Director of Workforce Strategy & Operations

The Director is based in the JSCEE and oversees decisions on hiring, promotions, and transfer within the Seattle Public Schools. The Director establishes and communicates consistent, equitable, transparent, and well-documented standards that prioritize student safety and learning, align with bargained processes, and are implementable by Human Resources staff. Reporting to the Human Resources executive leader, the Director supervises HR Operations staff, as well as the Employment Services, Class/Comp/Benefits, and Central Office teams within Human Resources, including HRIS. The Director oversees Seattle Public Schools’ talent and workforce planning, staffing development, recruitment, hiring, and retention strategies, and directs employee classification, compensation, benefits programs, reporting, records management, and HR Operations. The position aligns talent with organizational needs and available resources in coordination with Finance; provides strategic direction for salary and classification systems, compensation, and benefits administration; and maintains a working knowledge of SPS collective bargaining agreements. As a member of the Human Resources leadership team, the Director provides leadership; develops knowledge, skills, and leadership capabilities; fully leverages technology and data to support effective decision-making; collaborates with all HR staff and with school and central office leaders; and directs high-quality, timely, relevant, and measurable service to schools, departments, employees, candidates, labor partners, and other constituents. Across all assigned functions, the Director provides visible, accessible, and respectful leadership through regular engagement with HR staff and other internal constituents; establishes clear decision-making standards, review criteria, and procedures, and holds themselves and HR staff accountable for their consistent application; addresses concerns promptly; establishes and expects adherence to quality-assurance practices; develops staff performance through coaching, feedback, training, succession planning, and consultation; and seeks feedback to ensure responsive, high-quality service. The Director collaborates with the Human Resources leadership team, Labor and Employment Relations, Legal, Risk Management, Finance, and school and central office leaders to coordinate interdependent work, interpret laws, regulations, policies, and collective bargaining agreements, resolve complex issues, mitigate risk, manage staffing costs, and promote consistent districtwide practices. The Director uses data, metrics, audits, workforce trends, and constituent feedback to inform HR staff decisions and direction, monitor outcomes, identify disparities and risks, and evaluate the effectiveness of policies, practices, and services. This position models continuous improvement, sets expectations, and establishes processes for it. The Director fosters trust and accountability through clear communication, consistent application of standards, timely decision-making, transparency, and respectful engagement with candidates, employees, labor partners, school and central office leaders, and other SPS constituents. 35 % Eligibility Determinations, Standards, and Communication Directs the District’s decision-making on eligibility for hire across all regular, hourly, certificated, classified, leadership, substitute, temporary, and other position types, as well as on eligibility for promotion or transfer for existing employees. Ensures that candidate eligibility reviews evaluate relevant facts and records, legal and regulatory requirements, certification or licensure requirements, background and clearance information, employment history, District policies, collective bargaining agreements, and other job-related considerations, including prior determinations. Leads processes that make timely, equitable, and well-documented eligibility determinations that prioritize student safety and learning while considering each situation’s unique facts and Seattle Public Schools’ workforce planning. Establishes eligibility standards, review criteria, decision protocols, and documentation requirements for all position types. Reviews complex or high-risk cases to ensure legally compliant decisions that align with bargained processes and District workforce planning. Directs the development and implementation of eligibility-specific training, tools, and guidance for consistent application of standards and clear communication of eligibility decisions, and ensures that processes are implementable by Human Resources Business Partners. Ensures the maintenance of documentation supporting eligibility determinations and related reviews or appeals. Directs ongoing monitoring of eligibility outcomes and implements improvements to enhance consistency, equity, and transparency. Oversees the evaluation of workflow and compliance issues related to background and clearance checks and implements process improvements to support timely hiring and student safety. Ensures that hourly and temporary hires meet the same eligibility standards and required safeguards. 35% HR Leadership and HR Department Collaboration Provides leadership and accountability for Compensation and HR Operations staff, as well as the Employment Services and Central Office teams. Supervises and evaluates direct reports; sets performance expectations; reviews workloads, priorities, risks, deadlines, and results; addresses performance concerns; and supports professional growth. Builds a collaborative, accountable team culture that fosters learning and continuous improvement. Oversees staffing processes in coordination with Finance to ensure staffing adjustments align with fiscal assumptions and planning. Represents Human Resources in meetings, committees, and constituent groups, providing consultation on matters within the assigned scope of responsibility, including employment-related matters such as grievances. Provides strategic leadership and oversight of HR Operations Services to ensure consistent interpretation and application of applicable legislation, laws, regulations, District policies, procedures, and collective bargaining agreements related to employment, classification and compensation, labor relations, and employment records. Ensures appropriate guidance is provided to departments and stakeholders and represents the District on HR-related matters, as appropriate. Oversees the preparation, accuracy, and timely submission of required HR reports, including state and federal compliance reporting, and ensures appropriate processes and internal controls are established to maintain compliance with applicable requirements. Provides oversight of assigned HR contracts and agreements to ensure timely administration, renewals, compliance with contractual obligations, and coordination with appropriate internal and external partners. Directs the maintenance of procedures, the HR master calendar, cross-training, and continuity plans to ensure reliable service and business continuity. Leads strategic projects and process improvements to reduce barriers and advance continuous improvement across Human Resources, including through systems integration and technology enhancement. 15% - Classification, Compensation and Benefits Provides strategic leadership for District classification, compensation, and benefits programs, including salary structures, classification systems, compensation plans, bargaining unit designations, and related procedures. Oversees classification and compensation analyses; reviews and approves recommendations for the Compensation Committee; and supports collective bargaining and the implementation of bargained agreements. Directs the effective use of technology to implement and administer Classification, Compensation, and Benefits functions, and oversees SEBB benefits administration in partnership with third-party administrators and internal partners. Establishes standards and provides guidance on compensation, classification, benefits, and FLSA. Ensures that assigned contracts, renewals, audits, reports, and program requirements are administered accurately and on time. 15% - Workforce Planning Leads the development and implementation of an integrated workforce planning, recruitment, and retention strategy aligned with district priorities, available financial resources, and the commitment to equitable education for every student, Directs the development of and recommends organizational strategies to attract, hire, and retain a diverse and high-quality workforce, informed by data and best and promising practices. Leads workforce and succession planning, recruitment, retention, talent deployment, and strategies to address critical and hard-to-fill roles. Oversees and conducts analyses of workforce and labor market trends to forecast needs, assess risk, and inform workforce recommendations. Engages school leaders, employees, labor partners, and other constituents to identify workforce challenges and design sustainable, equitable solutions. Stays current on K-12 human capital practices, employment trends, legislation, technology, and emerging workforce strategies, and leads the implementation of relevant, actionable practices with fidelity. OTHER FUNCTIONS May perform related duties consistent with the scope and intent of the position. RELEVANT COMPETENCIES Strategic Agility & Innovation Management - Sees ahead clearly and accurately anticipates how potential ideas may play out. Thinksholisticallybycombiningideasinuniquewaysormakingconnectionbetweendifferentideas. Examines and evaluates potential solutions to determine where the greatest gain can be achieved. Creates new ways of thinking to address complex issues. Customer Focus - Makes customers and their needs a primary focus of his/her actions. Think ahead and considers the impact of actions both internally and externally. Develops trust, credibility and maintains strong relationships with customers. Goes the extra mile to satisfy customer needs and expectations. Developing Others - Gives people assignments that help to develop their abilities. Work collaboratively with direct reports to set meaningful performance objectives. Meets regularly with direct reports to review developmental progress. Recognizes and reinforces developmental efforts and improvements. DISTRICT-WIDE CORE COMPETENCIES Collaboration Is seen as a team player who encourages efficient and effective collaborations. Works skillfully in difficult situations with both internal and external groups. Represents his/her own interests while being open-minded to other groups. Builds respectful and productive relationships internally and externally. Getting Results (Action Oriented) - Demonstrates a strong sense of urgency about solving problems and getting work done. Focuses on achieving the goal even in the face of obstacles. Assumes responsibility for starting and finishing work with minimal supervision. Strives for new levels of performance. Decision Quality & Problem Solving - Weighs the consequences of options before making a decision. Applies appropriate criteria to situations for the purpose of making decisions. Displays self-confidence in own judgment. Focuses in the facts and solutions instead of opinions and problems. Integrity - Takes responsibility and action as if the risks (financial or otherwise) are his or her own. Holds individuals and team accountable for their actions and results. Initiates action even if outcome is uncertain and is willing to accept the consequences of failure. Aligns own activities and priorities to meet broader organizational needs. Demonstrates courage and confidence in his or her own ability. Accountability Takes responsibility and action as if the risks (financial or otherwise) are his or her own. Holds individuals and team accountable for their actions and results. Initiates action even if outcome is uncertain and is willing to accept the consequences of failure. Aligns own activities and priorities to meet broader organizational needs. Demonstrates courage and confidence in his or her own ability. KNOWLEDGE, SKILLS AND ABILITIES Knowledge of human capital transactional work and is able to connect the operational work of human resources to the district’s larger talent management strategy. Collaborative problem-solvingmethods. Setting clear metrics with strong focus on goals andresults. Managingpeopletoimprovetheirperformanceandincreaseoperational efficiency. Bringing team to consensus and leading effective teams toachieve ambitiousgoals. Prioritization. Staff supervision. Developing and administeringbudgets. Excellentexecutionandprojectmanagementskills,includingabilitytobalance the big picture with detailedsteps. #J-18808-Ljbffr Seattle Public Schools