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Minnesota Association of School Administrators

Metro

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.

Educational Assistant – Level IV Special Education

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Primary Responsibilities:

  • Provide support to elementary special education students.
  • Work under the direction of special educators to reinforce instructional strategies, provide behavior support, and assist with personal care in all school environments.
  • Work as a team member to implement IEP based instructional goals and adaptations including assistive technology.
  • Collect student data and third party billing record documentation.
  • Promote inclusion and self sufficiency of students in the school community.

Receptionist/Attendance Clerk – Part-time (10-Month, 7:00-11:30 AM)

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POSTING #: 252620-02

Classification:  Receptionist/Attendance Clerk – Part-time (10-Month, 7:00-11:30 AM)

Start Date:  ASAP

Responsibilities

  • Assist with attendance procedures and data for high school campus, maintaining attendance records and reports, and following-up with unresolved attendance and tardy issues
  • Collect information and prepare written materials for the purposes of documenting activities, providing written references, and/or conveying information
  • Process information, documents, and materials for the purpopse of disseminating information to appropriate parties
  • Communicate with students, teachers, parents, staff, etc. for the purpose of resolving situations and coordinating activities and processes
  • Provide support services to school administration.
  • Other duties as assigned by supervisor

Compensation/Benefits

  • $18.00 per hour
  • Paid time off
  • Retirement plan
  • Employer provided parking with skyway access

Application Deadline:  Open until filled

Saint Paul Conservatory for Performing Artists is an Equal Opportunity Employer.

Academic & College Advisor (Licensed Staff – 1.0 FTE, Grades 9-12)

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Posting # 252611-01

Classification: 1.0 FTE (Full-Time, 11-Months) Academic & College Advisor (Grades 9-12)

Start Date: ASAP

Saint Paul Conservatory for Performing Artists (SPCPA) is a public high school in the heart of downtown St. Paul, Minnesota. Students complete required academic credits and conservatory-style training in the arts provided by professional artists in preparation for college and conservatory.

Key Responsibilities

  • Support the school’s mission, vision, and values and assist students as they advance as scholars and artists
  • Guide students and families in learning about and engaging in conservatory and college exploration, preparedness, four-year planning, and all aspects of the post-secondary application process; facilitate appropriate grade-level communications and activities in each area consistently throughout the school year
  • Direct communications and tasks for current, new and exchange students associated with course registration, scheduling and schedule changes, tracking progress toward meeting graduation requirements, PSEO enrollment, supplemental online learning options, and credit recovery
  • Work with teachers to support student success in the classroom; implement interventions, as needed
  • Monitor and maintain records regarding student attendance and communicate with students and families when there are concerns about attendance, implement attendance contracts and coordinate all truancy procedures based on the requirements of a student’s residence and in alignment with SPCPA’s attendance policies and procedures
  • Assist students and families in locating and connecting with various community resources
  • Implement interventions or strategies to assist students with behavior management and conflict resolution
  • Lead the administration of standardized assessments
  • 504 Plan Coordinator
  • Collect, analyze, and present data, as needed
  • Perform other duties as may be assigned by supervisor

Compensation/Benefits

  • Starting salary of $60,000 – $80,000 per year
  • Generous employer contribution toward single, single +1, and family health and dental benefits
  • Additional benefits provided by employer
  • Paid time off
  • Retirement plan
  • Employer provided parking with skyway access

Saint Paul Conservatory for Performing Artists is an Equal Opportunity Employer.

Assistant Superintendent – Division of Leadership, Teaching, and Learning (DLTL)

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Position Type:
Administration-Licensed/Assistant Superintendent

Location:
Educational Service Center

Closing Date:
03/08/2026

General Purpose of Job: The Assistant Superintendent—Leadership, Teaching, and Learning—supports the district’s mission to inspire and prepare all students with the confidence, courage, and competence to achieve their dreams, contribute to their community, and engage in a lifetime of learning by serving as a key member of the executive leadership team that plans, directs, and coordinates strategic actions aligned with district goals. The position provides system-level leadership for all E-12 schools and program sites, with specific oversight of initiatives and services as assigned by the Superintendent of Schools. The Assistant Superintendent represents the district at the local, state, and national levels and leads efforts to enhance academic achievement, operational effectiveness, and equity across the system.

Osseo Area Schools is where students discover opportunities, build confidence, and prepare for bright futures. From early childhood to high school, we offer experiences inside and outside the classroom that help students grow into curious, capable and connected learners. As Minnesota’s fifth-largest school district, we proudly serve eight communities—including Brooklyn Park, Brooklyn Center, Maple Grove, Osseo, Plymouth, Corcoran, Dayton and Rogers—and offer specialized magnet programs in the Arts, STEM, STEAM, Health Science, and International Baccalaureate. With a student body representing over 100 languages and cultures, our schools reflect the global community, creating an inclusive, enriching environment that prepares students for today’s world and tomorrow’s opportunities. Our 21,000+ students learn across seventeen elementary schools (PreK-5), four middle schools (6-8), three senior highs (9-12), an area learning center (9-12), a fully-online school (6-12), two early childhood centers, and an adult education center.

 

Learn more about Osseo Area Schools here!

 

 

Essential Duties and Responsibilities:

Achieves strategic objectives by leading and representing the district at the executive level.

Supporting the superintendent, as a member of the Executive Leadership Team, in coordinating action to achieve the mission.
Serving as the acting superintendent in the absence of the superintendent.
Representing the perspectives, needs and interests for Leadership, Teaching and Learning.
Working collaboratively with leaders in Human Resources and Business Services, Community Engagement, Instructional & Information Technology, Communications and with the General Counsel to achieve the mission of the school system.
Representing the school system at the national, state, and local level.
Participating in all School Board meetings and work sessions.

Ensures a collaborative culture by fostering trust, professionalism, and effective teamwork across the district.

Adhering to the organization’s core values.
Practicing the language distinctions and promise keeping associated with leadership.
Demonstrating trustworthiness (care, competence, sincerity, reliability).
Designing and facilitating effective meetings.
Establishing effective relationships with colleagues, students, families, staff, and community members in order to influence action.
Setting standards for professional interactions and holding others accountable to the standards.
Providing support and direction to direct reports.
Ensuring that collaborative teams are setting standards for their area of work, examining data regarding effectiveness, and taking action to meet the standards.
Working collaboratively with system administrators to achieve the system’s mission.
Responding to concerns and inquiries from parents/guardians, staff and community members.
Demonstrating a professional demeanor.
Serving on committees as needed and/or assigned.

Ensures improved student achievement by driving equitable, evidence-based practices and systems of continuous improvement.

Demonstrating leadership for racial equity.
Overseeing the design, implementation, and continuous improvement of curriculum to meet the Minnesota Academic Standards and the needs of students.
Ensuring effective instruction.
Evaluating programs and practices using data.
Ensuring that collaborative teams are setting standards, examining data, and designing interventions for students who have already met and who have not yet met the standards.
Providing student support services to meet the needs of students.
Supervising and evaluating site and system leaders.
Providing professional development for leaders that is both job embedded (finances, budgeting, personnel, staffing, student discipline, staff evaluation) and organization embedded (systems thinking/action, instructional leadership, collaborative problem solving, learning organization).
Providing professional development for teaching and support staff.
Visiting schools regularly.
Leading new initiatives to improve student achievement.
Reducing suspensions from school and eliminating the racial disparity within the suspensions.
Overseeing the program of extracurricular activities.
Serving as the catalyst for site continuous improvement.

Ensures effective organizational management by providing strategic operational leadership and oversight.

Collaborating with staff and local law enforcement officials to maintain a safe and healthy learning environment.
Providing direct instruction in student management practices to ensure alignment with board policies and to maintain consistency in practices across sites.
Allocating human and financial resources to accomplish our mission.
Promoting a positive image of schools and the school system.
Maintaining current understanding of laws, policies, and employment contracts which impact schools.
Setting standards for effective operational practice as necessary.
Effectively communicating operational management procedures and practices.
Coordinating the work of principals, directors, assistant principals, coordinators and other management personnel to ensure organizational effectiveness.
Evaluates and supervises building principals and other staff, including hiring, coaching, managing performance, and—in consultation with human resources—administering disciplinary action.

Completes other duties as assigned by the Superintendent.

 

 

Qualifications for the position:
Master’s degree in Educational Administration with an emphasis in instructional programming (E-12). A doctorate degree is preferred.
Seven (7) to ten (10) years of experience in educational administration, including leadership as a principal and/or central office administrator.
Must possess a valid Minnesota Superintendent license.
Salary: Pay Grade 127, $206,677 to $237,679 annually
FTE: Full-time, 260/261 workdays per year
Desired start date: July 1, 2026

Applications are due by Sunday, March 8, 2026 at 11:59 PM. Key dates for this search process include:

Thursday, April 2, OR Friday, April 3, 2026
Tuesday, April 7, 2026
Wednesday, April 15, 2026
 

Physical Demands:

Sedentary Work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull, or otherwise move objects. Work involves frequent sitting, talking, hearing, and the use of hands to operate a computer and standard office equipment. The employee may occasionally stand, walk, reach with hands and arms, or stoop. Visual acuity is required for reading and preparing documents, viewing a computer screen, and performing administrative tasks with precision. The position also requires the energy and stamina necessary to fulfill the demands of educational leadership in a dynamic school district environment.

 

Working Conditions:

Work is performed in a standard office setting located within school buildings or district administrative facilities. The position involves minimal exposure to environmental hazards or physical risks. Tasks are typically conducted in climate-controlled spaces equipped with appropriate technology and resources. The work is highly deadline-driven, often requiring management of multiple priorities and frequent interaction with school leaders, staff, students, families, and community stakeholders.

Osseo Area Schools offers:

Meaningful and impactful work
Opportunities to grow professionally
A variety of benefits
…and more!

Equal Employment Opportunity Statement:
Osseo Area School District ISD 279 is an Equal Opportunity, and veteran-friendly employer. Osseo Area School District ISD 279 ensures equal employment opportunities regardless of race, color, creed, sex, gender identity, color, marital status, national origin, religion, age, sexual orientation, status with regard to public assistance, or disability. Osseo Area School District is committed to a workforce that reflects the diversity of the district and strongly encourages persons to apply who can strengthen our diversity. For more information, view the District’s Equal Opportunity and Prohibition Against Discrimination, Harassment and Violence Policy.

Veteran’s Preference: If you are an eligible veteran, please submit a legible copy of your DD214 with your application.

Accommodation: If you have a disability that requires an accommodation during the selection process, please email Human Resources at [email protected] or call 763-391-7007.

Background Check Process Upon Conditional Offer:
Background checks are conducted upon receiving a conditional offer. Employees must complete a background check and are responsible for the background fee. A passing background is required.  Criminal convictions are reviewed on a case-by-case basis.