Work at HSU

Human Resources

It is a pleasure to serve applicants for employment as well as the employees of Hardin-Simmons University. Our office exists to provide a service and assistance concerning personnel, employment, and benefits for applicants and the University faculty and staff.

Contact Us

Please do not hesitate to contact us if you have a question or need assistance about anything related to the functions of the Human Resources Office. If you would like to see something added to our web site, please contact us or visit us on the third floor of Sandefer Memorial.

HR Department Main Phone 325-670-1259
Fax 325-670-5874
Tera Gibson Director of Human Resources | Tera.Gibson@hsutx.edu
Shelby McIntyre Human Resources Assistant | Shelby.McIntyre@hsutx.edu

See Open Faculty Positions

See Open Staff Positions

We are pleased that you are considering employment opportunities at Hardin-Simmons University. The University is always seeking qualified faculty and staff to replace those who might be leaving or to fill a new position on campus. The supportive, family-oriented atmosphere at HSU has influenced the lives of our students for generations. Our goal in the employee selection process is to continue hiring Christians who will maintain this interest in our students and uphold our Statement of Purpose (below). If you are interested in employment at Hardin-Simmons, please visit the faculty or staff links to the left.

Hardin-Simmons University, a church-related institution affiliated with the Baptist General Convention of Texas: 

  • HSU fosters the intellectual development of students by providing an academically challenging education in selected arts and sciences, professional and pre-professional programs based upon a liberal arts foundation.
  • Academic excellence continues as a priority at Hardin-Simmons University as it has for more than a century. The core curriculum involves students in a broad range of inquiry relating general studies with requirements of the chosen major. Small classes taught by experienced scholars give the opportunity for interactive learning. The institution’s commitment to excellence is best illustrated through the lives of graduates who traditionally have excelled in a wide variety of fields.
  • Affirms the relevance and importance of the Christian faith for life in the contemporary world by maintaining a clear identification with and loyalty to the Christian faith and functioning within the context of historic Baptist values and principles.
  • Founded in 1891 by a determined group of ministers, ranchers and merchants, Hardin-Simmons University established dual goals of developing the mind and nurturing the spiritual life of its students. That commitment to encourage growth in faith and knowledge has remained central. Believing academic excellence and Christian faith to be complementary, the University emphasizes the need for interaction between faith and reason.
  • HSU encourages individuals to lead lives of service through active involvement in intellectual, cultural and religious life, both on the campus and in the larger communities of Abilene and the world.
  • Although Western in tradition, the University takes pride in the cosmopolitan nature of its students, faculty and staff, and encourages the development of an international perspective. Through its leadership in providing intellectual, spiritual, cultural and social opportunities, the University serves as a catalyst for the advancement and enrichment of its students and the community.

 In compliance with federal law, including provisions of Title IX of the Education Amendments of 1972 and Section 504 of the Rehabilitation Act of 1973, Hardin-Simmons University does not illegally discriminate on the basis of race, sex, color, national or ethnic origin, age, disability, genetic information, or military service in employment. Under state and federal law, the University may discriminate on the basis of religion in order to fulfill its purpose. Minorities and women are encouraged to apply.

Application Form

Applicants for employment are required to complete the HSU Employment Application.

Applications for Police Officer positions must include a Police Officer Supplemental Application in addition to the HSU Employment Application.

Knowledge, Skills, and Abilities (KSAs) Worksheet

On a separate sheet of paper or a Microsoft Word document, complete the KSA information requested which will be listed on each job description. The KSA’s are an essential part of the application. This is your opportunity to express your background and qualifications in each area. Relate the ESSENTIAL DUTIES to the KSAs when possible. Explain your qualifications from your background, education, current job and/or previous jobs as they relate to each function. Interview decisions will be based on the information you provide.

Resumes

Resume is optional, unless otherwise stated.

Job Postings

HSU staff vacancies are:

  1. Posted on the HSU Human Resources web site
  2. Posted on the Human Resources bulletin board
  3. Frequently placed in the Abilene Reporter News and other publications

Interested applicants may also call the Human Resources Office 325-670-1259 or 325-670-1507 for information concerning vacant positions.

Interviews

After consulting with supervisors, the Human Resources Office arranges all interviews for staff employment. Unfortunately, we are unable to interview all applicants. Therefore, it is important that applicants represent themselves well on their applications and KSAs. The KSAs are a “paper interview” and are closely reviewed by the selecting supervisors.

Background Screen

HSU does not discriminate on the basis of race, color, age, sex, disability, genetic information, national or ethnic origin in employment opportunities, in keeping with applicable state and federal law. HSU is committed to maintaining a safe and secure campus environment and protecting the university’s financial and physical assets. Therefore, Hardin Simmons University conducts background checks. Depending on the position applicants may also be required to consent to a credit check as part of the background check process. As a non-profit institution of higher education committed to Christian faith and values, the University exercises its rights under state and federal law to use religion as a factor in making employment decisions. Minorities and women are encouraged to apply.

Email

We frequently use email to contact applicants when we cannot reach them via phone. If you have an application pending with us, please check your email in the event we are trying to contact you. If you are applying for a position at Hardin-Simmons University, and you change your email address, phone number, or address please notify the Human Resources Office via email careers@hsutx.edu.

Notification

Applicants not selected for employment will receive a letter from the Human Resources Office.

Inquiries

Inquiries concerning the status of applications or possible interviews must be directed to the Human Resources Office. Please do not call or email a faculty or staff office for information.

Unsolicited Applications

Unsolicited applications are accepted and they may be reviewed against vacant positions. However, the best procedure to follow is to obtain a copy of the Job Announcement and comply with the instructions above.

In compliance with federal law, including provisions of Title IX of the Education Amendments of 1972 and Section 504 of the Rehabilitation Act of 1973, Hardin-Simmons University does not illegally discriminate on the basis of race, sex, color, national or ethnic origin, age, disability, genetic information, or military service in employment. Under state and federal law, the University may discriminate on the basis of religion in order to fulfill its purpose. Minorities and women are encouraged to apply.

Thank you for your interest in employment at Hardin-Simmons University.

Effective Date of Benefits

Benefits for new employees at Hardin-Simmons University are effective the “first of the following month” after date of hire except some employer paid benefits which will start on date of hire. Specifically, optional benefits such as medical, dental, vision, voluntary life, short term disability, etc. will be effective the first of the following month.

Retirement contributions begin the “first of the following month” after date of hire, which includes the HSU employer contribution of 6.5% as well as any additional voluntary employee contributions. If a retirement provider is not selected, HR will enroll the employee in Guidestone as a default enrollment, however employees may change their retirement provider at any time by contacting HR. Employees are encouraged to meet with their retirement provider at least once a year to review their statement and investment of funds. HSU is not responsible for employee’s investment selections.

Employer paid benefits such as Term Life Insurance (HSU Paid) and Long-Term Disability (HSU Paid) will begin on date of hire.

New employees must make decisions about benefits during the first 30 days of their employment. After the initial 30-day period no changes can be made outside of Annual Open Enrollment for most benefits, excluding retirement and post-tax benefits; unless there is a QLE (Qualifying Life Event).

Qualifying Life Event Changes (QLE’s)

The only changes that can be made outside of open enrollment are those involving a “Qualifying Life Event”. Eligible QLE’s include: marriage, divorce, birth or adoption of a child and death of an employee or dependent. Additionally, if a dependent reaches the maximum age for coverage (age 26) that would also be an eligible QLE. A change in job status which involves losing or gaining coverage can also be an eligible QLE.

HR must be contacted within 30 days from the date of the QLE. Employees are responsible for contacting HR and providing the appropriate documentation within 30 days, otherwise the requested change must wait until Open Enrollment.

Group Medical Insurance

Hardin-Simmons University has a self-insured medical insurance program administered through Cigna.

HSU employees who are Full Time (working at least 30 hours per week) have 3 options for medical insurance. All three plans are part of the Cigna Open Access Plus (OA Plus, Choice Fund) network. If elected, coverage under this plan begins the first day of the following month after date of hire. (1) High Deductible Health Plan (no first dollar coverage/pay out of pocket until deductible is met). (2) Base PPO Plan ($5,000 employee deductible, then 20% co-insurance until maximum out of pocket is met). (3) Buy-Up PPO Plan ($2,000 employee deductible, then 20% co-insurance until maximum out of pocket is met). *See below the family deductibles for each plan as well as the out of pocket maximums for employee/family

Cigna High Deductible Health Plan (H.D.H.P.)
Health Savings Account

H.D.H.P WELLNESS RATE NON-WELLNESS RATE
Employee Only Employee Monthly Cost = $25.00 Employee Monthly Cost = $50.00
Employee + Children Employee + Children Monthly Cost = $310.00 Employee + Children Monthly Cost = $345.00
Employee + Spouse Employee + Spouse Monthly Cost = $410.00 Employee + Spouse Monthly Cost = $435.00
Employee + Family Employee + Family Monthly Cost = $575.00 Employee + Family Cost = $600.00

 H.D.H.P.
No first dollar coverage, pay out of pocket until deductible is met, except for preventative. All other covered expenses have a deductible of $4,000 individual/$8,000 family. After the deductible, benefits are paid 100% of allowable charges (in network) except for an additional $1,000 pharmacy deductible for employee/$2,000 family. Employees may contribute to a Health Savings Account via payroll deduction to pay for eligible “out of pocket” medical, dental and vision expenses.

Preventive care benefits are paid at 100%, no deductible in network.

Lab work not processed by LabCorp or Quest will be subject to deductible and coinsurance.

Cigna PPO Base Plan

PPO BASE PLAN WELLNESS RATE NON-WELLNESS RATE
Employee Only Employee Monthly Cost = $185.00 Employee Monthly Cost = $210.00
Employee + Children Employee + Children Monthly Cost = $470.00 Employee + Children Monthly Cost = $510.00
Employee + Spouse Employee + Spouse Monthly Cost = $540.00 Employee + Spouse Monthly Cost = $580.00
Employee + Family Employee + Family Monthly Cost = $750.00 Employee + Family Cost = $790.00

PPO Base Plan
Primary care office visit co-pays $40.00; Specialist office visit $60; Prescription card co-pays

$10/$50/$65 for generic/brand/non-preferred (except 4th Tier Specialty Drugs). There is a 90 day mail order service available which provides prescriptions at reduced rates $20/$60/$75.

Base PPO Deductible is $5,000 individual/ $10,000 per family. After deductible is met, the insurance pays 80% of allowable charges (usual/customary charges for a service) with the individual paying 20% co-insurance until “maximum out of pocket” is met.

Once an individual reaches $6,600 or $13,200 for family Cigna pays 100% for the rest of the calendar year.

Preventive care benefits are paid at 100%, no deductible in network.

Lab work not processed by LabCorp or Quest will be subject to deductible and coinsurance.

Cigna PPO Buy-Up Plan

PPO BUY-UP PLAN WELLNESS RATE NON-WELLNESS RATE
Employee Only Employee Monthly Cost = $300.00 Employee Monthly Cost = $325.00
Employee + Children Employee + Children Monthly Cost = $585.00 Employee + Children Monthly Cost = $625.00
Employee + Spouse Employee + Spouse Monthly Cost = $750.00 Employee + Spouse Monthly Cost = $790.00
Employee + Family Employee + Family Monthly Cost = $875.00 Employee + Family Cost = $915.00

 PPO Buy-Up Plan
Primary care office visit co-pays $40.00; Specialist office visit $60; Prescription card co-pays

$10/$50/$65 for generic/brand/non-preferred (except for 4th Tier Specialty Drugs). There is a 90 day mail order service available which provides prescriptions at reduced rates $20/$60/$75.

Buy-Up PPO Deductible is $2,000 individual/ $4,000 per family. After deductible is met, the insurance pays 80% of allowable charges (usual/customary charges for a service) with the individual paying 20% co-insurance until “maximum out of pocket” is met.

Once an individual reaches $6,600 or $13,200 for family, Cigna pays 100% for the rest of the calendar year.

Preventive care benefits are paid at 100%, no deductible in network.

Lab work not processed by LabCorp or Quest will be subject to deductible and coinsurance.

Out of Network Providers
Employees may elect to use non-Cigna providers but the costs are normally significantly higher.

Cigna Dental Insurance – Optional

Preventative Plan Low Plan High Plan
Monthly (12) Premium Payment Monthly (12) Premium Payment Monthly (12) Premium Payment
Employee $19.65 Employee $37.47 Employee $43.99
Employee + Spouse $39.97 Employee + Spouse $76.23 Employee + Spouse $89.52
Employee + Child(ren) $50.26 Employee + Child(ren) $92.18 Employee + Child(ren) $112.58
Employee + Family $76.28 Employee + Family $141.09 Employee + Family $170.83

Superior (Southwest Select) Vision Insurance – Optional

Monthly (12 Months Premium Payment)
Employee $6.42
Employee + Spouse $12.84
Employee + Child(ren) $14.94
Employee + Family $22.95

Flex Plan/Cafeteria Plan (Section 125 Plan) – Optional

This plan enables HSU employees to designate money (tax-free/social security free) for certain medical/childcare expenses and certain medically-related insurance premiums. Employees may register and request a debit card to be used to pay for their eligible flexible spending account purchases. These pre-tax dollars must be used at the end of the year except for $500 is allowed to be rolled over to the next year, otherwise it is “use it or lose it”.

A Limited Flexible Spending Account is available to those who elect the High Deductible Health Plan (H.D.H.P.) but is limited to dental & vision only. A limited amount of $500 may be rolled over, otherwise it is “use it or lose it”.

A Health Savings Account is available for those on the High Deductible Health Plan (H.D.H.P.) to designate money (tax-free) via payroll deduction for qualified medical, dental and vision expenses. This money does roll over year to year and can be spent on yourself or your dependents for eligible expenses even if you are no longer employed at the University.

Term Life Insurance (Dearborn) – Paid by HSU

In an amount equal to an employee’s annual pay.  The term life insurance coverage also includes Accidental Death and Dismemberment coverage.  If pay increases, the amount of insurance increases. For employees over 70 the life insurance is 65% of Salary and Employees over 75 the life insurance is 50% of Salary.

Guaranteed Issue Term Life Insurance (UNUM) – Optional

HSU offers optional guaranteed issue (no medical questions) group term life insurance to new employees.  Employees may purchase up to $100,000 of term life insurance without evidence of insurability during the first 30 days of employment.  Higher coverage is available by showing insurability.  Coverage is also available for spouse/eligible children.  After the initial 30-day period, medical underwriting is required for new enrollment.  Employees participating in the group term life insurance program may upgrade to the $100,000 maximum during open enrollment.

Long Term Disability Insurance (UNUM) – Paid by HSU

After a 90-day waiting period from the date a doctor certifies disability, a disabled employee receives an amount equal to 60% of their monthly pay.  The benefits of this plan are reduced if the employee receives Social Security and/or any other benefits, i.e., workers compensation.

Short Term Disability Insurance (UNUM) – Optional

After a 14 day waiting period from the date a doctor certifies disability, a disabled employee receives an amount equal to 60% of their monthly pay for “up to 11 weeks” per medical certification.  The benefits of this plan are reduced if the employee receives Social Security and/or any other benefits, i.e., workers compensation.

Other Optional Group Coverages available for purchase during Annual Open Enrollment:
1. UNUM Group Critical Illness Plan
2. UNUM Group Accident Plan
3. UNUM Group Hospital Indemnity Plan

Legal Shield – Optional

Pre-Paid Legal Services and Identity Theft Protection (Contact HR for more information)

Retirement Plans IRS Code 403(b)

HSU places a tax deferred amount equal to 6.5% of employee pay into one of four retirement carriers: Guide Stone Financial Resources, Lincoln Financial Group, AXA Equitable and TIAA-CREF. Employees may also make tax deferred contributions to their plan (within legal limitations). Employees are immediately 100% vested. Early withdrawals (i.e., resignation) are subject to penalties and taxes. However, there are loan provisions. University employees may also participate in a Roth 403(b).  A 457(b) plan is available to employees who want to tax-shelter additional money above the regular 403(b) legal limits. Employees must submit an enrollment form to HR in order to receive the employer contribution.

Tuition Benefit (Institutional Family Grant)

Full Time employees/eligible immediate family members (i.e., dependent children, spouse) may attend HSU by paying only 0% of the tuition and 100% of all other expenses/fees. All HSU employees & their immediate family members are eligible for this benefit upon date of hire (no waiting period for faculty or staff).  Employees may take two courses per fall and spring semester, up to two courses total during the summer session, and none during the May term. An HSU Institutional Family Grant form must be submitted to the Financial Aid Office for approval. The IFG Form is available on the HSU website.  Employee schedules must be approved in advance by the departmental vice-president. Employees must maintain a full time work week schedule, depending on full time status (Full Time 40 Hours or Full Time 30 Hours Status), therefore must make up any work time missed to attend classes. The grant is limited to credit courses offered by HSU for which regular HSU tuition is assessed. Exclusions include courses offered through the Patty Hanks Shelton School of Nursing’s MSN Program, the Doctor of Physical Therapy program, the Doctor of Educational Leadership program, Doctor of Ministry program, ACTON program, Physician Assistant program, CCCU (Council for Christian Colleges and Universities), as well as courses in international study and intercollege courses are NOT included. The Patty Hanks Shelton School of Nursing’s BSN program is eligible for the Institutional Family Grant tuition discount. The Doctor of Educational Leadership program is eligible for a 50% discount only. For income tax purposes concerning this benefit, consult your tax advisor and review the HSU policy on taxable graduate tuition.

Tuition Exchange Program(s)

Full Time Faculty and Staff are eligible to apply for the Tuition Exchange Program(s) listed in the Personnel Handbook. Contact the Director of Financial Aid if you have any questions about the application process, waiting list, etc.

Texas Workers Compensation

Coverage is provided to employees who experience work-related injuries. Employees must report all work related injuries immediately to Human Resources and to their immediate supervisor and/or Vice President.

Sick Leave (Faculty and Staff)

Full-Time (40 Hours per week) faculty/staff employees earn one day (8 hours) per month; 65 days may be accumulated *Accruals will be pro-rated for Full Time 30 Hour per week staff, per Employee Handbook. (Employees must review the Personnel Handbook regarding sick leave usage, FMLA, etc.)

Vacation Leave (Staff Only)

Full-Time (40 Hour per week) staff employees earn 6.67 hours per month. (10 days annually) Leave accruals begin on the first day of the first full month of employment. *Employees must review the Personnel Handbook regarding vacation usage, rollover, etc. Accruals will be pro-rated for Full Time 30 Hour per week staff, per Personnel Handbook.
***If an employee is approved to take vacation prior to earning the accrual a “Negative Vacation Acknowledgement Form” must be signed by the employee & supervisor and submitted to HR/Payroll in advance. 

Holidays

(Staff follow the University holiday calendar, therefore the days listed below are when the campus is closed)

  • January – Martin Luther King Jr.
  • March – Spring Break (2 days)
  • March/April – Good Friday
  • May – Memorial Day
  • July – Independence Day/4th of July
  • October – Fall Break (one Friday in mid-late October, date to be determined annually)
  • November – Thanksgiving Holiday (3 days)
  • December – Christmas holidays (dates to be determined annually by Admin Council)

*Labor Day is NOT a University holiday.

**Faculty employees follow the academic calendar each semester.

Bereavement Leave

Up to 3 days of Bereavement Leave may be approved in the event of the death of an immediate family member. Up to 10 days of Bereavement Leave may be approved in the event of the death of an employee’s spouse or child. Vacation must be used for any additional bereavement leave taken. Documentation must be submitted to HR.

Employees must review the Personnel Handbook regarding Bereavement Leave usage.

Other Leave

Employees must review the Personnel Handbook regarding other leave types (Jury Duty, etc.)

Family Medical Leave (FMLA)

Employees must review the Personnel Handbook regarding FMLA eligibility. Contact HR if you have any questions.

Under the Family and Medical Leave Act (FMLA), employees may take “unpaid” protected leave under certain circumstances. To be eligible for FMLA leave, an employee must have worked for at least 12 months and must have worked at least 1,250 hours (25 hours per week average) during the 12 months prior to the leave.

Faculty and Staff Employees are required to use accrued sick (and vacation time) concurrently with FMLA leave.

Certification from a physician or other healthcare provider is required to support a request for leave because of a serious health condition. Employees may not perform work while on FMLA. A release to return to work is required before an employee suffering from a serious medical condition is permitted to return to work.

Basic Leave: Eligible employees are entitled to take up to 12 weeks of unpaid leave in a 12 month period for the birth or adoption of a child or to care for oneself or an eligible family member suffering from a serious health condition.

Military Family Leave: Eligible employees with a family member on a covered active duty are entitled to take up to 12 weeks of unpaid leave in a 12 month period for qualifying exigencies arising from active duty service.

The relevant 12 month period will be a “rolling” back period that is calculated by going back 12 months from the date a requested leave is to begin.

All employee benefits that operate on an accrual basis, such as sick and vacation days will cease to accrue during FMLA leave. All group benefits such as major medical and hospitalization will continue during FMLA provided that the employee’s contributions/premiums continue to be paid during FMLA leave. Other benefit plans such as retirement, life insurance, long term disability, etc. will be governed in accordance with the terms of each benefit plan.

FMLA must be requested as far in advance as possible. A minimum of 30 days prior to taking leave is required, except for emergency situations. Employees may obtain certification forms and more information from HR.

Aside from pre-existing limited activities permitted under the University’s Outside Employment policy, employees are prohibited from working while on leave.

Employees will not accrue sick (or vacation) leave when on unpaid status for a continuous 30 days or greater.

FMLA (and LOA) must be approved by HR.

Business Casual Dress Code

Per the Personnel Handbook, the University offers a Business Casual dress code throughout the year.  The image portrayed should be one of professionalism, regardless of work area. Specifically, employees should be neat, clean and dress in good taste as a representative of the University. Good grooming and appropriate dress reflect employee pride, inspire confidence and contribute to the corporate culture and reputation. Employees must review Personnel Handbook.

*Supervisors cannot override University Policy regarding dress code and/or any other policy without approval.

Direct Deposit

Direct deposit is required for all employee paychecks. 
Pay Stubs/Pay Advices are available on-line via HSU Central.

Abilene Teachers Federal Credit Union

University employees are eligible for membership.

Admission to Campus Events

University employees receive free or discounted admission to many campus activities throughout the year.  For example, passes are provided for regular season football, men’s basketball, women’s basketball, baseball, men’s soccer, women’s soccer, volleyball, softball, music & theatre performances, art exhibits, etc.

Bookstore Discounts

Faculty and staff receive a 10% discount on items purchased at the HSU Bookstore.

Smoke Free Environment

HSU offers a smoke-free environment for faculty, staff and students.

Fringe Benefits Committee

The University appoints a Fringe Benefits Committee each year to review employee benefits. Recommendations to improve our fringe benefits may be sent to the committee members and/or Director of HR.

Physical Therapy

The Hardin-Simmons University Physical Therapy department provides a physical therapy clinic to faculty, staff, and their families in need of physical therapy services.  The clinic is held most Fridays every semester from 10:30 am – 12:30 pm.  The fee is only $20 per visit and after the initial evaluation; a doctor’s referral is required.

Cabins in New Mexico: $75 per night (based on availability) – Effective June 1, 2018,
The University owns three cabins in Ruidoso, New Mexico which are available for faculty and staff employees at very inexpensive rates. Employees may contact HR to make reservations, advance payment is required to reserve a cabin.
*$75 Deposit (per cabin) required to reserve cabins. Deposit is non-refundable if cancellation is less than 7 business days from date of reservation.

Resort at Lake Travis: $110 for the first night and $85 for each additional night (based on availability) – University employees have access to condos at Lake Travis, Texas, through a rental arrangement with Vacation Resorts International. Additionally, employees have access to other facilities in the United States and in some overseas locations at reduced rates. Various reservation restrictions apply as availability is sometimes limited at this location.

Resort at Possum Kingdom Lake: $110 for the first night and $85 for each additional night (based on availability) – University employees have access to Condos at The Cliffs Resort, located on Possum Kingdom Lake, at reduced rates.  Various reservation restrictions apply as availability is sometimes limited at this location.

Note: There is also an internal exchange program with The Cliffs Resort at Possum Kingdom Lake. There is an additional $50 (per night) exchange fee to reserve either: White Bluff Resort, Lake Whitney or Eagle Rock Resort, Hazelton, PA.

Employees must review the Personnel Handbook for more details regarding company policies & procedures.

The Personnel Handbook is located on HSU Central. 

Contact HR if you have questions. 

Human Resources Department (325) 670-1259

Tera Gibson, Director of Human Resources / Shelby McIntyre, Human Resources Assistant

Revised April 4, 2018