Human Resources Generalist

Interested candidates must apply online through the Career Site to Apply: https://jobs.redroverk12.com/org/4125/opening/207126 Amherst-Pelham Regional Public Schools Department: Human Resources Reports to: Executive Director of Strategy and Human Resources Location: Central Office, with travel to District schools and work sites as needed Work Year: Twelve-month position; work year and schedule as approved Employment Status: Full-time Classification: Confidential, non-union position, subject to School Committee approval FLSA Status: To be determined following final classification review Compensation: Salary commensurate with qualifications and experience within the approved range Position Summary The Human Resources Generalist provides comprehensive human resources support to the Amherst-Pelham Regional Public Schools, with primary responsibility for an assigned portfolio of schools, departments, and employee groups. The Generalist coordinates recruitment, hiring, onboarding, background checks, employee records, licensure monitoring, substitute administration, employment actions, and related compliance activities. Working closely with the Executive Director of Strategy and Human Resources and other members of the HR team, the Generalist moves work from request through completion, provides timely guidance, and promotes consistent application of District procedures, collective bargaining agreements, School Committee policies, and applicable law. Success requires sound judgment, strong follow-through, discretion, attention to detail, and a service-oriented approach in a complex public-school environment. Essential Responsibilities: Background Checks, Suitability, Records, Security, and Audit Compliance • Administer CORI, SORI, and state and national fingerprint-based background checks for employees, applicants, substitutes, volunteers, practicum students, contractors, and others covered by District policy. • Provide required forms, notices, consent documents, and IdentoGO instructions; verify government-issued identification and required identifying information before submitting requests through authorized systems. • Monitor iCORI, the authorized SORI system, and SAFIS-R; track submissions, results, renewals, outstanding requirements, and authorized conditional starts. An IdentoGO receipt does not constitute final clearance. • Review results, investigate possible matches, obtain missing dispositions or supporting records, and confirm that information belongs to the individual before it is considered in an employment decision. • Complete or coordinate documented, individualized suitability determinations within assigned authority, considering the position and relevant regulatory factors; consult the Executive Director regarding prior favorable determinations, complex findings, or potentially disqualifying information. • Coordinate conditional employment only when legally permitted, supported by documented exigent circumstances, and approved by the appropriate District administrator. • Follow required pre-adverse-action and adverse-action procedures, including notices, access to records and policies, and a reasonable opportunity to dispute, correct, or explain information. Refer any proposed adverse action to the Executive Director and other authorized decision-makers before action is taken. • Maintain confidential background-check records separately from general personnel files and limit access to authorized individuals with a legitimate business need. • Maintain accurate status tracking for completion and renewal dates, fingerprint submissions and results, suitability determinations, authorized reviewers, outstanding documentation, prior determinations when applicable, and required reporting. Do not record unnecessary criminal-history details in tracking systems. • Maintain secondary dissemination logs; use approved secure systems and communication methods; retain and securely destroy records according to applicable requirements. • Immediately report unauthorized access, disclosure, loss, or misuse of criminal-history information and assist with required corrective or reporting actions. • Maintain authorized-user lists and required training, certifications, security acknowledgments, and renewals for iCORI, the authorized SORI system, and SAFIS-R. • Monitor relevant Massachusetts, DESE, and DCJIS requirements and prepare records for authorized internal or external audits. Practicum Students and Volunteers • Coordinate approval, onboarding, and tracking for practicum students, student teachers, interns, volunteers, and other non-employees working in District schools. • Collect placement agreements, identification, confidentiality acknowledgments, and other required documentation; determine and coordinate applicable screening requirements based on the role and anticipated student contact. • Confirm approvals and clearances before a placement begins and communicate status to participants, schools, supervisors, and partner institutions. • Maintain accurate records of placements, supervising employees, dates, clearance status, and outstanding requirements. Substitute Administration and Service Buybacks • Support recruitment, screening, hiring, onboarding, and continued eligibility of substitute personnel across employee groups. • Maintain substitute records in Red Rover and other approved systems; communicate rates, expectations, training, absence-management procedures, and assignment requirements. • Monitor credentials, required training, background-check renewals, employment actions, rate changes, status updates, and separations in coordination with administrators, Payroll, and Finance. • Receive and process substitute service buyback requests under applicable collective bargaining agreements and District procedures; verify eligible service and coordinate calculations, costs, approvals, and credited service with Payroll and Finance. • Maintain supporting records and refer disputed, unusual, or contractually unclear buyback requests to the Executive Director. Employment Verifications • Process authorized employment, income, and service verifications using official District records, Verifent, and other approved systems. • Coordinate with Payroll, Finance, and other personnel when additional information is required and maintain records of requests, authorizations, disclosures, and responses. • Refer subpoenas, legal demands, sensitive requests, and matters outside assigned authority to the Executive Director. Licensure, Certification, and DESE Compliance • Monitor educator licenses and position-specific credentials using ELAR and District tracking systems; coordinate waiver requests, renewals, supporting documentation, conditions, and deadlines. • Maintain accurate records of licenses, waivers, certifications, required training, and other employment credentials and promptly elevate compliance concerns. • Assist the Superintendent or authorized administrator with legally required DESE reports involving licensed educators or applicants, including required timelines and notices to affected individuals. Recruitment, Hiring, and Onboarding • Coordinate recruitment and hiring activities for assigned schools, departments, positions, and employee groups, including applicant review, screening support, interview documentation, reference checks, recommendations for hire, and pre-employment processing. • Advise administrators on hiring timelines, internal-candidate procedures, screening requirements, documentation, and approval workflows; communicate requirements and next steps to applicants and candidates. • Support outreach, hiring events, partnerships, and other approved strategies for hard-to-fill positions. • Coordinate onboarding for new hires, returning employees, substitutes, and other individuals entering District service, including required employment forms, I-9 and E-Verify processing, tax and payroll documents, benefit materials, acknowledgments, and mandatory training. • Confirm position details, approvals, clearances, and required documentation before an employee begins work; monitor onboarding through completion and escalate issues that may delay a start date or affect compliance. • Coordinate with hiring managers, Payroll, Finance, Information Technology, and building administrators regarding system access, identification badges, building access, equipment, orientation, and other start-up needs. Employee Records, Systems, and Employment Actions • Support the maintenance of accurate employee records, including employment status, assignments, FTE, work year, compensation, credentials, evaluations, leave status, and required acknowledgments. • Enter, review, and reconcile data in Red Rover, Munis, PowerSchool Perform, PowerSchool Professional Learning, and other approved systems within assigned permissions. • Support the coordination of employment actions with Payroll and Finance to support accurate and timely pay, deductions, contract information, final checks, and required reporting. • Identify discrepancies and follow through with employees, administrators, Payroll, Finance, or system owners until resolved; prepare related correspondence, notices, forms, and reports. Employee, Administrative, and Department Support • Respond to employee and administrator questions regarding assigned HR processes and explain requirements, responsibilities, and deadlines clearly and professionally. • Provide consistent, respectful, and service-oriented support to employees, candidates, administrators, union representatives, partner agencies, and members of the public. • Assist with policies, procedures, standard operating practices, internal audits, reporting, and department priorities; identify compliance concerns and recommend or coordinate appropriate follow-up. • Work with substantial independence within assigned authority and refer final decisions concerning discipline, grievances, accommodations, contract interpretation, compensation exceptions, layoffs, termination, and other reserved matters to the appropriate authorized decision-maker. • Collaborate with HR colleagues to ensure continuity of service and perform other related duties as assigned. Required Knowledge, Skills, and Competencies • Working knowledge of human resources practices, preferably in a Massachusetts public-school, municipal, or other unionized public-sector setting. • Working knowledge of Massachusetts CORI and SORI requirements, DCJIS regulations, and DESE fingerprint-based background-check and suitability-determination requirements. • Knowledge of recruitment, onboarding, employee records, educator licensure, collective bargaining agreements, and employment compliance. • Ability to interpret and consistently apply policies, procedures, contracts, and legal requirements while recognizing matters that require escalation. • Demonstrated discretion, sound judgment, attention to detail, and ability to maintain accurate and confidential records. • Ability to manage multiple priorities and deadlines, communicate complex processes clearly, solve problems, and bring work to completion. • Ability to work independently and collaboratively with employees, administrators, union representatives, candidates, agencies, and community members from diverse backgrounds. • Proficiency with HR information systems, applicant-tracking and onboarding platforms, Google Workspace, Microsoft Office, and database or web-based applications. Required Qualifications • Bachelor's degree in human resources, public administration, business administration, education, organizational leadership, organizational psychology, or a related field. A comparable combination of education and directly relevant experience may be considered. • At least three years of progressively responsible experience in human resources, employee services, public-sector administration, school-district administration, or a closely related area. • Demonstrated experience managing confidential records and detail-intensive work with a high degree of accuracy and follow-through. • Strong written, verbal, organizational, project-management, and customer-service skills. • SHRM-CP, PHR, or another relevant professional certification. Preferred Qualifications • Human resources experience in a Massachusetts public-school district, municipality, or other unionized public-sector environment. • Experience with collective bargaining agreements, educator licensure, background-check requirements, and school-district employment processes. • Experience with Red Rover, Munis, PowerSchool Perform, PowerSchool Professional Learning, ELAR, or comparable systems. • Experience improving workflows, developing standard operating procedures, or supporting organizational change. Confidentiality The Human Resources Generalist has access to confidential personnel, medical, financial, criminal-history, labor-relations, and employment information and must comply with all applicable confidentiality, information-security, records-retention, and disclosure requirements. Work Environment and Physical Requirements • Work is primarily performed in a busy Central Office environment, with regular interaction with employees, administrators, applicants, and members of the public and travel among District locations as needed. • The position requires sustained computer and document work; frequent communication by telephone, email, video conference, and in person; and the ability to manage confidential conversations and records. • The employee must be able to remain stationary for extended periods, move throughout office and school settings, operate standard office equipment, and occasionally lift or move materials weighing up to 20 pounds, with or without reasonable accommodation. • Occasional work outside regular business hours may be required for hiring events, School Committee meetings, trainings, investigations, or other time-sensitive HR matters. Employment Conditions • Successful completion of all required background checks and employment-verification requirements. Cost is the responsibility of the applicant. • Continued employment is contingent on maintaining the confidentiality, professional judgment, and trust required for the position. • This job description identifies the position's primary responsibilities and may be revised to meet changing legal, contractual, technological, or operational needs. • The Districts are equal opportunity employers and do not discriminate on the basis of any status protected by federal or state law. Reasonable accommodations are provided to qualified applicants and employees in accordance with applicable law. Interested candidates must apply online through the Career Site to Apply: https://jobs.redroverk12.com/org/4125/opening/207126