PRIMARY FUNCTION: This position is responsible for assisting management to organize and implement human resources administration within the department and across the organization at large to include but not limited to recruitment, onboarding, offboarding, training, policies/processes, performance management, and talent planning. The HR Generalist-Employment Services also provides guidance to managers, supervisors, employees, prospective employees, and former employees on certification matters, certification rules, onboarding, and off boarding, and serves as a Team Lead for HR Technicians and Certification Specialists.

REPORTS TO: Human Resources Executive Director, Talent Services

SALARY SCHEDULE: A-5

WORK DAYS: 250

REQUIREMENTS:

• Education Level: Bachelor’s degree from an accredited college or university in Human Resources, Business Administration, Education, or related field. Preferred: Master’s degree in Human Resources, Management, or related field.

Experience, Skill, and Certification:

• Valid GaPSC Support License
• Three years of experience working in a school system’s Human Resources office to include but not limited to recruitment, initial certification requests, certification renewals, certification rules, personnel actions, workflows, policies/processes.
• Working knowledge of federal and state laws, local policies, and practices in the field of human resources, including staffing metrics and benchmarks, sourcing strategies, recruitment, and retention trends, staffing technology and workflow
• Knowledge of personnel policies, procedures, laws and regulations is required. Must be able to interpret and explain rules, policies, and procedures, and to apply them appropriately.
• Must be able to work effectively in a team environment and communicate effectively across multiple departments and levels with a minimum of direction or supervision.
• Ability to manage multiple projects with competing demands regularly.
• Proficiency with Microsoft Office suite.
• Knowledge of personnel policies, procedures, laws, and regulations is required. Must be able to interpret and explain rules, policies, and procedures, and to apply them appropriately.
• Strong problem-solving, interpersonal, communication and presentations skills.
• Ability to maintain confidentiality as required.

Preferred: Experience working with the Georgia Professional Standards Commission

ESSENTIAL DUTIES:

• Responsible for implementation, administration and operation of high-value quality human resources programs, practices, and procedures.
• Understands all applicable governmental regulations and advocates compliance requirements. Advises managerial/supervisory staff relative to the interpretation and implementation of relevant HR policies, procedures, and programs.
• Ensure HR policies, procedures, and practices are compliant with relevant state, federal, and local employment laws.
• Lead by example in terms of behavior, professionalism, and ensuring that all employees are treated with respect.
• Conducts in-service workshops and training for principals, managers, and department heads as assigned by the Talent Services Director.
• Assists with utilizing and/or developing systems that accurately capture and reports data relative to all talent management efforts. Develops, collects, distributes, and interprets data and reports to help strategically guide current and future human resources staffing needs and decisions. Develops and distributes methods of monitoring recruitment activities to ensure effectiveness. Initiates and responds to various requests for talent management-related information from various stakeholder groups. Prepares other reports as necessary.
• Develops a schedule and represents the District for recruiting purposes at identified networking and industry events, job fairs, conferences, etc.
• Reviews applications of certified and classified applicants, evaluating qualifications and ensuring that required credentials are in place.
• Ensures that candidates have proper state certification or licensure if required for the job. Also provides information for obtaining proper certification or licensure as appropriate.
• Communicates with the Georgia Professional Standards Commission (GaPSC) as to the status of certificates and certification rule updates.
• Assists the employment services team through the collection and reporting of the Certified/Classified Personnel Inventory to the Georgia Department of Education.
• Conducts orientation of new employees. Ensures that all necessary parts of the process are completed, such as drug screens, background and reference checks, I-9 documentation, etc.
• Monitors results of drug screens, reference checks, and other activities and alerts appropriate management regarding any concerns.
• Processes new hires, transfers, supplements, incentives, and all types of certificate upgrades and/or downgrades.
• Ensures highly responsive and exceptional quality customer service is provided.
• Inputs timely and accurate entry of information into various databases including the HR information system, the personnel docket for meetings of the Board of Education,
• Stays apprised of all rules, policies, laws, and regulations as they relate to employment services to counsel and advise applicants and employees regarding the school system, its policies, procedures, benefits, etc.
• Maintains communication with qualified applicants, keeping them apprised of their status/next
• Follows up with new hires to ensure that all pre-employment processes are completed. Ensures that Employment Services staff are informed of any special issues and that Employment processes occur in a timely
• Offboards employees including, but not limited to Liquidated Damages Letters, Department of Labor Letters, and processing employee actions.
• Assists with the maintenance of appropriate records of the department.
• Performs other duties as necessary for the effectiveness of the organization.

TERMS OF EMPLOYMENT Incumbents are considered “at will.” Appropriate pay will be determined based on the Grade as determined by Human Resources and allowable experience. This is a 250-day position. Exempt 05/2024

NON-ESSENTIAL RESPONSIBILITIES

A responsibility is considered to be “non-essential” (for the purposes of compliance with the Americans with Disabilities Act) if:

• it is shared between multiple incumbents in the job; or
• it could be performed by an employee in another job within the workgroup.

Note the responsibility number from the list in the “Duties and Responsibilities” section for those responsibilities that could be considered “non-essential” based on this definition.

Certain limited aspects of General Duties and Responsibilities items referenced in Section 1 (b) and (d) might be considered “non-essential” in a specific situation. Any request for accommodation must be reviewed on an “individual case” basis.

PHYSICAL AND SENSORY DEMANDS

Most jobs in the District have physical and sensory demands that can be described by one of the two categories noted below. For jobs that require more physical or sensory effort, please list the requirements in this section. The category applicable for this position is listed below.

OFFICE Employees in this category are normally exposed to a typical environment. The employee has some control over the length of time sitting, standing, or ambulating. There are occasions that require the lifting or pulling of equipment or supplies, as well as bending, stooping, or stretching. There is frequent use of computers, telephone, and other standard office equipment, which includes reading, listening, writing, or speaking. There are few exceptional physical or sensory demands.

EXCEPTIONAL PHYSICAL OR SENSORY DEMANDS

(Check any that apply to this job and complete the required information.)

] Heavy lifting of up to ______ pounds

[ ] Frequent climbing up to _______ feet, and/or working on building roofs.

[ ] Exposure to heavy dust, dirt, chemical or paint fumes, or other airborne matter.

[ ] Exposure to extreme heat, electric current, hazardous chemicals or other potential hazards.

[ ] Sitting or standing for extended periods with no control over rest periods.

[ x ] Other:__Must have valid driver’s licenses and reliable personal transportation due to frequent travel between school locations and recruiting events.