HR Position 2

PRIMARY PURPOSE:

To ensure Human Resources (HR) policies, practices, and daily efforts are in alignment with the District’s mission, vision, and strategic plan. Key strategic plan focus is Goal 2 (People Development) and Strategy 2 (Attract/Retain High Quality Staff).  To direct and manage the district's personnel, staffing, placement and management functions to ensure legally sound and effective personnel management practices; to be responsible for the development and implementation of programs pertaining to personnel staffing, recruiting, applications, selection, management and placement; to interpret and recommend personnel policies and regulations for the district.

QUALIFICATIONS:

Education/Certification:

Bachelor’s Degree, required

Master’s Degree, preferred

Texas Mid-management or Supervisor’s Certificate, preferred

Special Knowledge/Skills:

Knowledge of personnel management, recruitment, selection and staffing of personnel; knowledge of wage and hour laws, certification guidelines and personnel grievance procedures; knowledge of wage and salary administration; knowledge of rules pertaining to employee performance and evaluations; effective communication, public relations and interpersonal skills; ability to manage budget; knowledge of legal matters to employee issues

Experience:

Three (3) years of Human Resources (HR)-related educational administrative experience or equivalent amount of private sector HR experience, preferred

MAJOR RESPONSIBILITIES AND DUTIES/ESSENTIAL FUNCTIONS:

1. Provide for an effective two-way communication channel with staff, district employees, media, community and the board to promote and enhance student instruction.
2. Contribute to the recommendation of sound policies directed toward improvement of practices pertaining to Human Resource management.
3. Maintain the district's administrative and procedural guidelines for leaves and absences, terminations, non-renewals, resignations and employee complaints/grievances.
4. Assist in implementing the district's plan for salary structure, job reclassification procedures, recommendations for annual adjustments to the structure and cost analysis of salary and wage adjustments for budgeting process.
5. Manage the district’s recruitment program to ensure the district is represented in a professional manner.
6. Conduct staffing studies to determine instruction and other personnel needs.
7. Assist in determining the initial assignment of salaries for professional and paraprofessional employees.
8. Manage the annual review of job descriptions and job position classifications, and provide recommended revisions as appropriate.
9. Plan, evaluate and administer due process, equal opportunity provisions and work cooperatively with others to ensure compliance with federal and state personnel laws and regulations for all employees.
10. Administer the employee evaluation program to ensure systems are implemented effectively and uniformly.
11. Assist Administrators with employees experiencing performance or behavioral issues, to include providing guidance on documentation and progressive discipline processes.
12. Work with principals and administrators to ensure proper assignment and certification for professional educators.
13. Articulate the district's mission and goals in the area of HR and solicit its support in realizing the mission.
14. Ensure that complete and thorough references and background checks are performed on every employee and all applicants selected for interviews.
15. Provide guidance to hiring managers on the proper interview, selection, and on-boarding practices.
16. Coordinate procedures for issuance and renewal of state certification.
17. Keep the immediate supervisor informed regarding the status of all projects or initiatives undertaken and of directives or requests received internally or externally.
18. Identify current and future needs of the district and align processes and procedures including recruitment, selection, on-boarding, off-boarding, professional and leadership development, training, evaluation, retention and staffing plan strategies.
19. Determine Human Resources-related training needs throughout the district and develop and plan training programs to meet the established needs. Implement both on-going and special interest training programs.
20. Take a proactive role in identifying and responding to issues of interest to employees; work in collaboration with district leadership and Community Information department to ensure effective employee communications.
21. Develop and maintain an effective teacher development program, to include a strategic recruitment, placement, on-boarding, professional development plan, performance management expectations and process, compensation and career progression plan.
22. Direct and monitor employee performance appraisal system and ensure that supervisors have proper training. Assist principals and supervisors with employee counseling/coaching, improvement plans, and due-process procedures.
23. Work with principals and other administrators to forecast staffing needs and develop staffing plans.
24. Develop and implement recruitment and retention strategies and a screening and selection process for all employees.
25. Provide an effective on-boarding system for new employees to acquire key information, support, and training necessary to ensure success on the job and to aid employee retention.
26. Administer the employee grievance procedure adopted by the board. Direct the investigation, analysis, and decision- making process regarding personnel problems and/or other related policy issues.
27. Interpret policies to ensure support of district employees and other government agencies on employment, record keeping, retirement, grievance and other personnel matters and procedures.
28. Conduct annual research regarding employee satisfaction, morale, and communications. Monitor employee retention and turnover through analysis of data and exit interviews.
29. Develop and maintain an effective district wide employee recognition program.
30. Update and distribute employee handbook and personnel directory annually. Implement procedures to ensure that employees are informed of personnel policies, procedures, and programs that affect them.
31. Assist in developing and administering the HR budget based on documented needs. Ensure that operations are cost effective and funds are managed wisely with a focus on maximizing the return on investment.
32. Compile, maintain, and file all reports, records, and other documents as required.
33. Prepare and deliver written and oral presentations on Human Resources-related issues to the board, principals, teachers, parents, and community groups. Attend regular meetings of the board.
34. Stay abreast of current research and best practices in HR management and development in educational and non-education-related settings, and adjust plans, policies and procedures accordingly.
35. Ensure compliance with local, state and federal laws and regulations regarding Human Resources management and development. Stay abreast of state and federal public policy changes that could impact the district.
36. Respond to inquiries by the Board of Trustees, Administrators, School Principals and others.
37. Develop and maintain an effective off-boarding program to ensure district assets are collected timely, computer access is restricted, and to facilitate a smooth operational transition.
38. Follow McAllen ISD customer service standards.
39. Perform other duties assigned by immediate supervisor (primary evaluator). 

SUPERVISORY RESPONSIBILITIES:

Classified Personnel Specialist, Certification Specialist, Position Control Specialists and Clerks

EQUIPMENT USED:

Computer, copier, multimedia equipment

WORKING CONDITIONS:

Mental Demands:

Maintain emotional control under stress; coordinate multiple and complex district functions; meet deadlines

Physical Demands/Environmental Factors:

Frequent prolonged and irregular hours; frequent district-wide travel and occasional state or national travel

Working Days:   226

Daily Rate pay range:

 Minimum:  $371.83

 Maximum: $503.07

Note:  Starting pay for a new hire in a pay range plan will be determined individually based on each person's job-related experience and salaries paid to peer employees in the same position with similar experience.