Title:

Director of Human Resources

DBM Classification:

E82/Grade 25

Department:

Human Resources

Salary Range:

$132,699 - $184,748

Employee Group:

Administrative

Prepared Date:

September 2024

Reports to:

Superintendent

FTE/ FLSA Status:

1.00-12-Months- Exempt

SUMMARY OF RESPONSIBILITIES

As a member of the Superintendent’s leadership team, develops, plans, and administers policies and procedures relating to districtwide Human Resources, including labor relations and negotiations, compensation and benefits programs, Human Rights and investigations, recruitment, selection, and hiring; performance management and organizational development by performing the following duties directly or through subordinates.

DUTIES AND RESPONSIBILITIES

Provide advice and counsel to the Superintendent, Cabinet members, Principals, and Department leaders regarding human resource and employee performance issues. Keep the Superintendent and administrators informed of significant human resource issues that may have implications for the organization.
Supporting the Superintendent, as a member of the Executive Leadership Team, in coordinating action to achieve the mission and to meet the current and future human resource needs of the organization in creating an inclusive and supportive work and educational environment.
Works with the Superintendent and Board to create overall Labor Relations strategies and effectively negotiate employee agreements and resolve employee disputes with employee organizations.
Provide feedback and guidance to the Superintendent in the analysis and development of policies and practices regarding effective human resource management for the organization. They are unwaveringly committed to anti-racist actions and use data to adapt and sustain their efforts toward racial equity and inclusive practices for students receiving special education services.
Recommend and coordinate appropriate compensation for Administrative employees to ensure the District remains competitive in the recruitment and selection of organizational leadership.
Advise the Superintendent and Cabinet members regarding organizational development and long-range staffing and succession planning needs.
Monitor and ensure the use of the evaluation systems, providing training as necessary.
Evaluate the effectiveness of performance appraisal systems for all District employees and implement changes to the performance appraisal system based on organizational needs.
Provide internal consulting services to the Superintendent, Cabinet members, Principals, and Department leaders, providing direction and recommendations regarding improved organizational and departmental efficiencies.
Serve as resource and advisor to Cabinet members, Principals, Department leaders, and supervisory personnel regarding employee performance.
Provide direction to supervisors during the employee discipline process. Work in collaboration to ensure that recommendations for termination of employment are well documented and meet legal and contractual requirements.
Develop, provide, and supervise staff development for administrators on best practices in human resources management. Ensure a safe and collaborative work and learning environment by adhering to the District Core Values, building and maintaining trust, and establishing effective relationships with colleagues, staff, students, and community members.
Direct the organization's overall process in recruiting, selecting, and assigning classified and non-classified employees; ensure compliance with federal, state, and local laws; bargaining unit language; and District policies and practices.
Develop and implement appropriate employment policies and procedures to ensure the optimum operation of recruitment, selection, and assignment of personnel.
Direct the investigation of matters involving employee performance or alleged misconduct; ensure reports and recommendations are completed in accordance with due process; recommend discipline/termination of personnel whose performance is deemed unsatisfactory.
Direct the effective utilization of the District’s substitute employee program.
Analyze statistical data regarding the use of substitutes, provide information, and develop reports to share with the administration for organizational planning and decision-making purposes.
Develop and monitor Human Resources policies and procedures to ensure ongoing compliance with federal, state, and local laws, bargaining unit language, and District policies and practices.
Serve as District EEO Officer, Title IX Decision Maker, and Human Rights Officer for employee matters.
Prepare, recommend, and monitor program budgets for allocating resources in the areas of responsibility.
Perform other tasks and assume other responsibilities as assigned.

KNOWLEDGE, SKILLS & ABILITIES

A Racially conscious and committed to equity work. Possesses a clear personal commitment to advancing racial equity and racial consciousness. They prioritize their own racial equity journey and set clear expectations for themselves and others in their pursuit of racial equity goals. They are skilled in using racial equity tools to achieve these objectives. Ability to read, analyze, and interpret professional articles, financial reports, and legal documents.
Knowledge of State and Federal laws and regulatory issues governing the employment of people in and in a public education setting, including rules and regulations of the Minnesota Department of Education and other governing agencies.
Ability to respond to common inquiries or complaints from administrators, teachers, other District employees, the general public, and the School Board.
Utilizing diverse communication methods and languages to effectively reach a broad range of audiences. They actively listen for both spoken and unspoken racial concerns, seek multiple racial perspectives, examine the presence and role of “Whiteness” in systems and structures, and are open to feedback regarding their own racial blind spots. Fosters joy and cultivates a culture of accountability for systemic racial equity transformation.
Ability to effectively present information to administrators, teachers, other District employees, the general public, and the School Board.
Ability to define problems, collect data, establish facts, and draw valid conclusions.
Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables.
Providing effective customer service and dealing tactfully and courteously with the public.
Establishing and maintaining effective working relationships with co-workers, clients, advocates, and representatives from community groups and government agencies.
Communicating effectively verbally and in writing.

SUPERVISORY RESPONSIBILITIES

Directly supervises the Human Resources Department.
Has responsibility for the overall direction, coordination, evaluation, and supervision of these employees in accordance with School District policies and applicable laws.
Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

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 sit, use hands, talk, and hear. The employee is occasionally required to stand, walk, reach with hands and arms, and lift and/or move up to 10 pounds. Specific vision abilities required by this job include closeness and the ability to adjust focus.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform essential functions. The noise level in the work environment is usually quiet.

EDUCATION and/or EXPERIENCE

Requires Bachelor’s degree in Human Resources, Public Administration, Business or related area. Master’s degree preferred.
Requires five years related experience, preferably in an educational setting; or equivalent combination of education and experience.
Required minimum of two years of management or supervisory experience

CERTIFICATES, LICENSES, REGISTRATIONS

Certification as a Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) is preferred, if the person does not possess a Master’s degree in a human resource related field.

Saint Louis Park Independent School District 283

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