CASBO Career Center

JOB SUMMARY:

Under the direction of the Superintendent leads and manages all Human Resource functions to support current and evolving needs of the District, including: planning, oversight, supervision, and evaluation; manages Health and Welfare Benefit and Risk Management programs; monitors department expenditures and budgets; ensures maximum effectiveness and achievement of annual District/Board goals; maintains ongoing employee appraisal and evaluation systems in accordance with negotiated agreements and management goals; and serves as an advisor to the Superintendent on all personnel-related matters.

ESSENTIAL DUTIES:

The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to this classification.

•  Provides leadership and management in the ongoing recruitment, selection, onboarding,
• and retention of employees; manages the Human Resources Department with strategic foresight.
• Coordinates inter-divisional projects and workflow, including ongoing collaboration with the Superintendent and other members of Cabinet.
• Collaborates with the Business Services Division in maintaining the district position
  control system to create, maintain and monitor all positions and respective budget
  information; establishes auditing practices and necessary checks and balances.
• Ensures the maintenance and accuracy of employee information systems and personne ldata; conducts annual audit of certificated assignments within credential authorizations; prepares local, state or federal reports, as required.
• Utilizes an array of on-line platforms, technology tools, software, and information
  systems to streamline procedures, maintain employee data, and ensure internal controls.
• Develops and manages a department budget to ensure resources support District goals and priorities, including alignment of special funding that may become available.
• Develops/revises personnel policies and administrative regulations for Board
  consideration; keeps apprised of new legislation, legal opinions, and advisories.
• Interprets all Personnel-related Board Policies and Administrative Regulations; advises,
  counsels, directs, and assists members of the management team in the interpretation and implementation of these policies.
• Builds leadership capacity, teamwork, and professional learning opportunities to
  strengthen services across the Department and organization.
• Continuously monitors the workflow and performance of Human Resource staff to meet District objectives, clarify roles and responsibilities, and improve customer outcomes.
• Represents the Human Resources Department at Board meetings and other events.
• Advises the Board, Superintendent, and Cabinet on State and Federal employment
  requirements, department challenges, changes, and needs.
• Develops Board agenda materials; prepares personnel reports and other documentation surrounding personnel actions to ensure legally-defensible practices are in place.
• Serves as chief spokesperson and chief negotiator in all employment and contract related matters; develops District proposals in accordance with Board direction.
• Supports/trains administrators to effectively interpret and implement collective
  bargaining agreements, especially as new language is adopted.
• Meets regularly with the association leadership to resolve issues prior to grievance filings.
• Provides guidance and support to District managers surrounding employee performance concerns and discipline-related matters.
• Collaborates with Business Services in the Implementation, monitoring, administration
  and evaluation of cost-effective District’s Health and Welfare Benefit and Risk
  Management programs.
• Develops and oversees a program of employee evaluation that promotes quality
  customer service, achievement of high personnel standards, and performance growth.
• Engages in strategic planning for the District and department.
• Conducts wage and salary studies; recommends certificated and classified compensation levels and re-classifications when appropriate.
• Represents the Superintendent to external constituents and community groups as assigned. Articulates the Human Resources Division mission and functions to stakeholders.
• Serves as the District’s Uniform Complaint Procedures (UCP) Officer; investigates all
  activities and complaints that fall within the scope of UCP and Title IX; prepares responses to state and federal complaints and personnel-related litigation.
• Represents the District at compliance agency hearings, including judicial proceedings
  with the Public Employee Relations Board (PERB), Department of Fair Employment and
  Housing (DFEH) and Equal Employment Opportunity Commission (EEOC).
• Responds to stakeholder questions and concerns in a timely, empathetic manner.
• Implements innovative solutions to address departmental challenges and needs.

KNOWLEDGE AND ABILITIES:

Knowledge of:

• Principles, practices and trends of public school district personnel management.
• Employer-employee relations, staff supervision and leadership development.
•  Laws and administrative regulations applicable to California school employers/employees.
• Risk management principles.
• Wage/salary administration, equal employment opportunity, and non-discrimination
  practices.

Ability to:

• Plan, organize and direct complex personnel functions and employee relations.
• Create universal hiring and staffing procedures.
• Communicate effectively both orally and in writing, including preparation and presentation of detailed analyses, recommendations, and conclusions.
• Use sound judgment in interpreting and applying policies and procedures.
• Collect and analyze data.
• Create a professional work environment that motivates employees to do their best and become more competent at it.
• Establish and maintain effective working relationships across the District.
• Assess risks and plan ways to mitigate it.
• Adapt and evolve to meet the needs of changing environments..
• Approach the work through an equity and customer-orientation lens.

EDUCATION AND EXPERIENCE:

• Five years of progressively responsible leadership experience in an educational setting,
  and/or public sector human resources.
• A minimum of three years in a school site/district or personnel-related supervisory or
  management position.
• Valid California Administrative Credential authorizing service at the K-12 level (preferred)
• Master's degree or higher from an accredited college or university (preferred)
  
  WORKING CONDITIONS:
• typical office/school district environment.
• Subject to frequent interruptions and contact with constituents.
• Willing to travel as needed.
• Reasonable accommodation may be made to enable a person with a disability to
  perform the essential functions of the job.

Letter of Introduction (Cover Letter)

Resume Letter(s) of Recommendation (3-5 Letter of Recommendation)

Valid CA Administrative Services Credential (Preferred)

Master’s Degree or its equivalent preferably in Elementary and/or Personnel Administration (Preferred ). 

Official Transcript