JOB SUMMARY

The Executive Director of Human Resources (Division) is a key member of the Human Resources and Division leadership teams, responsible for overseeing the overall management of the Division's HR functions. This role works both independently and collaboratively with HR and Division leadership teams to address challenges, identify solutions, and ensure the strategic implementation of HR workstreams aligned with the District’s Action Plan. The Executive Director leads a team of HR professionals in the Division, partners with key cross-functional stakeholders, and ensures the delivery of high-quality HR services in support of the Division’s goals to drive organizational success. This role is uniquely positioned to strengthen the “unit concept” of support for the Division, which shall be measured by clarified responsibilities, strengthened processes, and real-time, data-driven outcomes.
 

MAJOR DUTIES & RESPONSIBILITIES

• Develops strategic plans, establishes goals and priorities, and implements workstreams to provide Human Resources services across the Division that directly support HISD’s Action Plan.
• Maintains and strengthens Human Resources’ relationships with the Division leadership and principals through increased real-time communication, transparency, and coordination.
• Directs the day-to-day operationalization of Human Resources’ workstreams within the Division in support of needs and priorities identified by the Division leadership, including planning, development, coordination, and evaluation of HR functions. Ensures implementation of Human Resources’ objectives and strategies set by the Chief Human Resources Officer (CHRO).
• Serves as a general subject matter expert in all Human Resources’ areas, collaborating with specialized experts across the HR department to provide division leaders, principals, campus leaders, and Human Resources staff with direction, guidance, coaching, training, and support to help them effectively fulfill their leadership responsibilities.
• Recommends policy and procedure changes related to Human Resources issues. Develops strategies, resolves conflicts and provides guidance to division leaders and principals on HR policies and procedures, including implementation to fidelity.
• Takes a proactive role in identifying and responding to employee issues; works in collaboration with the Employee Relations and Legal teams to ensure preemptive and effective employee communication and actions to address misconduct and performance concerns.
   

MAJOR DUTIES & RESPONSIBILITIES CONTINUED

• Advises division leaders on recruitment and retention strategies in collaboration with HR’s Talent Acquisition and Talent Management departments. Acts timely on all staffing needs.
• Oversees reporting of Human Resources data and interpretation of data to the Division.
• Ensures that Human Resources initiatives are focused and aligned on improving division and campus operational efficiency and effectiveness.
• Works collaboratively with cross-functional teams to implement central office-led initiatives providing best in-class HR expertise, support, and project management.
• Works closely with the Human Resources Information Systems (HRIS) team to collect, analyze, and report data aligned to key performance indicators outlined in Human Resources’ scorecards.
• Performs other job-related duties as assigned.
   

EDUCATION

Bachelor’s degree from an accredited college or university required in the following human resource functions: human resource management, human resource development, business administration, organizational leadership, education, or other degree that provides appropriate transferable skills. Candidates with a bachelor’s degree from an accredited college or university not related to one of the fields listed may substitute one additional year of experience in place of a degree in a field listed. Master’s degree preferred.

Applicants who do not meet these education qualifications may be considered if they have a unique combination of education and work experiences that indicate potential for success in this role.
 

WORK EXPERIENCE

Candidate must meet one of the work experience requirements listed below.

• 7 years of minimum experience required in one or more human resource functional areas (preferably in school setting), if candidate holds a bachelor’s degree related to the fields listed in the education section above.
• 10 years of minimum experience required in one or more human resource functional areas (preferably in school setting), if candidate holds a bachelor’s degree not related to the fields listed in the education section.

Applicants who do not meet these work experience qualifications may be considered if they have a unique combination of education and work experiences that indicate potential for success in this role.

SKILL AND/OR REQUIRED LICENSING/CERTIFICATION

Intermediate or advanced skills in the use of the Windows environment and applications including Microsoft Word, Excel, PowerPoint, Outlook, and TEAMS.
Intermediate or advanced skills of HR Information Systems (HRIS), SAP (preferred), PeopleSoft, applicant tracking systems, SharePoint, databases, Google docs, webpage creation and management.
PHR/SPHR, SHRM-CP/SHRM-SCP, TASBO, and/or TASB certifications preferred.
Familiarity with school district governance, laws, policies, and regulations, as well as effective implementation of and compliance with these parameters.
Ability to objectively analyze HR data and make recommendations on a variety of issues.
Ability to backwards plan and influence to achieve outcomes in collaboration with teams.
Ability to understand broader organizational goals in relation to job responsibilities.
Ability to implement HR best practices in an innovative manner to achieve outcomes.
Office equipment (e.g., computer, laptop, copier).
 

LEADERSHIP RESPONSIBILITIES

Senior Management:
Manages a unit-based department through direct supervision of HR team members in the Division. Serves on the HR Executive Leadership Team to effectively coordinate optimal support and HR expertise. Manages HR staff in the effective completion of day-to-day HR workstreams in a manner that supports priorities set by Division leadership. Implements strategies and broad departmental objectives from senior leadership in HR and the Divisions. Delegates assignments to subordinate management and staff, as well as ensures that HR staff attendance and work products meet Division expectations. Allocates resources according to priorities and serves as the primary decision maker regarding hiring, performance and budget recommendations related to HR staff in collaboration with Division leadership.
 

WORK COMPLEXITY/INDEPENDENT JUDGMENT

N/A

BUDGET AUTHORITY

Compiles, organizes, and interprets data, figures, and personnel management in support of departmental and Division budgets. Makes sound recommendations within budgetary constraints.

PROBLEM SOLVING

Decisions are made with greater freedom and discretion, including recommendations that are subject to approval on matters that may affect multiple departments across HISD. Job is frequently expected to
recommend new solutions to problems, to improve existing methods/procedures/services and generate new ideas. May also review decisions made by other individuals on more routine matters.
 

IMPACT OF DECISIONS

Decisions have moderate impact to the facility/department or division, causing increased satisfaction or dissatisfaction; producing efficiencies or delays; promoting or inhibiting personal intellectual or professional development; and/or contributing to financial gain or expense. Errors may be serious, usually not subject to direct verification or check, causing losses such as improper cost calculations, overpayment or improper utilization of labor, materials or equipment. Effect usually confined to the organization itself and is short term.
 

COMMUNICATION/INTERACTIONS

Collaborates and solves problems - works with others to resolve problems, clarifies or interprets complex information/policies/data, and provides initial screening/negotiations without approval authority. Interactions are typically with unit employees, senior level professional staff, stakeholders, and managers.
 

CUSTOMER RELATIONSHIPS

Regularly assesses and diffuses complex and escalated employee matters. Takes personal responsibility and accountability for solving systemic employee relations’ problems. Regularly explores alternative and creative solutions to meeting the needs of students and staff within HISD's policies and regulations.
 

WORKING/ENVIRONMENTAL CONDITIONS

Work is normally performed in a typical interior work environment, which does not subject the employee to any hazardous or unpleasant elements.
•    Valid Texas driver’s license with applicable insurance coverage.
•    Tools/Equipment Used: Standard office equipment, including personal computer and peripherals
•    Posture: Prolonged sitting; occasional bending/stooping, pushing/pulling, and twisting
•    Motion: Repetitive hand motions including frequent keyboarding and use of mouse; occasional reaching
•    Lifting: Occasional light lifting and carrying (less than 15 pounds)
•    Environment: Prolonged or irregular hours, including some weekends; frequent districtwide travel
•    Mental Demands: Work with frequent interruptions, maintain emotional control under stress, fast-paced