Description

Job Summary: 
The Senior Director of Human Resources serves as a strategic leader responsible for designing, implementing, and overseeing all aspects of human capital management, including talent acquisition, employee relations, compensation, benefits, performance management, and compliance. This role ensures that HR systems, policies, and practices effectively support organizational goals and foster a high-performing, mission-driven culture.

As a key member of the Superintendent/CEO’s Team, the Senior Director of Human Resources collaborates closely with senior leadership to shape and execute strategic priorities, drive organizational effectiveness, and advance the network’s Key Results and Goals.

Compensation and Benefits: 
Compensation: Propel provides a competitive salary for Senior Director-level positions. Relevant prior work experience will be considered when determining placement within the salary range of $130,000-$145,000.
Relocation Allowance: A relocation allowance for new hires moving to the area from 90 miles away or further, $3,000-$5,000 
Health Insurance: Medical, dental, and vision plan options at a low cost for individual employees and families. 
Retirement: New hires participate in a 403(b); Propel contributes 5% automatically and matches up to 4%. This increases after 5 years. 
Paid Leave: In addition to 16-19 paid holidays annually, the Director will receive 5 sick days and 10 Personal Days as well as accrue 8 hours of vacation time per pay period. 
Tuition Assistance: Reimbursement of up to $8,000 annually upon completion of course and receipt of grades for coursework that meets our eligibility requirements. 
Wellness Benefit: Reimbursement of $20 per month for wellness activities including Gym Memberships, health programs, etc. Additionally, staff have the ability to earn up to $300 for participation in a Wellness Program each year.

Key Job Elements: 
Strategic Leadership & Organizational Alignment

• Lead the development and execution of a comprehensive human resources strategy aligned with organizational priorities and growth objectives
• Serve as a trusted advisor to the Superintendent/CEO and executive leadership on all human capital matters
• Align HR programs, structures, and processes to support organizational effectiveness and culture

Talent & Workforce Management

• Oversee talent acquisition strategy and operations to attract, hire, and retain high-quality staff
• Lead and continuously improve performance management systems across all roles
• Provide oversight and direction for Residency and Induction programs to support staff development and retention
• Analyze staff survey data and other workforce metrics to inform decision-making and improve employee experience

Employee Relations & Labor Management

• Provide guidance and leadership on employee relations matters, including conflict resolution and corrective action
• Lead and support negotiations and administration of the Collective Bargaining Agreements
• Ensure consistent, fair, and legally compliant practices across all employee interactions

Total Rewards & HR Operations

• Design, implement, and evaluate competitive compensation and benefits programs (including medical, dental, vision, retirement, disability, and life insurance) to support retention and engagement
• Partner with the Business Office to ensure accurate and efficient payroll processes
• Oversee HR systems and processes to ensure operational excellence and scalability

Compliance & Risk Management

• Ensure compliance with all federal, state, and local employment laws and regulations
• Develop, revise, and maintain HR policies and procedures to mitigate risk and support organizational integrity
• Train and support leaders across the organization on legal requirements and internal policies

Culture & Leadership

• Model professionalism, integrity, and accountability while maintaining confidentiality
• Foster a culture aligned with organizational values, emphasizing collaboration, communication, and continuous improvement
• Lead, coach, and develop HR team members and build leadership capacity across the organization

Requirements

Required:

Minimum of 10 years of progressive human resources experience, including senior leadership experience
Demonstrated expertise in employment law, compliance, and HR best practices
Proven ability to lead strategic initiatives and influence executive-level decision-making
Prior experience working with a union
Bachelor’s degree required

Preferred:

Master’s degree and/or Juris Doctor (JD)
SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP)
Experience in K–12 education or a mission-driven organization

Other Requirements:

Current state and federal clearances and TB test