Director of Personnel – Human Resources

General Purpose of Job: To inspire and prepare each and every scholar with the confidence, courage and competence to achieve their dreams; contribute to community; and engage in a lifetime of learning.

Job Summary: Under the direction of the Executive Director of Human Resources, the Director of Personnel – Human Resources has oversight and responsibility for personnel functions and/or employee groups in the areas of recruitment, selection, classification, compensation, administration, performance management, compliance reporting, staff development, employee relations, or other human resource programs and initiatives, as delegated by the Executive Director of Human Resources.

Responsbilities and duties include:

• Formulates, administers and implements human resource programs in the areas of recruitment, staffing, selection, and development.
  • Responsible for oversight, effectiveness and timeliness of staffing for the district including managing the process for licensed and non-licensed staff based on projected enrollment and turnover data in accordance with contractual obligations and staffing needs.
  • Responsible for creating and developing programs based on grants received and district community partnerships to align with district needs.
  • In collaboration with the Executive Director of Human Resources, provide leadership over recruitment and retention strategic priorities and conducts a critical analysis of the effectiveness of the programs.
  • Develop, implement and continuously improve HR programs and ensure alignment with Osseo’s values and promote a positive and inclusive work environment.
  • Monitor the effectiveness of human resource support functions in support of district stakeholders.
  • Plan for, coordinate and implement staff development, orientation, or educational opportunities activities and programs for staff.
  • Support managers and supervisors in effective talent management strategies and systems.

• Work with the Human Resources Leadership team to support hiring managers in performance management, employee and labor relations.
  • Provide assistance, direction and consultation to hiring managers concerning policies, procedures, contract language, sound human resource practices, and compliance issues. 
  • Conduct workplace investigations in compliance with applicable laws, policies, procedures, and district expectations for staff.
  • Support the development, implementation and improvement of evaluation systems for all employees including appeals of evaluations for licensed and non-licensed staff and monitoring evaluations to ensure that timeframes, criteria and evaluations are performed in accordance with policies and procedures.
  • Manage and review employee performance systems for all employee groups to ensure maximum organizational performance.
  • Consult and coach managers on performance and disciplinary concerns including advising and providing feedback on performance documents, coaching conversations and disciplinary actions.
  • Work collaboratively with labor partners and HR leadership to resolve disputes informally and adjudicate grievances.
  • Collaborate with the Executive Director Human Resources, Labor Relations Director and district legal counsel on complex or sensitive personnel matters for compliance, consistency and risk mitigation.  
  • Collaborate on the creation of professional development for hiring managers.
  • Work in collaboration with internal stakeholders to define best practices and bring it forth to the TDE/ATPPS committee. 
  • Develop and implement supervisor training and resources.
  • Collaborate and review performance management trends to ensure efficiencies, consistencies and improvements as necessary.

• Provide oversight of the classification and compensation system and procedures.
  • In collaboration with the Executive Director of Human Resources and Labor Relations Director, determine the pay grades and salary ranges for classifications based on market data, compliance, and sound HR practices.
  • Develop procedures and processes for the administration and ongoing review of the classification system and the documentation of essential duties and functions of all district positions.
  • Oversee the initial salary placement for staff and other compensation decisions consistent with the law, district policies, HR best practices and internal equity. Consult with the Executive Director and escalate, as appropriate. 
  • Resolve complex classification/reclassification decisions and appeals. 
  • Maintain accurate records in accordance with state and federal allows, and district policies 
  • Oversight of job descriptions to ensure accuracy and in alignment with the position classification and organizational structure.

• As a leader of the Human Resource Leadership Team, manage human resources strategic planning to align with the district’s mission.
  • Participate in the development and implementation of the Human Resources strategic operational goals.
  • Ensure that every aspect of the human resources function incorporates the vision, core values, and culture of the organization.
  • Collaborate on the development of the human resources department goals, objectives and systems to provide strategic support focused on the mission of the district.
  • Implement systems, processes, policies, and practices to meet the short and long-range organizational needs focused on human capital. 
  • Monitor outcomes related to and prepare periodic reports to display progress toward strategic goal accomplishment.
  • Leverage internal and external resources to address change management, coaching, leadership development, succession planning, measurement systems, employee development and support the organization’s work in intercultural competence.
  • Serve as the HR representative on system committees, as assigned.

• Supervision and leadership.
  • Supervision of at least two direct reports including setting work priorities and goals, development, delegating work, coaching and evaluating effectiveness, managing performance and accountability. 
  • Review succession planning with leaders.
  • Other duties, as assigned by the Executive Director of Human Resources.

Minimum Qualifications:

• Bachelor’s degree in human resources, industrial relations, business administration, educational administration, or other related field
• A minimum of eight (8) years of progressive human resources experience (e.g., HR Specialist or Generalist, HR Consultant, HR Manager, HR Director). 
• Experience administering personnel policies and processes for a public sector employer.
• Experience administering personnel policies and processes in a labor union environment.
• Knowledge of state and federal employment and labor laws.
• Demonstrated experience working with diverse stakeholders with different identities.

Knowledge, Skills, and Abilities include:

• Knowledgeable and experienced in labor law issues as it relates to contract negotiations and interpretations, PELRA, NLRB rulings and grievance handling. 
• Experience monitoring and advising leaders on performance evaluations and pay for performance best practices.
• Experience supporting the HR function for a public sector employer
• Educated and skilled in the interpretation and application of labor contracts, complex human resource laws, rules and guidelines that impact district operations.
• Excellent verbal and written communication skills with all levels of district personnel in matters requiring conflict resolution, problem identification, compliance monitoring, team building and the providing of information.
• Well-informed of personnel and human resource trends, principles, approaches and techniques in human resources including recruitment/selection, compensation, employee/labor relations, performance management and training/development.
• Demonstrated experience working with diverse stakeholders with different identities.
• Adept at demonstrating cultural competence.
• Experienced in collaborating with, consulting and advising managers on human resource issues, policies and approaches.
• Skilled in interviewing, investigative, and coaching techniques.
• Skilled in supervising, delegating and planning the work activities of departmental staff.
• Skilled in planning, developing and implementing personnel policies, programs, and initiates in assigned areas of responsibility; data-based decision-making
• Expert in interpersonal skills with strong expertise in influencing others. 
• Accomplished in verbal and written communication.
   

Preferred Qualifications include: 

• Experience administering personnel policies and processes for a school district.
• Knowledgeable about educational goals, teaching and educational systems and philosophy.
• SPHR Certification.

Salary:  View salary grids on Pages 3 – 4, Section 1. of the Directors & Confidential Managers – Classification: E-1a, $145,656 – $168,856 annually 
Work schedule: 260/261 days/year, Full-Time
Bargaining unit: Directors & Confidential Managers

Include: Resume and a list of three (3) professional references

This posting is open until Friday, December 6. Application review will begin on November 25, 2024. First round interviews will be held on Thursday, December 12. Final interviews held on Monday, December 16.

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, creed, gender, color, national origin, religion, age, sexual orientation 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 HR@district279.org or call 763-391-7007.

Background Check 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.