Executive Director

Executive Director of Human Capital Management Starting Date: Immediately Position: Executive Director of Human Capital Management Exempt Status: Exempt No. of Days: According to district approved calendar Department: Human Capital Management Reports To: Chief of Human Capital Management Supervises: Directors of Human Resources and Directors of Talent Development Qualifications Master's degree from an accredited college or university (preferred) Five years of experience in Human Capital Three years of supervisory experience Position Function / Purpose Responsible for overall management of the district’s human capital functions. Lead the strategic planning and implementation of human capital to include staffing, wage and salary administration, leave administration, performance appraisal administration, employee relations, and benefits. Recommend and implement legally sound and effective human capital management programs, policies, and practices. Special Knowledge and Skills 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 Knowledge of professional development practices Knowledge of educator pipelines and pathways Essential Functions Human Resources Assist a Chief of Human Capital in creating and executing a plan for human resources in alignment with district core values as adopted by the board and the district’s strategic plan. Identify current and future needs of the district and align processes and procedures, including recruitment, selection, onboarding, professional and leadership development, training, evaluation, and retention strategies. Determine the HR training needs throughout the school district and develop and plan training programs to meet the established needs. Implement both ongoing and special interest training programs. Direct the planning, development, coordination, and evaluation of operations of the human resources department, including establishing department goals and objectives. Direct and monitor 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. Select, train, supervise, and evaluate HR staff and make sound recommendations relative to assignment, retention, discipline, and dismissal. Ensure district compliance with federal and state laws and regulations. Employment Facilitate the hiring process including screening, selecting, and recommending prospective candidates to ensure background checks are completed and in compliance with state and federal law. Provide oversight of the onboarding and exit processes. Work with principals and other administrators to forecast staffing needs and develop staffing plans. Develop and implement recruitment and retention strategies and a screening and selection process for all employees. Ensure that all teachers are highly qualified and have the appropriate credentials for assignments. Provide a system for new employees to acquire appropriate information, support, and training necessary for success on the job. Oversee all aspects of employment contract administration. Compensation and Benefits Assist with the administration of the district’s compensation program, including job descriptions, salary surveys, and position reclassifications. Develop, implement, administer, and monitor procedures for salary administration and placement of new hires. Oversee the management of the district’s leave, health insurance, optional employee benefits, workers’ compensation, and unemployment compensation benefit programs, including overseeing relationship with insurance vendors and third‑party administrators. Employee Relations Take a proactive role in identifying and responding to employee issues; work collaboratively with district leadership to ensure preemptive and effective employee communications. Administer the employee grievance procedure adopted by the board. Direct the 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, recordkeeping, 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. Implement and oversee effective districtwide employee recognition programs. Ensure that the employee handbook and personnel directory are created, updated annually, and distributed. Implement procedures to ensure that employees are informed of personnel policies, procedures, and programs that affect them. Budget Assist with the development and administration of the human resources budget and talent development based on documented needs and ensure that operations are cost effective and funds are managed wisely. Records Oversee personnel records management and ensure compliance with the state records management program. May serve as designated records management officer. Compile, maintain, and file all reports, records, and other documents as required. Lead in researching and compiling information and documents in response to subpoenas, investigations, and requests for the information. Other Responsibilities Prepare and deliver written and oral presentations on HR and management issues to the board, principals, teachers, parents, and community groups. Attend regular meetings of the board. Stay abreast of current research and best practices in human resources management and development in educational and non‑educational settings, and adjust plans, policies, and procedures accordingly. Ensure compliance with local, state, and federal employment laws. Stay abreast of state and federal public policy changes that could impact the district. Collect, review and analyze recruitment and retention data to provide departmental updates and identify trends. Follow district safety protocols and emergency procedures. Maintain a high degree of confidentiality. Attend monthly board meetings and assist in preparing reports and agenda items in alignment with the board reporting calendar and as needed to inform the board of matters related to Human Capital. Supervisor Responsibilities Supervise the daily functions and performance of department staff to ensure effectiveness of staff members in the human capital division. Tools/Equipment Used Standard office equipment including personal computer and peripherals. Work Environment 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: Frequent districtwide travel; occasional statewide travel; occasional outside work with exposure to extreme hot and cold temperatures, dust, noise, vibration, and chemical and electrical hazards Mental Demands: Work with frequent interruptions; maintain emotional control under stress Disclaimer This document describes the general purpose and responsibilities assigned to this job and is not an exhaustive list of all responsibilities and duties that may be assigned or skills that may be required. Revision Date: 04/12/2026 Equal Employment Opportunity Statement All MISD employees are expected to maintain an extreme degree of confidentiality by following the Family Educational Rights and Privacy Act (FERPA) for student information and the Health Insurance Portability and Accountability Act of 1996 (HIPAA) for employee and student information. Midland Independent School District provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex (including pregnancy), national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. #J-18808-Ljbffr