General Statement of Job |
- Performs responsible personnel administration work in carrying out district policies and procedures relating to a wide variety of human resources programs and activities. Work involves assisting in developing and/or coordinating programs and policies in such personnel components as recruitment, employee relations, employee benefits, insurance, and employee health services. The employee is also responsible for interpreting existing personnel ordinances, policies and procedures; addressing employee complaints or concerns; assisting elected officials in personnel matters; and acting as liaison to outside organizations and agencies. The employee must exercise initiative and independent judgment in ensuring proper administration of personnel programs. The employee must also exercise tact and courtesy in frequent contact with employees, elected officials and representatives of outside agencies and organizations.
|
Essential Job Functions |
- Assists in planning, developing, coordinating and evaluating the operations of the Human Resources department.
- Provides advice, support and assistance by interpreting policies and procedures and by counseling directors, officers, employees and other government agencies on employment, record keeping, retirement, grievance and other personnel matters and procedures.
- Plans, directs, supervises, assigns and evaluates the school’s recruitment activities, such as applicant interviewing, administration and scoring of examinations, determination of applicant qualifications, establishment and maintenance of certification and referral of applicants, background investigations and reference checks.
- Establishes goals and objectives for the department; attends meetings representing the department in personnel matters.
- Investigates, analyzes and formulates methods for handling special projects; oversees projects to completion and evaluates final results; prepares and reviews various reports and performs special projects; serves as liaison with outside agencies on special work programs and special projects; advises and directs Personnel staff on a variety of non-routine matters.
- Investigate, analyze and make decisions regarding personnel problems and/or issues.
- Administers Title IX and Equal Employment Opportunity/Affirmative Action programs.
- Administers the school system’s compensation and performance evaluation programs, including job descriptions, salary surveys and position reclassifications.
- Determines the HR training needs throughout the school system; develops and plans training programs to meet the established needs; coordinates the implementation of both on-going and special interest training programs.
- Serves as an internal consultant to superintendent, executive directors, directors and managers on organizational development, including philosophy and goals, service standards, job performance and productivity standards and special program development and implementation.
- Coordinates the development of small, problem-solving groups within individual offices and serves as a facilitator for these groups in achieving organizational goals; facilitates the identification and resolution of organizational problems for management.
- Facilitates the development of systems, policies and procedures to streamline operational functions and minimize duplication of efforts and redundancies within school offices; enhances the effectiveness of managers and supervisors by assisting in the design of programs which are consistent with county goals and objectives.
- Develops methods of interaction between employees and managers concerning job responsibilities in order to enhance job satisfaction, solve job-related problems and improve organizational effectiveness; assists in creating a work environment which emphasizes a commitment to service as a means to achieving personal satisfaction.
- Performs other related work as required.
- Assists in selection and placement of personnel, delegates and supervises staff responsibilities, and assists in evaluating staff
- Additional duties as assigned by the supervisor
|
Knowledge, Skills and Abilities |
- Comprehensive knowledge of the philosophy, principles, practices and legal aspects of personnel administration and benefit programs.
- Thorough knowledge of public school systems organization, administration and licensing requirements.
- Knowledge and strong understanding of human resources processes and legal guidelines.
- Knowledge and strong understanding of professional learning and leadership development.
- Ability to work with a high degree of accuracy on a tight timeline.
- Ability to present complex ideas effectively, both orally and in written form.
- Ability to conduct detailed analytical evaluations and studies and to prepare related reports and recommendations.
- Ability to establish and maintain an effective working relationship with district staff, board members, and community stakeholders.
|
Minimum Training and Experience |
- A minimum of a Master’s degree in education administration with a valid NC Educator’s License with 012 Administration certification, and prior experience in building-level administration and management; or any equivalent combination of training and experience which provides the required skills, knowledge, and experience.
|
Minimum Qualifications or Standards Required to Perform Essential Job Functions |
- Physical Requirements: The work regularly requires standing and walking around the classroom and school. It requires the ability to communicate effectively using speech, vision and hearing. The work requires the use of hands for simple grasping and fine manipulations. The work often requires bending, squatting, reaching, with the ability to lift, carry, push or pull light weights and rarely, the lifting of weights above 30 pounds. The work occasionally handles/works with biohazards and/or risks for potential job-related injury, such as those found in a laboratory or shop environment. The work requires activities occasionally involving driving automotive equipment.
- Data Conception: Requires the ability to compare and/or judge the readily observable, functional, structural or composite characteristics (whether similar or divergent from obvious standards) of data, people or things.
- Interpersonal Communication: Requires the ability to speak and/or signal people to convey or exchange information. Includes receiving instructions, assignments or directions to subordinates or assistants.
- Language Ability: Requires the ability to read a variety of correspondence, reports, forms, articles, proposals, contracts, etc. Requires the ability to prepare correspondence, reports, forms, evaluations, contracts, policies, handbooks, budgets, etc., using prescribed formats and conforming to all rules of punctuation, grammar, diction, and style. Requires the ability to speak before groups of people with poise, voice control and confidence.
- Intelligence: Requires the ability to apply principles of logical or scientific thinking to define problems, collect data, establish facts, and draw valid conclusions; to interpret an extensive variety of technical instructions in mathematical or diagrammatic form; and to deal with several abstract and concrete variables.
- Verbal Aptitude: Requires the ability to record and deliver information, to explain procedures, to give oral and written instructions. Must be able to communicate effectively and efficiently in a variety of technical or professional languages including educational and legal terminology.
- Numerical Aptitude: Requires the ability to utilize mathematical formulas; to add and subtract; multiply and divide; utilize decimals and percentages; and to apply the principles of descriptive statistics, statistical inference and statistical theory.
- Form/Spatial Aptitude: Requires the ability to inspect items for proper length, width and shape.
- Motor Coordination: Requires the ability to coordinate hands and eyes rapidly and accurately in using office equipment.
- Manual Dexterity: Requires the ability to handle a variety of items such as office equipment and hand tools. Must have minimal levels of eye/hand/foot coordination.
- Interpersonal Temperament: Requires the ability to deal with people beyond giving and receiving instructions. Must be adaptable to performing under stress and when confronted with emergency situations.
- Physical Communication: Requires the ability to talk and hear: (Talking: expressing or exchanging ideas by means of spoken words. Hearing: perceiving nature of sounds by ear.) Must be able to communicate via telephone.
|
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 to this job. |
