. Ability to prepare comprehensive reports, represent ideas clearly and concisely, and communicate effectively, both orally and in writing. Strong presentation skills and ability to facilitate and lead. Ability to prioritize, brainstorm, develop, and implement new ideas. Ability to multitask with attention to detail and meet deadlines. Ability to maintain confidentiality and use discretion in dealing with sensitive information. Ability to comprehend and interpret rules, policies, guidelines, and procedures. Ability to maintain effective working relationships with judicial employees and the general public. Benefits Health, Dental, Vision, Long Term Disability, and Life Insurance for Employee, Spouse, and Children. State Retirement Plan and Deferred Compensation Programs (Temporary positions have option to enroll). 15 days paid annual (vacation) leave per year. 15 days paid sick leave per year. Option to designate 10 days of earned paid sick leave per year as family sick leave. 13 paid state holidays. Workers’ Compensation Benefits. #J-18808-Ljbffr