Director of Human Resources

Sequim School District; Sequim (WA); On-site; USD 120,000 - 180,000; Full time

Job summary

Sequim School District seeks an accomplished Director of Human Resources to design and execute the district’s HR strategy, staffing, and budget. You will lead recruitment, labor relations, investigations, Title IX coordination, and compliance across certificated and classified staff.

The role requires executive-level judgment, independent decision-making, and the ability to handle high‑risk matters with professionalism and tact. Strong collaboration with district leadership is essential.

Qualifications

• Bachelor’s degree in HR, law, education administration, business, public administration, or related field, with substantial HR experience.
• Experience in employee/labor relations, investigations, and policy interpretation.
• Executive leadership presence with strong judgment and communication.

Responsibilities

• Direct and execute recruitment, onboarding, placement, classification, evaluation, retention, and separation processes for certificated and classified staff; resolve complex transactions.
• Lead staffing planning, position control and district budget with Finance.
• Manage bargaining, grievances, investigations, discipline, and compliance with contracts.
• Coordinate Title IX, HIB, civil rights, and public records responsibilities with administrators.
• Oversee records management, payroll coordination, and data integrity districtwide.

Skills

Executive presence

Discretion

Conflict management

Decision making

Communication

Education

Bachelor’s degree in HR or related field

Job description

Position Summary

The Director of Human Resources directs and delivers the District’s human resources strategy, workforce and position control, districtwide staffing plan and personnel budget, employee and labor relations, and assigned compliance functions. Reporting to the Superintendent, the Director exercises independent judgment, drives accountability, and executes complex, time-sensitive work personally, including investigations, bargaining, grievances, employee discipline, public records responses, and regulatory compliance. This executive-level leader must translate strategic priorities into reliable day‑to‑day execution, make difficult decisions, and engage constructively in necessary conflict without escalating matters unnecessarily.

Essential Duties and Responsibilities

Human Resources Leadership and Operations.

Direct and execute recruitment, selection, onboarding, placement, classification, evaluation, retention, and separation processes for certificated and classified employees; personally resolve complex or sensitive transactions. Design and deliver recruitment strategies to build strong and diverse applicant pools; develop, validate as appropriate, administer, and continuously improve job-related selection examinations, assessments, interview processes, and hiring protocols. Direct supervisors in performance management, corrective action, investigations, leave, accommodations, and consistent application of policy and agreements. Establish and maintain job descriptions, procedures, personnel records, and HR systems; ensure accurate personnel data, salary placement, state reporting, and coordination with payroll and benefits staff.

Position Control, Staffing Plan, and Budget.

Own the integrity of districtwide position control and execute the annual and multiyear staffing plan. Monitor authorized positions, assignments, FTE, vacancies, funding sources, and personnel cost projections; partner with Business and Finance to develop, reconcile, and monitor the districtwide staffing budget. Analyze enrollment and program changes, model staffing alternatives, identify variances, and deliver timely recommendations to the Superintendent.

Labor Relations and Collective Bargaining.

Serve as the District’s chief; lead bargaining strategy, develop and cost proposals, conduct negotiations, and deliver tentative agreements in collaboration with district leadership. Enforce and interpret collective bargaining agreements; direct contract implementation and labor-management strategy. Develop and present grievance responses, represent the District in mediations and arbitrations as assigned, and take decisive, proportionate action in difficult employee relations matters. Sustain productive relationships with bargaining representatives while advancing the District’s operational, legal, and fiscal interests.

Investigations, Employee Relations, and Legal Coordination.

Assess complaints and concerns; lead or commission impartial, timely, well‑documented investigations and deliver defensible recommendations. Direct employee discipline, performance improvement, separation, workplace conflict, and other high‑risk matters. Address difficult issues directly and promptly, including initiating necessary corrective conversations and accountability measures. Serve as a principal liaison to the District’s risk management pool; coordinate claims, incident response, risk mitigation, training, and related communications with the pool, legal counsel, insurers, and regulatory agencies as appropriate. Safeguard confidentiality, due process, and consistent procedures.

Civil Rights, Student Protection, and Compliance.

Serve as the District’s Title IX Coordinator, coordinating applicable reporting, supportive measures, grievance procedures, training, record-keeping, and compliance responsibilities; arrange impartial investigators and decision‑makers as required. Serve as Gender Inclusive Schools Coordinator and Harassment, Intimidation and Bullying (HIB) Compliance Officer, overseeing required procedures, training, reporting, and coordination with schools. Work with designated administrators on nondiscrimination, civil rights, accessibility, and related requirements; ensure that overlapping roles are assigned and managed to avoid conflicts of interest.

Public Records and Information Governance.

Serve as the District’s Public Records Officer; receive, track, coordinate searches for, review, and respond to requests under Washington’s Public Records Act. Apply applicable exemptions and redactions in consultation with counsel as needed; maintain response schedules, documentation, retention practices, and defensible processes. Train and advise staff on records preservation, searches, and disclosure obligations.

Executive Leadership and District Collaboration.

Advise the Superintendent and District leadership on personnel policy, employment law developments, organizational risk, staffing, budget, and labor strategy. Direct districtwide position control and the overall staffing plan: evaluate staffing needs, authorize and track positions within delegated authority, reconcile approved positions and FTE with personnel and payroll records, and identify staffing and compensation impacts. Develop, monitor, and deliver the districtwide personnel staffing budget in coordination with Business and Finance and school leaders; prepare staffing scenarios, forecasts, and recommendations aligned with enrollment, programs, collective bargaining agreements, and available resources. Draft and execute board policies, administrative procedures, correspondence, agreements, and reports. Represent the District with employee groups, agencies, and community partners. Lead, supervise, develop, and evaluate assigned staff; set priorities, hold teams accountable for results, and personally execute critical operational work as necessary.

Conditions of Employment and Work Environment

Requirements.

Successful completion of required background checks and verification of employment eligibility. Ability to travel between district locations and attend meetings outside regular hours as needed; valid driver’s license when driving is an essential assigned duty, or ability to meet transportation needs by other lawful means. Work is primarily performed in an office and school setting, with frequent interruptions, competing deadlines, sensitive information, and occasional emotionally charged interactions. Reasonable accommodations may be provided to enable qualified individuals to perform essential functions.

This description identifies the general nature and level of work and is not an exhaustive list of duties. Specific compliance assignments and reporting relationships are subject to District policy, applicable law, and conflict‑of‑interest safeguards.

Required Qualifications

Education and experience. Bachelor’s degree in human resources, law, education administration, business, public administration, or a related field, or an equivalent combination of education and progressively responsible experience. Substantial experience in human resources and employee/labor relations, including handling sensitive matters independently. Demonstrated ability to interpret and apply complex policies, contracts, and legal requirements; conduct investigations; draft clear, defensible written work; and lead challenging conversations.

Core competencies. Demonstrated executive presence, courage, composure, integrity, discretion, and sound judgment. Willingness and ability to initiate difficult conversations, challenge assumptions, enforce expectations, and engage in principled conflict when the District’s interests or obligations require it; equally strong discernment to de‑escalate, compromise, or refrain from confrontation when that better serves the outcome. Exercise proportionate judgment about when to press an issue, when to listen, and when to seek consensus. Deliver clear decisions and defensible written work under pressure; lead through ambiguity, build credibility across differing interests, and balance strategic leadership with high‑volume, detail‑oriented execution. Demonstrate financial and staffing analysis, position‑control discipline, prioritization, modern HR systems proficiency, and effective partnership with legal counsel while maintaining impartiality and appropriate role boundaries.

Preferred Qualifications

Additional experience and credentials. Juris Doctor (JD) or other advanced degree in law, labor relations, human resources, public administration, or education leadership. Experience in Washington public K–12 education, public‑sector collective bargaining as lead negotiator, employment investigations, Title IX coordination, HIB and gender‑inclusive schools compliance, and Washington Public Records Act administration. Relevant professional certifications or specialized training in HR, investigations, mediation, or labor relations.