Human Resources Generalist

Human Resources Generalist

Salary

$65,123.00 - $81,404.00 Annually

Location

Richland County, SC

Job Type

FTE - Full-Time

Job Number

192322

Agency

Judicial Branch

Division

Human Resources

Opening Date

08/31/2026

Closing Date

9/21/2026 11:59 PM Eastern

Class Code:

HR1019

Position Number:

6003934

Normal Work Schedule:

Monday - Friday (8:30 - 5:00)

Pay Grade

Unclassified

EEO Statement

Equal Opportunity Employer

Agency Specific Application Procedures:

Qualified individuals may apply online at www.careers.sc.gov. To be considered, all sections of the application must be fully completed, including detailed work history and education. While you may attach a resume, it will not replace or be reviewed in place of an incomplete application. Please note that supplemental questions are a required part of the application and must also be completed.

Veteran Preference Statement

South Carolina is making our Veterans a priority for employment in state agencies and institutions.

• Description
• Benefits

Job Responsibilities

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

HR Project Management

• 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.

Minimum and Additional Requirements

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

Preferred Qualifications

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.

Additional Comments

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.

Benefits for State Employees

The state of South Carolina offers eligible employees generous benefits, including health and dental insurance; retirement and savings plan options; and paid vacation and sick leave. Plus, work-life balance programs such as telecommuting and flexible work schedules are available to employees of some state agencies.

Insurance Benefits

Eligible employees may enroll in health insurance, which includes prescription coverage and wellness benefits. Other available insurance benefits include dental, vision, term life insurance, long term disability and flexible spending accounts for health and child care expenses.

Retirement Benefits

State employees are also offered retirement plan options, including defined benefit and defined contribution plans. Additionally, eligible employees may elect to participate in the South Carolina Deferred Compensation Program, which is a voluntary, supplemental retirement savings plan offering 401(k) and 457 plan options.

Workplace Benefits

State employees may also be eligible for other benefits, including tuition assistance; holiday, annual and sick leave; and discounts on purchases, travel and more.

Note: The benefits above are available to most state employees, with the exception of those in temporary positions. Employees in temporary grant and time-limited positions may be eligible for all, some or none of these benefits as benefits are associated with each position type. For these positions, contact the hiring agency to determine what benefits may be available.

Employer State of South Carolina

Agency Judicial Branch Address 1220 Senate Street

Suite 101

Columbia, South Carolina, 29201

Phone 803-734-1970

The language used in this document does not create an employment contract between the employee and the agency. This document does not create any contractual rights or entitlements. The agency reserves the right to revise the content of this document, in whole or in part. No promises or assurances, whether written or oral, which are contrary to or inconsistent with the terms of this paragraph create any contract of employment.