NYC Public Schools

Compensation

Full Description

Position Summary: The Human Resources Director, DSL is a critical member of the Division of School Leadership (DSL) field team. The Human Resources Director may manage one or more specialists, strategically coordinating and supporting the team’s scope of human resources work, including strategic staffing initiatives. The Human Resources Director will serve in a managerial confidential capacity with significant discretion and independent decision-making authority, serving as an advisor to Senior Director for School Human Resources, DSL and the Senior Director for School Finance, DSL. The Human Resources Director also works closely with school-based personnel. All team members, including the Human Resources Director, work to engender high levels of principal satisfaction with the services and support they provide. The team works collaboratively to provide support to schools assigned to their Division of School Leadership Field Team. Additionally, the Human Resources Director works with the Central leadership to ensure that each school assigned to their DSL Field Team is receiving high-quality, targeted transactional support and guidance. Team members work together to ensure that the entire team employs best practices in DSL Field Team support and that service to principals is seamless and coordinated. Performs related work. Reports to: Senior Director for School Human Resources, DSL Field Team Budget and Human Resources in conjunction with the Senior Director for School Finance and Senior Director for School Human Resources, DSL. Direct Reports: Varies, depending on team structure Key Relationships: The Human Resources Director works closely with school-based personnel in two capacities: (1) to provide comprehensive human resources support; and (2) to build capacity at the school level for effective, strategic human resources practices. Responsibilities Problem-Solving • Provide guidance and resources to principals, school administrators, and school-based personnel within their DSL to increase the human resources capacity of each school. This includes frequent school visits to troubleshoot, strategize, and provide one-on-one support as necessary. Strategic Coaching • Provide strategic coaching to principals and staff regarding human resource optimization, talent management, and alignment of human resources to student achievement/instructional goals. Advocacy • Serve as an advocate for schools, engaging leadership in potential human resource policy changes. • Identify shared human resource challenges and advise accordingly regarding policy updates or changes. • Implement human resource policies, advancing a service-oriented culture designed to attain high levels of principal satisfaction with the services and support the DSL provides. Management • Manage one or more human resources specialists, ensuring the provision of high-quality service while building capacity in schools. Communications • Support principals’ work to capture and disseminate knowledge among DSL schools, including best practice-sharing related to human resources. • Provide critical, technical operational information, including Central policy and process updates and changes. Strategic Initiatives/Professional Development • Assess schools’ human resource needs and develop strategic initiatives to recruit, retain, and cultivate talented schools’ staff. • Identify areas in which schools need administrative and/or operational training and ensure that training opportunities are provided to each school. • Design and deliver professional development for school-based professionals based on individual school needs. Transactions • Provide transactional oversight related to human resources. • Advocate/liaise with Central entities when necessary to ensure operational transactions are executed to meet compliance mandates and schools’ satisfaction. • Liaise, as appropriate, with the Division of Human Capital and Central leadership to fulfill principal and school needs that must escalate beyond the DSL Field team. • Identify complex and systemic needs of schools in the DSL and arrange for the provision of services to meet those needs; serve as an advisor to the other team members on business-related questions. • Advise principals on when and how to seek additional resources and/or expertise from the system. • Assume a leadership role in shaping the internal and external human resources markets, assisting the team in identifying services for schools. • Work collaboratively with the other DSL Field team members to share best practices and foster the DSL’s cross-functionality. Qualification Requirements Minimum • A master's degree from an accredited college in economics, finance, accounting, business or public administration, human resources management, management science, operations research, organizational behavior, industrial psychology, statistics, personnel administration, labor relations, psychology, sociology, human resources development, political science, urban studies, or a closely related field, or a Juris Doctor degree from an accredited law school and two years of satisfactory full-time professional experience, for educational program(s) and/or institution(s) in one or a combination of the following: working with the budget of a large public or private concern in budget administration, accounting economic or financial administration, fiscal or economic research; management or methods analysis, operations research, organizational research or program evaluation; educational, personnel or public administration, recruitment, position classification, personnel relations, labor relations, employee benefits, staff development, employment program planning/administration, labor market research, economic planning, fiscal management, or a related area, 18 months of this experience must have been in an executive, managerial, administrative, consultative or supervisory capacity. Supervision must have included supervising staff performing professional work in the areas described above; or • A baccalaureate degree from an accredited college and four years of satisfactory full-time professional experience as described in "1" above, including the 18 months of executive, managerial, administrative, consultative or supervisory experience described in "1" above; or • Education and/or experience equivalent to “1”, or “2” above. Graduate education in areas other than those mentioned above, may be substituted for the professional experience, but not for the 18 months of managerial experience described in “1” above, at the rate of 15 graduate semester credits from an accredited college or university for 6 months up to a maximum of 1 year of professional experience. However, all candidates must possess a baccalaureate degree from an accredited college and 18 months executive, managerial, administrative, consultative or supervisory experience, as described in “1” above. Preferred • Advanced degree in business, public or education administration. • Strong communication skills. • Well-developed strategic thinking and planning skills. • Track record of successful human resources management in the education sector. • Proactively and strategically works to meet short- and long-term goals. • Entrepreneurial, innovative leadership approach. • Highly motivated, self-directed manager with a demonstrable history of success. • Ability to build relationships with diverse constituencies. • Familiar with NYCPS’s human resources systems. • Record of excellent performance in previously held positions. Salary: $102,286 - $107,115 (Internal candidates who are selected for this position and who currently hold comparable or less senior positions within the DOE will not earn less than their current salary.) Please include a resume and cover letter with your application. NOTE: The filling of all positions is subject to budget availability and/or grant funding. • New York City Residency is NOT Required * We encourage all applicants from the New York City tri-state area to apply. AN EQUAL OPPORTUNITY EMPLOYER DOE Non- Discrimination Policy The Department of Education of the City of New York is an inclusive equal opportunity employer committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment upon any legally protected status or protected characteristic, including but not limited to an individual's actual or perceived sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, gender identity, veteran status, or pregnancy. For more information, please refer to the DOE Non-Discrimination Policy. Public Service Loan Forgiveness As a prospective employee of the City of New York, you may be eligible for federal loan forgiveness programs and state repayment assistance programs. For more information, please visit the U.S. Department of Education's website at https://studentaid.gov/pslf/.