Director Of Human Resources Business Partnerships (Immediate Opening)

Director of HR Business Partnerships

Role Mission:

The Director of Human Resources Business Partnerships cultivates a cross-functional, collaborative working practice by involving key departments and personnel in people-centric change initiatives. This role is responsible for serving as the bridge between HR and IDEA Public Schools’ lines of business, leading special, multi-state, cross-functional projects with the objective of maximizing operational efficiencies for HR and beyond. The Director of Human Resources Business Partnerships also engages in strategic decision-making collaboration with HA leadership in support of HR’s overall continuous improvement and compliance with processes, policies, laws, and regulations.

This role also supports the achievement of 100% of HR goals and other annual or ad-hoc priorities. In addition, the Director of Human Resources Business Partnerships serves as the main consultant and change agent for HR challenges and programs, resulting in regional HR and other key stakeholders’ understanding, alignment, and buy-in. The Human Resources team at IDEA Public Schools works to provide best-in-class services and ensure a safe, great place to work for all. 

Location:

• This is a full-time position based in Texas with preference given to candidates who live in Austin, El Paso, Houston, Permian Basin (Midland/Odessa), Rio Grande Valley, San Antonio, and Tarrant County (Fort Worth), or who are willing to relocate.

What You’ll Do – Accountabilities

Essential Duties:

• Identify data-based gaps in knowledge or policy/process comprehension or adherence and lead efforts to close them (e.g., through formal training, tactical presentations, SOP implementations, sessions modeling expected output, developing tools, sharing resources, etc.) 
• Develop and share tools and resources for staff, managers, and the HR team, resulting in clear and streamlined HR processes (e.g., SOPs, guides, templates, scripts, etc.) 
• In partnership with HA leadership, manage the planning, designing, and rolling-out of HR’s internal annual trainings, with the goal of reinforcing cross-regional knowledge, alignment, and compliance 
• Ensure pertinent information from TEA, SLHA/Legal, or national HA/HR leadership is disseminated to regional HR teams for equitable, cross-regional understanding and application 
• Support HA leadership with the collaborative designing, preparing for, and facilitating of HR team strategy meetings and step-backs 
• Administrate and continuously refine HR’s external- and internal-facing HUB sites to maximize and maintain their functionality and serve as a reliable source of HR and related knowledge and resources for staff, managers, and HR team 
• Train new HR team members on HR’s internal SOPs and Resources HUB site, and grant them access to (and review with them) HR forms, data, trackers, and related reports 
• Identify and improve metrics of performance for how we measure effectiveness of Human Resources efforts and provide efficient strategies to collect, access, and review needed data 
• Develop electronic forms and trackers to facilitate regional and org-wide cohesive methods for data collection, analyzing, and reporting of HR’s main functions  
• Partner with R&A to ensure their HR-related reports are complete, up to date, and offering insights that are relevant, telling, and in support of HR’s goals 
• Develop internal-facing reports of HR metrics (automating wherever possible) to keep HR team aware of and on track with their performance in various HR core areas (e.g., termination quality, outstanding exit tickets, outstanding offboarding forms, outstanding exit surveys, etc.) 
• Develop external-facing reports of HR metrics (automating wherever possible) to keep business partners informed of relevant data that drives key pieces of their operations (e.g., submitted exit tickets, leaves of absence, etc.) 
•  Conduct periodical HR data audits to ensure data-based decisions are built upon the review and understanding of accurate and reliable data (retraining HR leaders and clerks as needed) 
• Partner with EIS and R&A as needed to timely troubleshoot data inaccuracies or related systems issues or inefficiencies 
• Continuously evaluate the existing HR landscape, identifying opportunities for improvement in HR’s processes and workflows, and leading the design and implementation of related efficiency projects 
• Design, develop, deploy, and manage the automation of HR functions in as many areas as possible 
• Lead scheduled HR projects of various scales and complexities (e.g., work calendars, annual renewals, remote work, sick leave bank, and others as assigned based on business needs) applying project management best practices throughout each project’s lifecycle 
• Based on short- and long-term HR priorities, lead other ad-hoc projects and initiatives 
•   Ensure all communication to key constituents around project expectations, deadlines, and deliverables is clear and on time  
• Work with HQ leaders and their teams to understand their business needs and develop and execute HR strategies in their support, identifying and narrowing cross-functional gaps as needed 
• Offer high-value strategic advice to HA leadership (e.g., feedback regarding HR goals, their rationale and calculation methodologies, feedback on how to respond to internal/external HR audit findings, etc.) 
• Collaborate with HA, Legal and Compliance leadership on HR policy review and implementation 
•  Provide coaching and guidance to regional HR teams as well as HQ leaders regarding high-level HR matters, linking Legal, Compliance, and other key subject matter experts as needed 
• Timely review and approve all misconduct-related termination requests submitted by regional HR leaders, minimizing risk and exposure, and partnering with Legal and Compliance as needed to collaboratively determine safest next steps on higher risk separations

What You Bring – Competencies

Knowledge and Skills:

• Experience in all areas of Human Resources, including talent management, change management, staff relations, organizational development and training.  
• Solid understanding of federal, state, and local employment laws and regulations 
• Project management, organizational, prioritization, time management, and multitasking skills 
• Data-driven, influential, strategic thinker with strong, resourceful, and innovative problem-solving skills 
• Ability to leverage technology to efficiently narrow operational gaps as much as possible 
• Advanced Excel skills, to include using complex functions and formulas and creating pivot tables 
• Ability to produce high-quantity, high-quality work, applying acute attention to detail 
• Possess solid business acumen for processes outside of HR  
• Experience applying analytical and process driven HR practices  
• Experience providing exceptional customer service to internal and external stakeholders   
• Experience working in fast-paced, high-growth work environments with minimal supervision and in a hands-on fashion to accomplish multiple goals / priorities  
• Experience training and coaching, to include providing upward feedback to all levels in an organization  

Required experience:

• Education:  bachelor’s degree or equivalent experience required, master’s degree preferred  
• Experience: 10+ years’ progressive HR experience required   
• Licenses or Certifications: PHR, SHRM-CP, SPHR, or SHRM-SCP preferred. Project management certification preferred.

What We Offer:

Compensation & Benefits:

Salaries for people entering this role typically fall between $73,900 and $90,200, commensurate with relevant experience and qualifications and in alignment with internal equity.This role is also eligible for performance pay based on organizational performance and goal attainment.

Additionally, we offer medical, dental, and vision plans, disability, life insurance, parenting benefits, flexible spending account options, generous vacation time, referral bonuses, professional development, and a 403(b) plan. You can find more information about our benefits at https://ideapublicschools.org/careers/benefits/.

* IDEA may offer a relocation stipend to defray the cost of moving for this role, if applicable.

Application process:

Submit your application online through Jobvite. Please note that applications will be reviewed on an ongoing basis until the position is filled. Applicants are encouraged to apply as early as possible.

Learn more about IDEA 

At IDEA the Staff Culture and Belonging Team uses our Core Values to promote human connection and a culture of integrity, respect, and belonging for all Team and Family members.  Learn more about our Commitment to Core Values here: https://ideapublicschools.org/our-story/#core-values