Chief Human Resources Officer (Assistant Superintendent) - Fort Zumwalt R-II School

FORT ZUMWALT SCHOOL DISTRICT PS204

JOB TITLE: Chief Human Resources Officer

REPORTS TO: Superintendent

FLSA: Exempt

Note: Critical features of this job are described under the headings below. They may be subject to change at any time due to reasonable accommodation or other reasons.

POSITION PURPOSE/SUMMARY
The Chief Human Resources Officer will recruit and retain professional personnel of a sufficient caliber of excellence to ensure consistently high educational benefits to each student in the district.

QUALIFICATION REQUIREMENTS
The Chief Human Resources Officer must have at least a Masters Degree in Educational Administration or a related field. A Specialist Degree or higher is preferred. Alternatively, they should possess industry-specific certifications and credentials related to human resources that are satisfactory to the Board of Education. Five years of prior administrative or leadership experience is required. Possession of, or eligibility to obtain, Superintendent certification preferred.

ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Directs the district's Human Resources Office and functions.
a. Maintains close contact with all departments and schools in planning and anticipating the professional personnel needs of the school program.
b. Plans, directs, coordinates, and participates in the recruitment of teachers for the elementary and secondary programs.
c. Screens and processes applications of candidates.
d. In collaboration with building administrators, interviews and recommends applicants for appointment to the Superintendent and presentation to the Board.
e. Receives, reviews, and processes requests for transfer in accordance with transfer regulations and the needs of the district.
f. Monitors the operation of the substitute software system and substitute fill rates in collaboration with the HR Generalist.
g. Counsels with employees to resolve complaints, difficulties, and other matters related to personnel management, and works with principals on difficult or sensitive personnel matters.
h. Monitors employee leave time including excessive dock time and works with principals to rectify shortages.
i. Oversees development and distribution of district calendars.
j. Reviews all teacher evaluations and makes recommendations to the Superintendent as to continued employment status or another appropriate status.
k. Conducts exit interviews of personnel leaving the district.
l. Directs the development of personnel regulations.
m. Administers the contract and salary schedule for all professional personnel, and assists in developing and recommending salary policy and structure.
n. Coordinates and interprets the evaluation program of teachers and other professional personnel.
o. Maintains an up-to-date application file of prospective candidates for all teaching, administrative, and supervisory positions.
p. Develops and maintains a system for personnel records for all professional staff employees, to provide a comprehensive, efficient, accurate, and current record of all matters pertaining to employment certification, transfer, tenure, dismissal, retirement, leave, and promotion.
q. Prepares and maintains statistical information on all personnel, and submits the necessary statistical reports to the State Department of Education and the Board of Education.
r. Advises professional personnel on retirement procedures.

s. Ensures proper certification for all certified staff.

t. Maintains adequate confidential files on all district professional staff employees as required by law and Board policy.
u. Serves as a compliance officer for employee discrimination and harassment.
v. Leads the Human Resources team and oversees all support staff operations.
w. Designs and develops programs, processes and services that promote the recruitment and retention of high quality faculty and staff.

2. Participate as a contributing member to the general administration of the school district under the direction of the Superintendent.
a. Makes recommendations to the Superintendent for modification of Board policies related to professional personnel matters and notifies the appropriate people of changes approved by the Board of Education.
b. Leads the negotiations teams for all categories represented by an association.
c. Assists in monitoring the implementation of all professional agreements between the Board of Education and the Fort Zumwalt Education Association and the groups they represent.
d. Serves as a member of the Fort Zumwalt Curriculum Council.
e. Prepares the portion of the State Classification report relative to professional staff and such other reports as may be required by the Superintendent.
f. Participates in tax levy and bond issue campaigns.
g. Represents the district at appropriate state and local meetings.
h. Attends district administrators' meetings.
i. Attends meetings of the Board of Education and makes recommendations for action related to all aspects of the Human Resources operation of the district.
j. Assist in leading administrative meetings and new administrator leadership seminars.
k. Performs duties as assigned by the Superintendent.

MENTAL DEMANDS
Ability to maintain highly confidential information; communicate clearly both orally and in writing, and/or ability to reason and make appropriate decisions. Solve a variety of problems in many different situations and have strong attention to detail. The Chief Human Resources Officer must also have the ability to define problems, collect data, verify facts, make valid conclusions, and deal with abstract concepts.

PHYSICAL DEMANDS
While performing the duties of this position an employee is regularly required to sit, walk, talk, present, and hear.  This job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee.

TERMS OF EMPLOYMENT
The Chief Human Resources Officer shall be appointed for a term of one to three years during the month of February.  The employee shall be employed on a twelve-month basis.

EVALUATION
Performance of this job will be evaluated annually in accordance with the provisions of the Board’s policy on evaluation of professional personnel.

Approved: October 21, 2024