Executive Director of Human Resources

• Ensure that every aspect of the human resources function incorporates the vision, core values, and culture of the organization.
• Assess core department and individual competencies necessary for district to attain mission.
• Lead the development of the human resources department goals, objectives and systems to provide strategic support focused on the mission of the district.
• Supervise staff in the performance of all human resource functions.
• Implement systems, processes, policies, and practices to meet the short and long range organizational needs focused on human capital.
• Devise succession planning strategies through identification of top performers.
• Oversee continuous measurement of effectiveness of leadership and employee satisfaction.
• Ensure employee engagement through appropriate strategies.
• Monitor outcomes related to and prepare periodic reports to display progress toward strategic goal accomplishment.
• Leverage internal and external resources to address change management, coaching, leadership development, succession planning, knowledge management, measurement systems, employee development and support the organization’s work in intercultural competence.
• Maintain record keeping systems for all human resources functions.
• Develop personnel policies and procedures.
• Attend all regular board meetings, work sessions, strategy sessions and other meetings as necessary; make regular presentations to the board and staff.
• Manage expenditure budgets for the Human Resources department and create ways to leverage resources.
• Serve as an articulate and poised representative of the school district in the community.

• Oversee and direct the recruitment, selection, orientation and assignment of all employees.
• Recruit and employ persons of diverse backgrounds.
• Direct supervisory staff in managing the application, interview, selection and assignment process.
• Oversee and manage the transfer, dismissal, promotion, resignation and retirement of all employees.
• Direct the preparation and maintenance of such reports as are necessary to carry out the functions of the department related to staffing.
• Adjust recruitment and training strategies to address competency gaps throughout the district.
• Direct human resources consultation services to provide managers with effective policy and procedures for selection, transfer, and leave administration.
• Oversee the selection, assignment and compensation of substitute employees.

• Base personnel decisions on professionally sound, documented personnel evaluation policies and procedures.
• Ensure job descriptions are accurate and well defined for every employee position to ensure they align to the organizational structure.
• Lead the development, implementation and improvement of evaluation systems for all employees.
• Develop and implement systems to maintain a positive, productive, and cohesive work environment.
• Manage employee performance systems to ensure maximum organizational performance.
• Consult with managers on high level performance and disciplinary concerns.
• Ensure compensation systems align with performance.
• Design and implement systems to successfully process employee complaints, workplace conduct investigations, and potential employee discipline.
• Direct managers and supervisors in effective talent management strategies.

• Manage classification and compensation systems, and direct staff involved in the implementation to ensure compliance with pay equity requirements.
• Collect and examine position information to ensure accurate job descriptions are aligned with salary and benefits.
• Direct benefits systems and remain knowledgeable of evolving regulations and best practices to influence the district’s strategic direction.
• Select and supervise external human resource consultants and specialists to coordinate the district’s use of insurance brokers, insurance carriers, pension administration, and other outside service providers.
• Create compensation plans and provide administration of all employee agreements and collective bargaining contracts.
• Collaborate with business services department and payroll on compensation and records.
• Oversee compliance with federal and state laws for school district employee benefit programs including health and major medical, dental, term and supplemental life insurance, long-term disability, worker’s compensation, flexible benefit programs, retirement and severance benefits, health care savings plan, deferred compensation plans and other benefits.
• Direct vetting and processing of all insurance bids and requests for proposals relating to the district’s benefits and programs.
• Oversee management of all services provided by insurance carriers, brokers, and third-party administrators, including professional relationships and auditing of services, programs and billing.
• Set strategic direction in benefits to ensure best practices and best use of resources.

• Design organizational labor relations practices and strategies that move the organization in a strategic direction that is congruent with the organizational mission.
• Oversee the negotiations, administration, interpretation, and record maintenance of all collective bargaining agreements.
• Ensure that relations with employees comply with applicable federal, state, and local laws and regulations; resolve workplace disputes.
• Direct alternative dispute resolution processes and coordinate grievance procedures resulting from employee-manager disputes.
• Maintain knowledge of state and federal labor laws and collective bargaining procedures, including the Minnesota Public Employment Labor Relations Act (PELRA).
• Oversee the investigation, data gathering, and preparation for grievance, mediation and arbitration hearings.
• Collaborate with district legal counsel on employment matters.  

• Maintain, implement, and monitor clearly stated and established human resources standards and procedures as needed by the organization, including ensuring the organization conforms with applicable human resources related regulations and statutes.
• Participate as an executive management team member in regularly scheduled executive leadership meetings in order to develop and discuss organizational strategy, procedures and policies.
• Maintain pre-employment, employment, and post-employment personnel records and information including licensure status, renewal credits, and official personnel files according to applicable data retention laws and policies.
• Secure and promote equal employment opportunities as required by law.
• Coordinate EEO training.
• Supervise the submission of required reports related to federal and state laws concerning pay equity and comparable worth, benefits, unemployment compensation, labor relations, occupational safety and health, and worker’s compensation.
• Serve as district’s Human Rights Officer; ensure process to receive, investigate and respond to complaints.

• Oversee process to prevent and/or mitigate loss, risk to or from personnel, and risks arising from the work environment.

Minimum required qualifications include: 

• Five years of experience in human resources including three years of progressively greater responsibility for human resources and labor relations leadership in a medium or large organization. 
• Five years administrative and supervisory experience in a human resource division.
• Master's degree. Human resource management, personnel administration, labor relations, industrial relations or related field 

Preferred qualifications include: 

• Experience in public school systems or public sector preferred.
• Superintendent licensure preferred.
• SPHR Certification preferred

Essential knowledge and subject knowledge required to perform the essential functions: 

• All areas of human resources function including strategic leadership; staffing; performance management; employee investigation and discipline; classification and compensation; collective bargaining; labor relations; employee relations.
• Laws, rules, regulations, effective practices related to the human resources function including ADA, FMLA, EEO.
• Laws, rules, regulations, effective practices related to public school human resources management.
• Computer based and technical human resources management systems.
• Professional training in personnel selection and management, which provides a working knowledge of public administration.
• Equal Opportunity Employment laws and regulations, labor management relations and practices, provisions, and procedures for teacher certification, current trends in employee relations, salary plans, and current legislation in the field of personnel services.

Essential skills required to perform the work:

• Strategic leadership – develop and communicate vision for area of responsibility; align function with the mission and core values of the organization; champion change and innovation.
• Collaboration – foster cooperation across departmental boundaries; make and keep rigorous promises; establish and maintain effective relationships.
• Judgment – analyze issues and seek multiple perspectives before making decisions; use sound judgment considering immediate and long-term impact of decisions and apply systems thinking. Decisive and responsive decision-making and consultative support to management.
• Communication – foster two-way, open communication; listen and respond with empathy; communicate effectively verbally and in writing; apply meeting protocol; produce thorough and accurate reports.  Communicate effectively in public presentations.
• Planning and Execution – focus organization on high priority objectives; foster alignment; establish specific measurable objectives; manage and improve processes; practice effective project management to achieve goals; hold staff accountable.
• Business knowledge – apply technical/functional expertise; provide thorough analysis; understand and manage technology and other resources for maximum impact on productivity; Mathematical skills to add, subtract, multiple, and divide in all units of measurement, using whole numbers, common fractions, and decimals and ability to compute rate, ratio, and percent.
• Self-management – inspire trust; demonstrate adaptability and flexibility; practice self-development.
• Motivation and courage – drive for results; take a stand for the good of the organization; take responsibility.

Salary:  View salary grid on Page 3, Section 1. of the School Executives agreement 

Bargaining unit: School Executives 

Desired start date: On or before July 1, 2024 

Osseo Area Schools offers:

• Meaningful and impactful work 

• Opportunities to grow professionally

• A variety of benefits

• and more 

Equal Employment Opportunity Statement: 

Osseo Area School District ISD 279 is an Equal Opportunity, and veteran-friendly employer.

Osseo Area School District ISD 279 ensures equal employment opportunities regardless of race, color, creed, sex, gender identity, color, marital status, national origin, religion, age, sexual orientation, status with regard to public assistance, or disability. Osseo Area School District is committed to a workforce that reflects the diversity of the district and strongly encourages persons to apply who can strengthen our diversity. For more information, view the District’s Equal Opportunity and Prohibition Against Discrimination, Harassment and Violence Policy. 

Veteran’s Preference: If you are an eligible veteran, please submit a legible copy of your DD214 with your application. 

Accommodation: If you have a disability that requires an accommodation during the selection process, please email Human Resources at [email protected] or call 763-391-7007.

Background Check Process Upon Conditional Offer: Background checks are conducted upon receiving a conditional offer. Employees must complete a background check and are responsible for the background fee. A passing background is required.  Criminal convictions are reviewed on a case-by-case basis.