HUMAN RESOURCES MANAGER

Community College Preparatory Academy Public Charter Schools; Washington (District of Columbia); Presencial; USD 98.000 - 128.000; Jornada completa

Descripción de la vacante

Community College Preparatory Academy (CCPrep) is seeking a Human Resources Manager to lead our People and Culture team on campus in Washington, DC. You will supervise HR operations, drive staffing, onboarding, and employee relations, and partner with leaders to ensure equitable, compliant practices.

The role requires a Bachelor’s degree and at least five years of progressively responsible experience, with strong data, policy, and communication skills.

Formación

• Bachelor's degree in a relevant field or an equivalent combination of education and directly related experience.
• At least five years of progressively responsible experience, including project, program, or staff leadership.
• Demonstrated skill with data, documentation, cross-functional communication, and service-oriented problem solving.

Responsabilidades

• Lead workforce planning, recruitment, onboarding, performance management, employee relations, and separation processes.
• Maintain compliant personnel policies, files, notices, training, and required employment records.
• Advise leaders on fair and consistent application of policy, documentation, corrective action, accommodations, and leave.
• Develop practical recruiting pipelines and candidate experiences for hard-to-fill school and technical roles.
• Administer compensation, classification, benefits coordination, and HR data in partnership with Finance.
• Provide workforce dashboards covering vacancies, time-to-fill, retention, leave, performance cycles, and training.
• Promote an inclusive, respectful culture and trusted channels for employee questions and concerns.
• Coordinate professional learning plans informed by learner needs and interests; track participation, supervisor follow-up, and evidence that staff apply learning in their work.
• Build role-appropriate engagement and growth responsibilities into onboarding and evaluation; distinguish employees' direct responsibilities from outcomes they support jointly.
• Use employee feedback and workforce data to recommend changes to staffing, collaboration, and working conditions that affect learners; support staff participation in approved improvement inquiries.
• Maintain fair, consistent, and bias-aware recruitment, onboarding, supervision, evaluation, and employee-support systems that strengthen staff practice and learner well-being.
• Partner with leaders on workforce planning, leadership development, collaboration structures, and equitable staffing decisions driven by documented learner needs.
• Oversee the people-system workflows that support payroll and HR records, recruitment, background screening, onboarding, benefits, professional learning, and performance management; coordinate role-based access, data accuracy, retention, and periodic access review with Finance and Information Systems.

Conocimientos

Data

Documentation

Cross-functional communication

Service-oriented problem solving

Educación

Bachelor's degree in a relevant field

Herramientas

ADP or HRIS/payroll platform

Descripción del empleo

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process.

HUMAN RESOURCES MANAGER

CEO FullTime Washington, DC, US

Salary Range: $98,000.00 To $128,000.00 Annually

Community College Preparatory Academy

Human Resources Manager

Department:People And Culture

Reports to:Chief Executive Officer

Status:Full-time; exempt

Location:Washington, DC / campus based

Salary band:$98,000-128,000 annually

Supervisory responsibilities:Directly supervises the Administrative Assistant serving Human Resources and Compliance and provides functional direction to staff supporting human-capital systems, records, recruitment, onboarding, and employee relations.

Our mission

Community College Preparatory Academy (CCPrep) creates an innovative and rigorous learning environment for adults who are under-credited or have aged out of traditional K-12 pathways. We respond to each learner's strengths and barriers while preparing students for employment, postsecondary education, industry credentials, and lifelong learning.

The opportunity

Build fair, reliable, and mission-centered people systems that help CCPrep attract, develop, support, and retain employees who deliver for students.

Why this role matters for students

Students benefit when roles are filled promptly, employees understand expectations, managers lead well, and workplace concerns are handled consistently and respectfully.

Cognia connections Culture of Learning, Leadership for Learning, Engagement of Learning, and Growth in Learning | Standards 1-2, 5-7, 9-11, 13, 15, 17, 24-26, 29. These responsibilities apply within this position's assigned authority.

• Lead workforce planning, recruitment, onboarding, performance management, employee relations, and separation processes.
• Maintain compliant personnel policies, files, notices, training, and required employment records.
• Advise leaders on fair and consistent application of policy, documentation, corrective action, accommodations, and leave.
• Develop practical recruiting pipelines and candidate experiences for hard-to-fill school and technical roles.
• Administer compensation, classification, benefits coordination, and HR data in partnership with Finance.
• Provide workforce dashboards covering vacancies, time-to-fill, retention, leave, performance cycles, and training.
• Promote an inclusive, respectful culture and trusted channels for employee questions and concerns.
• Partner with academic leaders to recruit and develop staff who demonstrate adult-learning practice, respect for learner backgrounds, and the ability to support engagement and growth.
• Coordinate professional learning plans informed by learner needs and interests; track participation, supervisor follow-up, and evidence that staff apply learning in their work.
• Build role-appropriate engagement and growth responsibilities into onboarding and evaluation; distinguish employees' direct responsibilities from outcomes they support jointly.
• Use employee feedback and workforce data to recommend changes to staffing, collaboration, and working conditions that affect learners; support staff participation in approved improvement inquiries.
• Maintain fair, consistent, and bias-aware recruitment, onboarding, supervision, evaluation, and employee-support systems that strengthen staff practice and learner well-being.
• Partner with leaders on workforce planning, leadership development, collaboration structures, and equitable staffing decisions driven by documented learner needs.
• Oversee the people-system workflows that support payroll and HR records, recruitment, background screening, onboarding, benefits, professional learning, and performance management; coordinate role-based access, data accuracy, retention, and periodic access review with Finance and Information Systems.

What strong performance looks like

• Priority vacancies move through a documented, timely, and equitable hiring process.
• Personnel records, required notices, and employment actions pass internal compliance checks.
• Managers receive timely, practical guidance and complete performance cycles on schedule.
• Leadership receives accurate workforce data and early warning of material people risks.
• Specific annual targets and milestones will be established in the employee’s performance plan and aligned with the approved school operating plan.
• Onboarding and performance reviews address each employee's contribution to learner engagement and growth with evidence within the employee's authority.
• Professional learning records show the learner need addressed, staff application, and follow-up rather than attendance alone.
• Workforce reviews show equitable practices, qualified staffing, meaningful professional support, and timely action on conditions that affect staff effectiveness and learners.
• HR-system records reconcile to approved personnel actions, required workflows are completed on time, and access to sensitive employee information is authorized and reviewed.
• Bachelor's degree in a relevant field or an equivalent combination of education and directly related experience.
• At least five years of progressively responsible experience, including project, program, or staff leadership.
• Demonstrated skill with data, documentation, cross-functional communication, and service-oriented problem solving.

Preferred qualifications

• Experience with ADP or a comparable HRIS/payroll platform and with applicant tracking, background-screening, benefits, learning, or performance-management systems.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Working knowledge of District of Columbia employment requirements and school-sector hiring practices.
• Graduate degree or recognized professional certification related to the function.
• Experience in adult education, workforce development, public charter education, or a nonprofit setting.
• Experience establishing practical controls, dashboards, and continuous-improvement routines.

Core ways of working

• Centers adult learners, values their backgrounds and abilities, and respects their voice and choices.
• Communicates clearly, follows through, and raises risks early.
• Uses evidence, protects confidentiality, and documents work so others can rely on it.
• Collaborates across units and uses resources responsibly.
• Uses feedback and role-appropriate evidence to test improvements, apply professional learning, and review results.

Work environment and essential capabilities

Primarily campus and office based, with sustained computer use and frequent interaction with staff, students, vendors, or partners. Some evening, weekend, or off-site work may be required. Essential duties must be performed with or without reasonable accommodation.

Application and employment conditions

Questions or accommodation requests may be directed to [phone].

CCPrep provides equal employment opportunity without regard to any characteristic protected by federal or District of Columbia law. Qualified applicants and employees may request reasonable accommodation for the application process or to perform essential job functions. Any required background, credential, driving-record, or employment-history review will occur in accordance with applicable law and at the appropriate stage of the hiring process. Employment may be contingent on satisfactory completion of job-related screening.

This description identifies the role's principal responsibilities and essential functions. It does not create an employment contract and may be revised to reflect lawful, mission-related organizational needs. Related duties may be assigned when consistent with the role's purpose and qualifications.