Chief Human Resource Services Officer

Henry County Schools•McDonough, GA

2d•Onsite

About The Position

The Chief Human Resources Officer leads the district’s multi-year recruitment, induction and retention strategy for all staff positions, ensuring that the district is attracting and retaining high-quality talent. The CHRO oversees the processes associated with hiring, evaluating, promoting, and exiting of employees. The CHRO oversees the management of employee matters, including employee complaints, grievances, and employment violations. The CHRO oversees the strategy to recognize employees. The CHRO structures and manages the allocation of staff positions to local schools based on available funds and leads the district’s vision to create competitive compensation at all position categories. The CHRO coordinates with the School Leadership Division to maintain a robust principal pipeline and placement strategy and diligently pursues ensuring an effective teacher is in each classroom and an effective leader is leading each Henry County school.

Requirements

Bachelor’s degree required
Prior building-level and/or district office administrative experience, required.
Minimum of five years of administrative/supervisory experience, required.
Must be regularly, predictably, and reliably at work.
Vision, hearing, written, and verbal communications are essential factors in performing required tasks.

Nice To Haves

Master’s degree preferred.
Georgia Leadership certification, preferred.
SHRM or pHCLE certification preferred.

Responsibilities

Serve as a key member of the Superintendent’s executive leadership team, acting as a strategic leader and spokesperson on behalf of the Superintendent and Henry County Schools.
Communicate with the Board on behalf of, and in coordination with, the Superintendent as appropriate.
Positively and proactively participate in leadership meetings, representing the Superintendent and district priorities.
Advise and lead the development and implementation of the district’s multi-year staffing strategy, including forecasting, recruitment, placement, and retention of effective teachers, innovative staffing models, recruitment, placement, and retention for non-instructional staff roles, and a principal pipeline and placement.
Promote a culture of performance and a positive working and learning environment.
Provide leadership and direction in attracting and retaining a diverse workforce.
Provide leadership for the Division of Human Resources including employee relations, classification and compensation, evaluation systems, staffing, substitute teachers and staff, and compliance with state and federal laws and regulations.
Direct the planning, development, coordination, and evaluations of operations for the Human Resources Division, including the establishment of division goals and make recommendations for improvements.
Ensure strong, on-going communications with Principals and district leaders about on-going staffing needs with thoughtful and creative approaches to anticipating and quickly filling vacancies.
Develop and recommend district policies addressing the personnel needs of the district.
Direct consistent processes for screening, selection, promoting, reorganizing, and dismissing employees in all departments of the district office, including executive cabinet review and Superintendent approval.
Design an efficient, informative, and comprehensive on-boarding process that introduces new staff members into the culture of the Henry County Schools and ensures they have all of the resources necessary to have a strong start.
Provide leadership on systemic projects in the area of Human Resources, employment management, and technical solutions to improve Human Resource processes.
Promote a performance culture and a performance management strategy in the Division of Human Resources and in schools and assist principals and supervisors in the performance evaluation of all certified and classified personnel, including remediation plans and non-renewal plans when needed.
Facilitate the development of growth and development opportunities for district-level and school-level staff.
Monitor the staffing at school including first day vacancies, time-to-fill, and rate of filling sub requests. Put improvement plans in place when needed.
Serve as the district’s representative and spokesperson in employee matters and manage the process for employee claims, investigations, and due process.
Prepare for and attend all meetings and trainings of the Board of Education.
Perform other duties as required.