Chief Human Resources Officer - Division of Human Resources

Position Type: Executive Officers/ Chief Human Resources Officer Date Posted: 8/17/2026 Location: Instructional Support Center Job Code: Chief Human Resources Officer - 020366 Standard Hours: 40 Department: Division of Human Resources - 282642 Empl Class: NA PRIMARY RESPONSIBILITY Provide executive leadership, strategic direction, and oversight of all human resources operations for the school district. Reporting directly to the Superintendent and serving as a member of the Superintendent's Cabinet, the Chief Human Resources Officer (CHRO) serves as the district's senior advisor on human capital, workforce strategy, employee relations, personnel administration, and employment compliance. The CHRO leads the development and execution of a comprehensive K-12 human resources strategy designed to ensure that every school and department is staffed with highly qualified, effective employees who support student achievement and the district's strategic priorities. Areas of responsibility include workforce planning, recruitment and staffing, employee retention, certification and licensure, employee relations, investigations, performance management, compensation and benefits, position management, succession planning, personnel policy, HR information systems, records management, and compliance with applicable federal and Georgia employment and education requirements. The CHRO works directly with the Superintendent, principals, district leaders, and the Board of Education to ensure human resources practices are responsive to the operational and instructional needs of Georgia public schools. JOB QUALIFICATIONS License and Certifications Must hold or be eligible for an appropriate Georgia Professional Standards Commission (GaPSC) certificate or credential applicable to the position, as required by the district and state regulations (Required) Georgia Educational Leadership certification (Preferred) Current professional HR certification issued by HRCI (PHR or SPHR) or SHRM (SHRM-CP or SHRM-SCP (Preferred) Bachelor's Degree from an accredited institution in human resources, education, business administration, public administration, organizational leadership, or a related field (Required) Master's Degree in human resources, educational leadership, business administration, public administration, organizational leadership, or a related field (Preferred) Must hold or be eligible for an appropriate Georgia Professional Standards Commission (GaPSC) certificate or credential applicable to the position, as required by the district and state regulations (Required) Knowledge, Skills, and Abilities Extensive knowledge of K-12 public school human resources administration. Comprehensive understanding of human capital management for certified, classified, administrative, professional, and support personnel. Knowledge of Georgia public education personnel practices and requirements, including GaPSC certification and licensure processes. Knowledge of applicable federal and Georgia employment laws, regulations, personnel requirements, and professional standards affecting public school employees. Understanding of educator ethics and professional responsibilities applicable to employees serving Georgia public schools. Knowledge of school staffing allocations, position control, enrollment-driven staffing, salary schedules, contracts, certification requirements, and personnel calendars. Ability to develop human capital strategies that support student achievement and district strategic priorities. Ability to anticipate K-12 workforce needs and develop short-term and long-term recruitment, staffing, and retention strategies. Ability to provide sound advice to the Superintendent regarding sensitive and complex personnel matters. Ability to develop strong partnerships with principals and provide responsive HR services to schools. Exceptional judgment, discretion, professionalism, confidentiality, and interpersonal skills. Strong knowledge of employee relations, workplace investigations, performance management, corrective action, and conflict resolution. Ability to interpret workforce data and use analytics to inform staffing, recruitment, retention, compensation, and organizational decisions. Ability to communicate effectively with the Superintendent, Board of Education, Superintendent's Cabinet, principals, employees, applicants, community stakeholders, legal counsel, and state agencies. Demonstrated ability to lead organizational change and improve HR systems, practices, processes, and customer service. Strong executive leadership, strategic planning, analytical, organizational, and problem-solving skills. Work Experience 10 years of progressively responsible human resources experience, including substantial human resources leadership experience in a K-12 public school district or comparable K-12 educational organization (Required) Demonstrated experience administering K-12 human resources functions, including certified and classified staffing, educator certification and licensure, recruitment, employee relations, performance management, personnel actions, and employment compliance (Required) Demonstrated experience working directly with a Superintendent, principals, school-based administrators, district leadership, and a Board of Education on personnel and workforce matters (Required) Experience interpreting and implementing Georgia requirements affecting public school personnel, including GaPSC certification requirements and applicable state and federal employment requirements (Preferred) Executive-level human resources experience in a large, diverse, and complex public school district (Preferred) Experience supervising multiple HR functions and professional HR teams (Preferred) ESSENTIAL JOB DUTIES Executive Leadership and Superintendent Support Report directly to the Superintendent and serve as the district's senior executive responsible for human resources and human capital management. Serve as a member of the Superintendent's Cabinet. Serve as the Superintendent's senior advisor on workforce strategy, personnel matters, organizational structure, staffing, employee relations, compensation, compliance, and human capital risks. Keep the Superintendent informed of significant personnel matters, workforce trends, emerging risks, compliance issues, and recommended actions. Provide the Superintendent and Superintendent's Cabinet with timely workforce data, analysis, projections, and recommendations to support districtwide decision-making. Collaborate with members of the Superintendent's Cabinet to align human resources strategies with the district's academic, operational, financial, and strategic priorities. Carry out personnel and human capital priorities established by the Superintendent and Board of Education. Represent the Superintendent and district on human resources matters with appropriate state agencies, professional organizations, educational institutions, and community partners. Maintain appropriate confidentiality regarding personnel, legal, Cabinet, and other sensitive district matters. Strategic K-12 Human Capital Management Develop and execute a comprehensive human capital strategy aligned with the district's educational mission, strategic plan, student needs, and school improvement priorities. Partner with the Superintendent, principals, and district leaders to identify current and future workforce needs. Align staffing and human capital strategies with enrollment, instructional programs, student needs, school improvement priorities, and available financial resources. Develop annual and multi-year workforce plans for certified and classified positions. Analyze vacancies, turnover, retirement eligibility, staffing patterns, employee demographics, and other workforce indicators. Identify emerging workforce challenges and recommend proactive solutions to the Superintendent. Establish measurable HR performance indicators and regularly evaluate the effectiveness of human resources strategies and services. Recruitment, Staffing, and Retention Lead districtwide recruitment, selection, staffing, placement, and retention strategies for certified and classified personnel. Collaborate directly with principals to identify staffing needs and ensure schools are appropriately staffed. Establish annual staffing and hiring timelines aligned with the K-12 instructional calendar. Develop year-round recruitment strategies for teachers, administrators, paraprofessionals, transportation employees, operations staff, and other certified and classified positions. Prioritize recruitment strategies for high-need and hard-to-fill positions. Establish and maintain recruitment pipelines with Georgia colleges and universities, educator preparation programs, professional associations, community organizations, and other talent sources. Monitor vacancies, applicant pipelines, hiring timelines, candidate quality, acceptance rates, retention, and return on recruitment investments. Develop targeted strategies to improve employee retention and reduce turnover. Analyze exit and retention data and recommend interventions for schools, departments, or employee groups experiencing persistent staffing challenges. Ensure recruitment and selection processes are consistent, timely, professional, equitable, and legally compliant. Georgia Educator Certification and Licensure Provide executive oversight of educator certification and licensure requirements applicable to district employees. Ensure educators and other personnel required to hold Georgia certification maintain appropriate and valid credentials through the Georgia Professional Standards Commission. Establish systems for monitoring certification status, renewal requirements, permit requirements, and other applicable credentials. Ensure principals and hiring managers understand certification requirements when making employment recommendations. Work with GaPSC and other appropriate agencies to resolve certification and credentialing matters. Ensure personnel records accurately reflect employee certification and licensure status. Monitor changes to Georgia certification rules and communicate requirements to appropriate district and school leaders. Ensure district HR practices support compliance with Georgia educator ethics and professional standards requirements. Employee Relations and Personnel Administration Provide executive leadership for employee relations, personnel administration, workplace investigations, complaints, corrective action, and internal resolution processes. Advise the Superintendent, principals, district leaders, and supervisors regarding complex employee relations and personnel matters. Ensure employee concerns and complaints are addressed promptly, professionally, consistently, confidentially, and in accordance with applicable requirements. Oversee investigations involving employee misconduct, workplace concerns, policy violations, and other personnel matters. Ensure appropriate documentation and due process are incorporated into employee relations and disciplinary practices. Provide guidance regarding employee performance concerns, corrective action, separation, and other personnel decisions. Partner with legal counsel when appropriate on investigations, grievances, employment disputes, litigation, and compliance matters. Identify patterns and trends in employee relations matters and recommend districtwide corrective or preventive strategies. Performance Management Provide executive oversight of employee evaluation and performance management for certified and classified employees. Ensure performance evaluation systems are implemented consistently and in accordance with applicable Georgia and district requirements. Ensure principals and supervisors receive appropriate HR guidance and tools for managing employee performance. Establish systems for identifying and addressing performance concerns in a timely manner. Monitor completion and compliance with required evaluation processes. Use performance data and trends to identify opportunities for workforce and organizational improvement. Ensure performance management practices promote accountability, professional standards, effective service, and improved outcomes for students. Compensation, Benefits, and Total Rewards Provide strategic leadership and oversight of compensation, benefits, and total rewards for district employees. Partner with the district's financial leadership to ensure compensation structures are competitive, sustainable, internally equitable, and aligned with the district budget. Evaluate salary schedules, compensation structures, stipends, incentives, and other compensation programs. Monitor relevant K-12 labor markets and comparable Georgia school districts to inform compensation recommendations. Provide strategic oversight of employee health, wellness, retirement, leave, and benefit programs. Ensure employees receive clear and accurate information regarding compensation and benefits. Connect compensation and total rewards strategies to district recruitment and retention priorities. Position Management and Staffing Allocations Partner with the Superintendent, Finance Division, and district leadership to manage positions and staffing allocations. Ensure authorized positions are accurately maintained and aligned with approved budgets. Support development and implementation of staffing formulas and allocation methodologies. Monitor vacancies, position utilization, staffing changes, and personnel expenditures. Evaluate organizational structures and recommend changes that improve effectiveness, efficiency, accountability, and service to schools. Ensure personnel actions are supported by appropriate position authorization and documentation. HR Operations, Data, Records, and Technology Direct the day-to-day operations and continuous improvement of the Human Resources Division. Establish clear expectations, service standards, performance measures, and accountability structures for HR operations. Maintain an annual HR calendar aligned with Georgia reporting requirements, the district's school calendar, and critical personnel deadlines. Ensure employee records are accurate, secure, appropriately maintained, and confidential. Maintain effective HR information systems supporting recruitment, onboarding, personnel transactions, certification, compensation, evaluation, reporting, and workforce analytics. Establish appropriate internal controls for personnel transactions and records. Use technology and process improvement strategies to increase HR efficiency, accuracy, transparency, and responsiveness. Ensure HR staff provide high-quality and timely service to schools, departments, employees, and applicants. Personnel Policy and Compliance Ensure district human resources policies, procedures, and employment practices comply with applicable federal and Georgia requirements and Board of Education policy. Monitor changes in Georgia education requirements, employment law, GaPSC requirements, and other mandates affecting district employees. Recommend revisions to personnel policies, administrative procedures, and HR practices as necessary. Partner with legal counsel and district leadership to address employment and compliance matters. Ensure required personnel notices, training, documentation, and reporting are completed. Maintain appropriate confidentiality of personnel and employment records. Establish HR procedures that are consistently implemented across schools and departments. Board of Education Personnel Actions and Reporting Direct the preparation of personnel recommendations and human resources reports for the Superintendent and Board of Education. Prepare personnel recommendations for review and approval through the appropriate Superintendent and Board processes. Ensure recommendations involving administrative appointments, certified and classified hires, rehires, retirements, leaves, and other personnel actions are accurate and properly documented. Review significant personnel recommendations with the Superintendent prior to Board submission. Prepare and present Human Resources reports to the Board of Education as directed by the Superintendent. Provide workforce data and analysis necessary to support Board decision-making. Attend Board meetings and executive sessions as requested by the Superintendent. Ensure personnel actions comply with applicable Georgia requirements, Board policy, district procedures, and employment requirements. Leadership of the Human Resources Division Provide executive leadership, supervision, and accountability for all departments and functions within the Human Resources Division. Establish clear roles, responsibilities, performance expectations, and service standards for HR leaders and staff. Develop the professional capacity of HR employees through coaching, supervision, technical development, and accountability. Build a customer-service culture focused on supporting principals, schools, departments, employees, and applicants. Ensure HR staff remain current regarding Georgia public school personnel requirements, GaPSC processes, employment requirements, and effective K-12 HR practices. Promote collaboration and consistent practices across all HR functions. School and Principal Support Establish Human Resources as a strategic and responsive partner to principals and school leadership teams. Maintain regular communication with principals regarding staffing, vacancies, employee relations, certification, performance management, and other workforce matters. Ensure principals have timely access to HR expertise and decision-making support. Visit schools and engage with school leaders to understand workforce challenges and evaluate the effectiveness of HR services. Use feedback from principals and district leaders to continuously improve HR processes and service delivery. Balance districtwide consistency and compliance with the operational realities and workforce needs of individual schools. Additional Responsibilities Perform other duties as assigned. Physical and Environmental Requirements While performing the duties of this job, the employee is frequently required to sit for extended periods of time. The employee is also required to talk, hear, stand, and walk. The employee may be required to use hands to touch, handle, feel, and/or reach. The employee is occasionally required to stoop, kneel, or crouch. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, depth perception, and ability to adjust focus. The employee is required to operate a motor vehicle in performance of duties. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. #J-18808-Ljbffr