This position will be posted until filled. Initial review of applications will begin on June 11, 2026. First consideration will be given to applications submitted by June 10, 2026. Applications submitted after this date may be considered based on the needs of the school system.

Under the direction of the Chief Human Resources Officer (CHRO), the Executive Director, Employee and Labor Relationsdevelopsand implements a system-wide strategy for labor relations, employee rights and protections, and employee-employer relations that aligns with the Superintendent’s priorities. This position provides executive leadership and tactical oversight to the Department of Employee and Labor Relations, ensuring the effective management and standardized application of collective bargaining, contract administration, and workplace investigations.

In close collaboration with the General Counsel, the Executive Director, Employee and Labor Relationsworksto ensure legal compliance, mitigate organizational risk, andprovideexpert guidance on complex employee matters. The Executive Director serves as the chief strategist and lead negotiator for five (5) master agreements, fostering collaborative, transparent relationships with the district’s three (3) labor partners.

This positionis responsible forbuilding a high-performing team within the department and guiding district leaders in the principled, consistent application of labor practices. The Executive Director ensures that supervisors at all levels are equipped and held accountable for the consistent, principled application of labor practices. By working cross-functionally, this position builds a culture of stability and fairness that reinforces a positive and legally sound employee experience.

MINIMUM QUALIFICATIONS

A combination of education and experience may be considered.

Education

• Master’s degree from an accredited college or university in Human Resources, Labor Relations, Public Administration, Law, or a closely related field.

Experience:

• Seven (7) years of progressive professional experience in human resources, labor relations, or employment law, at least four (4) of which include:

• Serving as a lead negotiator for multiple bargaining agreements

• Serving in a senior leadership capacity

• Supervising professional staff

• Interpreting and providing guidance on case law, federal and state regulations, and collective bargaining agreements

PREFERRED QUALIFICATIONS

The ideal candidate for this role will alsopossessa combination of theadditionalqualifications below. If youdon’tmeet every one of the preferred qualifications, we still encourage you to apply, as we welcome applications from candidates with diverse backgrounds and experiences.

• Experience in a large-scale public sector or K-12 environment working with collective bargaining, contract implementation, and the appeals/grievances process.

• Experience interpreting the Education Article of the Annotated Code of Maryland and the Code of Maryland Regulations (COMAR).

ESSENTIAL POSITION RESPONSIBILITIES

Thebelow listis a summary of the functions of the job, not an exhaustive or comprehensive list of allpossible jobresponsibilities, tasks, and duties.

Strategic Labor Leadership & Collective Bargaining

• Serves as Lead Negotiator for the Board of Education, developing and executing bargaining strategies for five (5) master agreements aligned with the district’s fiscal and operational priorities.

• Advises the Superintendent, Board of Education, and Cabinet on labor matters, including bargaining strategy, negotiated agreements, MOUs, and long-term organizational impact.

• Leads contract administration and systemwide implementation efforts byestablishingprotocols,providingclear guidance, and ensuring consistent application of negotiated agreements across schools and central offices.

• Oversees labor research, fiscal modeling, comparative analysis, and grievance trend data to inform bargaining parameters, mediation/arbitration strategies, and continuous organizational improvement.

• Builds andmaintainscollaborative relationships with bargaining unit leadership andrepresentsHCPSS within the Maryland Negotiation Service (MNS) to support effective labor-management partnerships and statewide advocacy efforts.

Employee Relations, Compliance and Risk Mitigation

• Partners with General Counsel to ensure labor practices, personnel actions, investigations, and Board policies align with legal requirements and minimize organizational risk.

• Serves as the Superintendent’s designee for workplace investigations (including temporary employees), employee discipline, grievances, and 4-205 appeals, providing executive oversight and final decision-making authority to ensure consistent,equitable, and legally sound application of policies, procedures, negotiated agreements, and contract interpretation. Coordinates with external agencies (DSS, Police) on sensitivemattersas necessary.

• Advises and trains senior leaders and supervisors on complex personnel matters, performance management, contract compliance, and consistent disciplinary practices.

• Oversees ADA accommodations, workers’ compensation, and candidate suitability review processes to ensure compliance, mitigate risk, and support effective employee and hiring practices.

• Directs candidate suitability reviews and pre-adverse action processes for high-risk hires, serving as the final decision-making authority in collaboration with General Counsel and Human Resources to ensure compliant, risk-conscious hiring decisions.

• Leads the development, revision, and implementation of Board policies related to employee conduct and labor relations, ensuring alignment with current law, negotiated agreements, and the HCPSS Strategic Plan.

• Analyzes investigation, grievance, and labor trend data toidentifysystemic concerns and implement proactive strategies that strengthen workplace climate, compliance, and organizational effectiveness.

Supervisory Accountability

• Provides leadership and oversight to the Employee and Labor Relations team to ensure high-quality, service-oriented operations.

• Establishes clear expectations, performance goals, and accountability measures whilemonitoringoutcomes and providing feedback.

• Builds team capacity through coaching, training, and professional development in employee and labor relations practices.

• Aligns team priorities and workflows to ensuretimely, consistent, and compliant handling of cases and initiatives.

ESSENTIAL KNOWLEDGE, SKILLS, AND ABILITIES

The below list is a summary of the knowledge, skills, and abilitiesrequiredfor success in this position, not an exhaustive or comprehensive list.

Knowledge 

• Comprehensive understanding of federal and state labor laws (e.g., FMLA, FLSA, NLRA) and specific Maryland Education Article provisions regarding collective bargaining. 

• Mastery of the lifecycle of policy creation, from initial drafting and stakeholder feedback to Board of Education approval and systemic implementation. 

• Deep familiarity with the HCPSS Strategic Plan, ensuring all labor practices directly support student outcomes and organizational transparency. 

• Expert knowledge of existing Negotiated Agreements, MOUs, and the nuances among HCPSS bargaining units. 

Skills 

• Ability to interpret complex labor data, turnover rates, and grievance patterns to identify challenges or systemic gaps before they escalate. 

• Ability todraft clear, enforceable, and legally defensible board policies that translate complex legal requirements into actionable employee conduct standards. 

• Skilled in interest-based bargaining or traditional negotiation tactics to reach agreements that balance fiscal responsibility with employee needs. 

• Ability to explain policy changes to diverse audiences in a way that builds buy-in and minimizes resistance. 

Abilities 

• Ability to look beyond individual grievances to see the "big picture," recommending adjustments that protect the district’s long-term interests and reputation. 

• Ability to remain objective and composed during high-stakes labor disputes or sensitive conduct investigations. 

• Ability tomaintain the highest standards of integrity when handling confidential personnel data and labor relations strategies. 

• Ability to foster productive, professional relationships with union leadership even during periods of disagreement, prioritizing employee morale and retention.

ADDITIONALREQUIREMENTS 

Working Hours

• This positionwill require occasional eveninghours, including attendance at Board ofEducationclosed sessions and open meetings

APPLICATION REQUIREMENTS

Complete applications must besubmitted, and once your application has beensubmitted, you will not be able to add documentation or make any changes. Incomplete applications will not beconsideredResumes will not be accepted in lieu of a completed application.

SupplementalApplication Questions

This position requiresapplicants to provide responses to the below supplemental application questionstodeterminewhether you meet the minimum and preferred qualificationsPlease upload your responses in a separate file to thesupplemental application questionssection of the application.

1. Describe your professional experience in human resources, labor relations, or employment law.In your response, specifically describe your experience with the following. Include the role(s) in which you gained this experience:

• Serving as a lead negotiator for multiple bargaining agreements.

• Serving in a senior leadership capacity.

• Supervising professional staff.

• Interpreting and providing guidance on case law, federal and state regulations, and collective bargaining agreements.

2. Describe your experience in a large-scale public sector or K-12 environment working with collective bargaining, contract implementation, and the appeals/grievances process. Cite the role(s) in which you gained this experience.

3. Describe yourexperienceinterpreting the Education Article of the Annotated Code of Maryland and the Code of Maryland Regulations (COMAR). Cite the role(s) in which you gained this experience.

SELECTIONCRITERIA

Applicants who meet the minimum qualifications will be included in further evaluation.Interviews will be limited to those applicants who, in addition to meeting the basic requirements, have experience and education which most closely match thepositionqualifications and the needs of the school system.

Applicants maybe requiredto complete a skills assessment prior to or during the interview process.