Director 1, HR Process Optimization

Job Description

The Director 1 – Human Resources Process Optimization provides leadership and strategic oversight for the transformation, continuous improvement, and standardization of processes across all HR functional areas. This position is responsible for the design, development, improvement, implementation, and automation of efficient, scalable workflows that enhance operational effectiveness and improve the employee and customer experience within the Human Resources Division to ensure that systems and structures deliver measurable improvements in accuracy and timeliness. The Director works collaboratively with all HR departments and executives, including Talent Acquisition, Talent Management, Employee Relations, Compensation, and HR Operations to identify process inefficiencies, automate repetitive tasks, and ensure consistency, accuracy, and compliance in the execution of HR services.

Responsibilities

1. 1.
2. Leads the design, evaluation, and implementation of HR process improvements to increase efficiency, accuracy, and service quality across the Human Resources Division.
3. 2.
4. Partners with HR leaders and teams to document, streamline, and standardize workflows, ensuring clear accountability and alignment with district policies and strategic priorities.
5. 3.
6. Monitors and evaluates existing HR procedures to identify gaps, redundancies, and opportunities for process optimization.
7. 4.
8. Develops and maintains process maps, guidance documents, and training materials to support consistent application of HR policies and procedures.
9. 5.
10. Implements technology-based solutions and automations that enhance data accuracy, reduce manual workload, and improve turnaround times for HR processes.
11. 6.
12. Establishes key performance indicators (KPIs) and reporting mechanisms to track the efficiency and effectiveness of HR processes.
13. 7.
14. Provides consultation and support to HR leadership in implementing new procedures, systems, or process changes to improve service delivery.
15. 8.
16. Facilitates process improvement training and workshops to build a culture of operational excellence and continuous improvement within HR.
17. 9.
18. Ensures process compliance and documentation integrity across HR departments to meet internal audit and policy requirements.
19. 10.
20. Prepares data-driven reports and recommendations for HR leadership to guide decision-making and resource allocation.
21. 11.
22. Other Duties as Assigned

Job Qualifications

EDUCATION

Bachelor’s degree from an accredited college or university required in one of the following areas: human resources, business administration, organizational development, operations management, or a related field. Master’s degree preferred. *Applicants who do not meet these educational qualifications may be considered if they possess a unique combination of education and professional experience that demonstrates potential for success in this role.

WORK EXPERIENCE

At least 5 years of experience in human resources operations, business process improvement, or workflow management. Experience within a large, multi-functional HR department or public-sector organization strongly preferred. *Applicants who do not meet these educational qualifications may be considered if they possess a unique combination of education and professional experience that demonstrates potential for success in this role.

TYPE OF SKILL AND/OR REQUIRED LICENSING/CERTIFICATION

Strong expertise in process mapping, workflow analysis, and continuous improvement methodologies. Knowledge of Lean Six Sigma or equivalent improvement frameworks preferred. Proficiency in HR systems, reporting tools, and project management software (e.g., SAP, Oracle, Smartsheet, Power BI, or similar). Strong organizational, analytical, and communication skills with attention to detail. Ability to manage multiple priorities and deliver results under tight deadlines..

LEADERSHIP RESPONSIBILITIES

Senior Management. Manages a department or multiple major disciplines, often through subordinate management. Regularly manages staff in the completion of large-scale projects or a very closely related set of projects/initiatives often spanning multiple disciplines. Receives strategies and broad departmental objectives from senior leadership; establishes operational objectives and work plans; delegates assignments to subordinate management and staff. Allocates resources according to priorities and serves as the primary decision maker regarding hiring, performance and budget..

WORK COMPLEXITY/INDEPENDENT JUDGMENT

Work is non-standardized and widely varied, involving many complex and significant variables including significant time spent planning, evaluating complex solutions and issues, and negotiating outcomes. Strong analytic ability and inductive thinking are frequently required to devise new approaches to situations where previously accepted solutions have proven inadequate. Position regularly makes recommendations to management on areas of significance to the division. Supervision received typically consists of providing periodic coaching, advice and feedback. BUDGET AUTHORITY Participates in a group plan and/or budget development.

PROBLEM SOLVING

Decisions are made with greater freedom and discretion, including recommendations that are subject to approval on matters that may affect multiple departments across HISD. Job is frequently expected to recommend new solutions to problems, to improve existing methods/procedures/services and generate new ideas. May also review decisions made by other individuals on more routine matters.

IMPACT OF DECISIONS

Decisions have considerable impact to multiple divisions or the district causing risks or improvements to relationships, significant efficiencies or delays in operations, and/or significant financial gains or expenses. Errors are serious and difficult to discover, normally involve decisions not subject to detailed review and will result in excessive costs and/or significant project delays.

COMMUNICATION/INTERACTIONS

Negotiate and influence - interprets department strategies and services, resolves conflicts, influences outcomes on matters of significance for the division, conducts final negotiations and coordinates approvals/decision making below the executive level. Interactions are typically with customers and Top Management.

CUSTOMER RELATIONSHIPS

Regularly assesses and diffuses complex, and escalated customer issues. Takes personal responsibility and accountability for solving systemic customer service problems. Regularly explores alternative and creative solutions to meeting the needs of the customer within HISD's policies and guidelines.

WORKING/ENVIRONMENTAL CONDITIONS

Work is normally performed in a typical interior work environment, which does not subject the employee to any hazardous or unpleasant elements. Valid Texas driver’s license with applicable insurance coverage. Tools/Equipment Used: Standard office equipment, including personal computer and peripherals Posture: Prolonged sitting; occasional bending/stooping, pushing/pulling, and twisting Motion: Repetitive hand motions including frequent keyboarding and use of mouse; occasional reaching Lifting: Occasional light lifting and carrying (less than 15 pounds) Environment: Prolonged or irregular hours, including some weekends; frequent districtwide travel Mental Demands: Work with frequent interruptions, maintain emotional control under stress, fast-paced