Chief Human Resources Officer

Reports to: Superintendent of Schools

Wage/Hour Status: Exempt

Dept./School: Human Resources

Pay Family: Professional/Administrators

PC Assignment: Chief Human Resources Officer

Pay Grade: 12

PC Assignment Code:

Minimum Salary: $165,439

Insight: Support

Duty Days: 230 days per school year

Primary Purpose:

Provide executive leadership and strategic direction for the district's human resources function. Lead the strategic planning and implementation of Human Resources programs to include professional and auxiliary staffing and recruitment, wage, and salary administration, leave administration, performance appraisal, and employee relations. Recommend and implement legally sound and effective human resource management programs, policies, and practices. Provide leadership that is focused on the mission and goals of the district. Interpret and recommend personnel policies and regulations for the district.

Qualifications:

Education and Certification

• Master's 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

• Comprehensive knowledge of talent acquisition, employee development, and personnel supervision
• Comprehensive knowledge of compensation, benefits, and performance appraisal administration
• Comprehensive knowledge of federal, state, and education employment laws, regulations, and hearing procedures
• Knowledge of the integral components and relationships that comprise effective schools; demonstrated skills in supervision to facilitate success and improvement in schools
• Comprehensive understanding of district operations and the functions, services, and interrelationships of district departments in support of student success
• Ability to implement policy and procedures
• Ability to manage budget and personnel
• Exceptional organizational, interpersonal, public relations, verbal, and written communication skills
• Ability to effectively communicate and present information to employees, the Board of Trustees, community organizations, and other stakeholders
• Advanced ability to lead cross-departmental collaboration and manage complex district initiatives
• Advanced fiscal leadership skills related to budget planning, resource allocation, and personnel management
• Exceptional executive-level communication, presentation, and stakeholder engagement skills
• Demonstrated ability to lead organizational change and build high-performing leadership teams

Key Responsibilities

• Create and execute plan for human resources in alignment with district core values as adopted by the board and the district's strategic plan. Identify current and future needs of the district and align processes and procedures including recruitment, selection, on-boarding, professional and leadership development, training, evaluation, and retention strategies.
• Determine the HR training needs throughout the school district and develop and plan training programs to meet the established needs. Implement both on-going and special interest training programs.
• Direct the planning, development, coordination, and evaluation of operations of the human resources department including establishing department goals and objectives.
• Direct and monitor employee performance appraisal system and ensure that supervisors have proper training. Assist supervisors and principals with employee counseling, improvement plans, and due-process procedures, where needed.
• Select, train, supervise, and evaluate HR staff and make sound recommendations relative to assignment, retention, discipline, and dismissal.
• Ensure district compliance with federal and state laws and regulations.
• Work with principals and other administrators to forecast staffing needs and develop staffing plans.
• Develop and implement recruitment and retention strategies and a 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 district 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 acquire appropriate information, support, and training necessary for success on the job.
• 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; work in collaboration with district leadership to ensure preemptive and effective employee communications.
• Oversee all aspects of contract administration.
• Make final recommendations to the superintendent for employment by the Board of all contract employees.
• Direct the administration of the district's compensation program including job descriptions, salary surveys, and position reclassifications.
• Administer the district 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 district workers' compensation and unemployment compensation benefit programs.
• Administer the district compliance with the Americans with Disabilities Act (ADA), including engaging in the interactive process with employees and coordinating reasonable accommodations with supervisors.
• 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 ensure support of directors, officers, employees and other government agencies on employment, record keeping, retirement, grievance and other personnel matters and procedures.
• Conduct annual research regarding employee satisfaction, morale, and communications. Monitor employee retention and turnover through analysis of data 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 that employees are informed of personnel policies, procedures, and programs that affect them.
• Develop and administer the human resources budget based on documented needs and ensure that operations are cost effective, and funds are managed wisely.
• 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 HR and management issues to the board, principals, teachers, parents, and community groups. Attend regular meetings of the board.
• Stay abreast of current research and best practices in human resources management and development in educational and non-education-related settings, and adjust plans, policies, and procedures accordingly.
• Ensure compliance with local, state, and federal employment laws. Stay abreast of state and federal public policy changes that could impact the district.
• Supervise, evaluate, and recommend hiring and firing of human resource department employees.

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.

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 applicant's training, experience, and expertise. The Board of Trustees must give final approval.