Human Resources Generalist, Principal (Class & Comp)

Essential Functions

• Advises County departments on employment, classification, compensation, and other human resources issues;
• Provides a wide variety of information to employees, management and the public concerning human resources programs, policies and procedures and interprets laws and regulations;
• Receives and responds to inquiries;
• Counsels and advises managers, supervisors, and employees regarding policies, procedures and resolution of complaints;
• Assists in administering compensation and classification plan;
• Reviews requests to fill positions;
• Posts job openings;
• Receives and screens candidate applications;
• Forwards qualified applications to appropriate staff;
• Conducts internal equity assessments and recommends starting salaries;
• Reviews salary requests and makes recommendations in accordance with regulations, policies, and laws;
• Reviews requests for and provides guidance on organizational restructuring and consults on succession planning;
• Serves as a team leader on special and more complex assignments;
• Makes recommendations for process improvements;
• Performs executive and specialized recruitment requiring active search for top candidates, which includes developing marketing materials, establishing interview panels, vetting candidates, and coordinating with executive management throughout the search process.

Minimum Qualifications

• Bachelor's degree in Human Resources or related field;
• Four years of progressively responsible experience in human resources;
• Or any equivalent combination of education, training, and experience which provides the requisite knowledge, skills, and abilities for this job.

Specific License Certifications

• PHR, SPHR, SHRM-CP, SHRM-SCP, IPMA-CP, IPMA-SCP or CCP (Certified Compensation Professional)

Supplemental Information

In support of assigned County departments, the HR Generalist Principal performs professional-level work in the areas of classification and compensation. Responsibilities include:

• Classification And Compensation Duties:
• Conduct detailed job analyses to evaluate duties, responsibilities, competencies, and organizational structure;
• Develop, review, and update job descriptions to ensure accuracy, consistency, and compliance with legal and policy standards;
• Participate in countywide classification studies and recommend appropriate job classifications;
• Research and analyze compensation data to support salary adjustments, reclassifications, and structural changes;
• Prepare written classification and compensation reports and recommendations for management review;
• Provide expert guidance to department managers on position management, staffing structure, pay practices, and classification processes;
• Aid in the administration of the County’s compensation plan by monitoring internal pay equity and market competitiveness;
• Support the development and maintenance of policies and procedures related to classification, compensation, and job evaluation.