Human Resources Generalist (2023-2024 Sy)

In partnership with the Director of Human Resources the HR Generalist will influence Norwalk Public Schools’ leadership and drive results for all Human Resource efforts including the planning, development, implementation and administration of policies, practices, procedures, and programs to ensure uniformity across the organization by advising and consulting with all levels of leadership and employees and/or a specific operation consisting of an employee population with high complexity.
Essential Duties & Responsibilities:
Builds and Implement HR Strategy and Programs

• Develops strong relationships with the business through solid business acumen; respectfully challenges the business and offers solutions in the best interests of Norwalk Public Schools; manages conflict effectively within a matrix organization.
• Proactively consults with management on HR topics while demonstrating an understanding of the business, performance management, talent management, employee engagement/collaboration.
• Present metrics and analysis to business leaders to inform decisions (performance, attrition, hiring, employee engagement/sensing, and other data).
• Provide HR observations related to departmental issues in meetings and one-on-one. Interpret talent management data for departments and work with Director of Human Resources to develop appropriate initiatives.

Execute HR Operational Excellence and Services

• Provide Human Resources support and service to the district and central office departments.
• Provide training and support to assigned staff including performance evaluation systems, professional development systems, etc.
• Participate in the annual district-wide budgeting and staffing process ensuring the optimization of talent and resources.
• Identify, and recommend operational improvements to streamline internal HR processes and to increase efficiency.
• Enhance & deliver onboarding and facility orientation programs.
• Partner with Benefits, Talent Acquisition and District Partners to influence, drive, and implement district and local HR programs and initiatives; ensures HR programs for fit with the district’s objectives in a timely manner; shares data and makes recommendations to improve programs or implementation of plans.
• updates or develops new job descriptions as appropriate;

Performance Management

• Participate in the development and guidance of performance evaluation for certified and non-certified staff.
• Advise leaders on staff performance evaluations, disciplinary processes and performance improvement plans, provide professional development resources to employees within assigned schools.

Compensation

• Proficiency with Union and non-union contracts and affiliations, the step and lane progression and other contractual requirements for union and non-union programs.
• Work with District Partners to process stipends, salary adjustments, Department Chair positions and other employee changes.
• Analyze and interpret policies, law changes, and procedures to support the development and documenting of HR/compensation procedures to ensure compliance with regulatory requirements.

Employee & Community Engagement/Labor Relations

• Promote and foster a healthy work environment; raise awareness of available programs to assist employees. Implement appropriate employee engagement programs, interpret and drive school’s action planning as a result of employee engagement surveys; .
• Advises and trains managers and employees on questions of union contract interpretation and compliance with labor and equal opportunity laws, including advice regarding the resolution of grievances and Unfair Labor Practice complaints in support of the Labor Relations Attorney.
• Assist in the continued improvement of labor relation practices and strategies.

Project Management

• May lead intra-departmental or organization-wide programs & projects to develop employee best practices and propose new/modified policies and practices in workforce planning, change management, employee relations/engagement, performance management, employee/leadership development, and/or employee recognition.
• Support talent leadership on additional ad hoc projects as necessary and special projects as needed. Deliver on other special projects as assigned.

Knowledge

• Exhibits comprehensive knowledge of and skill in the interpretation of labor laws, union contracts, EEO and civil rights laws, including without limitation, Title VII of the Civil Rights Act, the Americans with Disabilities Amendments Act, Section 504, the Rehabilitation Acts of 1973, the Age Discrimination in Employment Act of 1967, Title IX of the 1972 Education Amendments and FMLA laws and regulations
• HR Information Systems including applicant tracking, performance management and Absence Management and running of reports.
• Recruitment and selection process knowledge as it relates to Labor laws

Skills

• Establish and maintain effective relationships with broad range of clients to gain their trust and respect
• Must be able to drive continuous improvement in organizational effectiveness
• Solid project management and organizational skills, bias for action and results orientation
• Professional presentation and facilitation skills, and effective listening skills
• Demonstrated proficiency with Microsoft Office suite and related applications

Ability

• Intra-district travel as needed.
• Must be able to deal with ambiguity and cope with change
• Proven ability to manage a wide variety of HR programs, change management and roll-out of HR initiatives
• Ability to be a team player

Qualifications

• Bachelor’s degree in Human Resources, Business Management or other related discipline
• 5-8 years related Human Resources Experience
• Fluency in Spanish is an asset
• Such alternatives to the above qualifications as the Superintendent and/or Board of Education may find appropriate
• Education may find appropriate

Days: Monday – Friday
Bargaining Unit: Position is unaffiliated
Work Year: 12 Months
Benefits: Medical, Dental, Vision

01/19/202