Human Resources Manager

Description I. POSITION SUMMARY The Human Resources Manager (HRM) leads the people function for Warren Easton Charter High School, a single-site charter that operates as its own Local Education Agency (LEA). As the school’s primary human resources professional, this position owns the full employee lifecycle, from sourcing and hiring through onboarding, development, performance, retention, and separation. Because Warren Easton serves as its own LEA, the HRM carries compliance responsibilities across the organization, including educator certification, public retirement system administration, federal program staffing assurances, and personnel records governance. The role is strategic and hands‑on in equal measures. It builds the systems that make excellent teaching and operations sustainable, and it administers those systems with precision and discretion. This is a non-supervisory, individual contributor position reporting to the Chief Executive Officer and Principal, with a dotted‑line relationship to the Chief Financial Officer on compensation, benefits, retirement administration, and audit‑readiness. The HRM title reflects the scope, autonomy, and institutional stakes of the role rather than a supervisory span. II. ALIGNMENT TO THE EAGLE EYE PRIORITIES The HRM advances all four Eagle Eye Priorities by ensuring the school is staffed, supported, and compliant. – School Culture & Experience: Academic Improvement & Performance: strong hiring, induction, and performance systems place an effective educator in every classroom and a capable professional in every role. Disciplined compliance, accurate records, and sound workforce policy protect the school’s standing with authorizer and reduce institutional risk. III. ESSENTIAL FUNCTIONS The HRM performs five core functions. Each is stated as an accountability, followed by representative activities and the measures by which success is assessed. The lists are representative, not exhaustive or limited. A. Recruitment & Staffing Accountable for: filling every role on time with a qualified, mission‑aligned candidate, and integrating each new hire into the school. Lead workforce planning, requisition management, posting, sourcing, screening, interview coordination, and offer administration. Maintain current, accurate position descriptions and selection rubrics for every role, in partnership with hiring managers. Build diverse candidate pools and represent the school at recruitment fairs, university pipelines, and community hiring efforts. Administer a structured onboarding experience that integrates compliance clearance, systems access, culture immersion in The Easton Way, and 30-, 60-, and 90‑day check‑ins. Steward partnerships with universities, alternative‑certification providers, and professional associations to expand the pipeline. Measured by: time‑to‑fill, offer‑acceptance rate, share of roles filled before the first day, and 90‑day retention of new hires. B. Compliance & LEA Risk Accountable for: carrying the employment and personnel compliance duties a district central office would otherwise hold, and keeping the school audit‑ready. Administer educator certification: verify Louisiana certification through the Louisiana Department of Education, monitor expirations and renewals, and manage out‑of‑field authorizations and ancillary certificates. Administer public retirement systems: enrollment, contribution remittance, and reporting for the Teachers’ Retirement System of Louisiana (TRSL) and the Louisiana School Employees’ Retirement System (LSERS). Conduct and document pre‑employment screening, including criminal background and fingerprint checks and child abuse and neglect registry clearance, in accordance with Louisiana law. Complete and retain Form I‑9 verification and maintain E‑Verify compliance. Ensure staffing compliance for federal programs, including Title I and Title II‑A assurances and equitable‑distribution and comparability requirements, and special education staffing under IDEA and Section 504. Maintain compliance with federal employment law, including FLSA, FMLA, ADA and ADAAA, Title VII, ADEA, PDA, GINA, and USERRA, and with applicable Louisiana employment statutes. Prepare and submit personnel and staffing reports to the Louisiana Department of Education state systems and to the authorizer, NOLA Public Schools, in support of charter contract assurances. Administer mandatory training compliance, including mandated‑reporter, bloodborne‑pathogen, and workplace‑conduct training, and maintain Title IX employment records. Manage workers’ compensation, unemployment claims, and return‑to‑work coordination. Measured by: zero net‑new audit or monitoring findings, full certification compliance, completion of all clearances before the start date, and on‑time state and authorizer reporting. C. Performance & Development Accountable for: building and running the systems that grow and evaluate every employee, so an effective professional sits in every role. Develop, maintain, and continuously improve the performance management system: goal setting, observation and feedback cycles, mid‑year reviews, and summative evaluation. Administer the state educator evaluation framework (LEADS) for instructional staff, including timeline management, rater‑calibration support, and documentation integrity. Build evaluation instruments and rubrics for non‑instructional and operations roles. Design and coordinate the annual professional learning calendar with instructional leaders, aligned to school priorities and educator growth. Build individualized development pathways, including new‑teacher induction, mentoring, and a leadership pipeline, and track completion and contact hours. Coordinate the documentation, due process, and improvement‑plan workflow for performance concerns, in partnership with leadership and counsel as needed. Measured by: on‑time completion of all evaluation cycles, professional‑learning completion rate, and share of staff with current development plans. D. Total Rewards & HR Operations Accountable for: administering pay, benefits, and the HR data backbone accurately and confidentially across the employee lifecycle. Administer the compensation structure, salary schedules, and stipend and supplemental‑pay processes in partnership with the Chief Financial Officer. Manage benefits enrollment, open enrollment, and qualifying‑life‑event changes. Serve as liaison to benefits brokers, carriers, and the retirement systems, and reconcile enrollment and billing for accuracy. Own the human resources information system and personnel data, ensuring accuracy, security, and confidentiality, and maintain files per retention requirements. Coordinate the human resources elements of payroll with the finance function to ensure timely, accurate compensation. Produce dashboards and routine reporting on staffing, vacancies, turnover, certification status, and compliance health. Measured by: on‑time, accurate payroll and benefits processing, HRIS data‑accuracy rate, and benefits‑enrollment completion. E. Culture, Policy & Employee Relations Accountable for: protecting the employee experience and the integrity of workplace policy, in service of The Easton Way. Design and run retention strategy, including stay interviews, engagement and climate surveys, recognition, and exit interviews, and report findings to leadership. Serve as a trusted, neutral point of contact for staff questions on benefits, leave, policy, and workplace concerns. Draft, maintain, and interpret the employee handbook and all human resources policies, aligned to law, the charter contract, and board direction. Advise leaders and staff on policy application, leave administration, accommodations, and standards of conduct. Investigate and document workplace complaints and grievances impartially, recommending resolution and corrective action consistent with policy and law. Recommend policy updates to the Chief Executive Officer and Principal, and coordinate with the Chief Financial Officer where business operations are implicated, for board consideration. Measured by: regrettable‑turnover rate, staff engagement and climate scores, timely resolution of complaints and grievances, and policy currency. IV. THE EASTON WAY & NxtGenE STEWARDSHIP Every function of this role is performed in service of The Easton Way: Tradition, Excellence, Family, and Pride. The HRM is a daily steward of school culture, ensuring that hiring, development, and employee experience reflect the institution’s legacy while preparing its workforce to serve a NxtGenE community. The position models discretion, integrity, and care in every interaction, recognizing that people are the school’s most valuable asset. V. CONFIDENTIALITY & DATA STEWARDSHIP This position has routine access to highly sensitive information, including personnel records, compensation, medical and benefits data, evaluations, and investigation files. The HRM maintains strict confidentiality at all times, accesses and discusses such information only on a need‑to‑know basis and safeguards it consistent with applicable federal and Louisiana privacy, personnel‑records, and public‑records obligations. Confidentiality and sound discretion are conditions of employment, and a breach is grounds for disciplinary action up to and including termination. VI. REQUIRED QUALIFICATIONS Bachelor’s degree in human resources, business administration, education, public administration, or a related field. A minimum of five years of progressively responsible human resources experience, preferably in a K‑12, charter, nonprofit, or public‑sector setting. Demonstrated capacity to build and run a human resources function independently, with sound judgment and minimal day‑to‑day oversight. Demonstrated working knowledge of federal and Louisiana employment law. Knowledge of, or the demonstrated ability to rapidly master, educator certification and the teacher retirement systems of Louisiana (TRSL). Proficiency with human resources information systems, Paylocity specifically, payroll platforms, and standard office and collaboration software. Ability to pass all required criminal background and clearance checks. Exceptional discretion, ethical judgment, and the ability to handle confidential information. VII. PREFERRED QUALIFICATIONS Professional HR certification (SHRM‑CP, SHRM‑SCP, PHR, or SPHR). Master’s degree in a related field. Direct experience in a single‑site or small LEA, charter, or autonomous‑school environment. Familiarity with Louisiana Department of Education data systems and the LEP evaluation framework. Bilingual proficiency reflective of the school community. VII. CORE COMPETENCIES Integrity: Confidentiality and ethical judgment under pressure. Systems thinking: the ability to design and run repeatable, compliant processes across the employee lifecycle. Precision: accuracy in records, reporting, and compliance, where errors carry real consequence. Relationship building: warmth and credibility with staff, leaders, candidates, and external partners. Data fluency: fluency in turning staffing and engagement data into decisions. Composure: steady, sound judgment in a fast‑moving, high‑accountability environment. IX. PHYSICAL DEMANDS & WORK ENVIRONMENT Work is performed primarily in a school office environment with regular on‑site presence. The position requires extended periods at a workstation, routine use of technology, and occasional lifting of materials up to twenty‑five pounds. Periodic extended hours are expected during peak hiring, onboarding, open enrollment, and reporting cycles. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions. X. COMPENSATION & BENEFITS Warren Easton offers a competitive compensation and benefits package. Salary Range – $63,500 to $85,700 (12-month, exempt) Placement – Offer determined by relevant experience, educational attainment, and certifications Benefits Retirement: the school contributes 21.3% of the offered salary into the Teachers’ Retirement System of Louisiana (TRSL) on the employee’s behalf. This is the current employer contribution rate, which is set annually and subject to change. Health coverage: medical, vision, and dental insurance, with the employee paying a share of premiums based on selected plan. Leave: 15 days of combined sick and paid time off per year, plus all scheduled school holidays. Income protection: life insurance and disability insurance. XI. EVALUATION & EQUAL OPPORTUNITY Performance is evaluated annually by the Chief Executive Officer and Principal, with input from the Chief Financial Officer on the operational domains, against the essential functions and success measures of this position and goals aligned to the Eagle Eye Priorities. Warren Easton Charter High School is an equal opportunity employer. The school does not discriminate on the basis of race, color, national origin, sex, age, disability, religion, or any other status protected by law in employment or in the administration of its programs. #J-18808-Ljbffr