Chief Human Resources Officer - Division of Human Resources

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Openings as of 8/22/2026

Chief Human Resources Officer - Division of Human Resources JobID:

• Position Type:
  Executive Officers/ Chief Human Resources Officer
• Date Posted:
  8/17/2026
• Location:
  Instructional Support Center

PRIMARY RESPONSIBILITY

Provideexecutiveleadership,strategicdirection,andoversightofallhumanresourcesoperationsfortheschool district. Reporting directly to the Superintendent and serving as a member of the Superintendent's Cabinet, the Chief Human Resources Officer (CHRO) serves as the district's senior advisor on human capital, workforce strategy, employee relations, personnel administration, and employment compliance.

TheCHROleadsthedevelopmentandexecutionofacomprehensiveK-12humanresourcesstrategydesignedto ensure that every school and department is staffed with highly qualified, effective employees who support student achievement and the district's strategic priorities. Areas of responsibility include workforce planning, recruitment and staffing, employee retention, certification and licensure, employee relations, investigations, performance management, compensation and benefits, position management, succession planning, personnel policy, HR information systems, records management, and compliance with applicable federal and Georgia employment and education requirements.

The CHRO works directly with the Superintendent, principals, district leaders, and the Board of Education to ensure human resources practices are responsive to the operational and instructional needs of Georgia public schools.

JOB QUALIFICATIONS

License and Certifications

Must hold or be eligible for an appropriate Georgia Professional Standards Commission(GaPSC)certificateorcredentialapplicabletotheposition,as required by the district and state regulations (Required)

GeorgiaEducationalLeadershipcertification(Preferred)

CurrentprofessionalHRcertificationissuedbyHRCI(PHRorSPHR)orSHRM (SHRM-CP or SHRM-SCP (Preferred)

Education

• Bachelor's Degree from an accredited institution in human resources, education,businessadministration,publicadministration,organizational leadership, or a related field (Required)

Master's Degree in human resources, educational leadership, business administration,publicadministration,organizationalleadership,or arelated field (Preferred) Must hold or be eligible for an appropriate Georgia Professional Standards Commission(GaPSC)certificateorcredentialapplicabletotheposition,as required by the district and state regulations (Required)

Knowledge, Skills, and Abilities

• ExtensiveknowledgeofK-12publicschoolhumanresources administration.
• Comprehensiveunderstandingofhumancapitalmanagementforcertified, classified, administrative, professional, and support personnel.
• KnowledgeofGeorgiapubliceducationpersonnelpracticesandrequirements, including GaPSC certification and licensure processes.
• KnowledgeofapplicablefederalandGeorgiaemploymentlaws,regulations, personnel requirements, and professional standards affecting public school employees.
• Understandingofeducatorethicsandprofessionalresponsibilitiesapplicableto employees serving Georgia public schools.
• Knowledge of school staffing allocations, position control, enrollment-driven staffing,salaryschedules,contracts,certificationrequirements,andpersonnel calendars.
• Abilitytodevelophumancapitalstrategiesthatsupportstudentachievement and district strategic priorities.
• AbilitytoanticipateK-12workforceneedsanddevelopshort-termandlong-term recruitment, staffing, and retention strategies.
• AbilitytoprovidesoundadvicetotheSuperintendentregardingsensitiveand complex personnel matters.
• Abilitytodevelopstrongpartnershipswithprincipalsandprovideresponsive HR services to schools.
• Exceptionaljudgment,discretion,professionalism,confidentiality,and interpersonal skills.
• Strong knowledge of employee relations, workplace investigations, performancemanagement,correctiveaction,andconflictresolution.
• Abilitytointerpretworkfodanduseanalyticstoinformstaffing, recruitment, retention, compensation, and organizational decisions.
• AbilitytocommunicateeffectivelywiththeSuperintendent,BoardofEducation, Superintendent's Cabinet, principals, employees, applicants, community stakeholders, legal counsel, and state agencies.
• DemonstratedabilitytoleadorganizationalchangeandimproveHRsystems, practices, processes, and customer service.

Strongexecutiveleadership,strategicplanning,analytical,organizational,and problem-solving skills.

Work Experience

• 10yearsofprogressivelyresponsiblehumanresourcesexperience,including substantial human resources leadership experience in a K-12 public school district or comparable K-12 educational organization (Required)
• Demonstrated experience administering K-12 human resources functions, including certified and classified staffing, educator certification and licensure, recruitment,employeerelations,performancemanagement,personnelactions, and employment compliance (Required)

Demonstratedexperience workingdirectlywithaSuperintendent,principals, school-basedadministrators,districtleadership,andaBoardofEducationon personnel and workforce matters (Required)

• ExperienceinterpretingandimplementingGeorgiarequirementsaffecting public school personnel, including GaPSC certification requirements and applicable state and federal employment requirements (Preferred)
• Executive-levelhumanresourcesexperienceinalarge,diverse,andcomplex public school district (Preferred)

ExperiencesupervisingmultipleHRfunctionsandprofessionalHRteams (Preferred)

ESSENTIAL JOB DUTIES :

ExecutiveLeadershipandSuperintendent Support

• ReportdirectlytotheSuperintendentandserveasthedistrict'sseniorexecutiveresponsibleforhuman resources and human capital management.
• ServeasamemberoftheSuperintendent'sCabinet.
• ServeastheSuperintendent'ssenioradvisoronworkforcestrategy,personnelmatters,organizational structure, staffing, employee relations, compensation, compliance, and human capital risks.
• KeeptheSuperintendentinformedofsignificantpersonnelmatters,workforcetrends,emergingrisks, compliance issues, and recommended actions.
• ProvidetheSuperintendentandSuperintendent'sCabinetwithtimelyworkforcedata,analysis, projections, and recommendations to support districtwide decision-making.
• CollaboratewithmembersoftheSuperintendent'sCabinettoalignhumanresourcesstrategieswiththe district's academic, operational, financial, and strategic priorities.
• CarryoutpersonnelandhumancapitalprioritiesestablishedbytheSuperintendentandBoardof Education.
• RepresenttheSuperintendentanddistrictonhumanresourcesmatterswithappropriatestateagencies, professional organizations, educational institutions, and community partners.
• Maintainappropriateconfidentialityregardingpersonnel,legal,Cabinet,andothersensitivedistrict matters.

StrategicK-12HumanCapitalManagement

• Developandexecuteacomprehensivehumancapitalstrategyalignedwiththedistrict'seducational mission, strategic plan, student needs, and school improvement priorities.
• PartnerwiththeSuperintendent,principals,anddistrictleaderstoidentifycurrentandfutureworkforce needs.
• Alignstaffingandhumancapitalstrategieswithenrollment,instructionalprograms,studentneeds, school improvement priorities, and available financial resources.
• Developannualandmulti-yearworkforceplansforcertifiedandclassified positions.
• Analyzevacancies,turnover,retirementeligibility,staffingpatterns,employeedemographics,andother workforce indicators.
• IdentifyemergingworkforcechallengesandrecommendproactivesolutionstotheSuperintendent.
• EstablishmeasurableHRperformanceindicatorsandregularlyevaluatetheeffectivenessofhuman resources strategies and services.

Recruitment,Staffing,andRetention

• Leaddistrictwiderecruitment,selection,staffing,placement,andretentionstrategiesforcertifiedand classified personnel.
• Collaboratedirectlywithprincipalstoidentifystaffingneedsandensureschoolsareappropriately staffed.
• EstablishannualstaffingandhiringtimelinesalignedwiththeK-12instructionalcalendar.
• Developyear-roundrecruitmentstrat...