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Human Resources Instructor Jobs (NOW HIRING)

UC San Diego

Human Resources Coordinator

San Diego, CA · On-site

$22.25 - $29.25/hr

A team of 260 academic and staff employees and more than 1,200 instructors fulfill the mission of ... Maintains HR databases, personnel files, and reporting tools to ensure data integrity, operational ...

Macon Resources Inc

Human Resources Coordinator

Decatur, IL · On-site

$20.25 - $26.75/hr

What We're Looking For We're searching for a dynamic Human Resources Coordinator who brings energy ... an instructor If you're passionate about people, love staying organized, and enjoy juggling a ...

School of EMS

$20 - $25/hr

Credentialing & Compliance • Manages employee and instructor credentialing records within the HRIS/credentialing system, including tracking expiration dates, generating renewal alerts, and ...

UC San Diego

HR Coordinator

San Diego, CA · On-site

$22.25 - $29.25/hr

... instructors along with an annual budget in excess of $17 million. The HR Coordinator serves as the primary point of contact for triaging and resolving ServiceNow (SNOW) tickets and maintaining ...

School of EMS

HR Coordinator

$21.50 - $28.25/hr

Credentialing & Compliance • Manages employee and instructor credentialing records within the HRIS/credentialing system, including tracking expiration dates, generating renewal alerts, and ...

New

UC San Diego

HR Coordinator

La Jolla, CA · On-site

$22.25 - $29/hr

... instructors along with an annual budget in excess of $17 million. The HR Coordinator serves as the primary point of contact for triaging and resolving ServiceNow (SNOW) tickets and maintaining ...

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How much do human resources instructor jobs pay per hour?

As of Jul 11, 2026, the average hourly pay for human resources instructor in the United States is $41.26, according to ZipRecruiter salary data. Most workers in this role earn between $19.47 and $59.62 per hour, depending on experience, location, and employer.

What is a Human Resources Instructor?

A Human Resources Instructor is a professional who teaches courses and conducts training sessions on various aspects of human resources, such as recruitment, employee relations, compensation, benefits, and labor laws. They may work in academic institutions, corporate training departments, or as independent consultants. Their role involves developing curriculum, delivering lectures or workshops, and assessing learners' understanding of HR concepts. Human Resources Instructors help individuals and organizations develop essential HR skills and stay updated with industry trends and legal requirements.

What are some common challenges faced by Human Resources Instructors in keeping course material relevant and engaging?

Human Resources Instructors often face the challenge of keeping course material up-to-date with the latest industry trends, laws, and best practices. This requires ongoing professional development and frequent curriculum updates to reflect changes in employment law, technology, and workplace culture. Additionally, instructors must use a variety of teaching methods, such as case studies and interactive discussions, to engage students with diverse backgrounds and learning styles. Balancing theoretical concepts with practical, real-world scenarios is key to ensuring students are prepared for HR roles.

What are the key skills and qualifications needed to thrive as a Human Resources Instructor, and why are they important?

To thrive as a Human Resources Instructor, you need in-depth knowledge of HR concepts, adult education principles, and typically a bachelor's or master's degree in HR or a related field. Familiarity with learning management systems (LMS), HR information systems, and relevant certifications such as SHRM-CP or PHR is often required. Strong communication, presentation, and interpersonal skills help engage learners and foster a productive learning environment. These skills and qualifications are crucial for effectively delivering HR training, ensuring compliance, and supporting the professional growth of HR practitioners.
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What cities are hiring for Human Resources Instructor jobs? Cities with the most Human Resources Instructor job openings:
What states have the most Human Resources Instructor jobs? States with the most job openings for Human Resources Instructor jobs include:
What job categories do people searching Human Resources Instructor jobs look for? The top searched job categories for Human Resources Instructor jobs are:
Human Resources Instructor jobs near you
Infographic showing various Human Resources Instructor job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 78% Full Time, 17% Part Time, 1% Temporary, and 3% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $85,829 per year, or $41.3 per hour.
Online Adjunct Professor - Human Resources Instructor

Online Adjunct Professor - Human Resources Instructor

Bryant & Stratton College

Orchard Park, NY • On-site

Part-time

Posted 9 days ago

Job description

Online Part-Time Human Resources Instructor
Bryant & Stratton College Online Division is seeking instructors to teach various levels of human resource courses. Instructors will facilitate a learning environment that supports the college mission and visions statements, fosters engagement by using the various teaching methodologies adopted by the college, use the most effective technologies, and have the ability to support the students at all stages of their degree.
Skills:
• The knowledge, skills, and abilities to teach human resources in an online asynchronous environment.
• The ability to identify and support all learning styles with various teaching methodologies.
• Critical thinking skills to identify and resolve issues that impact the students successful complete of a course.
• Strong time management and performance management skills.
• Strong communication skills - written and oral.
Requirements:
Qualified candidates must possess one or more of the following credentials:
I. A Master's degree in field,
• Master's degree in Human Resources
• Master's degree in Organizational Management or Leadership
• Master's degree in business with a minimum of 12 graduate hours in human resource course work
NOTE: Human Resource certifications strongly considered.
Preferred Requirements:
• At least one-year experience working in a human resource role or a position that exhibits human resource functions.
• At least one year of teaching experience.
• Experience working in a Learning Management System (LMS). Preferably Blackboard.
To be considered for a Part-Time faculty position, applicants are requiredto submit the following items with the application:
  • Resume/CV
  • PhD (if applicable), Masters, and Bachelor's unofficial transcripts
  • At least 3 professional references (be sure to include phone numbers and email addresses)

During the application process, please be sure to upload all of these documents under the documents section.
Position Status: Exempt
Reports To: Program Manager/Faculty Administrator
Location: Remote (Orchard Park, NY)
Bryant & Stratton College Online adjunct instructors will support the college mission and vision by facilitating an active virtual learning classroom through alternative delivery methodologies. Instructors will maintain contemporary knowledge and skills in their discipline to support their expected classroom responsibilities. Instructors will participate in departmental, campus-wide, and college-wide activities to support the needs of the student population and the Online Education team.
Job Responsibilities:
Classroom Preparation & Performance
  • Prepare course(s) assigned in Blackboard with required elements by the designated deadline.
  • Throughout each session, provide approximately 12-14 hours per week of instruction over the course of five days each week, per course. This includes facilitating discussion, grading student work, checking email, engaging in personalized retention efforts and outreach to support student success, and answering student inquiries.
  • Respond to all outreach (email, text, calls, etc.) from students, supervisors, colleagues, etc. within 48-hours. This includes responding to inquires in the "Ask Your Instructor" forum in each section.
  • Facilitate discussion with substantive, high-quality posts, higher-order questioning, and supplemental resources, ensuring minimum participation in discussion of at least three days each week (including Weeks 1 & 7.5).

    • Respond to 100% of students' initial posts within the designated weekly timeframe.
    • Substantive responses must include personalized comments and ask a higher-level thinking question whenever possible.
    • Close the loop after asking questions and receiving responses from students
    • A requirement is to post in discussion early in the week (with some posts and replies made by Wednesday) and then show an engaging presence again in the middle and end of the week. A week-opening post should include supplemental material and/or EQ(s) from the supplemental syllabus.

  • Demonstrate the ability to apply the Seven Principles for Good Practice in Undergraduate Education, which will be evaluated through informal and formal observations annually. These observations are completed using tools such as midsession checks, yearly formal evaluations, etc.

    • The seven principles are: Encourage contact between students and faculty, Develop reciprocity and cooperation among students, Encourage active learning, Give prompt feedback, Emphasize time on task, Communicate high expectations, and Respect diverse talents and ways of learning.

  • Ensure the grade book is updated each week no later than Thursday at 11:59 pm, ET for Weeks 1-6, and 9 am ET Thursday after the last day of class for Weeks 7 and 7.5.

    • Review student work, adhere to grading rubrics, and provide detailed, individualized feedback.
    • If grading is completed early in the week, review the grade book again before the grading deadline to ensure all submissions have been graded and zeroes have been reverted (if applicable).
    • Ensure zeroes are entered weekly for students who do not submit assignment(s) by the due date.
    • Late work needs to be graded when completing the next round of grading in the class to ensure students have an accurate picture of their standing in the class. It is not to be left until the end of the course.

      • Ensure that zeroes are reverted each week for work that was submitted late.

    • Meet final grades deadline for each course each session, which is Thursday after the last day of class at 9:00 am ET.
    • Meet with FAs and/or PMs as requested, for coaching, performance improvement, and/or professional development
    • Utilize provided retention tools weekly from Weeks 2-7 to monitor at-risk students, communicate with students and their advisors (observers), and document outreach attempts.
    • Utilize active learning strategies, authentic assessment, and APA guidelines in the classroom.

      • Encourage student usage of electronic portfolio assignments to support the teaching and learning outcomes of the college.
      • Follow the college's plagiarism policy to promote academic integrity in all courses, no matter what level or subject matter.

    • Understand the college's rigor standards, active learning strategies, best practices in Online teaching, and Bloom's Taxonomy standards and be able to apply them to the classroom.
    • Comply with all student ADA accommodations provided by the ADA Coordinator
    • Encourage student participation in student survey/faculty evaluation within each course and routinely download and review survey responses after each session.

Administrative Requirements Outside of Teaching
  • Maintain current knowledge of teaching disciplines/fields of study and best practices in distance education through professional development opportunities and provide documentation to B&SC as required
  • Participate in all required live and asynchronous faculty meetings to stay eligible for scheduling in the upcoming sessions (course assignments are based on student enrollment and are never guaranteed). This is required even if someone is not actively teaching each session. Missing 2 consecutive faculty meetings without approval from the Program Manager may result in alleviation of adjunct status.
  • Participate in campus-wide initiatives in support of retention and persistence to graduation goals
  • Complete all required workshops/seminars as necessitated by management
  • In addition to the criteria identified here, adjunct faculty are required to adhere to and uphold all established policies and procedures as described in operating documentation (Official Catalog & Faculty Guide).
  • For Online Education, adjunct faculty's maximum teaching limitation is14-contact hours per term; each course is 3-contact hours. All course assignments are based on a variety of factors including adherence to all administrative requirements (i.e.: quality discussion participation, personalized feedback, faculty meeting attendance, on-time final grades completion, course preparation, etc.), projected student enrollment, scheduling needs of the program, iFit scores, and other criteria. Course assignments are not guaranteed for each session.
  • All instructors will possess and exhibit the qualities of professionalism, integrity, self-esteem, self-motivation, and a strong desire to guide students to improve their career prospects.
  • All instructors are expected to possess the credential and experiential requirements described in Bryant & Stratton College Policy No. 035. All instructors are expected to maintain a contemporary skillset in support of active learning and authentic assessment evaluation methodology.
  • Upon hire, the College has designated a probationary period of 12-months for an Associate to be trained and assimilated into the College and to ensure all job responsibilities are met.
  • All instructors are required to possess the technology required to facilitate online courses. The minimum requirements can be found here: https://www.bryantstratton.edu/admissions/online/technology-requirements
  • Serve as a brand ambassador for B&SC - promote the college inside and outside of the work environment (through means such as mentoring, participating in college projects, committees, and initiatives, referring adjuncts and students to the college, supporting building-based campuses in any capacity, acting as a SME for new or revised course builds, and keeping curriculum contemporary by submitting course support tickets for errors, updates, or ideas)
  • Collaborate with full-time faculty as part of an active community in discipline to help identify potential areas of improvement and raise classroom performance

All course assignments are based on a variety of factors including adherence to all administrative requirements (ie., faculty meeting attendance, final grades, and course preparation), projected student enrollments and scheduling needs of the program.
Knowledge, Skills, and Abilities:
  • All instructors will possess and exhibit the qualities of professionalism, integrity, self-esteem, self-motivation, and a strong desire to guide students to improve their career prospects.
  • All instructors are expected to possess the credential and experiential requirements as described in Bryant & Stratton College Policies. All instructors are expected to maintain a contemporary skill set in support of active learning and authentic assessment evaluation methodology.
  • Upon hire, the College has designated a probationary period of twelve months for an Associate to be trained and assimilated into the College and to ensure all job responsibilities are met.
  • Please sign this job description with an original signature, scan, and submit with your new hire documentation.

Qualifications:
  • Master's Degree; Preferred earned PhD Degree.
  • Three (3) years' experience in education at the college level within the last ten (10) years; instruction in educational theory
  • Expertise in the areas in which they teach
  • Demonstrated leadership skills, integrity, and ethical practice with emphasis on problem solving, conflict management/ resolution, adaptability, creativity, and sensitivity to diversity
  • Willingness to self-assess, take feedback, and incorporate results into practice
  • Ability to recognize and proactively address areas of opportunity and challenge
  • Documented management experience in an educational setting
  • Proven administrative, evaluative, analytical, strategic thinking and organizational skills
  • Excellent oral and written communication skills
  • Proficiency with Microsoft Office Suite and Internet applications
  • Proficiency with other technologies currently used in Nursing profession
  • Proven ability to function as a member of a team within established college, state, federal, and accrediting/approval agency regulations, policies and procedures

Physical Demands and Work Environment:
  • Position requires standing or sitting in a stationary position as well as the occasional need to lift, carry, push, and/or move objects up to 10 pounds.
  • Position also requires the use of computer technology/equipment.
  • Position requires the ability to hear conversations and receive information in person and over the telephone.
  • Position requires the ability to convey detailed and important instructions or ideas accurately, loudly, or quickly.

Application Process:
  • Please complete an application, and upload a cover letter, resume, unofficial transcripts, copies of license, and teaching philosophy for consideration.

Salary Range:
$1700 - $2000 per course
The salary range for this position reflects a comprehensive evaluation of multiple factors that influence compensation determinations, encompassing considerations such as degree level, professional licenses, certifications, and various organizational requirements. It's important to note that the disclosed range estimate may not account for potential geographical variations linked to the location where the position is filled or the number of students per class. At Bryant & Stratton College, it is uncommon for individuals to be brought on board at or close to the upper limit of the compensation range assigned to their respective roles. Compensation decisions are always contingent on the unique circumstances and specific details of each individual case.
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