Chief Human Resources Officer

Position Title

Chief Human Resources Officer

The Chief Human Resources Officer (CHRO) provides strategic leadership, direction, and oversight for all aspects of human resources in the Hudson School District and oversees the Transportation Department. This role ensures the effective recruitment, onboarding, support, development, and retention of high-quality employees; fosters a positive, equitable, and legally compliant work environment; and aligns human resources systems with the District’s mission, values, and strategic goals.

The CHRO serves as a key advisor to the Superintendent and leadership teams on workforce planning, organizational culture, employee relations, compensation, labor matters, and HR operations.

• Develop and implement a comprehensive recruitment strategy to attract high-quality certified, support, and administrative staff aligned with District needs and workforce goals.
• Oversee hiring processes, including applicant screening, interviews, reference checks, and selection recommendations to the Superintendent.
• Lead the District’s onboarding system to ensure all new employees experience a welcoming, coherent, and supportive transition into District culture, expectations, and required training.
• Design and maintain retention strategies that strengthen staff engagement, support, morale, and long-term commitment to the District.
• Manage compensation and classification systems, ensuring internal equity, external competitiveness, and annual implementation of salary schedules and market comparables.
• Conduct salary and benefits analyses, prepare compensation recommendations, and collaborate with the Finance Office to ensure accuracy and legal compliance.
• Oversee all employee records, digital HR systems, licensure verification, and required documentation in accordance with state and federal regulations.
• Advise the Superintendent, Board, and District leaders on HR matters including workforce planning, staffing patterns, organizational structure, and personnel policy.
• Administer employee relations, including conflict resolution, coaching, corrective action, performance concerns, and compliance with negotiated agreements and District policies.
• Interpret employee handbooks, Board policies, collective bargaining agreements, and employment law for staff and administrators.
• Oversee substitute processes, including recruitment, onboarding, assignment procedures, and daily operational effectiveness.
• Lead development, revision, and maintenance of all job descriptions to ensure role clarity, consistency, and alignment with District goals and legal requirements.
• Review staffing needs with principals and administrators and support recommendations for assignments, transfers, promotions, and separations.
• Provide leadership in employee benefits administration, including communication, enrollment processes, leave programs (FMLA, ADA, workers’ compensation), and coordination with payroll.
• Maintain accurate licensure, credentialing, and background check processes, ensuring District-wide compliance with DPI, state, and federal mandates.
• Direct the development and implementation of HR policies and procedures, ensuring alignment with legislative changes and best practices.
• Oversee mandatory and voluntary professional development related to HR topics, including workplace expectations, compliance training, and supervisor support.
• Collaborate with colleges, universities, and professional organizations to support student teachers, interns, and future educator pipelines.
• Provide research, data analysis, and reporting related to wages, staffing, turnover, employee engagement, and organizational effectiveness.
• Support the Superintendent’s leadership team by contributing to District-wide communication, planning, and collaboration efforts.
• Maintain confidentiality, professionalism, and ethical practice in all personnel matters and interactions.
• Serve as a liaison to legal counsel, DPI, and external agencies regarding personnel and employment matters.
• Represent the District at local, regional, and state HR associations to stay current with emerging trends and labor market conditions.
• Overse…