Chief Human Resources Officer

Primary Purpose:

Provide executive leadership and strategic direction for the districts human resources function. Lead the strategic planning and implementation of human resources programs including professional paraprofessional and auxiliary staffing and recruitment compensation leave administration performance appraisal and employee relations. Recommend and implement legally sound and effective human resources policies and practices aligned with the districts mission goals and strategic priorities. Interpret and recommend personnel policies and regulations for the district.

Qualifications:

Education and Certification

• Masters degree from an accredited college or university in human resources business administration public administration education or a closely related field
• Doctorate degree (preferred)
• Valid Texas administrative certificate issued by the State Board for Educator Certification (preferred)
• Valid Texas teaching certificate (preferred)

Experience

• Five (5) years of progressively responsible leadership experience in human resources management or public-school administration

Knowledge and Skills

• Expert knowledge of federal and state employment laws education employment requirements personnel policies employee relations grievance procedures and administrative hearing processes
• Comprehensive knowledge of talent acquisition workforce planning employee development performance management compensation benefits leave administration and personnel leadership and operations
• Comprehensive knowledge of effective school systems and leadership practices that support continuous improvement and student success
• Comprehensive understanding of district operations and the functions services and interrelationships of district departments in support of student success
• Exceptional organizational interpersonal public relations verbal written and presentation skills
• Advanced fiscal leadership skills related to budget planning resource allocation and personnel management
• Advanced ability to lead organizational change foster cross-departmental collaboration manage complex district initiatives and develop high-performing leadership teams
• Ability to interpret and apply policy procedures and data to guide strategic decisions continuous improvement and organizational effectiveness

Key Responsibilities

Strategic Leadership and Department Operations

• Create and execute the districts human resources plan in alignment with Board-adopted core values and the districts strategic plan. Identify current and future district needs and align processes and procedures including recruitment selection onboarding professional and leadership development training evaluation and retention strategies.
• Determine districtwide human resources training needs and develop and implement ongoing and specialized training programs to meet identified needs.
• Direct the planning development coordination and evaluation of human resources department operations including establishing department goals and objectives.
• Select train supervise and evaluate HR staff and make recommendations related to assignment retention discipline and dismissal.
• Stay abreast of current research and best practices in human resources management and development in educational and non-educational settings and adjust plans policies and procedures accordingly.

Talent Acquisition Staffing and Performance Management

• Direct and monitor employee performance appraisal system and ensure that supervisors receive appropriate training. Assist supervisors and principals with employee counseling improvement plans and due-process procedures as needed.
• Work with principals and other administrators to forecast staffing needs and develop staffing plans
• Develop and implement recruitment and retention strategies and screening and selection process for all employees.
• Oversee compliance with State Board for Educator Certification (SBEC) reporting requirements including required reports of educator misconduct under the Texas Education Code coordination of principal and superintendent reporting obligations and screening of applicants against the SBEC Do Not Hire Registry.
• Direct the districts criminal history review program for employees substitutes volunteers and contractors in accordance with Texas Education Code Chapter 22 including fingerprinting requirements and contractor certification compliance.
• Ensure that all teachers are appropriately certified and meet all state and federal credential requirements for their assignments.
• Provide a system for new employees to receive the information support and training necessary for success on the job.
• Oversee all aspects of employment contract administration.
• Make final recommendations to the superintendent regarding employment of all contract employees for Board approval.

Compensation Leave and Employee Programs

• Direct the administration of the districts compensation program including job descriptions salary surveys and position reclassifications.
• Administer the districts Teacher Incentive Allotment (TIA) program including designation submissions allotment spending compliance and related compensation administration in coordination with finance and curriculum departments.
• Develop implement administer and monitor procedures for salary administration and placement of new hires.
• Oversee the administration of the district leave programs and support the districts workers compensation and unemployment compensation benefit programs.
• Direct and administer district compliance with the Americans with Disabilities Act (ADA) including engaging in the interactive process with employees and coordinating reasonable accommodations with supervisors.

Employee Relations Compliance and Organizational Culture

• Ensure district compliance with federal and state employment laws and regulations. Remain current on state and federal public policy changes that could impact the district.
• Develop and maintain staff engagement and morale.
• Promote collegiality teamwork and collaborative decision-making among staff.
• Anticipate manage and resolve conflict effectively.
• Take a proactive role in identifying and responding to employee issues and collaborating with district leadership to ensure proactive and effective employee communication.
• Administer the employee grievance procedure adopted by the board. Direct the investigation analysis and decision-making process regarding personnel problems and/or other related policy issues.
• Coordinate Title IX compliance for employee-related matters and direct investigations of employee complaints and alleged employee misconduct in collaboration with the district legal counsel.
• Interpret policies and procedures and provide guidance to directors officers employees and other government agencies regarding employment record management retirement grievance and other personnel matters and procedures.
• Conduct annual research regarding employee satisfaction morale and communications. Monitor employee retention and turnover through data analysis and exit interviews. Implement and oversee effective districtwide employee recognition programs.
• Ensure that the employee handbook and personnel directory are created updated annually and distributed. Implement procedures to ensure employees are informed of personnel policies procedures and programs that affect them.

Budget Records and Communication

• Develop and administer the human resources budget based on documented needs and ensure operations are cost-effective and funds are managed responsibly.
• Oversee personnel records management and ensure compliance with the state records management program. May serve as designated records management officer
• Compile maintain and file all reports records and other documents as required
• Prepare and deliver written and oral presentations on human resources and management issues to the board principals teachers parents and community groups. Attend regular board meetings.

Additional Responsibilities:

• Adhere to all district policies procedures and expectations as outlined in the employee handbook and administrative regulations
• Attend school board meetings community events and district activities as required
• Engage in strategic planning leadership collaboration and continuous professional growth aligned with the goals of the department and district
• Perform additional duties as assigned to support the mission and goals of the department and district
• Follow district safety protocols and emergency procedures

Supervisory Responsibilities:

• Supervise evaluate and provide leadership development for human resources leadership including executive directors directors and other assigned human resources staff
• Recommend employment actions (hiring placement retention nonrenewal and dismissal) in accordance with district policy

Mental Demands/Physical Demands/Environmental Factors:

Tools and Equipment Used: Standard office equipment including personal computer and peripherals

Posture: Prolonged sitting; occasional bending/stooping

Motion: Repetitive hand motions including frequent keyboarding and use of mouse

Lifting: Occasional light lifting and carrying (less than 15 pounds)

Environment: Frequent districtwide travel; occasional statewide or national travel; prolonged and irregular hours

Mental Demands: Maintain emotional control under stress; interpret policy and data; manage multiple high-level initiatives simultaneously; make decisions impacting districtwide personnel systems

This document describes the general purpose and responsibilities assigned to this job and is not an exhaustive list of all responsibilities and duties that may be assigned or skills that may be required.

Appointment:
The Superintendent of Schools will recommend the appointment of this position to the Board of Trustees based on the applicants training experience and expertise. The Board of Trustees must give final approval.

Required Experience:

Chief