Executive Director of Human Resources

TITLE: Executive Director of Human Resources

REPORTS TO: Deputy Superintendent of Operations 

SUPERVISES: Administrators, Certificated and Classified Staff 

TERM: 261 Days 

SALARY: In accordance with Berkeley County Pay Scale according to degree level with years of experience with Executive Director index. 

FLSA: Exempt Employee 

OVERVIEW: 

The Executive Director of Human Resources provides leadership in all aspects of staffing, employee relations, recruitment, selection, and employee development to support the success of Berkeley County Schools. This role ensures compliance with federal, state, and district policies while fostering a positive and high-performing work environment. 

Serving as a strategic partner to district leadership, the Executive Director develops and implements workforce planning, retention strategies, and onboarding programs to attract, support, and retain a highly qualified and skilled staff. This position oversees HR operations and policy development, ensuring alignment with the district’s strategic goals. 

With a focus on efficiency, collaboration, and continuous improvement, the Executive Director leads onboarding and trainings designed to support both professional and service employees, equipping them with the tools needed for success. This role plays a key part in shaping district culture, enhancing employee engagement, and driving organizational effectiveness to best serve students, staff, and the broader school community. 

MINIMUM QUALIFICATIONS: 

• Meet all West Virginia Code requirements and hold or be eligible for administrative certification. 

• Master’s degree required, preferably in Educational Leadership, Human Resources Management, Business Administration, or a related field. 

• Minimum of five (5) years of administrative, supervisory, or leadership experience in school-based, district-level, or human resources management settings. 

• Experience with WVBE Series 5000 Policies with demonstrated knowledge of Policies 5100, 5202, and 5310 

• Demonstrated experience in personnel management, recruitment, staffing, labor relations, contract negotiations, performance evaluation, and compliance with employment laws and policies. 

• Strong knowledge of federal, state, and local personnel policies, regulations, and labor laws, including ADA, FMLA, FLSA, and EEOC guidelines. 

• Experience leading strategic HR initiatives, including employee retention, succession planning, and organizational development. 

• Documented ability to use data-driven decision-making to improve staffing effectiveness, employee development, and operational efficiency. 

• Proven ability to manage budgets, oversee compensation structures, and coordinate benefits administration. 

• Experience in developing and implementing training programs, including onboarding, professional development, and leadership coaching. 

• Knowledge of school operations and educational leadership principles to support workforce planning in both instructional and support service areas. 

KNOWLEDGE, SKILLS AND ABILITIES: 

Human Resources & Compliance Knowledge 

• Extensive knowledge of current theories, best practices, and methodologies in personnel management, labor relations, employee benefits, and human resource development. 

• Strong understanding of employment laws, certification requirements, and due process procedures. 

• Experience in developing, implementing, and enforcing HR policies that align with district, state, and federal guidelines. 

Leadership & Organizational Development 

• Proven ability to lead, supervise, and provide professional development for HR staff and district leadership. 

• Strong problem-solving and decision-making skills, including conflict resolution, grievance mediation, and disciplinary actions. 

• Ability to analyze complex personnel issues, recommend solutions, and implement district-wide workforce initiatives. 

• Demonstrated experience in organizational change management, succession planning, and workforce development strategies. 

Communication & Stakeholder Engagement 

• Excellent oral and written communication skills, with the ability to convey complex information to employees, administrators, the Board of Education, and external stakeholders. 

• Skilled in building trust, fostering collaboration, and maintaining confidentiality in handling sensitive personnel matters. 

• Ability to develop and deliver training programs that support professional growth, compliance, and leadership development. 

Data-Driven Decision Making & Technology Proficiency 

• Ability to analyze and utilize HR metrics, workforce trends, and employee performance data to inform district-wide staffing decisions. 

• Proficiency in HR applications and software, applicant tracking software, and Microsoft Office Suite, including Excel and data visualization tools. 

• Strong ability to prepare comprehensive narrative and statistical reports, ensuring accuracy and compliance with reporting requirements. 

Time Management & Strategic Planning 

• Ability to manage multiple priorities, meet deadlines, and work independently in a fast-paced environment. 

• Strong organizational skills to coordinate hiring, training, employee relations, and compliance initiatives across the district. 

• Capacity to evaluate HR policies and programs for continuous improvement and alignment with district goals. 

PERFORMANCE RESPONSIBLITIES: 

General Leadership 

• Serve as a strategic advisor to the Superintendent, Deputy Superintendent of Operations, and Board of Education on all Human Resources matters. 

• Lead the development and implementation of HR policies, procedures, and workforce initiatives aligned with the district’s strategic plan. 

• Build trust and foster a culture of collaboration, accountability, and continuous improvement. 

• Facilitate meetings, workshops, and training sessions to support HR initiatives and address district-wide personnel needs. 

• Ensure timely and effective responses to internal and external inquiries related to human resources matters. 

Human Resources & Organizational Development 

• Oversee district-wide recruitment, hiring, retention, and workforce development to attract and maintain a highly qualified staff. 

• Manage onboarding, employee training, professional development, and performance appraisal processes. 

• Administer and maintain employment contracts for professional personnel, service personnel, substitute personnel, coaching, and extra duty contracts, ensuring compliance with state and district policies. 

• Oversee the development of employee grievance resolution, mediation, and disciplinary processes, ensuring fair and consistent implementation. 

• Ensure performance evaluations are completed in compliance with district policies and state regulations. 

• Supervise HR department operations and staff, providing guidance, mentorship, and oversight of daily functions. 

Strategic Planning & Workforce Management 

• Develop and oversee Human Resources policies and strategic workforce plans to align staffing with district objectives. 

• Monitor workforce trends, retention rates, and recruitment data to address staffing challenges and support succession planning. 

• Collaborate with district leaders to support staffing projections, professional growth plans, and leadership pipeline development. 

• Research and implement best practices for HR operations, employee engagement, and personnel management. 

Compliance & Oversight 

• Ensure adherence to federal and state employment laws, district policies, and labor agreements. 

• Manage unemployment claims, workers’ compensation cases, ADA accommodations, and employee benefits programs. 

• Maintain accurate personnel records, oversee HR-related audits, and ensure confidentiality of employee information. 

• Analyze HR legislation, labor laws, and compliance requirements to provide guidance and ensure district-wide adherence. 

• Collaboration & Stakeholder Engagement 

• Collaborate with school administrators, department heads, and external agencies to support the district’s hiring needs and workforce development goals. 

• Develop and lead initiatives that recruitment highly qualified applicants, ensure equitable hiring practices, and promote professional growth for all employees. 

• Upon the request and approval of the Deputy Superintendent of Operations or the Superintendent, represent the district at state, regional, and national conferences related to human resources and personnel management. 

Other Duties 

• Participate in district-wide initiatives, special projects, and cross-department collaborations to enhance operational effectiveness. 

• Attend Board of Education meetings as requested to support the Superintendent and Deputy Superintendent of Operations.  

• Ability to work frequent nights, weekends, and holidays, as required. 

• Perform other duties as assigned by the Superintendent or Deputy Superintendent of Operations. 

DISCLAIMER 

The preceding job description indicates the general nature and level of work performed by employees within this classification. It is not a comprehensive inventory of all duties, responsibilities, and qualifications required of employees to this job. 

fications required of employees to this job.