Executive Director of Human Resources

POSITION : Executive Director of Human Resources REPORTS TO : Chief Academic Officer SUPERVISES : Office of Talent Management POSITION SUMMARY : The Executive Director of Human Resources provides strategic direction for all human resources functions, overseeing the full employee life cycle — from recruitment and onboarding through development, performance management, and retention. Reporting to the Superintendent of Schools and CEO or designee, this leader operates from the belief that retention begins with recruitment, and that every touchpoint in the employee experience is an opportunity to build the kind of workforce and culture Hartford Public Schools students deserve. This position ensures that the district's human capital strategy is fully aligned with the Strategic Operating Plan, with a particular emphasis on Grow-Your-Own initiatives, community and university partnerships, AI-driven process innovation, and delivering exceptional customer service to staff, school leaders, and families. The Executive Director sets clear, measurable outcomes grounded in equity and moves the work forward in ways that are visible, responsive, and deeply connected to the district's mission. RESPONSIBILITIES Talent Strategy & Workforce Planning Develops and implements a district-wide talent acquisition and retention strategy, with a strong emphasis on Grow-Your-Own pathways, pipeline partnerships with universities, community colleges, community organizations, professional organizations, alternative certification programs, and HPS families. Leads and expands Grow-Your-Own initiatives that identify, develop, and promote talent from within the Hartford community, including paraprofessionals, community members, parents/guardians, and recent HPS graduates. Collaborates with the district's student pathways programs to cultivate careers in education and partners with ReadyCT and other workforce development organizations. Builds and sustains strategic partnerships with higher education institutions, professional HR and education associations, and community-based organizations to strengthen recruitment and retention pipelines. Leads workforce planning aligned with enrollment trends, programming changes, and budget forecasts. Designs and implements strategies — including strategic compensation, career ladders, and recognition programs — to attract, equitably deploy, and retain the district's best teachers, principals, and staff. Develops and implements a district-wide retention plan that increases retention of high performers and proactively addresses performance concerns across the organization. Ensures the district maintains a forward-looking talent strategy with an explicit equity lens, anticipating future workforce needs and building the pipelines to meet them. Develops and oversees a comprehensive marketing and social media strategy to elevate the district's employer brand, attract diverse talent, and communicate the Hartford Public Schools’ story to prospective candidates and the broader community. Leverages social media platforms, digital outreach, and targeted marketing campaigns to build visibility and engagement with potential candidates across all staffing categories. Oversees employee engagement and develops systems to sustain a culture of belonging, recognition, and professional growth. Recruitment & Hiring Oversees the full employee life cycle — from recruitment, selection, and onboarding through professional growth, performance management, and retention — ensuring a seamless and supportive experience at every stage. Operates from the principle that retention begins with recruitment, ensuring that how the district recruits, welcomes, and onboards employees directly shapes their long‑term commitment and success. Ensures hiring practices are equitable, data‑driven, and aligned with the district's diversity, equity, and inclusion goals. Leverages AI‑powered tools and applicant tracking systems (ATS) to streamline and accelerate the recruitment process while maintaining a high‑touch candidate experience. Strengthens the quality of both internal and external staff pipelines, with particular focus on teachers, school leaders, and hard‑to‑fill roles (non‑certified and certified). Compensation & Benefits Administers the salary schedule, assists in negotiating health and benefits plans, and monitors market competitiveness to ensure the district remains an employer of choice. Advises leadership on staffing‑cost implications of programming and policy decisions. Provides succession planning guidance and support for key roles throughout the district. Employee Relations & Performance Management In partnership with Labor Relations, oversees investigations, disciplinary actions, conflict resolution, and mediation. Supports and refines performance evaluation systems for teachers, administrators, and classified staff. Participates in grievance and arbitration processes to represent the Board of Education. Maintains current knowledge of employment law, certification requirements, regulations, and best practices in human resources and talent management. Drives a culture of continuous improvement by seeking regular feedback and proactively adjusting approaches to HR functions. Leadership, Culture & Development Designs and delivers skilled talent management training for principals, supervisors, and HR staff — building their capacity to recruit, develop, evaluate, and retain high‑performing employees. Develops and maintains a comprehensive Talent Management Best Practices Guidebook to serve as a consistent, accessible resource for supervisors and school leaders across the district. Designs and facilitates ongoing professional learning for supervisors grounded in talent management best practices, covering topics such as equitable hiring, performance conversations, employee development, and retention strategies. Develops and oversees aspiring leaders’ programs in close collaboration with the Chief Academic Officer, creating intentional, structured pathways for high‑potential staff to build the skills and experiences needed to move into leadership roles within Hartford Public Schools. Partners with the Superintendent and Cabinet to strengthen school‑based and department leadership pipelines and succession planning. Translates the district's strategy to improve student achievement into an aligned human capital strategy, setting clear and measurable outcomes with an equity lens. Leads an organizational culture that is inclusive, representative of the students and communities served, and reflective of the district's mission, vision, and priorities. Partners cross‑functionally to drive the design and delivery of inclusive messaging and processes, using data to celebrate successes and identify areas for improvement. Facilitates and oversees professional development for HR staff, aligning resources with identified needs. Provides HR training for supervisors, school leaders, and HR staff on policy, performance management, employment law, and inclusive practices. Collaborates with internal leaders on district‑wide initiatives and ensures HR's role is visible, proactive, and strategically integrated. Technology & Process Innovation Champions the use of AI and emerging HR technologies to streamline and modernize HR processes, including recruitment, onboarding, scheduling, data reporting, and employee communications. Implements and manages talent management tools and platforms that enable the district to identify, develop, and track employee growth across the organization. Partners with supervisors and school leaders to use talent management data to proactively forecast staffing needs, identify high‑potential staff ready for advancement, and build intentional Grow‑Your‑Own pathways. Uses data and talent management systems to tap into the existing workforce — recognizing and cultivating staff who demonstrate the potential and commitment to grow into new or expanded roles within the district. Optimizes, streamlines, and manages human resource systems and platforms to deliver efficient, effective, and user‑friendly services. Delivers frequent reports and data analyses to enable data‑driven human capital decisions at both the school and district levels. Maintains proficiency in HRIS and ATS platforms and stays current on technological advancements that can improve HR service delivery. Aligns all resources — human, financial, technological, and time — to execute the human capital strategy with maximum impact. Develops and implements a district‑wide talent acquisition and retention strategy, including pipeline partnerships with colleges, Department of Labor, alternative certification pathways, Grow‑Your‑Own initiatives, Hartford Promise, etc. Leads workforce planning aligned with enrollment, programming, and budget changes. Outwardly looks for and researches opportunities to better talent management practices. Collaborates with district’s student pathways to careers in education. Oversees marketing plans to cultivate candidates. Oversees employee engagement and develops a system to engage employees. Customer Service & Community Engagement Ensures the Office of Talent Management provides strong, responsive day‑to‑day support to all employees, with an emphasis on delivering helpful, courteous, and timely customer service. Maintains a customer service orientation toward supporting schools, the Superintendent, the City of Hartford, and families of Hartford Public Schools. Builds and sustains strong partnerships with community organizations, professional associations, and advocacy groups to support HR initiatives and workforce development. Actively seeks and responds to feedback from staff, principals, and school leaders to continuously improve the quality and responsiveness of HR services. Continually engages hiring managers through structured feedback loops and regular check‑ins to assess the effectiveness of HR processes, identify pain points, and make ongoing improvements to recruitment, onboarding, and support services. Ensures the key customers of Talent Management —principals— are a primary focus of all human capital work and receive the support they need to build their capacity as human capital managers. Staff Supervision & Budget Management Directly supervises, develops, and evaluates all Office of Talent Management staff, fostering a high‑performing, service‑oriented team culture aligned with the district's mission and values. Develops, monitors, and manages the Office of Talent Management budget, ensuring resources are allocated strategically and in alignment with the district's human capital priorities. QUALIFICATIONS, SKILLS, and ABILITIES OF IDEAL CANDIDATE Master's degree in Human Resources, Education, Organizational Leadership, Business, or a closely related field. A minimum of five (5) years of experience leading one or more human capital functions and managing high‑performing teams toward ambitious goals (e.g., recruitment, professional development, performance management) in a school district or similarly complex organization. Experience leading HR in a large, urban school district or comparably complex public‑sector environment strongly preferred. Demonstrated experience managing multiple HR functions simultaneously. Demonstrated success translating organizational strategy into human capital priorities and measurable outcomes. Experience overseeing the implementation of an HR information system or applicant tracking platform. Experience developing and executing employer branding, marketing, and social media strategies to attract and engage diverse talent pipelines. Thorough knowledge of Board of Education policies, state and federal employment laws, rules, and procedures governing the employment of personnel and the rights of employees. Knowledge of employment law, collective bargaining, and compensation and benefits administration. Strong data analytics skills and demonstrated experience with HRIS and ATS platforms. Demonstrated experience in advocacy — including advocating for employees, equitable HR practices, talent development, and the interests of the district with external partners, professional organizations, and state and local stakeholders. Proficiency in Microsoft Office Suite and adept use of AI tools to streamline HR functions; ability to learn and adopt new software as needed. Strategic thinker with the ability to translate mission and policy into practical, people‑centered HR solutions. Strong written and verbal communication skills, with experience presenting to Boards of Education, Connecticut State Department of Education, state agencies, committees, community organizations, parent and families, and union leadership. Demonstrated success building trust and credibility with employees, school leaders, union representatives, and external partners. High emotional intelligence, including conflict‑resolution, mediation, and change‑management skills. Exceptional interpersonal skills with a genuine customer service orientation. Proven ability to build consensus among diverse peer professionals and stakeholders. Comfort working in a high‑pressure, high‑visibility environment with a strong commitment to equity and student success. Demonstrated initiative, high level of motivation, and meticulous attention to detail. Organizational skills with a strong ability to follow through and meet deadlines effectively. CERTIFICATION REQUIREMENTS Connecticut Intermediate Administration or Supervision Certification (092) required; Professional HR certification required or ability to acquire (e.g., SHRM, SPHR, PHR). UNION AFFILIATION Not Applicable. SALARY AND TERMS OF EMPLOYMENT This position is a twelve‑month position, and salary is by individual employment contract. The salary range is $150,000 to $170,000. APPLICATION PROCEDURE To be considered, all internal and external applicants must fully complete a Hartford Public Schools’ online application, which can be accessed through our Applicant Tracking System, Nimble, at Internal candidates should use a personal email address when applying. Please do not use your hartfordschools.org email. Upon submission, candidates’ applications and supporting documents will be reviewed. Candidates who advance through the initial review will be invited to next steps in the selection process. Position Subject to Available Funding An Equal Employment Opportunity and Affined Action Employer, M/F/V/D #J-18808-Ljbffr