Senior Executive Human Resources Officer

Jobsitemnasa; Minnesota; On-site; USD 175,000 - 210,000; Full time

Job summary

Jobsitemnasa in Minnesota seeks a Senior Executive Human Resources Officer to lead the district's comprehensive human capital strategy. You will align people, culture, and systems with priorities to staff every school and department with a diverse, highly qualified workforce dedicated to student success.

The role requires executive leadership across talent acquisition, workforce planning, labor relations, total rewards, and HR operations, ensuring compliance and fostering equity, transparency,

Qualifications

• Master’s degree in Human Resources, Business Admin, Public Admin, or related field.
• Extensive executive level HR leadership experience.
• Experience with labor relations and labor negotiations.
• Proven ability to align people, culture, and systems with strategy.

Responsibilities

• Provide executive leadership for district-wide human capital strategy.
• Oversee talent acquisition, workforce planning, and leadership development.
• Lead compensation, benefits, and total rewards programs.
• Ensure compliance with laws, policies, and agreements.
• Advise Superintendent and Board on workforce trends and risks.
• Collaborate across departments to ensure staff staffing and development.

Skills

Strategic leadership

Workforce planning

Labor relations

Executive leadership

Policy governance

Organizational design

Change management

Talent management

Education

Master’s degree in HR/related field

Tools

HRIS/ERP systems

Job description

The Senior Executive Human Resources Officer serves as a strategic member of the Superintendent’s Executive Leadership Team and provides executive leadership for the district’s comprehensive human capital strategy. This executive is responsible for aligning people, culture, organizational systems, and workforce planning with the district’s strategic priorities to ensure every school and department is staffed with a highly qualified, engaged, and diverse workforce dedicated to student success.

As the district’s senior human resources executive, the Senior Executive Human Resources Officer provides visionary leadership for all aspects of human resources, including talent acquisition, workforce planning, labor relations, total rewards, organizational development, employee and leadership development, HR operations, compliance, employee relations, risk management, and organizational effectiveness. This position fosters a culture of service, accountability, continuous improvement, equity, transparency, and collaboration while ensuring compliance with federal, state, and local laws, negotiated agreements, Board policies, and administrative procedures.

The Senior Executive Human Resources Officer serves as a trusted advisor to the Superintendent, School Board, Cabinet, principals, and district leaders on workforce strategy, organizational design, labor-management partnerships, succession planning, leadership development, compensation philosophy, employee engagement, and organizational change. This executive leads the development of innovative people strategies that strengthen the district’s ability to recruit, develop, support, and retain exceptional employees while advancing educational excellence and organizational sustainability.

The Senior Executive Human Resources Officer also provides executive oversight for human resources technology, workforce analytics, policy development, compliance programs, and enterprise-wide initiatives that improve organizational performance, employee experience, operational effectiveness, and long-term workforce sustainability.

Responsibilities

The essential functions include, but are not limited to, the following fundamental duties:

Executive Leadership & Strategic Human Capital Planning

Serve as a strategic advisor to the Superintendent and Executive Leadership Team on organizational effectiveness, workforce strategy, talent management, labor relations, compensation, organizational culture, and human capital initiatives.
Develop and implement a comprehensive district-wide human capital strategy aligned with the district’s strategic plan, operational priorities, financial resources, and student achievement goals.
Lead enterprise workforce planning initiatives, including staffing models, organizational design, succession planning, talent reviews, and leadership continuity.
Guide organizational transformation initiatives by aligning people strategies, organizational systems, and leadership practices to support evolving district priorities.
Advise district leadership and the School Board on workforce trends, labor market conditions, legislative changes, organizational risks, and emerging human capital strategies.
Foster cross-functional collaboration among Human Resources, Finance, Operations, Academics, Legal, and Information Technology to ensure integrated organizational decision‑making.

Leadership Development & Talent Management

Work in partnership with other senior leaders to develop initiatives that strengthen leadership effectiveness, organizational capacity, employee engagement, and workplace culture.
Develop comprehensive leadership development programs for administrators, supervisors, and emerging leaders.
Oversee succession planning and internal talent mobility programs to build leadership pipelines and ensure organizational continuity.
Establish performance management systems that promote accountability, continuous feedback, professional growth, and organizational excellence.
Partner with district leaders to identify organizational development opportunities and implement change management strategies that improve organizational effectiveness.
Promote coaching, mentoring, and professional learning opportunities that support employee growth at all levels of the organization.

Talent Strategy, Workforce Planning & Employee Experience

Provide executive leadership for district‑wide talent strategies that attract, develop, support, and retain a highly qualified and diverse workforce aligned with district priorities and student success goals.
Lead strategic workforce planning efforts to anticipate staffing needs, address workforce shortages, identify critical roles, and develop sustainable recruitment and retention strategies.
Oversee equitable recruitment, selection, hiring, placement, and onboarding practices that strengthen the employee experience and ensure the district attracts and retains exceptional educators and staff.
Develop and implement comprehensive onboarding, induction, mentoring, and support strategies for new teachers and employees to promote successful transitions, engagement, and long‑term retention.
Partner with Teaching and Learning, school leaders, and district departments to align employee development, professional learning, and performance management systems with organizational priorities and workforce needs.
Provide strategic oversight for educator pipeline development initiatives, including Grow Your Own programs that support paraprofessionals, district employees, and individuals with bachelor’s degrees seeking pathways into teaching careers.
Establish and maintain partnerships with colleges and universities, educator preparation programs, and other external organizations to create sustainable teacher preparation and recruitment pathways aligned with district staffing needs.
Collaborate with higher education partners to expand student teaching, clinical placement, residency, and internship opportunities that connect teacher candidates with district classrooms and future employment opportunities.
Leverage partnerships with cooperating teachers and mentor educators to strengthen teacher candidate preparation, enhance recruitment pipelines, and increase successful transitions from student teaching experiences into district employment.
Develop strategies to recruit and retain educators in shortage areas and high‑need licensure fields through targeted workforce pipeline initiatives.
Utilize workforce data, staffing trends, and employee experience metrics to evaluate talent strategies, identify improvement opportunities, and inform long‑term workforce decisions.

Labor Relations & Employee Relations

Provide executive leadership for labor‑management relations across all bargaining units, fostering collaborative partnerships that support organizational effectiveness, employee engagement, and student success.
Lead the district’s collective bargaining strategy by partnering with the Human Resources Team and cross‑functional subject matter experts (SMEs) to develop comprehensive negotiations strategies, proposals, cost analyses, operational impacts, and implementation plans.
Collaborate with the Superintendent, School Board, and Senior Executive Leadership Team to establish the district’s collective bargaining philosophy, guiding principles, strategic priorities, and negotiation parameters that align with the district’s mission, financial resources, operational needs, and long‑term strategic objectives.
Serve as the district’s chief executive advisor and principal strategist during collective bargaining, providing guidance throughout negotiations and supporting the Superintendent and School Board in achieving desired bargaining outcomes.
Build and sustain productive labor‑management relationships through open communication, trust, collaboration, and interest‑based problem‑solving.
Provide executive oversight for the administration, interpretation, and consistent application of collective bargaining agreements, personnel policies, and employment practices across the district.
Direct the administration of grievance procedures, mediation, arbitration, and other dispute resolution processes, ensuring timely, equitable, and consistent resolution of labor and employment matters.
Provide executive leadership and oversight for complex workplace and personnel investigations, including allegations involving employee misconduct, discrimination, harassment, retaliation, policy violations, ethics concerns, and other employment‑related matters; ensure investigations are conducted thoroughly, impartially, confidentially, and in compliance with applicable laws, Board policies, administrative procedures, and negotiated agreements.
Oversee the development of investigation protocols, documentation standards, and corrective action processes while ensuring consistency, procedural fairness, and effective risk mitigation across the organization.
Advise the Superintendent, executive leadership, principals, and supervisors on complex employee relations matters, workplace conflict, disciplinary actions, organizational risk, and legally compliant personnel decisions.
Partner with legal counsel on sensitive employment matters, labor disputes, litigation, administrative hearings, and regulatory proceedings to minimize organizational risk and ensure sound legal and operational outcomes.

Compensation, Benefits & Total Rewards

Develop and oversee a comprehensive total rewards strategy that supports recruitment, retention, employee well‑being, and fiscal sustainability.
Provide executive oversight of compensation systems, salary administration, job classification, benefits, leave administration, wellness programs, and retirement services.
Ensure compensation programs promote internal equity, market competitiveness, and compliance with negotiated agreements and applicable laws.
Partner with Finance to develop sustainable compensation strategies and long‑range workforce investment plans.
Evaluate employee benefit programs and vendor partnerships to maximize value, service quality, and cost effectiveness.

Board Policy Governance & Legislative Compliance

Serve as the executive leader for Board policy development, governance, and administration, ensuring policies support the district’s mission, strategic priorities, and organizational objectives.
Partner with the Board Operations Administrator and the Board Policy Workgroup to develop, review, revise, and recommend Board policies and administrative procedures related to Human Resources and organizational operations.
Establish and oversee a comprehensive policy governance process that ensures all Board policies are systematically reviewed on a three‑to‑five‑year cycle, or more frequently as required by changes in law, regulation, or district priorities.
Monitor federal and state legislation, regulatory changes, legal decisions, and emerging best practices to ensure Board policies and administrative procedures remain legally compliant, operationally effective, and aligned with current governance standards.
Lead the evaluation of existing policies to ensure they remain relevant, equitable, responsive to organizational needs, and supportive of evolving educational, workforce, and operational priorities.
Collaborate with district leadership, legal counsel, and subject matter experts to develop policy recommendations that balance legal compliance, operational effectiveness, organizational risk management, and strategic objectives.
Provide executive guidance and support throughout the Board policy development and approval process, including stakeholder engagement, policy communication, implementation planning, and organizational training.
Promote continuous improvement of the district’s policy framework by ensuring policies are clear, consistent, accessible, and effectively implemented across the organization.

Compliance, Risk Management & Governance

Ensure district‑wide compliance with all applicable federal, state, and local employment laws, collective bargaining agreements, Board policies, civil service rules, and administrative regulations.
Provide executive oversight for employment compliance, equal employment opportunity, ADA accommodations, leave administration, workers’ compensation, unemployment, licensure compliance, and employee investigations.
Lead organizational risk management strategies related to employment practices, workplace safety, compliance, and workforce governance.
Develop and implement policies, procedures, training, and internal controls that promote accountability, ethical conduct, and regulatory compliance.
Partner with legal counsel, government agencies, and regulatory organizations on employment‑related matters and organizational compliance.
Foster a culture of integrity, transparency, and accountability throughout the organization.

Human Resources Operations & Technology

Provide executive oversight for all Human Resources operations, including HRIS, payroll administration, employee records, position management, reporting, and service delivery.
Lead continuous improvement initiatives that streamline HR processes, improve customer service, and enhance operational efficiency.
Champion the effective use of HR technology, automation, workforce analytics, and business intelligence tools to support strategic decision‑making.
Ensure the integrity, security, and effective governance of employee data and organizational reporting systems.
Oversee implementation and optimization of enterprise HR systems and technology solutions that improve organizational effectiveness.

Culture, Equity & Organizational Effectiveness

Champion a workplace culture grounded in equity, inclusion, belonging, respect, collaboration, and continuous improvement.
Ensure Human Resources systems, policies, and practices support equitable access to employment, professional growth, advancement, and leadership opportunities.
Integrate culturally responsive and trauma‑informed leadership principles into organizational practices and employee support systems.
Lead enterprise change management initiatives that strengthen organizational resilience, adaptability, and employee engagement.
Partner with district leaders to align organizational culture, employee experience, and leadership practices with district values and strategic priorities.

Financial Stewardship & Executive Administration

Develop, administer, and monitor the Human Resources division budget to ensure responsible stewardship of district resources.
Establish division goals, performance measures, and operational priorities aligned with district strategic objectives.
Evaluate organizational effectiveness through workforce metrics, performance indicators, and continuous improvement initiatives.
Prepare and present reports, recommendations, and strategic analyses to the Superintendent, Executive Leadership Team, and School Board.
Represent the district with professional organizations, government agencies, educational institutions, community partners, and external stakeholders on workforce and human resources matters.
Perform other duties and executive responsibilities as assigned by the Superintendent.

Knowledge, Skills, and Abilities

Comprehensive knowledge of strategic human capital management, organizational development, workforce planning, talent management, succession planning, organizational design, workforce development strategies, and organizational effectiveness within a large, complex organization.
Extensive knowledge of employment law, labor relations, collective bargaining, workplace investigations, employee relations, compensation and benefits, compliance, risk management, Board policy governance, and public‑sector human resources practices.
Knowledge of leadership development, change management, diversity, equity, inclusion, culturally responsive practices, employee engagement strategies, and organizational culture.
Knowledge of financial management, budgeting, human resources technology systems, workforce analytics, data governance, and data‑informed decision‑making.
Knowledge of public education governance, Board policy development, legislative and regulatory processes, educator workforce development strategies, higher education partnerships, educator preparation pathways, and the legal framework affecting school district operations.
Exceptional executive leadership, strategic planning, organizational management, and workforce strategy skills with the ability to align human capital initiatives with organizational priorities, governance, and long‑term objectives.
Advanced communication, relationship‑building, negotiation, facilitation, partnership development, and collaboration skills, including the ability to effectively engage labor organizations, higher education institutions, executive leaders, elected officials, legal counsel, government agencies, community partners, and other stakeholders.
Strong analytical, critical thinking, problem‑solving, and decision‑making skills with the ability to evaluate complex organizational, workforce, legal, financial, operational, and policy issues and develop effective, sustainable solutions.
Demonstrated skill in leading organizational change, developing high‑performing leadership teams, directing enterprise initiatives, and driving continuous improvement through innovation, technology, workforce analytics, and performance measurement.
Ability to provide visionary leadership that advances organizational effectiveness, workforce excellence, accountability, innovation, and a culture of trust, collaboration, and continuous improvement.
Ability to navigate complex, politically sensitive, and highly confidential situations with sound judgment, diplomacy, integrity, and professionalism while balancing legal requirements, organizational priorities, labor relationships, and stakeholder interests.
Ability to influence, coach, and develop executive leaders while fostering leadership capacity, succession planning, organizational resilience, and a culture of continuous learning.
Ability to interpret and apply legal, regulatory, contractual, financial, governance, and organizational requirements to support strategic decision‑making, policy development, and effective risk management.
Ability to lead enterprise‑wide initiatives, organizational transformation, workforce pipeline strategies, collective bargaining strategy, and policy governance while aligning people, systems, partnerships, and resources to achieve strategic goals and sustainable results.
Ability to champion equitable, inclusive, and employee‑centered practices that strengthen organizational culture, workforce engagement, belonging, and organizational success.

Minimum Qualifications

Master’s degree in Human Resources, Business Administration, Public Administration, Organizational Leadership, Leadership Development, Labor Relations, Educational Leadership, Law, or a closely related field.
Ten (10) years of progressively responsible professional human resources leadership experience with responsibility for multiple functional areas, including labor relations, talent acquisition, employee relations, compensation and benefits, organizational development, compliance, workforce planning, human resources operations, and policy administration, as well as leading, coaching, and developing professional and managerial staff.
Five (5) years of executive‑level leadership experience serving as the senior human resources leader or in a comparable executive human resources leadership role within a large, complex organization.
Four (4) years of experience leading collective bargaining, labor‑management relations, contract administration, and labor negotiations strategy within a highly unionized environment.
Five (5) years of experience developing and administering departmental budgets and managing organizational resources.
Five (5) years of experience leading workforce planning and strategic human capital initiatives.
Professional certification such as Senior Professional in Human Resources (SPHR), Senior Certified Professional (SHRM‑SCP), or an equivalent executive‑level human resources credential.
Demonstrated experience providing executive oversight of complex employee relations matters, workplace investigations, employment compliance programs, and the interpretation and application of federal and state employment laws, labor regulations, Board policies, and human resources best practices.

Preferred Qualifications

Senior executive human resources leadership experience in a large urban public school district or similarly complex public sector organization.
Experience advising executive leadership and governing boards on strategic workforce planning, labor relations, organizational effectiveness, Board policy governance, and human capital strategy.
Experience leading enterprise‑wide organizational transformation, change management, and culture initiatives.
Experience overseeing enterprise human resources technology systems, ERP/HCM platforms, workforce analytics, and digital transformation initiatives.
Experience designing and implementing executive succession planning, leadership development, and enterprise talent management strategies.
Demonstrated experience developing equitable compensation strategies, classification systems, and comprehensive total rewards programs.
Experience leading Board policy development, governance processes, or legislative and regulatory implementation in a public sector organization.
Administrative licensure or eligibility for licensure as a school district administrator, where applicable.
Demonstrated commitment to advancing organizational excellence through equity‑centered leadership, inclusive workplace practices, and continuous improvement.

Physical and Mental Requirements

The physical and mental demands described herein are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Pay, Benefits, & Work Schedule

Pay range for this position is: $175,000 – $210,000

Benefit information for this position can be found at this link (https://www.spps.org/about/departments/human-resources/benefits/benefit-summaries-by-bargaining-unit) and by selecting the “Unrepresented – Full Time” link.

This position will remain open until November 13, 2026