Director of Human Resources

Penns Grove Carneys Point Regional School District | Penns Grove, NJ


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Posted Date 3/17/2023
Expiration Date4/10/2023

Title Director of Human Resources


JOB GOALS: Under the direction of the Superintendent, the Chief Human Resources Officer plans, organizes, manages, and directs all aspects of the operation of the Division of Human Resources for the following departments: Certificated Personnel; Classified Personnel; Recruitment and Diversity, Leadership Development, and HR Data Management.

Recruiting, screening, interviewing, and placement of personnel; communicating with colleges/universities, vocational/trade schools and apprenticeship programs; conducting personnel investigations; responding to uniform complaints and public charges; recommending discipline; developing a leadership development program; career ladder/ advancement; mandated professional development; and complying with federal and state laws, and district regulations, policies, and procedures; and, regular interaction with administrators, other district staff, Directors, community leaders, parents, patrons, and vendors.


  1. A Master’s Degree (minimum) or doctorate in educational administration/leadership, curriculum and instruction, human resources, public administration, or personnel administration.
  1. Valid New Jersey certification as a Chief School Administrator
  1. Five years of administrative experience in schools.
  1. Five years of experience in central office administration.
  1. Minimum of five years of progressively more responsible administrative experience working with personnel issues in human resources and/or other job-related occupations in a school district central office.
  1. Documented leadership ability in school administration, instructional strategies and assessment, curriculum development, professional development, grant development, program evaluation and improvement, supervision and evaluation, and educational technology.
  1. Excellent interpersonal communication and organizational skills with demonstrated initiative, leadership and business ethics.
  1. Thorough knowledge of:
  1. Effective practices in the field of human resources, including recruitment, selection, and staffing, affirmative action, Title IX, equal opportunity employer, and staff diversity; job placement; staff training and development; staff attendance, employee remediation and discipline, and Family Leave requirements;
  2. NJ Department of Education Teacher/Administrator certification requirements, Provisional Teacher Program and mentoring requirements, and NJ Department of Education requirements for evaluation of educational staff;
  3. Tenure and Seniority laws governing school district employees in New Jersey;
  4. Collective bargaining process and procedures;
  5. Student Registration/Enrollment process, Domicile regulations, McKinney-Vento, and Division of Child Protection and Permanency Laws,
  1. Pass mandatory pre-employment physical, including drug screening in accordance with N.J.S.A.18A: 16-2(b)
  1. Pass mandatory criminal history screening in accordance with 18A:6-7.1.
  1. Consistent attendance as defined by the New Jersey Department of Education.
  1. Proficient with Microsoft Office, Google, and general computer skills.
  1. Ability to travel to all buildings throughout the day.


  1. Serve as the primary liaison with staff and management regarding personnel-related issues and questions.
  1. Act as the McKinney Vento liaison investigating all enrollments in the district and communicating with other school districts regarding homelessness, tuition, CP & P, and foster placement.
  1. Serves as the Division of Child Protection & Permanency liaison for the district.
  1. Plans, develops, administers, and oversees staff record-keeping programs and procedures. concerning certification, mentoring, and attendance for district staff.
  1. Serves as the Affirmative Action Officer, 504 Coordinator, and Title IX Officer, and Safe Schools Officer.
  1. Works with the Special Services Director to address staff requests for work accommodations consistent with Section 504 of the Rehabilitation Act of 1973 and related State and Federal laws.
  1. Assists with the development and presentation of in-service programs for administration in the area of contract management, sexual harassment, and conducting other required workshops for personnel.
  1. Provides district-level leadership in attracting and retaining a highly qualified and diverse workforce, including communicating with colleges/universities, vocational/trade schools, and apprenticeship programs.
  1. Directs the preparation of personnel and employment reports, employee handbooks, orientation manuals, and other publications on employee working conditions and benefits.
  1. Develops job descriptions for new positions and assists in the review and revision of existing positions and their respective job descriptions. Maintain and update the job description manual online.
  1. Assists in collective bargaining and in resolving grievances in accordance with District and Board of Education policy and negotiated agreements.
  1. Monitors the credentialing and assignments of all personnel as required by the Education Code, including the district substitute system.
  1. Assists in resolving grievances in accordance with District and Board of Education policy and negotiated agreements.
  1. Prepares budget-related information needed for staff, equipment, materials, and supplies for the Human Resources Department.
  1. Ensures district compliance with governmental statutes, rules, and regulations pertaining to personnel administration, FMLA, NJFLA, and other relevant employment requirements.
  1. Responds to questionnaires, surveys, and/or correspondence from research organizations, professional groups, and government agencies requesting information related to the school district’s human resources program.
  1. Prepares and distributes district staff vacancy notices and advertisements to solicit applications.
  1. In consultation with appropriate district administrators, projects annual staffing needs of the school district.
  1. Establishes and maintains working relationships with building and district administration, governmental agencies, and community organizations.
  1. Evaluates the performance of personnel as assigned by the superintendent.
  1. Recommends personnel procedures and administrative techniques for staff recruitment, selection, placement, training, and induction of personnel.
  1. Assists with the development and implementation of Provisional Teacher mentoring requirements.
  1. Directs the screening, interview, and selection process for all schools and departments, and ensures that all positions are filled within adopted budgets and timelines.
  1. Develops and implements the staff recognition program, staff orientation program, and substitute manual.
  1. Coordinates the functions of Human Resources with the Business Office, Special Services, and other departments of the district, as necessary.
  2. Directs the preparation and maintenance of a variety of narrative and statistical reports (including state and federal reports as required), records, and files; prepares agendas and memos; and maintains all documentation reflecting agreements entered into by the Division of Human Resources.
  1. Develops leadership programs for future leaders in the district.
  1. Develops and implements long- and short-term plans and activities to anticipate and accommodate the district's personnel needs efficiently and effectively.
  1. Oversees the District enrollment process for accuracy, ensuring the process and procedures are updated and aligned with the student’s informational system and state guidelines.
  1. Implements the provisions of the Nondiscrimination/Affirmative Action/Sexual Harassment Policy in all instructional matters with the support of the Assistant Superintendent.
  1. Performs all other duties as assigned by the Superintendent of Schools.

TERMS OF EMPLOYMENT: 12-Month; Confidential position. The occupant of this position has ongoing access to information of a confidential nature, which, if revealed, would harm the labor relations efforts of the Board of Education in the preparation and conduct of negotiations with various bargaining units and the investigation, resolution, and arbitration of grievances.

EVALUATION: Annually by the Superintendent of Schools and in accordance with Board of Education Policy

SALARY: Salary to be determined by experience and expertise

Type of Job (K-12 or Higher Ed.)

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