** To be considered for the position, please be sure to apply on the Edgility website: https://apply.workable.com/edgility-consulting-4/j/D22C4A7147/ **

ORGANIZATION
Boston Public Schools serves approximately 50,000 children in 115 schools. We fundamentally believe that schools are the unit of change where our school leadership teams and educators create rigorous, supportive, and safe environments for every child to reach their full potential. Our work as a district is to ensure this is possible at every one of our schools.
The district's human capital strategy is critical to its mission to prepare all students for success in learning, leadership and life. The Chief Human Capital Officer is responsible for leading the district's efforts around hiring, developing, evaluating and retaining the staff of the Boston Public Schools. The Chief Human Capital Officer will serve in a senior role within the BPS, serving on the Superintendent's Executive Team and advising the superintendent on district-wide human capital policies and ensuring initiatives are aligned to district strategy and focus.

To learn more about Boston Public Schools, please visit https://www.bostonpublicschools.org/

OPPORTUNITY
The Chief Human Capital Officer is responsible for key policy decisions and implementation strategies across the district, leads strategic planning, and supports Office of Human Capital (OHC) staff. Additionally, the Chief Human Capital Officer ensures strategic alignment across all key functions and teams within OHC (i.e., Labor Relations, Employee Services, Employee Information Services, Performance Management, Payroll, Human Resources Data & Analytics, Strategic Staffing, and Substitute Central). The Chief Human Capital Officer will have a full understanding of all of the different workstreams and projects going on within the office and will help facilitate collaboration and encourage staff to engage other teams when the work might overlap or support each other.

RESPONSIBILITIES
The Chief Human Capital Officer will be responsible for the following:
Human Capital Strategy and Team Leadership

• Providing direction, leadership, vision, and strategic planning to advance the mission of the programs of the Office of Human Capital, to include recruiting and hiring a diverse workforce, performance management, professional learning for educators, customer service, and implementation of strong human capital policies, practices, technology systems and workflows.
• Developing, updating and implementing the department's strategic plan that includes the following areas: staffing, workforce diversity, recruitment, labor and employee relations, performance management, classi?cation, compensation and bene?ts, information management systems, data analytics
• Ensuring budget aligns with core work and strategic priorities
• Setting expectations, providing general professional development and conducting performance evaluations for direct reports and team leads on leadership and leading teams. Includes ensuring processes for getting and giving feedback, both informally and formally as part of the evaluation process, and ensuring the building and maintaining of a strong office culture.
• Performing such other tasks and responsibilities as may be assigned by the Superintendent, Chief of Staff or Deputy Superintendent of Operations

Implementation of Systems and Structures

• Creating and monitoring key performance indicators for all teams within OHC to ensure effective and efficient operations and a high level of customer service in supporting all employees in BPS
• Overseeing a comprehensive review of OHC processes and procedures currently in place to identify areas for improvement and implement process improvements
• Oversees implementation of all collective bargaining agreements, to ensure they are implemented with fidelity and in a timely manner
• Analyzing research, as well as best practices of school districts and other industries, to make evidence-driven recommendations to advance policy objectives
• Oversees wage and salary structures that effectively respond to the competitive labor market, and ensures efficient payroll processes
• Works collaboratively to establish and maintain competitive, cost effective benefit programs and services.
• Monitoring legal and regulatory compliance requirements of OSHA, EEO, ERISA, COBRA, FMLA, FLSA and other existing or proposed employee benefit and compensation legislation.
• Implements district-wide standard operating procedures related to hiring, recruiting, onboarding, developing and offboarding candidates, and ensures all hiring managers are aware of and adhering to these procedures
• Performing and promoting all activities in compliance with equal employment and nondiscrimination policies; follows federal laws, state laws, school board's policies, and the professional standards.

District Leadership

• Serving as a member of the Superintendent's Leadership Team ("the Executive Team") and as part of Division Chiefs, and working in collaboration with BPS executive leadership, OHC executive personnel, and other district departments and offices to implement human capital activities related to the implementation of the division and districts strategic plans
• Working with school superintendents to ensure strong human capital practices in regards to principals (evaluation, compensation, support, etc.)
• Advising the Superintendent on all matters related to district human capital needs, including overseeing and implementing employee discipline matters.
• Presenting on budget and other human capital topics to City Council when asked
• Representing the human capital related work of the district to personnel at City Hall
• Collaborating regularly with all 14 unions that represent BPS employees and the BPS management group, and participating in negotiations
• Ensuring adherence to procedures for effective external and internal communication between and among the School Committee, district sta?, media, community members, other governmental organizations, and the public

Requirements QUALIFICATIONS
In order to fulfill these responsibilities, the ideal Chief Human Capital Officer candidate must be/must have:

• Master's degree from an accredited college or university in human resources, business administration, education or related ?eld
• A deeply held and unyielding belief in the mission of Boston Public Schools.
• Experience managing teams in comprehensive assignments relating to the HR / HC functions
• 10 years' experience in urban education or human resources management
• 3 years of a senior level leadership, preferably in a school district, school, or organization, with experience establishing systems in schools and/or management experience in education strategy development and implementation
• Experience in project management, including the ability to identify, develop, and deploy resources across multiple initiatives
• Demonstrated ability to manage a multi-million dollar budget and sta?
• Demonstrated leadership qualities, interpersonal skills and personal characteristics necessary for working e?ectively with a variety of groups and community based organizations, leaders, advocates, teachers, principals, and others
• Able to successfully navigate within varying degrees of ambiguity in a fast-paced environment
• Excellent verbal and written communication skills
• A strong problem solver, with demonstrated ability to make/effect change in a large institution
• Excellent verbal and written communication skills, including ability to make effective presentations to diverse audiences
• Pro?ciency in use of computer applications, including Google Suite
• Current authorization to work in the United States - Candidates must have such authorization by their ?rst day of employment

The following skills and experiences are preferred:

• Doctorate degree in Education or related ?eld
• Experience in urban education
• Certification as a Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR)

• An understanding of and commitment to gain greater understanding of what is necessary for an urban school system to enjoy continuous improvement in an increasingly complex and competitive environment.
• BPS values linguistic diversity and believes that candidates who speak another language bring added value to the classroom, school, and district culture and diversity. BPS is particularly interested in candidates who are fluent in one of the following languages: Spanish, Creole (Cape Verdean), Creole (Haitian), Chinese, Vietnamese, Portuguese, Arabic, & Somali.

TERMS: Managerial, F101. City of Boston Residency is Required. 12-month work year. Occasional evening and weekend work.

Boston Public Schools is an equal opportunity employer and an organization that values diversity. Recruiting staff to create an inclusive organization is a priority, and we encourage applicants from all backgrounds. Candidates are evaluated solely on their qualifications to perform the work required.
Boston Public Schools, in accordance with its nondiscrimination policies, does not discriminate in its programs, facilities, or employment or educational opportunities on the basis of race, color, age, criminal record (inquiries only), disability, homelessness, sex/gender, gender identity, religion, national origin, ancestry, sexual orientation, genetics or military status, and does not tolerate any form of retaliation, or bias-based intimidation, threat or harassment that demeans individuals' dignity or interferes with their ability to learn or work.