Operations / Administration Chief Human Resources Officer
Job Description
Job Title: Chief Human Resources Officer
Position A/P/T: Administrative
Salary Grade: G-14
Work Year: 12 months
Department: Human Resources
Division: Human Resources
Reports To: Superintendent
SUMMARY Develop and implement comprehensive systems, programs, processes and procedures in the area of employment; personnel record maintenance and record retention; job classifications and compensation; performance management and evaluation activities; human resource information systems; benefits administration; recruitment; on-boarding; leave programs; substitute teacher program; unemployment; and employee assistance program. Design and support initiatives to accomplish Jeffco’s strategic vision. Partner with employee associations and serve on negotiation teams as appropriate.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned. Oversee human resource activities and functions supporting more than 14,000 employees. This includes maintaining information on all Jeffco employees to ensure pay and benefits are accurate, provide competitive benefit programs, ensure fair, consistent and results-focused hiring practices, provide leave programs to meet employee needs, meet federal and state mandates for reporting, and individual counseling and work place interventions through EAP services. Serve on the Superintendent’s Cabinet and represent the District at various District and community events as appropriate. Serve on, and in some cases lead, multiple different District-level committees designed to ensure a smooth operation and integration of human resource activities aligned with strategic business objectives. This includes, but is not limited to, the Board’s evaluation committee; the District and JCEA (teacher association) collaboration committee; the benefits advisory
committee; and the voluntary retirement committee. Manage Human Resources budget including several district-level accounts such as unemployment and employee professional development funds. Establish and maintain positive working relations with key District staff and association/bargaining units’ leadership in order to maximize effectiveness of Human Resources toward the achievement of Strategic Plans. Maintain current knowledge of, and ensure that Human Resources and District staff comply with, Board of Education policies and interpretations, state and federal laws and negotiated agreements. Meet with association representatives in appropriate forums to problem solve and update practices.
Provide and expand functionality of human resources information systems for use in departmental and organizational decisions which can lead to increased efficiency in District practices, expenditures of less revenue, and improvement in attainment of
departmental and organizational ends. Actively participate in business process redesign ideas and teams. Ensure that the District maintains a viable and competitive image within the organization and community by engaging in proactive human resource activities and analyzing current data and information with regard to compensation programs; benefits;
administrative service center; and employment and labor relations practices.
Ensure that all personnel practices are reasonably designed to conscientiously balance the needs of the District and the District employees. Work directly with Employee Relations in conjunction with Board of Education Policies to ensure development of contract
language, through negotiations and interpretation on achievement of Board ends statements. Serve on District negotiation teams. Perform other duties as assigned.
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable
individuals with disabilities to perform the essential functions.
Chief Human Resources Officer
EXPERIENCE 7-10 years minimum experience in Human Resources including 3 years’ experience working with negotiated agreements and employee associations. Prefer K-12 human resources experience.
EDUCATION AND TRAINING Master’s degree in Business Administration, Human Resource Management or other related field.
CERTIFICATES, LICENSES, REGISTRATIONS Professional in Human Resources (PHR) or Senior Profession in Human Resources (SPHR) certification required for hire. Certified Compensation Professional (CCP) and Certified Employee Benefits Specialist preferred at hire.
SKILLS, KNOWLEDGE, & EQUIPMENT Ability to use computers and familiarity with standard software (MS Windows & Office Suites, internet and email) required for hire. Exposure to human resource information systems is critical with a preference
for experience with PeopleSoft. Strong technical skills and knowledge of human resource related laws and regulations on federal, state and local level. Excellent interpersonal skills inclusive of the ability to mediate and facilitate. Understand human resource programs and activities in a public sector environment. Experience in a unionized setting and knowledge of labor relations laws, practices and procedures preferred. Ability to promote and follow Board of Education policies, and building and department procedures. Ability to communicate, interact and work effectively and cooperatively with people from diverse
backgrounds. Ability to recognize the importance of safety in the workplace, follow safety rules, practice safe work habits, utilize appropriate safety equipment and report unsafe conditions to the appropriate administrator.
DECISION MAKING Responsible for decisions regarding policy and master agreement interpretation and implementation ensuring consistent communication and enforcement of policies. Decisions require significant independent judgment and could impact key areas of the District and impact the employee workforce. Ability to make decisions regarding compensation, benefit eligibility and other critical Human Resource practices. Decisions could impact all District employees in the areas of compensation, benefits and employment. Decisions could impact the District’s ability to recruit and retain highly qualified employees. Community perception of business practices will be impacted by the leadership and initiative of this person. Errors could potentially result in substantial embarrassment and/or cost to the District.
COMMUNITY RELATIONS Daily contact with classified staff within/outside department to discuss routine internal matter, obtain/furnish information, resolve routine corrections/adjustments, interpret policy, and negotiate controversial matters; with
professional staff within/outside department to discuss routine internal matters, obtain/furnish information, resolve routine corrections/adjustments, interpret policy, and maintain relationships; and with the administrative leadership team to maintain relationships, negotiate controversial matters, and set critical policy. Weekly contact with the school support team to maintain relationships, negotiate controversial matters, and set critical policy; and with the general public and community members and public agencies such as Colorado Department of Education and Council for Achievement and Support of Education (CASE) to furnish information and maintain relationships. Monthly contact with advisory committees to discuss routine internal matters, obtain/furnish information, resolve routine corrections/adjustments, interpret policy, and maintain relationships; with the Board to maintain relationships, recommend policy, and set critical policy; with citizen or patron committees, local government, state legislature or Congressional staff, and the media which could include news, press, television, etc. to furnish information and maintain relationships; with students and parents to furnish information; and vendors, contractors, engineers, and developers to negotiate controversial matters.
SPAN OF CONTROL Directly supervises 6 employees in the Human Resources Division. Human resources has a total of 45 employees for which this position is ultimately responsible. Carries out supervisory responsibilities in accordance with the organization’s policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; and addressing complaints and resolving problems. Responsible for both budget development and accountability.
EDUCATIONAL DELIVERY Responsible for establishing, maintaining, and enforcing Human Resource policies, procedures and programs for the District workforce. This position ensures that through compensation and benefit packages it attracts qualified candidates and that it is considered an employer of choice in the surrounding communities. Supports the school site administrators, and department heads and managers in all Human Resources policies and procedures. Provide support service for Human Resources. The majority of time is not spent on the school site.
COMPLEXITY OF WORK Work is initiated and assigned by demands of the position. Responsible for policy interpretation and revisions. Must have strong knowledge and be able to interpret District policies and State and Federal regulations. Requires independent thinking which is governed by the Board of Education. Ability to make difficult and complex decisions in multiple areas and fields such as hiring, recruitment, employee benefits, compensation, and Human Resource Systems. The physical demands, mental functions, and work environment characteristics describe here are representative of those that
must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals to perform the essential functions of this job.
