Human Resource Generalist

SUMMARY

Under general supervision of the Human Resources Director, performs a variety of professional human resources functions including recruitment and selection, onboarding and offboarding, employee training and development, employee relations, performance management, compensation and classification support, and compliance with applicable employment laws and City policies. Provides guidance and assistance to supervisors, managers, and employees regarding routine human resources matters and assists with the administration and implementation of City human resources programs, policies, and procedures.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Confer with department supervisors and managers to identify staffing needs and assist with recruitment strategies and applicant search assignments. Prepare, create, and coordinate job postings on appropriate recruiting, networking, municipal, and other employment sites. Monitor postings and recruitment activity and provide staffing updates as needed. Review applications and resumes and prescreen applicants to determine whether their qualifications, skills, experience, and knowledge meet established position requirements. Refer qualified applicants to departments for interviews. Develop prescreening questions and other applicant screening materials in consultation with hiring managers. Conduct reference checks and review reference information with the hiring supervisor or manager. Coordinate pre-employment processes, including assessments, background checks, employment verifications, physical examinations, drug screenings, and other required pre-employment activities. Maintain accurate and confidential recruitment and employment records and documentation in accordance with City policies, records retention requirements, and applicable employment laws. Assist with ensuring recruitment and employment practices comply with applicable federal and state laws, Equal Employment Opportunity requirements, and City policies and procedures. Assist supervisors and managers with preparing and extending employment offers in accordance with the City’s compensation and pay plan policies. Notify internal and external applicants regarding the status of their applications. Assist the Human Resources Director with compensation and classification activities, including annual compensation studies, maintenance of the City’s Pay Plan and Step Plan, and review of classification, promotional, and transfer requests. Assist with developing, reviewing, and updating job descriptions to ensure duties, responsibilities, and minimum qualifications accurately reflect the position. Coordinate the City’s onboarding process in conjunction with the Benefits Coordinator and other HR staff. Assist with offboarding activities and conduct exit interviews for employees who have resigned from the City. Coordinate employee training and development activities, including scheduling training, coordinating vendors, tracking attendance, maintaining training records, preparing reports, and establishing training tracks within the City’s learning management system. Assist with the development and coordination of Citywide training programs for new employees, employees moving into supervisory roles, and other employees based on identified training needs. Provide guidance and assistance to supervisors and managers regarding routine employee relations and performance issues, including attendance, workplace conduct, performance concerns, and application of City policies and procedures. Refer complex or sensitive matters to the Human Resources Director. Assist supervisors and managers with performance management activities, including performance evaluations, coaching and counseling, performance improvement plans, and other performance-related processes. Assist with employee disciplinary and corrective action processes by reviewing documentation, ensuring appropriate procedures are followed, and providing guidance consistent with City policies and procedures. Refer complex or sensitive disciplinary matters to the Human Resources Director. Assist with employee relations matters and workplace investigations, including gathering information, conducting employee interviews as directed, documenting concerns, and assisting with appropriate follow-up. Assist with interpreting and communicating City human resources policies, procedures, and employment practices to employees, supervisors, and managers. Refer questions involving complex or unusual circumstances to the Human Resources Director. Maintain accurate information within the City’s human resources information systems and related technology. Assist with recruitment, training, performance management, reporting, and other HR-related system functions. Prepare routine human resources reports and information related to recruitment, staffing, turnover, training, employee relations, and other HR activities as requested. Assist with special projects, policy updates, program implementation, and other human resources initiatives as assigned. May provide training, instruction, and guidance to employees regarding human resources processes, procedures, and systems. Regular and timely attendance is required, as well as the ability to establish and maintain effective, professional, and cooperative working relationships with employees, supervisors, managers, department directors, and the public.

SUPERVISORY RESPONSIBILITIES

This position does not have direct supervisory responsibility but may provide training, instruction, and functional guidance to employees as assigned.

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION and/or EXPERIENCE Bachelor’s degree in Human Resources Management, Business Administration, Public Administration, or a related field from an accredited four‑year college or university and a minimum of two years of progressively responsible human resources experience. Equivalent combinations of education, training, and relevant human resources experience may be considered.

LANGUAGE SKILLS

Ability to read, analyze, and interpret common technical journals, financial reports and legal documents. Ability to respond to common inquiries or complaints from customers, regulatory agencies, or members of the business community. Ability to write speeches and articles for publication that conforms to prescribed style and format. Ability to effectively present information to management, public groups and/or City Council.

MATHEMATICAL SKILLS

Ability to perform all basic mathematical concepts and functionality. Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations.

REASONING ABILITY

Ability to define problems, collect data, establish facts, and draw valid conclusions.

PREFERRED QUALIFICATIONS

Experience working in a public‑sector or municipal human resources environment. Experience with recruitment and selection, employee relations, performance management, training, or other generalist HR functions. Experience using a human resources information system and/or learning management system. Professional HR certification such as SHRM‑CP or PHR.

SPECIALIZED KSA’S

Demonstrated knowledge of Texas and federal employment laws, regulations, and generally accepted human resources practices and principles. Working knowledge of recruitment and selection practices, employee relations, performance management, training and development, compensation and classification, and other general human resources functions. Strong oral and written communication skills, with the ability to communicate effectively and professionally with employees, supervisors, managers, applicants, vendors, outside agencies, and the public. Demonstrated ability to interpret and apply City policies, procedures, and human resources practices to routine employment matters and to recognize situations requiring consultation with the Human Resources Director. Demonstrated skill in the use and application of computer software, including word processing, spreadsheets, presentation software, human resources information systems (HRIS), applicant tracking systems, and learning management systems. Demonstrated ability to maintain confidential and sensitive information and exercise appropriate judgement and discretion in handling employee and employment‑related matters. Demonstrated ability to organize work, manage multiple priorities, meet deadlines, maintain accurate records, and effectively follow established procedures. Demonstrated ability to establish and maintain effective working relationships with employees at all levels of the organization, vendors, outside agencies, and the public.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to talk and hear. The employee frequently is required to sit; use hands to finger, handle, or feel; and reach with hands and arms. The employee is occasionally required to stand, walk; climb or balance; stoop, kneel, crouch or crawl; and taste or smell. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, color vision, and ability to adjust focus.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is exposed to fluorescent lighting. The employee is occasionally exposed to poor ventilation causing stale air odors and shared thermostats which can cause hot or cold discomfort. The noise level in the work environment is usually moderate. #J-18808-Ljbffr Gfoat