Job Opportunities > Assistant Superintendent of Human Capital Management – Reynoldsburg City Schools

Assistant Superintendent of Human Capital Management – Reynoldsburg City Schools

Duties
Essential Duties and Responsibilities: Primary functions may include the following duties,
responsibilities, skills, abilities, and other characteristics. This list of tasks is ILLUSTRATIVE ONLY and
is not intended to be a comprehensive listing of tasks performed by all positions within this classification.
Leadership
· Responsible for providing strategic leadership related to managing Reynoldsburg City Schools
most valuable asset, its people
· Responsible for articulating and supporting the mission, goals and policies of Reynoldsburg City
Schools

· Responsible for collaborating with the superintendent and other executive team members to
ensure expertise, vision, and leadership in all areas of human capital management. This includes
but is not limited to:
o Alignment
o Recruitment
o Growth
o Retention

Alignment
· Responsible for aligning RCS people systems to the organization’s vision
· Responsible for developing workforce competencies that align with district mission and vision
which helps build current staff capacity for understanding the 21 st century vision for learning as a
reality for every RCS student
· Responsible for aligning department strategic plans with the organizations strategic plan
· Responsible for designing scorecard to measure department/district alignment
· Responsible for facilitating data-driven conversations to promote shared accountability and
alignment
· Responsible for aligning the district’s HCMS with the organization’s vision of instructional
improvement
· Responsible for insuring the entire department provides high caliber customer service to internal
and external stakeholders
Recruitment
· Responsible for bringing diverse, top talent to RCS
· Responsible for developing a staffing system that consistently finds, attracts, and hires the right
people. This includes but is not limited to:
o Developing data-driven processes to identify staffing needs
o Uncover the sources of high-performing employees
o Identify strengths and values to communicate your employment brand
o Select the best person for the job
· Responsible for developing a recruitment strategy that supports the district’s strategic goals
· Responsible for developing a robust selection process that yields highly qualified staff
· Responsible for working with the District’s communications department to develop key messages
that are consistent with the RCS brand
· Responsible for helping build employee’s capacity to serve as ambassadors of the RCS brand
· Responsible for analyzing the external labor market to understand the available talent pool
· Responsible for encouraging high performing staff to assist with recruitment
Growth
· Responsible for the development and implementation of a new employee onboarding program
· Responsible for orienting new employees to the district through a robust onboarding process
· Responsible for selecting and developing mentors for new employees
· Responsible for assisting in the assessment of the professional development needs of the district
· Responsible for planning differentiated professional development that aligns with RCS strategic
plan as well as individual employee needs as related to the HCMS
· Responsible for implementing a comprehensive evaluation system using multiple measures that
align with staff roles and responsibilities to differentiate performance. This includes but is not
limited to:
o Communicating expectations
o Communicating timeline
o Tracking data
o All necessary documentation

Retention
· Responsible for encouraging an inclusive and equitable culture in which ALL RCS staff feel
valued, supported, and engaged
· Responsible for using data to measure employee levels of engagement
· Responsible for creating opportunities to strengthen RCS staff engagement
· Responsible for developing a total rewards strategy
· Responsible for working with the superintendent and cabinet to develop a compensation
philosophy that aligns with the district’s goals and the vision for institutional improvement
· Responsible for fostering a culture that supports learning. This includes but is not limited to:
o Establishing conditions that promote staff and students’ well-being
o Maintaining a safe and professional environment
o Assessing as well as addressing gaps between current and desired district culture
· Responsible for recognizing and promoting different dimensions of diversity, including
identifying factors within the district that impede diversity, equity and inclusion
· Responsible for working with those systems that impede DEI to create a new culture within that
building, department, etc.
KNOWLEDGE, SKILLS AND ABILITIES
· Knowledge of the national Human Capital Leaders in Education standards
· Knowledge of federal, state and district policies on school accountability
· Knowledge of Professional Standards for Educational Leaders
· Knowledge of the principles and practices of supervision of staff
· Knowledge of RCS Human Resources hiring practices
· Knowledge of state and district School Improvement Planning procedures
· Knowledge of state and federal labor laws and other pertinent policies, codes, regulations, and/or
laws, i.e. FMLA, COBRA, ADA, and Worker’s Compensation
· Skilled in decision-making and considering the relative costs and benefits of potential actions to
choose the most appropriate one
· Skilled in identifying complex problems and reviewing related information to develop and
evaluate options and implement solutions
· Skilled in using logic and reasoning to identify the strengths and weaknesses of alternative
solutions, conclusions or approaches to problems
· Ability to listen and understand information and ideas presented
· Ability to communicate information and ideas in speaking so others will understand
· Ability to apply general rules to specific problems to produce answers that make sense
· Ability to prioritize conflicting needs while handling matters expeditiously, proactively, and
following through on projects to a successful completion
· Ability to interact with staff at all levels in a fast-paced environment, remaining flexible,
proactive, resourceful, and efficient, with a high level of professionalism and confidentiality
· Ability to work independently as well as in a team-oriented environment
· Ability to manage stress
Physical Demands & Working Conditions:
· Physical Demands – While performing the duties of this job, the employee is regularly required to
communicate with others. The employee is required to sit or stand and move around for extended
periods. While performing the duties of this job the employee must be able to push, pull, lift, and
carry over 25 pounds on occasion.

· Working Conditions – The employee in this position may experience occasional exposure to
blood, bodily fluids and tissue. The employee may also be required to interact with unruly
children.
· Driving Requirement – This position may require driving.
The physical demands described here are a 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 in keeping with law.
This job description is subject to change and in no manner states or implies that these are the only duties
and responsibilities to be performed by the employee. The employee will be required to follow the
instructions and perform the duties required by the employee’s supervisor and or appointing authority.

 

Experience Required
Minimum Qualifications:
· Master’s degree with a major in educational administration
· Superintendent’s Certificate issued by the State of Ohio
· Five (5) years experience in teaching and administration
· Valid Ohio driver’s license
· Alternatives to the above qualifications as the Superintendent may find appropriate
· OTES / OPES Training
Preferred Qualifications:
· One (1) year of graduate work beyond the Master’s degree
· Experience in Human Resources
· Certification in SHRM-CP or CHRM or SHRL or pHCLE
· Experience working with diverse stakeholders

 

Approximate Work Hours or Days
252 days

 

How to Apply
https://www.applitrack.com/duesc/onlineapp/jobpostings/view.asp?internaltransferform.Url=advanced&choosedistrict=true&all=cat&applitrackclient=1052&category=Administration

 

Posting End Date
03/01/2024

Looking for a new job? A better job? Join the workforce in the area!

You have come to the right place for what you need to know about available jobs, our fantastic local employers, and our great community!