General Information The Senior Executive Human Resources Officer serves as a strategic member of the Superintendent's Executive Leadership Team and provides executive leadership for the district's comprehensive human capital strategy. This executive is responsible for aligning people, culture, organizational systems, and workforce planning with the district's strategic priorities to ensure every school and department is staffed with a highly qualified, engaged, and diverse workforce dedicated to student success.
As the district's senior human resources executive, the Senior Executive Human Resources Officer provides visionary leadership for all aspects of human resources, including talent acquisition, workforce planning, labor relations, total rewards, organizational development, employee and leadership development, HR operations, compliance, employee relations, risk management, and organizational effectiveness. This position fosters a culture of service, accountability, continuous improvement, equity, transparency, and collaboration while ensuring compliance with federal, state, and local laws, negotiated agreements, Board policies, and administrative procedures.
The Senior Executive Human Resources Officer serves as a trusted advisor to the Superintendent, School Board, Cabinet, principals, and district leaders on workforce strategy, organizational design, labor-management partnerships, succession planning, leadership development, compensation philosophy, employee engagement, and organizational change. This executive leads the development of innovative people strategies that strengthen the district's ability to recruit, develop, support, and retain exceptional employees while advancing educational excellence and organizational sustainability.
The Senior Executive Human Resources Officer also provides executive oversight for human resources technology, workforce analytics, policy development, compliance programs, and enterprise-wide initiatives that improve organizational performance, employee experience, operational effectiveness, and long-term workforce sustainability.
Reporting Relationship Reports to the Superintendent.
Responsibilities The essential functions include, but are not limited to, the following fundamental duties:
Executive Leadership & Strategic Human Capital Planning- Serve as a strategic advisor to the Superintendent and Executive Leadership Team on organizational effectiveness, workforce strategy, talent management, labor relations, compensation, organizational culture, and human capital initiatives.
- Develop and implement a comprehensive district-wide human capital strategy aligned with the district's strategic plan, operational priorities, financial resources, and student achievement goals.
- Lead enterprise workforce planning initiatives, including staffing models, organizational design, succession planning, talent reviews, and leadership continuity.
- Guide organizational transformation initiatives by aligning people strategies, organizational systems, and leadership practices to support evolving district priorities.
- Advise district leadership and the School Board on workforce trends, labor market conditions, legislative changes, organizational risks, and emerging human capital strategies.
- Foster cross-functional collaboration among Human Resources, Finance, Operations, Academics, Legal, and Information Technology to ensure integrated organizational decision-making.
Leadership Development & Talent Management- Work in partnership with other senior leaders to develop initiatives that strengthen leadership effectiveness, organizational capacity, employee engagement, and workplace culture.
- Develop comprehensive leadership development programs for administrators, supervisors, and emerging leaders.
- Oversee succession planning and internal talent mobility programs to build leadership pipelines and ensure organizational continuity.
- Establish performance management systems that promote accountability, continuous feedback, professional growth, and organizational excellence.
- Partner with district leaders to identify organizational development opportunities and implement change management strategies that improve organizational effectiveness.
- Promote coaching, mentoring, and professional learning opportunities that support employee growth at all levels of the organization.
Talent Strategy, Workforce Planning & Employee Experience- Provide executive leadership for district-wide talent strategies that attract, develop, support, and retain a highly qualified and diverse workforce aligned with district priorities and student success goals.
- Lead strategic workforce planning efforts to anticipate staffing needs, address workforce shortages, identify critical roles, and develop sustainable recruitment and retention strategies.
- Oversee equitable recruitment, selection, hiring, placement, and onboarding practices that strengthen the employee experience and ensure the district attracts and retains exceptional educators and staff.
- Develop and implement comprehensive onboarding, induction, mentoring, and support strategies for new teachers and employees to promote successful transitions, engagement, and long-term retention.
- Partner with Teaching and Learning, school leaders, and district departments to align employee development, professional learning, and performance management systems with organizational priorities and workforce needs.
- Provide strategic oversight for educator pipeline development initiatives, including Grow Your Own programs that support paraprofessionals, district employees, and individuals with bachelor's degrees seeking pathways into teaching careers.
- Establish and maintain partnerships with colleges and universities, educator preparation programs, and other external organizations to create sustainable teacher preparation and recruitment pathways aligned with district staffing needs.
- Collaborate with higher education partners to expand student teaching, clinical placement, residency, and internship opportunities that connect teacher candidates with district classrooms and future employment opportunities.
- Leverage partnerships with cooperating teachers and mentor educators to strengthen teacher candidate preparation, enhance recruitment pipelines, and increase successful transitions from student teaching experiences into district employment.
- Develop strategies to recruit and retain educators in shortage areas and high-need licensure fields through targeted workforce pipeline initiatives.
- Utilize workforce data, staffing trends, and employee experience metrics to evaluate talent strategies, identify improvement opportunities, and inform long-term workforce decisions.
Labor Relations & Employee Relations- Provide executive leadership for labor-management relations across all bargaining units, fostering collaborative partnerships that support organizational effectiveness, employee engagement, and student success.
- Lead the district's collective bargaining strategy by partnering with the Human Resources Team and cross-functional subject matter experts (SMEs) to develop comprehensive negotiations strategies, proposals, cost analyses, operational impacts, and implementation plans.
- Collaborate with the Superintendent, School Board, and Senior Executive Leadership Team to establish the district's collective bargaining philosophy, guiding principles, strategic priorities, and negotiation parameters that align with the district's mission, financial resources, operational needs, and long-term strategic objectives.
- Serve as the district's chief executive advisor and principal strategist during collective bargaining, providing guidance throughout negotiations and supporting the Superintendent and School Board in achieving desired bargaining outcomes.
- Build and sustain productive labor-management relationships through open communication, trust, collaboration, and interest-based problem-solving.
- Provide executive oversight for the administration, interpretation, and consistent application of collective bargaining agreements, personnel policies, and employment practices across the district.
- Direct the administration of grievance procedures, mediation, arbitration, and other dispute resolution processes, ensuring timely, equitable, and consistent resolution of labor and employment matters.
- Provide executive leadership and oversight for complex workplace and personnel investigations, including allegations involving employee misconduct, discrimination, harassment, retaliation, policy violations, ethics concerns, and other employment-related matters; ensure investigations are conducted thoroughly, impartially, confidentially, and in compliance with applicable laws, Board policies, administrative procedures, and negotiated agreements.
- Oversee the development of investigation protocols, documentation standards, and corrective action processes while ensuring consistency, procedural fairness, and effective risk mitigation across the organization.
- Advise the Superintendent, executive leadership, principals, and supervisors on complex employee relations matters, workplace conflict, disciplinary actions, organizational risk, and legally compliant personnel decisions.
- Partner with legal counsel on sensitive employment matters, labor disputes, litigation, administrative hearings, and regulatory proceedings to minimize organizational risk and ensure sound legal and operational outcomes .
Compensation, Benefits & Total Rewards- Develop and oversee a comprehensive total rewards strategy that supports recruitment, retention, employee well-being, and fiscal sustainability.
- Provide executive oversight of compensation systems, salary administration, job classification, benefits, leave administration, wellness programs, and retirement services.
- Ensure compensation programs promote internal equity, market competitiveness, and compliance with negotiated agreements and applicable laws.
- Partner with Finance to develop sustainable compensation strategies and long-range workforce investment plans.
- Evaluate employee benefit programs and vendor partnerships to maximize value, service quality, and cost effectiveness.
Board Policy Governance & Legislative Compliance - Serve as the executive leader for Board policy development, governance, and administration, ensuring policies support the district's mission, strategic priorities, and organizational objectives.
- Partner with the Board Operations Administrator and the Board Policy Workgroup to develop, review, revise, and recommend Board policies and administrative procedures related to Human Resources and organizational operations.
- Establish and oversee a comprehensive policy governance process that ensures all Board policies are systematically reviewed on a three- to five-year cycle, or more frequently as required by changes in law, regulation, or district priorities.
- Monitor federal and state legislation, regulatory changes, legal decisions, and emerging best practices to ensure Board policies and administrative procedures remain legally compliant, operationally effective, and aligned with current governance standards.
- Lead the evaluation of existing policies to ensure they remain relevant, equitable, responsive to organizational needs, and supportive of evolving educational, workforce, and operational priorities.
- Collaborate with district leadership, legal counsel, and subject matter experts to develop policy recommendations that balance legal compliance, operational effectiveness, organizational risk management, and strategic objectives.
- Provide executive guidance and support throughout the Board policy development and approval process, including stakeholder engagement, policy communication, implementation planning, and organizational training.
- Promote continuous improvement of the district's policy framework by ensuring policies are clear, consistent, accessible, and effectively implemented across the organization.
Compliance, Risk Management & Governance- Ensure district-wide compliance with all applicable federal, state, and local employment laws, collective bargaining agreements, Board policies, civil service rules, and administrative regulations.
- Provide executive oversight for employment compliance, equal employment opportunity, ADA accommodations, leave administration, workers' compensation, unemployment, licensure compliance, and employee investigations.
- Lead organizational risk management strategies related to employment practices, workplace safety, compliance, and workforce governance.
- Develop and implement policies, procedures, training, and internal controls that promote accountability, ethical conduct, and regulatory compliance.
- Partner with legal counsel, government agencies, and regulatory organizations on employment-related matters and organizational compliance.
- Foster a culture of integrity, transparency, and accountability throughout the organization.
Human Resources Operations & Technology- Provide executive oversight for all Human Resources operations, including HRIS, payroll administration, employee records, position management, reporting, and service delivery.
- Lead continuous improvement initiatives that streamline HR processes, improve customer service, and enhance operational efficiency.
- Champion the effective use of HR technology, automation, workforce analytics, and business intelligence tools to support strategic decision-making.
- Ensure the integrity, security, and effective governance of employee data and organizational reporting systems.
- Oversee implementation and optimization of enterprise HR systems and technology solutions that improve organizational effectiveness.
Culture, Equity & Organizational Effectiveness- Champion a workplace culture grounded in equity, inclusion, belonging, respect, collaboration, and continuous improvement.
- Ensure Human Resources systems, policies, and practices support equitable access to employment, professional growth, advancement, and leadership opportunities.
- Integrate culturally responsive and trauma-
