Director of Human Resources

Job Purpose: As director, set the course and lead the comprehensive human resources function for Pomfret School, supporting all faculty and staff members. Act as a strategic partner to the school's leadership team by fostering a positive, equitable, and inclusive work environment. Guide the school through recruitment, onboarding, employee relations, performance management, benefits administration, and legal compliance.Essential Functions & Duties: In alignment with the Pomfret School strategic priorities, Set the HR’s mission and strategic goals, and implement best practices for school-wide human resources managementCollaborate purposefully with the leadership team (Head of School, Associate Head of School, Dean of Faculty, CFO, etc.) on staffing, organizational planning, and school culture initiativesSupervise and mentor the Payroll Manager, overseeing the entire payroll function and implementing robust internal controls to guarantee processing accuracy and integrityPartner with the CFO to ensure the employee benefits and HR department budgets are appropriate, not exceeded, and spent wiselyLead the recruitment, interviewing, hiring, and onboarding and offboarding process for staffSupport Dean of Faculty on recruitment, onboarding and offboarding process for facultyManage annual reappointment letter processAdminister and evaluate employee compensation and benefits programs, serving as the primary liaison with benefit brokers and providersOversee employee relations, thoughtfully guiding conflict resolution, disciplinary actions, and grievance procedures with empathy, fairness, and legal complianceEnsure school-wide compliance with all federal, state, and local employment laws and regulations (e.g., FMLA, CTFLMA, ADA, OSHA)Maintain, update, and distribute the Employee Handbook and ensure external and internal correspondence regarding HR policies is clear and timelyDevelop and oversee staff performance evaluation systems and professional development training programsStay current with programs, trends, and legal changes in the human resources and independent school fields, attending relevant local and national conferencesMust adhere to all School policies as outlined in the Employee HandbookContinually meet or exceed Pomfret School’s Standards of Behavior, Character, and EngagementPerform other duties as assignedPosition, Education/Certification And Software Requirements:Bachelor’s degree required; Master’s degree or relevant advanced degree preferredSHRM-CP/SHRM-SCP or HRCI (PHR/SPHR) certification is highly desirableIdeally five or more years of progressive HR leadership experience, preferably within an independent school, higher education, or non-profit settingStrong proficiency with HRIS (Human Resources Information Systems), payroll software, and standard office technologyComprehensive knowledge of state and federal labor laws and regulatory complianceKnowledge of and willingness to participate fully in the life of a vibrant boarding school communityExcellent interpersonal, communication, and organizational skills; ability to coordinate tasks in a deadline-driven environmentAbsolute commitment to confidentiality, discretion, and professional integrity when handling sensitive employee informationPosition, Education/Certification And Software Requirements:Bachelor’s degree required; Master’s degree or relevant advanced degree preferredSHRM-CP/SHRM-SCP or HRCI (PHR/SPHR) certification is highly desirableIdeally five or more years of progressive HR leadership experience, preferably within an independent school, higher education, or non-profit settingStrong proficiency with HRIS (Human Resources Information Systems), payroll software, and standard office technologyComprehensive knowledge of state and federal labor laws and regulatory complianceKnowledge of and willingness to participate fully in the life of a vibrant boarding school communityExcellent interpersonal, communication, and organizational skills; ability to coordinate tasks in a deadline-driven environmentAbsolute commitment to confidentiality, discretion, and professional integrity when handling sensitive employee information