Director of Human Resources - Office of Talent Management

License and Certification Qualifications: Must hold or be eligible for a valid Georgia Educators Certificate in Educational Leadership and/or Support Personnel License issued by the Georgia Professional Standards Commission RequiredCurrent professional HR certification issued by HRCI (PHR or SPHR), or SHRM (SHRM-CP or SHRM-SCP) Preferred Education Qualifications: Bachelors Degree preferably in Organization Behavior, Business or Human Resources Management RequiredMasters Degree in related field Preferred Experience Qualifications: 5 years of progressive HR or HR Business Partner or Education Leadership experience, including support for senior leaders ideally in a large and complex organization. RequiredDemonstrated track record of strategic HR partnership with senior leaders on initiatives including talent acquisition, performance management, employee relations, workforce planning, and organizational development.Experience managing comprehensive data sets for use in progress monitoring.Keen business acumen, strong analytic and problem-solving skills with tremendous drive for results based on Key Performance Indicators (KPIs). Skills Qualifications: Commitment to Data Driven Decision-Making: Identifies, analyzes, and uses key human capital metrics to make updates and changes to HR policies in support of teacher, principal, and district staff quality. Shares data with key stakeholders.Leadership through Influence: Effectively inspires others to work towards common goals to meet the needs of students. Emphasizes and advocates the importance of HRs role serving schools and especially students in communications with internal and external stakeholders.Purposeful Collaboration: Proactively works in partnership with others to achieve a common goal or necessary objective. Builds rapport and cooperative relationships with others. Establishes and maintains strong relationship with employee associations and relevant stakeholders. Places high priority on HR team and district goals.Dedication to Customer Service: Makes customers and their needs a primary focus. Takes appropriate immediate action to meet customer needs and concerns and continually assesses feedback from customers to make improvements.Guardian of Trust and Confidentiality: Makes effective decisions regarding with whom to discuss sensitive and confidential information. Respects the privacy of others and maintains the confidentiality of information to which exposed. Consistently uses good professional and personal judgment.Outstanding verbal and written communication skills Primary Responsibilities: The Human Resources Director (HRD) will serve as a strategic HR Partner for Gwinnett County Public Schools principals and/or district leaders in the Instructional Support Center (ISC). The HRD will provide targeted support and professional development in the areas of talent strategy, performance management, employee effectiveness, and recognition programs. HRDs may execute district-wide HR projects, support change management initiatives, and provide coaching for leaders on HR strategy, staff development, and the fostering of equitable cultures in support of district key performance initiatives. Successful HRDs will be agile, solutions-focused, prepared to make measurable impact, and equipped to partner with schools in support of each and every students success. Foster Strategic Partnerships.Build strategic partnerships with principals and other school and district leaders in assigned clusters or departments to anticipate needs and provide proactive, timely, and strategic support related to talent management within the school or department.Partner with Central HR including Recruitment, Leadership and Staff Development, Employee Relations, Compensation, and Benefits & Leave to develop and provide appropriate solutions to principal leaders and ISC departments to meet business needs.Develop strategic and operational talent management plans to achieve results and ensure alignment with GCPS district goals and objectives by leveraging data to inform decisions.Prepare reports for principals and/or district leaders to keep them appraised of human capital needs and staffing issues.Review and analyze key data metrics for turnover and employee satisfaction, create, and implement action plans as needed.Recommend strategies and HR interventions to school and department leaders to support organizational development, recruitment, and retention.Anticipate leader and stakeholder needs in order to provide short and long term customer focused solutions that drive effective outcomes through the alignment of HR best practices to strategic district, department, cluster, and school goals.Support deployment of learning and development initiatives and interventions including talent acceleration programs.Lead Talent Management and Workforce Planning Strategy.Partner with principals and hiring leaders to design and execute every aspect of the hiring process, including participation in the screening of applicants, calibration training for panelists participating in the interview process, interview process design, and facilitating expedient candidate onboarding.Collaborate with Recruitment and Talent Management in the recruitment of instructional and other staff through support and participation in job fairs and various recruitment initiatives.Support leaders with the short and long-term organization design, staffing and preferred placements during the annual budgeting and allotment process.Assist school and district leaders in analyzing relevant HR data regarding teacher and staff quality, turnover, absenteeism, and other significant levers in improving workforce excellence.Serve as liaison between Talent Management, Employee Relations, Employee Services, Leadership and Staff Development regarding a variety of human resources issues that affect salary, benefits, and payroll.Utilize all HR information technology and adapt to new technologies quickly.Consult on Employee Relations Matters.Consult and advise leaders and/or managers on disciplinary action procedures, coaching, and documentation for matters that do not need to be escalated to Employee Relations.Escalate employee-related matters to Employee Relations team as appropriate for resolution while mitigating risk.Coach and advise leaders, managers, and employees on conflict resolution, relationship building, and effective communication.Support principals and leaders throughout performance management processes utilizing organizational frameworksPerform other duties as assigned. Physical Demands: While performing the duties of this job, the employee is frequently required to sit for extended periods of time. The employee is also required to talk, hear, stand, and walk. The employee may be required to use hands to touch, handle, feel, and/or reach. The employee is occasionally required to stoop, kneel, or crouch. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, depth perception, and ability to adjust focus. The employee is required to operate a motor vehicle in performance of duties. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.