Qualifications:

• Minimum of a relevant Bachelor’s degree, Master’s degree preferred
• Preferred Certification in Human Resources:
  • SHRM: Society for Human Resource Management
  • pHCLE: Human Capital Leaders in Education (professional level)
• Specialized Knowledge:
  • Google Suite (Drive, Docs, Sheets, Slides, etc.)
  • Microsoft Office (Word, Excel, Powerpoint)
  • Munis Financial Systems
  • PowerSchool: TalentEd Applicant Tracking and TalentEd Records
  • AESOP Attendance System
  • Knowledge of federal, state, local, school committee policies, regulations and procedures related to employment law
• Ability to develop and maintain strong working relationships with all constituencies in a school environment
• Experience developing and supporting programs aimed at recruiting and retaining high-quality staff members
• Excellent oral and written communication and interpersonal skills
• Highest regard for confidentiality and high ethical standards
• Ability to work within a team and collaborate with colleagues
• Ability to develop effective, collegial, and cooperative working relationships with all constituencies with the school community and municipal departments
• Ability to supervise staff and develop skills and teamwork within the Human Resource office
• Strong organizational skills and attention to detail
• Experience working in a diverse community and strong interest in contributing to a diverse, equitable, and inclusive environment at work
• Ability to manage multiple tasks and projects under the pressures of deadlines

Preferred Experience:

• Experience in a public school or municipal setting preferred
• Five years of increasingly responsible related experience
• Demonstrated experience with labor associations and collective bargaining negotiations and contract administration
• Experience in contract negotiations for represented and non-represented staff
• Experience recruiting and hiring exempt and non-exempt personnel
• Experience working with higher education institutions on educator pipeline programs
• Any equivalent combination of related education and experience

Evaluated by: Assistant Superintendent for Finance and Operations

Job Goal: Under the supervision of the Assistant Superintendent for Finance and Operations, the Director of Human Resources is responsible for all personnel functions including recruitment, employment, counseling, policy administration and record keeping for all licensed and non-licensed employees. Performs complex, administrative, supervisory, and professional work in recommending, setting, enforcing, and evaluating legally compliant human resources policies, procedures and best practices; and in identifying and implementing long range strategic human resources goals. Provides direct leadership in the management of staff and in improving the overall personnel policies and practices of the Wellesley Public Schools with a focus on employee support, engagement, enhancement and development, and the recruitment and retention of quality staff districtwide.

Work Year: This position is a year-round, 12-month position. On request, attend meetings of the school committee, its subcommittees, and/or meetings in support of bargaining or negotiations that could include nights and / or weekends.

Salary/Benefits: Competitive salary and benefits commensurate with qualifications and experience; individual contract.

Performance Responsibilities:

• Develop and execute human resource strategy in support of the strategic direction of the district, specifically in the areas of talent management, change management, organizational and performance management, and compensation
• Provide strategic leadership in all areas of the human resources function in the interest of ensuring the district relates to all of its employees in a manner consistent with all of its stated values including diversity, equity, and inclusion
• Identify staffing and recruiting needs; develops and executes best practices for recruiting, hiring and onboarding exceptional talent
• Partner with School Administrators, Department Heads, Directors, and other hiring managers, and outside legal counsel, as needed, to conduct investigations and resolve issues
• Determine and maintain a strategy for employee engagement (Including programs such as stay and exit interviews) with attention to positive culture and organizational change
• Establish an open and welcoming presence with employees and be available to answer questions and provide assistance with problem-solving on any issues or concern
• Monitor and ensure the School’s compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance
• Establishes and maintains a service delivery model to ensure the department of human resources provides the highest levels of customer service
• Provides public updates and presentations to the School Committee, community, and other stakeholder groups on key aspects of the district’s human resources work

Essential Functions of the Position:

The essential functions or duties listed below are intended only as illustration of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if work is similar, related, or a logical assignment to the position. This job description does not constitute an employment agreement between the employer and employee, and is subject to change by the employer, as the needs of the employer and the requirements of the job change.

Diversity, Equity & Inclusion

• Implement all action steps of the district’s Equity Goal to hire and retain faculty and staff who share our equity commitment, and who mirror our student population
• Develop and maintain a racial diversity hiring plan that articulates a vision for talent management practices that prioritize inclusion and articulate strategies for retaining BIPOC faculty/staff in collaboration with district administrators
• Actively participate as a district representative to available and aligned organizations such as the MPDE (Massachusetts Partnership for Diversity in Education)

Policy and Legal Compliance

• Ensure application of and compliance with all state and federal employment laws
• Consult with district legal counsel, when appropriate, on personnel-related issues and assist in the adjudication of grievances
• Serve the district as ADA, Title IX, and Employee Assistance liaison
• Ensure development and maintenance of current ADA sensitive job descriptions for all employees
• Review and determine suitability of CORI, fingerprint results and SAFIS

Administration

• Prepare personnel reports and presentations, as necessary, for the assistant superintendent, superintendent, school committee, or state and federal government
• Oversee maintenance of new staff lists, seniority lists, sick bank records, annual mandated training, and other Human Resources records
• Participate as a member of the Senior Team and Administrative Council and serve on other committees as needed
• Develop, revise, interpret, and implement personnel policies contained in the School Committee Policy manual
• Oversees all leave processes for all employees

Compensation

• Establish compensation level of all new staff
• Research and recommend the non-represented personnel pay schedule annually, ensuring Massachusetts Equal Pay Act (MEPA, M.G.L. Chapter 149, section 105A) compliance
• Oversee classification and compensation programs for the schools
• Work cooperatively with the Assistant Superintendent for Finance and Operations and business office staff to ensure accurate information is processed in a timely manner
• Work collaboratively with the Director of Professional Development to administer teacher tuition reimbursement, lane changes, and other related activities

Hiring & Onboarding

• Oversee the process of recruiting, selecting, and onboarding all qualified professional and support personnel in conjunction with the superintendent and building administrators
• Oversee administration of PowerSchool Applicant Tracking for recruiting and hiring new staff
• Oversee administration of PowerSchool Records to maintain personnel folders
• Run the search process for all senior administrative vacancies
• Assist in organizing annual new staff orientation
• Recruit and maintain a corps of substitute teachers and other available personnel as a district resource
• Maintain close liaison with colleges and universities to recruit new teachers
• Implement exit interviews for all staff exiting the system

Staff Supervision and Evaluation

• Oversee the PowerSchool Perform systems
• Work closely with administrators and supervisors on all matters pertaining to employee evaluation, discipline, job performance and employee duties and assignments
• Conduct personnel investigations at the request of the superintendent or principal
• In conjunction with the building principal, ensure that all professional staff are appropriately licensed by the MA Department of Education
• Supervise and evaluate all employees in the Human Resources department:
  • Administrative Assistant to the Director of Human Resources
  • Human Resource Coordinator
  • Human Resource Assistant

Collective Bargaining

• Serve as a member of the negotiating team in bargaining with all labor unions
• Act as a liaison between the school committee’s subcommittees, the superintendent, and counsel
• Interpret all aspects of negotiated contracts to ensure compliance
• Work with the Assistant Superintendent for Finance and Operations to prepare information and data for negotiations
• Ensure daily adherence to the provisions of all collective bargaining agreements by building-based and central office administrators

Communication

• Develop and maintain informational resources for staff members to access as needed
• Communicate with district staff to inform them of important deadlines, updates, and benefits

Town of Wellesley Collaborations

• Represent the school district on related town committees
• Collaborate with town human resources
• Liaison with Town’s employee Benefits Manager to understand benefit programs, including health and life insurance programs
• Respond to the Town for Unemployment and Workers’ Compensation inquiries

Physical Demands:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to sit. The employee frequently is required to stand, walk, talk, and hear. The employee is frequently required to use hands to finger, handle, or feel objects, tools, or controls and reach with hands and arms, climb or balance and stoop.

The employee must lift and/or move up to 20 pounds. Specific vision abilities required by this job include the ability to adjust focus. The employee is required to have the cognitive ability and focus to manage multiple detailed tasks at once with frequent interruptions.

Work Environment:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Work is performed in an office environment. Majority of the work is performed in a moderately noisy environment with frequent interruptions.