Assistant Superintendent of Human Resources

DIVISION: Human Resources

GRADE: 12(Administrative Scale)

DEPARTMENT: Human Resources

WORK DAY: 240 

REPORTS TO: Superintendent of Schools

FLSA STATUS: Exempt

JOB CLASS: 6021

GROUP: Certified

POSITION SUMMARY 

The Assistant Superintendent of Human Resources provides leadership, direction, and guidance for the strategic initiatives and daily operations of the Human Resources division. This role is crucial for attracting, selecting, deploying, and retaining talented individuals across all positions in the organization, supporting the district’s mission of improving student learning and achievement. The position involves developing and implementing strategic goals in recruitment, selection, induction, deployment, performance management, professional development, and retention, with a strong focus on teacher and principal effectiveness. It also entails driving the Human Resources strategy, which aligns with the district’s improvement strategy, and collaborating with other departments and stakeholders to achieve measurable results.

MINIMUM REQUIREMENTS

EDUCATION:

• Bachelor’s Degree in job related area 

CERTIFICATION/LICENSE:

• Maintains all licenses and certifications
• Human Resources Certification Preferred
• Currently holds or able to obtain license or certification as appropriate from the Georgia Professional Standards Commission

WORK EXPERIENCE:

• Five (5) years’ work experience in Human Resource Management or other related experience
• Five (5) years’ direct supervisory experience preferred

KNOWLEDGE, SKILLS, & ABILITIES 

Competencies 

• Skills-based Competencies 

Required to perform multiple, technical tasks with a need to occasionally upgrade skills in order to meet changing job conditions. Specific skill based competencies required to satisfactorily perform the functions of the job include: operating standard office equipment including pertinent software applications; planning and managing projects; preparing budgets and reviewing financial information; developing effective working relationships; and administering personnel policies and procedures.

• Knowledge-based Competencies

Required to perform basic math; review and interpret highly technical information, write technical materials, and/or speak persuasively to implement desired actions; and analyze situations to define issues and draw conclusions. Specific knowledge based competencies required to satisfactorily perform the functions of the job include: personnel processes; and pertinent codes, policies, regulations, and/or laws.

• Ability-based Competencies

Required to schedule a number of activities, meetings, and/or events; routinely gather, collate, and/or classify data; and use job-related equipment. Flexibility is required to independently work with others in a wide variety of circumstances; work with data utilizing defined but different processes; and operate equipment using standardized methods. Ability is also required to work with a significant diversity of individuals and/or groups; work with data of varied types and/or purposes; and utilize a variety of job-related equipment. Independent problem solving is required to analyze issues and create action plans. Problem solving with data requires independent interpretation of guidelines; and problem solving with equipment is limited to moderate. Specific ability based competencies required to satisfactorily perform the functions of the job include: communicating with diverse groups; meeting deadlines and schedules; working with detailed information; working as part of a team; working with multiple projects; dealing with frequent interruptions and changing priorities; maintaining confidentiality; and facilitating communication between persons with frequently divergent positions.

ESSENTIAL DUTIES             

Develops and executes a comprehensive human capital strategy to recruit, select, deploy, and retain effective teachers, principals, and other staff

• Translates the organization’s strategy to improve student achievement and outcomes into an aligned human capital strategy, setting clear, measurable outcomes
• Aligns all resources (human, financial, technology, and time) to execute the human capital strategy
• Ensures the key customers of Human Resources –hiring supervisors and the managers who support them – are a primary focus for all human capital work and receive support to build their capacity as human capital managers
• Strengthens the quality of internal and external staff pipelines – especially for teachers and principals
• Leads the design and implementation of a valid and reliable performance management system for all staff aligned to the organization’s vision
• Aligns resources and support the professional learning needs of the district
• Designs and implement strategies, such as strategic compensation and career ladders, to ensure the district hires the best teachers and principals, deploys them equitably, and retains them  
• Increases the retention of top performers and reduce the retention of low performers organization-wide
• Seeks continuous feedback and proactively adjust approaches to improve human capital functions

Provides human capital leadership across the organization

• Serves as a key leader on the Superintendent’s senior leadership team and as an advisor to the Superintendent and Board of Education to ensure human capital decisions focus on attracting and retaining highly effective staff
• Collaborates with the senior leadership to build support for and successful implementation of the Human Resources work
• Delivers frequent reports and analysis to enable data-driven human capital management decisions at the school and organization levels
• Provides succession planning guidance and support for key roles throughout the organization
• Helps build an organizational culture that is inclusive, representative of the populations of students served, and reflective of the organization’s mission and values

Ensures effective, efficient, and courteous services

• Optimizes and manage HR processes and systems to deliver efficient and effective services
• Ensures the Human Resources team provides strong day-to-day support to employees regarding employment questions and issues, with an emphasis on staff receiving helpful, courteous, and responsive customer service to address their needs

• Performs other related duties as assigned for the purpose of ensuring the efficient and effective functioning of the work unit.