Human Resources Specialist
Warreneastoncharterhigh, New Orleans, LA, United States
Description
About Warren Easton Charter High School
Warren Easton Charter High School is one of the highest performing open-enrollment high schools in the city of New Orleans. Our legacy of educational excellence stems back over 100 years. At Warren Easton Charter High School, academic excellence is the highest priority. Our slogan is "The Easton Way is the Only Way." Maximum individual academic growth is stressed and good study habits are established in a nurturing and well-disciplined environment. Our school community believes that a structured environment is necessary for the assimilation of knowledge and the development of cognitive skills.
Our mission is to provide rigorous and relevant instruction for all students at all academic levels to ensure each has the opportunity to achieve their maximum potential.
Warren Easton is committed to attracting and retaining top talent and ensuring that all recruits are set up for success. The Human Resource Specialist will play a critical role in supporting, monitoring, and carrying out robust and effective talent and performance management practices and day to day tactical responsibilities. Specifically, the Human Resources Specialist will:
Recruiting
Collaborate with school leadership to support the overall talent identification and development process.
Assist school leaders in managing talent issues, including promotions and dismissal decisions.
Formalize the career pathways process for department leads, grade team leaders, teachers, and coaches in partnership with the CEO and the Leadership Team.
Coordinate the hiring process for all certificated and/or classified employees, ensuring consistency and compliance with state and federal law and contractual provisions.
Support the implementation of a comprehensive human resources program to ensure a well-qualified and diverse employee workforce with sufficient staffing.
Onboarding
Develop, implement, review, and refine the network process for general and compliance-based onboarding of new employees.
Manage the background check process for employees, sub-consultants, contractors, and volunteers.
Ensure quality control and compliance in onboarding processes.
Facilitate collaboration between HR and other departments for job-specific onboarding of new employees.
Review and manage background checks, communicating with management on background data as needed.
Work with the Leadership team to ensure a smooth transition for new employees.
Employee Services/Benefits
Answer employee HR questions and follow up on complex issues.
Manage the Workers Compensation, FMLA, STD, COBRA, and LTD processes, including determining leave eligibility, ensuring proper communication, and collaborating with the Leadership Team and Payroll.
Update and approve all changes to the HR internal online portal (Paylocity).
Provide guidance to benefit carriers and the Leadership team to ensure appropriate procedures.
Oversee benefits administration system to ensure proper processing of additions, changes, and cancellations.
Work with benefit vendors to optimize benefit systems.
Lead the implementation of Open Enrollment processes to ensure great service and error-free execution.
Improve organizational understanding of and communication regarding benefit plans and wellness initiatives.
Provide solutions for employees regarding certification requirements for instructional and non-instructional employees.
Assist in supporting staff evaluation procedures, including COMPASS.
Analyze and interpret applicable state laws based on various employee situations.
Approve and manage employee changes, such as demographic information, ensuring efficient communication of changes to relevant departments.
Employee Files and Records
Develop, implement, review, and refine employee file policies and ensure utilization of a proper filing system.
Manage execution of consistent and complete personnel files, including periodic audits.
Conduct quarterly internal file, employee, benefit, and system audits.
Proactively seek information about legal requirements and provide guidance to the Leadership team.
Collaborate with the Director of Data & Compliance to complete all state reporting within the determined timeline.
Recommend system improvements and collaborate with the Leadership team to enhance current systems.
Ensure the quality implementation of Warren Easton's performance management system.
Administer and uphold employee contracts, interpret contract language, record contracts, process grievances, and support supervisors in managing staff according to their contracts.
Complete and coordinate job verifications upon request from employees or related businesses.
Stay current on and ensure adherence to the Record Retention Policy.
Collaborate with the Leadership team to improve work processes and systems.
Maintain staff information, such as demographics and salary data, in the Human Resource Information System.
Prepare presentations on HR data.
Serve as Title IX manager.
Employee Relations
Manage employee relations and provide counsel to managers on resolving employee situations with empathy.
Lead and manage performance evaluations and talent appraisals in collaboration with the CEO and CFO.
Oversee and lead investigations into staff concerns and complaints.
Advise supervisors/managers on progressive disciplinary action and/or Performance Improvement Plans (PIPs) to ensure fairness and appropriate application.
Act as a School Compliance Officer and conduct or coordinate investigations into allegations of sexual harassment or other illegal discrimination with the CEO.
Review disciplinary and action plan trends to inform quality improvement assessments and plans for managers and supervisors.
Prepare HR-related summary documents and reports for Leadership as needed.
Offboarding
Communicate with appropriate departments regarding separations.
Manage the involuntary separation process.
Approve exit paperwork.
Perform other duties as assigned.
Requirements
Bachelor’s degree required; master’s degree preferred
Minimum of 3 years of human resource management experience in a dynamic organization
SHRM-CP or SHRM-SCO certification, highly desired
Success implementing programs and initiatives within a large, complex organization that places a premium on talent
Experience as a thought leader and strategic partner at the senior-most levels of an organization
Proven track record of achieving results in a large organization
Knowledge in HR Law, state law, ACA, and other compliance
Demonstrated success in managing stakeholders and working on a team
High-level of proficiency with information technology, including excel and database software
Experience with HR and benefits systems
Experience supporting new to the workforce and entry level employees through Executive level leaders
Excellent communication and interpersonal skills
Ability to represent the organization to a variety of audiences
Project management experience
Experience in the education and/or non-profit field a plus, but not required
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Our mission is to provide rigorous and relevant instruction for all students at all academic levels to ensure each has the opportunity to achieve their maximum potential.
Warren Easton is committed to attracting and retaining top talent and ensuring that all recruits are set up for success. The Human Resource Specialist will play a critical role in supporting, monitoring, and carrying out robust and effective talent and performance management practices and day to day tactical responsibilities. Specifically, the Human Resources Specialist will:
Recruiting
Collaborate with school leadership to support the overall talent identification and development process.
Assist school leaders in managing talent issues, including promotions and dismissal decisions.
Formalize the career pathways process for department leads, grade team leaders, teachers, and coaches in partnership with the CEO and the Leadership Team.
Coordinate the hiring process for all certificated and/or classified employees, ensuring consistency and compliance with state and federal law and contractual provisions.
Support the implementation of a comprehensive human resources program to ensure a well-qualified and diverse employee workforce with sufficient staffing.
Onboarding
Develop, implement, review, and refine the network process for general and compliance-based onboarding of new employees.
Manage the background check process for employees, sub-consultants, contractors, and volunteers.
Ensure quality control and compliance in onboarding processes.
Facilitate collaboration between HR and other departments for job-specific onboarding of new employees.
Review and manage background checks, communicating with management on background data as needed.
Work with the Leadership team to ensure a smooth transition for new employees.
Employee Services/Benefits
Answer employee HR questions and follow up on complex issues.
Manage the Workers Compensation, FMLA, STD, COBRA, and LTD processes, including determining leave eligibility, ensuring proper communication, and collaborating with the Leadership Team and Payroll.
Update and approve all changes to the HR internal online portal (Paylocity).
Provide guidance to benefit carriers and the Leadership team to ensure appropriate procedures.
Oversee benefits administration system to ensure proper processing of additions, changes, and cancellations.
Work with benefit vendors to optimize benefit systems.
Lead the implementation of Open Enrollment processes to ensure great service and error-free execution.
Improve organizational understanding of and communication regarding benefit plans and wellness initiatives.
Provide solutions for employees regarding certification requirements for instructional and non-instructional employees.
Assist in supporting staff evaluation procedures, including COMPASS.
Analyze and interpret applicable state laws based on various employee situations.
Approve and manage employee changes, such as demographic information, ensuring efficient communication of changes to relevant departments.
Employee Files and Records
Develop, implement, review, and refine employee file policies and ensure utilization of a proper filing system.
Manage execution of consistent and complete personnel files, including periodic audits.
Conduct quarterly internal file, employee, benefit, and system audits.
Proactively seek information about legal requirements and provide guidance to the Leadership team.
Collaborate with the Director of Data & Compliance to complete all state reporting within the determined timeline.
Recommend system improvements and collaborate with the Leadership team to enhance current systems.
Ensure the quality implementation of Warren Easton's performance management system.
Administer and uphold employee contracts, interpret contract language, record contracts, process grievances, and support supervisors in managing staff according to their contracts.
Complete and coordinate job verifications upon request from employees or related businesses.
Stay current on and ensure adherence to the Record Retention Policy.
Collaborate with the Leadership team to improve work processes and systems.
Maintain staff information, such as demographics and salary data, in the Human Resource Information System.
Prepare presentations on HR data.
Serve as Title IX manager.
Employee Relations
Manage employee relations and provide counsel to managers on resolving employee situations with empathy.
Lead and manage performance evaluations and talent appraisals in collaboration with the CEO and CFO.
Oversee and lead investigations into staff concerns and complaints.
Advise supervisors/managers on progressive disciplinary action and/or Performance Improvement Plans (PIPs) to ensure fairness and appropriate application.
Act as a School Compliance Officer and conduct or coordinate investigations into allegations of sexual harassment or other illegal discrimination with the CEO.
Review disciplinary and action plan trends to inform quality improvement assessments and plans for managers and supervisors.
Prepare HR-related summary documents and reports for Leadership as needed.
Offboarding
Communicate with appropriate departments regarding separations.
Manage the involuntary separation process.
Approve exit paperwork.
Perform other duties as assigned.
Requirements
Bachelor’s degree required; master’s degree preferred
Minimum of 3 years of human resource management experience in a dynamic organization
SHRM-CP or SHRM-SCO certification, highly desired
Success implementing programs and initiatives within a large, complex organization that places a premium on talent
Experience as a thought leader and strategic partner at the senior-most levels of an organization
Proven track record of achieving results in a large organization
Knowledge in HR Law, state law, ACA, and other compliance
Demonstrated success in managing stakeholders and working on a team
High-level of proficiency with information technology, including excel and database software
Experience with HR and benefits systems
Experience supporting new to the workforce and entry level employees through Executive level leaders
Excellent communication and interpersonal skills
Ability to represent the organization to a variety of audiences
Project management experience
Experience in the education and/or non-profit field a plus, but not required
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