Chief of Human Resources Position Available In Shelby, Tennessee

Job Description:

Purpose and ScopeThe Chief of Human Resources has overallresponsibility for the district’s talent management and peopledevelopment process and programs. The Chief of Human Resources willoversee the functions of benefits, compensation, employeerelations, performance evaluation, recruitment, and staffing. As akey member of the senior leadership team, the Chief of HumanResources will ensure the district is attracting, developing, andretaining the talent necessary to drive student achievement in theclassroom.

Essential Job FunctionsThis position description is notintended to be an exhaustive list of all duties, knowledge, orabilities associated with this classification, but is intended toaccurately reflect the primary job elements. Drive district-wide multi-year planning and strategy foracademics and instruction: Align the Human Resources Office withthe district’s overall strategic plan. Set a holistic multi-yearstrategy to attract, hire, and retain the highest quality talentfor the district’s schools and central office. Establishdistrict-wide goals for human capital. Ensure talent strategyaligns with the multiple achievement paths model being adopted bythe district. Oversee district-wide personnel performance management andevaluation: Institute a data-driven performance management andevaluation system for all district employees. Ensure all employeesare receiving quality evaluations and feedback. Tailor performancemanagement to the specific role (e.g., teacher, central officeemployee). Develop clear career paths for all types of districtemployees to develop and advance through the organization.

Build teacher capacity:

Drive continuous improvement ininstruction by building teacher capacity and supporting, inconjunction with the Academic Office, the recruitment anddevelopment of teaching talent. Set the district’s overall strategyand approach to teacher talent. Develop a pipeline managementstrategy to attract and hire high-quality and high-potentialteachers. Manage strategic relationships with externalorganizations (e.g., TFA, MTR, CBU, etc.). Oversee evaluation toolsfor teachers and provide forums for teachers to receive positivefeedback. Develop programs to retain high-quality teachers in thedistrict and develop career paths for teachers to become teacherleaders and administrators. Coordinate new teacher training andongoing professional development.

Drive school leader development:

In conjunction with theAcademic Office, develop a pipeline for recruiting school leadersfrom outside the district and growing school leaders from internaltalent, such as high-performing teachers and teacher-leaders, sothat each school in the district has an effective principal. Oversee the effective administration and execution of humanresources activities, including compensation and benefits: Directdistrict-wide administration of compensation and benefits andensure consistency across the organization. Guide a holisticphilosophy toward benefits, as it is a major investment both as asubset of total compensation and overall. Set a strategy forcompensation across the organization that attracts talent andcompensates employees at fair market values. Manage all relevant HRand personnel policies and recommend changes as needed. Managerelations with employee labor groups. Oversee Labor Relations program, policies, and procedures:

Build comprehensive employee relations strategies that promote apositive workplace culture and enhance employee engagement. Ensureworkplace investigations, grievances, complaints, and requests foraccommodations are in compliance with district policies and statelaw. Represent the district in labor relations matters, includingnegotiations and contract administration. Oversee district recruiting and staffing processes: Setstrategy for and manage recruiting, pipeline management, andstaffing for all employees. Develop staffing processes that attractnew talent, retain the best talent in the district, and are fair,fast, and transparent. Coordinate with the Academic Office tomanage the school staffing process. Oversee central office staffingprocesses. Coordinate onboarding for new employees and ongoingtraining for all employees. Enforce accountability and quality control measures: Championthe importance of attracting, developing, and retaininghigh-quality talent throughout the organization. Foster a cultureof lifelong learning through ongoing professional development.

Develop a district approach to ensuring diversity at all levels ofthe organization. Ensure compliance with all federal, state, local,and district policies and procedures as they relate to thedistrict. Support the overall vision and leadership of the district andthe department: Serve as a key contributor on the Superintendent’scabinet to set the overall vision and provide leadership to thedistrict. Manage the overall budget for the department and set andenforce the financial metrics. Performs related responsibilities as required ordirected.

Minimum QualificationsMaster’s degree in Education, HumanResources, Public Administration, or related required. Publiceducation experience is preferred.

Certifications:

ProfessionalCertifications:

SHRM Senior Certified Professional (SHRM-SCP), SHRMCertified Professional (SHRM-CP), or HR Certification Institute(HRCI) are highly preferred.

Ten (10) years of experience in a topleadership position managing talent or human resources relatedactivities.

Degree Equivalency Formula:

Bachelor’s Degree= 4 yearsplus required years of experience.

Master’s Degree= 2 years plusrequired years of experience. Where Master’s degrees are required,years for Bachelor’s Degrees must be included.

Additional JobDetailsPlease note: All applicants must apply through the

MSCSwebsite:

www.scsk12.org. The annual salary range for this positionis $122,899.84 minimum to $176,705.12 maximum. #J-18808-Ljbffr