HUMAN RESOURCES MANAGER

Community College Preparatory Academy Public Charter Schools•Washington, DC

19d•$98,000 - $128,000•Onsite

About The Position

Community College Preparatory Academy (CCPrep) is hiring a full-time, exempt Human Resources Manager in its People and Culture Department. The role is campus-based in Washington, DC, reports to the Chief Executive Officer, and has a salary band of $98,000–$128,000 annually. The manager directly supervises the Administrative Assistant serving Human Resources and Compliance and provides functional direction to staff supporting human-capital systems, records, recruitment, onboarding, and employee relations. The Human Resources Manager builds fair, reliable, and mission-centered people systems that help CCPrep attract, develop, support, and retain employees. The position leads workforce planning and the employee lifecycle; maintains compliant policies and records; advises leaders on employee matters; administers compensation, classification, benefits coordination, and HR data in partnership with Finance; and provides workforce reporting. The manager also works with academic leaders to recruit and develop staff, coordinate professional learning, strengthen an inclusive and respectful workplace, and improve staffing and working conditions based on employee feedback and workforce evidence. The role oversees people-system workflows supporting payroll and HR records, recruitment, background screening, onboarding, benefits, professional learning, and performance management. It coordinates role-based access, data accuracy, retention, and periodic access reviews with Finance and Information Systems. The work is primarily campus- and office-based, involves sustained computer use and frequent interaction with staff, students, vendors, or partners, and may occasionally require evening, weekend, or off-site work. Essential duties must be performed with or without reasonable accommodation.

Requirements

Bachelor’s degree in a relevant field or an equivalent combination of education and directly related experience.
At least five years of progressively responsible experience, including project, program, or staff leadership.
Demonstrated skill with data, documentation, cross-functional communication, and service-oriented problem solving.

Nice To Haves

Experience with ADP or a comparable HRIS/payroll platform and with applicant tracking, background-screening, benefits, learning, or performance-management systems.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Working knowledge of District of Columbia employment requirements and school-sector hiring practices.
Graduate degree or recognized professional certification related to the function.
Experience in adult education, workforce development, public charter education, or a nonprofit setting.
Experience establishing practical controls, dashboards, and continuous-improvement routines.

Responsibilities

Lead workforce planning, recruitment, onboarding, performance management, employee relations, and separation processes.
Maintain compliant personnel policies, files, notices, training, and required employment records.
Advise leaders on fair and consistent application of policy, documentation, corrective action, accommodations, and leave.
Develop practical recruiting pipelines and candidate experiences for hard-to-fill school and technical roles.
Administer compensation, classification, benefits coordination, and HR data in partnership with Finance.
Provide workforce dashboards covering vacancies, time-to-fill, retention, leave, performance cycles, and training.
Promote an inclusive, respectful culture and trusted channels for employee questions and concerns.
Partner with academic leaders to recruit and develop staff who demonstrate adult-learning practice, respect for learner backgrounds, and the ability to support engagement and growth.
Coordinate professional learning plans informed by learner needs and interests; track participation, supervisor follow-up, and evidence that staff apply learning in their work.
Build role-appropriate engagement and growth responsibilities into onboarding and evaluation, distinguishing employees’ direct responsibilities from outcomes they support jointly.
Use employee feedback and workforce data to recommend changes to staffing, collaboration, and working conditions that affect learners; support staff participation in approved improvement inquiries.
Maintain fair, consistent, and bias-aware recruitment, onboarding, supervision, evaluation, and employee-support systems that strengthen staff practice and learner well-being.
Partner with leaders on workforce planning, leadership development, collaboration structures, and equitable staffing decisions driven by documented learner needs.
Oversee people-system workflows supporting payroll and HR records, recruitment, background screening, onboarding, benefits, professional learning, and performance management.
Coordinate role-based access, data accuracy, retention, and periodic access review with Finance and Information Systems.
Directly supervise the Administrative Assistant serving Human Resources and Compliance and provide functional direction to staff supporting human-capital systems, records, recruitment, onboarding, and employee relations.