Executive Director of Human Capital Management

Executive Director of Human Capital Management

Starting Date: Immediately

Position: Executive Director of Human Capital Management

Exempt Status: Exempt

No. of Days: According to district approved calendar

Department: Human Capital Management

Reports To: Chief of Human Capital Management

Supervises: Directors of Human Resources and Directors of Talent Development

• Master's degree from an accredited college or university (preferred)
• Five years of experience in Human Capital
• Three years of supervisory experience

Responsible for overall management of the district’s human capital functions. Lead the strategic planning and implementation of human capital to include staffing, wage and salary administration, leave administration, performance appraisal administration, employee relations, and benefits. Recommend and implement legally sound and effective human capital management programs, policies, and practices.

• Knowledge of selection, training, and supervision of personnel
• Knowledge of wage and salary, benefits, and performance appraisal administration
• Knowledge of general and education employment law and hearing procedures
• Ability to implement policy and procedures
• Ability to use software to develop spreadsheets, perform data analysis, and do word processing
• Ability to manage budget and personnel
• Excellent public relations, organizational, communication, and interpersonal skills
• Ability to speak effectively before groups of employees, the school board, or other organizations
• Knowledge of professional development practices
• Knowledge of educator pipelines and pathways

• Assist a Chief of Human Capital in creating and executing a plan for human resources in alignment with district core values as adopted by the board and the district’s strategic plan. Identify current and future needs of the district and align processes and procedures, including recruitment, selection, onboarding, professional and leadership development, training, evaluation, and retention strategies.
• Determine the HR training needs throughout the school district and develop and plan training programs to meet the established needs. Implement both ongoing and special interest training programs.
• Direct the planning, development, coordination, and evaluation of operations of the human resources department, including establishing department goals and objectives.
• Direct and monitor employee performance appraisal system and ensure that supervisors have proper training. Assist supervisors and principals with employee counseling, improvement plans, and due‑process procedures, where needed.
• Select, train, supervise, and evaluate HR staff and make sound recommendations relative to assignment, retention, discipline, and dismissal.
• Ensure district compliance with federal and state laws and regulations.

• Facilitate the hiring process including screening, selecting, and recommending prospective candidates to ensure background checks are completed and in compliance with state and federal law.
• Provide oversight of the onboarding and exit processes.
• Work with principals and other administrators to forecast staffing needs and develop staffing plans. Develop and implement recruitment and retention strategies and a screening and selection process for all employees.
• Ensure that all teachers are highly qualified and have the appropriate credentials for assignments.
• Provide a system for new employees to acquire appropriate information, support, and training necessary for success on the job.
• Oversee all aspects of employment contract administration.

• Assist with the administration of the district’s compensation program, including job descriptions, salary surveys, and position reclassifications.
• Develop, implement, administer, and monitor procedures for salary administration and placement of new hires.
• Oversee the management of the district’s leave, health insurance, optional employee benefits, workers’ compensation, and unemployment compensation benefit programs, including overseeing relationship with insurance vendors and third‑party administrators.