Director of Human Resources

Director Of Human Resources

Under the direction of the Executive Director of Human Resources, direct and manage the district's day-to-day human resources operations, including recruitment, selection, certification, compensation administration, employee relations, records, and compliance. Serve as a strategic partner to campus and department leaders. Support the Executive Director of Human Resources in building and retaining a high-quality workforce that advances the district's mission for students. Ensure legally sound, consistent, and equitable HR practices under Texas and federal law and Dickinson ISD Board policy.

Education/Certification:

• Master's degree in Educational Leadership, Human Resources Management, Public Administration, Business Administration, or a closely related field
• Valid Texas Principal as Instructional Leader certificate, Standard Principal certificate, or Mid-Management Administrator certificate issued by the State Board for Educator Certification
• Certified Appraiser for the Texas Teacher Evaluation and Support System (T-TESS)

Special Knowledge/Skills of:

• Texas district of comparable size (approximately 10,000+ students)
• Texas Teacher Incentive Allotment and Teacher Retention Allotment compensation models
• Applicant tracking / HRIS platform (e.g., TalentED, Skyward, Frontline) and with position control
• District of Innovation (DOI) exemptions, state certification requirements, and SBEC permit processes
• Texas Education Code, especially Chapter 21 (educator contracts, appraisal, discipline, and termination), Chapter 22 (criminal history checks and reporting duties), and Chapter 11 (district governance and personnel policy).
• SBEC rules (19 Texas Administrative Code), including certification, assignment, permits, and the Educators' Code of Ethics
• Federal and state employment law: Title VII, ADA, FLSA, FMLA, Pregnant Workers Fairness Act (PWFA), Title IX, Equal Pay Act, Texas Labor Code Chapter 21, and unemployment and workers' compensation statutes
• Teacher Retirement System of Texas (TRS), TRS-ActiveCare, and district benefits plans
• Texas Public Information Act, FERPA, and confidentiality requirements for personnel records
• TEA Texas Student Data System (TSDS/PEIMS) staff reporting and records-retention requirements
• Strong leadership, judgment, discretion, and ethical decision-making
• Ability to interpret and apply Board policy Section D (Personnel), statutes, and regulations
• Excellent written and oral communication, including presentations to principals and staff and, as directed, to the Board
• Ability to analyze data (turnover, vacancy, time-to-fill, compensation) and prepare clear reports
• Proficiency with Microsoft Office/Google Workspace and HRIS/applicant tracking systems
• Skill in conflict resolution, mediation, and managing sensitive situations under pressure
• Ability to manage a budget and lead a team

Work Experience:

• Minimum five (5) years of successful experience in K-12 education, including at least three (3) years in campus or district administration (principal, assistant principal, or central office)
• Minimum three (3) years of experience supervising, evaluating, and developing staff
• Demonstrated experience conducting employee investigations, documenting personnel actions, and advising administrators on due process

Major Responsibilities:

Department Leadership and Management:

• Direct daily operations of the HR department, including workflow, staff assignments, deadlines, and service quality
• Hire, train, and supervise HR staff; recommend assignment, retention, discipline, and dismissal
• Assist in developing and monitoring the HR department budget
• Develop and track departmental goals, metrics, and annual improvement plans aligned with the district strategic plan
• Support the Executive Director of Human Resources in workforce and succession planning, including cross-training and development of HR staff

Recruitment, Selection, and Staffing:

• Lead the recruiting and hiring process for professional, paraprofessional, and auxiliary staff, including job fairs, university partnerships, and alternative certification relationships
• Partner with principals and department heads to forecast vacancies and develop staffing plans each spring
• Maintain the online applicant system; ensure postings, interview procedures, and offers are consistent and equitable
• Coordinate new-employee onboarding and orientation

Certification, Credentialing, and Compliance:

• Verify that all professional staff hold appropriate certification for their assignments; monitor certification deadlines, emergency permits, and probationary/intern certificates; submit SBEC permit requests
• Oversee fingerprinting and criminal history clearance for all employees and applicable contractors; oversee required reporting to SBEC and TEA of educator misconduct as required by Chapter 21 and Chapter 22
• Ensure compliance with state and federal reporting, including TSDS/PEIMS staff data, and audit requests
• Maintain documentation for District of Innovation exemptions and monitor compliance with state certification phase-in requirements

Compensation, Contracts, and Benefits:

• Ensure that salary placement, pay actions, stipends, and Teacher Incentive/Retention Allotment processes align with the district compensation plan and salary schedules administered by the Executive Director of Human Resources; assist with annual salary surveys and market comparisons
• Determine and verify credited experience and new-hire salary placement in accordance with district guidelines
• Oversee preparation and issuance of employment contracts, contract renewals, non-renewals, and preparation of related Board agenda items
• Coordinate with the Payroll Department to ensure accurate and timely pay actions

Employee Relations and Legal Compliance:

• Advise administrators on discipline, documentation, performance improvement plans, and due process for contract and at-will employees
• Interpret and communicate personnel policies, laws, and procedures to administrators and staff

Appraisal and Professional Growth:

• Support supervisors with training on evaluation, documentation, and progressive discipline
• Coordinate employee recognition and service awards

Records, Policy, and Data:

• Direct maintenance of accurate, confidential personnel records and service records in compliance with the Texas State Library and Archives Commission retention schedules and the Public Information Act
• Assist the Executive Director of Human Resources in reviewing and recommending updates to Board policy Section D (Personnel), the Employee Handbook, and job descriptions annually
• Prepare HR data, dashboards, and reports for the Executive Director of Human Resources, including materials for the Superintendent and Board
• Oversee position control and job code accuracy in the district's HRIS

Other Duties:

• Serve as acting Executive Director of Human Resources in the Executive Director's absence, as delegated
• Follow district safety protocols and emergency procedures; be available for after-hours or emergency staffing needs
• Perform other duties as assigned by the Executive Director of Human Resources or the Superintendent

Supervisory Responsibilities:

• Supervise and recommend hiring, assignment, discipline, and termination of HR department personnel, including HR Generalists

Expectations of Mental Demands/Physical Demands/Environmental Factors: The demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job:

• Tools/Equipment Used: Computer and standard office equipment; HRIS and applicant tracking systems
• Motion: Prolonged sitting; frequent keyboarding; occasional bending, reaching, and light lifting (up to 25 lbs.)
• Environment: Office setting with frequent district-wide travel and occasional statewide travel; occasional evening, weekend, and extended hours (Board meetings, job fairs, emergencies)
• Mental Demands: Handle confidential and sensitive matters; maintain composure under pressure; manage competing deadlines and frequent interruptions
• Professional Dress: Dress must be clean, neat, in a manner appropriate for the assignment, and in accordance with any additional standards established by the supervisor and approved by the Superintendent. During work hours, visible body piercings (except earrings) will not be allowed.