Human Resources Generalist

The Human Resources Generalist is responsible for the development and implementation of Human Resources projects 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 Classification and Compensation and Onboarding initiatives. Work collaboratively with management in the development and implementation of effective Human Resources strategies.

Provides assistance to HR functional areas to help ensure efficient delivery of HR services.

• Plans, coordinates, and supports HR projects and initiatives from development through implementation.
• Develops project plans, timelines, milestones, and deliverables to ensure projects remain on schedule.
• Coordinates activities across HR functional areas and with other departments to support successful project completion.
• Tracks project progress, identifies potential delays or barriers, and assists in developing solutions.
• Organizes project meetings, prepares agendas, documents decisions, and follows up on assigned action items.
• Maintains project documentation, status reports, implementation plans, and related records.
• Communicates project updates, deadlines, responsibilities, and changes to appropriate stakeholders.
• Collects and analyzes information to evaluate project needs, effectiveness, and outcomes.
• Assists with the development and implementation of new HR programs, policies, procedures, and processes.
• Coordinates testing, training, communications, and other activities associated with HR system or process implementations.
• Identifies opportunities to improve HR processes, workflows, and service delivery.
• Supports change management efforts to facilitate adoption of new HR programs, systems, and procedures.
• Monitors completed initiatives and recommends adjustments or improvements based on results and stakeholder feedback.

• Reviews positions to determine appropriate classification, job title, and compensation level based on assigned duties and responsibilities.
• Conducts job analyses and evaluates position descriptions to ensure accurate classification and organizational alignment.
• Reviews requests for new positions, reclassifications, promotions, and other compensation-related personnel actions.
• Provides guidance to managers regarding classification, compensation practices, and appropriate salary decisions.
• Conducts salary analyses to support hiring, promotion, retention, and other compensation decisions.
• Reviews internal compensation relationships to identify and address potential pay equity and salary compression concerns.
• Participates in salary surveys and analyzes market compensation data to evaluate organizational competitiveness.
• Assists with the development and maintenance of salary structures, pay ranges, classification systems, and compensation guidelines.
• Develops and maintains job descriptions and classification specifications to reflect organizational needs and assigned responsibilities.
• Evaluates the impact of organizational changes on position classifications, reporting relationships, and compensation.
• Maintains compensation and classification records and prepares related reports and analyses.
• Monitors compensation and classification practices for consistency with organizational policies and applicable laws and regulations.
• Responds to employee and management questions regarding compensation and classification matters.
• Identifies trends and recommends improvements to compensation and classification programs, policies, and procedures.

• Coordinates onboarding activities for newly hired, promoted, transferred, and reassigned…