Director of Human Resources

Role Summary

Christ Church Episcopal School (CCES) is seeking a Director of Human Resources to lead a highly visible role providing overall HR direction for all employees of the school.

The Director works closely with the school leadership in the design, assessment, and refinement of programs and policies and directs initiatives to support employee orientation, morale, school culture, and workplace satisfaction. Responsible for performance management, employee relations, employment policies, and monitoring compliance with applicable regulatory requirements and employment laws, the Director also monitors and benchmarks benefits and compensation within the industry, working to keep the school competitive and well-regarded by both current and prospective employees.

Christ Church Episcopal School

Founded in 1959, CCES enrolls over 1,200 students in Primer (K5) through grade twelve. CCES is an International Baccalaureate (IB) World School, offering IB courses and is accredited by SAIS (Southern Association of Independent Schools). The Upper School also offers AP courses and is a member of the Global Online Academy. As an Episcopal school, CCES is committed to developing the full range of students’ abilities and interests: intellectual, artistic, athletic, spiritual, and the critical character traits that ensure a fulfilling life. Admission to the school is competitive, and both our parents and students value achievement and community.

Essential Functions

Strategic Leadership

• Collaborates with senior leadership to understand the school’s goals and strategy for staffing, talent acquisition, and retention;
• Assesses current human resources functionality, efficiency, and stakeholder/institutional needs;
• Develops and implements strategic HR goals and objectives that are aligned with the school’s mission, goals, and values;
• Implements necessary changes for any and all areas that enhance the employee experience;
• Displays a high level of effort and commitment to performing work; operates effectively within the organizational structure; demonstrates trustworthiness and responsible behavior;
• Conducts research, benchmarking, and analysis on trends (e.g. compensation, strategic benefits for employees) in similarly situated independent schools;
• Manages a budget to ensure spending is consistent with organizational needs and reflects good stewardship in the management of school resources;
• Builds effective working relationships with faculty and staff at all levels providing advice and guidance on a broad range of issues, particularly related to workplace culture and productivity, fostering the development of others, and facilitating teamwork and collaboration.

Policy

• Strategically develops, recommends, and administers human resources policies and procedures for all school personnel;
• Responds to inquiries regarding policies, procedures, and programs.

Talent Acquisition and Retention

• Establishes hiring, onboarding, retention, and other employment practices and policies in collaboration with the Associate Head of School and departmental/divisional leaders; serves as a strategic partner to administrators and managers.
• Develops talent management strategies to attract and retain top talent.

Compensation & Benefits

• Oversees compensation strategy and ensures competitive and equitable pay practices;
• Evaluates the school’s benefits package to ensure that benefits offered meet strategic objectives;
• Strategically assesses employee benefit plans and oversees plan-related communications to employees including plan documents, summary plan descriptions, regulatory filings, and the annual benefits open enrollment;
• Manages outsourced vendor relationships and administration of the school’s health, welfare, and retirement plans to ensure optimal service and cost-effective programs;
• Other duties as assigned by the Head of School.

Performance Management

• Oversees the performance management process that meets the needs of each department and is supported by consistent systems, tools, and processes alongside the Associate Head of School;
• Provides strategic coaching to leaders on people management skills; helps evaluate and identify ways to maximize performance of individuals and work groups.

Employee Relations

• Overall responsibility for employee relations, conflict resolution,and workplace issues; 
• Provides direction in the performance management process, guiding employees and supervisors through the employee grievance process, and managing the employee separation and offboarding process;
• Counsels and coaches the Head of School and other senior administrators on employment policies and practices and other regulatory and employee relations-related matters ensuring consistent application across the school;
• Advises on and develops benefits education training, mentoring and other developmental opportunities for employees based on school needs;
• Fosters a culture of respect, engagement, and accountability;
• Develops and supports programs that promote an inclusive workforce culture;
• Directs and maintains various activities designed to promote and maintain a high level of employee morale.

HR Compliance & Policy Development

• Advises management to ensure compliance with all federal, state, and local laws related to employee benefits, compensation, employment, and training. Remains current with changes in human resource and employment laws;
• Works with school leadership to review and update employee handbooks, policies, and procedures regularly.

HR Systems

• Oversees HR systems and payroll operations in partnership with the Payroll & Benefits Administrator to ensure they meet the needs of the school;
• Ensures accurate and timely payroll processing and data integrity within HR systems;
• Assesses and implements full functionality of our HRIS systems, Isolved;
• Identifies and implements HR technology solutions to improve efficiencies;
• Ensures that personnel records for all school employees are maintained in a confidential environment and provides a consistent, comprehensive, efficient, accurate, and current record of all matters pertinent to employment.

Risk Management

• Partners with school leadership to manage employee safety, risk management, and compliance initiatives;
• Manages and oversees workers’ compensation claims and reporting, ensuring timely and accurate documentation and communication with relevant parties;
• Supports crisis response and emergency preparedness plans related to HR functions.

Skills and Abilities

• Excellent verbal and written communication skills;
• Excellent interpersonal and negotiation skills;
• Strong time management skills with a proven ability to meet deadlines;
• Strong knowledge of employment laws, HR best practices, and compliance;
• Ability to adapt to the needs of the school;
• Ability to prioritize tasks and to delegate them, when appropriate;
• Must be cooperative and service oriented;
• Must be resourceful in problem solving;
• Commitment to confidentiality and ethical standards;
• Possess objective judgment that is thoughtful, tactful, and discreet in approach.

Experience/Education Requirements

• Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s degree preferred;
• At least five years of human resource management experience is required;
• HR certifications are highly preferred.

Additional Information

• Competitive salary and benefits commensurate with experience and expertise.
• CCES is a smoke-free, drug-free workplace. Faculty and staff hiring practices are in compliance with SAIS standards and NAIS Principles of Good Practice, as well as the principle of equal opportunity employment. It is the school’s policy to employ staff, administrators, and faculty based on their qualifications, experience, knowledge, and ability to perform essential functions of the job. Decisions regarding recruitment, selection, placement, and transfers are based on job-related criteria without regard to the individual’s sex, race, color, national or ethnic origin, creed, religion, sexual orientation, or any handicap unrelated to the individual’s ability to perform the essential functions of the job.
• The Director of Human Resources will begin work on or before July 1, 2025.

Contact Information