Human Resources Generalist

Responsive Education Solutions; Lewisville (TX); On-site; USD 85,000 - 110,000; Full time

Job summary

Blue Learning is seeking an HR Generalist to serve as the primary contact for HR Operations & Compliance across a multi-state network (Texas, Arkansas, and Ohio). The role translates operational data into actionable improvements while maintaining HR service integrity.

The successful candidate will lead onboarding, contractor setups, and data accuracy, while ensuring compliance across state handbooks and background checks. Excellent communication and analytical skills are required.

Qualifications

• Bachelor’s degree in HR, business administration, or a related field required.
• 5+ years of progressive experience in HR Operations.
• Experience managing multi-state HR compliance (TX, AR, OH) and complex workflows.

Responsibilities

• Lead contact for HR Operations, providing expert guidance and operational clarity to the HR team.
• Deliver regular division feedback and strategic insights to the Director - HR Operations & Compliance.
• Direct onboarding for new hires and manage contractor/staffing setups with 100% data accuracy.
• Ensure multi-state handbooks are updated annually per TASB and state requirements.
• Oversee fingerprinting, background checks, and compliance reporting processes.

Skills

Ops lifecycle

Strategic conduit

Workflow optimization

Compliance mastery

HRIS proficiency

Data analysis

Communication

Education

Bachelor’s degree in HR/Business Administration

Tools

Skyward

Paylocity

TalentEd

Red Rover

Google Sheets

Excel

Job description

The HR Generalist serves as the primary contact for HR Operations & Compliance, acting as the critical conduit between core operational processes and the Director - HR Operations & Compliance. This individual possesses a deep understanding of all HR Operations functions and is responsible for providing expert-level knowledge, regular division feedback, and strategic insights to ensure organizational efficiency and compliance. This role is essential in translating operational data into actionable improvements and maintaining the integrity of HR services across a multi-state network (Texas, Arkansas, and Ohio).

Qualifications:

Education:

Bachelor’s degree in Human Resources, Business Administration, or a related field required.

Experience:

5+ years of progressive experience in HR Operations.

Proven track record of managing multi-state HR compliance and complex operational workflows.

Knowledge, Skills, and Abilities (KSAs):

Operational Lead: Expert-level understanding of the entire HR operational life-cycle, specifically focusing on multi-state regulations.

Strategic Conduit: Ability to serve as a high-level link between daily operations and senior leadership, providing data-driven feedback and operational insights.

Workflow Optimization: Expertise in auditing, building, documenting, and refining HR workflows paths,, and processes to maximize division productivity.

Compliance Mastery: Advanced knowledge of state-specific labor laws and model handbook requirements for Texas, Arkansas, Ohio, and subsequent states.

Systems Proficiency: Advanced HRIS skills (e.g., Skyward, Paylocity, TalentEd, Red Rover, etc.) and expert-level Google Sheets and/or Excel skills (data comparisons, v-lookups, pivot tables, and auditing large databases) for data auditing.

Communication: Excellent verbal and written skills; ability to translate complex HR jargon into "employee-friendly" language.

Compliance Mastery: Advanced knowledge of current and emerging HR regulations across multiple states and territories and the ability to implement proactive compliance frameworks.

Data Analysis: Proficiency in using HR metrics and workforce analytics to drive decision-making and performance monitoring.

Essential Duties and Responsibilities

Operational Leadership & Strategic Feedback

Serves as the lead contact for HR Operations, offering expert guidance and operations clarity to the broader HR team.

Provides regular, high-level division feedback and operational insights to the Director - HR Operations & Compliance, ensuring leadership is informed of process health and emerging risks.

Acts as the primary technical resource for operational inquiries, exercising independent judgment to resolve complex administrative issues.

Onboarding & Lifecycle

Directs New Hire requirements and onboarding processes, ensuring a comprehensive and compliant experience for all staff members.

Manages the operational setup for contractors and specialized staffing groups.

Oversees the daily processing of staff changes, stipends, and transfers, ensuring 100% data accuracy.

Compliance & Risk

Ensures all organization handbooks (multi-state) are updated annually in alignment with TASB and other state handbook requirements.

Oversees the fingerprinting and background check process, including the management of DPS accounts and compliance reporting.

Drives the creation, standardization, documentation, communication, and training of HR workflows, processes, and practices across all operational regions to ensure consistency.

Reporting & Technical Communication

Translates complex operational metrics into clear, actionable insights for division leadership.

Oversees the distribution of critical employee-facing operational communications.

High Level Point of Contact

Functions as Primary Point of Contact for HR Coordinators for day to day questions and clarifications on systems and normal processes.

Act as Primary Point of Contact for Campus Leaders and Managers with questions relating to the areas of HR Operations & Compliance.

Work as the Primary Point of Contact for the Director - HR Operations & Compliance, leading updates in weekly meetings on departmental progress, deadlines, deficiencies, updates, etc.

Maintain a regular dialogue with HR Coordinators to understand the status of projects, processes, and workflows.

Other Duties

• Travel: As required to various sites and regional offices.
• Other Duties: Perform other duties as assigned by the Director - HR Operations & Compliance, Director - HR Systems, Director - Strategic Programs, Executive Director - HR, or district leadership.

Physical / Environmental Factors:

The physical demands are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Blue Learning considers applicants for all positions without regard to race, color, national origin, age, religion, sex, marital status, veteran or military status, disability, or any other legally protected status. Blue Learning is an Equal Opportunity Employer.