Staffing Specialist - HR Programs

Position Summary

The Staffing Specialist – HR Programs performs a variety of professional, technical, supervisory, and administrative functions involved in managing programs and systems under its purview related to substitute and employee absence management, evaluation systems and processes, student teacher placement and coordination, volunteer program management, and applicant vetting processes. Directly supports the Director, Talent Acquisition and HR Programs in the effective execution of significant strategic, operational, and cultural initiatives aligned with the district’s vision with a focus on and commitment to excellence in service delivery, safety, and continuous improvement.

Essential Performance Responsibilities

Incumbents may perform any combination of the essential performance responsibilities listed below. This job description is intended to accurately reflect the duties, responsibilities, and requirements of the position. It is not intended to be and should not be construed as an all-inclusive list of the responsibilities, skills, or working conditions associated with the position. The district reserves the right to modify, add, or remove duties and assign other duties as necessary.

1. Actively participates in organizational meetings and projects, fostering a culture of collaboration and mutual respect. Contributes ideas and supports colleagues to achieve common goals.
2. Demonstrates a commitment to personal and professional growth by seeking out learning opportunities and embracing feedback. Strives for excellence in all tasks and responsibilities.
3. Provides exceptional service to internal and external customers, ensuring their needs are met with efficiency and empathy. Maintains a positive and proactive attitude in all interactions.
4. Encourages and implements innovative solutions to improve processes and outcomes. Is open to new ideas and approaches and contributes to a culture of creativity and forward-thinking.
5. HR Programs ensures the safety and well-being of students and staff by ensuring all new employees undergo an extensive screening, background check, and reference checking process that supports a secure learning environment and reflects of our commitment to hiring high-quality professionals whose integrity and qualifications contribute to the success and excellence of the district.
6. HR Programs helps plan and organize the recruiting, onboarding, training, managing, and scheduling of substitutes; coordinates hiring events and orientations; implements systems to track and report substitute hours; monitors and develops reports on staff absences and substitute usage periodically.
7. HR Programs generates, reviews, and analyzes substitute and employee absence trends and provides recommendations for improvement processes.
8. HR Programs evaluates, analyzes, and maintains software platforms required for the daily operation and support of programs and systems under its purview.
9. HR Programs leads the process, screening, selection, review, and approval of volunteers.
10. May be required to notify the Director, Talent Acquisition and HR Programs of substitute performance issues that need to be addressed in a timely manner.
11. Coordinates employee assignments to maximize service and streamline responsiveness.
12. Performs other duties related to the position, as assigned.

Knowledge, Skills and Abilities

1. Knowledge and understanding of district policies, procedures, and standards.
2. Knowledge of legal requirements and state laws that pertain to criminal history.
3. Knowledge of school staffing models.
4. Knowledge of K12 absence/substitute management and/or employee evaluation applications.
5. Strong oral, written, and interpersonal communication skills.
6. Strong analytical skills for reviewing information, identifying important issues and formulating alternative solutions to problems in the area of responsibility.
7. Strong organization and information management skills.
8. Strong problem-solving and strategic thinking skills.
9. Strong time management skills to organize and prioritize work in a high-demand environment.
10. Ability to build positive and productive relationships.
11. Ability to respond to internal and external customers in a timely, accurate, courteous, and empathetic manner representative our of core values.
12. Ability to work effectively under constant deadlines and time constraints.
13. Ability to model the routine, intentional, and effective use of technology in daily work, including communications, organization, and management tasks.
14. Ability to exercise good judgment, insight, self-awareness, integrity, and cultural responsiveness when interacting with diverse employee groups, students, patrons, and partners of SKPS.
15. Ability to continue one’s own lifelong learning, to develop talent and leadership skills in others, to provide critical feedback, and to receive critical feedback in order to maintain high standards.
16. Ability to plan, organize, and implement internal practices and procedures for robust and effective fingerprint, background check, and applicant screening processes.
17. Ability to analyze and evaluate criminal history, background, and reference check information and make hiring recommendations to the Director, Talent Acquisition and HR Programs.
18. Ability to analyze business processes and provide recommendations for improvements that achieve expected ends/results.
19. Ability to plan, schedule, and allocate resources, reach logical conclusions, make high-quality decisions using appropriate decision-making processes, and accept responsibility for actions and consequences.

Minimum Qualifications

Education and Experience

1. Any combination of training, experience, and/or education equivalent to: Bachelor’s degree in business administration, human resources management, public administration, education or related field and two (2) years of experience in human resources or other experience that demonstrates the required knowledge, skills, and abilities to perform the job responsibilities.
2. Experience with substitute management processes and applications preferred.
3. Experience in a K12 human resources environment preferred.

Licenses. Certifications, and Other Requirements

Possession of a valid US driver’s license and availability of private transportation (mileage reimbursement available)

Working Conditions

Physical Demands

1. Constantly (more than 5.6 hours or 69% of the day): Sitting, Repetitive Motion, Hearing
2. Frequently (Between 2.6 hours and 5.5 hours or 33% to 68% of the day): Finger Dexterity
3. Occasionally (Up to 2.5 hours or 32% of the day): Standing, Walking, Carrying/Lifting, Multi-limb Coordination, Pulling/Pushing, Reaching
4. Rarely: (Less than 1 hour or 12% of the day): Crouching/Kneeling, Balancing, Color Vision

Work Type/Physical Demands

Sedentary work: Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met.

Mental and Psychological Demands

Medium demands: The job requires some mental effort and involves moderate levels of stress (e.g., Occasional need to deal with difficult customers or manage emotions when interacting with others, sometimes work under tight deadlines, limited or no exposure to public criticism, occasionally requires extended periods of concentration on complex tasks).

Working Environment

Everyday risk and discomfort level: The environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting rooms, classrooms, libraries,
or commercial vehicles, e.g., use of safe work practices with office equipment, avoidance of trips and falls, observance of fire regulations and traffic signals. The work area is adequately lighted, heated, and ventilated.