Hernando County Sheriff's Office
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Current Openings >> Human Resource Generalist II
Human Resource Generalist II
Summary
Title:Human Resource Generalist II
ID:1479
Department:Administrative
Salary Range:Starting Salary $55,125.00
Description
HERNANDO COUNTY SHERIFF’S OFFICE
AL NIENHUIS, SHERIFF

JOB TITLE:             HUMAN RESOURCES GENERALIST II
BUREAU:                ADMINISTRATIVE SERVICES BUREAU
SUPERVISED BY:  HUMAN RESOURCES DIRECTOR
PAY GRADE:          21N                            CREATED:
FLSA STATUS:        NON – EXEMPT        REVISED:    4/1/2024

CHARACTERISTICS OF THE CLASS
Under the general supervision of the Human Resources Director, the Human Resource Generalist II performs human resources-related duties at the advanced professional level and may carry out responsibilities in some or all of the following functional areas: employee relations, training, talent management, talent acquisition, benefits administration, worker’s compensation, employee wellness and retirement programs.

[NOTE]: These examples are intended only as illustrations of the various types of work performance. 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.

ESSENTIAL JOB FUNCTIONS
  1. Performs routine tasks required to administer and execute human resource programs including but not limited to classification, position control, HRIS management, collaboration with external entities related to academy attendance for sworn positions, compiling and reporting statistical data, and training and development. 
  2. Collaborates with departmental managers to facilitate vacancies announcements/job postings, candidate review, interviews, assessments, and job offers.
  3. Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff. 
  4. Implements new hire orientation and employee recognition programs.
  5. Attends and participates in employee disciplinary meetings, terminations, and investigations.
  6. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
  7. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
  8. Gather and analyze data with useful HR metrics, like time to hire and employee turnover rates, employee demographics, and strength reports.
  9. Participates in developing department goals, objectives and systems. This position does not have direct reports, but serves as a senior coach and mentor for other positions in the department; serves as back-up to the director.
  10. Monitors the performance evaluation program.
  11. Handles second-level escalations of workers’ compensation claims and benefits issues.
  12. Maintains human resource information system records in MUNIS and compiles reports from the database.
  13. Assists the director in the daily administration of other HR services as directed or assigned, including but not limited to recruitment and selection, promotions, transfers, contract negotiation and administration, affirmative action/EEO compliance, job classification, performance evaluation, and employee relations in accordance with quality management principles and overall objectives of the organization.

QUALIFICATIONS

    Training and Experience
  1. Minimum qualifications: Associate’s degree from an accredited college or university in the field of human resources, business management, or similar field. Five years of intermediate to advanced experience in human resources.
  2. Preferred qualifications: Professional in Human Resources (PHR) certification or equivalent. Law enforcement or public HR experience

    Knowledge, Skills, and Abilities
  1. Intermediate to advanced experience with MS Office (Word, Excel, Outlook, etc.).
  2. Intermediate to advanced knowledge of human resources administerial functions, to include but not limited to personnel actions, worker’s compensation administration, leave management, policy interpretation and implementation.
  3. Knowledge of HRIS transactions, report generation, and data analysis.
  4. Ability to effectively communicate, verbally and in writing, to a diverse audience.
 
ESSENTIAL PHYSICAL SKILLS
  • Acceptable eyesight (with or without correction).
  • Acceptable hearing (with or without hearing aid).
  • Ability to communicate clearly.
  • Ability to sit or stand for long periods of time.
 
Equal Opportunity Employer

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