Human Resources Generalist

Salary Information

Compensation plans are based on a multi-step progression system. The pay range reflects the entry level and maximum salary potential in the assigned pay grade.�\r\n** A starting salary may be negotiated and will be commensurate with education with education, training and experience in alignment with pay administration policies**\r\n

Nature of Work

The fundamental reason this classification exists is to perform professional-level human resources duties in support of the Montgomery County Human Resources Department. This position assists in administering various human resources functions, including assisting with talent acquisition, employee relations, performance management, training, and policy interpretation. The Human Resources Generalist reports to the Human Resources Director.\r\n\r\n\r\n\r\n\r\n\r\n

Minimum Qualifications

Bachelor’s degree in Human Resource Management, Business Administration, Public Administration, Organizational Management, or a closely related field and three (3) years of professional and administrative experience across multiple human resources functions, including employee relations, performance management, recruiting and training; OR high school diploma or G.E.D. and at least eight (8) years of experience in human resources functional areas including Employee Relations, Recruitment and Staffing, Classification, and Compensation.\r\n\r\n\r\nNOTE: Qualifying education, training, and experience that provide the requisite knowledge, skills, and abilities to perform the job will be considered.\r\n

Additional Information

WORK RESPONSIBILITIES: The following list was developed through job analysis; however, it is not exhaustive, and other duties may be required and assigned.\r\n\r\nServes as a department-facing HR resource, advising department heads, supervisors, and employees on the consistent application of personnel policies, county procedures and policies.\r\n\r\nProvides guidance on employee relations issues, such as performance concerns, policy violations, or interpersonal conflicts, by helping departments resolve issues early and constructively.\r\n\r\nAssists with the administration of the performance management process, ensuring supervisors understand evaluation procedures, timelines, and documentation expectations.\r\n\r\nAssists departments with staffing needs through the recruitment process in conjunction with the county’s application database, supporting interview preparation, and onboarding processes.\r\n\r\nSupports investigations into employee complaints, helping gather documentation, conduct fact-finding interviews, and summarize findings for review by the HR Director.\r\n\r\nCoordinates and promotes training and development initiatives, including maintaining records of attendance, helping source training materials, and tracking completion of required training.\r\n\r\nHelps interpret HR-related policies and procedures, answering day-to-day questions from employees and supervisors, and referring complex issues to the HR Director when needed.\r\n\r\nMaintains organized, confidential records related to employee relations, training, and performance management, ensuring compliance with retention and public records requirements.\r\n\r\nAssists in HR department reporting and data tracking, including summaries of training participation, disciplinary trends, and employee relations activity.\r\n\r\n\r\n