Provides professional level human resources services to all Superior Court divisions and to other Courts as required.

Develops and implements human resources procedures and policies, and communicates information about court wide initiatives, policies and procedures to managers and staff and obtains their feedback and input.

Researches and develops, training programs concerning various human resource topics as required.

Conducts special studies as assigned, analyzes data and findings, develops recommendations, and makes presentations to management.

Makes recommendations on new and/or revised human resources practices and procedures

Provides input to supervisors and management in long- and short-term planning, goals and objectives related to the area of assignment.

Maintains appropriate confidentiality of all materials and information encountered in performance of duties. 

Maintains current knowledge of all federal, state, local statutes/regulations, policies and procedures relating to area of assignment.

Participates in professional training meetings, seminars, conferences, etc., to stay current of law and best practices in the field of human resources. May provide training to others in Human Resources or Court wide.  

Collaborates with the Court divisions to establish effective recruitment strategies. 

Supports assigned divisions with their recruitment needs.

Researches and responds to inquiries into salary discrepancies and/or compensation/classification related concerns. 

Conducts compensation reviews and analysis in verifying pay rates for new hires, promotions, transfers, demotions and other direct compensation.

Assist with written reports and data analyses for specialized compensation studies, market salary studies, and benchmarking reports for Human Resources Management review. 

Assist with desk audit reviews, interviewing employees, and supervisors to develop written job task analysis for determining appropriateness of assigned job classification. 

Assist with developing new job classifications, and revises/updates existing job classifications, recommends minimum qualifications for hiring, Fair Labor Standards Act (FLSA) exemption status, and other requirements appropriate of the position.

Assists Human Resources management in developing and maintaining the compensation plan that complies with local, state and federal legislation, including monitoring the FLSA and other Wage-Hour provisions. 

Works closely with staff to lead, cross-train, and consult various complex leave and benefit related processes.

Identifies, reconciles, and corrects discrepancies with leave tracking and similar, and suggests process changes where appropriate.

Determines the appropriate leave options for the employee; may advise and consult support staff regarding policies, procedures, options for the affected employee and management.

Communicates effectively through professional levels with appropriate written, verbal, and interpersonal skills.

May coordinate the annual enrollment process, and associated wellness events, to including scheduling, communications, meetings, and audits.

Conducts training and individual information sessions on leaves and benefit topics.  

Provides coaching, guidance and feedback in the areas of job performance, performance management, progressive discipline, and workplace culture. 

Consults with managers and supervisors and advises on performance issues and progressive discipline; recommends approaches to resolve workplace issues in accordance with applicable policies and laws. 

Receives complaints from employees and conducts investigations when appropriate.

Evaluates complaints received and determines whether to retain the complaint for investigation, assign the complaint to another person or forward the complaint to an appropriate person for handling.

Conducts formal and informal investigations into allegations of unpaid wages, workplace bullying, workplace violence, workplace and sexual harassment, and grievances alleging discrimination and/or misinterpretation, misapplication or unequal enforcement of court rules and policies.

Prepares confidential and sensitive reports on the results of investigations and identifies violations of court policies. 

Facilitates the mediation process in an attempt to reconcile conflicts between employees and/or management or presents individuals with available alternatives, when applicable.

Facilitates the ADA interactive process to identify reasonable accommodations.

Advises employees, supervisors, managers, and judges regarding application of personnel policies and procedures. 

Reviews language on performance reviews and disciplinary documentation for fairness and equity.

Helps develop, lead, and administer court-wide human resources programs and initiatives, such as safety, diversity, orientation and onboarding, ergonomics and/or recognition programs.