Interim Director of Human Resources

Interim Director of Human Resources Iowa City Community School District - 4.0 Iowa City, IA Job Details Full-time $135,695 a year 1 day ago Qualifications Staff supervision Managing human resources teams Master's degree Mentoring Data-driven problem-solving Strategic thinking in HR leadership Stakeholder relationship building Full Job Description Iowa City Community School District Interim Director of Human Resources

QUALIFICATIONS

: Education and Professional Preparation Master's degree in Educational Leadership, Human Resources, Business Administration, Public Administration, Organizational Leadership, or a closely related field required. Doctorate (Ph.D. or Ed.

D.) in Educational Leadership, Organizational Leadership, Human Resources, Business Administration, or a related discipline preferred. Advanced coursework, training, or demonstrated expertise in organizational development, labor relations, human capital management, educational administration, or strategic leadership preferred. Human Resources Leadership Experience Minimum of five (5) years of progressively responsible Human Resources leadership experience with demonstrated success in strategic planning, organizational development, talent management, employee relations, and workforce administration. Experience leading and supervising Human Resources teams, managing complex personnel matters, and implementing organizational initiatives that support operational excellence and employee effectiveness. Demonstrated success developing and executing human capital strategies that improve recruitment, retention, employee engagement, and organizational performance. K-12 Education Experience Minimum of five (5) years of Human Resources experience within a K-12 educational environment preferred. Demonstrated understanding of public education systems, school district operations, educational employment practices, and the unique workforce needs of school organizations. Experience supporting certified and classified employee groups, licensure requirements, educator evaluation systems, and school improvement initiatives preferred. Human Resources Expertise and Technical Knowledge Demonstrated knowledge and experience in multiple areas of Human Resources administration, including but not limited to: Talent acquisition, recruitment, selection, and onboarding. Workforce planning, staffing analysis, and succession planning. Employee relations, conflict resolution, and workplace investigations. Performance evaluation systems and employee development. Labor relations, collective bargaining, and contract administration. Compensation, classification, and total rewards strategies. Human Resources Information Systems (HRIS) and employee data management. Organizational culture, employee engagement, and climate initiatives. Policy development, compliance monitoring, and risk management. Strong knowledge base of federal and state employment laws, regulations, and reporting requirements. Ability to lead strategic planning, change management, and organizational effectiveness as it related to HR functions.

Leadership Competencies Demonstrated ability to:

Provide visionary HR leadership and strategic direction in a complex educational organization. Build collaborative relationships with administrators, employees, labor representatives, community stakeholders, and educational partners. Analyze organizational needs and develop innovative people focused solutions that support District goals and priorities. Lead organizational change initiatives and continuous improvement efforts. Communicate effectively with diverse audiences through written, verbal, presentation, and facilitation skills. Exercise sound judgment, discretion, professionalism, and confidentiality in sensitive personnel matters. Utilize data and analytics to inform decision-making and evaluate organizational outcomes. Manage multiple priorities while maintaining high standards of service, responsiveness, and accountability. Licensure and Certifications Iowa Administrator License with Evaluator Approval preferred. Professional certifications demonstrating advanced Human Resources expertise preferred, including: Professional Human Capital Leader in Education (pHCLE) Executive Human Capital Leader in Education (eHCLE) SHRM Senior Certified Professional (SHRM-SCP) Senior Professional in Human Resources (SPHR) Other equivalent nationally recognized Human Resources or educational leadership certifications. Iowa School Business Official (SBO) License preferred. Equivalent Qualifications Such alternatives to the above qualifications, including a combination of education, training, certifications, and experience, as the District may find appropriate and acceptable.

REPORTS TO

: Chief Operating Officer

SUPERVISES

: HR Coordinators and Specialists, and other employees as directed by the

COO JOB GOALS

: Direct the efforts of the District's Human Resources Department to ensure the attainment of goals and objectives of the District. Participate in the formulation and administration of organizational policies and goals as related to HR. Lead all areas of Human Resources in order to enhance student learning, promote the overall efficiency of the school system, and maximize the educational opportunities available to each child.

PERFORMANCE AND LEAD RESPONSIBILITIES

: Strategic Leadership and Organizational Development Provide strategic leadership and oversight for all Human Resources functions across the District, ensuring alignment with the District's mission, strategic plan, equity goals, and educational priorities. Serve as a strategic advisor to the Superintendent's Cabinet and District leadership team on matters related to personnel, organizational effectiveness, workforce trends, labor relations, employee engagement, and risk management. Serve as a member of the Superintendent's Cabinet and provide leadership in the development, implementation, and evaluation of District policies, procedures, and strategic initiatives. Collaborate with executive leadership and building administrators to identify workforce needs, develop staffing projections, and create long-term talent management strategies that support student achievement and organizational excellence. Lead organizational change management efforts related to human resources initiatives, staffing structures, process improvements, technology implementations, and districtwide strategic priorities. Foster a culture of professionalism, collaboration, accountability, inclusion, and continuous improvement throughout the District. Human Resources Operations and Compliance Direct and oversee the daily operations of the Human Resources Department, including talent acquisition, employee relations, investigations, onboarding, licensure compliance, HRIS administration, compensation, benefits coordination, workforce planning, and organizational development. Ensure the consistent application of District policies, procedures, collective bargaining agreements, and employment regulations while promoting equitable and legally compliant personnel practices. Monitor changes in employment law, educational regulations, and human resources best practices, making recommendations and implementing updates to ensure ongoing compliance and organizational effectiveness. Ensure the accuracy, integrity, confidentiality, and security of personnel records and employee data in accordance with applicable laws and regulations. Ensure the timely and accurate completion of all required local, state, and federal reporting related to personnel, employment practices, licensure, affirmative action, compliance, and workforce data. Talent Acquisition, Staffing, and Workforce Planning Lead all aspects of the employee lifecycle, including recruitment, selection, onboarding, professional growth, retention, succession planning, recognition, and separation processes. Develop and implement comprehensive recruitment and staffing strategies to attract, hire, and retain a highly qualified and diverse workforce, including the creation and management of annual staffing and hiring plans. Direct the District's interview, selection, hiring, and onboarding systems, ensuring compliance with state and federal laws, collective bargaining agreements, Board policies, and best practices in human capital management. Collaborate with Finance and District leadership to support budget development, staffing allocations, compensation planning, and personnel forecasting. Partner with Executive Directors, Principals, and Department Leaders to support leadership development, coaching, succession planning, and workforce capacity-building initiatives. Employee Relations and Labor Management Lead and support districtwide initiatives related to organizational culture, employee engagement, workplace climate, wellness, and employee retention. Oversee employee relations matters and conduct or coordinate investigations involving workplace concerns, policy violations, discrimination, harassment, misconduct, and other personnel-related issues while ensuring confidentiality and due process. Serve as the District's lead representative or member on labor-management committees, collective bargaining negotiations, and other employee relations forums as assigned. Participate as a member of District negotiation teams, providing strategic guidance, data analysis, contract interpretation, and recommendations related to personnel matters. Promote collaborative labor-management relationships and facilitate proactive problem-solving between District leadership and employee groups. Compensation, Classification, and Performance Management Maintain and administer compensation systems, salary schedules, pay structures, and position classifications for non-bargaining unit employees, conducting periodic market analyses and recommending adjustments as appropriate. Develop, review, and maintain job descriptions and essential functions for all employee classifications to ensure organizational alignment, compliance, and operational effectiveness. Provide leadership and support for the District's employee evaluation systems for certified and support staff in collaboration with the Director of Equity and Employee Relations, ensuring compliance with Iowa Code and continuous improvement of performance management practices. Utilize workforce analytics and data-driven decision-making practices to evaluate trends, monitor key performance indicators, support strategic planning, and improve organizational effectiveness. Human Capital Development and Educational Partnerships Facilitate and continuously improve New Teacher Orientation, employee onboarding programs, and districtwide induction processes to ensure successful employee transitions and long-term retention. Oversee certification, licensure, and credentialing processes for employees, ensuring compliance with state and federal requirements. Direct and coordinate the placement of pre-service educators, student teachers, practicum students, interns, and university partnerships that support future educator development. Promote professional learning opportunities that strengthen employee effectiveness, leadership capacity, and organizational performance. Human Resources Technology and Systems Management Oversee the administration, maintenance, implementation, enhancement, and optimization of Human Resource Information Systems (HRIS), ERP systems, employee self-service platforms, and related technology solutions. Lead system implementations, upgrades, integrations, and process improvement initiatives designed to increase efficiency, accuracy, and user experience. Ensure the effective use of technology and workforce analytics to support operational excellence and informed decision-making. Governance, Communication, and Community Relations Prepare and present reports, recommendations, workforce analyses, and personnel updates to the Superintendent, Board of Directors, Cabinet, and other stakeholder groups. Attend Board of Directors meetings and make presentations regarding Human Resources initiatives, staffing recommendations, personnel actions, compliance matters, and strategic workforce planning. Represent the District in professional organizations, community partnerships, university collaborations, and state-level human resources initiatives to advance organizational goals and remain informed of emerging best practices. Build and maintain positive relationships with employees, administrators, labor representatives, educational partners, and community stakeholders. Supervision and Department Leadership Supervise, mentor, develop, and evaluate Human Resources Coordinators, Specialists, and other assigned personnel. Establish departmental goals, performance expectations, and accountability measures aligned with District priorities. Promote high performance, professional growth, collaboration, and exceptional customer service within the Human Resources Department. Other Duties Perform other duties and responsibilities as assigned by the Chief Operating Officer or Superintendent in support of District operations and strategic objectives.

TERMS OF EMPLOYMENT

: Twelve-month contract (non-renewable). Salary - Step 7 of the ESC Admin 1 line in Board Policy 415.5. Calendar established by the School Board.

EVALUATION

: Performance of this job will be evaluated in accordance with the provisions of the District's policy on Evaluation, State Statute, and any applicable Collective Bargaining Agreement.