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Minnesota Association of School Administrators

Director of Total Rewards

Director of Total Rewards

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The Director of Total Rewards provides strategic and operational leadership for payroll, compensation, employee benefits, leave management, workers¿ compensation, ADA accommodations, human resources information systems (HRIS), and personnel records and data governance. This role ensures accurate, equitable, secure, and legally compliant administration of total rewards and HR operational services that support workforce stability, employee well-being and instructional continuity.

The Director partners closely with other leaders within Human Resources, Finance, Information Technology, Legal, school leaders, and labor partners to ensure payroll, compensation, benefits, HR systems, and personnel records align with collective bargaining agreements, School Board policies, public records requirements, and applicable federal, state, and local laws. This position is critical to advancing data-informed decision-making, operational excellence, equity, and trust in support of student success.

Reporting Relationship

Reports to the Executive Chief of Human Resources.

 

Responsibilities
The essential functions include, but are not limited to, the following fundamental duties:

-Strategic Leadership & Governance

Provide leadership, vision, and oversight for payroll, compensation, benefits administration, leave management, workers compensation, ADA accommodations, HRIS, personnel records, and HR data governance.
Develop, implement, and maintain district policies, procedures, standard operating procedures (SOPs), and internal controls to ensure compliance with collective bargaining agreements, civil service requirements, School Board policies, public records laws, and employment regulations.
Align total rewards, HR operations, and data governance strategies with district strategic priorities, equity commitments, and service delivery standards.
Serve as a trusted advisor to executive leadership and the School Board on payroll, compensation, benefits, HR systems, records management, and compliance matters.

-Payroll Administration

Oversee end-to-end payroll operations for all employee groups, including licensed staff, education support professionals, administrators, substitutes, and seasonal employees.
Ensure accurate and timely processing of school-year, calendar-year, extra-duty, stipend, and substitute pay in accordance with district calendars and collective bargaining agreements.
Ensure payroll data including assignments, position changes, compensation elements, earnings, and deductions is accurately entered and maintained in the HRIS.
Ensure compliance with all federal, state, and local wage and hour laws, tax regulations, retirement reporting, and audit requirements.
Partner with Finance on payroll reconciliations, audits, budgeting, cash flow planning, and year-end reporting.
Lead continuous payroll process improvements to strengthen accuracy, efficiency, internal controls, automation, and audit readiness.

– Compensation Strategy & Administration

Develop, administer, and maintain district compensation structures, salary schedules, pay bands, stipends, and incentive programs in alignment with labor agreements, statutory requirements, and market benchmarks.
Partner with the Executive Chief of HR and senior executive leadership to support annual compensation reviews, collective bargaining preparation, pay adjustments, and implementation of negotiated agreements.
Lead pay equity analyses and ensure compliance with all applicable equal pay, wage transparency, and wage and hour laws.
Work in partnership with Finance to provide analytical support for compensation modeling, cost projections, and labor negotiations.

-Benefits & Retirement Administration

Lead in partnership with the Benefits Manager, the administration of district employee benefit programs, including medical, dental, vision, life insurance, disability, retirement (e.g., state pension, 403(b)), wellness, and voluntary benefits.
In partnership with the Benefits Manager, coordinate the annual benefits renewals and open enrollment processes in collaboration with labor partners, vendors, and internal stakeholders.
Ensure benefits enrollment, eligibility, and deduction data are accurately recorded and maintained in the HRIS and payroll systems.
Ensure compliance with ERISA, ACA, COBRA, HIPAA, and applicable public-sector benefits regulations.
Manage vendor relationships, contracts, renewals, performance guarantees, and service-level agreements.
Analyze benefits utilization, costs, and employee feedback to support fiscal sustainability, equity, and employee satisfaction.
Lead the administration of compensation/benefits provisions of the labor agreements, employment contracts and benefits/compensation resolutions for employees.
-Leave Management

Ensure smooth administration of all employee leave programs, including FMLA, state and local paid family and medical leave, sick leave, personal leave, parental leave, military leave, jury duty, workers¿ compensation leave, and contractual leaves.
Ensure systems are in place for accurate leave designation, documentation, tracking, and reporting for licensed and non-licensed staff.
Integrate leave management with payroll processing, benefits continuation, ADA accommodations, and workers¿ compensation.
Ensure leave data is properly documented and maintained in personnel files and HRIS records.
Monitor leave trends, assess instructional and operational impacts, and recommend policy or process improvements.

-Workers Compensation, ADA & Risk Coordination

Ensure robust systems are in place and maintained for workers¿ compensation claims administration, return-to-work programs, and modified duty assignments in coordination legal counsel, the Executive Chief of HR and third-party administrators.
Ensure the development and implementation of robust systems facilitate timely and responsive ADA interactive processes, reasonable accommodation determinations, and documentation.
Ensure the coordination among workers¿ compensation, ADA, and leave programs, including proper documentation in personnel records and HRIS systems.
Analyze injury, claim, accommodation, and lost-time data to reduce costs, mitigate risk, and minimize operational disruptions.

-HRIS, Technology & Personnel Records Management

Serve as the HR business owner for the HRIS technology ecosystem supporting payroll, compensation, benefits, leave, timekeeping, and employee records.
Lead HRIS strategy, roadmap development, system implementations, upgrades, integrations, optimizations, in partnership with the PeopleSoft Team.
In partnership with the PeopleSoft Team, establish HRIS governance standards, data definitions, configuration principles, workflows, and system controls to ensure data accuracy, consistency, security, and reliability.
Provide districtwide oversight of personnel records management, ensuring accurate, complete, and compliant maintenance of electronic and paper personnel files.
Ensure all employee data including employment status, assignments, compensation, licensure, evaluations, leave, accommodations, and disciplinary actions is accurately and timely entered into the HRIS in accordance with district policy and legal requirements.
Develop and enforce records management procedures, including documentation standards, retention schedules, indexing, audit protocols, confidentiality requirements, and public data practices.
Partner with Information Technology, Legal, and Compliance to ensure role-based access, data privacy, cybersecurity, and appropriate release of personnel data in response to audits, grievances, litigation, and public records requests.
Conduct regular HRIS data audits and personnel file reviews to ensure accuracy, consistency, and compliance across schools and departments.
Drive automation, workflow standardization, digital forms, and self-service functionality to improve efficiency, accuracy, and user experience.

-Data Analytics, Compliance & Reporting

Oversee HR, payroll, compensation, benefits, leave, and workforce reporting to support compliance, budgeting, labor negotiations, and workforce planning.
Lead the development of dashboards and analytics related to headcount, compensation, benefits utilization, leave trends, labor costs, and workforce demographics.
Ensure accuracy, integrity, and consistency of HR data used for internal decision-making, audits, and public reporting.
Prepare and present reports and analyses for the Executive Chief of HR, senior executive leadership, the School Board, auditors, and regulatory agencies.
Lead and coordinate internal and external audits related to payroll, benefits, leave, HRIS, compensation, and personnel records.
Direct the completion of approved information requests from internal staff, as well as, the completion of surveys from governmental and other external agencies.
Direct the completion of public information requests related to any public HR related information.

-Team Leadership, Development & Labor Collaboration

Build, mentor and develop a high-performing Total Rewards team.
Provide supervision and direction to the benefits, payroll, HRIS teams and records management functions.
Foster a culture of service excellence, accountability, equity, confidentiality, data accuracy, and continuous improvement.
Establish clear roles, expectations, and accountability aligned with district goals, contractual requirements and district policies and procedures.
Lead development, implementation and ongoing review of Total Rewards standard operating procedures and ongoing process improvement efforts.
Assess training needs and implement professional development focused on contract compliance, equity-centered HR practices, customer service, and operational efficiency.
Foster a collaborative, inclusive, and service-oriented team culture.
Develop and deliver training for HR staff, school leaders, and system users on payroll, benefits, compensation, leave administration, HRIS data entry standards, SOPs, and records confidentiality.
Collaborate closely with labor relations staff and union leadership to ensure transparent, accurate, and contractually compliant administration of payroll, compensation, benefits, and leaves.

Knowledge, Skills, and Abilities

Knowledge of total rewards administration, including compensation structures, employee benefits, retirement programs, and leave management.
Knowledge of applicable state, federal and local employment laws and regulations, including wage and hour laws (FLSA), payroll tax and reporting requirements, ACA, COBRA, HIPAA, FMLA, ESST and MN PML, ADA and reasonable accommodation requirements, workers¿ compensation laws, and equal pay and wage transparency laws.
Knowledge of collective bargaining agreements and public-sector employment practices.
Knowledge of HRIS and payroll systems, including data entry standards, system controls, integrations, and reporting.
Knowledge of personnel records management, data privacy, confidentiality, retention, and public records requirements.
Knowledge of internal controls, audit principles, and compliance requirements related to payroll, benefits, and HR data.
Foundational knowledge of HR data reporting and analytics to support compliance, operational oversight and decision-making.
Ability to lead and oversee complex HR operational functions, including payroll, compensation, benefits, leave, HRIS, and records management.
Strong organizational, prioritization and time-management skills to manage high-volume, deadline-driven processes with accuracy.
Strong analytical and problem-solving skills to identify discrepancies, trends, risks, and compliance issues in payroll, benefits, leave, ADA, and workers¿ compensation data.
Skill in developing, interpreting, and implementing policies, procedures, and standard operating procedures based on legal, contractual, and regulatory requirements.
Effective written and verbal communication skills to convey complex information clearly to employees, leaders, and labor partners.
Skill in cross-functional collaboration with Finance, the PeopleSoft Team, Information Technology, Legal, Labor Relations, Talent Acquisition and other key stakeholders.
Skill in staff supervision, coaching, and performance management across multiple functional areas.
Ability to maintain confidentiality and handle sensitive information with discretion and professionalism.
Ability to ensure accurate, timely, and compliant payroll and total rewards administration in a unionized public-sector environment.
Ability to interpret and apply laws, contracts, and policies consistently across a large and diverse workforce.
Ability to ensure data accuracy, integrity, and security within HRIS, payroll, and personnel records systems.
Ability to respond effectively to audits, grievances, and information requests, including public data requests.
Ability to identify operational risks and implement corrective actions.
Ability to work effectively under pressure during critical payroll cycles, audits, and system implementations.
Ability to build trust and credibility with employees, leaders, and labor partners through consistent and equitable practices.
Ability to support equity, transparency, and consistency in compensation, benefits, leave, and data governance.

Director of Talent Acquisition

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The Director of Talent Acquisition provides strategic leadership and operational oversight for all recruitment, selection, and hiring activities for Saint Paul Public Schools (SPPS). This role is responsible for developing and executing a comprehensive, data-informed talent acquisition strategy that ensures the timely hiring of a diverse, highly qualified workforce while maintaining compliance with collective bargaining agreements, civil service requirements, district policies, and applicable employment laws.

The Director partners closely with labor leaders, school administrators, and district leadership to balance operational staffing needs with contractual obligations related to seniority, transfers, posting timelines, and recall rights. This role ensures recruitment systems and practices are transparent, equitable, legally defensible, and responsive to the evolving needs of schools and departments across the district.

Reporting Relationship

Reports to the Executive Chief of Human Resources.

Responsibilities
The essential functions include, but are not limited to, the following fundamental duties:

  • Strategic Leadership & Workforce Planning
    Develop, implement, and continuously refine a district-wide talent acquisition strategy aligned with instructional priorities, enrollment trends, labor agreements, and long-term workforce needs.
    Serve as a strategic advisor to executive leadership on labor market conditions, staffing risks, vacancy trends, and workforce shortages in critical instructional and operational areas.
    Partner with the Executive Chief of Human Resources and district leaders to support workforce planning and succession strategies.
    Lead workforce planning efforts that anticipate retirements, internal movement, recall lists, and hard-to-fill positions within a unionized environment.
    Leverage recruitment data, labor analytics, and historical hiring trends to inform staffing projections and continuous improvement.
  • Recruitment & Selection Operations
    Oversee full-cycle recruitment for all bargaining-unit and non-bargaining-unit positions, including licensed educators, school leaders, paraprofessionals, operations staff, central office professionals, and executive leadership.
    Ensure all recruitment, posting, screening, interviewing, selection, and placement activities comply with collective bargaining agreements, civil service rules, and district policies.
    Lead strategies to build strong, diverse, and mission-aligned candidate pipelines.
    Partner with the Talent Acquisition Manager (TAM) to manage contractual processes related to transfers, displacement, layoffs, recalls, seniority lists, and posting timelines.
    Establish standardized, auditable recruitment procedures that promote consistency, equity, and legal defensibility.
    Monitor and improve recruitment metrics, including time-to-fill, vacancy rates, compliance timelines, candidate experience, and diversity outcomes.
  • Labor Collaboration & Stakeholder Engagement
    Serve as a key partner to Labor Relations staff and union leadership on recruitment-related processes and impacts.
    Collaborate with HR leaders to ensure alignment and continuous improvement across HR operations.
    Consult with principals, hiring managers, department leaders, and HR Business Partners to clarify staffing needs within contractual frameworks.
    Provide training and guidance on contract-aligned hiring practices, equitable interviewing, and selection standards.
    Support labor-management transparency through clearly documented, communicated, and consistently applied recruitment practices.
  • Onboarding & Offboarding
    Lead the development and implementation of district-wide onboarding and offboarding processes in partnership with the Talent Acquisition Manager, embedding the district¿s mission, vision, values, and a sense of belonging.
    Support ongoing review and improvement of new hire processes to ensure a positive employee experience and timely completion of all required documentation.
    Partner with school and department leaders to establish consistent onboarding and offboarding frameworks.
    In collaboration with the Retention Specialist, analyze exit and stay interview data and develop strategies to address systemic trends.
  • Inclusive Hiring
    Design and implement inclusive recruitment strategies that expand access to employment opportunities for candidates from historically underrepresented communities.
    Advance district equity goals while ensuring equitable and consistent application of contract provisions.
    Build partnerships with community organizations, educator preparation programs, workforce development agencies, and institutions of higher education.
    Promote diverse interview panels and provide guidance on bias-mitigation practices consistent with legal and contractual requirements.
  • Staffing & Placement
    Collaborate with the TAM to develop annual staffing timelines aligned with the budget process, including updates to the Staffing Budget Manual.
    Ensure standard operating procedures for licensed and non-licensed staff placement are current, compliant, and consistently implemented.
    Ensure displaced employees are referred to hiring managers in accordance with collective bargaining agreements.
    Partner with the TAM to oversee timely and compliant layoff and recall processes.
    Lead development of systems to track, analyze, and report district-wide vacancies, providing regular updates to executive leadership and the Board.
    Collaborate with the Lead HR Coordinator to continuously improve summer school hiring processes.
  • Employer Branding & Outreach
    Lead employer branding initiatives that position SPPS as an employer of choice while accurately reflecting contract provisions, working conditions, and career pathways.
    Partner with Communications and Marketing to develop targeted recruitment campaigns highlighting mission impact, professional growth, and community engagement.
    Oversee participation in job fairs, community events, college recruiting, and targeted outreach efforts.
  • Team Leadership, Development and Labor Collaboration
    Build, mentor, and develop a high-performing Talent Acquisition team.
    Establish clear roles, expectations, and accountability aligned with district goals, contractual requirements and district policies and procedures.
    Lead development, implementation and ongoing review of Talent Acquisition standard operating procedures and ongoing process improvements efforts.
    Assess training needs and implement professional development focused on contract compliance, equity-centered hiring and other HR processes, customer service, and operational efficiency.
    Foster a collaborative, inclusive, and service-oriented team culture.
    Provide supervision and direction to the staffing and recruitment teams and the personnel file management function.
    Foster a culture of service excellence, accountability, equity, confidentiality, data accuracy, and continuous improvement.
    Develop and deliver training for HR staff, school leaders, and system users on the hiring process and practices, contract language, employment laws and SOPs.
    Collaborate closely with labor relations staff and union leadership to ensure transparent, accurate, and contractually compliant administration of contract language.
  • Process Improvement and Operational Excellence
    Conduct regular audits of the “Apply-to-Hire” pipeline to identify bottlenecks; redesign workflows to reduce time-to-fill while ensuring 100% compliance with seniority and CBA (Collective Bargaining Agreement) requirements.
    Establish and monitor Key Performance Indicators (KPIs) such as offer acceptance rates, sourcing channel effectiveness, and diversity pipeline velocity to drive evidence-based adjustments to recruitment tactics.
    Lead the optimization of the Applicant Tracking System (ATS) and other HR technologies to automate manual tasks, improve data integrity, and create a seamless, mobile-friendly experience for candidates.
    Design and implement systematic feedback mechanisms (e.g., hiring manager satisfaction surveys and candidate experience pulses) to identify service gaps and implement corrective action plans.
    Develop and maintain a comprehensive Library of Standard Operating Procedures (SOPs) for all hiring activities¿ranging from emergency licensed placements to civil service interviews¿ensuring consistency across all school sites.
    Drive operational excellence by identifying and removing administrative barriers in the hiring process; streamline workflows to ensure that classrooms are staffed with high-quality educators with minimal delay.
    Regularly review selection tools, screening rubrics, and interview protocols to identify and mitigate systemic bias, ensuring the hiring process remains a driver for the district¿s equity goals.
  • Systems, Compliance & Documentation
    Oversee applicant tracking systems (ATS) and recruitment technologies to ensure data integrity, reporting accuracy, and audit readiness.
    Ensure recruitment records meet EEO/AA, collective bargaining, and public records requirements.
    Develop, update, and enforce recruitment-related policies and guidelines.
    Partner with Legal, Labor Relations, and HRIS teams on grievances, audits, and process improvements.
    Budget & Vendor Management
    Develop the recruitment budget inclusive of supplies, recruitment events, advertising and marketing.
    Identify, negotiate and oversee vendor contracts in coordination with procurement.
    Evaluate return on investment for recruitment strategies and vendor partnerships.
  • Miscellaneous
    Enthusiastically promote and support the district and division goals and priorities.
    Stay current with talent acquisition and other HR related trends, best practices, and technology.
    Provide labor relations with recommended contract language changes for negotiations.
    Maintain confidentiality of work-related issues and records.
    May work outside standard business hours during peak times recruitment and hiring times.
    Promote and model inclusive leadership to advance the district¿s equity and inclusion goals.
    Contribute to fostering a safe, welcoming and respectful work environment.
    Perform other duties as assigned by the Executive Chief of Human Resources.

Knowledge, Skills, and Abilities

Comprehensive knowledge of talent acquisition, workforce planning, and succession modeling within large, complex, unionized organizations.
Thorough knowledge of federal, state, and local employment laws (EEO/AA, ADA, FLSA, FMLA, Title VII, Title IX, FERPA, and Minnesota tenure statutes).
Deep understanding of collective bargaining agreements, seniority-based placements, recall rights, and civil service hiring frameworks.
Expertise in designing inclusive recruitment strategies, bias-mitigation protocols, and employer branding that reflects the district¿s diversity goals.
Skill in applying continuous improvement methodologies (e.g., process mapping, workflow analysis) to identify and remove administrative bottlenecks in the “Apply-to-Hire” lifecycle.
Strong ability to establish and monitor key performance indicators (KPIs) such as vacancy velocity, sourcing effectiveness, and diversity pipeline health¿to drive evidence-based decisions.
Advanced proficiency with applicant tracking systems (ATS), HRIS platforms, and recruitment technologies, with the ability to leverage automation to enhance data integrity and candidate experience.
Proven ability to lead large-scale initiatives, from technology implementations to the development of a comprehensive Library of standard operating procedures (SOPs).
Demonstrated ability to lead organizational change, modernize legacy processes, and foster a culture of service-oriented continuous improvement.
Ability to balance urgent operational staffing needs with rigid contractual and legal requirements through collaboration with labor leaders and district executives.
Exceptional written and verbal skills, with the ability to translate complex contract language, data trends, and HR policies into clear, actionable guidance for diverse audiences.
Strong leadership, coaching and mentorship skills to build and develop a high-performing, accountable Talent Acquisition team.
Knowledge of how to craft an Employee Value Proposition (EVP) that resonates with diverse candidate pools in a competitive educational labor market.
Exceptional written, verbal, and cross-functional communication skills, including the ability to effectively explain policies, procedures, contract language and talent acquisition strategies to diverse audiences.
Strong analytical, project management, and strategic planning abilities.
Ability to balance operational needs with contractual and legal requirements.
Ability to lead change and build effective relationships across diverse stakeholder groups.

School Counselor

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Join Our Team! 

At Eastern Carver County Schools, we are committed to creating a school environment where everyone feels welcome, safe, and included, and where every child has access to the tools and opportunities they need to succeed. Our schools empower students to achieve their personal best, engage in lifelong learning, and be thoughtful and responsible citizens. All employees in our school district play an important role in ensuring this goal is achieved and we would love to have you join our team!

High School Counselor 
Chanhassen High School
For specific information please contact: Doug Bullinger at [email protected]

Position Start Date:  2026-2027 School Year
FTE/Hours:  1.0 FTE
Responsible To:  Building Principal

Job Summary:  This position would work with 9-12 grade students that are in need of academic, social and emotional support. The position will include: facilitate support groups, study strategies, time management/organization, new student group, and implement interventions for struggling students. Position would coordinate academic interventions between teachers and students. Counselor must exhibit ability to manage and track multiple students’ academic progress and needs, act as a liaison between EL department, teachers, Deans, and School Counselors. This position will require attention to detail, knowledge of google docs, and the ability to collaborate with multiple staff in the building.

Major Job Functions; Specific Tasks; Required Knowledge, Abilities & Skills:  See attachment.
License Required:  Valid State of Minnesota licensure in Secondary Guidance and Counseling

Salary Range:  $53,432 – $108,172 for a 184 day contract @ a 1.0 FTE  (Salary will be prorated based on contract days in assignment, education and experience)
Compensation and Yearly Duration of Employment:  Compensation will be determined by District 112 and the Chaska Education Association (CEA).

Application Procedure:  This position will remain open until filled. Interview process will be ongoing until filled. Please apply online at:  http://www.district112.org  (only online applications will be accepted).

All job offers from Eastern Carver County Schools are conditioned upon passing a pre-employment criminal background check and ISD 112 School Board approval. If recommended for employment, applicant will provide proof of legal right to work in the United States if required.
  
Eastern Carver County Schools is an Equal Opportunity Employer.

Speech/Language Pathologist

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Job Description:   
Full-time Speech / Language Pathologist.  This position commences on approximately 8/24/26 with the start of the 26-27 school year.

Qualifications: 
Knowledge and experience providing speech/language services to students.  Ability to administer assessments to determine qualification based on Minnesota Criteria for speech/language services.  Ability to write IEP/IFSP goals and keep accurate records.  Knowledge of due process procedures.  Ability to collect, interpret and report data. Excellent communication skills.  Ability to work in a highly collaborative model.  Ability to collaborate with general and special education teachers regarding students’ communication needs.  All candidates will be considered.

The historic community of Faribault offers adventure, fun, unique dining, history, shopping and entertainment. Once you arrive you will experience historic landmarks, cultural and artistic gathering places in downtown, 10 lakes within 10 miles with many resorts and campgrounds, 39 beautiful parks within the city, an outdoor aquatic center, miles of bike, walking and snowmobile trails, great lodging and restaurants; enjoy year round recreations such as biking, kayaking, cross-country skiing, snowmobiling, fat tire biking and so much more.

Compensation/Benefits/Perks:
Faribault Public Schools provides a competitive salary commensurate with education and experience. Other benefits include:

  • Substantial personal and sick leave days
  • Fully paid single health insurance
  • Annual stipend of up to $1000 for national certifications
  • Paid ASHA dues
  • Option of using the 3:1 model to better work in testing and due process requirements
  • Enticing retirement package
  • Our district educational positions qualify for federal loan forgiveness program
  • State of the Art Fitness Center open to staff
  • 1:1 Technology for staff use
  • Work-life balance culture
  • Ongoing professional development opportunities
  • Strong mission and vision statements
  • Numerous before/after school and summer programming for additional income and/or volunteering opportunities.
  • Solid Community Education programs offering opportunities to create and/or participate in unique programming

Daily Pay Range: $265.52 – $497.67 depending on experience.

In addition to a supportive and collaborative professional environment, the town of Faribault has a number of unique characteristics:

  • Commutable from Twin Cities, right off I35
  • Centrally located and driving distance within an hour of Mankato, Rochester, Twin Cities
  • Lots of lakes and good fishing
  • New downtown revitalization project
  • Small town feel with many shopping, restaurants & recreational opportunities

Speech Language Pathologist

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Join Our Team!

At Eastern Carver County Schools, we are committed to creating a school environment where everyone feels welcome, safe, and included, and where every child has access to the tools and opportunities they need to succeed. Our schools empower students to achieve their personal best, engage in lifelong learning, and be thoughtful and responsible citizens. All employees in our school district play an important role in ensuring this goal is achieved and we would love to have you join our team!

Speech Language Pathologist 
Chaska Middle School West
For more information please contact: Laura Pingry-Kile at [email protected] or Aaron Holland at [email protected]

Position Start Date:  2025-2026 School Year

FTE/Hours:  1.0 FTE
Responsible To:  Building Principal; Special Education Director/Supervisor
Major Job Functions; Specific Tasks/Required Knowledge, Ability and Skills:  See attachment.

Qualifications:  Valid State of Minnesota License in Speech Language Pathology

Salary Range:  $53,432 – $108,172 for a 184-day contract 1.0 FTE  (Salary will be prorated based on contract days in assignment and fte, education and experience) Salary and benefits pursuant to the Chaska Education Association (CEA) Collective Bargaining Agreement.
Compensation and Yearly Duration of Employment:  Compensation will be determined by District 112 and the Chaska Education Association (CEA).

Application Procedure:  This position will remain open until filled. Application review process will be ongoing until filled. Please apply online at:  http://www.district112.org  (only online applications will be accepted).

All job offers from Eastern Carver County Schools are conditioned upon passing a pre-employment criminal background check and ISD 112 School Board approval. If recommended for employment, applicant will provide proof of legal right to work in the United States if required.
  
Eastern Carver County Schools is an Equal Opportunity Employer.

Family and Consumer Science (FACS) Teacher

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Join Our Team!

At Eastern Carver County Schools, we are committed to creating a school environment where everyone feels welcome, safe, and included, and where every child has access to the tools and opportunities they need to succeed. Our schools empower students to achieve their personal best, engage in lifelong learning, and be thoughtful and responsible citizens. All employees in our school district play an important role in ensuring this goal is achieved and we would love to have you join our team!

Family & Consumer Science (FACS) Teacher 
Chaska High School
For more information please contact: Jim Bach at [email protected]
Position Start Date:  2026-2027 School Year
FTE/Hours:  1.0 FTE
Responsible To:  Building Principal

Major Job Functions; Specific Tasks/Required Knowledge, Ability and Skills:  See attachment.
Qualifications:  Valid State of Minnesota License in Family and Consumer Science

Salary Range:  $53,432 – $108,172 for a 184-day contract at a 1.0 FTE. Salary will be prorated based on contract days in assignment and FTE, education and experience. Salary and benefits pursuant to the Chaska Education Association (CEA) Collective Bargaining Agreement.
Compensation and Yearly Duration of Employment:  Compensation will be determined by District 112 and the Chaska Education Association (CEA).

Application Procedure:   Application review process will be on going until filled. Please apply online at:  http://www.district112.org  (only online applications will be accepted).

All job offers from Eastern Carver County Schools are conditioned upon passing a pre-employment criminal background check and ISD 112 School Board approval. If recommended for employment, applicant will provide proof of legal right to work in the United States if required.
  
Eastern Carver County Schools is an Equal Opportunity Employer.