Metro

The Senior Executive Officer of School Leadership and Operations develops and supports school leaders while ensuring operational excellence across all Saint Paul Public Schools (SPPS). This role builds the leadership capacity of principals and Assistant Superintendents through coaching, mentoring, and systematic professional development while overseeing effective school operations. The Senior Executive Officer of School Leadership and Operations creates and implements a clear vision for leadership development that enhances professional capacity, provides exposure to transformative experiences, and prepares leaders to improve long-term student outcomes. Working in partnership with the Senior Executive Academic Officer, this position creates an integrated support model that ensures principals receive both instructional and operational leadership development. The Senior Executive Officer of School Leadership and Operations establishes systems to identify, prepare, place, and retain exceptional school leaders who create cultures of high expectations and eliminate racially predictable achievement disparities.

 

Reporting Relationship

This position reports directly to the Superintendent.

The following positions report to the Senior Executive Officer of School Leadership and Operations:

Four Assistant Superintendents with oversight of schools
Assistant Superintendent, Special Education and Support Services
Athletic Director

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

Leadership Development and Coaching (Primary – 60%)
Supervise, Coach and Develop quality Assistant Superintendent Leadership

Foster a collaborative leadership team culture among Assistant Superintendents focused on continuous improvement and shared accountability.
Provide ongoing one-on-one coaching and leadership development to the four Assistant Superintendents, including the Assistant Superintendent of Special Education and Support Services, through monthly coaching sessions, observation and feedback, and structured leadership development programming.
Cultivate the Assistant Superintendents¿ expertise in coaching and developing principals.
Model effective leadership practices in instructional leadership, data-driven decision making, equity-centered leadership, and operational management.
Create individual growth plans for each Assistant Superintendent aligned to district strategic priorities and their professional development needs.

Build Principal Leadership Capacity

Design and implement comprehensive principal leadership development systems for all 69 schools and programs.
Create coaching models that continuously build the leadership capacity of principals and assistant principals as instructional leaders.
Establish principal learning communities organized by experience level, school type, or specific development needs.
Partner with the Senior Executive Academic Officer to integrate instructional leadership development with operational leadership support.
Develop leadership pipelines by creating pathways for assistant principals, teacher leaders, and other emerging leaders.
Implement succession planning systems to ensure a strong bench of ready school leaders.

Athletics and Activities Leadership

Oversee District Athletics and Activities Programming

Supervisee the Athletics Director in the coordination and oversight of athletics programs, activities, and extracurricular offerings across all schools.
Ensure athletic programs and activities support student development, promote equity and inclusion, and align with district values and strategic priorities.
Collaborate with the Athletics Director to maintain compliance with state athletic association regulations, safety standards and district policies.
Support the Athletics Director in building partnerships with schools, coaches, families, and community organizations to strengthen athletic and extracurricular programming.

Create Systems for Leadership Excellence

Foster a culture of collaboration and accountability toward improving long-term student outcomes and implementing the SPPS strategic plan.
Build a data-driven culture among school leaders to understand student needs through ongoing analysis and provide analytical insight to inform instructional strategies.
Establish clear leadership standards and competencies aligned to district strategic priorities and equity goals.
Design principal performance management systems that provide actionable feedback and support leadership growth.
Create a culture of innovation by providing research and effective practices for school leadership.

School Operations and Performance (Secondary – 40%)
Supervise and Support School Operations

Supervise and support the five (5) Assistant Superintendents in their oversight of schools and programs.
Ensure effective school operations including safety, facilities coordination, student services, resource allocation, and compliance with federal, state, and district regulations.
Manage the overall performance of SPPS schools and identify the levels of support necessary to improve student achievement and operational effectiveness.
Coordinate district-level operational support services to schools, working collaboratively with district departments to create integrated support models.
Lead crisis response and manage complex operational challenges requiring executive-level intervention.

Drive School Improvement and Accountability

Collaborate with the Senior Executive Academic Officer to ensure evidence-based instructional practices are fully implemented at schools and aligned to school improvement plans and district strategic efforts.
Provide timely and relevant feedback to Assistant Superintendents, principals, and leadership teams to deepen their practices and achieve improved results.
Monitor school performance data and address operational and leadership barriers to student success.
Lead school improvement initiatives and interventions for underperforming schools, ensuring appropriate resources and support.
Support the alignment of school and district resources to respect students’ racial and cultural identity using high-quality instructional practices within a technology-rich learning environment.

Ensure Principal Supervision Excellence

Make decreasing disparities in student achievement based on race, ethnicity, culture, and identity an urgent priority through effective school leadership.
Ensure Assistant Superintendents provide effective supervision, evaluation, and support to principals.
Establish accountability systems that ensure strong and effective leadership is present in all SPPS schools.
Collaborate with Human Resources and Leadership Development to assess principal quality, facilitate transitions, and develop both internal and external pipelines of ready school leaders.

Strategic Leadership and Collaboration
Serve as a Member of the Superintendent’s Senior Executive Leadership Team (SELT)

Promote the Superintendent’s goals and priorities in compliance with the law and all policies and procedures.
Assume a leadership role on SELT and assist with long-range strategic planning, district budget development, and policy development.
Contribute to informed decision-making by the Superintendent and SELT by monitoring and effectively interpreting the latest research, trends, and developments in school leadership and operations.
Contribute to the evaluation of district performance, budget management, and key measures of organizational activity by creating and monitoring a division improvement plan.

Partner with Senior Executive Academic Officer

Work in authentic partnership with the Senior Executive Academic Officer to align leadership development with instructional excellence initiatives.
Collaborate to develop and deliver professional development to principals and Assistant Superintendents that integrates both instructional and operational leadership.
Ensure school improvement plans reflect both instructional priorities and operational realities.
Create coherent support systems for schools that integrate academic and operational assistance.

Lead District-Wide Alignment

Collaborate with the Superintendent Executive Leadership Team to create consistent systems of communication focusing on priority goals for each school.
Ensure that resources and best practices are shared throughout SPPS.
Utilize diverse external and internal partners to help schools succeed.
Apply principles of equity in every decision, resource allocation, and interaction to ensure every school has what it needs to thrive.

Other responsibilities as determined by the Superintendent.

 

Knowledge, Skills, and Abilities

Leadership Development Expertise
Demonstrated expertise in coaching and developing mid-level and senior leaders.

Proven track record of developing leaders who improved organizational performance and student outcomes.
Deep knowledge of adult learning principles and leadership development frameworks.
Skilled in designing and delivering high-impact leadership development programming.
Experience building leadership development systems at scale in complex organizations.
School Leadership and Operations
Extensive successful experience as a principal with demonstrated school improvement results.

Deep understanding of school operations including budgets, facilities, safety, student services, and resource management.
Ability to manage complex operations across multiple sites in a culturally diverse urban district.
Strong problem-solving and crisis management skills.
Experience supervising and developing principals and district-level leaders.
Equity-Centered Leadership
Skilled in addressing equity, race, and bias in leadership practices and decision-making.

Committed to eliminating racially predictable achievement disparities through effective school leadership.
Ability to cultivate commitment among school leaders to enable all students to achieve high standards.
Models open dialogue around race, culture, class, and other issues of difference.
Builds capacity with leaders to recognize and respond to inequities in their schools.
Strategic and Systems Thinking:
Applies organizational mission and vision to create a system of excellent school leadership development.

Builds transformational educational systems that have a longitudinal impact on students.
Ability to lead large-scale improvement initiatives using structured change models.
Demonstrated capacity to set clear goals, define success metrics, and manage complex initiatives to completion.
Strong analytical skills to use data to inform decisions, identify areas needing improvement, and track progress.
Experience creating systems and structures that drive continuous improvement.
Communication and Influence:
Excellent communication skills with ability to adapt across audiences, contexts, and platforms.

Proven ability to inspire, influence, and secure buy-in through compelling vision.
Actively listens, interprets feedback, and integrates stakeholder perspectives.
Builds and maintains collaborative relationships across departments, schools, families, and communities.
Effective in challenging thinking and driving collective decision-making for better outcomes.
Execution and Accountability:
Persistent in overcoming obstacles to achieve goals for school leadership and operations.

Ability to balance big-picture vision with attention to detail and on-the-ground implementation.
Makes difficult decisions in a complex organization with ability to use adaptive strategies in gaining stakeholder consensus.
Holds self and others accountable for achieving high standards.
Resourceful in accomplishing goals within budget constraints.
Leadership Competencies:
Ability to apply political savvy and build coalitions to support the school district¿s mission.

Character that demonstrates a strong sense of ethics and values that serves as a role model to others.
Managing staff including directing others, delegation vs abdication, and building effective teams.
Working constructively with others and managing constituencies effectively.
Getting results while developing people.
Ability To:
Provide leadership and direction in both leadership development and operational functions.
Lead implementation of the SPPS strategic plan through effective school leadership.
Apply theories, techniques, and methodologies related to leadership development and operations management in a large, complex urban organization in a culturally diverse community.
Maintain current knowledge of applicable provisions of federal, state, and district laws, rules, and regulations.
Plan and organize leadership training and professional development at scale.
Analyze problems, make decisions, and be responsible for those decisions.
Meet schedules and timelines while managing multiple complex priorities.
Supervise and evaluate the performance of assigned staff with focus on development and growth.
Use collaborative problem-solving methods and coaching approaches.
Apply principles and practices of administration, supervision, and leadership development.
Apply knowledge of school and district operations, policies, and objectives.
Adhere to applicable district, state, and federal laws, codes, regulations, policies, and procedures.
Communicate using precise oral and written communication skills.
Apply interpersonal skills using tact, patience, and courtesy.
Use technology tools to enhance core functions and communications.

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.

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.