Director of Human Resources

Georgetown Day School opened its doors in 1945 as the first integrated school in a segregated city. Governed by a Board of Trustees elected by the parent body and administered by an appointed Head of School, it was founded by seven families who wanted to create a school committed not only to academic excellence and educational innovation but also to a value system emphasizing appreciation and respect for others. Believing that diversity was the ground out of which all deep and rich learning occurs, they established a school where all children would be welcome, celebrated, and challenged to be their best selves.
 
Today, the School's philosophy, programs, and position in the national educational landscape strongly reflect its roots. Having grown from 12 children in 1945 to 1075 students in PK-12 today, GDS is recognized as one of Washington, D.C.’s and the nation’s most dynamic educational institutions.
 

THE POSITION

Georgetown Day School (GDS) is now accepting applications for its newly created position, Director of Human Resources. The ideal candidate will be a human resources generalist with labor relations experience who can provide a comprehensive range of Human Resources capability in support of the school’s employees.

The Director of Human Resources will be a proven seasoned professional with high integrity, strong interpersonal, and leadership skills. Reporting to the Chief Financial Officer (CFO), this position is responsible for oversight of all aspects of the human resources function, including personnel administration, recruiting, retention, termination, personnel records, legal compliance, boundaries training, policy development, compensation, benefits, performance review management and employee relations.

The Director of Human Resources will ensure that employee satisfaction and performance remain at the highest levels so that our students will continue to receive an extraordinary educational experience. The Director of Human Resources will be an authentic and cognizant leader who will work with school leadership to develop policies that attract, support, retain and reward excellent personnel.

Founded in 1945 Georgetown Day School was founded as the first integrated school in Washington, DC, and our School’s longstanding commitment to diversity, equity, and inclusion are grounded in that history. GDS founders envisioned a school in which children would learn joyfully, in which they would be meaningfully challenged, and in which their education would prepare them to engage as changemakers locally, nationally, and globally. They established GDS as a school where children love to learn and learn to change the world.

Leading and working with dynamic and engaged employees, the Director of Human Resources is charged with administering day-to-day HR operations as well as formulating a clear and compelling vision for the future of Human Resources at GDS. As a school guided by the principles of diversity, equity, and inclusion, our Director of Human Resources should also embrace, respect, and have a willingness to immerse further into these important values.

The Director of Human Resources will ensure that the Human-Resources Department helps fulfill GDS’s goal of attracting, motivating and retaining employees with an outstanding commitment to excellence, who are aligned to GDS’s core values and mission.   

 

ESSENTIAL RESPONSIBILITIES

Leadership

· Providing school leadership with the current HR perspective in helping influence operational decisions.

·Propose and implement initiatives to enhance and strengthen the HR function at the school.

· Advise the school leadership on policies and practices that support a culture of excellence.

· Ensure that policies and practices are applied consistently across departments for all employees.

· Ensure that employees are provided professional, courteous, and timely support and service.

HR Administration

·Supervise one Human Resources Manager and one Human Resources Coordinator.

·Guide school and employees’ actions by ensuring ready access to current policies, procedures, practices and guidelines in the school’s Employment Handbook.

·Research and recommend updates to the school’s employment practices and develop written policies once adopted.

·Annually review, update and publish the Employee Handbook, utilizing legal counsel as needed, and ensure the collection of employees’ acknowledgment of receipt.

·Provide ongoing guidance, counsel and training to school leadership and supervisors with work performance issues, disciplinary procedures, policy interpretation and compliance.

·Coach supervisors in areas of workplace conflict resolution and progressive discipline; advise Head of School and Planning Group when disciplinary issues arise.

·Make recommendations as needed for employees’ safety, welfare, wellness and health.

·Provide oversight of the recruitment process to ensure consistency and alignment with best hiring practices.

·Coordinate new employee orientation efforts in a way that allows new members of our community to understand our GDS culture.

·Working closely with legal counsel, manage the separation process for both voluntary and involuntary terminations, and conduct exit interviews.

·Provide oversight of performance evaluation process to include development of job descriptions, goal-setting, performance appraisals and corrective action.

·Provide guidance and support to managers on communicating performance feedback, ensuring that feedback is incorporated in continuous improvement of the performance evaluation process.

·Work with faculty and staff to ensure impactful professional development.

Employment Law and Compliance

·Ensure that employment practices comply with federal, state and local laws and that all employees are informed about statutory labor laws.

·Conduct or facilitate school-wide compliance and risk management training including, EEOC, workplace harassment, boundary training, workplace safety and other areas, as needed.

·Oversee administration of retirement plans and offering oversight to the GDS Benefits Subcommittee to ensure regulatory and plan document compliance.

·Conduct periodic reviews of retirement plan investments and coordinate implementation of approved changes with plan advisors (Raffa) and plan administrators (TIAA).

  • Respond to questions from external plan auditor (RSM) and ensures compliance with mandatory enrollment provisions stipulated by the DC plan;
  • Plans, schedules and implements external training for employees on topics related to saving and investing for retirement. 

·Oversee administration of FMLA, statutory disability, and Workers’ Compensation.

·Routinely research, discover and apply federal, state and local leave-law changes (such as the recently adopted CARES Act.)

·Ensure that all positions have accurate written job descriptions on file and correct FLSA classification of jobs.

·Provide documentation required for annual financial audit.

·Ensure seamless coordination with Business Office operations.

Compensation and Benefits

·Perform a comprehensive evaluation of compensation and benefits in support of making recommendations about salary grades and levels that ensure internal equity and market competitiveness.

Ensures that compensation practices do not violate the FLSA wage and hour laws

·Ensure that effective internal controls over payroll and benefit processing are maintained.

·Coordinate the annual employee employment contract process, ensuring their timely distribution.

·Maintain compensation data for school; provide salary recommendations based upon industry benchmarking and research as needed.

·Establish protocols for proper documentation of reference checks and background checks (using HireRight and in-house Fingerprinting services).

· Administer benefits programs including, but not limited to, health, dental and vision insurance, HAS, FSA, 403(b) Retirement Plan, Disability, Life/ADD, FMLA, CARES, COBRA, etc.

·Manages the issuance of all part-time casual-worker contracts, ensuring accurate and timely payroll setup. Work closely with Auxiliary programs on issues related to compensation, hiring and terminations.

  • Counsels employees on benefit plan provisions, including medical, dental, vision, long term disability, life, employee assisted housing, flexible spending accounts, retirement plans, commuting benefits, paid time off and voluntary benefits such as legal, supplemental life, long term care insurance.

Record Keeping and Reporting

· Maintain secure and confidential documentation for all personnel and employment related transactions such as hires, promotions, transfers, performance reviews, terminations.

·Ensure accurate tracking and reporting of sick leave, personal days and vacation.

·Maintain key statistical data on the workforce.

  • Prepares human resources component of annual surveys for NAIS (DASL), AIMS, AISGW, INDEX, NBOA, and CIS with employees’ salaries, benefits, FTEs, demographics, and diversity information.

·Create and prepare ad hoc reports to school leadership.

·Complete surveys requiring this data and be able to use surveys as benchmarking tools.

·Ensure compliance with I-9 verification procedures, and school requirements for background checks and fingerprinting.

·Ensure collection and retention of all benefit and regulatory compliance paperwork.

  • Provides coaching to management in appropriate resolution of employee relations issues Responds to inquiries regarding policies, procedures, and programs. Provides coaching to leaders on people management skills; help evaluate and identify ways to maximize performance of individuals and work groups.

·Function as GDS’ employee incident intake coordinator and employee-relations representative, who listens to employee concerns and provides feedback to managers to ensure corrective action is taken.  Guides staff employees and supervisors through the staff grievance procedures; Provides feedback on employee morale issues to the CFO and HOS, indicating corrective action to resolve any problem areas; act as a representative of management and as an advocate for employees.

  • Develops human resources solutions by collecting and analyzing information; recommending courses of action; improves manager and employee performance by identifying and clarifying problems; evaluating potential solutions and implementing selected solution.

REQUIRED QUALIFICATIONS

·BA/BS degree or Master’s degree (preferred) in human resources or a related field.

·License/Certification: PHR/SPHR or SHRM CP/SCP is a strong plus.

·At least 10 years of progressively responsible experience human resources management.

·A comprehensive understanding of personnel management and best practices in human resources.

·Experience in the practice of human resources management in an educational setting is a plus.

·Solid understanding of all relevant labor laws, including federal, state and local labor, employment and wage and hour laws.

·Record of demonstrating ethics and integrity in the workplace, inspiring the trust of others and upholding an organization’s values.

·A high degree of professionalism, discretion, and the ability maintain the confidentiality of sensitive information.

·Excellent oral, listening, administrative, and written communication skills.

·Excellent interpersonal skills with the ability to maintain effective, uplifting and motivating relationships with employees.

·Excellent analytical and problem-solving skills with the ability to manage projects from conception to implementation.

·Ability to use judgment that is consistent with school culture, standards, practices, policies, procedures, regulations and/or government law.

·Ability to coach employees through complex, difficult, and sensitive issues.

·Expert management of multiple priorities, functions and activities.

·Proficiency in MS Office; knowledge of Google Docs, and experience with UltiPro (or equivalent HRMS platforms).

  • Uncommon commitment to customer service.

·Satisfactory completion of pre-employment background check.

·Ability to work in a highly stressful environment, dealing with a wide variety of challenges, deadlines and with a varied and diverse population.

Guided by our mission, Georgetown Day School honors the integrity of each individual within a diverse school community and is committed to maintaining an environment in which the worth of all people are respected and valued. To that end, discrimination in any form, such as that based on race, color, ethnicity, religion, creed, gender, gender identity, sexual orientation, age, marital or familial status, unemployment or socio-economic status, or any other category protected by applicable federal, state or local law will not be tolerated. Georgetown Day School is an Equal Opportunity Employer.

 

Salary is competitive and commensurate with experience. Full benefits package.

 

Qualified applicants should apply online by submitting a letter of interest, resume and a list of three professional references to the GDS CFO: jhouser@gds.org. No phone calls please.

How to Apply

Georgetown Day School does not discriminate in its educational, admissions, and personnel programs and policies or activities on the basis of race, color, national or ethnic origin, age, religion or religious creed, sexual orientation, gender identity and/or expression, disability or any other characteristic protected under applicable federal, state or local law.

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