Executive Director of Personnel Services
Purpose Statement
The job of Executive Director of Personnel Services is done for the purpose/s of leading the district in all areas of staffing from employee relations to supervising and coordinating the recruitment and selection program for certified and classified employees; directing human resource programs and services; providing information and serving as a resource to others; achieving defined objectives by planning, evaluating, developing, implementing and maintaining services in compliance with established guidelines; providing contract administration; serving as Title IX Officer, Equal Employment Opportunity (EEO) Officer and ADA Officer for employees; serving as liaison with legal and regulatory agencies; providing centralized training and development for staff; supporting the Superintendent and the Board; and overseeing professional development.
This job reports to the Superintendent.
Essential Functions
• Administer and maintain substitute teacher rosters and files for providing desirable and necessary professional oversight.
• Administer Unemployment and Workman's Compensation (e.g., develops alternative solutions to issues and concerns, recommends appropriate actions, oversees administration and interpretation of claims, coordinates with legal counsel, etc.) for serving as liaison to staff, faculty, legal counsel and administrators for contract interpretations.
• Advise Administration (e.g., Superintendent/Associate Superintendent, and Board, etc.) for ensuring implementation of all personnel management processes, in compliance with laws, and regulations.
• Analyze pertinent legislation (e.g., mandates, regulations, guidelines, etc.) for providing necessary leadership for Personnel Services Department.
• Coordinate the recruitment process (e.g., evaluating classifications, screening, hiring of all positions, training of all hiring committee participants, reviewing diversity and gender balance, acts as EEO officer, monitoring and advertising vacancies, screening applicants, conducting interviews, etc.) for selecting and maintaining a highly qualified staff.
• Coordinate a wide variety of personnel policies and employment agreements (e.g., orientation, employment contracts, compensation schedule, etc.) for conforming to district policies, relevant laws, contracts and agreements.
• Direct department operations, maintenance of services and the implementation of new programs and/or processes for providing services within established timeframes and in compliance with related requirements.
• Facilitate meetings, workshops, seminars, etc. (e.g., personnel negotiations, financial procedures, regulatory requirements, actions involving outside agencies, inter-district needs, department meetings, district-level activities, etc.) for identifying issues, developing recommendations, and supporting other staff.
• Maintain manual and electronic documents, files and records (e.g., background information, vacancy listings, applicant tracking, HR/Personnel website, personnel records, job description updates, personnel evaluations, administrator leaves, professional development records, etc.) for providing accurate information, data, and documentation, in compliance with regulatory requirements and established guidelines.
• Monitor budget allocations, expenditures, fund balances and related financial activities for ensuring that allocations are accurate, revenues are recorded, expenses are within budget limits and fiscal practices are followed.
• Oversee district-wide human resource development program (e.g., policies, budgets, procedures and/or actions, employee orientation, training, performance appraisal, employee assistance and exit processes, employee grievance processes, ADA processes, health and welfare benefit programs, confidential and classified positions, etc.) for providing direction for meeting the district's goals and implementing necessary processes and programs for Human Resources.
• Prepare a wide variety of complex written materials (e.g., plans, budgets, funding requests, analyses, recommendations, procedures, contracts and policy recommendations, compliance activities' reports, specialized data reports, etc.) for documenting activities and issues, meeting compliance requirements, providing audit references, making presentations, and providing supporting materials for requested actions crucial to the operation of the Human Resources Department.
• Provide direction and leadership for functions related to Human Resources/Personnel Services (e.g., day-to-day operation, monitoring and evaluating service delivery, updating personnel-related board policies, administrative regulations, operational procedures, etc.) for analyzing issues, ensuring compliance with established policies and procedures, and monitoring program components.
• Research information required to manage assignments including reviewing relevant policies, current practices, staffing requirements, financial resources, etc. for developing new programs/services, ensuring compliance with legislative requirements, securing general information for planning, and responding to requests.
• Respond to written and verbal inquiries from a variety of internal and external sources (e.g., staffing, conflicts in policies and regulations, community concerns, unlawful discrimination charges, sexual harassment complaints, external agency complaints, etc.) for identifying the relevant issues and recommending or implementing a remediation plan.
• Serve as permanent member of Board of Education Negotiations Team for assisting in district actions and issue resolution.
• Serve as 'Responsible District Officer' and investigates a variety of related complaints (e.g., unlawful discrimination complaints, sexual harassment complaints, complaints from outside agencies, etc.) for implementing all necessary processes and training to comply with KSDE regulations, and a variety of other applicable laws and regulations.
• Supervise professional personnel in several Departments (e.g., Mary E. Devin Education Support Center administrators, principals, and directors; Payroll Department, Benefits Department, Human Resources Department, etc.) for providing direction in relation to the appointment and supervision of the certified and classified personnel staff.
Other Functions
• Performs other related duties, as assigned, for ensuring the efficient and effective functioning of the work unit.
Job Requirements: Minimum Qualifications
Skills, Knowledge and Abilities
SKILLS are required to perform multiple, highly complex, technical tasks with a need to periodically upgrade skills in order to meet changing job conditions. Specific skill-based competencies required to satisfactorily perform the functions of the job include operating standard office equipment including utilizing pertinent software applications; planning and managing projects; preparing budgets and reviewing financial information; developing effective working relationships; delivering effective training; providing effective leadership; solving problems; building trust; and administering personnel policies and procedures.
KNOWLEDGE is required to perform basic math, including calculations using fractions, percent's, and/or ratios; review and interpret highly technical information, write technical materials, and/or speak persuasively to implement desired actions; and analyze situations to define issues and draw conclusions. Specific knowledge-based competencies required to satisfactorily perform the functions of the job include personnel processes, knowledge
and experience in negotiations, experience in writing contracts, experience in monitoring and updating organizational evaluation tools and processes pertinent codes, policies, regulations and/or laws, including pertinent labor laws and regulations; institutional vision, goals, and personnel opportunities; cost/fund accounting; health standards and hazards; community resources; and practices of personnel administration.
ABILITY is required to schedule a significant number of activities, meetings, and/or events; routinely gather, collate, and/or classify data; and consider a number of factors when using equipment. Flexibility is required to independently work with others in a wide variety of circumstances; analyze data utilizing a variety of complex processes; and operate equipment using a variety of standardized methods. Ability is also required to work with a significant diversity of individuals and/or groups; work with data of widely varied types and/or purposes; and utilize a variety of job-related equipment. Independent problem solving is required to analyze issues and create action plans. Problem solving with data requires analysis based on organizational objectives; and problem solving with equipment is moderate. Specific ability-based competencies required to satisfactorily perform the functions of the job include communicating with diverse groups; meeting deadlines and schedules; working with detailed information; working as part of a team; working with multiple projects; dealing with frequent interruptions and changing priorities; maintaining confidentiality; facilitating communication between persons with frequently divergent positions; accuracy and attention to detail;
adapting to changing work priorities; analyzing issues and determining appropriate course of action; available on-call; and setting priorities.
Responsibility
Responsibilities include working independently under broad organizational guidelines to achieve unit objectives; managing multiple departments; supervising the use of funds. Utilization of significant resources from other work units are routinely required to perform the job's functions. There is a continual opportunity to impact the organization's services.
Work Environment
The usual and customary methods of performing the job's functions require the following physical demands: some lifting, carrying, pushing, and/or pulling, and significant fine finger dexterity. Generally, the job requires 60% sitting, 20% walking, and 20% standing. This job is performed in a generally clean and healthy environment.
Experience: Job related experience within a specialized field with increasing levels of responsibility is required.
Education: Master's degree in Human Resource/Public School Administration or job-related area.
Equivalency: BA/BS degree with extensive experience.
Certificates and Licenses
SHRM, HRCI, or pHCLE Certification
Continuing Educ. / Training
Maintains Certificates and/or Licenses
Clearances
Criminal Background Clearance
FLSA Status Approval Date Salary Grade
Exempt Commensurate with qualifications & experience
Notice of Nondiscrimination
Geary County USD #475 does not discriminate on the basis of race, color, national origin, sex, disability, or age in its programs and/or activities and provides equal access to the Boy Scouts and other designated youth groups. For questions or complaints based on race, color, national origin, sex or age, please contact the USD 475 Executive Director of Personnel Services, 123 N. Eisenhower, Junction City, KS 66441. Telephone: 785.717.4000. For questions or complaints based on disability, please contact the USD 475 Executive Director of Special Education, 123 N. Eisenhower, Junction City, KS 66441. Telephone: 785.717.4000.
