Director of Human Resources

About Whitnall School District

Whitnall is a district on the rise. With strong community backing, as shown by our recently approved referendum, we are entering an exciting phase of facility enhancements, learning environment upgrades, and programmatic improvements. Much of this work begins this spring, setting the stage for a transformed school experience in the years ahead.

Additionally, Whitnall launched a new strategic plan in 2025 that provides clear priorities for student learning, instruction, culture, engagement, and operational excellence. The next Director of Human Resources will play a central role in bringing this vision to life by strengthening our workforce, optimizing our talent management systems, and embedding an organizational culture of Advancement, Belonging, and Courage.

The Whitnall School District is seeking an experienced, student-centered, and highly collaborative leader to serve as the next Director of Human Resources. This is an exceptional opportunity for a leader who is energized by strong community support, committed educators, and a clear vision for the future.

Position Purpose

The Director of Human Resources serves as the chief personnel officer for the school district, balancing strategic leadership with hands-on department management. Aligned with the district''s strategic roadmap, the Director drives talent acquisition, modernizes data workflows, and protects the district''s strong financial standing. This role ensures strict compliance with state and federal education laws, serves as an administrative liaison to the School Board, and collaborates across departments to ensure responsible, fiscally sound staffing operations.

As department head, the Director directly supervises the Human Resources Assistant and works in close coordination with the Payroll & Benefits Specialist to maintain a seamless, accurate, and supportive employee lifecycle for approximately 350 staff members.

Core Performance Responsibilities

1. Strategic Leadership, Policy & Compliance

• Culture & Alignment: Cultivate a district culture of Advancement, Belonging, and Courage through strategic communication, feedback loops, and professional learning.
• Board & Policy Liaison: Act as chief spokesperson for employee relations and administrative liaison to the School Board/Personnel Committee; draft and update personnel policies and handbooks.
• Legal Compliance: Ensure district-wide alignment with evolving state and federal education laws (Title IX, FMLA, ADA, EEOC).
• State Reporting: Personally oversee, verify, and process annual WISEstaff data submissions with the Department of Public Instruction (DPI) to ensure absolute reporting compliance.
• Risk Management: Oversee and monitor unemployment insurance claims and represent the District''s interests in processing and hearings.

2. Talent Acquisition, Automation & Employee Experience

• System Automation: Continuous improvement and administration of automated talent management processes to streamline recruitment and onboarding workflows.
• Recruitment & Hiring: Direct the recruitment, selection, background screening, hiring, and building assignment for all professional and support staff.
• Onboarding & Induction: Facilitate comprehensive orientation frameworks designed to optimize the early employee experience.
• Retention Strategies: Conduct structured 30/60/90-day check-ins and monitor New Hire, Stay, and Exit Interview data to analyze and minimize staff turnover.
• Pipeline Programs: Coordinate student teacher, intern teacher, and university placement programs.

3. Credentialing, Master Records & Payroll Alignment

• Credential Audits: Audit state teaching licenses, credentials, and educational transcripts to ensure 100% compliance with state standards.
• Personnel Records: Maintain secure, legally compliant digital and physical master personnel files tracking transfers, tenure, retirement, leaves, and promotions.
• Payroll Sync Integration: Author and approve staff contracts, salary adjustments, MOUs, and separations, ensuring clean, authorized data is handed off to the Payroll & Benefits Specialist for processing.

4. Employee Relations & Performance Management

• Staff Advocacy: Serve as a welcoming, accessible resource for individual staff members regarding complex payroll questions, benefits escalations, or workplace conflicts.
• Investigations & Grievances: Perform and oversee personnel investigations, resolving employee grievances fairly, legally, and discreetly.
• Disciplinary Action: Manage disciplinary actions and counsel administrators on difficult or sensitive personnel matters.
• Separations: Process termination recommendations to the Superintendent, assemble substantiated dismissal documentation, and conduct exit interviews.
• Evaluation Frameworks: Develop and maintain district performance evaluation processes, including support for Performance Improvement Plans (PIPs).

5. Benefits, Leave Oversight & Wellness

• Strategic Benefits Oversight: Oversee the administration of group health, dental, vision, life, disability, and retirement plans, collaborating with the Payroll & Benefits Specialist on complex issues.
• Broker & Vendor Relations: Partner with district insurance brokers and representatives regarding benefit renewals, plan designs, and market competitiveness.
• Committees & Advocacy: Lead district insurance, benefit, and compensation committees, serving as the main liaison between staff and administration.
• Leave Management Strategy: Partner with the payroll/benefits team to monitor FMLA compliance, long-term disability cases, and potential leave policy misuse.
• Wellness & EAP: Direct the district''s wellness programs and Employee Assistance Program (EAP) to foster a supportive workplace environment.

6. Responsible Operations & Budgetary Support

• Staffing Budgets: Partner with the Superintendent and Director of Business Services to prepare and administer overall staffing budgets and multi-year forecasting criteria.
• Job Architecture: Author clear job descriptions for new positions and coordinate the periodic review/revision of existing roles.
• Substitute Program: Oversee the district''s substitute employee system (recruitment, assignment, evaluation, and training) and coordinate substitute workflows via Frontline and external vendors (Edustaff).
• Professional Development: Schedule and coordinate presentations, workshops, and in-services related to HR compliance, benefits, and compensation.
• HR Digital Footprint: Monitor and update personnel information and required compliance notices on the internal and public HR web pages.

Job Specifications & Qualifications

Education: Bachelor's degree in Human Resources, Educational Administration, Business Administration, or closely related field required. Master's degree or SHRM-CP/PHR certification preferred.

Experience: Minimum 3-5 years of progressive HR management experience, ideally within a public school district or public sector environment.

Knowledge Base: Strong working knowledge of state education department standards (DPI licensing), public sector budgeting, and employment laws (Title IX, FMLA, ADA, EEOC).

Key Skills: Exceptional interpersonal communication, data accuracy, conflict resolution, and proficiency with K-12 systems (Frontline, Edustaff, WISEstaff).

Equal Employment Opportunity:

Whitnall School District provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression or any other characteristic protected by federal, state or local laws.