HR Generalist

Arizona State University•Tempe, AZ

3d•Hybrid

About The Position

The HR Generalist position within the W. P. Carey School of Business delivers comprehensive support across talent acquisition and HR operations to advance the school’s workforce objectives. The role leads full-cycle recruitment while ensuring compliance with ASU policies and equitable hiring practices. It also plays a central role in HR operations, keeping the office streamlined to support leaves, accommodations, and other critical HR services. The position contributes to operational effectiveness by standardizing procedures, improving workflows, and ensuring timely, compliant execution of HR processes. Acting as a partner to hiring managers and leadership, the role provides guidance on HR policies and employment matters while supporting consistent, high-quality HR service delivery. At W. P. Carey Human Resources, business is personal and we seek to enable a high-performing, people-centered environment within a dynamic, top-ranked public business school. Join us!

Requirements

Bachelor's degree and three (3) years of experience appropriate to the area of assignment/field; OR, Any equivalent combination of experience and/or training from which comparable knowledge, skills and abilities have been achieved.
Experience with ASU systems such as Workday, Microsoft Office Suite and Google Suite
Experience with customer service in an HR setting
Experience consulting with hiring managers or leaders about HR processes

Nice To Haves

SHRM-CP or SHRM-SCP credential (or equivalent)
2+ years’ experience working in higher education human resources or public sector human resources
2+ years’ experience in talent acquisition, recruitment, and/or onboarding

Responsibilities

Manage full-cycle recruitment for faculty, staff, and student positions, including requisition creation, sourcing, screening, selection, onboarding, and pre-employment screening processes.
Partner with hiring managers to develop and refine job descriptions and postings in alignment with university job architecture and classification standards.
Design and facilitate structured interview processes, including development of interview guides, evaluation criteria, and selection frameworks.
Train and support hiring managers and search committees on equitable, inclusive, and compliant hiring practices.
Collaborate with compensation partners and hiring managers on offer development and approval processes within established compensation guidelines.
Advise hiring managers on recruitment strategies, sourcing methods, and advertising approaches to support effective hiring outcomes.
Coordinate and initiate required approvals in accordance with university policies and procedures.
Ensure compliance with employment laws, institutional policies, and audit requirements throughout the recruitment lifecycle.
Analyze recruitment data and trends to recommend process improvements and enhance hiring effectiveness.
Promote a professional and positive candidate experience throughout all stages of recruitment.
Consult and coordinate with employees and departments regarding ADA accommodations, FMLA, and visa/H-1B processes.
Supervise student staff and/or management interns, including assigning work, monitoring performance, and supporting professional development.
Coordinate HR front desk operations, scheduling, and workflow management.
Review and process HR documentation to ensure accuracy, completeness, and compliance with policies and procedures.
Identify and implement process improvements to enhance operational efficiency and service delivery.
Provide guidance regarding HR actions such as transfers, promotions, reclassifications, reductions-in-force, and reassignments.
Develop, maintain, and update standard operating procedures for HR functions.
Manage multiple concurrent HR processes while ensuring deadlines and compliance requirements are met.
Maintain tracking systems, dashboards, and logs for active HR transactions and cases.
Prepare reports, dashboards, and data analyses to support HR operations and decision-making.
Build and maintain collaborative partnerships with leaders and departments to support workforce planning and organizational effectiveness.
Consult with managers on HR policies, practices, and employee relations matters; escalate complex issues as appropriate.
Design and deliver training and guidance on HR processes, systems, and compliance requirements.
Communicate updates to HR policies, procedures, and programs to ensure consistent understanding and application.
Support initiatives that enhance employee engagement, experience, and performance across the organization.
Perform other duties as assigned.
Attend professional development opportunities and trainings to remain current on trends and best practices in recruitment and human resources.