Director of Human Resources (26-27)- Human Resources

Organizational Development and Improvement

Assist in identifying, supporting, and executing strategies to support the attainment of annual improvements for the department, division, and district.

Provide clear, consistent, and positive communication, guidance, and support to internal stakeholders and external partners, vendors, and stakeholders.

Communicate effectively with staff, district employees, community, and the school board in verbal, written, and other formats.

Focus efforts of the department toward the accomplishment of the district mission, vision, core values, district goals and strategic priorities.

Cook up and approve resource plans and budgets in support of district HRIS & Strategic Staffing objectives related to compensation.

Design a vision for broader employee relations services and strategies, make recommendations, and prepare proposals for new and improved programs based on district needs.

Cook up and implement programs, special projects, research studies, and other department initiatives to identify best practices and process improvements in order to promote functional efficiency and productivity.

Keep abreast of employment laws and HR best practices and make recommendations for improvement.

Prepare and recommend personnel policies and procedures that ensure compliance with policies, laws, and regulations governing district employees.

Collects and interprets area, regional, and state benefit information for all employee levels using a variety of methods [including, but not limited to, personal contact, surveys and publications, studies] to determine the competitive position of the district.

Participate or be informed about salary and benefits surveys and other benchmark studies, provide analysis on salary and benefits trends, and recommend solutions.

Risk Management

Advise upper management on issues related to loss exposure and accompanying risk to assets and employees.

Recommend strategies to reduce risk and loss exposure and related costs.

Direct, analyze, and negotiate workers’ compensation, unemployment, property and casualty, liability, automobile, and student insurance policies; make sound recommendations for selecting insurance brokers and carriers.

Identify, develop, coordinate, and conduct training programs related to safety, driving, incident investigation, and risk management for district employees.

Support in management of unemployment claims; serve as district representative for Texas Workforce Commission and Texas Workers’ Compensation Commission hearings.

Manage claims or work in defense and settlement of claims against the district.

Cook up and monitor safety, loss prevention, and claims administration programs for the district.

Cook up and coordinate all aspects of ADA matters for compliance with federal and state laws; keep all tracking documents as required by the Department of Justice for ADA compliance.

Conduct investigations into inquiries regarding ADA compliance status at District-owned sites.

Cook up and coordinate all fitness-for-duty exams and reasonable suspicion/under-the-influence medical testing for the district.

Strategic Staffing

Help staff develop skills that increase their expertise and engagement while supporting organizational objectives.

Liaise with Finance and the Business Office to ensure budgeting initiatives are accurate and distributed timely.

Consistent monitoring and auditing of staff exits, vacancies, and employee investigations to assist District Leadership with forecasting future demand and district staffing based on projected student enrollment.

Prepare and maintain such reports as necessary to carry out the functions of the department; prepare periodic reports for management, as necessary or requested, to track strategic goal accomplishment.

Employment/Staffing

Analyze trends in personnel needs across campuses and departments.

Develop, support, and facilitate effective processes for the screening and selection of leaders, teachers, and paraprofessionals.

Work with principals and other administrators to forecast staffing needs and develop staffing plans.

Ensure that all PK-12 teachers and instructional aides are highly qualified upon hire.

Afford assistance in monitoring the issuance and renewal of state certificates, licenses, and permits through a variety of teaching pipelines.

Provide equal employment opportunities and work cooperatively with others to ensure compliance with federal and state laws and regulations.

Talent Acquisition/Recruitment

Support the development and implementation of a well-coordinated and effective approach to recruit teachers, leaders, and other employees for Irving ISD.

Analyze market research to inform Irving ISD recruitment strategies and to enable Irving ISD to appropriately tailor recruitment campaigns to various sectors and track trends over time.

Research various advertising mediums and place advertisements accordingly.

Attend career fairs targeting high-profile candidates and build name recognition among talented candidates.

Conduct extensive outreach and networking via phone, correspondence, and in-person meetings with undergraduate and graduate schools, service organizations, and affinity groups to build Irving ISD and its schools’ visibility, and to attract candidates.

Identify and cultivate relationships with strategic partners for recruitment (i.e., Universities, Colleges, TFA, Teaching Fellows, Colleges/Universities, reputable Certification Programs).

Devise and implement additional recruitment strategies to access new or alternative teaching candidate pools.

Manage and analyze the recruitment database on a regular basis.

Develop evaluation tools and criteria with the leadership team for each step of the recruitment process.

Support the recruitment strategies within the Guest Educator program to attract potential Guest Educators as a viable alternate talent pipeline for future teaching staff at campuses.

Oversee the district’s Guest Educator program ensuring the best practices are in place to grow the number of Guest Educators and improve the overall program.

Employee Relations

Promote collegiality, teamwork, and collaborative decision-making among staff.

Conduct formal investigations of allegations involving district employees and write reports summarizing conclusions drawn based on investigation materials.

Communicate and correspond with district personnel, law enforcement, and other agencies.

Afford assistance in responding timely to level one grievances and participate in level one Hearings.

Provide guidance and counseling to supervisors on resolving personnel problems, interpreting policies and procedures, and taking disciplinary actions.

Afford assistance in providing human resource management training for district supervisors.

Manage the department’s employee relations database for grievances, misconduct allegations, state & federal complaints, and other matters.