Human Resources Generalist

Hybrid - County Building (Marshall);
Justice Center (Battle Creek)

May 26, 2026

$61K - $78K

Under the general direction of the HR and Labor Relations Director, this position provides dedicated human resources support to the Sheriff’s Office, including law enforcement, corrections, and support staff. This role serves as both an operational and strategic HR partner, supporting recruitment, onboarding, employee relations, compliance, workforce planning, and employee wellness initiatives. The HR Specialist plays a key role in enhancing the employee experience through structured onboarding, proactive performance management, and modernized HR processes, while ensuring compliance with applicable laws, regulations, and collective bargaining agreements.

This position requires professionalism, discretion, and the ability to thrive in a fast‑paced, high‑stakes public safety environment.

• Manages full‑cycle recruitment for all Sheriff’s Office positions, including deputies, correctional staff, and support roles.
• Develops and enhances job postings to better reflect organizational mission, culture, and career pathways.
• Implements strategic recruitment initiatives, including outreach campaigns, community partnerships, social media, and career fairs.
• Builds and maintains candidate pipelines, including exploration of retiree rehire or part‑time workforce programs.
• Partners with leadership to forecast hiring needs and align recruitment strategies with workforce planning goals.

• Designs and implements a structured, phased onboarding program (e.g., 30‑60‑90 day model) to improve retention and engagement.
• Coordinates new hire orientation, ensuring compliance while improving delivery through digestible and engaging training methods.
• Establishes mentorship or buddy programs for new hires.
• Conducts follow‑up touchpoints (e.g., stay interviews, check‑ins) to reinforce onboarding and improve retention.

• Provides proactive guidance to supervisors on employee relations, performance management, and coaching.
• Supports and helps standardize progressive discipline practices and documentation.
• Assists with investigations, ensuring consistent protocols and thorough documentation.
• Coordinates and supports grievance processes and responses.
• Helps implement consistent performance review cycles and leadership coaching resources.

• Supports the development and implementation of employee wellness initiatives, including mental health awareness.
• Coordinates training opportunities related to mental health, de‑escalation, and working with high‑risk populations.
• Promotes and increases awareness of Employee Assistance Program (EAP) resources.
• Assists in developing protocols to support employees during critical incidents.

• Supports the development of standardized HR processes, including investigations, documentation, and reporting.
• Assists with and collaborates on streamlining administrative workflows and enhancing tracking systems (e.g., leave, investigations, FOIA requests).
• Maintains accurate and compliant employee records.
• Contributes to data tracking and reporting to support HR metrics and decision‑making.

• Assists with FMLA, medical leave, and return‑to‑work processes in compliance with policies and laws.
• Serves as a resource to employees and supervisors on leave‑related matters and accommodations.
• Partners with HR leadership and Finance to support workforce planning, headcount tracking, and budgeting efforts.
• Assists in identifying staffing trends and operational needs to inform hiring and retention strategies.
• Supports auditing processes related to payroll, timekeeping, and coding accuracy.

• Partners with leadership to promote a positive, engaged workplace culture rooted in accountability and service.
• Develops and supports employee recognition programs that highlight organizational strengths and employee contributions.
• Assists in reinforcing organizational culture through…