About Us

Atlanta Public Schools is one of the top-performing urban school systems in America. When students pass through our doors and embark upon a journey toward academic excellence, we give them the confidence, social skills and intellectual capacity required to successfully compete in college and in the global marketplace.

By focusing on student success, APS is striving to prepare every child for the future through effective and innovative teaching that meets the needs of the individual learner, while engaging families, teachers, students, and the community to fully participate in the educational process. The APS policy-making body is the nine-member Atlanta Board of Education, comprised of six district representatives and three at-large representatives, all of whom are elected. The day-to-day administration of the school district is the responsibility of the superintendent, who is appointed by the board. APS has an active enrollment of 49,300 students, attending a total of 103 schools. APS also supports two alternative schools for middle and/or high school students, two community schools, and an adult learning center. APS schools are organized into ten vertical K-12 clusters, composed of one high school and its feeder elementary and middle schools. Each of the alternative schools relates to a high school, while the community schools and adult learning center are extensions of regular high school programs. APS employs over 8,000 persons, and for the most recent fiscal year, had an operating budget in excess of $661 million.

HR Generalist

• Analyze and assist hiring managers with forecasting staffing needs based on budget and state guidelines and ratios. This includes an assessment of operational and school academic needs based on Annual Yearly Progress performance and availability of highly effective candidates through targeted recruitment efforts.
• Consult with assigned leadership team members to effectively deploy and utilize human capital to align human resources initiatives with the districts overarching strategic plan.
• Provide subject matter expert consultation to enhance organizational effectiveness and provide guidance and leadership on:  the talent management process, policies and procedures, employee relations, performance management, salary administration; and change management-design.
• Partner with HR business teams to improve processes which increase the level and quality of service provided to internal and external clients. 
• Evaluate training needs for external and internal customers by developing and implementing training programs that support Human Resources initiatives, policies, procedures, and software applications. This includes, but is not limited to: collaborating with all HR functions to plan and develop a comprehensive training program; collaborating with other departments to address current and future training needs; reviewing and updating software product training materials and courses (Applicant Tracking System); designing and developing training workbooks, manager toolkits, on-line training on compliance, certification, laws, etc.; and conducting multiple training sessions to train internal and external business partners; and developing tools to assess training effectiveness.
• Assess hiring processes, procedures, and develop objectives to streamline hiring practices to yield highly effective employees. This includes, but is not limited to:  developing a structured and succinct process for collecting hiring credentials from potential employees that will ensure a candidate is hired in a timely manner; working with Professional Standards Commission (PSC) to verify certification validity; collaborating with Information Processing Center (IPC) to collect background verification data; reviewing salary history and calculating starting salary; and extending offers of employment.
• Assist hiring managers with building and sustaining employer-employee relationships to increase productivity, motivation and morale.  Manage the prevention and resolution of problems involving individuals that arise out of or affect work situations. This includes, but is not limited to: researching and responding to customer inquiries; assisting supervisors in solving people-management concerns; addressing personal issues that may affect individuals in the workplace; providing guidance on understanding district policies and regulations; facilitating level one hearings; and assisting OIR and Legal with documentation in preparation of hearings.
• Ensure that the district and all hiring managers are in compliance with federal and state regulations regarding employment practices, certification and the No Child Left Behind - Highly Qualified rules and regulations. This includes but is not limited to monitoring to ensure that hiring managers are in compliance with the hiring practices from the beginning and end of the employment life cycle.
• Investigate, analyze, re-adjust and respond to salary inquires based on years of service, certificate level, job class and scope, qualification and previous salary history.
• Communicate various Human Resources polices, procedures, laws, standards and government regulations; proposes, publishes and administers human resources procedures. This includes, but is not limited to: communicating changes to HR policies/procedures and ensure proper compliance;  communicating directly with internal partners to assist them in carrying out their duties and responsibilities on personnel related matters;  and actively participating and making recommendations for continuous improvement in team meetings and one-on-one meetings.
• Recommend process and customer service improvements; reengineer solutions, policy changes and/or variations from established policies.  This includes, participating in testing and piloting of new HR systems, applications, forms and reports.
• Serve as a key liaison with other cross-functional groups such as, Information Technology, Finance, Payroll, Legal, Curriculum and Instruction.
• Manage recruitment activities, including: posting job vacancy announcements,  organizing and attending job fairs, forming recruitment partnerships with external agencies, managing full responsibility for legal compliance as it applies to employment/recruitment law to establish hiring strategies to include sourcing, interview techniques and selection decisions: Seek out qualified candidates for vacancies; Review, screen, resumes and applications to identify highly qualified needs; Forward highly competitive/qualified candidates; coordinate and/or facilitate interviews for higher level positions; and assist in the development of a diverse workforce.

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