Human Resources Business Partner

Seattle Public Schools; Washington; On-site; USD 90,000 - 130,000; Full time

Job summary

Seattle Public Schools is seeking a Human Resources Business Partner to provide high-quality HR and talent management services to Principals, Central Office Leaders, and Executive Directors of Schools. This role is the primary contact for talent management and HR functions for school-based and central staff.

You will collaborate with district leaders on staffing, onboarding, performance management, and workforce planning, ensuring compliance and effective use of HR systems and data.

Qualifications

• Bachelor's degree in HRM, public administration, business administration, K-12 public education or related field.
• Seven years of experience as an HR generalist or closely related field in the K-12 public school system.
• Experience dealing with labor and employee relations issues and familiar with bargaining processes.
• Proficient with Excel and Outlook; able to write SAP and NeoGov queries.

Responsibilities

• Establishes strong relationships with principals and central leaders to support staffing, induction, retention, development and performance management.
• Supports planning for vacancies, transfers, long-term substitutes and HR implications of staffing decisions.
• Analyzes HR data on staff quality, turnover, absenteeism, and workforce excellence.
• Prepares reports on human capital needs, staffing, budget, and financial issues.
• Keeps principals informed of bargaining process updates and district-wide HR processes.
• Guides new hires through onboarding and oversees performance management with Labor Relations.
• Interfaces with Technology Services on HR information systems and adapts to new tech.

Skills

Collaboration

Getting Results

Decision Quality & Problem Solving

Integrity

Accountability

Organizational Agility

Personal Learning & Development

Written Communications

Education

Bachelor's degree in HRM/BA/BA- related field, K-12 education

Master's degree in HRM/BA/related field

Tools

Microsoft Outlook

Excel

SAP

NeoGov queries

Job description

First-round interviews are tentatively scheduled for the week of September 28. Candidates are encouraged to apply as soon as possible.

Works as part of the team assigned to groups of schools and central departments to provide high quality human resources and talent management services to Principals, Central Office Leaders and Executive Directors of Schools. The HR Business Partner is the primary customer service contact for Principals and Central Leaders for talent management and other human resource functions and effectiveness measures for all school-based and central staff. They also serve as the point of contact for school business and central department needs including budget and accounting functions.

20%

• Establishes and maintains a strong, positive working relationship with school principals and central leaders in an effort to best support the sourcing, assignment, induction, retention, development, and performance management of employees for all school-based positions within an assigned regional portfolio of schools.

20%

• Supports principals and central leaders in the planning for and assignment of educational staff, including projected vacancies, excess and transfer actions, long-term substitute teacher assignments, and other HR implications of the principal's budgetary and staffing decision-making.

10%

• Assists the principal or central leader in analyzing relevant HR data regarding staff quality, turnover, absenteeism, and other significant levers in improving workforce excellence.

15%

• Prepares reports for principals, central leaders and executive directors of schools to keep them apprised of human capital needs, staffing issues, and budget and financial issues.

10%

• Keeps current with school student achievement data to ensure human capital needs are met to continually improve student outcomes.

5%

• May assist with screening and selection procedures and finalizing candidate eligibility before final processing.

5%

• Guides new hires through the onboarding process to ensure timely completion.

10%

• Supports principals and central leaders throughout performance management processes and collaborates with Labor Relations staff to ensure effective performance improvement is met or exiting of low-performing employees occurs. Coordinates the distribution and collection of performance evaluations and reviews for accuracy and compliance.

5%

• Interfaces with Department of Technology Services staff on information systems issues related to human resources. Fully utilizes all HR information technology and adapts to new technologies quickly.

5%

• Provides ongoing recommendations to HR leadership regarding structural supports needed to fulfill the core functions of the job description.

OTHER FUNCTIONS

• Participates in District-wide processes such as Spring-Staffing, Job Fairs, Categories Job Titles, Displacement, RIF and recall processes and activities.
• Informs principals and central leaders of bargaining process updates through real time feedback.
• May perform related duties consistent with the scope and intent of the position.

DISTRICT-WIDE CORE COMPETENCIES

Collaboration

Develops cooperation and teamwork while participating in a group, working toward solutions which generally benefit all involved parties.

• Is seen as a team player who encourages efficient and effective collaborations.
• Works skillfully in difficult situations with both internal and external groups.
• Represents his/her own interests while being open-minded to other groups.
• Builds respectful and productive relationships internally and externally.

Getting Results (Action Oriented)

Performs work with energy and drive; values planning, but will take quick, decisive action when an opportunity presents itself.

• Demonstrates a strong sense of urgency about solving problems and getting work done.
• Focuses on achieving the goal even in the face of obstacles.
• Assumes responsibility for starting and finishing work with minimal supervision.
• Strives for new levels of performance.

Decision Quality & Problem Solving

Uses analysis, wisdom, experience and logical methods to make good decisions and solve difficult problems with effective solutions; appropriately incorporates multiple inputs to establish shared ownership and effective action.

• Weighs the consequences of options before making a decision.
• Applies appropriate criteria to situations for the purpose of making decisions.
• Displays self-confidence in own judgment.
• Focuses in the facts and solutions instead of opinions and problems.

Integrity

Is widely trusted; is seen as a direct, truthful individual; presents truthful information in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain.

• Deals with people and situations in an honest and forthright manner.
• Represents information and data accurately and completely.
• Represents the confidentiality of information and concerns shared by others.
• Takes ownership if a mistake is their own and does not blame others.

Accountability

Holds self and others accountable for measurable high-quality, timely and cost-effective results; determines objectives, sets priorities and delegates work; accepts responsibility for mistakes; complies with established control systems and rules.

• Takes responsibility and action as if the risks (financial or otherwise) are his or her own.
• Holds individuals and team accountable for their actions and results.
• Initiates action even if outcome is uncertain and is willing to accept the consequences of failure.
• Aligns own activities and priorities to meet broader organizational needs.
• Demonstrates courage and confidence in his or her own ability.

RELEVANT COMPETENCIES

Organizational Agility

Knowledgeable about how organizations work; gets things done both through formal and informal channels; effectively maneuvers through complex political situations.

• Understands the interests, motivations and agendas of others.
• Uses the "informal" channels to get things done without creating problems with the "formal" channels.
• Demonstrates an understanding and consideration of how actions may impact stakeholders.
• Makes comments that move the group or situations towards a productive outcome.

Personal Learning & Development

Is personally committed to and actively works to continuously improve him or herself; recognizes the need to change personal, interpersonal, and managerial behavior; actively seeks feedback.

• Exhibits persistence and motivation to continuously improve one's skills.
• Builds on strengths and addresses opportunities.
• Demonstrates an openness to learn from one's own mistakes.
• Seeks feedback from others and is receptive to new perspectives and ideas.

Comfort Around Authority

Can deal comfortably with authority figures; presents to authority figures without undue tension; understands how authority figures think and work.

• Handles situations and presentations to senior leaders comfortably and with ease.
• Demonstrates an understanding of how senior leaders think and work.
• Develops and adapts approaches that are appropriate to the needs of the audience.

Written Communications

Able to write clearly and succinctly in a variety of communication settings and styles; can get messages across that instigate appropriate actions.

• Organizes and presents information in writing in a clear and convincing manner.
• Uses appropriate writing style and tailors writing to meet the needs of the audience.
• Uses correct spelling, grammar and punctuation.

KNOWLEDGE, SKILLS & ABILITIES

• Ability to interpret and apply the terms of collective bargaining agreements
• Experience dealing with labor and employee relations issues
• Familiar with school budgeting and reconciliation processes
• Ability to obtain an in-depth knowledge of the schools served and their business needs
• Proficient with Categorical Programs (LAP, Title)
• Advanced knowledge of Microsoft Outlook and Excel, to include writing Outlook rules and templates.
• Proficient with writing SAP and NeoGov queries
• Ability to gather, interpret and present data reporting and analysis

EDUCATION

Bachelor's degree in Human Resources Management, Public Administration, Business Administration, K-12 public educationor related field

PREFERRED

Master's degree in Human Resources Management, Public Administration, Business Administration or related field

EXPERIENCE

Seven (7) years of experience as a Human Resources generalistor closely related field in the K-12 public school system.

CERTIFICATIONS OR LICENSES

Washington State driver's license or evidence of equal mobility.

CLEARANCES

Criminal Justice fingerprint and background check.

Any equivalent combination of education, experience and training that provides the required knowledge, skills and abilities to perform the work will be considered.