Human Resources Generalist (HR Support) Confidential (40 hrs./wk, 260 days)
Washoe County School District, Reno, NV, United States
Summary Description
Under the general supervision of a Human Resource Manager, the Human Resources Generalist may be assigned to one or more HR divisions, such as HR Support, Talent Solutions, Compliance & Labor Relations, or Talent Development. The HR Generalist performs a broad range of professional, analytical, and technical human resources functions to support the full employee lifecycle, including providing guidance to employees and administrators, ensuring accurate and compliant personnel actions, maintaining employee records, and resolving a variety of employment-related issues. Advises new and existing employees of various matters related to their employment, including but not limited to benefits, salary/wages, leave usage and accruals, evaluation processes, completing and processing all necessary documentation; researching and resolving issues across multiple HR functional areas; and performing related work as required.
Essential Duties & Responsibilities
Serves as a primary point of contact for employees, providing guidance and support across the employee lifecycle, including onboarding, employment changes, and separation.
Reviews and evaluates employee information to determine entitlements and compensation placement in accordance with District policy, negotiated agreements, and applicable laws.
Executes and oversees personnel actions within the HR information system, ensuring transactions are accurate, timely, and aligned with established standards and compliance requirements.
Coordinates and manages employee status changes, including assignments, compensation, contracts, licensure, and evaluations, ensuring alignment across HR, Payroll, and Position Control.
Provides comprehensive onboarding and orientation to employees, translating complex policies, negotiated agreements, and entitlement programs into clear, actionable guidance.
Advises employees on employment‑related matters, including benefits, compensation, leave usage and accruals, retirement, licensure, and evaluation processes.
Reviews and validates employment eligibility documentation in accordance with federal requirements and District procedures.
Maintains and safeguards highly sensitive employee information, exercising discretion and ensuring compliance with confidentiality and legal standards.
Interprets and applies District policies, administrative regulations, and negotiated agreements to resolve complex employee issues and ensure consistent application across the organization.
Conducts research and resolves issues related to compensation, leave, prior experience, retirement, and employment verification, coordinating with internal and external partners as needed.
Collaborates with administrators to support performance evaluation processes, ensuring documentation is complete, accurate, and aligned with District expectations.
Partners with internal departments and external agencies, including PERS, Legal Counsel, and regulatory entities, to support reporting, audits, and compliance requirements.
Monitors data quality and system integrity through regular audits and reporting, identifying discrepancies and ensuring corrective action is taken.
Contributes to process improvement initiatives and special projects, supporting the transition to automated systems and enhancing service delivery models.
Performs other duties as assigned.
Essential Duties – Compensation & Organization
Create, post, update, and close job postings for all employee groups, ensuring accuracy and timely publication.
Review posting requests to verify position authorization, funding source, FTE, classification, work calendar, and salary placement.
Ensure job postings contain correct language and comply with district policies, labor agreements, and applicable regulations.
Coordinate with Human Resources staff, hiring managers, schools, and departments regarding posting requirements, timelines, and changes.
Monitor applicant pools and posting activity; respond to inquiries related to job postings and application processes.
Notify administrators and applicants of posting updates and provide required hiring documentation.
Track posting activity, transfers, displaced employee placements, and recruitment timelines.
Maintain accurate data in the applicant tracking system and coordinate position control and salary updates as needed.
Support equitable and compliant hiring practices and assist with documentation related to hiring decisions.
Collaborate with HR Manager on displaced workers and ensure that they are carried out according to district policies, procedures, and labor agreements.
Maintain and track posting timelines, displaced worker retention efforts, transfers, and internal/external recruitment process.
Advise hiring managers on defensive hiring practices, assist with documenting reasons for non‑selection for external posting requests, movements of employees, and if a position should post or not post.
Responsible for making any calculations to salary if needed for a posting.
Review and ensure all hiring processes are written down and ready for distribution; this includes Visio, checklists; etc.
Review employment applications to match hiring requisitions and ensure accuracy.
Collaborate with schools and departments for any changes to processes; Provide solutions to any holes in the process.
Update all forms for hiring; assist with any form revisions within HR; Collaborate with departments, this includes interview hiring packet, posting matrix.
Essential Duties – Compliance / Labor Relations
Responsible for ESP Sexual Misconduct Disclosure Release form; this includes troubleshooting and providing solutions for applicants, hiring administrators, and working with previous employer’s.
Check for background disclosures.
Coordinate and oversee pre‑employment background check processes, including fingerprinting, criminal history checks, and reference verifications.
Ensure all employees, volunteers, and contractors meet clearance requirements before starting work within the district.
Maintain accurate background checks and follow up on any outstanding or flagged issues.
Educate staff on district policies regarding clearance and security protocols.
Serve as a liaison between the district and employee unions, providing support for collective bargaining agreements (CBAs).
Assist in administering and interpreting CBAs, ensuring alignment with district policies and legal requirements.
Provide guidance to supervisors and employees on labor‑related issues, including grievances, disciplinary actions, and dispute resolution.
Participate in labor‑management meetings and assist with negotiations as needed.
Monitor and ensure compliance with federal, state, and local labor laws, including FLSA, FMLA, ADA, and EEO regulations.
Maintain up‑to‑date knowledge of labor law changes and advise on necessary updates to policies or practices.
Prepare and submit required compliance reports, such as EEO and OSHA filings.
Conduct internal audits of HR practices to identify and mitigate risks related to compliance.
Minimum Qualifications
Education: Equivalent to a two (2) year degree from an accredited college with major coursework in human resources, business, or related field.
Experience: Three (3) years of experience in a public or private agency performing similar duties and which provided working knowledge of the laws, rules, and regulations governing Human Resources.
Licenses/Certificates (preferred): Possession of, or ability to obtain, an Associate Professional in Human Resources (aPHR), SHRM Certified Professional (SHRM-CP), Professional in Human Resources (PHR), or equivalent certification.
Competencies for Successful Performance of Job Duties
Principles, practices, and functional areas of human resources, including employee services, recruitment and selection, onboarding, compensation, benefits, leave administration, and employee relations.
Recruitment and hiring practices, including applicant tracking systems, posting strategies, equitable hiring practices, and selection processes across multiple employee groups.
Applicable federal and state laws and regulations governing employment practices, including but not limited to FLSA, FMLA, ADA, EEO, and employment eligibility requirements.
Negotiated agreements and their application to hire, compensation, transfers, evaluations, and employee relations matters.
Public sector operations and administrative practices, including compliance, audit requirements, and governmental reporting obligations.
Pre‑employment and clearance processes, including background investigations, fingerprinting, reference checks, and disclosure requirements.
Labor relations principles, including contract administration, grievance processes, and labor‑management collaboration.
Human Resources Information Systems (HRIS), applicant tracking systems, and case management tools used to support HR service delivery and data integrity.
Data management, reporting, and audit practices to ensure accuracy, compliance, and system integrity.
Skills
Interpreting and applying laws, regulations, policies, and negotiated agreements to varied and complex employment and hiring situations.
Analyzing information from multiple sources to identify issues, evaluate risk, and develop compliant and effective solutions.
Advising hiring managers and administrators on recruitment strategies, equitable hiring practices, and defensible selection decisions.
Managing recruitment processes, including job postings, applicant review, and coordination with stakeholders to ensure timely and accurate hiring actions.
Monitoring and ensuring compliance with employment laws, clearance requirements, and District hiring and employment standards.
Conducting research and resolving complex issues related to compensation, leave, hiring processes, and employee status changes.
Communicating complex information clearly and effectively, both verbally and in writing, to employees, administrators, and external partners.
Utilizing HR systems and technology to manage personnel actions, recruitment processes, and case resolution.
Preparing clear, concise reports, documentation, and correspondence to support compliance, decision‑making, and operational needs.
Abilities
Serve as a trusted resource to employees, administrators, and hiring managers by providing accurate guidance and resolving employment and hiring‑related issues.
Exercise sound judgment and discretion in evaluating hiring decisions, employment actions, and compliance‑related matters.
Ensure hiring and employment practices are equitable, consistent, and aligned with District policy, negotiated agreements, and legal requirements.
Evaluate complex situations, assess risk, and take appropriate action in alignment with organizational and legal standards.
Coordinate and collaborate effectively with internal departments, school sites, and external agencies to support hiring, compliance, and employee services.
Maintain confidentiality and handle highly sensitive information with professionalism and integrity.
Work independently and as part of a team in a fast‑paced, service‑oriented environment with competing priorities.
Adapt to changing systems, processes, and organizational needs, including implementation of automated HR service delivery models.
Maintain accountability for the accuracy, completeness, and integrity of HR transactions, records, and processes.
Benefits
No waiting period on Medical, Dental, Vision and Life Insurance
Employees may select an insurance plan wherein WCSD contributes 100% of insurance premiums.
Sick Leave, Holiday Pay and Vacation Pay
Public Employees Retirement System (PERS)
Contribution options will be explained in detail during the New Employee Orientation.
Salary Increases
Longevity Bonuses
Guidance Resources
And More – Visit our Benefits page for more information.
Salary
Internal Job Number: 2025-26-E262197
Grade 23
Sch A: $25.26 (entry step)
Sch B: $30.45 (entry step)
Salaries are subject to adjustment and may increase and decrease each fiscal year. New employees hired by Washoe County School District are normally placed on the entry step of the grade of the position. View the salary schedules here.
Equal Opportunity Employer Statement
Washoe County School District is proud to be an equal opportunity employer. The Washoe County School District is committed to providing all applicants and employees equal employment opportunities without regard to race, color, religion, sex, gender identity or expression, sexual orientation, national origin, genetics, disability, age, military status, or other characteristics protected by applicable law. Here at Washoe County School District, we are a diverse group of people who honor the differences that drive innovative solutions to meet the needs of our students and employees. We believe that through a culture of inclusivity, we have the power to reflect the community we serve.
Any applicant who would like to request a reasonable accommodation in any step of the selection process should contact Human Resources at (775) 348‑0321 or email Teach@washoeschools.net.
#J-18808-Ljbffr
Under the general supervision of a Human Resource Manager, the Human Resources Generalist may be assigned to one or more HR divisions, such as HR Support, Talent Solutions, Compliance & Labor Relations, or Talent Development. The HR Generalist performs a broad range of professional, analytical, and technical human resources functions to support the full employee lifecycle, including providing guidance to employees and administrators, ensuring accurate and compliant personnel actions, maintaining employee records, and resolving a variety of employment-related issues. Advises new and existing employees of various matters related to their employment, including but not limited to benefits, salary/wages, leave usage and accruals, evaluation processes, completing and processing all necessary documentation; researching and resolving issues across multiple HR functional areas; and performing related work as required.
Essential Duties & Responsibilities
Serves as a primary point of contact for employees, providing guidance and support across the employee lifecycle, including onboarding, employment changes, and separation.
Reviews and evaluates employee information to determine entitlements and compensation placement in accordance with District policy, negotiated agreements, and applicable laws.
Executes and oversees personnel actions within the HR information system, ensuring transactions are accurate, timely, and aligned with established standards and compliance requirements.
Coordinates and manages employee status changes, including assignments, compensation, contracts, licensure, and evaluations, ensuring alignment across HR, Payroll, and Position Control.
Provides comprehensive onboarding and orientation to employees, translating complex policies, negotiated agreements, and entitlement programs into clear, actionable guidance.
Advises employees on employment‑related matters, including benefits, compensation, leave usage and accruals, retirement, licensure, and evaluation processes.
Reviews and validates employment eligibility documentation in accordance with federal requirements and District procedures.
Maintains and safeguards highly sensitive employee information, exercising discretion and ensuring compliance with confidentiality and legal standards.
Interprets and applies District policies, administrative regulations, and negotiated agreements to resolve complex employee issues and ensure consistent application across the organization.
Conducts research and resolves issues related to compensation, leave, prior experience, retirement, and employment verification, coordinating with internal and external partners as needed.
Collaborates with administrators to support performance evaluation processes, ensuring documentation is complete, accurate, and aligned with District expectations.
Partners with internal departments and external agencies, including PERS, Legal Counsel, and regulatory entities, to support reporting, audits, and compliance requirements.
Monitors data quality and system integrity through regular audits and reporting, identifying discrepancies and ensuring corrective action is taken.
Contributes to process improvement initiatives and special projects, supporting the transition to automated systems and enhancing service delivery models.
Performs other duties as assigned.
Essential Duties – Compensation & Organization
Create, post, update, and close job postings for all employee groups, ensuring accuracy and timely publication.
Review posting requests to verify position authorization, funding source, FTE, classification, work calendar, and salary placement.
Ensure job postings contain correct language and comply with district policies, labor agreements, and applicable regulations.
Coordinate with Human Resources staff, hiring managers, schools, and departments regarding posting requirements, timelines, and changes.
Monitor applicant pools and posting activity; respond to inquiries related to job postings and application processes.
Notify administrators and applicants of posting updates and provide required hiring documentation.
Track posting activity, transfers, displaced employee placements, and recruitment timelines.
Maintain accurate data in the applicant tracking system and coordinate position control and salary updates as needed.
Support equitable and compliant hiring practices and assist with documentation related to hiring decisions.
Collaborate with HR Manager on displaced workers and ensure that they are carried out according to district policies, procedures, and labor agreements.
Maintain and track posting timelines, displaced worker retention efforts, transfers, and internal/external recruitment process.
Advise hiring managers on defensive hiring practices, assist with documenting reasons for non‑selection for external posting requests, movements of employees, and if a position should post or not post.
Responsible for making any calculations to salary if needed for a posting.
Review and ensure all hiring processes are written down and ready for distribution; this includes Visio, checklists; etc.
Review employment applications to match hiring requisitions and ensure accuracy.
Collaborate with schools and departments for any changes to processes; Provide solutions to any holes in the process.
Update all forms for hiring; assist with any form revisions within HR; Collaborate with departments, this includes interview hiring packet, posting matrix.
Essential Duties – Compliance / Labor Relations
Responsible for ESP Sexual Misconduct Disclosure Release form; this includes troubleshooting and providing solutions for applicants, hiring administrators, and working with previous employer’s.
Check for background disclosures.
Coordinate and oversee pre‑employment background check processes, including fingerprinting, criminal history checks, and reference verifications.
Ensure all employees, volunteers, and contractors meet clearance requirements before starting work within the district.
Maintain accurate background checks and follow up on any outstanding or flagged issues.
Educate staff on district policies regarding clearance and security protocols.
Serve as a liaison between the district and employee unions, providing support for collective bargaining agreements (CBAs).
Assist in administering and interpreting CBAs, ensuring alignment with district policies and legal requirements.
Provide guidance to supervisors and employees on labor‑related issues, including grievances, disciplinary actions, and dispute resolution.
Participate in labor‑management meetings and assist with negotiations as needed.
Monitor and ensure compliance with federal, state, and local labor laws, including FLSA, FMLA, ADA, and EEO regulations.
Maintain up‑to‑date knowledge of labor law changes and advise on necessary updates to policies or practices.
Prepare and submit required compliance reports, such as EEO and OSHA filings.
Conduct internal audits of HR practices to identify and mitigate risks related to compliance.
Minimum Qualifications
Education: Equivalent to a two (2) year degree from an accredited college with major coursework in human resources, business, or related field.
Experience: Three (3) years of experience in a public or private agency performing similar duties and which provided working knowledge of the laws, rules, and regulations governing Human Resources.
Licenses/Certificates (preferred): Possession of, or ability to obtain, an Associate Professional in Human Resources (aPHR), SHRM Certified Professional (SHRM-CP), Professional in Human Resources (PHR), or equivalent certification.
Competencies for Successful Performance of Job Duties
Principles, practices, and functional areas of human resources, including employee services, recruitment and selection, onboarding, compensation, benefits, leave administration, and employee relations.
Recruitment and hiring practices, including applicant tracking systems, posting strategies, equitable hiring practices, and selection processes across multiple employee groups.
Applicable federal and state laws and regulations governing employment practices, including but not limited to FLSA, FMLA, ADA, EEO, and employment eligibility requirements.
Negotiated agreements and their application to hire, compensation, transfers, evaluations, and employee relations matters.
Public sector operations and administrative practices, including compliance, audit requirements, and governmental reporting obligations.
Pre‑employment and clearance processes, including background investigations, fingerprinting, reference checks, and disclosure requirements.
Labor relations principles, including contract administration, grievance processes, and labor‑management collaboration.
Human Resources Information Systems (HRIS), applicant tracking systems, and case management tools used to support HR service delivery and data integrity.
Data management, reporting, and audit practices to ensure accuracy, compliance, and system integrity.
Skills
Interpreting and applying laws, regulations, policies, and negotiated agreements to varied and complex employment and hiring situations.
Analyzing information from multiple sources to identify issues, evaluate risk, and develop compliant and effective solutions.
Advising hiring managers and administrators on recruitment strategies, equitable hiring practices, and defensible selection decisions.
Managing recruitment processes, including job postings, applicant review, and coordination with stakeholders to ensure timely and accurate hiring actions.
Monitoring and ensuring compliance with employment laws, clearance requirements, and District hiring and employment standards.
Conducting research and resolving complex issues related to compensation, leave, hiring processes, and employee status changes.
Communicating complex information clearly and effectively, both verbally and in writing, to employees, administrators, and external partners.
Utilizing HR systems and technology to manage personnel actions, recruitment processes, and case resolution.
Preparing clear, concise reports, documentation, and correspondence to support compliance, decision‑making, and operational needs.
Abilities
Serve as a trusted resource to employees, administrators, and hiring managers by providing accurate guidance and resolving employment and hiring‑related issues.
Exercise sound judgment and discretion in evaluating hiring decisions, employment actions, and compliance‑related matters.
Ensure hiring and employment practices are equitable, consistent, and aligned with District policy, negotiated agreements, and legal requirements.
Evaluate complex situations, assess risk, and take appropriate action in alignment with organizational and legal standards.
Coordinate and collaborate effectively with internal departments, school sites, and external agencies to support hiring, compliance, and employee services.
Maintain confidentiality and handle highly sensitive information with professionalism and integrity.
Work independently and as part of a team in a fast‑paced, service‑oriented environment with competing priorities.
Adapt to changing systems, processes, and organizational needs, including implementation of automated HR service delivery models.
Maintain accountability for the accuracy, completeness, and integrity of HR transactions, records, and processes.
Benefits
No waiting period on Medical, Dental, Vision and Life Insurance
Employees may select an insurance plan wherein WCSD contributes 100% of insurance premiums.
Sick Leave, Holiday Pay and Vacation Pay
Public Employees Retirement System (PERS)
Contribution options will be explained in detail during the New Employee Orientation.
Salary Increases
Longevity Bonuses
Guidance Resources
And More – Visit our Benefits page for more information.
Salary
Internal Job Number: 2025-26-E262197
Grade 23
Sch A: $25.26 (entry step)
Sch B: $30.45 (entry step)
Salaries are subject to adjustment and may increase and decrease each fiscal year. New employees hired by Washoe County School District are normally placed on the entry step of the grade of the position. View the salary schedules here.
Equal Opportunity Employer Statement
Washoe County School District is proud to be an equal opportunity employer. The Washoe County School District is committed to providing all applicants and employees equal employment opportunities without regard to race, color, religion, sex, gender identity or expression, sexual orientation, national origin, genetics, disability, age, military status, or other characteristics protected by applicable law. Here at Washoe County School District, we are a diverse group of people who honor the differences that drive innovative solutions to meet the needs of our students and employees. We believe that through a culture of inclusivity, we have the power to reflect the community we serve.
Any applicant who would like to request a reasonable accommodation in any step of the selection process should contact Human Resources at (775) 348‑0321 or email Teach@washoeschools.net.
#J-18808-Ljbffr