SUMMARY
The Director of Human Resources leads and advances a strategic, people-centered HR department that directly supports student success by attracting, developing, and retaining a high-performing, diverse workforce. This position serves as an adviser to the Superintendent and senior leadership team, providing expertise across the full spectrum of human resources management including talent acquisition and retention, total compensation and workforce planning, employee relations and engagement, benefits administration, legal compliance, HR technology, and data-informed decision-making.
The Director sets the vision and culture of the HR department, one defined by responsiveness, trust, equity, and continuous improvement, and ensures HR strategies are aligned with and in service of the Division's Strategic Plan and its commitment to becoming one of Virginia's highest-performing school divisions.
ESSENTIAL DUTIES AND RESPONSIBILITIES
The following represent primary areas of responsibility. Other duties may be assigned.
Strategic Leadership and Organizational Effectiveness
- Develops, implements, and annually reviews a Human Resources Strategic Plan aligned with the Division's Strategic Plan, establishing measurable goals and accountability structures.
- Serves as an adviser to the Superintendent and cabinet-level leaders, integrating HR strategy, workforce intelligence, and labor market trends into division-wide planning.
- Leads, mentors, and develops the HR team, building a high-performing department culture focused on service excellence, innovation, and continuous learning.
- Benchmarks HR practices against peer school divisions, state agencies, and private-sector employers to ensure the division remains competitive.
Talent Acquisition, Retention, and Workforce Planning
- Leads a proactive, recruitment strategy to attract diverse, high-quality candidates for all position types, with a particular focus on hard-to-fill instructional and specialized roles.
- Designs and oversees onboarding programs that accelerate new-hire effectiveness and build long-term commitment to the division.
- Develops and monitors retention strategies, analyzing turnover data to identify trends and design targeted interventions.
- Maintains and continuously improves the division's job classification system, ensuring positions are accurately described, equitably classified, and aligned to operational needs.
- Conducts workforce planning analyses to anticipate staffing needs, identify skill and competency gaps, and develop strategies to address them — including grow-your-own pipeline programs.
- Oversees applicant tracking and talent management systems to support efficient, compliant, and candidate-friendly hiring processes.
- Maintain strategic partnerships and professional communication with local post-secondary educational institutions to support teacher recruitment initiatives and coordinate student teacher placements
Total Compensation and Benefits
- Administers and evaluates total compensation programs, including salary schedules, stipends, and supplemental pay, to ensure competitiveness.
- Leads annual benefits administration, including health insurance, dental, vision, life insurance, flexible spending accounts, and supplemental benefits, ensuring employees have access to high-quality, affordable options.
- Provides oversight of FMLA, Workers' Compensation, VRS/VRS hybrid retirement programs, and leave administration, ensuring accuracy, compliance, and compassionate support for employees.
- Collaborates with the Director of Finance and Superintendent in developing the annual HR budget, modeling compensation scenarios, and projecting staffing costs.
Employee Relations and Engagement
- Builds and sustains a positive and safe workplace culture that values and supports all employees.
- Provides expert guidance to administrators and supervisors on employee relations matters including performance concerns, disciplinary processes, and conflict resolution.
- Leads or oversees investigations of employee complaints, allegations of misconduct, or violations of professional standards, ensuring thoroughness, impartiality, and compliance with applicable law and policy.
- Acts as the Superintendent's designee in due process hearings, non-renewal conferences, grievance proceedings, and other formal employment actions.
- Develops and administers recognition and engagement programs and events that celebrate employee contributions and build a culture of appreciation and belonging.
- Monitors employee climate and engagement through surveys, stay interviews, and exit data, and translates findings into actionable improvement strategies.
Performance Management and Professional Growth
- Collaborates with the Instructional Department and school leadership to maintain and improve the division's performance evaluation systems for all employee groups, ensuring processes are fair, developmental, and legally defensible.
- Partners with instructional and operational leaders to design and support professional development frameworks that strengthen workforce competencies and leadership pipelines.
- Facilitates leadership development programs that prepare emerging talent for expanded roles within the division.
- Ensures supervisors are trained and supported in conducting meaningful performance conversations, providing effective feedback, and managing performance concerns appropriately.
Legal Compliance and Policy
- Ensures division-wide compliance with all applicable federal and Virginia employment laws including but not limited to FLSA, FMLA, ADAAA, Title VII, Title IX, VDOE licensure regulations, and DHRM guidelines.
- Serves as the division's Title IX Coordinator for employee matters, including receiving complaints, coordinating investigations, and ensuring timely and equitable resolution.
- Develops, reviews, and updates HR policies and the employee handbook on a regular cycle, translating legal requirements and best practices into clear, accessible guidance.
- Prepares and submits required state and federal reports including VDOE personnel reports, EEO-5, and other compliance filings.
- Administers and interprets board policies, administrative regulations, and collective agreements as applicable, advising administrators and staff on proper application.
- Maintains relationships with division legal counsel and proactively engages counsel on matters involving litigation risk or complex legal questions.
HR Technology, Data, and Analytics
- Leads the strategic implementation, optimization, and governance of the division's Human Resources Information System (HRIS) and related platforms.
- Establishes a culture of data-driven HR decision-making by developing and regularly reporting on key workforce metrics including time-to-fill, retention rates, absence patterns, compensation comparability, and demographic representation.
- Leverages HR data to identify trends, surface risks, and support the Superintendent and Board in making informed workforce decisions.
- Ensures the security, accuracy, and integrity of all employee records and HR data in compliance with FERPA, HIPAA, and applicable privacy laws.
- Evaluates and implements HR technology solutions that improve efficiency, the employee experience, and the division's ability to attract talent.
Community, Board, and External Relations
- Attends School Board meetings, presents HR reports as requested by the Superintendent, and provides clear and accessible information to board members.
- Maintains professional relationships with peer divisions, relevant external agencies and professional organizations.
- Represents the division professionally at community events, job fairs, university partnerships, and public forums.
- Provides administrative support to student programs as needed, including attending evening events and extracurricular activities.
SUPERVISORY RESPONSIBILITIES
Directly supervises all Human Resources department staff. Carries out supervisory responsibilities in accordance with School Board policy and applicable law, including interviewing, hiring, training, assigning work, evaluating performance, and addressing performance concerns.
QUALIFICATIONS
Education and Experience
- Master's degree in Human Resources, Business Administration, Education Administration, Public Administration, or a closely related field strongly preferred; Bachelor's degree required.
- Minimum of six (6) years of progressive, senior-level HR leadership experience, with demonstrated success leading HR functions in complex organizations; experience in K–12 public education is valued but not required.
- Demonstrated experience in talent acquisition, total compensation, employee relations, workforce analytics, and HR technology in a multi-site or multi-employee-group environment.
- Proven track record of building collaborative relationships, leading teams, executing strategic HR initiatives, and driving organizational improvement.
- Experience working effectively with governing boards, legal counsel, and senior leadership in a politically and publicly accountable environment is highly desirable.
Certificates and Licenses
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification is required or must be obtained within one (1) year of appointment to the position.
- Driver's license required.
Knowledge, Skills, and Abilities
- Knowledge of federal and Virginia employment law including FLSA, FMLA, ADAAA, Title VII, Title IX, USERRA, HIPAA, and VDOE regulatory requirements.
- Proficiency with HRIS platforms, applicant tracking systems, and HR analytics tools; ability to manage and interpret workforce data.
- Strong analytical and problem-solving skills; ability to define problems, gather and analyze data, and draw sound, actionable conclusions.
- Exceptional interpersonal, communication, and presentation skills; ability to communicate clearly and effectively with employees at all levels, school board members, parents, legal counsel, and the public.
- Ability to exercise sound judgment, maintain confidentiality, and manage sensitive matters with discretion and professionalism.
- Strong organizational skills with the ability to manage multiple complex priorities in a fast-paced environment.
- Collaborative leadership style that builds trust, empowers staff, and advances a positive departmental and division culture.
PHYSICAL DEMANDS AND WORK ENVIRONMENT
The physical demands described here are representative of those required to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- Regularly required to sit, stand, walk, talk, and hear; frequently required to use hands to operate computers and office equipment.
- Occasionally required to lift and/or move materials up to 25 pounds.
- Regular attendance at evening School Board meetings and some evening or weekend events is required.
- Travel to school buildings and off-site locations throughout the division is required.
- Work environment noise level is generally quiet; occasionally moderate in meeting or school settings.
TERMS OF EMPLOYMENT:
260 days per year, Administrative salary schedule-Grade 1.
EVALUATION
Performance on this job will be evaluated in accordance with school board policy and administrative regulations on evaluation of personnel.
Work Location: In person
