Hernando County Sheriff's Office

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.. Handles second-level escalations of workers’ compensation claims and benefits issues.. Maintains human resource information system records in MUNIS and compiles reports from the database.. 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.. Intermediate to advanced Kknowledge of change management principles required for effectively supporting, communicating and providing feedback on the implementation of change in the agencyhuman resources administerial functions, to include but not limited to personnel actions, worker’s compensation administration, leave management, policy interpretation and implementation.

human resources generalist ii

JOB TITLE: HUMAN RESOURCES GENERALIST II BUREAU: ADMINISTRATIVE SERVICES BUREAU SUPERVISED BY: HUMAN RESOURCES DIRECTOR PAY GRADE: 21N CREATED: 4/1/24 FLSA STATUS: NON – EXEMPT REVISED: 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 <ul><li>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.</li><li>Collaborates with departmental managers to facilitate vacancies announcements/job postings, candidate review, interviews, assessments, and job offers.</li><li>Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.</li><li>Implements new hire orientation and employee recognition programs.</li><li>Attends and participates in employee disciplinary meetings, terminations, and investigations.</li><li>Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.</li><li>Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.</li><li>Gather and analyze data with useful HR metrics, like time to hire and employee turnover rates, employee demographics, and strength reports.</li><li>Administers various human resource plans and procedures for all agency personnel; assists in the development and implementation of Human Resources policies and procedures; prepares and maintains employee handbook.</li><li>Participates in developing department goals, objectives and systems. This position Ddoes not have direct reports, but serves as a senior coach and mentor for other positions in the department;. Sserves as back-up to the director.</li><li>Monitors the performance evaluation program.</li><li>Maintains required postings on agency bulletin boards. Maintains and generates applicable EEO and OSHA reporting.</li><li>Coordinates recruitment efforts; conducts interviews for new hires and non- competitive promotions; monitors career-pathing program and writes and places advertisements.</li><li>Coordinates employee benefits; conducts new-employee orientations; processes retirement paperwork and serves as a liaison for retirees.</li><li>Coordinates FMLA for the agency. Handles second-level escalations of workers’ compensation claims and benefits issues.</li><li>Participates in staff meetings and attends other meetings and seminars. Assists in maintaining the agency strength report.</li><li>Assists in evaluation of reports, decisions and results of department in relation to established goals. Recommends new approaches, policies and procedures to effect continual improvements in efficiency of the department and services performed.</li><li>Maintains human resource information system records in MUNIS and compiles reports from the database.</li><li>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. </li></ul>Qualifications <ul><li>Training and Experience</li><li>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.</li><li>Preferred qualifications: Professional in Human Resources (PHR) certification or equivalent. Law enforcement or public HR experience.</li><li> Knowledge, Skills, and Abilities</li><li>Intermediate to advanced experience with MS Office (Word, Excel, Outlook, etc.).</li><li>Intermediate to advanced Kknowledge of change management principles required for effectively supporting, communicating and providing feedback on the implementation of change in the agencyhuman resources administerial functions, to include but not limited to personnel actions, worker’s compensation administration, leave management, policy interpretation and implementation.</li><li>Knowledge of HRIS transactions, report generation, and data analysis.</li><li>Ability to effectively Knowledge of HR concepts, principles and practices.</li><li>Effective communicatione skills. Writes and presents effectively., verbally and in writing, to a diverse audience Adjusts to fit the audience and the message. </li></ul>Essential Physical Skills <ul><li>Acceptable eyesight (with or without correction).</li><li>Acceptable hearing (with or without hearing aid).</li><li>Ability to communicate clearly.</li><li>Ability to sit or stand for long periods of time. </li></ul>EQUAL OPPORTUNITY EMPLOYER Employment Type: Full Time Years Experience: 5 - 10 years Salary: $55,125 - $83,879 Annual Bonus/Commission: No

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