Human Resources Business Partner (Instructional)

Location
Memphis, TN, US
Salary
Competitive
Posted
Jun 12, 2019
Ref
19264
Purpose and Scope
The Human Resources Business Partner (Instructional) establishes and maintains strong, positive working relationships with school principals and Instructional Leadership Directors to support the sourcing, assignment, induction, retention, development and performance of high-quality candidates for all school-based positions. Collaborates with managers and other District staff to develop short- and long-range plans for assigned program or functional area. Researches, compiles data for, and prepares various statistical, administrative and/or financial reports as required. Researches and explores feasibility of implementing new methods, technologies or programs to improve HR processes related to functional area.

Essential Job Functions
  1. Establishes and maintains strong, positive working relationships with school principals and district management to support the sourcing, assignment, induction, retention, development and performance of high quality candidates for all school-based instructional positions.
  • Guides principals and their managers (ILDs) to implement best practices for hiring, managing and retaining staff through personalized interactions.
  • Serves a caseload of schools, acting as the primary liaison between schools and all Human Resources departments serving as a one-stop-shop to help school leaders troubleshoot issues, provide guidance and address questions related to common HR issues (e.g., FMLA, FLSA, educator licensure and compliance, compensation, substitute services)
  • Regularly reviews school-level human capital data (e.g., absenteeism, retention, turnover, and performance data) to identify trends and areas of concern, elevating the data to school leaders and ILDs to drive human capital decisions.
  • Screens candidate pool candidates to determine fit at assigned schools.
  • Generates innovative solutions and strategies that allow principals to hire earlier and more effectively and meet needs identified for individual schools.
  • Participates in the recruitment and placement of school-based staff through job fairs and other recruitment events and collaborates with the recruitment team to provide feedback on pool quality.
  • Guides new hires through the on-boarding process in an efficient and timely manner, ensuring employees feel prepared to work effectively from day one.
  • Coaches principals and other leaders throughout performance management processes and collaborates with employee relations and professional development staff to ensure effective retention of high performing teachers and improvement or exiting of low performing employees.
  • Monitors all points in the application and onboarding process to ensure timely turnaround times and work with teams as necessary to deal with pain points, generating solutions to address bottlenecks in the process.
  • Supports principals and leaders in the planning for and assignment of staff, including identifying projected vacancies, excessing and transfer actions, long-term substitute teacher assignments and other HR implications of the principal's budgetary and staffing decision making.
  1. Researches, compiles data for, and prepares various statistical, administrative and/or financial reports as required.
  • Prepares reports for principals and academic leaders to keep them apprised of human capital needs and staffing issues and trends.
  • Utilizes data to make informed decisions and support principals and leaders in human capital management.
  • Assists principals and leaders in analyzing relevant HR data regarding teacher quality, turnover, absenteeism and other significant levers in improving workforce excellence.
  • Keeps current with school achievement data to ensure human capital needs are met to continually improve student outcomes.
  1. Collaborates with managers and other District staff to develop short- and long-range plans for assigned program or functional area.
  1. Researches and explores feasibility of implementing new methods, technologies or programs to improve HR processes related to functional area.
  • Utilizes all HR information technology and adapts to new technologies quickly.
  • Interfaces with technology staff on information systems issues related to human resources.
  • Reports, tests and follows through with technology enhancements and solutions in the event of glitches.
  1. Performs related responsibilities as required or directed.


Minimum Qualifications
Bachelor's degree in a related field and five (5) years of HR or related work experience required OR Nine (9) total years of HR or related work experience may be substituted for Bachelor's degree. PHR or SPHR certification preferred.

Degree Equivalency Formula:
Bachelor's Degree= 4 years plus required years of experience.
Master's Degree= 2 years plus required years of experience.
Where Master's degrees are required, years for Bachelor's Degrees must be included.

Knowledge, Skills, and Abilities
  • Demonstrated skill in generating effective solutions to complex problems
  • Excellent analytic skills with the ability to swiftly and accurately understand complex data and perform analysis
  • Demonstrated skill in achieving ambitious work-related goals
  • Ability to adapt to an ever-changing District landscape
  • Ability to influence others to achieve District and departmental goals
  • Demonstrated skill in developing data-supported solutions using fact-based logic; ability to translate difficult analysis into an easy-to-understand manner and present to a broad audience
  • Excellent written and verbal communication skills
  • Ability to manage daily administrative tasks without losing sight of long-term goals and planning
  • Demonstrated skill in customer service, exercising good judgment in manner, tone and way of speaking
  • Commitment to high-quality customer satisfaction and demonstrated ability to resolve complex issues
  • Excellent event planning, organizational and time-management skills
  • Knowledge of performance management processes and best practices
  • Knowledge of Human Resources best practices and process
  • Ability to coach others on implementing HR/Performance Management best practices


Physical Requirements and Working Environment
Physical Demands : Requires sedentary work involving standing or walking for brief periods, exerting up to 10 pounds of force on a regular basis; and some dexterity in operating office equipment; must be able to use hands and fingers for sign language.

Unavoidable Hazards : The position is exposed to no unusual environmental hazards.

Sensory (ADA) Requirements : The position requires normal visual acuity and field of vision, hearing and speaking abilities.

AMERICANS WITH DISABILITIES ACT COMPLIANCE

Shelby County Schools is an Equal Opportunity Employer. ADA requires the district to provide adequate accommodations to qualified persons with disabilities. Prospective and current employees are encouraged to discuss ADA accommodations with management.

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