Find & Apply For Human Resources Manager Jobs in American Fork, Utah

Assistant Director of Human Resources Alpine School District•4.0 American Fork, UT Job Details $122,790•$181,819 a year 12 hours ago Qualifications Master's degree

Full Job Description JobID:

16718

Position Type:

Basic application•admin/Admin•basic application

Date Posted:

7/27/2026

Location:

Aspen Peaks School District Date Available:

07/01/2027

Closing Date:

08/02/2026 Director of Human Resources•

Aspen Peaks School District Starting Date:

July 1, 2027

Deadline:

08/02/2026 at 11:59 pm. Candidate is responsible to submit their application before the deadline. 242 contract days, 24 vacation days

Salary :

$122,790-181,819 (Salary will depend on experience)

Contact Information:

Name:

Cami Harper Phone:

801-610-8468

Email:

JOB DESCRIPTION

Under the direction of the Chief Talent Officer, the Assistant HR director provides leadership for the Human Resources function, ensuring consistent service delivery, clear execution of workflows, and effective support to schools and district leadership. This person oversees the HR School Partners, Talent Acquisition and HR Operations while supporting complex employee relations matters, internal coordination and department consistency. Position Purpose Provides operational leadership for the Human Resources function, ensuring consistent service delivery, clear execution of workflows, and effective support to schools and district leadership. Oversees HR Business Partners, Talent Acquisition, and HR Operations while supporting complex employee relations matters, internal coordination, and department consistency. This role is intended to serve as the department's primary implementation and operational leadership role, ensuring the Talent function works cohesively in practice—not just in structure. Typical First Contact For escalated employee relations matters ownership confusion or cross-functional workflow breakdowns higher-risk corrective action or separation issues operational consistency concerns across HR functions higher-level leader support needs Key Responsibilities HR Department Leadership & Oversight Oversee day-to-day HR operations across HR Business Partners, Talent Acquisition, and HR Operations Ensure consistent application of HR processes, workflows, and service standards Monitor workload distribution and adjust support as needed Provide coaching and direction to HR team members and managers Help ensure the Talent function is operating in alignment with intended role ownership and service design Employee Relations & Escalation Suppor t Lead or support complex and escalated employee relations matters Handle employee relations issues involving senior leaders (above principal / department level) Ensure consistency in corrective action, investigations, and separation decisions Partner with HRBPs on high-risk or sensitive cases Support escalation review when legal, political, or reputational sensitivity may be present Cross-Functional Coordination Ensure effective coordination between HRBP, Talent Acquisition, and HR Operations functions Resolve ownership or workflow gaps across the HR team Support alignment with legal, risk management, and Title IX functions Help ensure internal handoffs are clear and that work does not stall or become duplicated Operational Execution & Process Improvement Ensure HR workflows are followed consistently across the district Identify opportunities to improve efficiency, systems, and service delivery Support implementation of HR systems, tools, and process improvements Maintain visibility into operational bottlenecks and address them proactively Support implementation of practical role clarity, workflow consistency, and process discipline across the Talent function Leadership Support Provide guidance and support to principals, supervisors, and district leadership as needed Support the Chief Talent Officer in implementing strategic initiatives Serve as a point of escalation when additional leadership involvement is needed Other duties as assigned Key Decisions This Role Typically Influences whether a matter should remain with

HRBP, HR

Operations, or leadership when an issue requires elevated review or legal partnership how complex employee relations issues should be handled how work should be distributed when priorities or volume shift how internal HR workflows should operate consistently Scope of Responsibility Directly supervises HR Business Partners, Talent Acquisition Manager, and HR Operations Manager Oversees execution of HR services across approximately 4,000+ employees Supports district-wide consistency in HR practices, workflows, and decision-making Minimum Qualifications Master's degree in Educational Leadership/Administration or an HR related field Preferred Qualifications School district experience preferred Key Competencies Judgment and decision-making Ability to manage complexity and competing priorities Leadership and team development Clear communication and practical problem-solving Ability to balance consistency with flexibility

Clearances:

Candidate must be fingerprinted and clear a criminal background check. Physical Demands & Work Environment 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.

Physical Demands:

Primarily sedentary office environment; frequently required to sit, talk, and hear; occasionally required to stand, walk, and reach with hands and arms; ability to lift up to 15 pounds occasionally.

Travel:

Regular travel to various school buildings and district sites may be required.

Mental Demands:

Ability to maintain emotional control under stress; ability to handle high-volume, complex legal and personnel matters with strict confidentiality.

QUALIFICATIONS

Master's degree in Educational Leadership/Administration or an HR related field required. School district experience preferred.

Equal Opportunity Employer:

Aspen Peaks School District is an Equal Opportunity Employer and does not discriminate on the basis of race, color, religion, national origin, sex, disability, age, or any other classification protected by law in its programs, activities or employment practices.