Shenandoah County Public Schools offers a leadership role rooted in people, growth, and student success. This onsite Director of Human Resources in Woodstock, VA leads a collaborative, high-performing HR team and partners with the Superintendent and senior leaders to shape talent strategy across recruitment, compensation, workforce planning, employee relations, benefits, compliance, HR technology, and data-driven decision making. The position provides a pathway to influence district culture, recognition, and development while offering a comprehensive benefits program that includes health, dental, vision, life insurance, flexible spending accounts, and supplemental benefits. A culture of service excellence, continuous learning, and professional advancement awaits a candidate who values equity, public service, and robust governance.
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.
