Job Title: Human Resources Generalist
FLSA Exemption Status: Non-Exempt
Classification Group: Staff Support
Supervising Position: Director or designee
Pay Plan: Educational Support Personnel
Pay Range: Range 12
Last Updated: 09.2026
JOB SUMMARY: Under minimal direct supervision, run the daily functions of the Human Resources (HR) Department, including administering pay, benefits, and leave, enforcing District policies and practices, and providing customer service. Work requires the use of discretion and creativity within limits of theory and principles of the profession, the department’s goals, law and regulations, and the District’s policies and guidelines. Judgment is used in the adaptation and skilled application of guidelines to solve the full range of problems related to the assignment. Assignments include Employee Relations, Operations, Total Rewards and Talent Management.
ESSENTIAL DUTIES AND RESPONSIBILITIES: The subsequent duties outline the fundamental operations of the position and exemplify the nature of the tasks carried out. They do not encompass a comprehensive inventory of the obligations and responsibilities fulfilled in this role. The approximation of frequencies and time allocation percentages are flexible and subject to the requirements of the organization. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Shared Job Task Across HR Teams Frequency Percentage of Time 1. Perform routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. Daily 10% 2. Handle employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff. Execute the department’s standard of customer service. Daily 10% 3. Fill in for other HR Generalists in their absence and utilize skills learned during required team cross-training. Monthly 5% 4. Develop, propose, and implement procedural changes as legal requirements and policies change. Annually 5% 5. Perform other duties as assigned or requested. Daily 5% TOTAL 35%
Employee Relations Assignment Job Duties Frequency Percentage of Time 1. Accurately process additional compensation, certified horizontal advancements, unemployment, verification of employment, 110 retirement forms, employee evaluations, negotiations files, and investigation documentation. Daily 30% 2. Accurately communicate procedures and guidance pertaining to additional compensation and guidebook and negotiated agreement policies to applicants, staff, managers/supervisors, and administrators. Assist in the development and implementation of more efficient practices. Daily 15% 3. Support employee disciplinary meetings, terminations, and investigations as directed. Weekly 10% 4. Assist and participate in union negotiations as directed. Weekly 10% TOTAL 65%
Operations Assignment Job Duties Frequency Percentage of Time 1. Accurately and promptly process all postings, offers, portability submissions, new hire records, wage and salary placement, transfers, assignment changes, and separations. Monitor employee compensation and adjust when needed. Ensure appropriate licensure and endorsement for new hires, transfers and assignment changes, and substitute short term assignments. Approve or deny reviewed substitute applications, reference assessment and hire those eligible to move forward, enter all short-term sub assignments/revisions in substitute system, process any substitute pay and teacher leave adjustment requests monthly. Daily 35% 2. Review and adjust data to ensure accuracy of various reports, including but not limited to: Colorado Department of Education (CDE), Equal Employment Opportunity Commission (EEOC), etc. Daily 15% 3. Accurately communicate procedures and guidance pertaining to employment and assignment status to applicants, staff, managers/supervisors, and administrators. Assist in the development and implementation of more efficient practices. Daily 10% 4. Develop, propose, and implement procedural changes as legal requirements and policies change. Annually 5% TOTAL 65%
Total Rewards Assignment Job Duties Frequency Percentage of Time 1. Support the new hire, status change, and open enrollment processes in a variety of tasks including but not limited to: evaluating benefit enrollments and changes; participating in benefit education sessions; and guiding employees on available benefit offerings. Daily 20% 2. Accurately oversee, approve, maintain, and monitor Family Medical Leave Act (FMLA) leave of absence applications, supporting leave documentation, leave balances, leave of absence pay, long term disability, life insurance, and supplemental benefit claims related to leave of absence. Coordinate the distribution of sick leave bank hours for employees on extended FMLA leave and conduct leave of absence (LOA) information sessions for employees. Daily 20% 3. Accurately calculate and ensure that employees on LOA are paid accurately and accurate employee benefit deductions are being applied. Daily 15% 4. Accurately communicate procedures and guidance pertaining to benefit and leave of absence information to applicants, staff, managers/supervisors, and administrators. Assist in the development and implementation of more efficient practices. Daily 10% TOTAL 65%
Talent Management Assignment Job Duties Frequency Percentage of Time 1. Accurately communicate Talent Management procedures and information to applicants, employees, school and department staff, university and community partners, and other stakeholders. Respond to routine inquiries, coordinate follow-up, and refer complex or sensitive matters to appropriate Talent Management staff. Daily 20% 2. Support Talent Management recruitment, educator pathway, and volunteer initiatives by coordinating applicant, participant, and volunteer information; maintaining records and tracking tools; preparing materials; assisting with recruitment events and educator pathway activities; and supporting Give Back Cherry Creek by contacting potential volunteers, connecting volunteers with schools and departments, and communicating available training opportunities. Daily 20% 3. Compile, maintain, and report Talent Management data related to recruitment, hiring, educator pathways, onboarding, retention, and other employee lifecycle initiatives. Review information for accuracy and prepare routine reports to support Talent Management planning and decision-making. Daily 15% 4. Accurately and promptly process student teachers and unpaid interns, including completing required Oracle transactions, maintaining assignment information and records, coordinating necessary documentation, and processing separations at the end of each student teaching or unpaid internship assignment. Biannually 10% TOTAL 65%
REPORTING RELATIONSHIPS: This job has no direct supervisory responsibilities.
MINIMUM QUALIFICATIONS: The minimum prerequisites of formal education, professional work experience, certifications, licenses, endorsements, designations, trainings, and other criteria that a candidate must fulfill to be considered for a position. It is essential that certifications, licenses, endorsements, designations, and trainings are fulfilled, valid, and not expired.
PHYSICAL REQUIREMENTS AND WORKING CONDITIONS: The physical demands, mental functions, cognitive capacities, and work environment factors required to perform a position’s essential functions. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
DESIRED QUALIFICATIONS: Formal education, professional work experience, certifications, licenses, endorsements, designations, trainings, and other qualifications relevant to the position that are strongly preferred but not mandatory for a candidate to be considered.
