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Chief Human Resources Officer

Organization: 
Bend La Pine Schools
Closing date: 
Sunday, September 27, 2020

To Apply: https://www.applitrack.com/bend/onlineapp/default.aspx?Category=Administ...

Contract Days: 261
Salary: $136,784 - $140,888 per year depending on experience, plus exceptional benefits.
Hours per day: 1.0 FTE

Bend – La Pine Schools is recruiting a Chief Human Resources Officer to support our nearly 2,500 District employees and 18,500 Central Oregon students. If you believe in our purpose of Educating Each Student to be a Thriving Citizen, we encourage you to apply online for the CHRO position by 11:30 p.m. on September 27, 2020. Employment with Bend – La Pine Schools offers a competitive salary and comprehensive benefits package that includes family medical coverage and a 100% employer funded defined benefit retirement program (PERS).

Completed Applications Must Include:
Resume
Cover Letter
Letters of Recommendation (3)

Projected Initial Interview Date: October 1st & 2nd, 2020
Finalist Interview Date: October 8th, 2020

POSITION DESCRIPTION :

The Chief Human Resources Officer (CHRO) will serve as a member of the superintendent’s core leadership team, supervising and leading all aspects of the district’s human resource functions. The CHRO will oversee development and implementation of legally sound and effective human resource management programs, policies, practices, and systems. The CHRO will provide leadership that promotes the hiring and retention of talented, diverse personnel, including staff who increasingly reflect our student and community demographics. The CHRO will be responsible for the strategic planning and implementation of human resource programs to include professional and auxiliary staffing, wage and salary administration, leave administration, performance appraisal, employee relations, benefits and employee communication. The CHRO will interpret, recommend and develop policies and administrative regulations for the district. The CHRO will provide leadership in labor and employee group relations, including contract negotiations and maintenance.

ESSENTIAL JOB FUNCTIONS:

Employment
- Create and execute plans for human resources services. Identify current and future needs of the district and develop and align policies, regulations, processes, procedures, and systems, including recruitment, selection, on-boarding, staffing,
training, evaluation, and retention strategies.
- Develop highly effective recruitment and retention strategies, with keen attention to shaping a talented teacher and staff workforce that creates a more diverse district culture and reflects student and community demographics.
- Work cooperatively with principals and staff to define personnel needs regarding instructional and support functions across all departments/schools.
- Work with principals and other administrators to forecast staffing needs and develop staffing plans in alignment with the budget.
- Ensure that all teachers and aides are qualified and all employees have the appropriate credentials for assignments.
- Administer and oversee effective orientation programs for new employees.
- Administer employment contracts and supervise contract renewals and nonrenewals.
- Provide equal employment opportunity and work cooperatively with others to ensure compliance with federal and state laws and regulations.
- Assist supervisory personnel in conducting due-process procedures.
- In collaboration with district associations, implement employee performance evaluation systems that promote effective performance and ensure that supervisors have proper training to oversee these systems.
- Assist supervisors and principals with employee support and improvement plans.

Compensation and Benefits

- Analyze wage and salary data and recommend effective compensation plans.
- Develop and implement procedures for salary administration and placement of new hires.
- Administer leave benefit programs and monitor employee attendance patterns.
- Develop and implement systems and procedures for the preparation and updating of job descriptions and for the proper classification of positions in the district compensation plan.
- Develop and administer the district’s compensation program, including salary surveys, service records, and alternative pay programs, such as stipends.
- Oversee compliance with federal wage and overtime laws and ensure proper timekeeping for nonexempt personnel.
- Work collaboratively with business office to calculate cost estimates for compensation and benefit recommendations.
- Manage the district’s health insurance, optional employee benefits, and unemployment compensation benefit programs.
- Maintain a strong working relationship with insurance vendors and third party administrators.
- Provide employees with information about benefits and advocate on their behalf.
- Review and recommend changes in benefit programs.
- Oversee the management of workers compensation claims and administration, including claims reviews and participate in litigation and cost containment strategies.

Employee Relations

- Promote collegiality, teamwork, and collaborative decision making among staff.
- Provide leadership in contract negotiations and maintenance.
- Provide for effective communication with staff, district employees, media, community, and the board.
- Proactively identify and respond to issues of interest to employees.
- Implement procedures to ensure that employees are informed of personnel policies, procedures, and programs that affect them.
- Implement and oversee effective district-wide employee recognition programs.
- Coordinate communication and mediation processes for employee complaints, grievances, and concerns.
- Conduct and coordinate employee investigations.

Budget

- Ensure that programs are cost effective and that funds are managed prudently.
- Ensure that district staffing is aligned to the district budget.
- Develop and monitor the annual budget for the department.
- Work cooperatively with the business office to provide cost analyses of salary, wage and benefit adjustments for the budgeting process.
- Supervise personnel records management and oversee compliance with the state records management program.
- Develop and maintain systems for retrieval of information in support of all programs.Compile, maintain, file, and secure all physical and electronic reports, records, and other required documents.

Human Resources Department

- Hire, organize, and direct the work activities of department staff.
- Evaluate job performance of department staff to ensure effectiveness.
- Provide training and development for department staff.
- Establish department goals and objectives and ensure that department operations contribute to the attainment of district goals and objectives.
- Develop, administer and monitor the annual budget for the department.

Other

- Attend board meetings regularly and make presentations to the board.
- Implement the policies established by federal and state laws, State Board of Education rules, and local board policies in the area assigned.
- Oversee the completion of ODE state reports pertaining to staffing and assignments.
- Participate in professional development activities to maintain current knowledge of human resource rules, regulations, and practicesand adjust plans, policies and procedures accordingly.
- Demonstrate behavior that is professional, ethical and responsible and serves as a role model for all district staff.
- Performs other duties as assigned.

WORKING CONDITIONS:

The employee performs under extreme heavy workloads and inflexible deadlines. Requests and issues are often received which require immediate attention, setting up conflicting priorities. Sound judgment is required in stressful situations. The employee needs to be able to lift materials, boxes or equipment weighing up to 30 pounds and/or maneuver up to 50 pounds. This position generally works in an office environment with occasional travel to schools and other locations for meetings.

KNOWLEDGE, SKILLS AND ABILITIES:

Knowledge:
- Deep understanding of human resource laws, rules, regulations, systems and processes
- Demonstrated expertise in recruitment and retention systems and supports, especially in hiring and retaining diverse candidates for leadership, certified, and classified positions
- Well developed equity lens to use in promoting continuous district improvement
- Deep understanding of staff evaluation systems and processes
- Demonstrated expertise in negotiating and managing collective bargaining agreements

Skills & Abilities:
- Effective collaboration with employees at all levels
- Systems thinking
- Ability to interpret laws, rules, and policies related to education, district AR’s and labor laws
- Adaptive leadership skills, including flexible thinking and innovation
- High level of commitment to the completion of all tasks, including making detailed and accurate records
- Strong oral and written communication skills
- Ability to maintain effective working relationships with staff, students, and community
- Strengths in analyzing and coordinating a variety of complex tasks
- High level of conflict resolution skills
- Skills in de-escalation and clear communication in confrontational and emotional situations
- Ability to maintain strict confidentiality

EDUCATION AND EXPERIENCE:

Required:
4 year Bachelors Degree
Minimum of five (5) years leadership experience in human resources
Demonstrated track record of success in the following areas:
Leading organizational scale human resources systems and processes
Labor and employee group relations
Recruitment and retention of diverse workforce

Preferences:
Fluency in Spanish language
Current state-required administrative license, or the ability to acquire such license
SHRM-CP or PHR certifications
Successful school level leadership experience
Large district leadership experience
The statements herein reflect general details as necessary to describe the principle functions of the job, the level of knowledge and skills typically required and the scope of responsibility, but should not be considered an all-inclusive listing of work and physical requirements. Individuals may perform other duties as assigned, including work in other functional areas to cover absences or relief, to equalize peak work or otherwise to balance the workload.