Director Human Resources (ISANA Central Offfice)

POSITION SUMMARY

The Director of Human Resources provides strategic leadership and operational oversight for all human resources functions across the organization. The Director develops and implements HR systems, policies, and practices that support the organization's mission, workforce effectiveness, compliance obligations, and organizational culture. This position serves as a key advisor to executive leadership and partners with school and department leaders to recruit, develop, support, and retain high-performing employees.

The Director of Human Resources oversees all aspects of employee relations, recruitment and retention, compensation and benefits administration, performance management, labor and employment compliance, HR technology systems, and organizational development.

The Director of Human Resources reports to the Chief Operations Officer and supervises Human Resources staff.

ESSENTIAL DUTIES AND RESPONSIBILITES

Strategic Human Resources Leadership

• Develop and implement human resources strategies aligned with organizational goals and priorities.
• Serve as a strategic advisor to executive leadership on workforce planning, organizational design, employee engagement, and talent management.
• Lead initiatives that strengthen organizational culture, employee satisfaction, and retention.
• Monitor HR metrics and workforce trends to inform organizational decision-making.
• Support succession planning and leadership development initiatives.
• Develop and manage the Human Resources department budget and oversee HR-related vendor relationships and contracts.

Recruitment and Talent Acquisition

• Oversee recruitment, selection, hiring, and onboarding processes for all positions.
• Develop strategies to attract and retain highly qualified employees.
• Ensure equitable and legally compliant hiring practices.
• Monitor staffing needs and workforce planning efforts across schools and departments.
• Develop recruitment pipelines and partnerships that expand access to highly qualified and diverse candidate pools.
• Oversee employee onboarding and orientation programs.

Employee Relations and Performance Management

• Provide guidance and support to supervisors regarding employee relations matters.
• Conduct and oversee workplace investigations.
• Manage employee disciplinary processes and corrective action procedures.
• Advise managers on performance management, coaching, and employee development.
• Ensure consistent application of organizational policies and procedures.
• Support conflict resolution and foster positive workplace relationships.
• Serve as the organization's lead resource on labor relations matters, employee concerns, and workplace issue resolution.

Compensation and Benefits Administration

• Oversee employee compensation programs and salary structures.
• Lead compensation studies and market analyses.
• Administer employee benefits programs and vendor relationships.
• Evaluate compensation and benefits strategies to ensure competitiveness and fiscal sustainability.
• Recommend compensation adjustments and policy improvements.

Compliance and Risk Management

• Ensure compliance with federal, state, and local employment laws and regulations.
• Maintain compliance with charter school, nonprofit, and public-sector employment requirements.
• Oversee employee records management and document retention practices.
• Monitor legal developments and recommend policy updates as needed.
• Coordinate responses to employment-related audits, investigations, and regulatory inquiries.
• Manage mandated training programs and compliance reporting.
• Oversee educator credentialing compliance, assignment monitoring, and required state and federal employment clearances.
• Partner with school leaders to ensure staffing assignments comply with credentialing and authorization requirements.

Human Resources Operations and Systems

• Oversee the administration and optimization of the Human Resources Information System (HRIS), including Paycom.
• Develop and maintain HR policies, procedures, and standard operating procedures.
• Ensure accuracy of employee records, reporting, and HR data management.
• Lead HR process improvement initiatives to increase efficiency and service quality.
• Oversee employee leave administration, accommodations, and workers' compensation processes.

Leadership Development, Organizational Culture, and Talent Strategy

• Develop and implement talent management strategies that support employee recruitment, retention, succession planning, and workforce sustainability.
• Partner with executive leadership to identify and develop high-potential employees and future organizational leaders.
• Lead leadership development initiatives designed to strengthen management effectiveness and organizational capacity.
• Foster a positive, mission-aligned organizational culture that promotes employee engagement, accountability, collaboration, and professional growth.
• Advise school and department leaders on leadership practices, team development, employee engagement, and organizational effectiveness.
• Monitor and analyze workforce and talent metrics to support strategic decision-making and continuous organizational improvement.

Supervision and Leadership

• Supervise and evaluate Human Resources personnel.
• Establish department goals, priorities, and performance expectations.
• Provide coaching, training, and professional development for HR staff.
• Foster a customer-service-oriented HR team culture.