Human Resources Generalist - DPW

Salary: $60,000.00 

Posting expires: 9/15/2026

General Description and Classification Standards:

The Human Resources Generalist is a role within the Public Works unit of the Department of Human Resources. This position is responsible for providing hands-on human resources business partner support to the assigned operating unit, coordinating with HR Centers of Expertise (COEs) to provide solutions to client needs and in the implementation of HR initiatives, policies, and procedures.  Under the direction of the HR Manager, carries out day-to-day HR functions.  Serves as a resource to supervisors and staff to ensure the effective discharge of their duties and responsibilities. Completes and manages all HR administrative processes for the department. Serves as a resource to supervisors and staff and a point of contact in the absence of the HR Manager.

Supervision Received:

Works under general supervision and follows standardized procedures and written instructions to accomplish assigned tasks.  

Essential Duties and Responsibilities:

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

• May provide support to the HR Manager by running reports to analyze and compile data identifying trends within the operating unit, and completing HR forms and mailings.

• Collaborates with departments on completing and verifying Request to Extend Offers and manage the Authorization to Fill and Extra Help request processes.

• Collaborates with Recruiting on candidate tracking and on-boarding of new employees to assigned client group.

• Works with HR Manager and HR Director to ensure the accurate and timely flow of personnel transactions from assigned operating unit.  

• Collaborates with Recruiting on candidate tracking, candidate relationship management, offer development and on-boarding of new employees to assigned client group.

• Participates in interviews, completes special projects, and coordinates FMLA and retirement transactions.

• Leverages relationships with COEs to provide guidance to managers and supervisors when issues arise related to performance, disciplinary action or employee grievances.

• Assists the HR Manager in providing coaching to leadership team to support leadership development, decision-making, human resources management, problem-solving and performance management.

• Provide guidance to managers, supervisors and employees on interpretation and implementation of City Code, workplace policies and practices, and relevant federal and state laws and regulations.

• Upon instruction from Director, Labor Relations and/or HR Manager, provides support for investigations, collects and maintains information and documentation.

• 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.

• Good working knowledge of Human Resources including employment, compensation, benefits, employee relations, equal employment opportunity, organizational development, affirmative action, HRIS and health and safety services programs. 

• Knowledge of HRIS systems and HR data management processes. 

• Knowledge of HR policies, procedures, and basic employee relations principles.

• Knowledge of HR policies, procedures, and applicable employment regulations.

• In-depth knowledge of department policies, processes and organizational structure. 

• Understands HR lifecycle processes, including recruitment, onboarding, timekeeping, leave administration, payroll coordination, and employee actions, ensuring accurate processing and compliance.

• Skill in supporting supervisors and employees through the performance review process

• Skill in supporting multiple HR functions across departments. 

• Strong influencing and facilitation skills. 

• Strong Microsoft Office and database skills.

• Ability to ensure accurate and timely processing of HR activities in alignment with procedures.

• Ability to maintain accuracy and service quality in a changing work environment.

• Ability to resolve routine to moderately complex HR issues by coordinating with appropriate HR or payroll resources.

• Ability to coach, influence and facilitate solutions. 

• Ability to analyze situations and processes and suggest/sell process improvement solutions.

• Communicates clearly and professionally with employees, supervisors, and HR staff regarding HR policies and procedures.

• Works collaboratively with HR team members, payroll, and departmental contacts to ensure consistent application of HR processes and timely resolution of HR-related matters.

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.