Director of Human Resources

SUMMARY

The Director of Human Resources leads and advances a strategic people-centered HR department that directly supports student success by attracting developing and retaining a high-performing diverse workforce. This position serves as an adviser to the Superintendent and senior leadership team providing expertise across the full spectrum of human resources management including talent acquisition and retention total compensation and workforce planning employee relations and engagement benefits administration legal compliance HR technology and data-informed decision-making.

The Director sets the vision and culture of the HR department one defined by responsiveness trust equity and continuous improvement and ensures HR strategies are aligned with and in service of the Divisions Strategic Plan and its commitment to becoming one of Virginias highest-performing school divisions.

ESSENTIAL DUTIES AND RESPONSIBILITIES

The following represent primary areas of responsibility. Other duties may be assigned.

Strategic Leadership and Organizational Effectiveness

• Develops implements and annually reviews a Human Resources Strategic Plan aligned with the Divisions Strategic Plan establishing measurable goals and accountability structures.

• Serves as an adviser to the Superintendent and cabinet-level leaders integrating HR strategy workforce intelligence and labor market trends into division-wide planning.

• Leads mentors and develops the HR team building a high-performing department culture focused on service excellence innovation and continuous learning.

• Benchmarks HR practices against peer school divisions state agencies and private-sector employers to ensure the division remains competitive.

Talent Acquisition Retention and Workforce Planning

• Leads a proactive recruitment strategy to attract diverse high-quality candidates for all position types with a particular focus on hard-to-fill instructional and specialized roles.

• Designs and oversees onboarding programs that accelerate new-hire effectiveness and build long-term commitment to the division.

• Develops and monitors retention strategies analyzing turnover data to identify trends and design targeted interventions.

• Maintains and continuously improves the divisions job classification system ensuring positions are accurately described equitably classified and aligned to operational needs.

• Conducts workforce planning analyses to anticipate staffing needs identify skill and competency gaps and develop strategies to address them including grow-your-own pipeline programs.

• Oversees applicant tracking and talent management systems to support efficient compliant and candidate-friendly hiring processes.

• Maintain strategic partnerships and professional communication with local post-secondary educational institutions to support teacher recruitment initiatives and coordinate student teacher placements

Total Compensation and Benefits

• Administers and evaluates total compensation programs including salary schedules stipends and supplemental pay to ensure competitiveness.

• Leads annual benefits administration including health insurance dental vision life insurance flexible spending accounts and supplemental benefits ensuring employees have access to high-quality affordable options.

• Provides oversight of FMLA Workers Compensation VRS/VRS hybrid retirement programs and leave administration ensuring accuracy compliance and compassionate support for employees.

• Collaborates with the Director of Finance and Superintendent in developing the annual HR budget modeling compensation scenarios and projecting staffing costs.

Employee Relations and Engagement

• Builds and sustains a positive and safe workplace culture that values and supports all employees.

• Provides expert guidance to administrators and supervisors on employee relations matters including performance concerns disciplinary processes and conflict resolution.

• Leads or oversees investigations of employee complaints allegations of misconduct or violations of professional standards ensuring thoroughness impartiality and compliance with applicable law and policy.

• Acts as the Superintendents designee in due process hearings non-renewal conferences grievance proceedings and other formal employment actions.

• Develops and administers recognition and engagement programs and events that celebrate employee contributions and build a culture of appreciation and belonging.

• Monitors employee climate and engagement through surveys stay interviews and exit data and translates findings into actionable improvement strategies.

Performance Management and Professional Growth

• Collaborates with the Instructional Department and school leadership to maintain and improve the divisions performance evaluation systems for all employee groups ensuring processes are fair developmental and legally defensible.

• Partners with instructional and operational leaders to design and support professional development frameworks that strengthen workforce competencies and leadership pipelines.

• Facilitates leadership development programs that prepare emerging talent for expanded roles within the division.

• Ensures supervisors are trained and supported in conducting meaningful performance conversations providing effective feedback and managing performance concerns appropriately.

Legal Compliance and Policy

• Ensures division-wide compliance with all applicable federal and Virginia employment laws including but not limited to FLSA FMLA ADAAA Title VII Title IX VDOE licensure regulations and DHRM guidelines.

• Serves as the divisions Title IX Coordinator for employee matters including receiving complaints coordinating investigations and ensuring timely and equitable resolution.

• Develops reviews and updates HR policies and the employee handbook on a regular cycle translating legal requirements and best practices into clear accessible guidance.

• Prepares and submits required state and federal reports including VDOE personnel reports EEO-5 and other compliance filings.

• Administers and interprets board policies administrative regulations and collective agreements as applicable advising administrators and staff on proper application.

• Maintains relationships with division legal counsel and proactively engages counsel on matters involving litigation risk or complex legal questions.

HR Technology Data and Analytics

• Leads the strategic implementation optimization and governance of the divisions Human Resources Information System (HRIS) and related platforms.

• Establishes a culture of data-driven HR decision-making by developing and regularly reporting on key workforce metrics including time-to-fill retention rates absence patterns compensation comparability and demographic representation.

• Leverages HR data to identify trends surface risks and support the Superintendent and Board in making informed workforce decisions.

• Ensures the security accuracy and integrity of all employee records and HR data in compliance with FERPA HIPAA and applicable privacy laws.

• Evaluates and implements HR technology solutions that improve efficiency the employee experience and the divisions ability to attract talent.

Community Board and External Relations

• Attends School Board meetings presents HR reports as requested by the Superintendent and provides clear and accessible information to board members.

• Maintains professional relationships with peer divisions relevant external agencies and professional organizations.

• Represents the division professionally at community events job fairs university partnerships and public forums.

• Provides administrative support to student programs as needed including attending evening events and extracurricular activities.

SUPERVISORY RESPONSIBILITIES

Directly supervises all Human Resources department staff. Carries out supervisory responsibilities in accordance with School Board policy and applicable law including interviewing hiring training assigning work evaluating performance and addressing performance concerns.

QUALIFICATIONS

Education and Experience

• Masters degree in Human Resources Business Administration Education Administration Public Administration or a closely related field strongly preferred; Bachelors degree required.

• Minimum of six (6) years of progressive senior-level HR leadership experience with demonstrated success leading HR functions in complex organizations; experience in K12 public education is valued but not required.

• Demonstrated experience in talent acquisition total compensation employee relations workforce analytics and HR technology in a multi-site or multi-employee-group environment.

• Proven track record of building collaborative relationships leading teams executing strategic HR initiatives and driving organizational improvement.

• Experience working effectively with governing boards legal counsel and senior leadership in a politically and publicly accountable environment is highly desirable.

Certificates and Licenses

• SHRM-CP SHRM-SCP PHR or SPHR certification is required or must be obtained within one (1) year of appointment to the position.

• Drivers license required.

Knowledge Skills and Abilities

• Knowledge of federal and Virginia employment law including FLSA FMLA ADAAA Title VII Title IX USERRA HIPAA and VDOE regulatory requirements.

• Proficiency with HRIS platforms applicant tracking systems and HR analytics tools; ability to manage and interpret workforce data.

• Strong analytical and problem-solving skills; ability to define problems gather and analyze data and draw sound actionable conclusions.

• Exceptional interpersonal communication and presentation skills; ability to communicate clearly and effectively with employees at all levels school board members parents legal counsel and the public.

• Ability to exercise sound judgment maintain confidentiality and manage sensitive matters with discretion and professionalism.

• Strong organizational skills with the ability to manage multiple complex priorities in a fast-paced environment.

• Collaborative leadership style that builds trust empowers staff and advances a positive departmental and division culture.

PHYSICAL DEMANDS AND WORK ENVIRONMENT

The physical demands described here are representative of those required to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Regularly required to sit stand walk talk and hear; frequently required to use hands to operate computers and office equipment.

• Occasionally required to lift and/or move materials up to 25 pounds.

• Regular attendance at evening School Board meetings and some evening or weekend events is required.

• Travel to school buildings and off-site locations throughout the division is required.

• Work environment noise level is generally quiet; occasionally moderate in meeting or school settings.

TERMS OF EMPLOYMENT:

260 days per year Administrative salary schedule-Grade 1.

EVALUATION

Performance on this job will be evaluated in accordance with school board policy and administrative regulations on evaluation of personnel.

Required Experience:

Director