Director of Human Resources - Olympia, United States - North Thurston Public Schools

Description

Employment Begins: July 1, 2024

First considerations May 28th

DIRECTOR of HUMAN RESOURCES

Classification: Administrative Location: District Office

Reports to: Executive Director for Human Resources FLSA Status: Exempt

Bargaining Unit: None

The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

Part I: Position Summary:

The Director for Human Resources participates in management, planning, and administration of a major portion or combination of the District's Human Resources (HR) management program (e.g., classified employee HR management, certificated employee HR management, Human Resources information systems and labor relations). The Director for Human Resources is responsible for supervision of assigned staff and annual evaluations.

The District represents a diverse community. More than 50% of our students arrive with diverse backgrounds. We seek an individual who has successful experience in working with culturally diverse families and communities. The selected candidate must demonstrate a commitment to strengthening community engagement and communication with the District's diverse populations.

Part II: Supervision and Controls over the Work:

Serves under the direction and guidance of the Executive Director for Human Resources. Held responsible for results in terms of effectiveness of planning and administering assigned areas of responsibility and for achievement of program goals and objectives. Work of the Director for Human Resources is guided by, and must be in compliance with, federal and state law, policy direction of the School Board, compliance with state and local regulatory agencies (i.e., OSPI, OFM, DRS, OHR, DLI, etc.), and with direction of the Executive Director for Human Resources.

Part III: Major Duties and Responsibilities: Performs the full range of Human Resources management duties with limited guidance and supervision to include, but not limited to:

1. Supervisory: Supervise assigned staff and conduct annual performance evaluations. Provide training and guidance to support staff. Supervise and coordinate the maintenance of HR information systems (e.g. Skyward, personnel action database, clock hour database, etc.). Performs other supervisory duties as assigned. Support the work of Human Resources Coordinators in meeting state reporting, budget and payroll timelines.
2. Position Management: Maintains data on authorized positions consistent with approved budget and resource allocations. Prepares data reports and assists departments and schools. Supports the coordination with department supervisors/and or payroll regarding changes affecting staff, i.e., location assignments, academic credits or experience affecting salary placement, workdays, account code changes, leaves of absence, leave sharing, light duty/return to work assignments, terminations, and staff accommodations.
3. Recruitment and Placement: Participates in recruitment for vacant positions or anticipated vacancies. Provides support in verifying job description accuracy, coordinates with organizational supervisor to identify essential qualifications, issues job postings in compliance with collective bargaining agreements, receives applicant resumes and supporting documents, verifies citizenship or immigration documentation, evaluates and determines job qualifications to include licensure and certification when required, and assists or guides supervisors in the interview and selection process. Ensures background reviews/references of substitutes have been conducted and brings questionable information to the Human Resources Executive Director. Conducts background reviews, at the direction of the Human Resources Executive Director, of recommended selections and provides Human Resources Executive Director results of review.
4. Behavior Management: Receives notice of possible misconduct from supervisor(s). Refers to Human Resources Executive Director or designee for determining appropriate course of action. Provides assistance with investigation and district response upon request of Human Resources Executive Director or designee. Coordinates union representation at meetings and assists in the preparation of disciplinary notices.
5. Contract Negotiations: Continually monitors the application of collective bargaining agreement provisions to identify when changes are needed to maintain a responsive and effective Human Resources management program. Conducts research into and assists in developing bargaining proposals and strategies and analyzing and developing positions and responses on union proposals. Participates in bargaining process as needed. Provides guidance and support to supervisors to assure compliance with contract requirements is upheld. Participates in the collective bargaining process to include contract administration in collaboration with the Human Resources Executive Director.
6. Labor Relations: Maintains open communications and liaison with union representatives. Participates in periodic labor-management meetings to discuss and resolve current issues. Obtains union input on procedural and policy changes. Conducts, completes and/or responds to salary surveys. Provides negotiations, discipline and investigative support. Disseminates information to the union as required by the contract. Consistently exercises knowledge and independent judgment in an effort to resolve grievances at the lowest level. When grievances are not resolved, assists in preparing for and participating in grievance/arbitration hearings.
7. Reporting/Systems Management: Assist in the supervision of all classified and certificated staffing data and budget preparation. Collaborates in the creation of reports and revisions which may be complex (e.g., Washington State S-275. I Grants, HQ, etc.) and requires extreme accuracy to prevent a negative impact on programs and budgets. Maintains data and prepares reports and budget input as required by the District and the state and federal government.
8. Program Evaluation, Analysis and Feedback: Conducts periodic analysis and assessment of program effectiveness and/or changing needs. At least annually, conducts a comprehensive assessment review of program activities to determine their level of effectiveness and contribution to the mission of the department and to identify problem areas, areas of high success, and areas in need of change. Informs the Human Resources Executive Director on the results of their review. Prepares presentations to the Human Resources Executive Director and other district leadership to share the program evaluation results.
9. Committees: May participate on a variety of committees associated with such activities as insurance, safety, affirmative action, etc.
10. Required to follow board policies and stay abreast of updates and changes.
11. Performs other duties as assigned.

Part IV: Minimum Qualifications:

1. Incumbents must have successful experience in working with culturally diverse families and communities, or have otherwise demonstrated a commitment to strengthening engagement of a diverse community and skill in communicating with a diverse population.
2. Bachelor's degree or equivalent in Human Resources management, business, public administration, and/or other related fields.
3. Three years of progressively responsible Human Resources management experience or K-12 administrative experience.
4. Knowledge of district policy, employment laws and regulations that relate to the management of Human Resources.
5. Strong understanding of "client-centered" support and the ability to establish effective working relationships at all levels of the organization.
6. Strong oral and written communication skills.
7. Demonstrated skill at conflict resolution.
8. Ability to work both independently and cooperatively, exercise independent judgment and creativity, organize work, set priorities, and meet deadlines.
9. Successful experience in meeting demanding and inflexible deadlines.
10. Knowledge and skill in the effective use and application of technology and data base systems.
11. Demonstrated success in maintaining a high level of confidentiality related to all Human Resources functions.
12. Demonstrated ability to work and communicate positively with staff, students, parents and the public.
13. Possess a valid Washington State driver's license.

Part V: Desired Qualifications:

1. Successful administrative experience in a K-12 public school setting.
2. Successful experience in a unionized environment.
3. Successful experience with all aspects of HR information systems and knowledge of web-based applications.
4. Successful experience with supervision and evaluation of support staff.
5. Successful experience in providing individual and group professional development.
6. Capacity to work with ambiguity while enforcing rules and regulations governing the work in Human Resources.

Part VI: Physical and Environmental Requirements of the Position:

The physical demands and work environment 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 frequently required to sit, lift, carry, move about, hear and speak. Employee may be required to perform extensive work at a computer display terminal. The employee must occasionally lift and/or move 25 to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

Insurance Benefits

Employees who are anticipated to work 630 hours during the school year (September 1 through August 31) are eligible for medical, dental, vision, long term disability and basic life insurance benefits.

North Thurston Public Schools benefits are administered by the Washington State Healthcare Authority under the School Employees Benefits Board (SEBB). Click on the link for information on available benefit options.

Retirement and Deferred Compensation

Eligible employees are required to be a member of the Washington State Department of Retirement Systems Plan. . For eligibility information, check on the link to the Department of Retirement Systems' web site.

Employees also have the ability to participate in tax deferred 403(b) and 457 Deferred Compensation Plans (DCP). These are supplemental retirement savings programs that allows you control over the amount of pre-tax salary dollars you defer as well as the flexibility to choose between multiple investment options.

Clink on the link for information on 457 plan (DCP) with the Department of Retirement Systems.

To enroll in an eligible 403(b) plan, employees must consult with their own financial planner that is an approved vendor.

THIS IS A NON-UNION POSITION

Equal Opportunity Employer

North Thurston School District does not discriminate in any programs or activities on the basis of sex, race, creed, religion, color, national origin, age, veteran or military status, sexual orientation, gender expression or identity, disability, or the use of a trained dog guide or service animal and provides equal access to the Boy Scouts and other designated youth groups. The following employees have been designated to handle questions and complaints of alleged discrimination: Civil Rights Coordinator and Title IX Officer: , ; Section 504 Coordinator at , Address for both: 305 College St. NE. Lacey, WA

IMPORTANT INFORMATION: Effective June 11, 1992, pursuant to Public Law 92544 all new employees must complete a satisfactory fingerprint and sexual misconduct background check. All employment is considered temporary until receipt of satisfactory check. Proof that the fingerprinting process has begun must be supplied to Human Resources prior to the first day of employment.