Human Resources Generalist

Morrow, GA

Position:                Human Resources Generalist

Department:        Human Resources

Paygrade:             109 (E)

Pay Range:           Min - $63,338.55  Mid - $80,757.88  Max - $98,175.07

Deadline:               Open Until Filled




The purpose of this classification is to provide professional human resources support and guidance to CCWA.  This position will have a focus area in general Human Resources administration or benefits, compensation and leave administration. 




  • Provides support to CCWA departments regarding employment, classification, compensation, employee relations, and other human resources matters; provides a wide variety of information to employees, management and the public concerning human resources programs, policies and procedures and interpretation of laws and regulations; receives and responds to inquiries; based on departmental metrics, identifies areas for improvement. 
  • Assists with new employee orientation; explains, distributes and gathers necessary documents; provides information regarding human resources policies and programs; Conducts studies and analysis on human resources related matters; develops and defends recommendations; conducts special projects as assigned.  
  • Coordinates human resources programs; Researches, compiles, and/or monitors administrative, statistical or other data pertaining to department operations; summarizes data, performs routine data analysis, and prepares reports. 
  • Maintains a variety of confidential files and information, retains records as required per the retention policy.  Processes a variety of documentation associated with department/division operations, within designated timeframes and per established procedures: receives and reviews various documentation, including applications, employee information and data, and policies and procedures. 
  • Ensures transactions impacting payroll are documented and processed in accordance with policy and payroll cycle deadlines. Prepares associated forms, letters and other documentation to support these changes. 


The following are also applicable for General Human Resources functional areas: 

  • Responsible for the overall recruitment process; prepares job postings, attends job fairs; receives, sorts through and screens possible candidate applications; coordinates interview process; assists in interviewing candidates for vacant positions; conducts pre-employment screening of selected candidates; checks references and verifies employment; runs background and records checks; compiles information and forwards to appropriate hiring manager.  
  • Monitors performance evaluation program and recommends revisions as necessary; processes performance reviews; calculates pay increases and enters into HRIS.   
  • Tracks all progressive discipline.  
  • Responds to requests from various agencies including requests for unemployment compensation. 
  • Assist in the development and implementation of HR policies, procedures, and initiatives to enhance employee engagement and satisfaction. 
  • Conducts exit interviews, analyze feedback, and identify opportunities for improvement in retention strategies. 
  • Assist with the recruitment and onboarding process ensuring that all required documentation is included in the personnel file. 
  • Monitors certification requirements for employees and ensures that required certifications are obtained in the specified period of time. 
  • Provide guidance and support to employees and managers on HR policies, procedures, and best practices. 


The following are also applicable for the Benefits, Compensation and Leave functional areas: 

  • Assists in administering compensation and classification plan; assigns classes by pay grade to a pay scale; conducts wage, salary, and benefits surveys; performs desk audits to validate job responsibilities; updates and maintains class specifications and job descriptions; makes recommendations regarding the allocation and reallocation of positions. 
  • In conjunction with vendor partners, administers CCWA FMLA, ADA and other leave policies ensuring proper policy interpretation, compliance with federal laws and CCWA policy. 
  • Tracks and maintains related leave information and documentation including the collection of benefit premiums when applicable.  This includes working with employees and managers through the Interactive Process as required. 
  • Reviews requests for position additions and reclassifications, determines proper placement in CCWA salary scale, ensures compliance with the FLSA, CCWA policy and other applicable laws. 
  • In conjunction with vendor partners, facilitates internal delivery of wellness program. 
  • Works with Finance on benefit invoices, identifying discrepancies between payroll and invoices, and calculating and entering changes to benefit deductions. 
  • Assist with programs such as Drug Testing and CDL Programs. 
  • Assists with workers compensation claims from the first report of injury, work status reports, providing information to the TPA regarding compensation; works with managers and supervisors on restricted duty accommodations to expedite return to work for the injured employee.   
  • Prepares and submits required reports to regulatory agencies, such as EEO-1, ACA filings, and other compliance documentation. 



  • High School Diploma or GED plus 4 years of similar human resources experience is required, or any equivalent combination of education, training and experience which provides the prerequisite knowledge, skills, and abilities for this position. 
  • Must be able to demonstrate proficiency in performance of the essential functions and learn, comprehend, and apply all CCWA or departmental policies, practices, and procedures necessary to function effectively in the position. 


Specific License or Certification Required: Georgia Driver’s License 



This position classifies the physical exertion requirements as sedentary work involving lifting no more than 10 pounds at a time and occasionally lifting or carrying articles like docket files, ledgers, and small tools. Although a sedentary job is defined as one which involves sitting, a certain amount of walking and standing is often necessary in carrying out job duties. Jobs are sedentary if walking and standing are required occasionally, and other sedentary criteria are met. 

Tasks may involve some pushing and/or pulling of objects and materials of light weight; tasks may also involve extended periods of time at a keyboard or workstation. Some tasks require the ability to perceive and discriminate visual cues, or signals. Some tasks require the ability to communicate orally. 


Essential functions are regularly performed without exposure to adverse environmental conditions. 

Work is performed in a dynamic environment that requires sensitivity to change and responsiveness to changing goals, priorities, and needs. 

Clayton County Water Authority has the right to revise this position description at any time and does not represent in any way a contract of employment. 

At CCWA, it is our policy to provide equal employment opportunities to all employees, including temporary employees, and applicants for employment based on qualifications, abilities, and merit. Therefore, CCWA prohibits discrimination against employees, applicants or any other legally covered persons because of race, color, religion, national origin, age, sex (including pregnancy, sexual orientation and gender identity or expression), citizenship, genetic information, disability status, past, current, or prospective membership in the uniformed services or any other characteristic protected under applicable federal, state, or local law. This policy applies to all terms and conditions of employment, including, but not limited to job advertisements, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, benefits, and training.




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