Recruitment and Retention Specialist

• Position Type:
  Communications & Media/ Recruitment and Retention Specialist
• Date Posted: 2/10/2026
• Location:
  
  EDMOND PUBLIC SCHOOL ADMINISTRATION CENTER
• Date Available:
  
  03/16/2026
• Closing Date: 02/27/2026

Edmond Public Schools
Edmond, Oklahoma

POSITION TITLE:

Employee Recruitment and Retention Specialist

POSITION TYPE: PNB
FLSA STATUS: EXEMPT

DEPARTMENT: HR

REPORTS TO:

HR Administrator

WORK CALENDAR: PNB
SALARY RANGE: $48,756 - $57,360

CONTRACT DAYS: 240
STIPEND:
Cell Phone

FULL TIME / PART TIME: FULL TIME
STANDARD

WORK HOURS:

8:00 am - 5:00 pm

PAY FREQUENCY:
Monthly
LAST UPDATED: 02/2026

• Responsible for all District employee recruitment efforts, including the marketing of the District's open positions on social media and other channels as well as conducting recruitment events and talent searches.
• Identify hiring and retention trends in a way that recognizes best practices for increasing diversity, belonging and longevity in the Edmond Public School workforce.

• Create and implement a strategic recruitment and retention plan with associated communications and marketing priorities.
• Engage in a fast‑paced office environment where meeting multiple deadlines with quality and professionalism is a top priority.
• Review and monitor workplace policies, procedures, and practices, ensuring these promote belonging and increase longevity in employment.
• Brand recruitment and retention efforts in alignment with district branding and in a way that appeals to diverse applicants and removes bias.
• Track EPS employee demographics and work toward developing a workforce that mirrors the EPS student demographics.
• Monitor and prepare analytical reports on recruitment and retention that includes data on onboarding and induction as well as exit surveys and retention surveys for the purpose of better recruitment and improvement in the work environment. All reports should be able to be disaggregated by multiple metrics.
• Work in collaboration with HR, district administrative personnel, communications, building principals, and support supervisors.
• Utilize social media and other platforms, including university job boards, Linked In, Facebook, Instagram, Twitter, email marketing, video and graphic design software, and diverse innovation technology resources, to develop content and promote recruitment.
• Take steps to market Edmond Public Schools as an employer of choice by promoting its brand, developing messaging and marketing materials focused on recruitment, and actively encouraging qualified individuals to apply for positions in the district.
• Manage and develop all recruitment and career fair content and collateral, including local and state‑wide colleges and universities as well as district‑hosted recruitment efforts.
• Develop and update brochures, website features, videos, graphics, and other forms of media for recruiting and building the positive reputation of the district.
• Collaborate with the communications department to develop recruitment materials to ensure they demonstrate and reinforce the EPS commitment to providing equitable and fair employment to all.
• Work closely with principals, directors and supervisors in determining personnel needs and filling vacancies with qualified applicants.
• Support administrators and supervisors in their hiring processes including answering questions, and keeping interview, reference check, and paperwork materials up‑to‑date.
• Build and enrich relationships with colleges, universities, individuals, and community partners.
• Actively research and pursue opportunities to make presentations and attend events at colleges, universities, and local organizations as an EPS hiring representative.
• Develop and implement recruiting methods to transition student teachers into full‑time EPS employees.
• Foster a Grow Our Own program to develop employee pipelines.
• Keep recruitment budget expenditures and reports as directed by EPS.
• Develop a strategy to identify, promote, and advertise for hard‑to‑fill positions.
• Review current practices and policies, assessing and analyzing the extent to which they support or hinder the retention of employees.
• Provide materials or training as needed…