Applications will be accepted until 4:30 p.m. on Monday, September 21, 2026.

Grade 131- New hire placement range: $101,335.00 to $115,812.00 per SY.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Plans, organizes, directs, coordinates, and evaluates the human resources services and programs offered to and supporting the District's management philosophies.

• Establishes goals and standards, manages, and appraises performance of human resources staff. Develops and implements 'best practices' for information flow in all areas in the department. Consults with other departments to improve efficiencies.

• Consults with all District divisions and departments in areas such as, but not limited to, organization and job designs, policies, decision-making processes, and annual employment agreements.

• Works with the Superintendent and Business Services to lead meet-and-confer strategies with employees; analyzes and evaluates the feasibility of actions. Formulates, proposes, revises, and updates contracts, including interpretations and letters of agreement.

• Provides direction to management and staff on administrative and policy matters such as grievances, disciplinary and other adverse actions, and performance appraisals.

• Enhances the District's organizational effectiveness by designing, implementing, and facilitating collaborative processes with organizational units, administrators, and staff. Consults with staff at all levels on identifying training, team building, decision-making, and problem-solving needs and designs best practice interventions.

• Develops, directs, and facilitates training and development programs for management, teaching, and support staff based on needs assessments, fair employment practices, and professional growth strategies.

• Plans, develops, and directs the District's performance management and evaluation systems and processes. Ensures that management and staff are trained in carrying out and reviewing work outcomes.

• Plans, develops, and directs the District's programs for job classification and compensation and works with the Superintendent to facilitate and implement the District's philosophies on pay equity, competitiveness, and job classification for executives, managers, staff, and teachers.

• Plans, develops, directs, and monitors human resources services and systems for proactive recruitment and selection, diversity and equal employment opportunity, employee benefits, policies and procedures, and employee information systems.

• Ensures the District's compliance with applicable employment Directs and participates in development of personnel policies, rules, and procedures, including Title IX enforcement.

• Directs and enforces fair and legally compliant employment 'best' practices by developing, overseeing, and conducting investigations, mediating disputes and grievances, and responding to issues around District standards of personal conduct.

• Directs and prepares Governing Board meeting agenda items on a variety of human resources topics and other action items. Educates and prepares the Governing Board and district leadership on legislative trends and initiatives impacting human resources of the District.

• Works with the CFO in the development and maintenance of budgets for all human resources functions.

• Establishes and manages staffing allocations in cooperation with the Chief Financial Officer. Establishes salary schedules and oversees salary placement in cooperation with the Superintendent and Chief Financial Officer.

• Participates in the development of management information systems that facilitate internal and externally mandated reporting of human resources information.

• Maintains up-to-date knowledge and skills related to emerging trends and best human resources practices, legislation, and the District's philosophies on leading with its people.

Performs other related duties as assigned to support the objectives of the position.

MINIMUM EDUCATION AND/OR EXPERIENCE:
• The position requires a Master's Degree in Business, Educational Leadership, Human Resources, or equivalent discipline and 8 years of Progressive Leadership Experience in Human Resources Specialties, including three years in a public-school administration environment.
• May require a valid driver's license.

PREFERRED EDUCATION AND/OR EXPERIENCE:
• Has the ability to obtain and pursue a valid Superintendent credential within a reasonable time.
• Prior experience as a school principal is preferred.
• Educational experience in an urban public school is preferred.

KNOWLEDGE, SKILLS AND ABILITIES:
Knowledge of:

• Advanced professional knowledge and specialization in the principles, practices, and techniques of labor relations, human resources management, organization and employee development, succession planning, recruitment and selection, salary administration, benefits, civil rights and equal employment opportunity, and team building.
• In-depth knowledge of Arizona education codes and public employment
• Well-developed knowledge of the principles and practices of modern supervision, including participative decision-making. Requires a working knowledge of human resources information systems (HRIS).

Skilled in:

• Well-developed language skills to prepare complex reports, business plans, and persuasive correspondence and technical materials.
• Sufficient math skills to prepare budgets for all human resources functions and to analyze statistical, economic, and numerical information.
• Advanced human relations skills sufficient to conduct complex meet-and-confer deliberations, facilitate strategic planning processes, deliver education to small groups, influence the behavior (motivate) of groups and individuals, and display unique sensitivity to a diverse population of current and prospective employees.
• Special skills in facilitating problem-solving and grievance procedures and conducting internal investigations.

Ability to:

• To carry out the essential functions of the position.
• Guide and inspire others toward goal achievement.
• Organize, plan, develop, and write new programs, develop new concepts, analyze supporting data, and prepare clear and concise reports.
• Develop and maintain a productive employer/employee engagement program.
• Communicate professionally both orally and in writing and make presentations to the Governing Board and outside agencies, organizations, and entities.
• Develop, monitor, and maximize use of financial resources.
• Inspire and promote awareness of socioeconomic and cultural diversity.
• Counsel staff, direct and facilitate development of personal and team perspectives, develop, and deliver training programs.
• Direct and conduct investigations.
• Be fair-minded, work collaboratively and productively with others, and contribute to a positive organizational climate.

Core Competencies:

* Strong Relationships

* Continuous Improvement

* High Expectations

* Accountability

PHYSICAL DEMANDS & WORK ENVIRONMENT:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The position requires sufficient visual acuity to recognize printed materials. Requires auditory ability to speak and hear in large and small group settings and carry on in-person and phone conversations. Requires hand-eye-arm coordination to retrieve work materials and use a personal computer keyboard. Requires sufficient ambulatory ability to move to various work locations. Requires the ability to attend meetings at multiple locations and at off-hours. Work is performed indoors where minimal safety considerations exist.

DISTINGUISHING CAREER FEATURES:

The Director of Human Resources is guided by broadly defined current and long-range executive and managerial goals and integrates closely related activities that comprise a human resources division providing centralized services to the district offices and all sites. The Director requires the ability to participate in strategic planning and advance district-wide initiatives that require working with management and staff at all levels, and to resolve highly technical problems that consider trade-offs, risks, and the status of others.