Human Resources Generalist

At Amarillo College, our mission is: Transforming our community and economy through learning, innovation, and achievement. Every team member, regardless of job title or duties, is responsible first and foremost, for assisting students in every way. This is an exciting time to work for Amarillo College! We are seeking our next Human Resources Generalist who will be all‑in on our mission and will serve as the primary human resources contact for assigned departments under Amarillo College’s Human Resources Business Partner (HRBP) model. Acting as a trusted advisor and “one‑stop shop,” the HR Generalist manages the employee lifecycle for assigned business units while providing responsive, employee‑centered HR support to supervisors and employees. The HR Generalist develops deep working knowledge of assigned departments to provide consultative guidance regarding workforce planning, onboarding, employee relations, compensation, leave, accommodations, policy interpretation, performance management, retention, and separation processes. This position partners closely with HR specialists and Centers of Excellence including Talent Acquisition, Organizational Development, Payroll, Benefits, Total Rewards, and Employee Health to ensure a seamless employee experience. Education Required: Bachelor’s Degree in Human Resources, Business, or a closely related field. *Years of relevant experience may substitute for educational requirements. Experience Required: Two (2) or more years of experience in Human Resources. Preferred: Three (3) or more years of Human Resources experience in higher education, public sector, or governmental entities. HR Business Partner / Employee Lifecycle Support Serve as the primary HR point of contact for assigned departments and employees throughout the employee lifecycle. Build strong working relationships with supervisors and employees to provide proactive HR guidance and support. Consult with leadership regarding workforce planning, organizational needs, staffing strategies, employee retention, and succession planning. Provide timely and professional responses to employee and supervisor questions while coordinating specialized support when needed. Partner with HR specialists and Centers of Excellence to ensure seamless service delivery and issue resolution. Assigned departments may rotate periodically to support cross‑training, continuity of service, and institutional knowledge. Workforce Planning & Recruitment Support Partner with supervisors to review staffing needs, position changes, funding sources, classifications, compensation alignment, and job description revisions. Collaborate with Talent Acquisition Specialists regarding recruitment strategies, hiring timelines, candidate experience, and onboarding transitions. Provide hiring guidance to supervisors including interview support, hiring recommendations, and policy interpretation. Coordinate with Total Rewards leadership regarding compensation reviews, stipends, classification, and salary‑related matters. Onboarding & Pre‑Boarding Manage onboarding activities following candidate acceptance, ensuring a smooth transition from Talent Acquisition to HR Generalist support. Complete onboarding processes including employment documentation, I‑9 verification, W‑4 and direct deposit setup, HRIS transactions, and personnel action processing. Coordinate new employee onboarding plans with supervisors to support early engagement and success. Provide benefits overview, handbook review, workplace expectations, and policy guidance to new hires. Partner with Financial Aid, Payroll, Employer Relations, and the Business Office regarding Federal Work‑Study employee setup and compliance. Employee Relations & Performance Management Provide coaching and guidance regarding workplace conduct, policy interpretation, corrective action, performance expectations, and employee concerns. Support investigations, conflict resolution, coaching conversations, documentation, and performance management efforts under the direction of HR leadership. Assist supervisors with retention efforts, employee engagement concerns, and workplace climate matters. Promote consistent and fair application of institutional policies and procedures. Leave, Benefits & Employee Support Serve as the first point of contact for employee questions related to compensation, benefits, retirement, leave, accommodations, workplace concerns, and policy interpretation. Provide guidance regarding insurance, retirement programs (TRS/ORP), leave programs, and workplace policies. Coordinate ADA accommodation requests and facilitate the interactive process as appropriate. Partner with the Employee Health Liaison regarding Family and Medical Leave (FMLA), Workers’ Compensation, Sick Leave Pool, medical certifications, and return‑to‑work restrictions. Escalate complex benefits, compensation, payroll, or leave matters to the appropriate HR specialist while maintaining ownership of employee communication and follow‑through. HRIS, Payroll & Personnel Administration Process personnel actions including hires, promotions, transfers, salary adjustments, reclassifications, funding changes, terminations, and status changes in HRIS. Maintain employee records and ensure confidentiality in accordance with federal, state, and institutional requirements. Coordinate payroll‑related personnel transactions including stipends, overloads, faculty pay, vacation payouts, and compensation changes. Ensure organizational and employee data accuracy within HR systems. Training, Engagement & Continuous Improvement Identify HR‑related training needs and collaborate with Organizational Development regarding departmental training and leadership development opportunities. Support employee engagement, retention, and organizational culture initiatives. Participate in HR process improvement efforts, digitization, workflow optimization, and service enhancement initiatives. Attend professional development, conferences, luncheons, and training opportunities to remain current on employment law, HR trends, and best practices (e.g., Panhandle Human Resources Association). Perform other work‑related duties as required. As an Amarillo College employee, seek knowledge of and pledge to actively engage in a culture of caring striving to serve students, peers and the community by embracing the AC Core Values: Wow, Family, Fun, Innovation, and Yes! Additional Qualifications Knowledge of federal and state employment regulations and higher education HR practices. Working knowledge of benefits, payroll, compensation, retirement systems (TRS/ORP), and HRIS functionality. Ability to coach supervisors, resolve employee relations issues, and maintain fairness and consistency. Strong communication and interpersonal skills to build trust and credibility. Analytical and problem‑solving skills for data reporting and process improvement. Ability to manage confidential information with discretion and professionalism. Proficiency in Microsoft Office, HRIS platforms (e.g., Colleague, NEOED), and digital workflow systems. Ability to balance multiple priorities and operate both independently and as part of a team. Salary: Amarillo College follows a lag pay strategy, with starting offers typically between the minimum and midpoint of the pay grade, rarely reaching the maximum to support long‑term growth within each position. Pay grade 12 – Salary is determined by Human Resources based on education, work experience and internal comparisons. Amarillo College Pay Grades Physical Demands: While performing the duties of this job, the employee is frequently required to travel between offices and buildings, and requires the ability to lift, carry, push, pull and/or maneuver office supplies up to twenty‑five (25) pounds as needed. Working Conditions: Must be willing to work a flexible schedule (days, nights, weekends, holidays, and varying events if necessary). Work Environment: This position operates in a professional office environment, routinely uses standard office equipment (i.e. computers, phones, copy and fax machines, filing cabinets) and is in a high traffic area with continual interruptions. Software commonly used includes Microsoft Office, Colleague, and various other educational applications. Work may also be performed outside of the office and with little to no supervision. #J-18808-Ljbffr