Job Description

Job Number:2018-3027
Human Resources Partner
ERAC-Human Resources

FTE: 1.000
Hours Per Day: 8.00
Position Type: Continuing

Start Time:
End Time:

Salary: $81,439.00 - $90,816.00

Closing Date; 04/20/2018 - To be considered for this position, please submit a completed
online application and upload required documents on or before this date.

Additional Information: This position pays $39.15-$43.66 per hour with an annualized salary of
$81,439.00-$90,816.00. The annualized salary may be prorated based on hire


Professional/Technical (non-represented) LEVEL: 27

: Exempt

: 247 HOLIDAYS: 13

The HR Partner will help develop the District’s capacity to effectively meet the needs of all students by working directly with school leaders to ensure a high quality teacher in every classroom. The HR Partner will be responsible for improving the quality of the teaching workforce, and thus academic achievement results, in all Highline district schools by working closely with principals to support the creation and implementation of a school-specific strategy for teacher recruitment, selection, evaluation, and retention practices. The HR Partner role is crucial in supporting the Superintendent and senior leadership team’s efforts to institute a culture of high academic expectations and achievement results for all students.

Highline Public Schools serves approximately 19,000 students in the communities of Burien, Des Moines, Normandy Park, SeaTac, Boulevard Park and White Center Heights in Washington State. Starting in the fall of 2012, the Highline community came together to develop a four-year strategic plan outlining the community’s bold goals and big dreams for its children. The plan’s promise is that every student in Highline Public Schools is known by name, strength, and need, and graduates prepared for college, career, and citizenship. The collective commitment embodied in the plan is grounded in the community’s deep belief that Highline students are capable of reaching the plan’s ambitious goals and is driven by students’ aspirations for their future. The instructional vision articulated in the plan is organized around Four Pillars that guide professional and organizational practices: - Equitable access to rigorous, standards-based instruction. High-quality instruction for all students. - Results-focused professional learning and collaboration. Investing in our people so they continuously fine-tune their craft and grow in their profession. - Strong partnerships with families and community. Schools can’t do it alone. We are better when students, families, community and educators work hand-in-hand. - A culturally responsive organization. Our diversity is a strength and an asset. We are committed to equity, excellent service for all, and continuous improvement.

include the following. This list is meant to be representative, not exhaustive. Some incumbents may not perform all the duties listed while in other cases related duties may also be assigned. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. - Work closely with principals to develop and implement highly effective teacher recruitment, selection, evaluation and retention strategies. - Support and coach principals around talent development and performance management issues as needed. - Serve as the first HR point of contact for principals for all questions and concerns related to teacher recruitment, selection, evaluation, and retention. Due to the nature of principal schedules, some questions and requests will fall outside of traditional business hours. - Funnel questions and inquiries, as needed, to teammates on the Workforce Planning and Employee Services teams.

HUMAN RESOURCES PARTNER - Conduct annual staffing needs assessment conversations with principals to gather data and prepare reports that will inform workforce planning strategy. - Through annual staffing needs assessment process and regular meetings, lead teacher workforce planning and vacancy projections, and identify recruitment and selection strategies that best meet principals’ needs. - Use assessment data and other metrics to help principals make data-based talent management decisions at their schools and to forecast potential talent management needs and areas of concern that should be escalated to department leadership. - Collaborate with other members of the HR team, the Teaching, Learning, & Leadership team, and other key internal and external stakeholders to improve teacher recruitment, selection, evaluation, and retention throughout the district. - Perform related duties as required Executive Director of Workforce Planning and Development and Chief Talent Officer Key Competencies The ideal candidate will demonstrate the following: Effective Problem Resolution and Coaching Practice ? Able to use data and human capital expertise to help principals understand the key risks and benefits of talent management choices. ? Removes barriers or obstacles that make it difficult for principals to achieve their goals and ensures that school leaders have the resources they need to succeed. ? Supports the prioritization and alignment of people, time, and resources to the most important issues. ? Able to coordinate across multiple departments and build effective relationships to assure the best and most timely solutions to critical teacher quality issues. Strategic Planning and Effective Execution ? Exhibits strong focus on goals and results. Sets clear metrics for success. ? Thrives in achievement-oriented and fast-paced environment. ? Demonstrates outstanding critical thinking skills, including the ability to analyze data, identify trends, pinpoint problems and root causes, and develop innovative solutions. ? Demonstrates excellent execution and project management skills, including ability to balance strategic thinking with detailed steps. Talent Management and Instructional Expertise ? Knowledge of effective talent management strategies related to identifying human capital needs, including recruiting, selecting, managing, developing, and strategically promoting or exiting teachers as needed to ensure a high quality team. ? Able to coach and support principals in the best human capital practices within Highline Public Schools to ensure the best teacher in every classroom. ? Knowledge of Washington State employment laws, wage and hour laws, and other federal and state laws and regulations governing education and personnel management. ? Understanding of high quality instructional practices and demonstrated passion for student learning and deep belief that every student deserves a quality educational experience. ? Knowledge of and ability to comply with school board policies and procedures. Highline Public Schools 81E27HRP Human Resources Partner Page 2 of 4

HUMAN RESOURCES PARTNER Communication and Interpersonal Skills ? Communicates effectively. Tailors message for the audience, context, and mode of communication. ? Builds coalitions and works collaboratively with diverse stakeholders at all levels, including but not limited to central office personnel, teachers, principals, and school support staff. ? Able to foster consensus and resolve conflicts. Exhibits willingness to have difficult conversations. ? Skillfully navigates existing political structures/systems. Cultural Competence ? Understands and appreciates the importance of building a diverse staff, and prioritizes accordingly. ? Maintains effective working relationships with individuals and groups in a multicultural and diverse community. ? Proactively seeks to learn about and gain exposure to other cultures through travel, acquisition of additional languages, studies, or other channels.

: Required Education and Experience - Bachelor’s Degree - Five (5) or more years of related experience preferred. - Demonstrated interest in working with low-income students of color; experience moving student performance as a teacher, coach or administrator in an urban district preferred. - Experience designing and/or implementing effective talent development programs strongly preferred.

- Criminal background clearance - Valid Driver’s License and proof of insurance

Reports to the Executive Director of Workforce Planning and Development

The physical demands described 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 with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit. The employee frequently is required to use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. The employee is occasionally required to stand and walk. The employee must regularly lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, and ability to adjust focus.

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee regularly works in indoor conditions and regularly works near video display. The noise level in the work environment is usually moderate. Will occasionally be required to work evening and/or weekend hours. Will use personal vehicle to travel to locations throughout the district is required on a regular basis. Occasional use of personal vehicle to travel outside the district is required. Highline Public Schools 81E27HRP Human Resources Partner Page 3 of 4


Created by Human Resources, 2016.01.15 Job descriptions are written as a representative list of the ADA essential duties performed by the entire classification. They cannot include, and are not intended to include, every possible activity and task performed by every specific employee. Highline Public Schools 81E27HRP Human Resources Partner Page 4 of 4

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