Senior Director Human Resources

School Overview Over Drew Charter School’s twenty-year history, the school has grown to serve grades PreK-12 with nearly 1,900 students in a “cradle-to-college” pipeline, including two onsite early learning partners. Drew implements a rigorous and supportive educational continuum, which includes tailored Response to Intervention (RTI) support, a rigorous STEAM/Project-Based Learning (PBL) instructional model, and a robust College and Career Readiness program. Every element has been thoughtfully designed to ensure all students succeed and to eliminate opportunity gaps and inequities in educational outcomes for our diverse population of students. More than just a school, Drew is at the heart of a community-wide commitment to launching all students on a pathway to health, impact, and prosperity. Drew Board of Directors Commitment to Equity Statement As part of our steadfast efforts to ensure equitable outcomes for ALL Drew Charter School students, we, the Board of Directors, individually and collectively, make an explicit commitment to identify, acknowledge, and dismantle policies and practices that reinforce systemic racism, and to educate and equip ALL of our students with the ability and opportunity to be leaders in the continuous work of creating a true, beloved community. Position Description The Senior Director of Human Resources (SDHR) serves as Drew Charter School’s senior-most human capital leader and a strategic partner to executive leadership. This role is responsible for designing, leading, and continuously improving an enterprise-wide talent strategy aligned to Drew’s 2025–2030 Strategic Plan. The Senior Director of Human Resources oversees all aspects of employee management, from recruitment and hiring to transitions and departures. This role handles compensation, benefits, certification, and engagement, while also spearheading talent initiatives such as retention strategies and employee evaluations. Working closely with school leaders, the Senior Director aligns HR practices with organizational goals and provides expertise on various talent management needs. This position is critical in shaping the organization's human capital strategy and ensuring it supports the overall mission. Moving beyond transactional human resources, the SDHR ensures that Drew’s people systems, leadership practices, and organizational culture actively advance student outcomes, staff effectiveness, and long-term institutional sustainability. The role requires exceptional judgment, deep HR expertise, strong leadership presence, and the ability to translate strategic priorities into scalable systems and operational excellence. Task Title Essential Job Functions Percent of Time Spent Talent Strategy and Organizational Effectiveness Leads the development and execution of Drew’s enterprise-wide talent strategy in alignment with the 2025-2030 Strategic Plan’s Talent Priority Designs coherent systems for recruitment, onboarding, development, performance management, retention, and succession planning across all roles Partners with executive leadership to ensure talent decisions support academic priorities, school culture, and long-term organizational health Uses workforce data and trend analysis to anticipate talent needs, identify risks, and inform decision-making Establishes clear expectations, accountability, and measures of success for talent initiatives Leads change management efforts related to talent, culture, and organizational design Ensures talent strategy supports staff feeling supported, valued, and empowered to foster an environment of excellence and innovation. 30% Benefits, Compensation & Risk Management Administers school-wide health and wellness benefits Leads the strategic design and administration of compensation and benefits programs to ensure competitiveness, equity, and sustainability Maintains strong vendor partnerships and ensures effective service delivery Ensure compliance with all federal, state, and local employment and benefits regulations Interprets benefits and compensation policies with consistency and professional judgment Partners with Finance Leadership to align compensation structures with budgetary constraints and long-term planning Continuously evaluates benefits and compensation offerings to support recruitment and retention goals 20% Employee Relations & Performance Management Serves as the organization’s senior advisor on employee relations, performance management, and employment risk Leads complex investigations and ensures fair, consistent, and legally sound outcomes Designs and oversees performance management systems that promote growth, accountability, and effectiveness Coach leaders on employee performance, addressing concerns early, and building strong teams Oversees ADA accommodations, EEOC matters, and compliance-related issues in partnership with legal counsel Ensures employee relations practices align with Drew’s values, culture vision, and commitment to belonging and excellence 20% HR Operations & Compliance Ensures accurate, compliant, and efficient HR operations, including personnel records, reporting, and certifications Oversees job architecture, classification, and position management to support organizational clarity and equity Approves salary placements and personnel actions for administrative roles Establishes and maintains clear policies, procedures, and internal controls Ensures compliance with all applicable employment, labor, and education regulations 15% Leadership & Supervision of HR Team Leads, develops, and mentors the Human Resources team to operate as strategic partners rather than transactional processors Establishes clear roles, decision rights, and accountability within the HR team Builds team capacity by distributing ownership, sharing information transparently, and developing expertise Conducts performance evaluations, sets goals, and supports professional growth Creates a collaborative, solutions-oriented team culture aligned with Drew’s leadership expectations 15% Knowledge, Skills, and Abilities: Human Resources Expertise: Advanced understanding of recruitment, selection, compensation, benefits, and labor relations. Regulatory Compliance: Expert knowledge of local, state, and federal employment laws (FLSA, FMLA, ADA, EEOC) and education-specific regulations. Strategic Planning: Deep understanding of business and management principles, including resource allocation, leadership techniques, and organizational design. Financial & Administrative: Proficiency in accounting principles for financial data analysis and administrative procedures for managing personnel records. Critical Thinking & Problem Solving: Ability to use logic and reasoning to identify the strengths and weaknesses of alternative solutions to complex problems. Leadership & Coaching: Skilled in directing, developing, and mentoring a team, moving them from transactional tasks to strategic partnerships. Conflict Management & Negotiation: Proven ability to handle complex investigations and negotiate outcomes that are fair, consistent, and legally sound. Communication: Exceptional speaking, writing, and active listening skills; the ability to persuade and influence executive-level stakeholders. Judgment and Decision Making: Considering the relative costs and benefits of potential actions to choose the most appropriate one for the entire organization. Data Analysis: Ability to use workforce data and trend analysis to anticipate talent needs and inform strategic decisions. Adaptability & Change Management: The ability to lead an organization through culture shifts and organizational restructuring. Ethical Integrity: A commitment to fostering an environment of excellence, belonging, and accountability aligned with Drew Charter School’s values. Education/Experience Required: Bachelor's Degree (B.A., B.S., B.S.N., etc.) in Human Resources, Business Administration, or related field and 4+ years work-related experience OR 7-9 years aligned HR experience accepted in lieu of bachelor's degree SHRM-SCP, PHR, SPHR, pHCLE or other nationally recognized HR certification Education/Experience Preferred: Experience in education, nonprofit, or mission-driven organization GaLEADS knowledge Compensation/Benefits: Salary Range: $119,180 - 139,256 Work Calendar: 242 (Annual) Hybrid schedule Drew Charter School offers our full-time staff members a robust, generous benefits package