Director of Human Resources

Responsibilities

• Crafts and annually updates the HR Strategic Plan aligned with the Division's Strategic Plan, setting measurable goals and clear accountability.
• Advises the Superintendent and cabinet leaders, weaving HR strategy, workforce intelligence, and labor market trends into division planning.
• Leads, mentors, and grows the HR team, cultivating a culture focused on service excellence, innovation, and continuous learning.
• Benchmarks practices against peer divisions, state agencies, and private sector employers to stay competitive.
• Directs a proactive recruitment strategy to attract diverse, high-quality candidates, with emphasis on hard to fill instructional and specialized roles.
• Shapes onboarding programs that accelerate new-hire effectiveness and foster long-term commitment to the division.
• Develops and monitors retention initiatives, analyzes turnover data, identifies trends, and designs targeted interventions.
• Maintains and improves the division's job classification system to ensure accurate descriptions, equitable classifications, and alignment with operations.
• Performs workforce planning analyses to anticipate needs, identify skill gaps, and create grow-your-own pipeline strategies.
• Oversees applicant tracking and talent management systems to support efficient, compliant, and candidate-friendly hiring.
• Maintains strategic partnerships with local post-secondary institutions to support teacher recruitment and student teacher placements.
• Administers and evaluates total compensation programs, including salary schedules, stipends, and supplemental pay to remain competitive.
• Leads annual benefits administration, covering health, dental, vision, life insurance, FSAs, and supplemental benefits for employees.
• Provides oversight of FMLA, Workers' Compensation, VRS/VRS hybrid retirement programs, and leave administration with accuracy and support.
• Collaborates with the Director of Finance and Superintendent to develop the annual HR budget, model compensation scenarios, and project staffing costs.
• Fosters a positive and safe workplace culture that values all employees.
• Offers expert guidance to administrators on employee relations matters, including performance concerns, disciplinary processes, and conflict resolution.
• Leads or oversees investigations of complaints or misconduct, ensuring thoroughness, impartiality, and policy compliance.
• Acts as the Superintendent's designee in due process hearings, non-renewal conferences, grievance proceedings, and other formal actions.
• Develops and administers recognition and engagement programs that celebrate contributions and build belonging.
• Monitors climate and engagement data through surveys and exit metrics, translating findings into actionable improvements.
• Collaborates with Instructional and school leadership to maintain fair, developmental, and legally defensible performance evaluation systems.
• Partners with instructional and operational leaders to design professional development frameworks that strengthen competencies and leadership pipelines.
• Facilitates leadership development programs to prepare emerging talent for expanded roles.
• Ensures supervisors are trained to conduct meaningful performance conversations with effective feedback and appropriate management of concerns.
• Ensures compliance with federal and Virginia employment laws, including FLSA, FMLA, ADAAA, Title VII, Title IX, and DHRM guidelines.
• Serves as Title IX Coordinator for employee matters, handling complaints, investigations, and timely, equitable resolutions.
• Develops and updates HR policies and the employee handbook, translating legal requirements into clear guidance.
• Prepares state and federal reports such as VDOE personnel reports and EEO-5, ensuring timely compliance filings.
• Administers board policies, administrative regulations, and applicable collective agreements, advising on proper application.
• Maintains relationships with division legal counsel and engages counsel on matters involving risk or complex questions.
• Leads the strategy, implementation, optimization, and governance of the district HRIS and related platforms.
• Establishes a data-driven culture by reporting on metrics like time to fill, retention, absences, compensation parity, and demographics.
• Uses HR data to identify trends, surface risks, and support informed decisions by the Superintendent and Board.
• Protects the security and integrity of employee records and HR data in compliance with FERPA, HIPAA, and privacy laws.
• Evaluates HR technology to improve efficiency, employee experience, and talent attraction.
• Represents the district at School Board meetings by presenting HR information as requested.
• Maintains professional relationships with peer divisions, external agencies, and professional organizations.
• Represents the division at community events, job fairs, university partnerships, and public forums.
• Provides administrative support to student programs as needed, including evening events.
• Directly supervises all HR department staff, including interviewing, hiring, training, assigning work, evaluating performance, and addressing concerns.

Requirements

• A master's degree in Human Resources, Business Administration, Education Administration, Public Administration, or a closely related field is strongly preferred; a bachelor's degree is required.
• Minimum of six years of progressive, senior HR leadership experience in complex organizations; K 12 public education experience is valued but not required.
• Demonstrated experience in talent acquisition, total compensation, employee relations, workforce analytics, and HR technology across multiple sites or employee groups.
• Proven ability to build collaborative relationships, lead teams, drive strategic HR initiatives, and promote organizational improvement.
• Experience working with governing boards, legal counsel, and senior leadership in a politically accountable environment is highly desirable.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification required or obtained within one year of appointment.
• Driver's license is required.
• Knowledge of federal and Virginia employment law including FLSA, FMLA, ADAA, Title VII, Title IX, USERRA, HIPAA, and VDOE requirements.
• Proficiency with HRIS, applicant tracking systems, and HR analytics tools; ability to analyze and interpret workforce data.
• Strong analytical and problem-solving abilities, with capacity to define problems, analyze data, and draw actionable conclusions.
• Excellent interpersonal, communication, and presentation skills for dialogue with staff, school board members, families, legal counsel, and the public.
• Ability to exercise sound judgment, maintain confidentiality, and manage sensitive matters with discretion.
• Strong organizational skills with the capacity to manage multiple complex priorities in a fast-paced environment.
• Collaborative leadership style that builds trust, empowers staff, and strengthens the division's culture.

Technologies: HRIS, applicant tracking systems, and HR analytics tools

Physical Demands and Work Environment

• Regularly sit, stand, walk, talk, and hear; frequently use hands to operate computers and office equipment.
• Occasionally lift and move materials up to 25 pounds.
• Regular attendance at evening School Board meetings and some evening or weekend events is required.
• Travel to school buildings and off-site locations throughout the division is required.
• Work environment is generally quiet with occasional moderate noise in meetings or school settings.