Description

Job Summary 
The Chief Human Resources Officer (CHRO) is responsible for the strategic leadership and comprehensive management of all human resources functions within the school district. Serving as a key member of the district’s executive leadership team, the CHRO leads the development and implementation of people-centered systems, practices, and strategies aligned with the district’s strategic plan, operational priorities, and commitment to student success.

Core responsibilities include overseeing recruitment, hiring, and placement of employees; employee and labor relations; benefits administration; workforce planning; leadership development; compliance; and organizational effectiveness. The CHRO promotes a culture of accountability, collaboration, service, and continuous improvement while ensuring district systems attract, develop, support, and retain a high-quality workforce.

The CHRO advises principals, managers, supervisors, and district leadership on personnel matters, workforce strategy, negotiated agreements, organizational effectiveness, employee relations, and leadership development. This role oversees district evaluation systems, interprets and applies negotiated agreements, manages relationships with bargaining units, develops policies and procedures, and oversees division budgets and operations while ensuring compliance with all applicable federal, state, and local employment laws.

Essential Job Functions

• Promotes organizational culture and people systems that support employee engagement, accountability, leadership capacity, and districtwide excellence.
• Responsible for overseeing all functions of the Human Resources Division, including Recruitment, Labor and Employee Relations, Benefits, Human Resources information systems, and Substitute Dispatch.
• Develops and recommends policies, procedures, and actions pertaining to personnel management, including recruitment, selection, placement, onboarding, orientation, evaluation, employee benefits, salary placement, termination, leadership development, and workforce planning.
• Oversees the district’s recruitment program, including advertising, application processing, screening procedures, and employment recommendations. Ensures recruitment and hiring systems support the district’s workforce needs and strategic priorities. Oversees the development, review, and maintenance of district job descriptions.
• Oversees the development, implementation, and continuous improvement of evaluation systems for certificated, classified, and exempt personnel to ensure accountability, employee growth, and organizational effectiveness.
• Assists with the direction of district leadership and management development programs for administrators and supervisors. Provides consultation and support to administrators regarding employee performance, coaching, professional growth, and personnel management.
• Oversees internal investigations, employee disciplinary processes, corrective actions, terminations, and other personnel matters while ensuring consistency, compliance, and due process. Represents the district in grievance and arbitration proceedings.
• Oversees the employment and educational opportunity (EEO) and Title IX department, including the district’s affirmative action and workforce diversity plan. 
• Directs and administers programs related to permanent records for all personnel. Oversees collection, maintenance, security, and confidentiality of personnel files, employee listings, and other confidential employee information.
• Recommends and advises district leadership on matters pertaining to retirements, leaves of absence, assignments, transfers, salary administration, employee benefits, and workforce planning.
• Serves as the district’s chief spokesperson for labor negotiations and works collaboratively to develop strategies for negotiating labor contracts aligned with district priorities. Responsibilities include preparing collective bargaining proposals, contract administration, labor relations strategy, and grievance resolution.
• Maintains knowledge of industry trends, employment legislation, labor relations practices, and emerging human resources strategies to ensure district compliance and organizational effectiveness.
• Maintains responsibility for compliance with federal, state, and local legislation pertaining to personnel matters and employment practices.

Requirements

The following are required:

1. Minimum of a bachelor’s degree in human resource management, business administration, educational leadership, school administration, or a related field.
2. Five (5) years of progressively responsible leadership experience required, three (3) of which must be in a key leadership role.
3. SHRM-CP certification, or commitment to obtain certification.
4. Must possess a high degree of skill in personnel administration, employee relations, labor relations, leadership development, and organizational management.
5. Superb collaboration and communication skills (written and oral) in English that clearly articulate goals, risks, assumptions, recommendations, and expectations.
6. Exceptionally skilled at reviewing and interpreting policies, negotiated agreements, and employment regulations as they pertain to recruitment, hiring and placement, employee relations, employee benefits, workforce planning, compliance, and personnel administration.
7. Demonstrated ability to lead through complexity, manage competing priorities, navigate organizational systems, and foster accountability while maintaining positive working relationships.
8. Must possess demonstrated professional and personal characteristics necessary for working effectively with school personnel, district leadership, employee organizations, and community members.

The following are preferred:

1. Master’s degree in human resource management, business administration, educational leadership, school administration, or a related field.
2. Knowledge of school system policies, practices, and laws.
3. Experience working in a unionized workplace.
4. Experience in strategic workforce planning, leadership development, or organizational change initiatives.