Human Resources Manager

Job Type

Full-time

Description

I.POSITION SUMMARY

The Human Resources Manager (HRM) leads the people function for Warren Easton Charter High School, a single-site charter that operates as its own Local Education Agency (LEA). As the school's primary human resources professional, this position owns the full employee lifecycle, from sourcing and hiring through onboarding, development, performance, retention, and separation. Because Warren Easton serves as its own LEA, the HRM carries compliance responsibilities across the organization, including educator certification, public retirement system administration, federal program staffing assurances, and personnel records governance.

The role is strategic and hands-on in equal measures. It builds the systems that make excellent teaching and operations sustainable, and it administers those systems with precision and discretion. This is a non-supervisory, individual contributor position reporting to the Chief Executive Officer and Principal, with a dotted-line relationship to the Chief Financial Officer on compensation, benefits, retirement administration, and audit-readiness. The HRM title reflects the scope, autonomy, and institutional stakes of the role rather than a supervisory span.

II.ALIGNMENT TO THE EAGLE EYE PRIORITIES

The HRM advances all four Eagle Eye Priorities by ensuring the school is staffed, supported, and compliant.

- School Culture & Experience: the position recruits, develops, and retains a workforce that embodies The Easton Way and sustains a positive employee experience. Transparent, equitable, and welcoming employment practices strengthen the school's reputation as an employer of choice in the community.

- Academic Improvement & Performance: strong hiring, induction, and performance systems place an effective educator in every classroom and a capable professional in every role. Disciplined compliance, accurate records, and sound workforce policy protect the school's standing with authorizer and reduce institutional risk.

III.ESSENTIAL FUNCTIONS

The HRM performs five core functions. Each is stated as an accountability, followed by representative activities and the measures by which success is assessed. The lists are representative, not exhaustive or limited.

A.Recruitment & Staffing

Accountable for: filling every role on time with a qualified, mission-aligned candidate, and integrating each new hire into the school.

• Lead workforce planning, requisition management, posting, sourcing, screening, interview coordination, and offer administration.
• Maintain current, accurate position descriptions and selection rubrics for every role, in partnership with hiring managers.
• Build diverse candidate pools and represent the school at recruitment fairs, university pipelines, and community hiring efforts.
• Administer a structured onboarding experience that integrates compliance clearance, systems access, culture immersion in The Easton Way, and 30-, 60-, and 90-day check-ins.
• Steward partnerships with universities, alternative-certification providers, and professional associations to expand the pipeline.

• Administer educator certification: verify Louisiana certification through the Louisiana Department of Education, monitor expirations and renewals, and manage out-of-field authorizations and ancillary certificates.
• Administer public retirement systems: enrollment, contribution remittance, and reporting for the Teachers' Retirement System of Louisiana (TRSL) and the Louisiana School Employees' Retirement System (LSERS).
• Conduct and document pre-employment screening, including criminal background and fingerprint checks and child abuse and neglect registry clearance, in accordance with Louisiana law.
• Complete and retain Form I-9 verification and maintain E-Verify compliance.
• Ensure staffing compliance for federal programs, including Title I and Title II-A assurances and equitable-distribution and comparability requirements, and special education staffing under IDEA and Section 504.
• Maintain compliance with federal employment law, including FLSA, FMLA, ADA and ADAAA, Title VII, ADEA, PDA, GINA, and USERRA, and with applicable Louisiana employment statutes.
• Prepare and submit personnel and staffing reports to the Louisiana Department of Education state systems and to the authorizer, NOLA Public Schools, in support of charter contract assurances.
• Administer mandatory training compliance, including mandated-reporter, bloodborne-pathogen, and workplace-conduct training, and maintain Title IX employment records.
• Manage workers' compensation, unemployment claims, and return-to-work coordination.

• Develop, maintain, and continuously improve the performance management system: goal setting, observation and feedback cycles, mid-year reviews, and summative evaluation.
• Administer the state educator evaluation framework (LEADS) for instructional staff, including timeline management, rater-calibration support, and documentation integrity.
• Build evaluation instruments and rubrics for non-instructional and operations roles.
• Design and coordinate the annual professional learning calendar with instructional leaders, aligned to school priorities and educator growth.
• Build individualized development pathways, including new-teacher induction, mentoring, and a leadership pipeline, and track completion and contact hours.
• Coordinate the documentation, due process, and improvement-plan workflow for performance concerns, in partnership with leadership and counsel as needed.

• Administer the compensation structure, salary schedules, and stipend and supplemental-pay processes in partnership with the Chief Financial Officer.
• Manage benefits enrollment, open enrollment, and qualifying-life-event changes.
• Serve as liaison to benefits brokers, carriers, and the retirement systems, and reconcile enrollment and billing for accuracy.
• Own the human resources information system and personnel data, ensuring accuracy, security, and confidentiality, and maintain files per retention requirements.
• Coordinate the human resources elements of payroll with the finance function to ensure timely, accurate compensation.
• Produce dashboards and routine reporting on staffing, vacancies, turnover, certification status, and compliance health.

• Design and run retention strategy, including stay interviews, engagement and climate surveys, recognition, and exit interviews, and report findings to leadership.
• Serve as a trusted, neutral point of contact for staff questions on benefits, leave, policy, and workplace concerns.
• Draft, maintain, and interpret the employee handbook and all human resources policies, aligned to law, the charter contract, and board direction.
• Advise leaders and staff on policy application, leave administration, accommodations, and standards of conduct.
• Investigate and document workplace complaints and grievances impartially, recommending resolution and corrective action consistent with policy and law.
• Recommend policy updates to the Chief Executive Officer and Principal, and coordinate with the Chief Financial Officer where business operations are implicated, for board consideration.

• Bachelor's degree in human resources, business administration, education, public administration, or a related field.
• A minimum of five years of progressively responsible human resources experience, preferably in a K-12, charter, nonprofit, or public-sector setting.
• Demonstrated capacity to build and run a human resources function independently, with sound judgment and minimal day-to-day oversight.
• Demonstrated working knowledge of federal and Louisiana employment law.
• Knowledge of, or the demonstrated ability to rapidly master, educator certification and the teacher retirement systems of Louisiana (TRSL).
• Proficiency with human resources information systems, Paylocity specifically, payroll platforms, and standard office and collaboration software.
• Ability to pass all required criminal background and clearance checks.
• Exceptional discretion, ethical judgment, and the ability to handle confidential information.

• Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR).
• Master's degree in a related field.
• Direct experience in a single-site or small LEA, charter, or autonomous-school environment.
• Familiarity with Louisiana Department of Education data systems and the LEP evaluation framework.
• Bilingual proficiency reflective of the school community.

• Integrity: Confidentiality and ethical judgment under pressure.
• Systems thinking: the ability to design and run repeatable, compliant processes across the employee lifecycle.
• Precision: accuracy in records, reporting, and compliance, where errors carry real consequence.
• Relationship building: warmth and credibility with staff, leaders, candidates, and external partners.
• Data fluency: fluency in turning staffing and engagement data into decisions.
• Composure: steady, sound judgment in a fast-moving, high-accountability environment.

• Retirement: the school contributes 21.3% of the offered salary into the Teachers' Retirement System of Louisiana (TRSL) on the employee's behalf. This is the current employer contribution rate, which is set annually and subject to change.
• Health coverage: medical, vision, and dental insurance, with the employee paying a share of premiums based on selected plan.
• Leave: 15 days of combined sick and paid time off per year, plus all scheduled school holidays.
• Income protection: life insurance and disability insurance.