Reporting Relationship

Reports to the Assistant Director of Talent Acquisition and Retention

Minimum Qualifications

Bachelor¿s degree in human resource management, business or public administration, psychology or a related field and at least seven years of human resources experience. ¿At least two years of experience leading a team and one year of experience leading project management.  Equivalent combinations of education and/or experience will be considered.

Preferred Qualifications

• Experience working with individuals from different racial, ethnic and socioeconomic backgrounds. 
• Experience with Enterprise Resource Planning (ERP) systems, preferably with PeopleSoft.
• School district experience
• SHRM Certified Professional (SHRM-CP) or Professional Human Resources (PHR) Certification

Knowledge, Skills, and Abilities

• Demonstrates a commitment to diversity, equity and inclusion.
• Demonstrates skill in understanding of cultural differences.
• Subject matter expert in the principles and practices of talent acquisition principles and techniques. 
• Working knowledge of staffing and interviewing processes and techniques.
• Demonstrated knowledge and experience of how to successfully manage and enhance the candidate experience.
• Demonstrated successful experience managing social media platforms, resume databases and professional networks.
• Demonstrates knowledge and skill in sourcing candidates, screening resumes and selecting qualified candidates for the next step in the recruitment and hiring process.
• Demonstrated ability to lead, motivate and develop a team.
• Strong understanding of talent development principles, performance management and learning methodologies.
• Knowledge of project management and process improvement.
• Working knowledge of applicable laws, rules and regulations applicable to employment, including the Family Medical Leave Act and Americans with Disabilities Act.
• Ability to interpret and apply state and federal law and collective bargaining agreements.
• Analytical mindset and ability to analyze date and develop reports to share results.
• Strong analytical and problem-solving skills, with ability to use data to drive decision-making.
• Working ability to make sound decisions based upon analysis of human resource policies and procedures and information relating to specific employment issues.
• Ability to work independently and as an effective team member
• Provide effective customer service skills.
• Strong critical thinking and problem-solving skills.
• Excellent verbal and written communication skills.
• Effective time management and prioritization skills
• Considerable ability to establish rapport with others and to interact effectively with persons having a wide variety of cultural and ethnic backgrounds.
• Considerable ability to handle multiple issues simultaneously.

Responsibilities

The essential functions include, but are not limited to, the following fundamental duties:

Leadership

• Build, mentor and develop a high performing staffing arm of the Talent Acquisition (TA) team.
• Foster a culture of collaboration, excellence and continuous improvement within the talent acquisition function.
• Provide ongoing feedback, support and performance management of the staffing arm of the TA team.
• Lead the development and implementation of TA policies and procedures.
• Provide guidance and expertise to administrators, supervisors and employees with implementing TA policies and procedures, interpreting collective bargaining agreements, state and federal requirements and board policies.
• Establish, monitor, assess and report on TA metrics and align with key district strategic priorities.
• Serve as a resource/SME to the TA team, principals and employees on licensure issues.
• Serve as the main liaison for PELSB and BOSA to address licensure issues.

Talent Development

• Provide guidance, training and ongoing professional development opportunities to team members.
• Lead the development of a needs assessment survey to gather information regarding the professional development needs of staff across the district and develop a beginning of the year and mid-year professional development series.
• Develop training materials and deliver professional development for key stakeholders and district leaders.

Workforce Planning

• Develop and implement assessment tools to gather data on retirement and resignation trends and leverage the data to plan for current and long-term staffing needs.
• Identify and analyze talent needs across schools and departments, creating comprehensive recruitment plans to attract top talent to the district.
• Assess and identify skill gaps and identify and implement plans to provide upskill development for existing employees and to plan for future skill needs of the organization.

Talent Acquisition

• Lead the development and implementation of on-boarding for new TA team members.
• Design and implement a comprehensive talent acquisition strategy in collaboration with the Recruitment Coordinator and the Assistant Director of Talent Acquisition and Retention.
• Identify and implement best in class practices that improve assessment, selection, interviewing and closing techniques for recruiters, hiring managers and interviewers.  Develop workshops to improve interviewing and assessment skills for hiring managers across the district.
• Partner with the Office of Equity to develop a hiring process that address issues of bias and to build an effective diversity recruiting strategy.
• Develop and enhance our employer brand to attract top talent, ensuring a compelling value proposition and positive candidate experience.  Redefine the candidate experience from candidate sourcing to offer acceptance to enhance both candidate and hiring manager experience.
• Work in collaboration with the Recruitment Coordinator and marketing to create engaging recruitment campaigns and job postings.
• Continuously work with key stakeholders to improve the candidate experience by developing systems that provide timely communication, constructive feedback and a personalized approach.
• Continuously work to optimize the applicant tracking system (ATS) to streamline the hiring process and to effectively and timely communicate with candidates.
• Lead the development and implementation of interview tools and processes to effectively assess the competencies and skills needed to work at SPPS.
• Develop and embed equity minded practices into the screening hiring and selection processes.
• Serve as a resource to the Talent Acquisition Team regarding job offers.
• Leverage various sourcing channels, including job boards, social media, networking events, professional organizations, partnerships with community organizations and educational institutions, to identify and engage potential candidates.

Onboarding and Offboarding

• Leads the development and implementation of the district onboarding and offboarding process for employees.
• Leads the development, ongoing review and updating of HR new hire processes to ensure a positive employee experience and to ensure all new hire paperwork is received and submitted to data management in a timely manner.
• Works with department managers and principals to develop a framework for department/school onboarding and offboarding.
• In collaboration with the Retention Specialist analyzes the exit and stay interview data and develops strategies to address the systemic trends.

Staffing

• Establish in collaboration with the Lead HR Coordinator, the staffing timeline for the budget process, inclusive of the key due dates for information to be submitted to HR, dates for I&S and placement of licensed and non-licensed staff.
• Update the Staffing Budget Manual for schools and departments annually in collaboration with the Lead HR Coordinator.
• Leads the development and implementation of standard operating procedures for licensed and non-licensed staff placement processes. This includes tracking throughout the budget process the licensed and non-licensed staff who are displaced and establishing the displacement lists.
• Work with the TA team to ensure that displaced teachers are referred to principals in a timely manner for consideration after each round of I&S; lead the implementation of the matching process for displaced teachers as well as the actual placement process.
• Document and facilitate the lay-off processes for licensed and non-licensed staff in collaboration with the Lead HR Coordinator.
• Track and report on vacancies for across the district and provide an accurate snapshot of licensed and non-licensed vacancies.  Develop reports and compare progress across academic years.

Process Improvement

• Lead the development, documentation, implementation of all core standard operating procedures in collaboration with other key stakeholders, inclusive of other HR team members and other departments.
• Lead the ongoing review and streamlining of existing processes to enhance the customer service experience, to reduce the time to deliver the service or accomplish the work.

Inclusive Workplace

• Leads through an equity lens.
• Contributes to the District's inclusive workplace efforts by fostering a safe, welcoming and respectful environment.

Miscellaneous

• Enthusiastically promotes and supports the district and division goals and priorities in compliance with all policies and procedures.
• Maintains absolute confidentiality of work-related issues, records and SPPS information.
• At times may be required to work outside normal business hours and work extended hours to accomplish requirements of the position.
• Maintains knowledge of human resources trends, DEI trends, best practices, state and federal regulatory changes, and new technologies in human resources, talent acquisition and talent management, and employment law.

Perform other related duties as assigned.

Pay,Benefits, & Work Schedule
This is a 12 month position working 40 hours per week.

Salary and benefits are in accordance with SPSO negotiated labor agreement. The labor agreement and salary schedule can be found at https://www.spps.org/Page/33566. The minimum rate of pay for this position is $87,884 annually.

Benefits are available to new employees after 30 days of active employment.  Benefits include medical insurance, life insurance, sick leave, pension plan, tax-free retirement account, and flexible spending account.  Some employee groups also receive vacation, dental insurance and disability insurance.  A benefits summary is available at https://www.spps.org/Domain/13220.

Equal Employment Opportunity
Saint Paul Public Schools is an equal opportunity employer and supports an inclusive workplace environment.

Equity Statement
SPPS is committed to an equitable workforce where all employees represent this commitment through equitable practices in their job position.

To apply click Talent Acquisition Manager