Human Resources Generalist

Position open until 11/15/2026

Salary: $58,542.00 annually

General Description and Classification Standards

The Human Resources Generalist is a position within the Human Resources Business Partner (HRBP) Unit of the City of Atlanta Department of Human Resources, assigned to provide comprehensive human resources support to two or more client departments within Public Safety. The position works collaboratively with HR management, departmental leadership, and the Department of Human Resources Centers of Expertise (COEs) to ensure consistent and effective delivery of human resources services.

Under the direction of the HR Manager, the Human Resources Generalist coordinates and processes personnel transactions, recruitment and onboarding activities, employee lifecycle processes, leave and retirement administration, employee relations support, and other departmental HR functions. The position serves as a resource to supervisors, managers, command staff, and employees by providing guidance on established HR processes, facilitating communication with appropriate HR resources, and ensuring the accurate and timely completion of assigned responsibilities.

The position requires the ability to effectively manage competing priorities, coordinate HR activities, and respond to the varying operational needs of multiple Public Safety client departments while maintaining accuracy, confidentiality, consistency, and compliance with established City policies and procedures.

Supervision Received

Works under general supervision and follows established procedures, written instructions, and guidance from the HR Manager and HRBP leadership to accomplish assigned tasks. Independently coordinate and prioritize assigned HR responsibilities across multiple Public Safety client departments. Exercises judgment in prioritizing daily assignments, identifying routine personnel issues, and coordinating appropriate resources. Refers complex, sensitive, or escalated matters to the HR Manager or designated HR leadership.

Essential Duties and Responsibilities These are typical responsibilities for this position and should not be construed as exclusive or all inclusive.

Human Resources Administration and Personnel Transactions

• Coordinates sworn and civilian personnel actions, including hires, promotions, transfers, reclassifications, salary changes, separations, recruit-to-officer transitions, rank changes, and special assignments, using established approval and processing procedures.
• Coordinates documentation and routing for department-specific compensation matters, including education incentives, rank/tier adjustments, and specialty assignment incentives, with appropriate HR and Compensation personnel.
• Maintains and reconciles employee rosters, assignment records, HRIS data, personnel files, and transaction tracking logs; identifies discrepancies and follows up to support accurate, confidential records.
• Reviews personnel requests for completeness and accuracy; monitors deadlines.

Recruitment, Staffing, and Onboarding

• Coordinates staffing requests, vacancy tracking, recruitment pipelines, academy processing, lateral hiring, and other workforce changes with Public Safety leadership and Talent Acquisition.
• Assists with Authorization to Fill, Requests to Extend Offers, Extra Help requests, and related staffing approvals and documentation.
• Coordinates candidate status tracking, interview scheduling, pre-employment requirements, offer processing, onboarding, and relevant employee transitions; monitors outstanding actions and timelines.
• Compiles vacancy, hiring, and workforce status information to support recruitment planning and staffing decisions across assigned departments.

Employee Lifecycle, Leave, and Benefits Coordination

• Coordinates routine employee lifecycle matters, including employee status updates, timekeeping and payroll-related personnel inquiries, benefits referrals, retirement documentation, and separations.
• Facilitates FMLA, ADA, and other applicable leave-related requests with the appropriate COEs; communicates established procedures, documentation requirements, and timelines to employees and supervisors.
• Follows up with Payroll, Benefits, Leave Administration.

Employee Relations and Departmental HR Support

• Provides routine guidance to employees, supervisors, managers, and command staff on City HR policies, personnel procedures, and established employee relations processes; refers complex matters as appropriate.
• Under the direction of HR leadership or Labor Relations/Compliance, coordinates documentation, meetings, and follow-up related to employee concerns, grievances, disciplinary matters, and workplace investigations.
• Supports performance management cycles, including tracking evaluations, required documentation, employee and supervisor follow-up, and related HR communications.

Departmental Coordination and Customer Service

• Serves as an HR point of contact for multiple Public Safety client departments, coordinating with distinct command structures and leadership teams to address varying workforce and operational needs.
• Works directly with command staff and departmental representatives to facilitate time-sensitive personnel requests, staffing changes, and communications with appropriate HR specialists.
• Communicates HR initiatives, deadlines, and process updates; identifies recurring administrative issues and escalates opportunities for improved coordination and consistent service delivery.
• Participates in departmental meetings, training, and special projects; client assignments may change based on operational priorities. Performs other related duties as assigned.
• May perform other duties as assigned.

The above statements reflect the general duties, responsibilities and competencies considered necessary to perform the essential duties and responsibilities of the job and should not be considered as a detailed description of all the work requirements of the position. COA may change the specific job duties with or without prior notice based on the needs of the organization.

Knowledge Skills and Abilities This is a partial listing of necessary knowledge, skills, and abilities required to perform the job successfully, it is not an exhaustive list.

• Working knowledge of human resources principles and practices, including employment, compensation, benefits, employee relations, equal employment opportunity, organizational development, HRIS, and workplace policies and procedures.
• Knowledge of established HR policies, procedures, personnel practices, and applicable federal, state, and local employment requirements.
• Knowledge of HRIS systems, personnel transaction processes, and HR data management practices.
• Knowledge of employee lifecycle processes, including recruitment, selection, onboarding, employee actions, timekeeping, leave administration, payroll coordination, and separation processing.
• Ability to interpret and communicate established HR procedures and provide routine guidance to employees, supervisors, and departmental representatives.
• Ability to coordinate multiple HR functions and competing priorities across assigned departments with varying operational needs.
• Ability to maintain accurate employee records, personnel documentation, tracking logs, and confidential HR information.
• Ability to review HR documentation, identify discrepancies, and follow established procedures to facilitate timely processing.
• Ability to support managers and supervisors with established performance management and employee relations processes.
• Ability to recognize routine HR concerns and appropriately coordinate with HR Managers, HRBP leadership, and designated Centers of Expertise for additional guidance.
• Strong organizational, customer service, communication, and interpersonal skills.
• Ability to communicate professionally and effectively with employees, supervisors, managers, command staff, and HR colleagues.
• Ability to establish and maintain effective working relationships across multiple organizational levels.
• Ability to exercise sound judgment, maintain confidentiality, and demonstrate discretion when handling sensitive personnel matters.
• Strong Microsoft Office, database, reporting, and information management skills.
• Ability to work independently on assigned responsibilities while following established procedures and supervisory direction.
• Ability to adapt to changing priorities, staffing demands, and operational requirements in a dynamic Public Safety environment.
• Demonstrated experience supporting multiple departments or client groups simultaneously, including managing competing priorities, maintaining stakeholder relationships, and coordinating HR services in a high-volume operational environment.

Minimum Qualifications

Education and Experience

1. Associate's degree in Human Resources, Business Administration, Public Administration, or a related field, (Additional years of experience may be considered as a substitute for the required degree on an exceptional basis, with a minimum of seven (7) years of professional related experience in Human Resources).
2. Five (5) years of paraprofessional human resources experience required.

Licensures and Certifications

No specific certifications or licensures required.

Preferred Requirements

1. Bachelor's degree in Human Resources, Business Administration, Public Administration, or a related field.
2. Experience working with Human Resources Information Systems (HRIS), specifically Oracle.
3. Experience supporting multiple departments or client groups in a high-volume human resources environment.
4. Experience supporting Public Safety, law enforcement, corrections, or other complex operational organizations.

Work Environment

Required physical, lifting, and sensory capabilities are requirements to perform the job successfully. Typical environmental conditions associated with the job.

Lifting Requirements: Sedentary work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull, or otherwise move objects, including the human body.

Work Schedule: This position follows the City’s hybrid work schedule policy as assigned by the Department of Human Resources Commissioner and requires in-person work at City worksites/facilities at least four (4) days per week, with the option to work remotely one (1) day per week, based on eligibility, departmental needs, and supervisor approval. The hybrid work schedule is subject to change at any time to five (5) days in-person work.

It is the policy of the City of Atlanta (“COA”) that qualified individuals with disabilities are not discriminated against because of their disabilities regarding job application procedures, hiring, and other terms and conditions of employment. It is further the policy of the COA to provide reasonable accommodations to qualified individuals with disabilities in all aspects of the employment process. The COA is prepared to modify or adjust the job application process or the job or work environment to make reasonable accommodations to the known physical or mental limitations of the applicant or employee to enable the applicant or employee to be considered for the position he or she desires, to perform the essential functions of the position in question, or to enjoy equal benefits and privileges of employment as are enjoyed by other similarly situated employees without disabilities, unless the accommodation will impose an undue hardship. If reasonable accommodation is needed, please contact the Human Resources Director for your department.

The City of Atlanta is an Equal Opportunity Employer and does not unlawfully discriminate on the basis of race, color, religion, age, disability, sex, sexual orientation, ender identity, marital status, veteran’s status or national origin, or any other basis prohibited by federal, state, or local law. We value and encourage diversity in our workforce.