Human Resources Generalist

State-of-South-Carolina; South Carolina; On-site; USD 60,000 - 90,000; Full time

Benefits offered by this job

Health insurance

State retirement plan

Paid leave and holidays

Job summary

South Carolina Judicial Branch is seeking a Human Resources Generalist to lead HR projects focused on attracting and retaining skilled staff. You will promote the Branch as an employer of choice through effective onboarding, classification, and compensation initiatives, collaborating with management to implement HR strategies and ensure efficient HR services.

You will coordinate onboarding activities, maintain HR records, and support system implementations (SCEIS).

Qualifications

• Bachelor's degree required; HR certification preferred.
• Experience in HR project coordination or program management is desirable.
• Strong communication and analytical skills are essential.

Responsibilities

• Plan, coordinate, and support HR projects from development to implementation.
• Develop project plans, timelines, milestones, and deliverables.
• Coordinate activities across HR and other departments to ensure project success.

Skills

Project management

Communication

Multitasking

Analytical skills

Discretion

Education

Bachelor's degree

HR certification

Job description

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.

Essential Duties and Responsibilities of the Position

• 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.

Compensation and Classification

• 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.

Onboarding

• Coordinates onboarding activities for newly hired, promoted, transferred, and reassigned employees.
• Communicates with new employees and hiring managers regarding onboarding requirements, timelines, and expectations.
• Ensures required employment documentation, forms, and personnel information are completed and processed accurately.
• Facilitates new employee orientation and provides information regarding organizational policies, procedures, benefits, and workplace expectations.
• Coordinates with appropriate departments to ensure employees have necessary access, resources, equipment, and information upon beginning their assignments.
• Provides guidance and support to hiring managers regarding their responsibilities in the onboarding process.
• Monitors completion of required onboarding activities and follows up on outstanding requirements.
• Assists employees with questions and concerns during the onboarding and transition process.
• Maintains onboarding records and documentation in accordance with organizational requirements.
• Coordinates required training and other introductory activities for new employees.
• Evaluates onboarding processes and employee feedback to identify opportunities for improvement.
• Develops and maintains onboarding materials, resources, checklists, and communications.
• Promotes a consistent onboarding experience across departments and work locations.
• Collaborates with HR staff and organizational leadership to ensure effective transition and integration of new employees.

Human Resources Information System (SCEIS)

• Maintains and updates employee records within SCEIS to ensure information is accurate, complete, and current.
• Processes employee data changes, including new hires, transfers, promotions, compensation changes, and separations.
• Performs routine audits of SCEIS data to identify and correct discrepancies and maintain data integrity.
• Generates standard and ad hoc reports to support HR operations, leadership decisions, and workforce planning.
• Assists employees and managers with SCEIS questions, system navigation, and troubleshooting.
• Supports SCEIS workflows related to onboarding, position management, compensation, performance management, and other HR processes.
• Monitors SCEIS transactions and workflows to ensure requests are processed accurately and timely.
• Maintains appropriate system access and assists with user permissions in accordance with established procedures.
• Develops and maintains SCEIS procedures, user guides, and other system documentation.
• Identifies opportunities to streamline HR processes through improved system functionality and automation.
• Protects confidential employee information and ensures SCEIS activities comply with applicable policies, procedures, and data-security requirements.

Employee Relations

• Provides guidance to employees and supervisors regarding workplace concerns, policies, procedures, and employee relations matters.
• Advises supervisors and managers on appropriate approaches for addressing employee performance, conduct, and workplace issues.
• Reviews and assists with employee disciplinary actions to promote consistency, fairness, and compliance with organizational policies.
• Conducts and/or coordinates workplace investigations involving employee complaints, misconduct, policy violations, and other employment-related concerns.
• Receives and evaluates employee complaints and concerns and recommends appropriate courses of action.
• Assists managers with performance improvement plans, corrective actions, counseling, and other performance management activities.
• Facilitates resolution of workplace conflicts and assists employees and supervisors in addressing interpersonal concerns.
• Interprets and applies personnel policies, procedures, and employment practices to employee relations situations.
• Provides consultation regarding attendance, workplace behavior, standards of conduct, and other employment expectations.
• Reviews employee relations matters to identify potential organizational risk and recommends appropriate action.
• Maintains appropriate documentation and records related to employee relations matters, investigations, and disciplinary actions.
• Assists with grievance, complaint, and appeal processes in accordance with applicable policies and procedures.
• Identifies trends in employee relations issues and recommends training, policy changes, or other preventive measures.
• Provides coaching and guidance to supervisors to strengthen their ability to manage employee performance and workplace issues effectively.
• Promotes consistent and equitable application of personnel policies and employment practices throughout the organization.

Provide assistance to other HR function areas as needed or directed.

All other duties as assigned.

A bachelor’s degree and three (3) or more years of relevant human resources experience.

Five (5) or more years of relevant Human Resources experience

Human Resources certification

Knowledge, Skills, Abilities and Other Characteristics

Knowledge of federal, state, and local laws related to recruitment, employee development, and performance management.
Knowledge of learning management systems and their application to workforce development.
Ability to organize and manage programs/projects. Ability to design and rollout talent initiatives.
Program management skills with the ability to gather data, establish SMART goals, measure outcomes, assess, plan, research, and execute projects, problem solve, write reports, and present findings with minimal supervision.
Ability to learn new technologies.
Ability to research information and analyze data to arrive at valid conclusions, recommendations, and plans of action.
Ability to prepare comprehensive reports, represent ideas clearly and concisely, and communicate effectively, both orally and in writing.
Possess strong presentation skills and ability to facilitate/lead.
Ability to prioritize. Ability to brainstorm, develop, and implement new ideas.
Ability to multitask with attention to details and meeting deadlines.
Ability to maintain confidentiality and use discretion in dealing with sensitive information.
Ability to comprehend and interpret rules, policies, guidelines, and procedures.
Ability to maintain effective working relationships with judicial employees and the general public.

The South Carolina Judicial Branch offers an exceptional benefits package for FTE positions that include:

• Health, Dental, Vision, Long Term Disability, and Life Insurance for Employee, Spouse, and Children.
• State Retirement Plan and Deferred Compensation Programs (Temporary positions have option to enroll).
• 15 days paid annual (vacation) leave per year.
• 15 days paid sick leave per year.
• Option to designate 10 days of earned paid sick leave per year as family sick leave.
• 13 paid state holidays.
• Workers’ Compensation Benefits.