DIRECTOR OF HUMAN RESOURCES
• 260-Day Contract
• Approximately $133,346 to $147,844; depending on experience and administrative license.
• Includes Full Benefits Package: PERS pick-up; Health, Vision, Dental, Disability Insurance; and Accidental Death & Dismemberment Insurance (as determined by the District).
POSITION SUMMARY:
The Director of Human Resources plans, directs, organizes and administers the staffing and human resources functions for licensed, administrative, classified, confidential and supervisory positions – this includes assignment, recruitment, selection, employee record keeping, compensation, evaluation and the administration of labor relations and employee benefits. The director provides administrative leadership for critical, short-term and long-term projects assigned by the superintendent or designee.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Essential duties of this position include the following. Employees in this position perform some or all of the following tasks. Other duties may be assigned.
• Direct all human resources efforts related to district’s strategic plan and Board goals:
o Attract, recruit, and retain highly effective staff;
o Support and develop our human resources;
o Utilize evaluation and support systems to promote professional growth;
o Promote shared leadership and professionalism;
• Direct, monitor and oversee recruiting and onboarding systems:
o Position requisition, advertising, systems administration (TalentEd Perform & iVisions), administrator and supervisor support and coaching, screening, and final approval of all new hires;
• Direct the new teacher induction programming.
• Direct and manage CCSD mentor teacher program and associated professional development for new educators.
• Oversee the salary placement and compensation systems:
o Classified, Licensed, Administrative, Supervisory, and Confidential;
o Perform market analysis on compensation periodically;
o Lead recommendations to Board regarding changes to salary schedules;
o Guide and manage the district’s employee and benefit offerings;
• Ensure fair and consistent administration of human resources rules, regulations and collective bargaining agreements:
o Provide consultation as necessary;
o Review Board policies related to Human Resources ad make recommendations for modification when necessary;
o Ensure proper administration of all employee benefits;
o Monitor district’s compliance with federal, state, and local legislation pertaining to all personnel matters;
o Maintain knowledge of industry trends and employment legislation and ensure organization’s compliance;
• Conduct and/or direct personnel investigations, employee discipline and assist with administering grievance procedures.
• Oversee performance management functions for all employee groups (Administrator, Licensed, Confidential and Supervisory):
o Develop and monitor evaluation systems;
o Provide system administration and oversight (TalentEd Perform);
o Oversee supervisory communication and progressive discipline system;
• Coordinate the programs and represent the district in workers’ compensation and unemployment insurance matters.
• Develop, administer, monitor and coordinate assigned budgets.
• Provide employee training on human resources related functions and procure trainers when necessary to provide training.
• Collaborate with Chief Financial Officer in the preparation of the staffing portion of the district budget:
o Ensure equitable distribution of human resources across the district;
o Oversee human resources requisition and allocations to ensure they remain within approved human resources budgets;
• Function as a facilitator in labor negotiations and lead the district’s negotiations team by providing advice and information regarding human resources practices, laws, regulations, policies and the impact that proposed contract language may have on operations.
• Serve as a primary liaison and contact person with the district’s labor counsel.
• Assist administrators and supervisors in resolving human resources problems.
• Provide consultation on a wide range of human resources matters and administrative issues.
• Supervise the preparation of employee contracts, exit interviews and develop and update personnel manuals and documents.
• Oversee the development, implementation and application of district human resources policies. Provide human resources department representation to various committees, special interest groups and public meetings.
• Lead dismissal hearings, non-renewal cases and plans of assistance.
• Establish and maintain a system of personnel records in compliance with state and federal law.
• Serve as a liaison with law enforcement agencies, the Oregon Department of Education and Teachers Standards and Practices Commission regarding the employment status of employees.
• Serve on the Superintendent’s leadership team.
• Attend School Board meetings
MINIMUM QUALIFICATIONS
• Bachelor’s Degree in Education or related field, Master’s Degree in Education or related field.
• Holds a TSPC Teaching License with 3 years successful teaching experience preferred.
• Holds a TSPC Professional Administrator license with 2 years successful administrator experience preferred.
• At least five (5) years of human resources management and/or related experience.
• Knowledge of human resources practices, fair employment laws, collective bargaining statutes and educator licensing rules.
SUPERVISORY RESPONSIBILITIES
Directly supervise employees in the Human Resources Department. Carry out supervisory responsibilities in accordance with the district’s policies and applicable laws. Responsibilities include interviewing, hiring and training employees; assigning and directing work; appraising performance; disciplining employees; and addressing concerns and resolving problems. In cooperation with building and district level administration, the Director will also provide input on administrator evaluation and directly evaluate the following positions:
• HR Specialist
• Receptionist/Customer Support Specialist
PHYSICAL DEMANDS
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to talk or hear. The employee is frequently required to walk; sit; and use hand dexterity for computer work and keyboarding skills at a minimum of 45 words per minute; handle or feel and reach with hands and arms. The employee is frequently required to stand for extended periods of time. The employee must lift and/or move up to 30 pounds and occasionally up to 50 pounds. Specific vision abilities required by this job include close, distance and peripheral vision, depth perception and ability to adjust focus.
Occasionally perform work beyond a standard 40-hour work week when work-load requires.
WORK ENVIRONMENT
The Director of Human Resources will work beyond an eight-hour day and a five-day week to complete daily work, and attend meetings, conferences and district/school activities. The Director must have excellent communication, problem-solving and small-group process skills. A substantial portion of the work will involve conflict management and sensitive situations with staff, parents, and patrons. Confidentiality is crucial. Workloads are heavy and timelines can be unreasonably short. Requests and issues are often received which require immediate attention and conflict with other priorities.
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The employee is occasionally exposed to wet or humid outdoor weather conditions. The noise level in the work environment is usually low to moderate.
Terms of Employment:
Employed at the recommendation of the Superintendent and ratified by the School Board. An At-Will employee whose salary is contingent upon the Board adopted Administrator Pay Schedule.
Evaluation/Performance Review:
Evaluated annually by the Superintendent.
