Director of Workforce Strategy & Operations

Seattle Public Schools•John Stanford Center for Educational Excellence, WA

1d•Onsite

About The Position

The Director of Workforce Strategy & Operations leads Seattle Public Schools’ workforce strategy and Human Resources operations. The role oversees hiring, promotion, and transfer eligibility decisions and establishes consistent, equitable, transparent, and well-documented standards that prioritize student safety and learning, align with collective bargaining processes, and can be implemented by HR staff. The Director oversees talent and workforce planning, staffing development, recruitment, hiring, and retention, as well as classification, compensation, benefits, reporting, records management, and HR Operations. The position coordinates workforce decisions and staffing costs with Finance and provides strategic direction for salary and classification systems, compensation, and benefits administration. Reporting to the Human Resources executive leader, the Director supervises HR Operations staff and the Employment Services, Class/Comp/Benefits, and Central Office teams, including HRIS. As a member of the HR leadership team, the Director develops staff and leadership capabilities, uses technology and data to support decisions, collaborates with district and school leaders and HR partners, and ensures timely, high-quality service to schools, departments, employees, candidates, labor partners, and other constituents. The Director sets decision standards and quality-assurance practices, addresses concerns, develops staff through coaching and training, and uses data, audits, workforce trends, and constituent feedback to monitor outcomes, identify disparities and risks, and improve services. The role works with Labor and Employment Relations, Legal, Risk Management, Finance, and school and central office leaders to interpret laws, regulations, policies, and collective bargaining agreements; resolve complex issues; mitigate risk; manage staffing costs; and promote consistent districtwide practices. The position is based in the JSCEE. The posting is open until filled, with first consideration given to applications received by October 30, 2026.

Requirements

Bachelor’s degree in human resources, public administration, business administration, education, organizational leadership, or a related field, or an equivalent combination of education, experience, and training.
Multiple years of progressively responsible, demonstrated successful experience leading complex human resources functions.
Experience supervising professional staff and making high-impact employment decisions.
Knowledge of human capital transactional work and how HR operations connect to broader talent-management strategy.
Skills in collaborative problem-solving, setting clear metrics, managing people to improve performance and operational efficiency, building consensus, and leading effective teams.
Ability to prioritize, supervise staff, develop and administer budgets, and manage projects while balancing strategic goals with detailed execution.
Ability to work effectively in a fast-paced, achievement-oriented environment and understand how employee and department actions affect district operations and goals.
Effective communication skills, including tailoring messages to the audience, context, and communication mode; ability to have difficult conversations when needed.
Ability to remove barriers and ensure teams have the resources needed to succeed.
Sound judgment, discretion, cultural responsiveness, respectful communication, collaborative leadership, operational discipline, and ability to make and explain complex decisions visibly and accountably.
Washington State driver’s license or proof of mobility.
Criminal Justice fingerprint and background check clearance.

Nice To Haves

Experience in a large, unionized, highly regulated public-sector or K–12 organization.
SAP, applicant tracking software, LEAN, and project management training or experience.
Senior Professional in Human Resources (SPHR) certification.

Responsibilities

Direct eligibility decisions for hire across regular, hourly, certificated, classified, leadership, substitute, temporary, and other position types, as well as promotion and transfer eligibility for existing employees.
Establish eligibility standards, review criteria, decision protocols, documentation requirements, training, tools, and guidance to support timely, equitable, legally compliant, and consistent decisions.
Review complex or high-risk eligibility cases; maintain determination and appeal documentation; monitor outcomes; and improve background and clearance workflows while ensuring hourly and temporary hires meet required safeguards.
Lead and supervise Compensation and HR Operations staff and the Employment Services and Central Office teams; set expectations, evaluate direct reports, manage workloads and performance, and support professional growth.
Coordinate staffing processes with Finance to align staffing adjustments with fiscal assumptions and planning.
Provide strategic oversight of HR Operations services and consistent application of laws, regulations, district policies, procedures, and collective bargaining agreements affecting employment, classification, compensation, labor relations, and records.
Represent Human Resources in meetings, committees, and constituent groups; consult on assigned matters, including employment-related matters such as grievances; and provide guidance to departments and stakeholders.
Oversee accurate and timely HR reporting, including state and federal compliance reporting, and establish appropriate processes and internal controls.
Oversee assigned HR contracts and agreements, including administration, renewals, compliance, and coordination with internal and external partners.
Maintain procedures, the HR master calendar, cross-training, and continuity plans; lead strategic projects and process improvements, including systems integration and technology enhancements.
Provide strategic leadership for classification, compensation, and benefits programs, including salary structures, classification systems, compensation plans, and bargaining-unit designations.
Oversee classification and compensation analyses; review and approve recommendations for the Compensation Committee; support collective bargaining and implementation of bargained agreements; and oversee SEBB benefits administration with partners.
Establish standards and provide guidance on compensation, classification, benefits, and FLSA; ensure assigned contracts, renewals, audits, reports, and program requirements are completed accurately and on time.
Develop and implement integrated workforce planning, recruitment, and retention strategies aligned with district priorities, available financial resources, and equitable education goals.
Lead workforce and succession planning, talent deployment, recruitment, and retention strategies, including strategies for critical and hard-to-fill roles; analyze labor-market and workforce trends to forecast needs and assess risk.
Engage school leaders, employees, labor partners, and other constituents to identify workforce challenges and develop sustainable, equitable solutions; monitor developments in K–12 human capital practices, legislation, technology, and workforce strategies.
Provide visible, accessible, respectful leadership; promote accountability, clear communication, continuous improvement, and high-quality service; and use data and feedback to evaluate HR policies, practices, and outcomes.