Metro

We strongly believe that diversity of experience contributes to a broader collective perspective that will consistently lead to a better school system and better results for all students. We are working hard to increase the diversity of our team wherever we can and we actively encourage everyone to consider becoming a part of it.

Job Title: Director of Human Resources

Work Schedule: Full-time, 12-month position

Application Closing: Open until filled

Reports to: Superintendent of Schools

District Overview: School District 197 serves the communities of Eagan, Inver Grove Heights, Lilydale, Mendota, Mendota Heights, Sunfish Lake, and West St. Paul.  The student body is highly diverse racially, linguistically, and socioeconomically.  With approximately 5000 students, it is large enough to offer a comprehensive and rigorous program of academics and activities and small enough to have a strong sense of community and personalization.  The broader community takes a lot of pride in the district and provides tremendous support.

Job Summary:  The Human Resource Director plans, directs, develops, and administers all aspects of human resources, labor relations, and payroll/benefits for the district. This includes, but is not limited to, the oversight of recruitment, selection, performance management, and staff retention.  The director serves as the chief negotiator with labor unions and provides contract interpretation. The director provides consultation, resources, and advice to administration and principals regarding human resources or employee relation issues, problems, or concerns.  Throughout these responsibilities, the director promotes harmonious relationships through collaboration, open communication, and excellent customer service.

If you would like more information about the position, you may contact Dr. Peter Olson-Skog, Superintendent, at 651-403-7002 or email him at [email protected]

Primary responsibilities include, but are not limited to, the following.

HR Oversight: Supervise all areas of human resources including employee relations, benefits and insurance, payroll, recruitment and selection, performance management, substitute management, job evaluation, and compensation/pay equity.

HR Policy/Procedure Development: Formulate, recommend, and implement Human Resources policies and procedures. Protect the interests of employees and the school district in regard to district policies as well as state and federal laws and regulations.

Contract Negotiations: Serve as the chief negotiator with all employee groups.  Consult with the Superintendent and School Board regarding financial limitations, and recommend tentative agreements for School Board approval.   Implement, administer and interpret labor contracts and coordinate grievance decisions and arbitration processes.

District Self-Funded Insurance Program: In collaboration with the finance department, oversee the self-funded insurance program including facilitation of the Labor Management Committee.

School Board Recommendations: Attend School Board meetings and present policy and administrative recommendations on various human resources issues.

Administrator Support: Provide human resources support and oversight to principals and other administrators. Provide administrative review and recommendations for tenured teachers in need of assistance.

Recruitment and Selection: With a focus on diversifying our workforce, develop, implement and coordinate procedures for

Job postings
Recruitment activities
Screening and interviewing
Pre-employment conditions (physicals, background checks, etc.)
Salary placement, assignment, and wage rates.

Performance Management: Develop and implement district-wide performance evaluation, management, and improvement programs in collaboration with other responsible departments.

District Human Rights Officer: Responsible for investigation of complaints, recommended action, and in-service.

Labor Relations: Serve as District representative at unemployment hearings, unrequested leave hearings, grievance meetings, mediation, arbitration, and lawsuits that involve personnel issues.

New Employee Orientation: Continually monitor, evaluate and update an effective new employee orientation program in collaboration with other responsible departments.

Staffing Reports: Create, update and maintain staffing and other HR reports in response to state and federal governmental requirements, negotiations requirements, and other needs.

Budget Management: Manage the HR budget, ensuring compliance and alignment with district goals. Monitor for effectiveness and cost containment.

Continuous Improvement: Consistently evaluate and improve HR products and services towards increased customer service, efficiency, effectiveness, and alignment with district goals.