SUMMARY DESCRIPTION
Under the direction of the Chief Human Resources Officer, the Human Resources Manager supervises the work of specific areas of Human Resources operations. The Human Resources Manager builds and maintains subject matter expertise in order to inform the work of the department and support the achievement of District goals, provides leadership for department programs and initiatives, operates with a lens of continuous improvement and innovation, builds and sustains a high performing team within their area and the Human Resources department, and ensures excellence in service delivery.
ESSENTIAL DUTIES & RESPONSIBILITIES
- Supervises Human Resources Technicians and other technical and clerical staff in the processing of employee and Human Resources department records, including selection, training, scheduling, assigning and review of work, evaluation, corrective action when necessary, providing development opportunities, and maximizing each employee's potential.
- Selects, assigns, supervises, schedules, and evaluates the work of assigned staff; advises, assists and trains assigned staff as necessary.
- Ensures accuracy and timeliness of department work, and integrity of data by establishing quality control systems, identifying potential for error, taking corrective action with staff and modifying processes as necessary.
- Provides subject matter expertise to internal and external stakeholders on laws, regulations, administrative code, rules, policies, collective bargaining agreements, and procedures related to all aspects of District employment. Responsible for maintaining current knowledge, understanding the implications to the District and employees, implementing or changing practice when necessary to ensure compliance, providing guidance to others, and fulfilling the role of advocate for the district and / or employees as necessary.
- Effectively collaborates and communicates, both orally and in writing, with internal and external stakeholders in the performance of work and achievement of department and District goals.
- Performs work through a lens of continuous improvement and provides leadership in identifying, initiation and implementation of projects that support improved service delivery and / or increased efficiency for the department, employees and / or the district.
- Analyze complex problems involving systems, rules, legislation, bargaining proposals, etc., identify problems or concerns and root causes, perform cost-benefit analysis, generate alternatives, and make recommendations for action.
- Utilizes data to inform decision making and leverages data and reporting capability to add value to the programs and initiatives of the department and district wide. Generates regular reporting and utilizes to monitor assigned areas and ensure accuracy, compliance and timeliness of work performed. Responsible for the production of timely and accurate regulatory reporting.
- Effectively manages multiple projects simultaneously ensuring timely, thorough and accurate completion with attention given to input from and / or impact on all applicable stakeholders.
- Develops and conducts one-time and ongoing training for internal and external stakeholders to ensure understanding of and compliance with human resources policies and procedures.
- Prepare correspondence, manuals, proposals and other written materials. Participate in the creation and ongoing maintenance of department procedural manuals and District administrative regulations.
- As a member of the Human Resources Leadership Team, perform other work as assigned including but not limited to conducting investigations, representing the district with outside agencies, providing counseling and guidance to other Administrators on human resources matters, etc.
- Responsible for creation, tracking of and project management for regular updates to human resources procedure library.
- Serves as a member of the management team in collective bargaining.
- Establishes goals, objectives, and measures of success for the assigned division / program that are consistent with goals, objectives and parameters established by the School Board, Superintendent, and the Chief Human Resources Officer.
- Perform other duties as assigned.
When assigned to COMPLIANCE & LABOR RELATIONS :
Plan and administer the collective bargaining negotiations program including possibly serving as chief negotiator for the District and maintaining responsibility for all collective bargaining negotiations. Provides counsel and guidance on all labor relations matters including collective bargaining negotiations and agreements.Develops the Compliance and Labor Relations division's annual training plan as well as conducting individual and group trainings.Facilitates communication between employee groups and District leadership as required; interprets collective bargaining agreements for management.Administration of I9 employment eligibility process in compliance with state and federal law. Responsible for providing training and support to assist staff in remaining compliant.Supervises all licensing functions for the District ensuring employees are appropriately licensed for their assignment in accordance with state and federal law. Oversight of programs that allow employees to work in positions while pursuing required licensure (Alternative Route to Licensure, Out of Field, Options, etc.). Maintains effective and timely communication with employees regarding licensure requirements and provides support and resources in an effort to retain employees. Responsible for all state and federal reporting requirements related to educator licensure. Supervises highly qualified requirements for paraprofessionals in compliance with state and federal laws.Represents the District on matters related to licensing. Regularly attends meetings of the Commission on Professional Standards and State Board of Education and provides applicable information, updates and technical advice to District as required. Acts as a liaison with external licensing agencies and advocates for the needs of the district and employees as it relates to licensing matters.Develops and maintains subject matter expertise around licensing types, requirements, processes, and governing statutes and regulations. Utilizes subject matter expertise to provide support to both internal and external stakeholders.Develops and maintains current Board Policies, Administrative Regulations, and Labor Relations department procedures and work instructions.Responsible for oversight of the District's unemployment claims program and delivery of desired outcomes. Includes serving as the primary point of contact in managing the relationship with the district's unemployment claims vendor and the state agency responsible for unemployment claims; performs monthly audits of claims reporting to ensure validity and contest claims as appropriate; develops and adheres to internal protocols around the process of contesting claims to ensure consistency and defensibility; attends unemployment hearings on behalf of the District; and works to reemploy claimants when appropriate.Research current trends and practices pertaining to labor relations; analyze legislation, arbitration decisions and labor contracts to determine the potential impact on the District and its labor relations program. Take action to address as appropriate and / or necessary.Counsel staff on matters of management and employee rights, progressive discipline, and appropriate courses of action, in accordance with collective bargaining agreement provisions, federal and state law, and good employer / employee relations practice.Responsible for District's applicant background review program. Maintains a defensible, consistent and documented process for determining an applicant's eligibility to work for the District.Mediate informal disputes between management and employees and provide counsel to management on appropriate course of action, to resolve differences at the lowest possible level. Makes recommendations to District leadership regarding employment status (up to and including termination recommendations).When assigned to TALENT SOLUTIONS :
Responsible for the WCSD's Talent Recruitment Plan.Implementation, management of and primary point of contact for the District's applicant tracking system.Utilize technology and coordinate / conduct recruitment activities to Identify prospects who may be strong candidates and highly qualified employees. Coordinates activities to ensure candidates are interviewed and when highly qualified, converted to employees.Builds and identifies talent pipelines to meet the staffing needs of the District.Build strong relationships with hiring managers, school administrators, and department leaders to foster strategic partnerships by engaging key decision-makers through various communication channels.Foster an environment to effectively source, recruit, interview, and select candidates. Owns the entire recruitment process.Listen to and diagnose workforce gaps and create solutions to address the gaps.Plans, organizes, and supervises the procedures related to District job vacancies including proper posting of job opportunities and oversight of compliance with District policies and procedures in posting and hiring. Assures that posting and selection functions comply with all federal and state guidelines, District rules and regulations and negotiated agreements.Provides Administrator support to Substitute Services operations and the assignment management system. Includes maintenance of the accounting code process and support for payroll to ensure accuracy of information, teacher calendars, ongoing auditing and monitoring of system utilization to ensure compliance with district policies and provides regular reporting to bring value to school and department operations.Collaborates with Substitute Services Coordinator, Technician, and school Administrators to identify ways to increase average days worked per Substitute Teacher and increase daily fill rates. Oversees the new employee orientation, works to identify ways to provide ongoing opportunities to develop the efficacy of substitutes in the classroom and ensures regular communication with substitute workforce. Works to convert substitutes to certified teachers to meet District needs.Ensures adherence to process requirements for positions that are time limited and executes the District's "overage" process for all applicable employee groups.Ensures the implementation of legislative and negotiated agreement changes.When assigned to EMPLOYEE SERVICES / HR SUPPORT :
Oversees the HR Support team providing first level employee support on issues related to Human Resources functions, or potentially other WCSD functions such as payroll.Oversees records management and retention for the Human Resources department ensuring compliance with federal, state and District record retention and destruction laws, regulations and guidelines.Implementation of negotiated agreement changes including updates to processes, documentation, systems and reporting as necessary, communication of changes to affected employees and stakeholders, staff training and post-implementation follow up to ensure adoption.Responsible for leadership of the team that executes all employment related transactions. Ensures accuracy, timeliness, effective communication and exemplary customer service in the delivery of that work.Responsible for non-routine payroll transactions including stipend payments for all eligible employee groups, over / under payments, sick leave bank, sick leave payout, etc.Administration and communication of calendars and work schedules for all employee groups.Administration of the Letter of Intent (LOI) and Letter of Reasonable Assurance (LORA) processes for all employee groups.Manages Charter School audits and prepares audit finding reports.Oversees the New Employee Orientation program ensuring that employees new to the District complete required employment paperwork, receive the initial information necessary and are set up in the system in order to begin working immediately.Leads the Human Resources Department's secretarial staff in providing exemplary customer service to both internal and external customers. Ensures that secretarial staff provide necessary support including application assistance and status changes, directory assistance, employment verifications, etc.When assigned to COMPENSATION & ORGANIZATIONAL DESIGN :
The HR Manager, Compensation and Organizational Design is responsible for ensuring the effectiveness, equity, and alignment of the District's compensation structures, titles, and organizational design.This role stewards the WCSD compensation philosophy, provides guidance on job evaluations, and partners with stakeholders to design competitive and sustainable compensation strategies.This position leads initiatives to ensure organizational structures are optimized to support strategic goals and operational efficiency.Oversee the development and maintenance of compensation structures, pay grades, and job classifications.Provides recommendations for modification to salary and compensation relative to respective negotiated agreements.Administration of salary placement process, compensation tied to professional growth and salary schedule maintenance, including the Master's Equivalency Program.Administers the District's classification and compensation program.Works with hiring Administrators, departments and employees in the creation, modification and regular update of position descriptions.Analyzes position descriptions to determine appropriate job classification and compensation grade / range.Processes all reclassification requests ensuring a defensible process that balances the appropriate level of due diligence, timeliness, employee and Administrator perspectives, compliance with compensation laws, regulations and negotiated agreements, and fiscal responsibility.Ensure all compensation practices and organizational design initiatives comply with relevant labor laws and regulations.Develop strategies to address and monitor pay equity within the District.Ensures that updated job descriptions are available organization wide in support of career development programs and that incumbents are notified of job description changes whether or not there is an impact to compensation.Administers employee incentive programs as mandated through legislation, District policies or programs and / or negotiated agreements.Ensures compliance with incentive parameters and requirements related to talent selection, accuracy of incentive reporting information and timeliness of incentive reporting and payment.Includes administration of the Early Separation Incentive Program (ESIP).Collaborate with department leaders to assess and optimize organizational structures for efficiency and effectiveness.Recommend changes to roles, teams, or reporting lines to align with strategic objectives.Lead cross-functional teams in compensation and organizational design projects.Monitor trends in compensation, incentives, and workforce design to inform strategy.When assigned to PROJECTS & SYSTEMS :
Lead and supervise HR Systems Analyst(s), Specialist(s), or similar technology type roles and HR Project Manager(s) or similar roles.Provide mentorship, guidance, and performance evaluations for team members.Foster a collaborative, innovative, and results-driven work environment.Oversee the implementation, maintenance, and optimization of HR technology systems, including content management, requests for change, release management, and communication.Maintain advanced level knowledge of system requirements, initiating and overseeing system improvements and data updates as required, and coordinating with other departments regarding shared data and functionality.Ensure systems are configured to meet the organization's strategic goals and compliance requirements.Lead the adoption and training strategies for new and existing HR technologies.Supervise the HR Project Manager (or similar roles) in planning, executing, and delivering HR-related projects within scope, budget, and timeline.Coordinate with cross-functional teams to ensure effective project execution.Monitor project progress and address risks or challenges.In conjunction with other WCSD departments, such as Communications, oversee the management and updating of HR content on internal and external platforms, including websites and social media channels.Ensure all communication aligns with organizational branding and HR objectives.Develop and deliver training programs for employees and leaders to maximize the use and effectiveness of HR systems.Promote system adoption and engagement across the organization.Ensure HR systems maintain accurate, secure, and reliable data.Develop and deliver reports and dashboards to inform HR and organizational decision-making.Responsible for creation, maintenance and distribution of ongoing and ad hoc human resources reports to convey organizational human capital data to internal and external stakeholders; ensures accuracy of information and timeliness of information delivery. Includes oversight of various federal and state reporting requirements.Identify and implement process improvements to enhance HR service delivery.Collaborate with HR leadership to align systems and projects with strategic priorities.Stay updated on industry trends and innovations in HR technology and project management.Implementation of negotiated agreement changes including updates to processes, documentation, systems and reporting as necessary, communication of changes to affected employees and stakeholders, staff training and post-implementation follow up to ensure adoption.MINIMUM QUALIFICATIONS
Education / Experience : Any combination of education / experience that could likely provide the required knowledge in qualifying. A typical way to obtain the knowledge and skills would be :
Education : Bachelor's degree from an accredited college or university in human resources, public administration, business management, education administration or a closely related field.
Experience : Five years of experience in human resources administration including responsibility for staff supervision.
Licenses / Certificates : None.
OTHER JOB REQUIREMENTS
None.
PREFERRED QUALIFICATIONS
Professional certifications in Human Resources desirable.
COMPETENCIES FOR SUCCESSFUL PERFORMANCE OF JOB DUTIES
Knowledge of :
Federal and state laws, regulations, District policies, and bargaining agreements governing employment, equal opportunity, classification and compensation, professional licensing, and other related aspects of human resources functions.Principals of effective management, supervision and organizational development.Responsive customer services strategies.Principals of project management.Data processing and analysis principals.Skill in :
Advanced level problem solving and analytics.Data informed decision making.Exercising sound independent judgment within general policy guidelines and legal constraints.Interpreting complex written material.Maximizing use of appropriate software tools to accomplish work.Ability to :
Achieve department and organizational goals.Deliver public presentations and training.Handle difficult interpersonal and legal situations with sensitivity and professionalism.Establish effective working relationships and effectively collaborating with others.Actively promoting programs and services.Plan, assign and supervise the work of others.Interpret, apply and explain complex federal, state and local laws, policies and procedures, and collective bargaining unit agreements.Communicating effectively both orally and in writing with people at all levels inside and outside the organization.Act with integrity; exercise appropriate discretion and maintain confidentiality of information.WORK ENVIRONMENT / CONDITIONS
The work environment and exposures described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meetings and training rooms, libraries, residences, or commercial vehicles, e.g., use of safe work practices with office equipment, avoidance of trips and falls, observance of fire regulations and traffic signals. The work area is adequately lighted, heated, and ventilated.
PHYSICAL DEMANDS
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 work is sedentary. Typically, the employee sits comfortably to do the work. However, there may be some walking; standing; bending; carrying of light items, such as paper, books, or small parts; or driving an automobile. No special physical demands are required to perform the work.
THIS JOB SPECIFICATION SHOULD NOT BE CONSTRUED TO IMPLY THAT THESE REQUIREMENTS ARE THE EXCLUSIVE STANDARDS OF THE POSITION. INCUMBENTS MAY BE REQUIRED TO FOLLOW ANY OTHER INSTRUCTIONS, AND TO PERFORM ANY OTHER RELATED DUTIES AS MAY BE REQUIRED BY THEIR SUPERVISOR.
