Assistant Superintendent of Human Resources

Reports to:  Superintendent

Terms of Employment:  Permanent, 12-month position; Exempt

Nature of Work

Under the general supervision of the Superintendent, the Assistant Superintendent of Human Resource Services provides district level leadership, oversight, and strategic direction for all human resources functions of Wilson County Schools. This position is responsible for the recruitment, selection, assignment, licensure, evaluation support, employee relations, personnel records, employee investigations, retention initiatives, and overall administration of human capital practices for the district. The Assistant Superintendent of Human Resource Services ensures that all personnel practices are implemented in accordance with federal and state laws, North Carolina State Board of Education policies, Wilson County Schools Board of Education policies, and administrative procedures. This position serves as a member of the Superintendent’s Senior Staff and works collaboratively with district leaders, principals, supervisors, employees, community partners, and external agencies to support a high-performing workforce focused on student success. Leadership is provided for certified and classified staffing, employee support systems, compliance-related personnel matters, and workforce planning for Wilson County Schools. 

Qualifications and Licensure

• Master’s Degree in Human Resources Management or Master’s Degree in School Administration required, Doctoral Degree in Educational Leadership preferred
• Holds an appropriate NC Administrative Certification
• Successful experience at the school and central office level preferred

Duties and Responsibilities 

• Human Resource Leadership

• Provides leadership, direction, and supervision for the district’s Human Resources Department.
• Oversees the Human Resources Strategic Plan by monitoring goals, strategies, action steps, and progress measures to ensure alignment with district priorities and continuous improvement.
• Develops, implements, and monitors personnel procedures that support effective recruitment, hiring, onboarding, retention, evaluation, and employee support.
• Advises the Superintendent and Senior Staff on personnel matters, staffing needs, employee relations, and workforce planning.
• Ensures that personnel practices are aligned with district goals, Board policies, state  requirements, and applicable federal laws. 
• Provides guidance to principals, supervisors, and district leaders regarding personnel decisions, employee performance concerns, documentation, and corrective action.
• Maintains confidentiality and professionalism in all matters involving personnel, employee records, investigations, and employment decisions.

• Recruitment, Selection, and Staffing

• Leads districtwide recruitment efforts for certified, classified, and administrative  positions. 
• Develops and implements strategies to recruit and retain highly-qualified employees, including teachers, instructional support personnel, school administrators, classified staff, and hard-to-fill positions.
• Works with principals and supervisors to identify staffing needs and support timely hiring decisions. 
• Coordinates job posting, screening, interview, selection, recommendation, and onboarding processes. 
• Builds partnerships with colleges, universities, educator preparation programs, regional agencies, and community organizations to support the educator pipeline.
• Monitors vacancies, staffing allocations, and employment trends to support effective workforce planning. 

• Licensure and Certification

• Oversees processes related to North Carolina educator licensure, renewals, provisional licenses, residency licenses, alternative licensure pathways, and license compliance.
• Ensures that employees are appropriately licensed and assigned in accordance with state requirements.
• Provides guidance to employees, supervisors, and school administrators regarding licensure requirements and timelines.
• Collaborates with the North Carolina Department of Public Instruction and educator preparation programs as needed.

• Employee Relations and Personnel Matters

• Provides district-level leadership and oversight for the Beginning Teacher Program.
• Provides leadership and guidance regarding employee concerns, workplace issues, performance matters, and policy interpretation. 
• Oversees and/or conducts employee investigations, complaint reviews, and personnel inquiries.
• Advises administrators on documentation, due process, corrective action, reprimands, improvement plans, and recommendations for dismissal or nonrenewal. 
• Ensures employee matters are handled in a fair, consistent, legally compliant, and professional manner.
• Works collaboratively with legal counsel, when appropriate, regarding personnel matters.
• Supports conflict resolution and effective communication between employees, supervisors, and district leadership. 
• Serves as the district’s Title IX coordinator for employee related matters within Human Resources, ensuring compliance with federal law and district procedures, including the receipt and review of complaints, overseeing investigation process, documentation, coordination of required responses, and related personnel actions. 

• Evaluation, Performance, and Employee Support

• Supports implementation of the North Carolina Educator Evaluation System and other evaluation processes for certified and classified employees. 
• Provides guidance to administrators regarding observation, evaluation, documentation, and performance improvement procedures. 
• Oversees or supports the development of monitored growth plans, improvement plans, corrective action plans, and other employee support measures.
• Supports professional growth opportunities that promote employee effectiveness and retention. 
• Works with district and school leaders to address performance concerns in a timely and appropriate manner. 

• Compliance and Policy Administration

• Ensures compliance with federal and state employment laws, North Carolina General Statutes, State Board of Education policies, Wilson County Schools Board of Education policies, and district procedures. 
• Assists in the development, review, and revision of Board policies and administrative procedures related to personnel.
• Oversees personnel recordkeeping in accordance with legal requirements, background checks, employment eligibility, employee leave procedures, and other HR related mandates. 
• Supports compliance with equal employment opportunity requirements. 

• Benefits, Leave, Employee Services

• Provides oversight and coordination for employee services, including benefits, leave, accommodations, and related personnel processes.
• Ensures appropriate implementation of FMLA, ADA, workers’ compensation coordination, retirement, and other employee benefit related procedures.
• Collaborates with payroll, finance, and benefits staff to support accurate and timely processing of personnel actions.
• Provides guidance to supervisors regarding employee leave, accommodations, return to work issues, and related employment matters. 

• Compensation and Position Management

• Supports the administration of salary schedules, supplements, stipends, contracts,and compensation-related procedures. 
• Reviews and supports the development of job descriptions for certified, classified, administrative, and district level positions. 
• Makes recommendations regarding position classifications, staffing structures, and personnel allocations. 

• Leadership, Communication, and Collaboration

• Attends Board of Education meetings, prepares and presents personnel recommendations, reports, and agenda items as requested by the Superintendent. 
• Communicates effectively with employees, administrators, Board members, community partners, and external agencies.
• Represents the district at local, regional, and state meetings related to human resources, personnel administration, educator recruitment, and public school leadership. 
• Models professionalism, ethical conduct, confidentiality, and a commitment to the success of all students and staff. 

Physical Requirements (if applicable)

• This work requires the frequent exertion of up to 10 pounds of force and occasional exertion of up to 25 pounds of force.
• Work regularly requires speaking or hearing, frequently requires walking and sitting and occasionally requires standing, using hands to finger, handle or feel, stooping, kneeling, crouching or crawling, reaching with hands and arms and lifting.

Special Requirements (if applicable)

• Thorough knowledge of public school human resources administration.
• Knowledge of North Carolina public school law, personnel policies, licensure requirements, and evaluation procedures. 
• Ability to interpret and apply federal, state, and local employment laws and policies in conjunction with the school board attorney. 
• Ability to handle sensitive and confidential matters with discretion and sound judgement.
• Strong leadership, organization, communication, and problem-solving skills. 
• Considerable knowledge of the principles of supervision, organization and administration.
• Ability to work effectively with diverse employees, administrators, families, community members, and agency representatives. 
• Ability to manage multiple priorities, meet deadlines, and make sound decisions in complex situations.
• Ability to develop and implement systems that improve efficiency, consistency, and compliance. 
• Must demonstrate processing, spreadsheet, and presentation proficiency and be able to generate reports, develop correspondence, and create presentations for meetings and workshops for the Board, district and community.
• Ability to establish and maintain effective working relationships as necessitated by work assignment.
• Ability to communicate effectively, both orally and in writing.

DISCLAIMER

The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees of this job.