Human Resources Talent Specialist

The Burlington School District believes a diverse and culturally proficient faculty and staff are pivotal to the creation of a strong learning and working environment that supports student achievement and success. BSD administrators lead inclusive school communities with our vision: "Cultivating caring, creative, and courageous people. - Join the journey.”
 
The Mission of the Burlington School District is to graduate students who:

• Value different cultures;
• Engage with the community;
• Communicate effectively;
• Think creatively;
• Skillfully solve problems; and
• Achieve at their highest academic, intellectual and personal potential

Burlington School District is seeking a passionate and energetic Talent Specialist. 

• The Talent Specialist reports to the Director of HR and leads recruitment, hiring, and talent acquisition to support the district's strategic goals. Key responsibilities include managing the full recruitment lifecycle—from outreach and postings to onboarding and offboarding—while ensuring compliance with all policies and regulations. The role assists in developing diverse recruitment strategies, fosters equitable hiring, coordinates interview committees and hiring manager training, and analyzes data to improve outcomes. Additionally, the Talent Specialist oversees applicant tracking, licensure monitoring, job description and contract support, and continuous improvement initiatives to strengthen the district's workforce.

1. ESSENTIAL FUNCTIONS: This section outlines the fundamental job functions that must be performed in this position.  This includes: 

• Qualifications/Basic Job Requirements 
• Physical and Mental/Reasoning Requirements 
• Work Environment 

These areas state the underlying requirements that an employee must meet in order to perform these essential functions.  In accordance with the Americans with Disabilities Act, reasonable accommodations may be made to qualified individuals with disabilities to perform the essential functions of the position.

• Recruitment: Create and implement effective recruitment strategies that are aligned with the direction and vision of the organization as outlined by the Director of Human Resources.
• In conjunction with the Director of HR, implement strategies that support the District’s continuous improvement and hiring plan, incorporating a DEI lens in recruiting practices.
• Create and manage job posting requisition process with hiring managers
• Create, revise, and update job descriptions in collaboration with hiring managers
• Assist in providing resources for hiring managers and support in training on best practices, BSD process steps, and expected timelines for recruitment 
• Post positions and manage additional advertising/outreach with a focus on eliminating bias and encouraging marginalized populations to apply in accordance with district goals and objectives.  This may include, but is not limited to:
• Organizing and participating in job/recruitment fairs 
• Advertise job opportunities in multiple venues utilizing a variety of avenues to connect with diverse populations and widen the hiring pool.
• Create and organize other hiring campaigns.
• Build a pipeline for frequently needed roles (Bus Drivers/Aides, Custodial staff, School Nutrition, Paraeducators, Teachers, Substitutes)
• Manage and oversee the use of the District’s online applicant tracking system:
• Ensure information is up-to-date
• Train users
• Oversee the maintenance of postings and applicant records.
• Under the leadership of the Director of HR, assist in developing equitable interview and selection tools and train hiring teams on best practices
• Assist in direct coordination and implementation of the recruitment process and selection of hiring committees as requested.
• In collaboration with HR leadership, develop metrics and analyze data to measure the effectiveness of the recruitment strategies.

• Reference Checks: 
• Develop user guides and train hiring managers on use of the District’s reference checking system, and reference check best practices
• Guide hiring managers in completing reference checks

• Employment Offers: Manage the employment offer process with hiring manager, and serve as the first line of human resource communication with new candidates being recommended for hire:
• Set rates and collaborate with hiring managers to send Welcome Letters (pending background checks and board approval when necessary)
• Create and send contracts/offer letters to new hires
• Collaborate with the HR Talent Coordinator to ensure smooth and efficient transition process for new hire onboarding next steps, including setting up new hires to complete employment paperwork.     

• Licensing: Work with the employee and the Agency of Education to maintain updated licenses, provisionals and other forms of certification needed to maintain compliance.  
• Work with the Data team to maintain spreadsheets of licensure
• Provide assistance to employees needing to obtain provisional or temporary licensure
• Communicate in a timely manner when an employee's license may expire and provide them with resources if necessary.

• Background Checks: Manage, coordinate, and implement in collaboration with the HR Talent Coordinator the District’s criminal record and background check systems ensuring compliance with federal and state laws and District requirements, including:
• Facilitate completion of required background check process for new employees, third-party hires, interns, and volunteers in a timely manner and in accordance with applicable law and district processes, including any required notifications or follow up if records exist
• Maintain electronic and paper filing and tracking systems
• Oversee the processing of secondary disseminations
• Train and oversee the work of others providing assistance with related functions 
• Ensure related information for applicants and employees is up to date and accessible (webpages, staff intranet, forms, etc.)

• Personnel Record: Manage the content and filing of active and inactive personnel in collaboration with the HR Talent Coordinator, including:
• Hiring documents and contracts
• Lateral Moves and course completion information
• Reviewing records prior to meeting a request for record review, supervising the review
• Moving terminated, retiring, and exiting employee records to inactive permanent files

1. REQUIRED QUALIFICATIONS:

• Education: 
• Minimum Required: Associate’s degree in Human Resources or related field plus 3 years of equivalent work experience, or a High School Diploma or GED with 5 years of equivalent work experience in an office setting role.
• Preferred: Bachelor’s degree in business or other appropriate disciplines.
• Certification Preferred: SHRM or PHCLE desired. 

• Experience:  Minimum of four years of relevant clerical and administrative experience or a combination of education and experience from which comparable knowledge and skills are acquired.
• Broad base knowledge of general office manners, routines, and procedures, required.
• Ability to always handle confidential information appropriately.
• Strong interpersonal skills, including creating written communications accurately.
• Good basic administrative and organizational skills.
• Experience in organizing and maintaining moderately complex filing and records systems. 
• Previous experience with computerized information systems including but not limited to Google Applications, Microsoft Works, Word, and Excel.

• Knowledge, Skills, And Abilities:

• Working knowledge: Sufficient familiarity with the subject to know basic principles and terminology and to understand and solve simple problems.

• General knowledge: Sufficient knowledge of a field to perform most work in normal situations. The work calls for comprehension of standard situations and includes knowledge of most of the significant aspects of the subject.

• Thorough knowledge: Advanced knowledge of the subject matter. The work calls for sufficient comprehension of the subject area to solve unusual as well as common work problems, to be able to advise on technical matters, and to serve as a resource on the subject for others in the organization.
• Comprehensive knowledge: Requires complete mastery and understanding of the subject. This term should be used sparingly and only for unusually exacting or responsible positions required to originate hypotheses, concepts, or approaches

• 4. List Specific Skills And/Or Abilities Required:

• Establish and maintain effective working relationships with employees at every level of the organization 
• Gather and analyze data, draw conclusions, identify alternative solutions, project consequences of proposed actions, and implement recommendations
• Marshal resources
• Influence others to work together towards common goals through building trust and being transparent
• Make independent decisions with decisiveness
• Present views in a clear and compelling manner and develop trust and influence as a thought leader with a broad relationship base
• Identify and analyze organizational needs
• Work effectively in a diverse work group and respect and values multiple perspectives and opinions
• Work independently, as well as, a member of a team
• Meet deadlines without compromising project quality and/or implementation and fidelity
• Work under pressure and flexible in adapting and responding to changing situations
• Manage multiple conflicting priorities
• Work with external vendors and negotiate outcomes 

•   General Administrative Support

• Continuously evaluate related HR business processes and practices and recommend areas of improvement
• Maintain professionalism and confidentiality.
• Provide general HR office support: coordinate, prepare, initiate and/or monitor forms, records, reports, etc.; greet and direct visitors as needed; and serve as an HR contact for staff, vendors and the public with a focus on providing superior customer service.
• Confer regularly with the Human Resource Director, Human Resource Assistant Director, other departments, school and District personnel, and/or various outside individuals/organizations to plan and coordinate activities, exchange information and resolve problems.
• Cross-train and provide assistance to other human resource staff as requested
• Assist other HR and payroll personnel with special projects as requested

1. WORKING CONDITIONS: These are the physical and mental/reasoning requirements of the position as it is typically performed.  The inability to meet one or more of these physical or mental/reasoning requirements will not automatically disqualify a candidate or employee from the position.

Equal Opportunity: TheBurlington 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.

Salary : $62,000 - $72,000