Executive Director of Human Resources

POSITION DESCRIPTION

SECTION I: GENERAL INFORMATION

Position Title:

Executive Director of Human Resources

Department / Building:

District Office

Reports To:

Superintendent

FLSA Status:

Exempt

Duty Year:

260 days (12 month)

Position Last Updated:

6/15/26

Salary: $136,634.65 - $191,288.72

SECTION II: JOB SUMMARY

The Executive Director of Human Resources provides executive-level leadership, strategic direction, and oversight of the District's human capital and personnel functions. This position oversees all major HR functions, including employee services, talent management, performance management, classification and compensation, benefits, payroll, collective bargaining and labor relations, employee relations, and compliance. As a member of the Superintendent's Cabinet, the Executive Director collaborates with district leaders to develop and implement workforce strategies that attract, support, and retain a high-quality workforce.

SECTION III: ESSENTIAL DUTIES AND RESPONSIBILITIES

Duty/Responsibility #

1

Statement Of Duty/responsibility:

Human Resources Strategy and Leadership

Tasks Involved In Fulfilling Above Duty/responsibility:

• Lead the development and implementation of Human Resources goals, objectives, and systems that provide strategic support aligned with the District's mission, vision, and strategic priorities.
• Develop and implement human resources programs, policies, procedures, and practices that support both the immediate and long-term workforce needs of the District.
• Provide leadership, direction, and supervision to Human Resources staff, fostering a culture of collaboration, accountability, and continuous improvement.
• Monitor employee engagement through evidence based practices and recommend strategies that support employee retention, well-being, and performance.
• Evaluate outcomes related to Human Resources initiatives and prepare reports, presentations, and recommendations to communicate progress toward District goals and priorities.
• Coordinate and utilize internal and external resources to support leadership development, employee growth, succession planning, organizational change initiatives, and efforts that strengthen the District's capacity to serve a diverse school community.
• Develop and manage the Human Resources department budget, ensuring the effective and efficient use of resources to support District priorities.
• Serve as a member of the District's executive leadership team, participating in leadership meetings and contributing to the development of organizational strategy, policies, and decision-making.
• Attend Board of Education meetings, work sessions, strategic planning sessions, and other meetings as required; provide reports, recommendations, and presentations to the Board and District leadership.
  
  

Duty/Responsibility #

2

Statement Of Duty/responsibility:

Labor and Employee Relations

Tasks Involved In Fulfilling Above Duty/responsibility:

• Develop and implement labor relations practices and strategies that support positive employee relations and align with the District's mission, vision, and strategic priorities.
• Lead the negotiation, administration, interpretation, and maintenance of all collective bargaining agreements.
• Provide guidance and interpretation regarding collective bargaining agreements, personnel policies, and employment practices.
• Oversee the investigation, documentation, and preparation of materials related to grievances, mediations, arbitrations, and other labor relations matters.
• Collaborate with legal counsel on labor and employment matters to ensure compliance with applicable laws, regulations, and contractual obligations.
• Develop and implement procedures for addressing employee concerns, workplace conduct issues, investigations, and disciplinary actions in a fair, consistent, and legally compliant manner.
• Advise and support administrators and supervisors in addressing complex employee performance, conduct, and disciplinary matters.
• Maintain current knowledge of federal and state employment laws, labor relations practices, and collective bargaining requirements to ensure District compliance.
  
  

Duty/Responsibility #

3

Statement Of Duty/responsibility:

Talent Management

Tasks Involved In Fulfilling Above Duty/responsibility:

• Lead and oversee districtwide recruitment, selection, onboarding, and placement processes to attract and retain highly qualified employees.
• Oversee personnel actions, including employee transfers, promotions, separations, retirements, and other employment status changes, ensuring compliance with District policies, collective bargaining agreements, and applicable laws.
• Oversee the development and implementation of recruitment and retention strategies that address current and future staffing needs and support District priorities.
• Foster recruitment and hiring practices that attract, support, and retain a diverse workforce reflective of the students and communities served by the District.
• Oversee the development, implementation, and continuous improvement of employee performance evaluation systems that promote accountability and professional growth.
• Oversee the recruitment, assignment, compensation, and management of substitute employees.
  
  

Duty/Responsibility #

4

Statement Of Duty/responsibility:

Human Resources Administration

Tasks Involved In Fulfilling Above Duty/responsibility:

• Lead the development, administration, and continuous improvement of the District's classification and compensation systems, ensuring compliance with pay equity requirements and alignment with District goals.
• Oversee the development, review, and maintenance of position descriptions to ensure duties, responsibilities, qualifications, and reporting relationships accurately reflect the needs of the District.
• Provide leadership and oversight for payroll operations, ensuring the accurate and timely administration of employee compensation and benefits in compliance with applicable laws, collective bargaining agreements, and District policies.
• Oversee the administration of employee benefits, leave programs, and workplace accommodations, ensuring compliance with applicable laws, regulations, collective bargaining agreements, and District policies.
• Develop and implement benefits strategies and programs that support employee recruitment and retention, fiscal responsibility, and the effective use of District resources.
• Manage relationships with insurance carriers, brokers, consultants, third-party administrators, and other service providers to ensure high-quality, cost-effective employee benefit programs and services.
  
  

Duty/Responsibility #

5

Statement Of Duty/responsibility:

Compliance and Risk Management

Tasks Involved In Fulfilling Above Duty/responsibility:

• Develop, implement, and ensure District human resources practices and procedures comply with applicable federal and state laws, regulations, and District policies.
• Oversee the maintenance and integrity of employee personnel records in accordance with applicable laws, regulations, and retention requirements.
• Supervise required federal and state reporting related to human resources functions, including benefits, unemployment compensation, labor relations, occupational safety, and other mandated reporting requirements.
• Provide oversight of the workers' compensation program, including coordination with the insurance carrier, management of claims processes, and facilitation of return-to-work and light-duty assignments in collaboration with district leadership.
  
  

Perform Other Duties As Assigned Or Requested.

SECTION IV: EDUCATION, EXPERIENCE AND ESSENTIAL SKILLS REQUIREMENTS

• Education/Certification: Master's Degree in Human Resources, Business Administration, or related field required.
• Experience: Minimum of five (5) years of progressively responsible human resources experience, including at least three (3) years in human resources and labor relations leadership in a medium or large organization. Experience in public school or public sector organizations preferred.
• Essential skills required to perform the work:
• Comprehensive knowledge of human resources administration, including strategic HR leadership, staffing and talent acquisition, performance management, employee relations, investigations and discipline, classification and compensation, collective bargaining, and labor relations.
• Strong understanding of federal and state employment laws, regulations, and compliance requirements, including ADA, FMLA, EEO, and other applicable civil rights and workplace laws.
• Ability to interpret and apply laws, regulations, collective bargaining agreements, and Board policies in the administration of human resources functions.
• Experience with human resources information systems and other technology platforms used to manage employee data, reporting, and HR operations.
• Knowledge of employee selection, recruitment, and management practices, including principles of public administration and organizational leadership.
• Understanding of labor-management relations, employee engagement practices, and current trends in public sector human resources, including compensation, benefits, and employee relations strategies.
• Ability to analyze workforce trends, apply sound judgment, and support effective decision-making in complex organizational environments.
  
  

SECTION V: PHYSICAL JOB REQUIREMENTS

The physical job requirements described here are representative of those an employee encounters while performing the primary functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the primary functions.

Demands

N = never / O = occasionally (1-33%) / F = Frequently (34-66%) / C = Consistently (67-100%)

PhysicalLifting/CarryingExposure to EnvironmentalsStanding

F

Up to 10 pounds

C

Possible exposure to blood-borne pathogens through body and/or body fluids

O

Walking

F

Up to 25 pounds

O

Toxic chemicals

N

Sitting

F

Up to 50 pounds

O

Moving parts

N

Talking in person/on the phone

F

Up to 75 pounds

N

Electrical shock risk

N

Pushing/pulling

O

Up to 100 pounds

N

Explosives

N

Hearing

F

More than 100 pounds

N

Fumes

N

Feeling, grasping, finger dexterity

C

Noise LevelsExtreme cold (non-weather)

N

Climbing, balancing

O

Quiet (i.e. private office)

O

Extreme heat (non-weather)

N

Stooping (bend at waist)

O

Moderate noise (i.e. business office with printers, light traffic)

F

Varying weather conditions

O

Crouching, crawling, kneeling, squatting

O

Loud noise (i.e. many children laughing and playing, large earth moving equipment)

F

SightStretching/reaching with hands and arms

O

Very loud noise (i.e. jack hammer, front row rock concert)

O

Vision for close work/ability to adjust focus

O

Distinguishing smell

N

Looking at computer monitor

C

Distinguishing temperature

N

Color vision (identify and distinguish colors)

O

Traveling by automobile

F

Peripheral, depth perception

O

SECTION VI: STANDARDS OF CONDUCT AND JOB PERFORMANCE

Performance of Duties: Employees must faithfully perform, at a professional level of competence, the services and duties prescribed by the District, regardless of whether such duties are specifically described in policy, in a job description, in a notice of assignment, or in another document. Prompt and regular attendance is an essential function of each employee's job. Employees must also comply with all lawful directives issued by the Superintendent or by any other individual with supervisory authority. In addition, employees must comply with all applicable federal and state laws and with all rules, regulations, and policies established by the District. Employees may not, directly or indirectly, engage or participate in any action or conduct that conflicts in any respect with the interests of the District. Toward that end, employees may not engage or participate in any action or conduct that is inconsistent with their job duties, the basic educational mission of the District, or the desired image of the District.