Listing Summary

JOB SUMMARY:
This position performs specific Human Resource functions such as recruitment, training and development, compensation and benefits, employee incentives as well as employee relations. Administers Human Resources related functions for the departments under the Superior Court of the Northeastern Judicial Circuit (Hall and Dawson County) and the Hall County State Court. Works directly with hiring managers to advertise, recruit and screen applicants for potential employment opportunities. Develop and conduct employee training programs for continuous improvement and assist with dispute resolution. Drafting Human Resources policies and procedures that fit within our organization’s mission and goals.
ESSENTIAL FUNCTIONS AND RESPONSIBILITIES:
Assist departments with identifying personnel needs and creating job descriptions, when needed.
Coordinates with Human Resources to post and advertise vacant positions, coordinating with relevant departments to ensure postings are correct.
Manage various social media platforms (i.e. LinkedIn, Indeed) in an effort to recruit candidates. Ensures both County websites in addition to NEJC.org includes all job postings for the circuit.
Attend job fairs in an effort to recruit en masse while promoting our circuit to potential candidates.
Assists with applicant screening and conducting interviews.
Facilitates employment skills assessment based on job criteria vetting all potential new hires thoroughly.
Notifies Courts Human Resources business partner to onboard a new hire that has been identified.
Provides support to the departments when an employee issue arises which includes annual performance reviews, verbal reprimands and terminations.
Attends employee exit interviews with the Courts Human Resources specialist. Assist with providing feedback to the manager in an effort to retain top performers and drive improvements across the employee lifecycle.
This position along with the Courts Human Resources business partner will create and maintain forms which include, but are not limited to, new hire, leave requests, transfers, reclass, etc.
Prepares a quarterly employee newsletter working closely with the departments and the Courts Human Resources business partner to collect data. This will include highlighting current events, employee anniversaries, birthdays,
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employee of the month/quarter, as well as other pertinent information.
This position along with the Courts Human Resources Business Partner to create and maintain comprehensive Human Resources policies and procedures as it relates to the circuit’s organizational values and goals.
Prepares, coordinates, and executes training opportunities for employees of our departments. Assist division directors with identifying training opportunities for their employees.
Plan and coordinates a variety of events including employee appreciation activities, fund drives, health fairs, annual benefits open enrollment, and others as assigned.
Coordinate the acquisition of, creation of, and/or release of courthouse news to the public via the Hall and Dawson counties public relations departments and the NEJC website as well as local media outlets.
Serve as a backup to the front desk, which includes but is not limited to lunch coverage, answering the telephone and giving specific and general information in response to public inquiries when needed.
Coordinate with the City of Gainesville on seasonal banner designs for the courthouse plaza. Work closely with Facilities Management to ensure seasonal banners are hung as requested by the City of Gainesville.
Performs other related duties as required.
MATERIALS AND EQUIPMENT USED:
Personal Computer Network Software Packages Multi Line Phone System
Calculator Copy Machine General Office Equipment
Printer Shredder
MINIMUM QUALIFICATIONS REQUIRED:
Education and Experience:
Bachelor’s degree in Personnel Management, Business, Public Administration, or related field required; must possess a minimum of five to seven years of progressive HR experience, which includes knowledge in all areas of human resources.
Any equivalent combination of education and experience which provides the minimum level of qualifications stated above.
Must have experience in the Microsoft Office suite of programs (E.g. Word, Excel, PowerPoint).
Prior experience in local government (city, county, state) highly preferred.
Licenses and Certifications:
SHRM-CP, SHRM-SCP or other equivalent programs preferred.
Knowledge, Skills and Abilities: Knowledge of the principles, practices, and procedures of the Court Administration Department and the operations and functions of the Superior Court of the Northeastern Judicial Circuit, Hall County State Court, and departments under the court system. Knowledge of the development and administration of operations and staff plans and objectives for the expedience and effectiveness of the specific duties of the position. Knowledge of all applicable laws, ordinances, policies, standards, and regulations pertaining to the specific duties and responsibilities of the job.
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Knowledge of resources for keeping informed of any changes in policy, methods, operations, and budgetary and equipment needs, etc. as they pertain to departmental and personnel operations and activities. Ability to develop and administer policies, procedures, plans, and activities and to monitor the performance of subordinates against measured, established goals. Ability to deal effectively with organizational, management, human relations, and technical subjects. Ability to develop and implement long-term goals for the department in order to promote effectiveness and efficiency. Ability to effectively communicate and interact with subordinates, management, employees, members of the general public, and all other groups involved in the activities of the court system as they relate to the Superior Court of the Northeastern Judicial Circuit and Hall County State Court. Ability to assemble information and make written reports and documents in a concise, clear, and effective manner. Ability to use independent judgment and discretion in managing subordinates including the handling of emergency situations, determining and deciding upon procedures to be implemented, setting priorities, maintaining standards, and resolving problems. Ability to comprehend, interpret, and apply regulations, procedures, and related information. Knowledge of how judicial independence, the rule of law, and inherent powers doctrine and supporting case law guide Human Resources policy and practices;
Knowledge of the mission, vision, and values of the court and how to operate Human Resources in support of the vision;
Knowledge of how well-managed Human Resources contributes to a healthy work environment and productive and committed court employees;
Ability to articulate with respect, when necessary, to judges involved in Human Resources that judicial immunity does not extend to personnel policies, practices, and decisions;
Ability to ensure that court Human Resources is independent in philosophy, form, and practice.
Ability to attract, develop, motivate, and retain competent court employees;
Ability to develop and to update Human Resources policies and regulations for the judicial branch;
Knowledge of Title VII of the Civil Rights Act of 1964; applicable affirmative action obligations; Fair Labor Standards Act; Family and Medical Leave Act; workplace injury and Workers Compensation laws, rules, and regulations; and other laws, rules, and regulations covering medical absences, other federal and state employment laws, sexual harassment, workplace privacy, grievances, discipline, at-will employment, and civil service legal issues;
Knowledge of American with Disabilities Act and needed accommodations for court employees and the public;
Skill in Human Resources planning that comprehends community demographics and trends and anticipates future needs;
Knowledge of job analyses, the drafting of job descriptions, and skill in overseeing their use;
Ability to analyze the labor market, i.e. the area from which court employees can reasonably be recruited, and how to recruit and hire staff that are reflective of the community;
Ability to oversee recruitment and to manage the recruitment process, including yield ratios;
Ability to utilize appropriate selection methods, including interviews and assessment centers;
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Skill in overseeing orientation processes for newly hired employees, including the purposes and responsibilities of courts, specific court values, and court structure;
Ability to oversee position classification and compensation through job evaluation that ensures internal equity;
Ability to oversee data gathering about compensation of employees outside the court that ensures external equity;
Knowledge of direct pay methods and trends, including base pay, merit pay, incentives, and cost-of-living adjustments;
Knowledge of indirect compensation components, including protection programs (e.g. pensions, health insurance, life insurance, disability insurance), pay for time not worked on the job (e.g. breaks, meal time), pay for time not worked off the job (e.g. vacations, holidays, leaves), and perquisites (e.g. on-site day care, attractive work place);
Knowledge of alternative workplace arrangements such as telecommuting and flex scheduling and their use in courts;
Knowledge of employee performance appraisal and performance management methods;
Knowledge of how to define jobs, set performance expectations, and relate them to court and departmental goals and objectives;
Skill in overseeing performance monitoring and evaluation to identify organizational problems and to develop solutions to those problems;
Skill in overseeing evaluation of individual performance, reviews, and feedback;
Knowledge of the principles and methods for documenting performance and behavior problems and personnel actions;
Knowledge of how and when to counsel, discipline, transfer, and terminate problem court employees;
Skill in overseeing succession planning;
Skill in overseeing, when necessary, court workforce reduction using proper processes;
Knowledge of private sector Human Resource products that relate to all of the above including testing, other software, and outsourcing Human Resource services.
Ability to convey to every court employee the court’s commitment to fair treatment of everyone that works in and comes to court, whatever the court’s structure or funding;
Knowledge of the governmental and organizational structure in which the court operates, the legal authority of court and other governmental leaders, and their implications for Human Resources;
Ability to apply federal and state affirmative action laws, cross cultural, ethnic, racial, religious, diverse life styles, and gender issues to Human Resources policies and practices;
Skill in recruiting and developing employees who are reflective of the community, particularly groups that are disadvantaged by income and other factors;
Knowledge of due process, fairness, equity, and consistency in managing Human Resources;
Ability to engender a court culture that is sensitive to and willing to report bias in the court, both between employees and court employees and the public;
Knowledge of effective complaint or grievance procedures and disciplinary investigations that balance the rights of accusers and those accused of bias and other misconduct affecting actual and perceived fairness;
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Skill in responding to and properly resolving employee concerns, complaints, and grievances, including charges of sexual harassment;
Ability to convey to every court employee the courts’ commitment to fair treatment of everyone that works in and comes to court, whatever the courts’ structure or funding;
Knowledge of the governmental and organizational structure in which the court operates, the legal authority of court and other governmental leaders, and their implications for Human Resources.
Skill in establishing value-added Human Resource policies, procedures, and work rules that are aligned with the courts’ purposes and strategic vision;
Ability to keep Human Resource Management, Education, Training, and Development, and other court departments on the same page;
Skill in balancing the need for rules, structure, and consistency against the need for organizational cohesion and flexibility in dealing with court staff and Human Resource issues;
Skill in ensuring that Human Resource staff provide uniform and consistent service and support to other court departments, supervisors, and staff that do the work;
Skill in effective written and oral communication with employees about Human Resources and its fit in the court and the court’s strategic vision;
Ability to organize work and to assign it to the right employees;
Ability to oversee the recruitment, training, and management of volunteers;
Skill in modeling how to encourage, mentor, coach, counsel, and resolve employee problems;
Effective supervision skills, particularly providing necessary guidance and support without “micro-managing;
Skill in developing, energizing, and managing effective court teams;
Skill in providing timely and constructive feedback to individuals and court departments;
Skill in recognizing high performing individual and court departments.;
Skill in motivating individuals and court departments to improve their performance including recognition, praise, and other rewards including financial compensation;
Ability to listen and collaborate with subordinates and to ensure that others in the court family do likewise;
Ability to anticipate new challenges and to lead and manage change of the court and its Human Resources Management;
Skill in setting and maintaining the court’s governance structure and the role of Human Resources in that structure;
Ability to convey to court employees and other stakeholders that the court is an independent and accountable employer.
Knowledge of the principles and practices of Human Resources administration.
Skill in preparing correspondence on routine matters and to perform routine office management tasks independently.
Ability to coordinate multiple high priority and high profile items simultaneously.
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Ability to maintain confidentiality of information.
Ability to establish and maintain effective, positive working relationships with other employees, outside agencies, and the public.
Ability to provide a high level of customer service tactfully and courteously to employees, vendors, citizens, and the public.
Ability to handle and dispose of complaints, requests for information and assistance, and delegated administrative details.
Ability to communicate clearly and effectively, both verbally and in writing.
Skill in operation of modern office equipment, computers, and relevant software.
ADA MINIMUM QUALIFICATIONS
Physical Ability: Essential functions of this position continuously require the ability to remain in a stationary position (sitting or standing); operate a computer and other office machinery, such as a calculator, copier, and printer. Incumbents must continuously be able to think analytically; handle stress and emotion, concentrate on tasks, remember names and other details; examine and observe details; make decisions, and adjust to change. Incumbents must also continuously direct others; meet deadlines; stay organized; use math/calculations and use a keyboard/type.
Essential Functions frequently require the ability to move about inside the office; and move/transport items up to 10lbs.
Essential functions occasionally require the ability to bend body downward and forward by bending spine and legs, and twisting at the waist, hips or knees; reach overhead; push or pull; and repetitively use hands/arms/legs. Incumbents in this position are occasionally required to be on-call and work irregular hours.
Sensory Requirements: Essential functions regularly require the ability to use effective verbal and written communication; and use of hand/eye coordination and fine manipulation to use equipment.
Environmental Factors: Essential functions of this position continuously require the ability to either work with others or work alone.
This class specification should not be interpreted as all inclusive. It is intended to identify the major responsibilities and requirements of this job. The incumbents may be requested to perform job-related responsibilities and tasks other than those stated in this specification.