Director II – Employee Services

Director II – Employee Services 

Deputy Superintendent – Administrative Services
PC#: 19354-04
Pay Grade: 405
Duty Days: 239
Salary Range: $97,569 - $117,552
FLSA Status: Exempt

Position Purpose
 
The Director of Employee Services leads and coordinates all aspects of Employee Services functions for the District including employee grievances, employment termination actions, job abandonment actions, exhausted protected leave actions, and actions related to Ch21 contract employees and expired educator certifications.  The Director facilitates communication to supervisors regarding compliance with and supervisor responsibility for applicable Board policies managed in the Department.  The Director, in collaboration with the Executive Director, analyzes trends in the functions managed by the department,, creates and sets annual goals with the department team targeting identified areas for improvement.  The Director facilitates weekly reviews of assigned employee actions, completed communication tasks, and support of functions and operations in all departments across the District related to Employee Services areas.  The Director is responsible for conducting in-depth systems analysis, to stay abreast of best-practices in the areas of Employee Relations/Employee Services related work, and to develop and recommend solutions to maximize efficient and effective operations in the department, division, and District. The Director ensures that the District complies with all federal, state, and local regulations, policies and laws related to Employee Relations/Employee Services areas
  
ESSENTIAL JOB FUNCTIONS
 
Leadership Operations
 

• Leads Employee Services team members to analyze trends and make recommendations for proactive actions addressing employee complaint patterns, employee performance concerns, and observations of leadership actions which are effective and/or show opportunity for improvement.
• Oversees the development and implementation of the department’s plans, policies, and programs designed to support performance management.
• Facilitates and oversees the Chapter 21 Contract non-renewal/ termination process.
• Consults and collaborates with the Districts supervisors of personnel in conjunction with Legal Services and Talent Management staff regarding, talent acquisition, talent retention, and learning and development solutions for employee performance concerns.
• Reviews business operations and assigned programs; analyzes operational implications and recommends alternative courses of action; monitors approved operations including transfers and reassignments of personnel; prepares monthly reports and projections for assigned projects.
• Advises District hiring managers regarding selection, interviewing, and hiring; outlines problems that require special attention and conducts studies as directed.
• Provides technical information for executive work sessions; prepares position papers, special studies, reports, and correspondence.
• Leads staff to prepare records to responds to inquiries from the public and other governmental agencies regarding FWISD employee/former employee matters, including open records requests, unemployment applications, and TEA subpoenas for records.
• Leads and guides department staff in the management of department functions.  Utilizes continuous improvement best practices to collect input for decisions from appropriate stakeholders when determining actions to recommend to the District.
• Provides coordination, guidance and advise to executive staff and managers with respect to area of responsibility including grievances, monitoring and addressing employee performance concerns, and staff engagement strategies for underperforming and/or low performing staff.
• Initiate, recommend and coordinate changes in processes as related to personnel management best practices, performance documentation, and disciplinary actions by the District up to and including recommendations for employment termination.
• Monitors and facilitates the District’s response to unemployment benefits applications, and represents the District at TWC unemployment hearings.
• Assists the District in consideration of Employment Eligibility Review (EER) requests by sharing applicable records/information from the department regarding former employees.

 

Supervisory Responsibilities
 

• Selects, trains, supervises, and evaluates staff, and makes recommendations relative to assignment, retention, discipline, and dismissal.
• Creates and supports work schedules, workloads, and assignment/reassignment of case management based on work prioritization and skill set/experience of team members managing specific cases.
• Leads the Employee Services support staff in their management of department records, e-files, spreadsheets, and USPS written correspondence.

Personal Work Relationships
 

• All Fort Worth ISD employees must maintain a commitment to the District’s mission, vision, and strategic goals.
• Exhibits high professionalism, standards of conduct and work ethic.
• Demonstrates high quality customer service; builds rapport/relationship with the consumer.
• Demonstrates cultural competence in interactions with others; is respectful of co-workers; communicates and acts as a team player; promotes teamwork; responds and acts appropriately in confrontational situations.

Other Duties as Assigned
 

• Performs all job-related duties as assigned and in accordance to the Board rules, policies and regulations.  All employees are expected to comply with lawful directives in rare situations driven by need where a team effort is required.

Knowledge, Skills & Abilities
 

• Knowledge of applicable federal and state laws regarding education and employment.
• Knowledge of the District’s human resources policies, procedures and practices
• Knowledge of public administration principles and practices, with emphasis on HR concepts and organizational systems, practices, and procedures and their application to various organizations and functions.
• Skill in written and oral communication skills including ability to interact with and influence all levels to include the public, District staff, and management.
• Skill in monitoring/assessing the performance of self, other individuals, or organizations to make improvements or take corrective action.
• Ability to analyze complex organizational procedures and recommend solutions to budgetary or management problems.
• Ability to handle confidential information with absolute discretion.
• Ability to organize and coordinate work, including maintaining attention to details and quality, and prioritize work while meeting multiple deadlines.
• Ability to use software to access databases, email, create spreadsheets, and do word processing.
• Ability to communicate effectively, including preparing oral or written communications, such as presentations, reports, and memoranda.
• Ability to engage in self-evaluation with regard to performance and professional growth.
• Ability to establish and maintain cooperative working relationships with others contacted in the course of work.
• Ability to draft, edit, and finalize responses on behalf of the District regarding matters related to Board policy responding to employee complaints.  This includes the ability to provide recommendations to administrators assigned to hearing specific employee complaints.
• Ability to conduct analyses of personnel matter trends and provide recommendations for strategies to the District and its supervisors to address employee trends which have a negative effect on the District’s effectiveness in achieving it strategic goals and mission.

Travel Requirements
 

• Travels to school district buildings and professional meetings as required.

Physical & Mental Demands, Work Hazards
 

• Tools/Equipment Used:  Standard office equipment, including computer and peripherals.
• Posture:  Prolonged sitting; occasional stooping, squatting, kneeling, bending, pushing/pulling, and twisting.
• Motion:  Frequent repetitive hand motions, including keyboarding and use of mouse; occasional reaching.
• Lifting:  Occasional light lifting and carrying (less than 15 pounds).
• Environment:  Works in an office setting; occasionally requires irregular and/or prolonged hours.
• Attendance:  Regular and punctual attendance at the worksite is required for this position; occasionally requires irregular and/or prolonged hours.
• Mental Demands:  Maintains emotional control under stress; works with frequent interruptions; occasionally requires irregular and/or prolonged hours.

 
Minimum Required Qualifications
 

• Education: 
  • Bachelors' degree from accredited college or university in public or business administration, human resource management, education administration, or related field;
  • Master's from accredited college or university in a field of administration, education, human resources, or related field preferred
• Certification/License:  Certification in Human Resources such as SPHR or SHRM-SCP preferred. 
• Experience: 
  • 3 years experience supervising both exempt and non-exempt staff
  • 3 years’ in human resources management and/or as a supervisor or campus/district administrator required.

This document is intended to describe the general nature and level of work being performed by people assigned to this job and is not an exhaustive list of all responsibilities and duties that may be assigned or skills that may be required.