Job Description

Job Posting Title

Senior Director of Human Resources

Agency

265 DEPARTMENT OF EDUCATION

Supervisory Organization

Department of Education–Oliver Hodge Education Building

Job Posting End Date

Refer to the date listed at the top of this posting, if available. Continuous if date is blank.

Note: Applications will be accepted until 11:59 PM on the day prior to the posting end date above.

Estimated Appointment End Date (Continuous if Blank)

Full/Part-Time

Full time

Job Type

Regular

Compensation

$100,000/year

Discover the Benefits of Joining Our Team! Are you ready to take the next step in your career with an agency that values your well-being? Look no further! At OSDE, we're proud to offer a robust benefits package designed to support you and your family every step of the way.

•Generous Benefits Allowance: Up to $21,934.08 annually, tailored to family size, for purchasing benefits.
•Comprehensive Insurance Plans: Choose from a variety of insurance plans with no pre-existing conditions, exclusions, or limitations.
•Flexible Spending Accounts: Manage healthcare expenses and/or dependent care with ease.
•Full Participation in TRS: Enjoy employer-covered contributions (7.5% of annual salary) for Teacher’s Retirement System participation.
•Generous Leave Policy: Full-time employees receive 15 days of vacation and 15 days of sick leave in their first year.
•Paid Holidays: Benefit from 11 paid holidays per year.
•Employee Discounts: Access discounts with various companies and vendors.
•Longevity Bonus: Earn a bonus after completing two years of service, with bonuses continuing annually thereafter.
•Compensatory Time: FLSA Exempt and Nonexempt employees receive compensatory time.
•Employee Assistance Program: Access support and resources through our Employee Assistance Program.

ABOUT US

At the Oklahoma State Department of Education (OSDE), we go beyond merely offering jobs – we actively seek out extraordinary individuals to join our team. As the primary agency entrusted with overseeing K-12 public education in Oklahoma, we are steadfastly devoted to making a meaningful impact on the districts and students we serve. Our exceptional team at OSDE is renowned for its commitment to superior customer service, innovation, and unwavering dedication to shaping a brighter future for students across the state. We work hand-in-hand with over 500 school districts and maintain a close partnership with the legislature, ensuring that each Oklahoma student receives the exceptional education they deserve. If you're in search of a fulfilling career that allows you to make a profound difference in the lives of children, you've arrived at the right place. Join us in our mission to empower students and elevate the standard of education in Oklahoma. For further insights into OSDE, please visit our website at Oklahoma.gov/education

The Director of Human Resources provides strategic leadership and oversight for all human resources functions, ensuring alignment with the agency's mission, goals, and priorities. This role partners with executive leadership to drive talent acquisition, employee relations, performance management, compensation and benefits administration, and organizational development initiatives while fostering a positive, performance-driven workplace culture. The Director ensures compliance with state and federal employment laws, leverages HR data to inform decision-making, oversees HR policies and budget management, and leads and develops a high-performing HR team.

Please note: This role requires a consistent, in-person presence at the designated workplace in Oklahoma City, Oklahoma, with no remote, telecommuting, or hybrid options.

MINIMUM QUALIFICATIONS

• Bachelor's degree in Human Resources, Business Administration, or related field;

• Five (5) years of successful HR leadership experience, with demonstrated strategic planning and implementation skills.

• Or an equivalent combination of education and experience that provides the required knowledge, skills, and abilities.

PREFERRED QUALIFICATIONS

• Master's degree in Human Resources, Business Administration, or related field;

• HR Senior Certified Professional (SCP) Certification or Professional in Human Resources (PHR) Certification;

• Experience in a public sector or educational environment.

SPECIAL REQUIREMENTS

• Applicants must be currently authorized to work in the United States on a full-time basis without sponsorship now or in the future;

• Successful completion of a pre-employment background check;

• Must possess a valid driver’s license from a U.S. state or territory to perform necessary job-related travel.

ESSENTIAL FUNCTIONS

Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.

• Knowledge & Expertise: In-depth knowledge of state and federal employment laws, regulations, and best practices (Title VII, ADA, FMLA, FLSA, FERPA, and other applicable regulations); Exceptional leadership and team management abilities, with the capacity to inspire and motivate HR staff; Strong problem-solving and decision-making skills, coupled with a data-driven mindset; Excellent communication and interpersonal skills to engage effectively with stakeholders at all levels; Demonstrated experience in employee relations, talent management, organizational development, and compensation and benefits administration; Ability to handle confidential and sensitive information with the utmost discretion; Knowledge of HR information systems (HRIS), payroll systems, and applicable technology platforms.

• Strategic HR Leadership Provide strategic direction and leadership for all aspects of human resources management; Collaborate with executive leadership to align HR strategies with the department's overall goals and priorities; Develop multi-year HR strategic plans that support organizational growth and operational excellence; Assess organizational culture and recommend initiatives to enhance workplace effectiveness.

• Talent Acquisition and Management Develop and implement comprehensive talent acquisition and management strategies; Attract and retain high-caliber employees through innovative recruitment practices and talent development programs; Manage recruitment processes, including position approval, job posting, screening, interviewing, and hiring recommendations; Establish and maintain competitive compensation and benefits packages; Implement employee onboarding and orientation programs to ensure effective integration of new hires; Create and oversee succession planning initiatives to identify and develop future leaders.

• Compensation and Benefits Administration: Oversee the administration of compensation, benefits, and retirement programs; Conduct market analysis and salary benchmarking to ensure competitive and equitable compensation; Manage benefits enrollment, employee education, and vendor relationships; Ensure accurate and timely payroll processing and compliance with wage and hour regulations; Administer leave management programs and ensure proper documentation.

• Employee Relations and Engagement: Oversee employee relations initiatives, ensuring a positive and supportive work environment; Foster employee engagement and job satisfaction through effective communication and recognition programs; Handle employee grievances, investigations, and disciplinary matters fairly and consistently; Develop and implement employee engagement surveys and take action on feedback; Serve as a point of contact for sensitive personnel matters and employee concerns.

• Performance Management Drive the performance management process, establishing clear performance goals and development plans for all staff; Advocate for a performance-driven culture that recognizes and rewards excellence; Provide guidance and training to supervisors on performance evaluation best practices; Implement performance improvement plans and document performance-related actions appropriately

• HR Policy Development and Compliance Develop, update, and communicate HR policies and procedures in accordance with state and federal employment laws: Ensure compliance with regulations and ethical HR practices; Maintain current knowledge of employment law changes and implement policy updates as needed; Ensure proper documentation and record-keeping in accordance with legal requirements; Conduct or coordinate HR-related audits and compliance reviews; Manage workplace investigations and ensure appropriate documentation and corrective actions.

• Organizational Development and Change Management Lead efforts to enhance organizational effectiveness, supporting change management initiatives and workforce planning; Assess and recommend organizational structure improvements; Support executive leadership in strategic planning and organizational transformation; Identify training and development needs at the organizational and individual levels; Develop and implement professional development and leadership training programs.

• HR Data Analytics and Reporting: Utilize HR data and analytics to identify trends, measure HR performance, and inform strategic decision-making; Prepare HR reports for executive leadership and stakeholders (turnover analysis, recruitment metrics, compensation data, etc.); Monitor key HR metrics and KPIs; Generate dashboards and analytical reports to support evidence-based HR decision-making; Maintain HRIS and ensure data integrity and security.

• Budget and Resource Management Manage the HR budget and resources efficiently to optimize HR operations and initiatives; Develop annual HR budgets aligned with organizational priorities; Monitor expenditures and track return on investment for HR initiatives; Manage HR vendor relationships and contracts; Allocate HR resources to meet organizational needs.

• Labor Relations and Employee Advocacy Manage labor relations matters and ensure fair treatment of employees; Serve as the primary HR representative in employee disputes and formal grievance proceedings; Maintain knowledge of relevant labor laws and union regulations (if applicable); Balance employee advocacy with organizational needs and legal compliance

• Leadership and Team Development: Lead and inspire the HR team, fostering a high-performance culture; Provide guidance, support, and mentorship to HR staff; Evaluate HR staff performance and provide professional development opportunities; Conduct recruitment and hiring for HR team positions; Establish clear expectations, goals, and accountability measures for the HR team; Promote professional development and continued learning within the department

• Professional Demeanor Exhibit a positive, empathetic, and professional attitude. Build relationships, display integrity, and maintain professionalism in communication, behavior, and appearance. Embrace feedback for performance improvement.

• Attendance: Ensure reliable and punctual in-person presence for quality teamwork, productivity, and collaboration. Demonstrate commitment by being engaged, available, and dependable to colleagues and customers

• Innovation: Identify and address evolving needs and challenges in education. Apply critical thinking, explore new ideas, and embrace innovative approaches to enhance educational outcomes for all students. Utilize creativity, resourcefulness, and forward-thinking to drive positive change and find solutions to complex problems in the field of education.

• Efficiency: Maximize resource utilization and streamline operations. Optimize processes, eliminate redundancies, and leverage technology to enhance productivity and performance. Proactively identify efficiency opportunities and implement best practices for continuous improvement.

• Superior Customer Service Go above and beyond to deliver exceptional assistance that surpasses expectations. Create positive experiences and build trust-based relationships. Maintain a positive and helpful attitude, using appropriate language, tone, and behavior to consistently reflect the agency positively and leave a favorable impression.

ESSENTIAL COMPETENCIES

• Effective Communication Inspire, align, and motivate through clear and empathetic expression. Adapt to diverse audiences and situations, fostering understanding and collaboration.

• Strategic Thinking Demonstrate critical and innovative thinking to align plans with organizational goals. Analyze complex situations, identify opportunities, and develop creative strategies to achieve specific objectives. Consider multiple perspectives, short-term and long-term outcomes, and employ creative problem-solving for effective solutions.

• Decisive Planning Set clear objectives, delegate tasks, and establish realistic timelines; adapt to uncertainty by making informed decisions swiftly, while developing contingency plans for flexibility in changing circumstances.

• Emotional Intelligence: Demonstrate self-awareness and adeptness in managing emotions, fostering positive relationships, and cultivating a harmonious work environment. Exhibit strong interpersonal skills for conflict resolution and navigating difficult conversations with professionalism seeking constructive outcomes.

• Visionary Thinking Envisions and inspires a future state divergent from the present reality; demonstrates a deep understanding of trends, challenges, and opportunities, using this insight to imagine and articulate a compelling future vision.

• Adaptability Thrives in changing circumstances and embraces flexibility; effectively adjusts approach, behavior, and mindset to overcome challenges and ensure forward progress for teams.

• Accountability: Takes ownership and responsibility for actions, decisions, and outcomes; demonstrates transparency and willingness to address any negative consequences resulting from actions taken.

• Coaching and Mentoring Guides and supports team members to develop new skills, reach their potential, and foster growth within the organization; provides guidance, feedback, and assistance to help staff achieve their professional goals and enhance their skills for optimal development.

• Team Building: Builds and manages teams with a focus on fostering collaboration, trust, and respect; enhances team dynamics and relationships to promote effective communication, efficient collaboration, and improved teamwork.

• Results Orientation Drives progress and success by maintaining a strong focus on achieving desired outcomes. Sets clear goals, identifies necessary steps, and takes decisive actions to propel the organization forward; monitors progress and adjusts strategies as needed to ensure goal attainment.

• Technology Proficiency Identifies opportunities to optimize efficiency and enhance services through technology; utilizes software, hardware, and relevant tools to streamline processes, automate tasks, and elevate customer experiences; adapts to emerging technologies and quickly learns new technological advancements.

SUPERVISORY RESPONSIBILITIES

Supervisors are responsible for overseeing and managing a team of employees to ensure they perform their duties effectively and efficiently. Overall, a supervisor plays a critical role in ensuring the success of their team and the organization as a whole. They must possess strong leadership and communication skills, as well as the ability to manage resources effectively and resolve conflicts.

The key responsibilities include:

• Managing and leading the team Provide leadership and guidance to team members. Create a positive work environment and motivate their team to achieve goals by leading by example.

• Assigning tasks Assign tasks and projects, monitor performance, and facilitate ongoing training and development to ensure optimal team performance and success. Ensure workloads are balanced and everyone has enough work to do.

• Monitoring performance Monitor team performance and provide feedback to help them improve. Recognize and reward good performance and address any issues promptly.

• Providing training and development Provide training and development opportunities that enhance the skills and knowledge of team members, promote career growth, and support the achievement of business objectives.

• Ensuring compliance Ensure team members comply with company policies, local, and federal laws, and regulations by overseeing and monitoring team activities and conducting regular audits.

• Managing resources Manage and allocate team resources, including equipment, materials, and supplies, to ensure they are being utilized effectively and efficiently.

• Communicating with management Maintain regular communication with senior leadership to provide updates on team performance and to collaborate on resource allocation and support needs.

• Resolving conflicts Resolving conflicts within the team by actively listening, identifying issues, and facilitating discussions to find mutually agreeable solutions. Provide guidance and coaching to team members on conflict resolution strategies and ensure a positive and respectful work environment.

PHYSICAL DEMANDS AND WORK ENVIRONMENT

Location Oliver Hodge Building, Oklahoma City, Oklahoma

Work Environment includes

• Office Setting Climate-controlled office setting with exposure to moderate noise; the employee is frequently required to talk, walk, and stand; this position requires long periods of sitting and daily use of computer and phone. Must be able to remain in a stationary position 75% of the time.

Physical Demands include

• Ability to stand, reach, and bend 50% of the time;

• Operates a computer and other office productivity machinery, such as a calculator, copy machine/printer, and office telephone 75% of the time;

• Ascends/descends stairs 25% of the time;

• Ability to lift to 25 lbs.

Cognitive Requirements

• This role requires clear and accurate communication, strong analytical skills, and the ability to evaluate information and make timely decisions.

• Sustained focus and attention to detail are essential, along with memory retention of policies, procedures, and facts over various time frames.

• Adaptability and mental flexibility are also necessary to handle changing information, work conditions, and unexpected challenges.

TRAVEL

Less than 10% i n-state/out-of-state travel may be required.

EEO STATEMENT

The Oklahoma Department of Education provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, OSDE complies with applicable state and local laws governing nondiscrimination in employment. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

DISCLAIMER

This job description is intended to provide a general understanding of the position's essential duties and responsibilities. It is not an employment contract or agreement, and the duties may change as per business needs without prior notice. The employer reserves the right to modify, revise, or terminate any policies, procedures, or benefits described herein at any time, with or without notice.

Equal Opportunity Employment

The State of Oklahoma is an equal opportunity employer and does not discriminate on the basis of genetic information, race, religion, color, sex, age, national origin, or disability.

Current active State of Oklahoma employees must apply for open positions internally through the Workday Jobs Hub

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