Director Of Human Resources

PURPOSE STATEMENT

To manage the Human Resources Department, developing policies and programs to provide an employee-focused, high-performance culture. Major areas of responsibility include organizational planning and development, regulatory compliance, recruiting certified and non-certified staff of a sufficient caliber of excellence to consistently ensure the highest educational benefits to each student in the district. Ensures performance management and improvement, employee orientation and training, employee relations, employee communications, compensation, benefits, employee wellness, safety and health, and employee services and counseling. Assists and advises the Superintendent of Schools on Human Resources issues.

ESSENTIAL FUNCTIONS

The list of duties and responsibilities is illustrative only, and is not a comprehensive listing of all the duties and responsibilities performed by this position.

• Administers all personnel office activities.

• Supports the Superintendent in administrative efforts, interprets the Superintendent's ideas and decisions to staff and public, keeps the Superintendent informed of pertinent division developments and events; and seeks the Superintendent's counsel or decision as necessary.

• Develops, distributes and implements salary/wage schedules in conjunction with the payroll office.

• Administers the sick leave bank.

• Maintains district roster of employees and salaries

• Processes teacher and paraprofessional staff assignments annually

• Coordinates the development and yearly updating of employee job descriptions.

• Maintains up-to-date and accurate personnel files on all employees.

• Counsels with employees to resolve complaints, difficulties and other matters related to personnel management and works with principals on difficult or sensitive personnel matters.

• Serves as the representative of the Superintendent for discussion with representatives of employee groups.

• Assists all administrators in the implementation of personnel procedures in their school and programs.

• Designs and implements the procedures to assist employees with unemployment compensation and worker's compensation.

• Implements staff hiring decisions to ensure diversity and non-discrimination related to age, sex, race, handicaps, religion and national origin.

• Develops and maintains a system for personnel records for all school employees in order to provide comprehensive, efficient, accurate and current record of all matters pertinent to employment, certification, salary, transfer, tenure, retirement, leave and promotion.

• Maintains statistical information useful for program planning and necessary to complete reports to the Indiana Department of Education and the Gary Community School Corporation Board of School Trustees.

• Prepares and administer department's budget.

• Works with CPS on issues that arise in buildings

• Serves as a member of the Superintendent's Budget Council.

• Attends all Personnel/Labor Relations Committee meetings, Executive Sessions and Board meetings.

• Prepares and distributes recruiting materials in cooperation with professional staff members concerned.

• Cooperates with colleges and university's Schools of Education and with career guidance offices regarding applicants.

• Plans, develops and revises personnel management policies in accordance with state legislation for submission to the Board for adoption and maintains a Personnel Policies Handbook.

• Responds to questionnaires, surveys and correspondence from research or professional organizations requesting information on the district's personnel program and to request of district personnel on matters not clearly covered by regulation, policy or legislation.

• Provides school-based support and fulfills an adopt-a-school role on an annual basis.

• Maintains regular attendance and punctuality.

• Assists other personnel as may be required for the purpose of ensuring an efficient and effective work environment.

SUPERVISORY RESPONSIBILITIES

All assigned human resources staff.

QUALIFICATIONS

To perform the job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Knowledge of:

• Developing and implementing procedures for staff recruitment, selection, orientation, training, evaluation, promotion and termination.

• Developing recommendations for employee compensation, benefits and working conditions.

Skill in:

• Using a computer and related software applications.

• Using modern office equipment.

Ability to:

• Assist the Superintendent's team in developing recommendations for contract negotiations.

• Assist in the interpretation and administration of the master contract, including administration of the grievance procedure and salary schedule.

EDUCATION AND EXPERIENCE

Master's degree in Human Resources Management or related field. At least five (5) years' experience in Human Resources Management in education, private industry or other service area; specialized training in organizational planning, compensation, and preventive employee and labor relations.

CERTIFICATION

HR certification preferred.

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.

Sedentary Work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.

WORK ENVIRONMENT

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.

• Required ClearancesDrug Test

• Background Clearance