At the Stillwater Area Public Schools, we expect more of ourselves and each other. Our passionate and dedicated staff serve 8200+ students and their families throughout the K-12 educational journey. As the
oldest public school district in Minnesota, our service area encompasses some of the fastest growing suburbs in the Twin Cities, which we project will lead to double digit growth in enrollment over the next
5-10 years. We are excited about our future and eager to find colleagues who share our drive to be the best we can be for our students, and the community we serve.
Now open to qualified candidates, the Assistant Director of Human Resources, will be primarily responsible for the development and management of our department operations with emphasis on
benefits and compensation. This role plans, develops and implements new and revised programs, policies and procedures to align with the District’s goals and competitive practices. In this role, you will also be
responsible for managing additional elements of HR operations including: Employee relations, LOA’s, workers compensation, vendor relations, HR data integrity and enhancing the overall customer
experience for our employees.
Supervisory Responsibilities:
This role manages two HR professionals and reports to the Executive Director of Human Resources.
Duties/Responsibilities:
Manages the development, implementation and administration of benefit & compensation programs.
Serve as a strategic partner to the Executive Director of Human Resources and Supervisors across our district community.
Responsible for ensuring integrity and consistency of HR data, as well as the HR technology utilized by the HR team.
Monitors the effectiveness of existing compensation practices and recommends changes that are cost-effective and consistent with compensation trends and organizational objectives.
Assists in managing collective bargaining units.
Building capacity and the development of HR staff.
Employee relations.
Ensuring operational effectiveness and consistency.
Partners with managers and staff on pay decisions, policy interpretations, and job evaluations.
Designs creative solutions to specific compensation-related programs.
Develops and nurtures wellness practices and programs that support the needs of our employees and our self-insured health plan.
Develops techniques for compiling, preparing and presenting data for use in decision making.
Documents and updates practices and procedures related to areas of responsibility.
Active participation in salary surveys and monitors salary survey data to ensure compensation objectives are achieved.
Participation on internal advisory committees.
Ensures compliance with federal, state and local laws and regulations.
Required Skills/Abilities:
Highly functional knowledge of federal, state and local regulations and compliance requirements related to employee benefits and compensation.
Strong analytical skills and ability to interpret and communicate data.
Previous experience working with collective bargaining units.
Demonstrated ability to exercise patience and hold others accountable as needed.
Computer proficiency and technical aptitude with the ability to use Microsoft products and HRIS software.
Demonstrated experience with change management.
Demonstrated ability to think and act strategically.
Self-motivated and action oriented. Anticipates needs and proactively embraces opportunities to serve others.
Builds functional and supportive relationships with staff and leaders.
Strong leadership and team management skills.
Is able to promote a collaborative approach to problem solving when working with others.
Excellent time management skills and ability to plan and set priorities.
Excellent verbal and written communication skills.
Strong interpersonal skills and experience working closely with senior management personnel.
Education and Experience:
Bachelor’s degree or equivalent in business, human resources or related field and at least 4 years of progressively responsible experience in employee benefits and compensation required.
At least 3 years of experience in a supervisor role managing HR professionals.
Knowledge of laws and regulations.
Demonstrated experience with rolling out initiatives and educating customers.
Adept with process improvement to gain efficiencies and enhance the HR customer experience.
Previous experience in the public school sector highly desirable, but not required.
Master’s degree or SHRM certification desirable, but not required.
GO Ponies!!