Position Type:
ESSER Business Professional/Manager, Pre-Employment Services (ESSER)

Date Posted:
10/31/2022

Location:
Human Resources

Date Available:
11/14/2022

Closing Date:
Until Filled

Location:Area:Job Category:Hattie Mae White Bldg.NorthwestBusiness Professionals Job Code:Contract Type:Months:30012004None12 Salary Minimum:Salary Midpoint:Salary Maximum (Depending on Experience):$67,545$89,498$111,450
POSITION TITLE: Manager, Pre-Employment Services (ESSER)

CONTRACT LENGTH: 12M

DATE: 9/30/2022

DATE OF LAST REVISION: N/A

JOB CODE: HR0951E

SAP 30012004

PAY GRADE: 30

FLSA EXEMPTION STATUS: E

Job Family - Human Resources

JOB SUMMARY

This position is funded by ESSER grant funds. Employment is temporary and may be limited to 1, 2, or 3-year terms.

Manages a group of Pre-Employment Associates, leading a team of first-level support professionals responsible for facilitating personnel actions (e.g., hiring, terminations, leaves, transfers, promotions, etc.). Builds the capacity of the team and hiring managers, monitoring progress toward cultivating an excellent, personalized customer experience for both candidates and existing employees. Assesses team proficiency with processes and provides data-informed feedback to ensure that team members (a) maintain two-way communication throughout each stage of the hiring process for candidates, (b) effectively execute personnel actions for both candidates and existing employees, and (c) have the tools, resources, and coaching necessary.

Supports key activities related to the calibration of Pre-Employment Services, ensuring that candidates and existing employees receive a consistent, coordinated, and timely experience when undergoing a personnel action.

MAJOR DUTIES & RESPONSIBILITIES

List most important duties first
1. Manages, supervises, develops, and evaluates team members who serve as first-level support professionals and primary facilitators of personnel actions (e.g., hiring, terminations, leaves, transfers, promotions, etc).
2. Trains team members on best practices for Pre-Employment Services. Provides one-on-one coaching and support to help team members minimize error, shorten lead times, and increase the efficiency of personnel actions.
3. Analyzes personnel action data to help Pre-Employment Associates develop priorities for improving the pre-employment experience for candidates and current employees, including opportunities for professional development and plans of targeted support for high-need stakeholders.
4. Expertly utilizes and manages systems that perform, track, monitor, and evaluate personnel actions.
5. Builds the capacity of central office and school-based leaders and staff to facilitate a coordinated, consistent, and timely pre-employment experience. Cross-functionally and in close collaboration with other Office of Talent teams, executes leadership's strategic framework, goals, and priorities for the district to meet hiring objectives, as well as other employment action needs.
6. Addresses high-priority and other escalated issues as needed from Pre-Employment Associates.
7. Performs other job-related duties as assigned.

EDUCATION

Bachelor's Degree in human resources, education, business administration, organizational leadership, or a closely related field from an accredited college or university. *

*Applicants who do not meet these education qualifications may be considered if they have a unique combination of education and work experiences that indicate potential for success in this role.

WORK EXPERIENCE

Minimum 5-7 years professional experience with at least two years of experience directly managing a team. *

*Applicants who do not meet these education qualifications may be considered if they have a unique combination of education and work experiences that indicate potential for success in this role.

TYPE OF SKILL AND/OR REQUIRED LICENSING/CERTIFICATION

Office equipment (e.g., computer, copier)
Microsoft Office, SAP
Understanding of HR Information Systems, SAP, and applicant tracking systems preferred
Must understand database structures and processing deadlines

LEADERSHIP RESPONSIBILITIES

Manages. Accomplishes the majority of work objectives through the management of direct reports. Provides day-to-day direction to staff; may become directly involved, as required, to meet schedules and resolve problems. Responsible for assigning work, meeting completion dates, interpreting and ensuring application of policies and procedures. Receives assignments in the form of objectives, with goals and the process by which to meet goals. Provides input to hiring, performance and budget.

WORK COMPLEXITY/INDEPENDENT JUDGMENT

Work is substantially complex, varied and regularly requires the selection and application of technical and detailed guidelines. Independent judgment is required to identify, select, and apply the most appropriate methods as well as interpret precedent. Position regularly makes recommendations to management on areas of significance to the department. Supervision received typically consists of providing direction on the more complex projects and new job duties and priorities.

BUDGET AUTHORITY

No budget development activity is required.

PROBLEM SOLVING

Decisions are made on both routine and non-routine matters with some latitude but are still subject to approval. Job is occasionally expected to recommend new solutions to problems and improve existing methods or generate new ideas.

IMPACT OF DECISIONS

Decisions have moderate impact to the facility/department or division, causing increased satisfaction or dissatisfaction; producing efficiencies or delays; promoting or inhibiting personal intellectual or professional development; and/or contributing to financial gain or expense. Errors may be serious, usually not subject to direct verification or check, causing losses such as improper cost calculations, overpayment or improper utilization of labor, materials or equipment. Effect usually confined to the organization itself and is short term.

COMMUNICATION/INTERACTIONS

Collaborate and solve problems - works with others to resolve problems, clarify or interpret complex information/policies, and provide initial screening/negotiations without approval authority. Interactions are typically with customers, senior level professional staff, and managers.

CUSTOMER RELATIONSHIPS

Leads others in the resolution of highly sensitive and confidential issues on behalf of the department. Acts as a trusted advisor and becomes involved in the customer's decision making process including presenting alternatives and information and applying persuasion and negotiation skills in the resolution of problems. Monitors customer service standards.

WORKING/ENVIRONMENTAL CONDITIONS

Work is normally performed in a typical interior work environment which does not subject the employee to any hazardous or unpleasant elements.
Ability to carry and/or lift less than 15 pounds.
Ability to travel to campuses, satellite office locations, etc.