Executive Director of Human Resources

Starting at $88000 conmmesurate with experience

Job Function:

The Executive Director of Human Resources will support the CHRO in the management of the districts human resources functions to ensure quality staffing recruitment retention management and the effective implementation of practices that maximize organizational goals. The Ex. Director of HR will provide leadership and drive the development and execution of human capital specifically in the areas of: workforce planning recruitment and selection on-boarding performance management professional development succession planning organizational development employee relations and benefits and compensation. The Ex. Director of Human Resources is also responsible for cultivating and promoting a positive organizational culture that is in line with the values and mission of the district.

Duties:

ESSENTIAL DUTIES AND RESPONSIBILITIES include but are not limited to the following. Other duties may be assigned by the Chief Human Resources Officer.

Talent Acquisition and Retention:

Develops and drives the implementation of a clear strategy for the districts efforts to attract hire and retain the highest quality talent for its schools and administrative support.
Identify optimum recruiting opportunities and represent the district at key recruiting fairs and events.
Develop and maintain partnerships with college and university career teacher preparation officials and placement offices Regional Education Service Center staff professional associations and other recruiting resource organizations.
Collaborates with the executive team and campus leadership to develop and align long-term and short-term plans that will ensure a strong talent pipeline skilled workforce and will ensure that processes and policies support the attraction development and retention of TBPs talent.
Compile data and prepare reports and analyses for various functions (i.e. new hires retention terminations applicant flow chart) within the human resources department.
Monitor employee retention and turnover through analysis of data and exit interviews.
Implement and oversee effective district wide employee recognition program.
Leads the organization in setting and executing a competitive compensation strategy.
Develops recommends and maintains staffing models and strategies based on current comparability data.
Assists with compiling and reporting projections of staffing needs.
Coordinate the assignment of student teachers and staff from educator preparation programs.

Employee Relations & Performance Management:

Collaborates with CHRO to develop performance management training for all stakeholders.
Conducts a needs assessment to identify areas where performance management is needed (surveys interviews or performance evaluation to determine the existing skill gaps and training requirements).
Creates customized training for campus leadership and supervisors to implement effective communication strategies coaching mentoring and provides resources.
Establish clear performance metrics and evaluation criteria to measure the effectiveness of the training program.
Provide guidance and counseling to supervisors on resolving personnel problems.
Assist in providing human resource management training for district supervisors.
Implement procedures to ensure employees are informed of personnel policies procedures and programs that affect them.
Assist principals with employee counseling and improvement plans where needed.
Analyze employee retention and turnover by analyzing annual attrition data culture & climate data stay interview data exit interview data and exit survey data.
Develops and oversees strategies to build and develop talent across district.
Develops implements and oversees a performance-based evaluation and compensation system.
In collaboration with the CAO & CHRO assists with the development and oversight of a robust professional development program focused on increasing employee performance and efficiency of all teachers and academic personnel.
Responsible for strategic planning for future staffing models including succession planning as needed by the district.

Culture and Communication:

Collaborates with staff to develop and institute initiatives that ensure an organizational culture that promotes and supports the districts vision and strategic goals.
In collaboration with the executive team and other necessary staff defines communicates and nurtures a positive working culture and environment.
Responsible for creating and managing a system to proactively collect feedback from employees and seek ways to make working at TBP more meaningful and rewarding for all staff members.
Assist in facilitating effective communication between and among all departments locations and levels throughout the organization.

Skills & Qualifications:

The Ex. Director of Human Capital must have and maintain an overarching passion for education and an unending desire to transform the mission of the school into a reality. The Director of Human Capital must demonstrate the ability to understand the ever-changing compliance operational and administrative measures applicable to the organization and must be dedicated to collaborating with other members of the organization to ensure the success of the school in achieving those measures.

To perform this job successfully an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Thorough knowledge inSkyward Q.

Thorough knowledge in recruiting hiring training and personnel management processes.
Thorough knowledge in wage and salary benefits and performance appraisal administration
Thorough knowledge in Texas education certifications general and education employment law and hearing procedures
Excellent public relations organizational communication and interpersonal skills
Thorough knowledge in developing and implementing policy and procedures.
Ability to read and interpret documents such as safety rules operating and maintenance instructions and procedure manuals.
Ability to write routine reports and correspondence.
Ability to speak effectively before groups of constituents or employees of organization.
Ability and/or willingness to learn to use and understand Microsoft Office for spreadsheets letters and other written communications in order to effectively communicate information with employees administration and the Board.
Ability to apply common sense understanding to carry out instructions furnished in written oral or diagram form.
Ability to deal with problems involving several concrete variables in standardized situations.

While performing the duties of this job the employee is regularly required to sit; use hands to grasp handle or feel; and talk or hear. The employee is regularly required to stand walk and reach with hands and arms. The employee must occasionally lift and /or move up to 25 pounds.

Requirements

Bachelors degree from a four-year college or university.
Masters degree in human resources or Educational Administration preferred.
7 years related experience or leadership experience.
Reliable means of transportation.

Required Experience:

Director