Human Resources Generalist

Under the general direction of the HR and Labor Relations Director, this position provides dedicated human resources support to the Sheriff’s Office, including law enforcement, corrections, and support staff. This role serves as both an operational and strategic HR partner, supporting recruitment, onboarding, employee relations, compliance, workforce planning, and employee wellness initiatives. The HR Specialist plays a key role in enhancing the employee experience through structured onboarding, proactive performance management, and modernized HR processes, while ensuring compliance with applicable laws, regulations, and collective bargaining agreements. This position requires professionalism, discretion, and the ability to thrive in a fast-paced, high-stakes public safety environment.

1. →Provides backup support to broader HR functions as needed.
2. →Participates in special projects and continuous improvement initiatives.
3. →Other duties as assigned.

• →None

1. Manages full-cycle recruitment for all Sheriff’s Office positions, including deputies, correctional staff, and support roles.
2. Develops and enhances job postings to better reflect organizational mission, culture, and career pathways.
3. Implements strategic recruitment initiatives, including outreach campaigns, community partnerships, social media, and career fairs.
4. Builds and maintains candidate pipelines, including exploration of retiree rehire or part-time workforce programs.
5. Partners with leadership to forecast hiring needs and align recruitment strategies with workforce planning goals.

1. Designs and implements a structured, phased onboarding program (e.g., 30-60-90 day model) to improve retention and engagement.
2. Coordinates new hire orientation, ensuring compliance while improving delivery through digestible and engaging training methods.
3. Establishes mentorship or buddy programs for new hires.
4. Conducts follow-up touchpoints (e.g., stay interviews, check-ins) to reinforce onboarding and improve retention.

1. Provides proactive guidance to supervisors on employee relations, performance management, and coaching.
2. Supports and helps standardize progressive discipline practices and documentation.
3. Assists with investigations, ensuring consistent protocols and thorough documentation.
4. Coordinates and supports grievance processes and responses.
5. Helps implement consistent performance review cycles and leadership coaching resources.

1. Supports the development and implementation of employee wellness initiatives, including mental health awareness.
2. Coordinates training opportunities related to mental health, de-escalation, and working with high-risk populations.
3. Promotes and increases awareness of Employee Assistance Program (EAP) resources.
4. Assists in developing protocols to support employees during critical incidents.

1. Supports the development of standardized HR processes, including investigations, documentation, and reporting.
2. Assists with and collaborates on streamlining administrative workflows and enhancing tracking systems (e.g., leave, investigations, FOIA requests).
3. Maintains accurate and compliant employee records.
4. Contributes to data tracking and reporting to support HR metrics and decision-making.

1. Assists with FMLA, medical leave, and return-to-work processes in compliance with policies and laws.
2. Serves as a resource to employees and supervisors on leave-related matters and accommodations.

1. Partners with HR leadership and Finance to support workforce planning, headcount tracking, and budgeting efforts.
2. Assists in identifying staffing trends and operational needs to inform hiring and retention strategies.
3. Supports auditing processes related to payroll, timekeeping, and coding accuracy.

1. Partners with leadership to promote a positive, engaged workplace culture rooted in accountability and service.
2. Develops and supports employee recognition programs that highlight organizational strengths and employee contributions.
3. Assists in reinforcing organizational culture through storytelling, branding, and internal communications.

• Bachelor’s degree in Human Resources or related field required (or equivalent combination of education and experience)
• Minimum of two (2) years of HR experience; public sector or law enforcement experience preferred
• Knowledge of employment law, labor relations, and HR best practices
• Experience supporting recruitment, employee relations, and onboarding programs
• Strong interpersonal, communication, and presentation skills
• Ability to manage sensitive and confidential information with discretion
• Strong organizational and time management skills
• Ability to remain professional and effective in high-stress or critical situations
• Proficiency in Microsoft Office and HR systems
• Valid Michigan driver’s license with acceptable driving record
• Ability to work effectively with individuals and groups from a variety of identities, cultures, backgrounds, and ideologies

Hybrid Work Classification: Hybrid Eligible
Flexibility Classification: Flexible Schedule Eligible

• Largely sedentary role with extensive computer work.
• Frequent travel between County and Sheriff’s Office locations required.
• Office environment within a secure law enforcement setting.
• Occasional extended workdays, including evenings or weekends.