Executive Director of Human Resources

Job Title: Executive Director Wage/Hour Status: Exempt


Job Role: Human Resources Funding Source: Local



Pay Grade: AD 10


Department/School: Human Resources


Function: Human Resources

Reports to: Chief Human Resource Officer HR Date Approved: July 2015



HR Date Revised: March 2026

SUMMARY:

The Executive Director of Human Resources provides strategic leadership, direction, and oversight for all human capital functions within the school district. This role ensures that Human Resources practices support the District's mission, promote a high performing workforce, and maintain compliance with federal, state, and local regulations. The Executive Director serves as a key advisor to the Chief Human Resources Officer (CHRO) in overall management of the District's Human Resources function.

The essential functions, pursuant to the Americans with Disabilities Act, may include the characteristic duties and responsibilities noted herein, however, this list represents examples only, and is not a comprehensive listing of all functions and tasks performed by positions found in this job description.
• Model KISD core organizational beliefs and values; perform duties effectively and efficiently for the purpose of supporting and contributing to high student achievement.
• Provide program support and service delivery; communicate effectively within and across teams and participate in cross-functional work groups.
• Maintain a commitment to the District mission; model District expectations through personal leadership and actively support the efforts of others to achieve District goals.

MAJOR RESPONSIBILITIES AND DUTIES

Human Resources Department Management

• Assist in implementing plan for addressing Human Resources training needs throughout the school district, develop and plan training programs to meet the established needs. Oversee and implement both on-going and special interest training programs.
• Direct the day-to-day operations of the Human Resources Department, including planning, development, coordination, and evaluation of operations and implementing department goals and objectives.
• Oversee and coordinate employee performance appraisal system and ensure that supervisors have proper training. Assist supervisors and principals with employee counseling, improvement plans, and due-process procedures, where needed.
• Assist with selection, training, supervision, and evaluation of Human Resources staff and make sound recommendations related to assignment, retention, discipline, and dismissal.
• Ensure District compliance with federal and state laws and regulations.

Employment

• Support efforts to work with principals and other administrators to forecast staffing needs and develop staffing plans. Oversee the recruitment, retention, screening and selection process for all employees.
• Ensure that all teachers are highly qualified and have the appropriate credentials for assignments.• Oversee the system for new employees to acquire appropriate information, support, and training necessary for success in the job.
• Oversee and manage the criminal history review processes for District employees

Compensation and Benefits

• Assist the CHRO with the District's compensation program including job descriptions, salary surveys, and position reclassifications.
• Implement, administer, and monitor procedures for salary administration and placement of new hires.

Employee Relations

• Take a proactive role in identifying and responding to employee issues; work in collaboration with District leadership to ensure preemptive and effective employee communications.
• Support administration of the employee grievance procedure adopted by the Board. Assist CHRO with investigation, analysis, and decision-making process regarding personnel problems and/or other related policy issues.
• Interpret policies and procedures and ensure support of directors, officers, employees and other government agencies on employment, record keeping, retirement, grievance and other personnel matters and procedures.
• Conduct annual research regarding employee satisfaction, morale, and communications. Monitor employee retention and turnover through analysis of data and exit interviews. Coordinate effective districtwide employee recognition programs.
• Oversee the update process for the employee handbook and personnel directory annually and distribution to employees. Ensure procedures are followed to inform employees of personnel policies, procedures, and programs that affect them.

Records

• Support personnel records management and help ensure compliance with the state records management program.
• Compile, maintain, and file all reports, records, and other documents as required.

Other

• Prepare and deliver written and oral presentations on Human Resource and management issues to employees.
• Stay abreast of current research and best practices in human resources management and development in educational and non-education-related settings, and adjust plans, policies and procedures accordingly.

Policy, Reports, and Law

• Maintain confidentiality.
• Develop and maintain systems for retrieval of information in support of all programs; compile, maintain, file, and secure all physical and computerized reports, records, and other required documents.
• Pursue Professional Development activities for self and assigned staff; ensure that Professional Development activities are aligned with District goals and initiatives and current professional research.
• Comply with all policies, operating procedures, legal requirements, and verbal and written directives.
• Comply with the Professional Code of Ethics and Standard Practices for Texas Educators.
• Follow District safety protocols and emergency procedures.
• Perform other related duties as assigned.

QUALIFICATIONS:

Education/Certification:

• Master's degree in Human Resources, Educational Leadership, Public Administration, or related field
• Valid Texas Administrator Certificate
• pHCLE Certification (preferred) or SHRM-CP (preferred)

Experience:

• Extensive experience in Human Resources leadership, preferably in a public school or public-sector environment
• Three (3) years successful secondary campus administrative experience (preferred)
• Two (2) years of successful supervisory experience

SPECIAL KNOWLEDGE/SKILLS/ABILITIES:

• Strong knowledge of public school district operations and employment law
• Demonstrated ability to lead teams, manage complex projects, and build strong relationships
• Ethical judgement and confidentiality
• Excellent ability for problem-solving and conflict resolution
• Ability to navigate complex organizational systems
• Knowledge of selection, training, and supervision of personnel
• Knowledge of wage and salary, benefits, and performance appraisal administration
• Knowledge of general and education employment law and hearing procedures
• Ability to implement policy and procedures
• Ability to use software to develop spreadsheets, perform data analysis, and do word processing
• Ability to manage budget and personnel
• Excellent public relations, organizational, communication, and interpersonal skills
• Ability to speak effectively before groups of employees, the school board, or other organizations

SUPERVISORY RESPONSIBILITIES:

• Supervise, evaluate, and recommend hiring and dismissal of Human Resource Department staff assigned.

MENTAL/PHYSICAL DEMANDS AND ENVIRONMENTAL FACTORS:

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, frequent keyboarding, and use of mouse; occasional reaching

Lifting:

• Occasional light lifting and carrying (less than 15 pounds)

Environment:

• May work prolonged or irregular hours
• Work to be completed on-site from assigned school or building
• No remote work
• Frequent districtwide travel

Mental Demands:

• Work with frequent interruptions; maintain emotional control under stress; work prolonged or irregular hours

INTENT AND ACKNOWLEDGEMENT:

This description is intended to indicate the kinds of tasks and levels of work difficulty required of positions given this title and shall not be construed as declaring what the specific duties and responsibilities of any particular position shall be. It is not intended to limit, or any way modify the right of any supervisor to assign, direct and control the work of employees under supervision. The use of a particular expression or illustration describing duties shall not be held to exclude other duties not mentioned that are of similar kind or level of difficulty.