Metro

Essential Functions:

• Serves as lead negotiator for all labor contracts and employment agreements on behalf of the superintendent and school board. Seeks input, prepares strategy, negotiates, and administers the provisions of the collective bargaining agreements and any memoranda of understanding. Ensures that contract provisions align with the strategic priorities of the District and federal and state laws.
• Serves as Human Rights Officer and Title IX Coordinator and ensures timely and appropriate handling and investigation of all discrimination and harassment complaints. Ensures that all roles in the Title IX process are filled on an ongoing basis and that the leaders in those roles receive training as needed.
• Supervises the administration of employee benefits including medical, dental, long-term disability, and life insurance; workers’ compensation; and unemployment compensation programs.
• Collaborates with other directors and team members to implement and/or maintain excellent services and programs.
• Designs, communicates, and implements monitoring systems for human resources related activities including pay for performance, highly qualified status, pay equity, employee dependability, job evaluation, and unrequested leaves of absence (ULAs) and layoffs.
• Manages personnel data for the District; coordinates staffing processes, including weighing in on retention decisions, assignment and transfer of staff, application of seniority, layoff provisions, and continuing contract rights.
• Maintains collegial and collaborative relationships with union leaders;
• Handles grievances and counsels and supports supervisors in their participation in the process.
• Leads a culture of customer service and continuous improvement that sets the tone for the District and the
• Human Resources department. Consistently evaluates programs and services for focus on customers, efficiency, effectiveness, and alignment with department results and District goals.
• Provides strategic direction to the department based on the District’s mission, vision, and core values, best practices, and external trends. Leads the Human Resources staff to ensure short-term and long-term strategic results are met.
• Provides leadership and support to the department to recruit, employ, effectively onboard, and retain highly qualified diverse staff members and actively advance racial equity in the District.
• Develops and ensures implementation of performance management procedures including job descriptions, job evaluations, and reclassifications.
• Assesses employee performance evaluation programs to ensure consistency and compliance with District policies, procedures, and state law.
• Partners with employees and union leadership to enhance communication and employee engagement.
• Collaborates with other divisions within the District to address common issues around staffing, planning, budget, recruitment, hiring, evaluations, discipline, and professional development;
• Counsels supervisors regarding employee issues in alignment with legal requirements and the District’s strategic priorities, workplace investigations, and potential employee discipline.
• Keeps informed about current trends and laws in human resources. Consults with legal counsel, when necessary and/or prudent, on employment matters.
• Maintains pre-employment, employment, and post-employment personnel records and information according to applicable data retention laws and policies.
• Performs other duties as assigned or apparent.

 Knowledge, Skills, and Abilities:

• Considerable knowledge of:
• Collecting bargaining process and negotiations
• Contract interpretation and administration
• Talent management and labor relations
• Employment laws and regulations concerning K-12 education, including: rights and obligations of public employers and employees; licensure requirements; continuing contract rights; and data practices
• Relevant Federal and State laws, enforcement guidelines, and regulations, including those regarding harassment, discrimination, and retaliation; reasonable accommodations; workers’ compensation; leave rights; wage theft; and fair labor standards
• Centering equity and inclusion principles and considerations in decision making and daily work.
• Knowledge of:
• Best practices in evaluations and evaluation processes for a variety of employee groups, including represented, unrepresented, and at-will.
• Employee counseling, progressive discipline, just cause, and best practices for employment actions.
  Essential components for defensible personnel policies, procedures, and practices, as well as employee handbooks.
• Unit clarification process.
• Comparable worth/pay equity.
• Skills in:
• Interpersonal relations, and highly effective written and oral communications with different constituencies across all areas of the District, as well as member districts and other key audiences.
• Change management and conflict resolution.
• Analyzing and interpreting collective bargaining agreements and other employment agreements.
• Advising and assisting supervisors in talent management, performance improvement, employee coaching, and compliance with legal requirements and best practices for employee discipline.
• Knowledge and experience in leading recruitment efforts resulting in diverse candidate pools and hiring and retention of culturally-competent staff, particularly licensed staff.
• Ability to:
• Work effectively with ambiguity, use sound judgment, know when to elevate issues to the superintendent and/or involve other leaders, and exercise independent judgment when appropriate.
• Safeguard private and confidential information, and use discretion if sharing such information is necessary and legal.
• Read, analyze, and interpret complex documents.
• Respond effectively and in a timely manner to issues, inquiries, and complaints.
• Handle issues with sensitivity, emotional intelligence, and a high level of cultural competence.
• Lead and make decisions collaboratively when possible, and make unilateral decisions when there is no consensus and a decision must be made.
• Work in a fast-paced environment with multiple competing demands, prioritize work and consistently meet deadlines.
• Delegate when and if appropriate to build capacity in department staff and manage the workload.
• Develop, communicate, and implement HR policies and procedures.
• Train supervisors/employees regarding legal and compliance requirements in areas such as harassment, discrimination, retaliation, investigations, and proper handling of personnel matters.