Human Resources Generalist

JOB The Human Resources Generalist is responsible for the development and implementation of employment services 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 Recruitment, Hiring and Selection, Retention, and Engagement initiatives. Work collaboratively with management in the development and implementation of effective Employee Relations and Career Development strategies. Provide assistance to HR functional areas to help ensure efficient delivery of HR services.Recruitment Strategies and Initiatives: Develop effective sourcing and recruitment strategies by setting recruitment goals that meet hiring objectives (e.g. diversity, equity and inclusion) and are consistent with the Judicial Branch’s mission, vision and goals. Draft and implement recruiting and hiring strategies to attract employees from diverse backgrounds.Develop and implement creative and innovative sourcing strategies and techniques to recruit and hire for critical and hard-to-fill positions and to build a pipeline of qualified candidates, utilizing job boards (e.g., LinkedIn, NEOGOV, Indeed) and social media sites such as Twitter and Facebook.Manage the full recruitment cycle as well as the hiring and selection process to include developing standard recruitment, interviewing, hiring and selection processes and procedures; consulting with hiring managers; reviewing/updating (as needed) positions descriptions; drafting/posting job announcements; monitoring job boards; screening applications; maintaining applicant data for EEO reporting; and serving on interview panels as needed.Identify future recruiting needs by consulting with division directors and supervisors to understand skill levels. Forecast staffing needs by working with hiring managers to develop and implement proactive and creative recruitment strategies/tools to source, assess, and pre-qualify highly preferred job candidates.Conduct skills gap analyses in a systematic way to analyze staff's current skill level and identify skills the organization needs/wants in the future. Attend and/or coordinate recruitment functions such as job fairs, career days and/or other events to source qualified candidates.Partner with leadership to develop and implement an employer brand (EB) that results in a positive employer reputation and brings attention to the Judicial Branch as an employer of choice.Develop effective relationships within the Judicial Branch and the hiring community, such as colleges and universities and professional organizations, to have influence and attract and recruit qualified candidates.Work closely with other HR staff to collect and coordinate aggregate data for talent pool and translate those data into insights through data analysis that drives deliberate action plans at the appropriate levels.Retention and Engagement Strategies and Initiatives : Increase retention in a way that will cause employees to have an affinity or connection to their employer long-term through employee engagement strategies.Develop employee engagement strategies to include a comprehensive, branch-wide employee recognition program, wellness programs and other activities aimed at workforce retention, reducing turnover, increasing productivity, and creating a positive workplace environment.Conducts policy-related training, and other trainings designed for the first 12 months of employment. Develop a supervisor’s guide to onboarding.Assist HR leadership in the development of Branch-wide policies and handbooks.Seek to increase employee morale by developing and managing the utilization of climate surveys and exit interviews to monitor turnover factors and consult managers on how to address concerns.Work closely with HR Leadership to develop a Performance Management policy and program that will help the Judicial Branch evaluate how well employees perform their job duties and where employees can improve to more closely align with the overall mission.Career Development Program: Design, develop and implement a career development program by building robust training programs and career progression plans for employees and supervisors.Support and consult with leaders and managers to establish clear strategies for how talent will be grown from within.Partner with Court Education, court administrators, clerks, managers, and other subject matter experts to assess education, training and development needs of the Judicial Branch workforce.Research education and training programs, services and other opportunities and make recommendations as needed or as directed. Determine specific learning objectives based on needs and goals identified.Conduct presentations and facilitate training programs.Facilitate career coaching, selection criteria, and job transitions to help employees grow and advance.Partner with the Compensation Manager to ensure job descriptions align wit