The Human Resources Generalist is responsible for the development and implementation of employment services designed to attract and retain highly skilled workers. Will play a vital role in promoting the Judicial Branch as an employer of choice through development and implementation of effective Recruitment, Hiring and Selection, Retention, and Engagement initiatives. Work collaboratively with management in the development and implementation of effective Employee Relations and Career Development strategies. Provide assistance to HR functional areas to help 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 are consistent 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 and hire for critical and hard-to-fill positions and to build a pipeline of qualified candidates, utilizing job boards (e.g., LinkedIn, NEOGOV, Indeed) and social media sites such as Twitter and Facebook.
Manage the full recruitment cycle as well as the hiring and selection process to include developing standard recruitment, interviewing, hiring and selection processes and procedures; consulting with hiring managers; reviewing/updating (as needed) positions descriptions; drafting/posting job announcements; monitoring job boards; screening applications; maintaining applicant data for EEO reporting; and serving 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 and implement proactive and creative recruitment strategies/tools to source, assess, and pre-qualify highly preferred job candidates.
Conduct skills gap analyses in a systematic way to analyze staff's current skill level and identify skills the organization needs/wants in the future. Attend and/or coordinate recruitment functions such as job fairs, career days and/or other events to source qualified candidates.
Partner with leadership to develop and implement an employer brand (EB) that results in a positive employer reputation and brings attention to the Judicial Branch as an employer of choice.
Develop effective relationships within the Judicial Branch and the hiring community, such as colleges and universities and professional organizations, to have influence and attract and recruit qualified candidates.
Work closely with other HR staff to collect and coordinate aggregate data for talent pool and translate those data into insights through data analysis that drives deliberate action plans at the appropriate levels.
Retention and Engagement Strategies and Initiatives : Increase retention in a way that will cause employees to have an affinity or connection to their employer long-term through employee engagement strategies.
Develop employee engagement strategies to include a comprehensive, branch-wide employee recognition program, wellness programs and other activities aimed at workforce retention, reducing turnover, increasing productivity, and creating a positive workplace environment.
Conducts 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 developing and managing the utilization of 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 will help the Judicial Branch evaluate how well employees perform their job duties and where employees can improve to more closely align with the overall mission.
Career Development Program: Design, develop and implement a career development program by building robust training programs and career progression plans for employees and supervisors.
Support and consult with leaders and managers to establish clear strategies for how talent will be grown from within.
Partner with Court Education, court administrators, clerks, managers, and other subject matter experts to assess education, training and development needs of the Judicial Branch workforce.
Research education and training programs, services and other opportunities and make recommendations as needed or as directed. Determine specific learning objectives based on needs and goals identified.
Conduct presentations and facilitate training programs.
Facilitate career coaching, selection criteria, and job transitions to help employees grow and advance.
Partner 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 level of responsibility and pay. Assists in the development and editing of position descriptions as needed or directed.
Employee Relations : Assists management in employee relations matters by addressing performance and conduct issues. Monitor and advise managers and supervisors on the progressive discipline process and legal implications of HR issues related to discipline and employee grievances;
Compose, review and edit disciplinary actions at the discretion of HR leadership.
Assists in maintaining employee relations records and keeps HR Director and State Court Administrator abreast of employee relations issues that may have legal implications or a long-range effect on the Judicial Branch as a whole.
In the absence of HR leadership (or presence, with approval), take appropriate action on employee relations issues such as conducting initial interviews with managers and employees. Document and escalate complex issues to HR leadership for resolution.
Provide assistance to other HR function areas as needed or directed.
All other duties as assigned.
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/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/projects. Ability to design and rollout talent initiatives.
Program management skills with the ability to 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.
Ability to research information and analyze data to arrive at valid conclusions, recommendations, and plans of action.
Ability to prepare comprehensive reports, represent ideas clearly and concisely, and communicate effectively, both orally and in writing.
Possess strong presentation skills and ability to facilitate/lead. Ability to prioritize. Ability to brainstorm, develop, and implement new ideas.
Ability to multitask with attention to details and meeting 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.
