Burlington, VT, US
Per Year
May 15, 2019
The Director of Human Resources is responsible for cultivating one of the School District's most important assets - its people. The Director of Human Resources serves as the School District's Chief People Officer, and as a member of the Superintendent's leadership team is key advisor to the Superintendent, especially on issues relating to diversity, equity, and wellness within the School District's workforce. The Director of Human Resources is responsible for developing and implementing comprehensive, impartial, and equitable policies, programs, and services to meet organization-wide and department specific operational needs. The Director of Human Resources oversees the operations of the Human Resources department and works closely with District administrators to ensure that the District's workforce has all required competencies and resources necessary to perform effectively. The position is responsible for delivering comprehensive, impartial and equitable human resources policies, programs and services to meet District-wide and department specific operational needs. This includes, but is not limited to, classification and compensation, recruitment and selection, policy development, benefit administration, workers compensation, labor relations, employee training and development, and diversity and inclusion. The Director is also responsible for initiating and completing efforts to continuously evaluate and assess employee benefits and human resource processes, policies, and practices, and then working with staff to improve and address identified issues.

ESSENTIAL JOB FUNCTIONS: The Director of Human Resources shall be responsible for the following activities:

Employee Recruitment and Selection • Develop, administer, and analyze the effectiveness of position classification and salary plans. • Design and maintain appropriate hiring processes and procedures. • Guide the recruitment and hiring of employees, maintaining a workforce that reflects the School District's diversity. • Plan and deliver new employee orientations. • Ensure that employees are effectively on-boarded consistent with each department's needs.

Employee Development and Retention • Direct employee training, counseling, and career development in conjunction with department heads, including working with departments to help eliminate structural barriers to development opportunities. • Identify organizational training needs and develop training plans and programs. • Oversee the District's employee performance evaluation system. Review and implement changes to ensure the system provides actionable, meaningful feedback for employees to support strong performance. • Work with District departments to develop and foster an inclusive work environment. • Facilitate leadership decision-making through an equity lens and champion equity initiatives. • Review and advise on departmental reorganization requests and make recommendations to the Superintendent • Coordinate employee separation and exit interviews.

Diversity and Inclusion • Provide support for the diversity, equity and cultural competency initiatives.. • Monitor compliance with EEOC guidelines and certify compliance with EEO requirements for federal grant programs. • Prepare reports and initiate strategies for increasing workforce diversity and inclusivity. • Design, implement, and assess diversity initiatives and policies.. • Support the regular anti-bias trainings for District employees and Board.

Employment Practices and Policies • Prepare and recommend human resources policies and procedures to the Superintendent and the School Board. • Ensure that all human resources policies and activities comply with federal, state, and local laws and regulations. • Maintain and implement personnel policies and procedures, ensuring consistent interpretation and application. • Monitor and maintain job descriptions, job classifications, and salary structures. • In consultation with the District's Attorney, provide guidance and training to department heads on legal compliance. • Initiate and supervise investigations in response to questions, complaints, employee grievances or harassment/respect in the workplace allegations.• Define and implement formal practice for employee separation, including exit interviews and analysis of lessons learned. • Provide leadership for the regular review and improvement of District HR practices and policies.

Labor Relations • Participate and assist in collective bargaining. • Direct and assist in the administration of labor contracts. • Participate on labor management committees.

HR Administration and Operations • Provide consultation on all human resources matters. • Identify, research, and resolve complex personnel and organizational development issues.• Plan, direct, evaluate the work of the Human Resources Department.• Maintain collaborative relationships with school and departmental staff. • Work outside of regular business hours as necessary. • Ensuring effective and consistent coordination, implementation, and workflow of HR business processes, functions, and procedures. • Manage and assist insurance adjuster and counsel with unemployment and worker's compensation claims as appropriate. • Prepare annual department budget request, monitor expenditures, and comply with all budget guidelines. • Participate in the preparation of District budget recommendations related to personnel and benefits expenditures for all departments. • Ensuring individual employee files (electronic and paper) are current and complete. • Prepare and submit employment-related reports as required by federal and state law. • Develop and provide regular key performance indicator reporting for the human resources function.

Benefit Administration • Administer all employee benefit programs. • Lead efforts to continuously improve the employee health benefits system by recommending changes that will reduce costs and maintain a competitive employee benefit. • Lead efforts to regularly communicate to all employees about employee benefits.

Non-Essential Job Functions: • Performs other duties as required.

QUALIFICATIONS/BASIC JOB REQUIREMENTS: • Bachelor's Degree Human Resources, Organizational Behavior, Business Administration, or related field and seven (7) to ten (10) years of progressively responsible HR Management experience is required. A combination of education, certification and experience may be substituted for educational requirements and required experience at the discretion of the Superintendent. Senior Professional in Human Resources (SPHR) designation or SHRM-SCP certification or Master's degree is preferred. • Experience in benefit and wellness administration, labor relations, employment law, and employee training is required. • Demonstrated commitment to continuous professional development. Demonstrated ability to initiate and lead efforts to assess and implement changes to policies, benefits, and compensation in a collaborative and team-oriented approach. • Ability to effectively, clearly and professionally communicate and represent the Human Resources Department and the District in all written and verbal interactions with multiple stakeholders and to group of all sizes, including District employees, elected officials and members of the public is required. • Knowledge of budgetary procedures and fiscal accountability is required. • Demonstrated commitment to diversity, equity and inclusion, and ability to view all aspects of work through a culturally competent lens is required. • HR experience in a school, municipal, or public environment preferred. • Ability to diffuse and manage complex organizational and employee issues using sound judgment and demonstrating the utmost level of the confidentiality, integrity and trustworthiness while honoring both employee and employer rights and privacy is required. • Ability to prioritize work and problem solve to accomplish competing objectives while meeting deadlines is required. • Regular attendance is required and is essential to meeting the expectations of the job functions. • Ability to understand and comply with District standards, safety rules and personnel policies.

ADDITIONAL INFORMATION: The School District of Burlington will not tolerate unlawful harassment or discrimination based on political or religious affiliation, race, color, and national origin, place of birth, ancestry, age, sex, sexual orientation, gender identity, marital status, veteran status, disability, HIV positive status or genetic information. The School District is also committed to providing proper access to services, facilities, and employment opportunities.

Primary Location:
Burlington School District
Salary Range:
Per Year
Shift Type: