HR Generalist

Salary: $26.17 - $31.40 Hourly
Location : Aztec, NM
Job Type: Full-Time
Department: Human Resources
Opening Date: 09/16/2026
Closing Date: 9/29/2026 11:59 PM Mountain


Job Summary


Under general supervision of the Deputy Human Resources Director, the HR Generalist performs professional human resources duties in support of County operations, with primary responsibility for recruitment and selection, employee onboarding, training and development, recruitment outreach, human resources reporting, and related HR programs and services. Coordinates recruitment initiatives and strategies to attract qualified candidates through a variety of media, outreach methods, and professional, community, and educational resources. Provides professional customer service and human resources support to County employees, applicants, supervisors, departments, and the public. Coordinates and conducts new employee orientation and assists with the development and delivery of employee training and development programs. Maintains accurate recruitment and human resources records and prepares and analyzes human resources data and metrics to support staffing initiatives, workforce planning, and effective HR operations. Cross-trains with other HR functions and provides backup coverage for benefits and leave administration as needed to maintain continuity of HR services. Handles sensitive and confidential information with discretion and exercises sound judgment in performing assigned responsibilities.

Education and Experience Requirements

• Associate's degree in a related field and minimum of three (3) years of general Human Resources experience; or an equivalent combination of education and experience sufficient to perform the duties of the position. Bachelor's degree preferred.
• Must have strong understanding of employment laws and hiring principles.
• Experience in recruiting and understanding a compliant recruitment process; knowledge with advertising and marketing.
• One (1) year of professional training capacity, preferred.
• Certification of NMCHRP, CEBS, or PHR in current standing preferred.
• Valid State of New Mexico Driver's license or able to obtain within six (6) months of employment.

Environmental Factors and Conditions/Physical Requirements

• Work is performed in an office environment; may be subject to repetitive motion such as typing, data entry and vision to monitor; may be subject to extended periods of intense concentration in the review of documents and reports.
• The noise level in the work environment is usually moderate.
• Work schedule for this position may include working on religious holidays.
• Utilize, process, and navigate the County's electronic ERP system as necessary and appropriate based on the needs and requirements of this position.
• Some work duties may be performed "remotely" outside of County facilities. For remote access you must complete and maintain a current remote work agreement.

Essential Job Functions


The list that follows is not intended as a comprehensive list; it is intended to provide a representative summary of the major duties and responsibilities. Incumbent(s) may not be required to perform all duties listed, and may be required to perform additional, position-specific tasks.

• Coordinates County recruitment and staffing initiatives; develops recruitment plans in consultation with hiring managers and identifies appropriate recruitment resources, outreach opportunities, and professional, community, educational, and employment contacts.
• Prepares and processes job openings, postings, advertisements, recruitment materials, and related documentation; selects appropriate recruitment methods and assists applicants with the electronic application process and required authorization forms.
• Maintains accurate applicant and recruitment records, including requisitions, job postings, applicant information, screening documentation, interview materials, and related records.
• Assists with the development and review of supplemental screening questions, interview questions, recruitment materials, and hiring manager recruitment resources to support consistent, job-related selection practices.
• Reviews applicant and former employee information for eligibility, rehire status, applicable hiring preferences, and other established employment requirements.
• Applies applicable employment requirements and County policies and procedures related to recruitment, selection, transfers, promotions, and other assigned employment actions.
• Coordinates employment interviews and communicates with hiring managers and applicants regarding interview schedules, requirements, and recruitment procedures.
• Communicates approved conditional and final employment offers to selected candidates; explains pre-employment requirements; verifies candidate information; coordinates background checks and other pre-employment requirements; reviews completed background information for discrepancies; communicates concerns to appropriate HR leadership; and provides required applicant notifications.
• Serves as a liaison with employment and background screening agencies, educational institutions, workforce agencies, state agencies, and other recruitment partners.
• Coordinates recruitment outreach and recruitment-related digital and social media activities in collaboration with the County's Public Relations and Film Manager.
• Utilizes recruitment, workforce, and occupational data to identify trends and support improvements in recruitment, selection, staffing, employee development, and retention practices.
• Prepares recruitment, staffing, turnover, and other human resources reports and metrics as assigned and maintains the accuracy and integrity of related records and databases.
• Develops and maintains recruitment procedures, desk procedures, forms, templates, interview resources, and other HR process documentation.
• Coordinates and conducts new employee orientation and assists with the development, coordination, and delivery of employee training and development programs; prepares and updates related training materials.
• Assists in developing methods and guidelines to evaluate the quality and effectiveness of training and employee development programs.
• Assists the Deputy Human Resources Director, Senior HR Generalist, or other HR leadership with employee relations matters, workplace fact-finding, unemployment claims disputes, employment verifications, and other HR matters as assigned.
• Cross-trains with other HR functions and provides backup coverage for benefits and leave administration as needed to maintain continuity of HR services; primary responsibility for these functions remains with designated HR personnel.
• Provides front desk coverage, responds to employee and applicant inquiries, assists with personnel records and filing, and performs other administrative HR functions as needed.
• Handles sensitive and confidential employee, applicant, personnel, and organizational information in accordance with applicable laws, County policies, and established procedures.
• Participates in special projects and performs other related duties as assigned.

We offer a complete benefits package to eligible employees including health care, dental, vision, retirement, deferred compensation plans, life insurance, short-term disability, holidays, vacation, and sick leave.

To learn more details, visit our benefits page.
01


Do you have an associate's degree in related field and three (3) years of general HR work experience; or, a total of five (5) years of education and work experience in HR?

• Yes
• No

02


Do you currently possess any preferred Human Resources certification (i.e. CHRP-NM, PHR, or CEBS)?

• Yes
• No

03


Describe your process with coordinating a recruitment from notification of vacancy to onboarding.
04


What steps do you take to ensure you remain organized, timely, and ensure all steps are job-related and applied consistently to applicants?
05


Describe your experience delivering employee orientation, compliance or professional training to include engagement, preparation, and delivery in your response.
06


How do you stay up-to-date and current with changing laws, regulations, and policy?
07


A hiring manager calls and is pressuring you to see or discuss an applicant that has been dispositioned for not meeting minimum qualifications; how do you respond?
08


As a small HR department, it is necessary to occasionally provide backup coverage for team members including benefits or leave and personnel actions, how do you approach learning an unfamiliar process?
09


Please acknowledge that you understand and are aware that should you be found to meet the minimum qualification and are selected for an interview you will be given both a written scenario and multiple choice general knowledge exams prior to leaving Human Resources.

• Yes
• No

10


We are assessing this response for how you communicate and your basic language skills. Your response to the following prompt should be an example of how you would respond to a department hiring manger. Prompt: The hiring manager has selected an applicant for hire. You have contacted the applicant and they have accepted. Please communicate the applicants acceptance to the hiring manager.
Required Question