Director of Human Resources

Full Time Flex position in Los Angeles
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Job Description

The mission of this Charter School is to provide a structured, achievement-based community that prepares students to graduate from four-year colleges and universities. This Academy has been recognized as a California Distinguished School and Gold Ribbon School by the California
Department of Education because of their commitment to data-driven instruction and providing a rigorous and equitable education for all students. They currently serve over 1,200 students and operate two elementary schools and two middle schools in the Pico-Union neighborhood of Los
Angeles, with a growth plan to open four additional schools and serve over 3,000 students by 2022.

Important Values:

• High Expectations - Structured and disciplined classrooms, school-wide behavioral code of conduct, and school uniforms.
• College Readiness - Extended school day and year, enrichment activities, and preparation to enter top-performing middle schools, high schools, and ultimately, college.
• A Family Partnership - Ongoing communication with parents about academic and behavioral progress, at-home visits by staff, and family workshops.
• A Safe & Supportive School Community - This Academy helps their children make positive choices through their school's values of curiosity, optimism, gratitude, grit, self-control, social intelligence, and zest.

The Director of Human Resources will lead the Academy’s human resources department and will be charged with developing a best-in-class human resources function and strategy to ensure the Academy is a healthy, safe, and inspiring place to work. Additionally, the Director of Human Resources will be responsible for implementing internal systems and embracing continuous improvement to find ways to support the organization efficiently and effectively as they grow. Reporting to the Chief Operating Officer, the Director of Human Resources will lead the strategy and execution of the following:

Essential responsibilities:

Compensation and Benefits Management
• Manage employee benefit programs and external relationships for all plans including medical, dental, vision, life and disability insurance, worker’s compensation, supplemental 403b, flexible spending plans, paid time off and sick leave processing, and unemployment compensation.
• Supervise benefits administration and handle non-routine problem escalation; ensure all local, state and national ordinances are reflected in benefits offering and administration.
• Manage open enrollment process and conduct on-site meetings; ensure administration of changes are rolled out internally.
• Support individual employees by responding to inquiries and acting as an internal resource for benefits information, including conducting FMLA meetings.
• Recommend salary ranges for all new positions based on market pricing; create and revise agreements for new and returning employees.
• Create and manage leveling structures for education positions and business office positions, to support internal equity across functions and alignment with market pay.
• Conduct job analyses to establish specific requirements of individual jobs; classify positions in accordance with FLSA guidelines; create job descriptions or re-scope job descriptions to meet departmental needs; ensure minimal legal exposure for Department of Labor claims based on employee classification or pay.
• Participate in non-profit and charter school salary surveys; create and administer spot surveys as needed.
• Perform periodic benefit evaluation; restructure or revise plans to meet budget requirements and better meet staff needs, supporting retention; provide recommendation to leadership team.
• Manage the payroll process to ensure all employees are paid on time.

Employee Relations
• Serve as an important point of contact for employees with human resources questions or workplace environment concerns or questions.
• Facilitate employee leave and workplace accommodations.
• Conduct employee investigations from complaints, and mediate or work with outside counsel to mediate.
• Coach supervisors and provide training on discipline issues, performance improvement plans, and terminations.
• Manage and track performance review process; evaluate and recommend improvements; implement new strategies as needed.
• Oversee all aspects of separations including working with supervisors and staff on process and procedure, and ensure processes are in compliance with all applicable state and federal law; write separation letters and coordinate last paycheck with payroll administrator.
• Provide outplacement counseling, conduct exit interviews, collaborate with talent team to analyze exit data to inform and refine selection process, and recommend/develop programs based on feedback.

Talent Management
• Conduct onboarding/HR orientation for new employees in collaboration with the talent team and hiring managers to help ensure a smooth onboarding process and experience for candidates and new hires. This includes managing background checks and any other necessary employment verifications, ensuring all items on pre-employment checklists are completed, setting employees up with accounts in all systems, meeting with all new employees on their first day, conducting or scheduling trainings for new hires, and tracking completion of trainings.
• Collect and analyze data to inform talent decisions, including but not limited to diversity and employee engagement data in order to support employee retention and maintain a healthy organizational culture.
• Collaborate with the talent team to develop staff recognition processes.

Compliance
• Serve as organization’s custodian of records and ensure pre-employment background screening of all employees.
• Lead a culture of excellence in managing workplace safety and compliance at all levels of the organization.
• Ensure the Academy’s compliance with federal, state, charter and local workplace regulations, including STRS compliance; remain current with changes; work with employment law attorneys as needed.
• Ensure that personnel policies and the company handbook reflect the Academy’s adherence to statutory and mandatory requirements, as well as reflect the organization’s culture and values; update in a timely manner.
• Collaborate with the talent team to train staff on compliance issues and processes, in order to support supervisors with compliance/legal issues, and/or work with outside counsel on escalation issues.
• Work with specialists to customize sexual harassment trainings (AB1825) and deliver to all supervisors and staff leaders.
• Oversee personnel record keeping and data tracking and background checking related to new hires and employees, including but not limited to: reviews, promotions, complaints, separations, benefits, worker’s compensation claims, leaves of absence, credentialing, and exit interviews.

Other
• Supervise and support direct report employees in the future.
• Participate in network-wide activities, such as lunch monitoring and other administrative duties as needed.
• Contribute to organization’s priorities as a leader, including active support of diversity, equity, and inclusion initiatives and building positive, healthy team and organization culture.
• Lead special projects and other duties as needed.

Qualifications and Experience:

• Bachelor’s degree required.
• A commitment to the Academy’s mission and firm belief that all students are capable of achieving a college education.
• 5-10 years of experience in recruiting and human resources
• PHR, SPHR, or MBA preferred.
• A high level of professional integrity and professionalism.
• Track record of building strong relationships and an ability to inspire others with the mission of the Academy.
• Competence in developing systems, tracking data and communicating with others.
• Experience working with institutions or programs that educate and/or mentor urban youth.
• Excellent organizational, planning and prioritization skills.

Compensation and Benefits:

Compensation will be competitive and commensurate with experience.

Commitment to Diversity:

The Academy is actively seeking to build a diverse and experienced team of educators. They do not discriminate on the basis of race, color, gender, gender identity, disability, age, religion, sexual orientation, or national or ethnic origin. They are an equal opportunity employer.



Additional Note: The VP of Talent focuses on manager leadership development and DEI. The HR Director would help set the strategy for talent and set the direction for the VP of Talent to implement. The VP of Talent reports to the Chief of Staff.