Description

GENERAL STATEMENT OF JOB

 Under limited supervision, performs responsible personnel administration work in carrying out Roanoke City Public Schools policies and procedures relating to a wide variety of human resources programs and activities. Work involves assisting in developing and/or coordinating programs and policies in such personnel components as recruitment, staffing, operation services, employee relations, employee benefits, insurance, and employee health services.

Executive Director is also responsible for interpreting existing personnel ordinances, policies, and procedures; addressing employee complaints or concerns; assisting elected officials in personnel matters; and acting as liaison to outside organizations and agencies involved in school personnel matters. Must exercise initiative and independent judgment in ensuring proper administration of personnel programs, while exercising tact and courtesy in frequent contact with employees, elected officials and representatives of outside agencies and organizations. Reports to the Chief Human Resources Officer.

Requirements

ESSENTIAL JOB FUNCTIONS

Plans, develops, and implements an organizational structure that promotes and supports success for all children through a system of shared decision making.

Plans, develops, coordinates, and evaluates the operations of the Human Resources Department.

Maintains an active network with other key managers and serves as an internal management consultant to Roanoke City Public Schools management for divisions, departments, and the community concerning human resource matters.

Provides advice, support, and assistance by interpreting policies and procedures and by counseling directors, officers, employees and other government agencies on employment, record keeping, retirement, grievance, and other personnel matters and procedures.

 Plans, directs, supervises, assigns, and evaluates the school's recruitment activities, such as applicant interviewing, administration and scoring of examinations, determination of applicant qualifications, establishment, and maintenance of registers of eligible, certification and referral of applicants, background investigations and reference checks.

Investigates, analyzes, and formulates methods for handling special projects; oversees projects to completion and evaluates results; prepares and reviews various reports and performs special projects; serves as liaison with outside agencies on special work programs and special projects; advises and directs Human Resources staff on a variety of non-routine matters.

 Investigates, analyzes, and make decisions regarding personnel problems and/or issues.

 Develops effective recruiting programs.

 Collaborates with all departments to determine the HR training needs throughout the district, while coordinating the implementation of both on going and special interest training programs.

 Serves as an internal consultant to chief officers, executive directors, directors, and managers on organizational development, including philosophy and goals, service standards, job performance and productivity standards and special program development and implementation.

 Coordinates the development of small, problem-solving groups within individual offices and serves as a facilitator for these groups in achieving organizational goals; facilitates the identification and resolution of organizational problems for management.

 Facilitates the development of systems, policies, and procedures to streamline operational functions and minimize duplication of efforts and redundancies within school offices; enhances the effectiveness of managers and supervisors by assisting in the design of programs that are consistent with RCPS goals and objectives.

 Develops methods for interaction between employees and managers concerning job responsibilities to enhance job satisfaction, solve job-related problems and improve organizational effectiveness; assists in creating a work environment that emphasizes a commitment to service as a means to achieving personal satisfaction.

 Supervises and conducts personnel administration duties for direct report subordinates, including hiring and firing, evaluating, assigning special duties, monitoring attendance, and granting leave.

 Develops strategic recruitment plans to include networking with the building partnerships with outstanding institutions of higher education to include Historical Black Colleges and Universities (HBCU’s) to enhance minority recruitment efforts.

 Provides support and facilitates organizational changes mandated by Roanoke City Public Schools management.

 Represents the system on various internal and external boards, committees, task forces, and professional organizations.

 Participates in the decision making of policy recommendations and strategic planning, as a member of the Division Leadership Team.

 Manages and oversees Human Resource information that helps Roanoke City Public Schools maintain effective and efficient operations.

 Develops ongoing and collaborative relationships with internal and external stakeholders to ensure adherence to internal controls and the timely development of Human Resource processing.

 Notifies and counsels with employees relative to non-renewal of contracts, terminations, and suspensions.

 Provides foresight to organizational and strategic planning based on current and past economic trends.

 Responsible for supervising multiple functions with full accountability for effective operation and results.

Performs other duties as assigned.

ADDITIONAL JOB FUNCTIONS

The duties of the Executive Director of Human Resources will have been satisfactorily performed when the evaluation of this person is at the standard or above on the applicable Performance Evaluation System.

 Ability to attend evening school board meetings upon request and work a flexible schedule.

 MINIMUM TRAINING AND EXPERIENCE

Master's Degree in Educational Leadership, Human Resource Management, Business Administration preferred. 3 to 5 years of progressively responsible experience in public personnel administration and management, including three years of public sector human resources work and four years in a supervisory capacity; or any equivalent combination of training and experience which provides the required skills, knowledge and experience and abilities. Society for Human Resources Management (SHRM) CP or SCP, or Senior Professional in Human Resources (SPHR) certification preferred.

 MINIMUM QUALIFICATIONS OR STANDARDS REQUIRED TO PERFORM ESSENTIAL JOB FUNCTIONS

Physical Requirements: Must be physically able to operate a variety of equipment including computers, copiers, overhead projectors, video cassette recorders, etc.  Must be physically able to operate a motor vehicle. Must be able to exert up to 10 pounds of force occasionally, and/or a negligible amount of force constantly to lift, carry, push, pull or otherwise move objects, including the human body. Light Work usually requires walking or standing to a significant degree.

Data Conception: Requires the ability to compare and/or judge the readily observable, functional, structural, or composite characteristics (whether similar or divergent from obvious standards) of data, people, or things.

 Interpersonal Communication: Requires the ability to speak and/or signal people to convey or exchange information. Includes giving instructions, assignments, or directions to subordinates or assistants.

 Language Ability: Requires the ability to read a variety of correspondence, reports, forms, articles, proposals, contracts, etc. Requires the ability to prepare correspondence, reports, forms, evaluations, contracts, policies, handbooks, budgets, etc., using prescribed formats and conforming to all rules of punctuation, grammar, diction, and style. Requires the ability to speak before groups of people with poise, voice control and confidence.

 Intelligence: Requires the ability to apply principles of logical or scientific thinking to define problems, collect data, establish facts, and draw valid conclusions; to interpret an extensive variety of technical instructions in mathematical or diagrammatic form; and to deal with several abstract and concrete variables.

 Verbal Aptitude: Requires the ability to record and deliver information, to explain procedures, to follow oral and written instructions. Must be able to communicate effectively and efficiently in a variety of technical or professional languages including education, legal and counseling terminology.

 Numerical Aptitude: Requires the ability to utilize mathematical formulas; to add and subtract; multiply and divide; utilize decimals and percentages; and to apply the principles of descriptive statistics, statistical inference, and statistical theory.

 Form/Spatial Aptitude: Requires the ability to inspect items for proper length, width, and shape.

 Motor Coordination: Requires the ability to coordinate hands and eyes rapidly and accurately in using office equipment.

 Manual Dexterity: Requires the ability to handle a variety of items such as office equipment and hand tools. Must have minimal levels of eye/hand/foot coordination.

 Color Discrimination: Does not require the ability to differentiate between colors and shades of color.

 Interpersonal Temperament: Requires the ability to deal with people beyond giving and receiving instructions. Must be adaptable to performing under stress and when confronted with emergency situations.

 Physical Communication: Requires the ability to talk and hear: (Talking: expressing or exchanging ideas by means of spoken words. Hearing: perceiving nature of sounds by ear.) Must be able to communicate via telephone.

KNOWLEDGE, SKILLS AND ABILITIES

 Demonstrate leadership qualities and the ability to work effectively within all levels of school district management.

 Proven ability to work under pressure while being flexible.  

 The ability to maintain confidential sensitive personnel information. 

 Strong project management and organizational skills are required with the ability to track intricate details and prioritize multiple initiatives and timelines.  

 Strong independent judgment is required to recommend departmental or organizational objectives.

 Must have the ability to be a team player while having the ability to work on interdepartmental and interdivisional teams.

 Authentic, effective, professional communication style with excellent public speaking and presentation skills and the ability to make presentations to large groups of people. 

 Possess the ability to apply new policies and to update the Human Resource policies and procedures.

 Attention to detail; strategic thinker; ability to develop a strategic framework for comprehensive school reform and its integration to RCPS.

 Ability to establish and maintain effective working relationships with others.

 Knowledge of, and ability to stay current on, legal and regulatory issues impacting the District, including EEO, FLSA, FMLA, COBRA, HIPPA, ACA, ADA, and others.

 Ability to understand and recognize cultural differences with staff.

 Work cooperatively with staff members and agency personnel.

 Work cooperatively with designated supervisor and staff.

 Must be proficient with Microsoft Office.

 Performs accurate record keeping and provide program report updates to School Board. 

 DISCLAIMER

The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees to this job.