Director Of Human Resources jobs at Stanford University - 95 jobs

**Vice Provost for Student Affairs, Stanford, California, United States** **New** Student Services Post Date 4 days ago Requisition # 107998 **Introduction** Stanford University has an immediate opening for the Director for Employer Relations and Outcomes (ERO) in the Stanford Career Education center. This position is part of the Division of Student Affairs, which supports many student experiences outside the classroom in our residences, community centers, student organizations, health center, career education center, and more. We are making significant changes on campus to engage employers as they increase in-person recruiting and student engagement. The university via Stanford Career Education (CareerEd) is building the employer relations to increase student access to internships, jobs, and networking. The ERO Director will focus on employer engagement and strengthen resources that allow Stanford students to translate their student experience into effective career development. **Why Apply** The university is seeking a well-rounded and experienced professional to manage the ERO team, resources, and employer relations. This person will have demonstrated experience, judgment, and skills to work successfully with a range of stakeholders including employers, campus partners, students, alumni, and the CareerEd team. This is a continuing leadership role with the opportunity to define employer relations during a dynamic time in our regional and national economy and in university recruiting. In addition, the ERO Director will work with colleagues via the Ivy+ and Atlantic Coast Conference, providing and gaining strategic planning to benefit employer relations. This position reports to Assistant Vice Provost and Executive Director for Stanford Career Education, and will be an active partner in the center's leadership team. **In this role, you will:** Provide the strategic management to lead the Employer Relations and Outcomes (ERO) team of Stanford Career Education (aka, CareerEd). Ensure oversight of online systems, employer relationships, and employment opportunities that contribute to the career success of Stanford students and recent alumni. **To be successful in this role, you will bring:** Bachelor's degree and eight years of relevant experience, or a combination of education and relevant experience. + Advanced computer skills and demonstrated experience with office software, online platforms focused on student- and employer engagement, email applications, and the use of shared file systems, such as Google. + Commitment to accuracy, honesty, and integrity in fulfilling this role. + Demonstrated experience managing people. + Demonstrated experience in using research to provide informed decision making and outcomes reporting. + Excellent organizational skills. + Strong verbal and written communication skills. + Excellent customer service and interpersonal skills. + Ability to prioritize, multi-task, and assign work to others. + Ability to take initiative and ownership of projects. + Ability to routinely and independently exercise sound judgment in decision making. **Preferred Qualifications:** + Experience in a higher education setting, with a focus on engagement with external stakeholders. + Experience with Handshake or other online portals that engage multiple stakeholders and resources. + Experience with managing teams of three to six team members. **WORKING CONDITIONS:** This is a hybrid position which requires a minimum 3 days of on-site work per week. If applicable: + This position requires work on evenings and weekends. + This position requires a driver's license and the ability to drive a golf cart or vehicle. *Consistent with its obligations under the law, the University will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of the job. **WORK STANDARDS:** + Interpersonal Skills: Demonstrates the ability to work well with Stanford colleagues and clients and with external organizations. + Promote Culture of Safety: Demonstrates commitment to personal responsibility and value for safety; communicates safety concerns; uses and promotes safe behaviors based on training and lessons learned. + Subject to and expected to comply with all applicable University policies and procedures, including but not limited to the personnel policies and other policies found in the University's Administrative Guide,******************************* The expected pay range for this position is $145, 901.65 to $151,000 per annum/hour. Stanford University provides pay ranges representing its good faith estimate of the salary or hourly wage the university reasonably expects to pay for a position upon hire. The pay offered to a selected candidate will be determined based on factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, geographic location and external market pay for comparable jobs. At Stanford University, base pay represents only one aspect of the comprehensive rewards package. **HOW TO APPLY:** To apply, click on the "Apply for Job" button. To be considered, please submit your résumé and a one-page cover letter along with your online application. **For full consideration, apply by February 13, 2026.** _The job duties listed are typical examples of work performed by positions in this job classification and are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Specific duties and responsibilities may vary depending on department or program needs without changing the general nature and scope of the job or level of responsibility. Employees may also perform other duties as assigned._ _Consistent with its obligations under the law, the University will provide reasonable accommodations to applicants and employees with disabilities. Applicants requiring a reasonable accommodation for any part of the application or hiring process should contact Stanford University Human Resources by submitting a_ _contact form_ _._ _Stanford is an equal employment opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law._ Additional Information + **Schedule: Full-time** + **Job Code: 7507** + **Employee Status: Regular** + **Grade: K** + **Requisition ID: 107998** + **Work Arrangement : Hybrid Eligible**

A dynamic educational organization is seeking a Director of HR Business Partnering to lead a team of HR Business Partners. This strategic role involves acting as an advisor to senior leaders, enhancing organizational effectiveness, and managing HR processes. Ideal candidates should have extensive experience in HR strategy and team leadership, with strong coaching and analytical skills. This position is remote, offering a competitive salary range of $163,000 to $179,000. #J-18808-Ljbffr

Beloved by young trendsetters and celebrities worldwide, Cider stands as one of the fastest-growing fashion brands today, with a following exceeding 7 million. Founded in 2020 and rooted in Los Angeles, we proudly serve customers in over 130 countries, offering a diverse range of styles from sizes XXS to 4XL. With our innovative smart fashion technology, Cider is leading the way towards a zero-inventory future, minimizing production waste without compromising quality. Our unique "Pick A Mood" collections transform everyday moods into captivating style statements, engaging the next generation and cementing our position as a Gen-Z favorite. We are seeking a seasoned and strategic Human Resources Business Partner (HRBP) to join our team in Los Angeles. This role is instrumental in supporting our U.S. retail and corporate operations, with a focus on recruitment, performance management, and HR compliance-especially within California. The ideal candidate will bring deep knowledge of U.S. and California employment laws and experience partnering with business teams Key Responsibilities: Serve as a trusted HR advisor to business leaders and employees, especially in retail operations Lead full-cycle recruitment efforts for store and corporate roles, including sourcing, interviewing, and offer negotiation Partner with HQ and local teams to support and localize employee training programs Design and implement store-level performance management frameworks aligned with business goals Ensure HR policies, practices, and documentation are fully compliant with California and broader U.S. labor laws Handle employee relations matters with sensitivity and in accordance with legal requirements Support cross-border HR initiatives in coordination with global teams Provide bilingual support for internal communication, documentation, and training Qualifications: 3-5 years of progressive HR experience, including direct HRBP responsibilities In-depth understanding of California employment laws and general U.S. HR compliance requirements Strong experience in recruitment and talent acquisition strategies Exposure to employee training development or facilitation (light involvement is acceptable) Experience designing or executing performance management systems, preferably in a retail or multi-site environment Excellent interpersonal and problem-solving skills Fluent in both English and Mandarin Chinese, with strong verbal and written communication skills Bachelor's degree in Human Resources, Business Administration, or a related field

A prominent academic institution in Palo Alto is seeking a Director for Employer Relations and Outcomes to lead the ERO team in enhancing employer engagement and student career development. Candidates should possess a Bachelor's degree, extensive relevant experience, advanced communication skills, and be capable of managing various stakeholders. This hybrid role offers a competitive salary between $145,901.65 and $151,000, demands occasional evening and weekend hours, and emphasizes commitment to diversity and inclusion. #J-18808-Ljbffr

Are you looking for an opportunity to advance your career while working with an extraordinary team? At Merakey, we put heart and soul into everything we do. We are seeking a Director of HR Compliance to join our team. This is a full-time remote position available to candidates residing in PA, NJ, or DE. Travel up to 25% as needed. Salary range starting at $130,000. The Director of HR Compliance plays a critical leadership role in ensuring that our nonprofit organization adheres to all applicable employment laws, ethical standards, and internal policies. This position is responsible for developing and maintaining a culture of compliance and accountability, while supporting our mission-driven work and values. The Director will work closely with HR, Legal, Finance, and Program teams to ensure that our people practices are equitable, transparent, and legally sound. Compliance Oversight: Ensure organizational compliance with federal, state, and local employment laws and nonprofit-specific regulations (e.g., FLSA, Title VII, FMLA and other leave mandates). Policy Development & Implementation: Create, update, and enforce HR policies and procedures that reflect nonprofit best practices and legal requirements. Training & Capacity Building: Develop and deliver training programs for staff and leadership on compliance topics such as anti-discrimination, harassment prevention, wage and hour laws, and ethical conduct. Audit & Risk Management: Conduct regular internal audits of HR practices, personnel files, HR Case files, and compensation structures. Identify and mitigate compliance risks. Investigations & Resolution: Oversee employee investigation process. Ensure timely, fair, and legally sound resolution processes. Reporting & Documentation: Maintain accurate records and prepare reports for internal leadership, funders, and regulatory agencies as needed. Collaboration & Advisory: Serve as a trusted advisor to leadership on compliance-related matters. Collaborate with Legal, Finance, and Program teams to ensure alignment with organizational goals and funding requirements. Benefits Merakey offers generous benefits that promote well-being, financial security, and work-life balance, including: Comprehensive medical, dental, and vision coverage, plus access to healthcare advocacy support. Retirement plan -- both pre-tax and Roth (after-tax) options available for employee contributions. DailyPay -- access your pay when you need it! On the Goga well-being platform, featuring self-care tools and resources. Access Care.com for backup childcare, elder care, and household services. Confidential counseling, legal, and financial services through our Employee Assistance Program (EAP). Tuition reimbursement and educational partnerships. Employee discounts and savings programs on entertainment, travel, and lifestyle. Access to Pryor Online Learning for free online personal development classes. Learn more about our full benefits package - **************************************** About Merakey Merakey is a non-profit provider of developmental, behavioral health, and education services. More than 8,000 employees provide support to nearly 40,000 individuals and families throughout 12 states across the country each year. Click here to watch a video about Merakey. Merakey strictly follows a zero-tolerance policy for abuse. Merakey is proud to be an Equal Opportunity Employer! We deeply value diversity and do not discriminate on the basis of race, religion, color, national origin, ethnic background, sex, gender, gender identity, sexual orientation, age, marital status, veteran status, genetic information, or disability status. Moreover, we are committed to creating teams that reflect the diversity of the communities we serve and encourage applicants from underrepresented backgrounds to apply. Merakey welcomes all Veterans to apply!

Description PLEASE NOTE: A COVER LETTER IS REQUIRED TO BE CONSIDERED FOR THIS POSITION. The cover letter should be no longer than one page and include: Example(s) of successful navigation of complex talent/HR issues Example(s) of your commitment to racial equity Example(s) of how you coach and manage your teams Position SummaryThe Director of HR Employee Relations serves as the senior-most leader that will lead the design and execution of KIPP NorCal's employee relations strategy, fostering a positive, inclusive, and legally compliant work environment, in alignment with our values of excellence, equity, courage, and compassion, for over 1100 staff members. This role will provide expert guidance on conflict resolution, employee counseling, and complex workplace issues, while also ensuring adherence to all applicable employment laws and policies. The Director will train and coach managers and school leaders on best practices in employee relations, lead high-level investigations, and build the systems, tools, and processes that strengthen the organization's overall employee experience.Reporting to the Chief People Officer, the Director acts as a strategic advisor and decision-maker on matters including investigations, discipline, performance management, terminations, and conflict resolution. The Director directly manages three Associate Directors of Employee Relations and serves on the Total Employee Experience (TEX) leadership team, with responsibility for setting vision, standards, and accountability across all employee relations work.This role requires deep expertise in employee relations, sound judgment in high-stakes situations, and the ability to lead and influence senior leaders across a large, distributed organization.Required Qualifications Mission Oriented - Holds a deep belief in the brilliance of our students and their potential; and in the transformative power of education for liberation. Demonstrates our Regional Support Office values of excellence, equity, courage and compassion. Minimum of 10 years of progressive HR or Employee Relations experience, including significant ownership of complex, high-risk employee relations matters (e.g., investigations, discipline, terminations, performance management, and compliance). Demonstrated experience leading employee relations at scale, supporting large, distributed organizations (1,000+ employees strongly preferred). Proven people management experience, including direct management of senior HR or Employee Relations leaders. Deep working knowledge of California employment law, including investigations, leaves, performance management, discipline, and compliance requirements. Demonstrated ability to exercise independent judgment on sensitive matters and serve as a trusted advisor to senior leaders. Strong commitment to advancing racial equity and embedding diversity, equity, and inclusion principles into employee relations practice. Bachelor's degree required. Preferred Qualifications Graduate degree (JD or comparable advanced degree strongly preferred). SHRM-SCP or other senior-level HR certification. Experience in TK-12 education, nonprofit, or other mission-driven organizations. Knowledge of California credentialing regulations. Essential Functions and ResponsibilitiesEmployee Relations Strategy & Leadership Own and lead the overall employee relations strategy for KIPP NorCal, including systems, standards, and escalation protocols. Serve as the final point of escalation for complex, sensitive, or high-visibility employee relations matters. Determine and own the approach to complex personnel issues, informed by legal guidance and organizational values. Collect, analyze, and interpret employee relations data to identify trends and inform recommendations to the Chief People Officer and senior leadership. Ensure consistent, legally sound, and values-aligned ER practices across school sites and the Regional Support Office (RSO). Counseling, Advising, and Training Serve as the primary decision-maker and advisor to managers, school leaders, and executives on employee relations matters. Provide expert guidance on performance management, disciplinary action, and corrective processes. Design and deliver training for managers and employees on employee relations topics, including workplace behavior, conflict resolution, and policy implementation. Develop manager capability through coaching and targeted professional learning. Investigations, Conflict Resolution & Title IX Maintain and continuously improve KIPP NorCal's escalation and investigation protocols. Lead and oversee thorough investigations into allegations of harassment, discrimination, retaliation, or other workplace misconduct, including: Interviewing involved parties Reviewing documentation and evidence Drafting clear, well-supported investigation reports Maintain strict confidentiality and professionalism throughout all investigations. Develop, recommend, and oversee execution of resolutions in partnership with the Chief People Officer. Facilitate mediations and restorative conversations as appropriate. Serve as KIPP NorCal's Title IX Coordinator and lead all related processes. Tools, Systems & Policy Development Develop and maintain ER tools, protocols, and templates (e.g., investigations, interviews, performance improvement plans). Lead annual updates to the Staff Handbook and ensure policies remain current, compliant, and accessible. Partner with the TEX team and organizational leaders to update and implement policies as needed. Design and facilitate workshops related to performance cycles, policy updates, promotions, and other key people processes. Lead TEX team projects as assigned. Compliance & Legal Matters Ensure ongoing compliance with federal, state, and local employment laws and regulations. Stay current on legal changes and proactively update ER practices as needed. Lead and represent the organization in arbitration proceedings and other formal employment-related processes, as required. Team Leadership & Management Directly manage three Associate Directors of Employee Relations. Set clear expectations for direct reports aligned to Professional Development Plans and TEX team goals. Coach and develop team members to ensure strong performance, consistency, and professional growth. Contribute to setting TEX team goals and aligning departmental priorities with organizational strategy. Support TEX team budget management and participate in hiring for TEX team roles. Model and reinforce a positive, inclusive, and high-performing team culture. Additional Responsibilities Serve as an external representative of KIPP Northern California, as needed. Share employee relations and talent best practices across the national KIPP network. Perform other related duties and special projects as assigned. Physical, Mental and Environmental Demands Physical: Ability to navigate office and school campuses, and hold meetings in different spaces. Traditionally, much of the day involves sitting. Ability to access and utilize technology. Occasional lifting/carrying of equipment up to 20 lbs. Physical agility to move self in various positions in order to execute duties effectively, which may include kneeling, walking, pushing/pulling, squatting, twisting, turning, bending, stooping and reaching overhead. Mental: Stress of deadlines and normal work standards, ability to analyze problems and generate alternatives, work with interruptions, concentrate for long periods of time, read, calculate, perform routine math problems, memorize and recall objects and people. Environmental: Office environment subject to interruptions and distractions. Frequent travel to schools and districts. KIPP adheres to health and safety guidelines as outlined by the CDC, CDE, and public health agencies' recommendations. Important Note for Applicants This role is not an entry-level or early-career HR leadership position. It requires deep experience navigating complex employee relations matters, managing senior HR leaders, and exercising sound judgment in high-risk situations. ClassificationThis is a full-time, exempt position based on a full year calendar cycle, based out of our Regional Support Office (RSO). The RSO currently operates in a hybrid fashion. The Director can expect to work in person 2-3 days per week and remotely or in the field the remaining days, subject to change based on the needs of the role and organization. In the first six months of the role, the Director should expect more in person days to build relationships with school and RSO teams. About KIPP Public Schools Northern CaliforniaWe are a thriving nonprofit network of 23 free, public charter schools open to all students. At KIPP, we believe all children should grow up free to create the future they want for themselves and that schools can and should be a critical factor in making that vision a reality. Together with families and communities, we create joyful, academically excellent schools that prepare students with the skills and confidence to pursue the paths they choose-college, career, and beyond-so they can lead fulfilling lives and build a more just world. Our student community consists of nearly 7,000 elementary, middle, and high school students in East Palo Alto, Oakland, San Francisco, San Lorenzo, San Jose, Redwood City, and Stockton. 79% qualify for free or reduced price lunch, 23% are multilingual learners, and 10% have special needs. We strive to cultivate a representative team of teachers and leaders that reflect our students' diversity.CompensationKIPP Northern California is dedicated to you and your family's well-being! We offer a competitive salary as well as a comprehensive benefits package including medical, dental and vision benefits. We benchmark annually against comparably-sized non-profit organizations in the regions where we operate, to offer competitive salaries. The salary range for this position is between $136,000 and $164,000. Most candidates would be compensated at $147,000. PLEASE NOTE: A COVER LETTER IS REQUIRED TO BE CONSIDERED FOR THIS POSITION. The cover letter should be no longer than one page and include: Example(s) of successful navigation of complex talent/HR issues Example(s) of your commitment to racial equity Example(s) of how you coach and manage your teams

. The cover letter should be no longer than one page and include: * Example(s) of successful navigation of complex talent/HR issues * Example(s) of your commitment to racial equity * Example(s) of how you coach and manage your teams Position Summary The Director of HR Employee Relations serves as the senior-most leader that will lead the design and execution of KIPP NorCal's employee relations strategy, fostering a positive, inclusive, and legally compliant work environment, in alignment with our values of excellence, equity, courage, and compassion, for over 1100 staff members. This role will provide expert guidance on conflict resolution, employee counseling, and complex workplace issues, while also ensuring adherence to all applicable employment laws and policies. The Director will train and coach managers and school leaders on best practices in employee relations, lead high-level investigations, and build the systems, tools, and processes that strengthen the organization's overall employee experience. Reporting to the Chief People Officer, the Director acts as a strategic advisor and decision-maker on matters including investigations, discipline, performance management, terminations, and conflict resolution. The Director directly manages three Associate Directors of Employee Relations and serves on the Total Employee Experience (TEX) leadership team, with responsibility for setting vision, standards, and accountability across all employee relations work. This role requires deep expertise in employee relations, sound judgment in high-stakes situations, and the ability to lead and influence senior leaders across a large, distributed organization. Required Qualifications * Mission Oriented - Holds a deep belief in the brilliance of our students and their potential; and in the transformative power of education for liberation. Demonstrates our Regional Support Office values of excellence, equity, courage and compassion. * Minimum of 10 years of progressive HR or Employee Relations experience, including significant ownership of complex, high-risk employee relations matters (e.g., investigations, discipline, terminations, performance management, and compliance). * Demonstrated experience leading employee relations at scale, supporting large, distributed organizations (1,000+ employees strongly preferred). * Proven people management experience, including direct management of senior HR or Employee Relations leaders. * Deep working knowledge of California employment law, including investigations, leaves, performance management, discipline, and compliance requirements. * Demonstrated ability to exercise independent judgment on sensitive matters and serve as a trusted advisor to senior leaders. * Strong commitment to advancing racial equity and embedding diversity, equity, and inclusion principles into employee relations practice. * Bachelor's degree required. Preferred Qualifications * Graduate degree (JD or comparable advanced degree strongly preferred). * SHRM-SCP or other senior-level HR certification. * Experience in TK-12 education, nonprofit, or other mission-driven organizations. * Knowledge of California credentialing regulations. Essential Functions and Responsibilities Employee Relations Strategy & Leadership * Own and lead the overall employee relations strategy for KIPP NorCal, including systems, standards, and escalation protocols. * Serve as the final point of escalation for complex, sensitive, or high-visibility employee relations matters. * Determine and own the approach to complex personnel issues, informed by legal guidance and organizational values. * Collect, analyze, and interpret employee relations data to identify trends and inform recommendations to the Chief People Officer and senior leadership. * Ensure consistent, legally sound, and values-aligned ER practices across school sites and the Regional Support Office (RSO). Counseling, Advising, and Training * Serve as the primary decision-maker and advisor to managers, school leaders, and executives on employee relations matters. * Provide expert guidance on performance management, disciplinary action, and corrective processes. * Design and deliver training for managers and employees on employee relations topics, including workplace behavior, conflict resolution, and policy implementation. * Develop manager capability through coaching and targeted professional learning. Investigations, Conflict Resolution & Title IX * Maintain and continuously improve KIPP NorCal's escalation and investigation protocols. * Lead and oversee thorough investigations into allegations of harassment, discrimination, retaliation, or other workplace misconduct, including: * Interviewing involved parties * Reviewing documentation and evidence * Drafting clear, well-supported investigation reports * Maintain strict confidentiality and professionalism throughout all investigations. * Develop, recommend, and oversee execution of resolutions in partnership with the Chief People Officer. * Facilitate mediations and restorative conversations as appropriate. * Serve as KIPP NorCal's Title IX Coordinator and lead all related processes. Tools, Systems & Policy Development * Develop and maintain ER tools, protocols, and templates (e.g., investigations, interviews, performance improvement plans). * Lead annual updates to the Staff Handbook and ensure policies remain current, compliant, and accessible. * Partner with the TEX team and organizational leaders to update and implement policies as needed. * Design and facilitate workshops related to performance cycles, policy updates, promotions, and other key people processes. * Lead TEX team projects as assigned. Compliance & Legal Matters * Ensure ongoing compliance with federal, state, and local employment laws and regulations. * Stay current on legal changes and proactively update ER practices as needed. * Lead and represent the organization in arbitration proceedings and other formal employment-related processes, as required. Team Leadership & Management * Directly manage three Associate Directors of Employee Relations. * Set clear expectations for direct reports aligned to Professional Development Plans and TEX team goals. * Coach and develop team members to ensure strong performance, consistency, and professional growth. * Contribute to setting TEX team goals and aligning departmental priorities with organizational strategy. * Support TEX team budget management and participate in hiring for TEX team roles. * Model and reinforce a positive, inclusive, and high-performing team culture. Additional Responsibilities * Serve as an external representative of KIPP Northern California, as needed. * Share employee relations and talent best practices across the national KIPP network. * Perform other related duties and special projects as assigned. Physical, Mental and Environmental Demands * Physical: Ability to navigate office and school campuses, and hold meetings in different spaces. Traditionally, much of the day involves sitting. Ability to access and utilize technology. Occasional lifting/carrying of equipment up to 20 lbs. Physical agility to move self in various positions in order to execute duties effectively, which may include kneeling, walking, pushing/pulling, squatting, twisting, turning, bending, stooping and reaching overhead. * Mental: Stress of deadlines and normal work standards, ability to analyze problems and generate alternatives, work with interruptions, concentrate for long periods of time, read, calculate, perform routine math problems, memorize and recall objects and people. * Environmental: Office environment subject to interruptions and distractions. Frequent travel to schools and districts. KIPP adheres to health and safety guidelines as outlined by the CDC, CDE, and public health agencies' recommendations. Important Note for Applicants This role is not an entry-level or early-career HR leadership position. It requires deep experience navigating complex employee relations matters, managing senior HR leaders, and exercising sound judgment in high-risk situations. Classification This is a full-time, exempt position based on a full year calendar cycle, based out of our Regional Support Office (RSO). The RSO currently operates in a hybrid fashion. The Director can expect to work in person 2-3 days per week and remotely or in the field the remaining days, subject to change based on the needs of the role and organization. In the first six months of the role, the Director should expect more in person days to build relationships with school and RSO teams. About KIPP Public Schools Northern California We are a thriving nonprofit network of 23 free, public charter schools open to all students. At KIPP, we believe all children should grow up free to create the future they want for themselves and that schools can and should be a critical factor in making that vision a reality. Together with families and communities, we create joyful, academically excellent schools that prepare students with the skills and confidence to pursue the paths they choose-college, career, and beyond-so they can lead fulfilling lives and build a more just world. Our student community consists of nearly 7,000 elementary, middle, and high school students in East Palo Alto, Oakland, San Francisco, San Lorenzo, San Jose, Redwood City, and Stockton. 79% qualify for free or reduced price lunch, 23% are multilingual learners, and 10% have special needs. We strive to cultivate a representative team of teachers and leaders that reflect our students' diversity. Compensation KIPP Northern California is dedicated to you and your family's well-being! We offer a competitive salary as well as a comprehensive benefits package including medical, dental and vision benefits. We benchmark annually against comparably-sized non-profit organizations in the regions where we operate, to offer competitive salaries. The salary range for this position is between $136,000 and $164,000. Most candidates would be compensated at $147,000. PLEASE NOTE: A COVER LETTER IS REQUIRED TO BE CONSIDERED FOR THIS POSITION. The cover letter should be no longer than one page and include: * Example(s) of successful navigation of complex talent/HR issues * Example(s) of your commitment to racial equity * Example(s) of how you coach and manage your teams

Santa Barbara Unified School District See attachment on original job posting Refer to the job posting for a list of experience requirements or if you have any questions or need further clarification, please contact the email address listed in the posting. Be prepared to upload a cover letter, resume, two recent letters of recommendation, transcripts, proof of credentials should be included in your online application. Please note: All supplemental documents listed above should be uploaded to your online application as we do not accept any hard copy documents.

Management- Classified/Director Human Resources Date Available: 07/01/2026 Closing Date: 01/31/2026 We are looking for an experienced leader who not only can run the day to day operations of a department, but also lead and manage people and programs through transformational change. Must be a fast learner of the technical skills required for work in human resources, but also be able to think outside the box and make sound decisions in stressful situations. Our organization values strong people and customer service skills. Must be able to navigate the technology platforms and use Excel skills to distill complex information into easy to understand data and inform others of outcomes. Start Date: As soon as the qualified candidate is available, with the latest start date of July 1, 2026 Reports to: Assistant Superintendent, Human Resources Salary Schedule Range: 23A (Classified Management Salary Schedule) $165,166 - $184,693, depending on experience Benefits: Eligible to participate in District health, vision, dental and term life insurance. Employment Status: Full-time (FLSA Exempt) Location: District Administration Purpose of Position: Under the general direction of the Assistant Superintendent of Human Resources, to lead, plan and supervise human resources department and certificated personnel services. The director leads the day to day operations of the department and must manage the people and processes of the human resources department.The Director synthesizes laws and policies and creates accountability systems to ensure compliance and completion. Essential Functions: Maintains a high knowledge of software management systems in the District as it relates to Human Resources functions and how those functions are interdependent with other departments. Leads and seeks out transformation of Human Resources Services by integrating technologies into department functions. Leads and maintains a culture of customer service within the Human Resources Department Leads the Human Resources Department in the area of collaboration and teamwork, important for interdepartmental relations. Conducts investigations in employee workplace complaints. Develops and maintains a quality evaluation process for certificated staff. Supervision and evaluation of HR office staff. Establishes and maintains the Districts' certificated personnel records. Prepares offers of employment for certificated and management personnel. Communicate with management regarding requirements of certificated positions, administers federal guidelines for credential requirements and maintenance and monitoring of credentials. Evaluate transcripts and records of certificated staff to determine eligibility for credentials, permits and waivers; notify employees regarding needed information such as transcripts or other appropriate documentation; maintain record of college units earned for proper placement on salary schedule. Prepares annual contracts for teachers and administrative staff. Communicates with principals and other administrators regarding staffing ratios. Responsible for determining District staffing levels and coordinating this with Fiscal Services for budget development. Maintains current lists of all certificated personnel, including valid credentials, teaching assignments and seniority lists, for various District and State needs. Keeps abreast of education codes and new laws pertaining to certificated employees. Conduct research in matters concerning budget, staffing and collective bargaining. Participate in employer/employee relation activities; gather and analyze data; make confidential recommendations to management negotiators on employee grievances and contract language. Serve as a liaison between the district and Department of Justice fingerprint recording requirements. Counsels certificated employees regarding retirement questions. Supervises the review of certificated applications, determining disposition of same, including determination of interviews for potential certificated staff for the district. Supervises the preparation of job flyers for certificated positions and brochures for management positions. Prepares summer school job announcements and organizes data relevant to filing certificated summer school assignments. Supervises the substitute teacher program, including supervisor of substitute callers. Performs other duties as assigned. Working Conditions & Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Physical agility to sit, stand, kneel, walk, push/pull, twist, turn, bend, stoop and to reach above the shoulders, and horizontally to retrieve files for extended periods of time. Possess manual dexterity. Visual ability to read a computer screen and printed matter with or without vision aids. Hearing sufficient to communicate in person and hold telephone conversations at normal levels. Speaking ability in an understandable voice with sufficient volume. Mental acuity to interpret and evaluate data, define issues, draw conclusions, and make valid judgments and decisions. Physical mobility sufficient to move about the office and school environments for sustained periods of time. Drive a vehicle to conduct work. Abilities and Knowledge: To establish rapport and work constructively with staff, students, parents, and community members. Ability to carry out a vision of positive workplace culture. Ability to create accountability systems and make organizational decisions Ability to manage conflict with exceptional mediation skills Ability to exercise good judgement in difficult situations Demonstrate a deep understanding of employee relations and positive employee characteristics.. Demonstrate exceptional customer service skills Understanding of the growth mindset approach. Understanding and working knowledge of budgeting. Required Qualifications: Education and Experience:Bachelor's degree or higher from an accredited college or university and at least three (3) years of work experience in human resources management or public personnel administration, preferably public sector human resources experience. Experience leading an organization and managing people and programs through change initiatives Qualified to conduct workplace investigations on behalf of the District Experience with the supervision of employees

Are you ready to Transform Lives! Join us and help empower adults with developmental disabilities! Compensation: $110,000 - $120,000 per year TMI's Primary Purpose TMI is dedicated to assisting children and adults with intellectual and/or developmental disabilities live, work, and participate in their community. Employees have the rewarding opportunity to support our clients in their daily lives and help them achieve full inclusion within their community. TMI believes the three cornerstones of a strong life foundation include living as independently as possible, real work for real pay, and a safe and caring home. Join the TMI family and experience the gratification that comes from helping others live a fulfilling life they love! Job Specific Essential Duties Responsible for comprehensive recruitment plan to retain qualified staff. Attend program administrative meetings to determine recruitment needs. Manage onboarding processes (including but limited to orientation), renewables program (driver license, vehicle insurance, vehicle inspection, etc.), as well as offboarding processes. Oversee maintenance personnel records for completeness and accuracy; conduct regular audits. Participates in and is responsible for Employee Safety Committee. Coordinates and manages TMI's leave of absence and return to work program, including conducting Interactive Process meetings. Conducts training for new members of TMI's management team at least. Conducts annual assessment of training needs of Direct Support Professionals and administrative team. Develops and administrates TMI's safety program to include annual surveys, trainings, drills, incentives, visits, etc. Maintains OSHA compliance. Maintains TMI's Disaster and Emergency Action Plan, IIEP, Workplace Violence Prevention Plan, conducts drills and reviews annually. Participates in all mandatory meetings such as director, management, all-staff, and board of director meetings. Participates in and manages TMI's Long Range Goal Planning process. Collaborates with TMI's CHRO and on issues of possible liability and compliance with state and federal law and regulations. Consult with risk management representatives and/or human resources consultants, as needed and as directed by the CHRO. Collaborates with the CIS Director on current and future computer system and HR data retrieval needs and training. Participates on TMI's Ethics, and Finance Committees as necessary. Manage all employee benefits including eligibility, enrollment, accounting and renewal. Assist the CHRO with various tasks to enhance the employee experience and create an effective and compliant HR department. Manage and assists with administration of professional development program. Manage and assists with administration of COBRA protocol for eligibility and monitors regulatory guidelines. Advise and assist with best practices regarding compensation program. Implement HR policies and procedures according to best practices. Ensure compliance with applicable laws and regulations including wage and hour audits, employee classifications, and safety requirements. Supervise and manage the Associate HR Director and HR Manager. Manage and effectively defend employee's claims for unemployment and disability via EDD as well as workers' compensation Responsible for employee relations (conducting and leading investigations/interviews). Track and analyze compliance data to be presented to the Board of Directors and communicate updates regarding the HR department. Manage performance evaluation program and enhance relative to employee training, development, & Other duties and responsibilities as directly or indirectly related to those listed above or as assigned/requested by the CHRO or CEO. Benefits* Employer-sponsored Medical, Vision, and Dental Insurance Generous 401(k) Employer Match Accrued Sick & Vacation Hours, along with Years of Service Pay, and Paid Holidays Employee discount program (discounts at the SD Zoo, Legoland, dining, gyms, and so much more!) Wellness Program with Prize-Winning Monthly Challenges Quarterly Opportunity Draws Mileage Reimbursement - if applicable Free Access to Newly Remodeled Fitness Center at the San Diego Office Employee Assistance Program Minimum Experience and Qualifications Proof of bachelor's degree in human resources or an equivalent combination of training and experience. Minimum 8 years of progressively responsible HR experience, with at least 3 years in a direct management or leadership role. Current HR Certification is a plus. Experience working at non-profit and/or in the field of developmental/intellectual disabilities or related field is a plus. Bilingual (Spanish) is a plus. Other Qualifications Excellent interpersonal communication and organizational skills. High proficiency with technology and software such as HRIS, emailing, & Microsoft programs. Apply to learn more!

Virginia Union University (VUU) is a distinguished private institution founded in 1865 that proudly upholds a legacy of academic excellence and community engagement. With a historic 86-acre campus, it offers a dynamic and nurturing environment for its 1,568 undergraduate and graduate students. Virginia Union University is recognized in the 2024 edition of U.S. News & World Report, holding a prestigious position as #39 among Historically Black Colleges and Universities. VUU provides a robust array of academic programs, including 35 Bachelor's, 11 Master's, and one Doctoral degree. Virginia Union University remains steadfast in its commitment to offering accessible, high-quality education, instilling a sense of assurance and confidence in its students. It fosters a vibrant intellectual community dedicated to the holistic development of future leaders. Five fundamental principles (core values) guide Virginia Union University. Each principle is essential to our ability to provide a Best-In-Class educational experience for students, faculty, and staff. These principles help our community understand the right path to fulfilling our institution's mission. The principles are Innovation, Spiritual Formation, Integrity, Diversity & Inclusion, and Excellence. The Director of Human Resources and Talent Management provides strategic leadership and operational oversight for all human resources functions at the university. This role is responsible for advancing HR initiatives that support institutional goals, ensure regulatory compliance, enhance employee engagement, and promote a high-performing and inclusive workplace culture. The Director serves as a trusted advisor to senior leadership and oversees talent acquisition, benefits and retirement administration, payroll coordination, performance management, compliance, and financial stewardship of HR operations. Responsibilities Advise senior leadership on workforce planning, organizational design, employee relations, and risk management. Lead HR policy development, ensuring alignment with federal, state, and institutional regulations. Utilize data analytics and workforce metrics to support informed decision-making and continuous improvement. Oversee employee benefits programs, including health, dental, vision, life insurance, disability, and voluntary benefits. Administer retirement plans, including 403(b) programs, in partnership with providers such as TIAA and Principal. Ensure compliance with FMLA, ERISA and DOL regulations related to retirement and benefit plans. Manage benefit reconciliations, payroll deductions, eligibility tracking, vendor coordination, and annual open enrollment. Provide employee education and counseling related to retirement planning and benefits utilization. Collaborate with Payroll and Finance to ensure accurate payroll processing, benefit deductions, reconciliations, and reporting. Oversee HR budget development, forecasting, and financial controls. Ensure timely resolution of payroll discrepancies and compliance with wage and hour laws. Support audits related to payroll, benefits, and retirement administration. Lead end-to-end talent acquisition and management strategies, including recruitment, onboarding, classification, and retention. Implement workforce planning strategies to support institutional growth and succession planning. Direct the university's annual performance review process, ensuring consistency, accountability, and alignment with institutional goals. Support leadership development, training programs, and employee engagement initiatives. Provide coaching and guidance to managers on performance management, corrective action, and employee development. Ensure accurate recordkeeping, reporting, and data integrity across all HR functions. Maintain compliance with employment laws including FLSA, FMLA, ADA, EEO, Title IX, and state regulations. Serve as a trusted resource for employees and leadership regarding workplace concerns, conflict resolution, and policy interpretation. Education Bachelor's degree in Human Resources, Business Administration, Public Administration, or a related field. Minimum of 7-10 years of progressive HR leadership experience, preferably in higher education. Demonstrated expertise in benefits administration, retirement plans (403(b)), payroll coordination, and compliance. Proven ability to manage budgets, audits, and complex HR systems. Must be able to lift 10 pounds. Application Process Candidates are required to submit their resume, four professional references and a cover letter. The application review will begin immediately and continue until the position is filled. A background investigation and reference check will be required prior to employment. For any questions or concerns, please contact *************. Equal Opportunity Employer Virginia Union University is an Equal Opportunity Employer. We consider qualified applicants without regard to race, color, religion, sex, national origin, sexual orientation, disability, gender identity, protected veteran status, or other protected class. For more information about Virginia Union University, visit VUU About Page.

Founded in 1994, as one of the first charter schools in California, TAS was guided then, and the charter cluster still is today, by the founding belief that all students can excel when nurtured in an environment that combines high expectations and active involvement from parents and the community. Through an innovative, rigorous curriculum coupled with intentional guidance and instruction, TAS strives to graduate students who are lifelong learners and engaged citizens, well-prepared to succeed in college and beyond. See attachment on original job posting Resume Letter of Interest Copy of Bachelor's degree in Human Resources, Business Administration, or a related field (Master's preferred) Copy of Valid California credential authorizing services as an administrator in grades K-12 Refer to the job posting for a list of required skills or if you have any questions or need further clarification, please contact the email address listed in the posting.

Responsible for administering institutional personnel policies and practices for staff and/or faculty. Functions typically include personnel records, benefits, staff employment, and labor relations. • Provide leadership to staff and supervisors responsible for a range of HR services including recruitment, retention, employee relations, classification, compensation, training and development, performance management, benefits, wellness program and the employee assistance program. • Ensure HR compliance with applicable legal guidelines and campus policies. • Manage new employee orientation. • Provide leadership and oversight to the campus community on all employee benefit services including communications, coordination and customer oriented approaches to end user needs. • Oversee campus-wide recruitment initiatives and workforce planning in conjunction with campus clients to ensure effective delivery of employment services. • Responsible for the planning, development and administration of all aspects of human resources including employment, compensation, benefits, performance management, employee relations, labor relations, and HR information systems/data management. • Lead or direct investigations of complaints and allegations of inappropriate employee behavior. • Monitor applicant tracking system. • Create, maintain and distribute authorized University driver database. • Responsible for annual and quarterly ACA reporting. • Work closely with Payroll Accountant in maintaining the ADP Payroll/Time and Attendance systems. • Act as the University's Title IX Coordinator overseeing compliance efforts to include investigating Title IX complaints involving faculty and staff. • Performs administrator responsibilities for claims filed through worker's compensation and Virginia Employment Commission. • Supervise Human Resources Assistant and Wellness Program Coordinator. • Serve on Virginia Private Colleges Benefits Consortium (VPCBC) Board. • Serve on the Retirement Program (MEP) Governing Committee. • Other duties as assigned. Qualifications include: • Bachelor's degree in a related field, preferably HR Management. • Minimum of 5 years of experience within Human Resources. • Experience with Oracle Cloud HCM, preferred. • Experience with Title IX, preferred. • Excellent verbal skills to communicate clearly, effectively, and professionally in person, by phone and email.

Job DescriptionAt Rocketship Public Schools, we believe in the infinite possibility of human potential. We believe that every student deserves the right to dream, to discover, and to develop their unique potential and it is our responsibility and our privilege to unleash the potential inside every Rocketeer we serve. Our non-profit network of public elementary charter schools propels student achievement, develops exceptional educators, and partners with parents who enable high-quality public schools to thrive in their community. We are a collective of parents, teachers, leaders, and students working together to transform the future for underserved communities across our country. At Rocketship Public Schools, we are unleashing potential. Position Summary The Associate Director, Human Resources serves as a trusted advisor and strategic partner to regional and school leadership. This role drives organizational effectiveness, cultivates an inclusive and high-performing culture, and proactively anticipates workforce needs to ensure Rocketship remains an exceptional place to work and grow. Operating with high autonomy, the Associate Director of Human Resources makes independent, values-aligned decisions that strengthen leadership capacity, mitigate risk, and drive long-term talent outcomes across schools and regions. Location: Within driving distance of our schools in the Bay Area. This position reports directly to the Regional Executive Director and maintains a dotted-line reporting relationship to the Director of People. This dual-reporting structure ensures this role is deeply embedded in regional priorities while staying aligned with national HR strategy, compliance, and culture. The role serves as a critical liaison between school/regional leadership and the broader People Team, helping to drive strategic initiatives, talent alignment, and operational excellence. Core Competencies Strategic Judgment: Applies sound judgment in complex, high-impact decisions. Influence without Authority: Gains buy-in and alignment across diverse stakeholders. Relationship Building: Develops trust and credibility at every level of the organization. Innovation: Challenges assumptions, designs creative solutions, and drives improvement. Coaching & Development: Elevates leaders and teams through tailored guidance and feedback. Essential Functions Strategic Partnership & Leadership Serve as a thought partner to regional and school leaders, translating organizational strategy into actionable people plans that drive engagement, retention, and performance. Make independent, sound HR decisions; balance compliance with business judgment and empathy. Anticipate workforce trends and recommend proactive strategies to address turnover, leadership readiness, and culture health. Lead and coach leaders through organizational change, conflict, and performance management with discretion and composure. Collaborates with the recruiting team on a weekly basis to review hiring progress, share key updates, and provide regional leadership with timely recruitment insights and data. Relationship Building & Influence Build deep, trust-based partnerships across executive, school, and support teams to influence without authority. Foster strong collaboration with Talent, Program, and other cross-functional partners to align systems and practices. Act as a cultural leader who models open communication, inclusivity, and professional accountability. Maintains key partnerships with the Recruitment team and external talent pipelines, including but not limited to Teach For America and Relay Graduate School of Education. Leadership Development Design and deliver targeted development sessions for school and regional leaders to strengthen performance management, coaching, and compliance acumen. Partner with the Talent team to identify developmental gaps and co-create scalable solutions that enhance the employee experience. Use data and feedback (surveys, exit trends, engagement) to shape culture and inform action planning. Employee Relations & Risk Management Lead and resolve complex employee relations matters with fairness, urgency, and discretion. Conduct objective investigations and provide clear, consistent recommendations. Coach managers on performance management and disciplinary actions, ensuring equitable application of policies and values alignment. Operational Excellence Drive HR project execution and process improvements across regions. Partner with Talent Operations and Legal to ensure compliance with all applicable federal, state, and local employment laws. Use data analytics to identify trends and measure the effectiveness of human resource initiatives. Qualifications Bachelor's degree required; advanced degree or HR certification (PHR/SPHR/SHRM-CP/SCP) preferred. 8+ years of progressive HR experience, including direct HRBP or HR leadership experience in a multi-site organization. Proven ability to make autonomous, strategic HR decisions in complex or ambiguous environments. Advanced critical thinking, problem-solving, and influencing skills. Expertise in employee relations, organizational development, and change management. Exceptional interpersonal and communication skills, with the ability to tailor messages to varied audiences. Deep commitment to Rocketship's mission and values. Additional Details This role is primarily remote, but will require consistent travel to schools based on needs. Travel up to 30% may be required across regions. Requires independent transportation to schools within the region supported. Physical Demands:The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions. While performing the duties of this position, the employee is regularly required to talk, hear, and communicate with both adults and children. The employee frequently is required to use hands or fingers, handle or feel objects, tools, or controls. The employee is frequently required to stand; walk; sit; and reach with hands and arms. The employee must occasionally lift and/or move up to 50 pounds and occasionally climb ladders. Specific vision abilities required by this position include close vision, distance vision, and the ability to adjust focus. The noise level in the work environment is moderate to high. Compensation:Commensurate with qualifications and experience, plus excellent health and wellness benefits, 403b retirement plan, flexible spending account (FSA), and generous paid time off. Rocketship Public Schools provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. Rocketship Public Schools complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Rocketship Public Schools expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Rocketship Public Schools' employees to perform their expected job duties is absolutely not tolerated. Click here for our Sexual Harassment Policy. For questions, concerns, or complaints, please contact Human Resources.

USC Credit Union is seeking an experienced, people-centered Vice President of Human Resources to join our team. This part-time, onsite role will work three days per week and reports directly to the CEO. The VP of HR will oversee a broad and complex HR function supporting staff, student workers, and managers across multiple departments. This executive leader will be responsible for delivering high-quality HR services, including recruitment, employee and labor relations, total rewards management, training and development, workforce planning, workers' compensation, disability coordination, and HRIS management. The VP will design and enhance internal HR programs, collaborate closely with USC's central HR partners, and cultivate a workplace culture that reflects USC Credit Union's values and aligns with the USC Code of Ethics. Responsibilities include, but are not limited to: Manages operations and staff involved in the administration and delivery of payroll and personnel programs and services. Develops and coordinates programs and services with appropriate university offices, e.g., payroll, personnel services, provost, and general counsel. Hires, trains and supervises staff who are involved in payroll processing and in design and delivery of specialized personnel services such as training and employment. Schedules, prioritizes and assigns work. Assesses performance and provides feedback. Counsels or disciplines as required. Develops plans and goals related to equal opportunity activities and/or programs. Maintains statistics necessary to monitor effectiveness of programs. Interacts with the university equal opportunity office to provide information and assist in researching complaints. Coordinates recruitment and placement activities. Opens positions. Interviews, assesses qualifications and skills, and refers to hiring unit. Coordinates design and placement of employment advertising. Interacts with the university employment office and external agencies to increase applicant flow. Assists managers and supervisors with staff salary administration. Advises on new hire salaries, salary adjustments, and reclassifications and promotions. Assists in developing job descriptions. Ensures classification and salary practices are consistent with university policy. Participates in and analyzes surveys and makes appropriate recommendations. Works with management to project current and future staffing needs. Develops short and long-range strategic plans for effective recruitment, development and staff utilization. Establishes and maintains planning, control and reporting activities. Analyzes and determines training needs. Identifies or develops programs to meet staff training requirements in the areas of management development, skills training, on-the-job training and employee orientation (as a supplement to the university's staff orientation program). Assists in the internal resolution of employee grievances. Provides information and assistance to the university employee relations office to facilitate grievance resolution. Oversees the departmental interface and administration of collective bargaining agreements and grievance procedures. Interacts with the benefits, disability and worker's compensation offices to distribute benefit information and submit required documentation. Provides research and background information to facilitate administration and delivery of employee benefits. Directs the maintenance and processing of confidential employee records and files. Designs, develops and maintains a personnel information system which complements the university system. Generates reports for monitoring and performs trend analyses. Encourages a workplace culture where all employees are valued, value others and have the opportunity to contribute through their ideas, words and actions, in accordance with the USC Code of Ethics The ideal candidate will have: Bachelor's degree required; combination of education and experience may substitute for degree. 3-5 years of progressive HR experience, preferably in a university or similar environment. Strong generalist knowledge across HR functions, including recruitment, compensation, employee relations, training, disability, and workers' compensation. Experience with payroll and personnel processes in a complex environment. Excellent interpersonal, organizational, critical-thinking, and communication skills. Ability to exercise sound judgment, maintain confidentiality, and work collaboratively with diverse groups. Proficiency with HRIS, digital tools, and office software. Preferred Certifications (not required): PHR, SPHR SHRM-CP, SHRM-SCP Compensation: The salary range for this position is $95,000 to $110,000. When extending an offer of employment, the University of Southern California considers factors such as (but not limited to) the scope and responsibilities of the position, the candidate's work experience, education/training, key skills, internal peer equity, federal, state, and local laws, contractual stipulations, grant funding, as well as external market and organizational considerations. Why USC Credit Union is a great place to work: Medical through USC Network: ********************************** Dental: ********************************* Vision: ********************************* Dependent Care and Health Care Flexible Spending Accounts (FSAs): ******************************* Retirement with up to 10% employer contributions: ********************************************************* Tuition reimbursement: ******************************************* Paid Time Off (PTO) including, up to 24 vacation days (based on tenure), 12 sick days, 9 paid holidays, 1 paid personal day, 4 paid winter recess days, paid bereavement, and paid jury duty: *********************************** Life and voluntary insurance benefits: ********************************************* WorkWell Center that provides programs, resources, and services to benefits-eligible staff and their dependents, that help them thrive in all areas of work-life wellness: ************************* Other generous perks and discounts: ******************************** Fight On! Manages a varied and complex human resources function for a large number of employees (staff, students and/or faculty) in a division, auxiliary department or school. Human resources functions include recruitment, equal opportunity, salary administration, staff planning, training, employee relations, labor relations, disability, workers' compensation, personnel records and information systems. Develops distinct but complementary internal programs and services and coordinates these with university payroll and staff offices. Reports directly to a dean or director. USC is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, or any other characteristic protected by law or USC policy. USC observes affirmative action obligations consistent with state and federal law. USC will consider for employment all qualified applicants with criminal records in a manner consistent with applicable laws and regulations, including the Los Angeles County Fair Chance Ordinance for employers and the Fair Chance Initiative for Hiring Ordinance, and with due consideration for patient and student safety. Please refer to the Background Screening Policy Appendix D for specific employment screen implications for the position for which you are applying. We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact USC Human Resources by phone at **************, or by email at *************. Inquiries will be treated as confidential to the extent permitted by law. Notice of Non-discrimination Employment Equity Read USC's Clery Act Annual Security Report USC is a smoke-free environment Digital Accessibility If you are a current USC employee, please apply to this USC job posting in Workday by copying and pasting this link into your browser: *************************************************************

DIRECTOR OF THE MASTER OF SCIENCE IN HUMAN RESOURCE MANAGEMENT PROGRAM AND ASSISTANT/ASSOCIATE PROFESSOR OF BUSINESS ADMINISTRATION Nolen School of Business & Professional Studies Tenure-Track Faculty Member Bridgewater College, Nolen School and the Department of Economics and Business Administration seeks a full-time 12-month tenure-track assistant/associate professor of Business Administration beginning June 1, 2026. Successful candidates will have a Ph.D. or D.B.A. in Business or closely related field and verifiable experience in the human resources field. Preference will be given to candidates who can demonstrate successful teaching experience, practical business experience, the ability to work in a team environment, and the ability to relate their professional experience and knowledge to the needs and interests of students in a small college environment. Responsibilities include the ability to teach graduate-level courses in the Master of Science in Human Resource Management (MSHRM) program as well as undergraduate courses that align with the candidate's expertise and department's needs. Additional responsibilities will include recruiting, advising, and mentoring students; assessment and continuous improvement of the MSHRM program; participating in departmental and committee assignments; and maintaining personal service and scholarship. Bridgewater College is a private, liberal arts college located in Bridgewater, Virginia, in the Shenandoah Valley. Established in 1880, our institution offers both undergraduate and graduate programs, fostering a close-knit community and supporting a vibrant student population. Pay is offered at a competitive salary. This full-time 12-month position offers a full benefits package, including paid tuition at the College for eligible dependents. GENERAL INFORMATION: Bridgewater College was founded in 1880 as a coeducational liberal arts college to serve the local community. Located in the scenic Shenandoah Valley, just minutes outside of Harrisonburg and within driving distance of Charlottesville, Washington D.C., and Richmond, Bridgewater is home to a total student body of approximately 1,450 from 27 states and 19 countries. Bridgewater students study more than 60 majors and minors, in addition to four graduate programs and 10 pre-professional programs. Bridgewater College is an NCAA DIII school with approximately 40 percent of its students participating in intercollegiate athletics on 26 teams. To learn more about Bridgewater College, visit: bridgewater.edu APPLY: Complete the online application. DEADLINE: Review of applications will begin immediately and will continue until the position is filled. FOR ADDITIONAL INFORMATION: Email ****************************** COMMITMENT TO EQUAL OPPORTUNITY: Bridgewater College, an equal opportunity provider and employer, is a welcoming and vibrant workplace. All qualified applicants will receive consideration for employment without regard to race, color, national or ethnic origin, sex, marital status, disability, religion, age, veteran status, political affiliation, or any other characteristic protected by law. Non-Discrimination Notice: ************************************************************ ANNUAL SECURITY REPORT AND ANNUAL FIRE SAFETY REPORT: The Bridgewater College Annual Security Report and Annual Fire Safety Report summarizes policies on campus security and personal safety, crime prevention, fire safety, and crime reporting, and includes crime and fire statistics for the past three years:****************************************************************** To request a printed copy, please call ************ E-VERIFY AND RIGHT TO WORK: ************************************************************** ************************************************************** Bridgewater College has partnered with the U.S. Department of Agriculture to obtain resources to enhance the College's facilities, including the recent addition to and renovation of the College's primary athletic facility. The College is posting the following Notice as required by federal law for organizations which benefit from the USDA's funding program: NOTICE If you wish to file a Civil Rights program complaint of discrimination, complete the USDA Program Discrimination Complaint Form, found online at **************************************************** or at any USDA office, or call ************** to request the form. You may also write a letter containing all of the information requested in the form. Send your completed complaint form or letter to us by mail at U.S. Department of Agriculture, Director, Office of Adjudication, 1400 Independence Avenue, S.W., Washington, D.C. 20250-9410, by fax at **************, or email at ***********************.

Working Title Assistant Director of Human Resources (Employee Relations/Classification & Compensation) Position Number GA309 FLSA Exempt Appointment Type Full Time Sensitive Position No Sensitive Position Statement A sensitive position requires a fingerprint-based criminal history check. This is NOT a sensitive position. Campus Security Authority Yes Campus Security Authority Statement This position is designated as a Campus Security Authority. A Campus Security Authority is required to immediately report any crime that is reported to them to the CNU Police. The CNU Police will then review, evaluate, and investigate the reported crime. Annual training is required by the Department of Education for faculty and staff designated as a Campus Security Authority. Designated Personnel Yes Designated Personnel Statement This position is designated essential for the University. In the event of an emergency, this position may be required to work during an authorized closing depending on the situation. Statement of Economic Interest No Statement of Economic Interest Statement This position is NOT required to complete the Statement of Economic Interest form annually and the related training as required by the Commonwealth of Virginia. Restricted Position Yes Restricted Position Statement A restricted position would be subject to availability of funding. This is a restricted position. Chief Objective of Position Provides strategic and operational leadership for the University's Classification and Compensation and Employee Relations functions. Leads the planning and execution of performance management processes, salary surveys, and required federal and state reporting. Leads change-management efforts related to new systems and processes within the Human Resource Department. Work Tasks Classification and Compensation * Provides oversight of the University compensation program to include compliance with federal, state and University regulations and policies, creates, maintains, and updates the University compensation plan and philosophy. * Assists the Executive Director of Human Resources with budget preparation with regards to compensation planning, estimates and initiatives to include compensation study and market adjustments. * Directly manages the creation of administrative professional (AP) positions, the AP salary plan, and University compensation studies. * Reviews and approves appropriateness for pay action requests for current employees using the Commonwealth of Virginia Compensation Reform policies, the CNU Salary Plan and additional resources as needed. * Determines appropriate starting salaries and wages for employees using sound compensation practices to ensure fairness and consistency. * In conjunction with the Training and Development Manager, develops and provides training on the classification and compensation processes. Performance Planning and Evaluation * Provides performance planning and evaluation support to managers and employees to ensure consistency and fairness, including training and talent development resources. * Effectively leads and manages performance planning and evaluations to include process, schedule, employee and manager notifications, training, tracking, and follow-up in accordance with Virginia's Department of Human Resources Management (DHRM) and University accreditation requirements. * Resolves employee/management issues concerning classification and performance evaluations. Employee Relations * Partners with the Human Resources Business Partner to provide advice, assistance, and counsel to employees and managers in the positive resolution of work-related problems, concerns, and grievances. * Provides oversight of the University's employee relations program. This includes serving as the employee relations liaison with departments and enhancing the University's environment by establishing and promoting effective employee relations strategies through proactive means such as training programs, workshops and individual meetings. * Analyzes problem situations and creatively works with employees and managers to find alternative methods of dispute resolution. Provides or coordinates mediations, as needed. * Conducts investigations and interviews employees and managers, as needed, to ascertain the facts surrounding alleged issues in order to resolve employment problems. * Consults and works closely with the Director of Institutional Compliance/Title IX Coordinator on related issues, policies and needs. * Provides guidance, interpretation and consultation on complex human resources policies related to EO compliance, and employee relations. Serves as a consultant to managers and employees to strengthen employee relations and training and development in the positive resolution of work-related problems, concerns, and grievances. * Consults with the Executive Director of Human Resources as to related DHRM and Employee Dispute Resolution (EDR) policies, as well as performance planning and evaluation, and other issues, needs and recommended actions. Serves as a consultant to faculty, staff and supervisors on EDR and DHRM policies and procedures concerning employee relations, dispute resolution, performance planning and evaluation, and required reporting. * Responsible for navigating the Commonwealth's grievance process. * Ensures compliance with federal and state regulations, policies and procedures for employee relations issues. Operations * Hires, trains, supervises, evaluates, and recommends personnel actions for those individuals under direct and indirect supervision within the Human Resources Department. * Collects and analyzes relevant data to make recommendations to the Executive Director of Human Resources Operations on strategic process improvements. * Acts as the Data Owner of the University's Human Resource Information System (HRIS), and is responsible for making policy and practice decisions regarding HRIS data. Required to complete assigned role-based security training annually as defined in the University Role Based Security Standard. * Ensures audit requests and responses are completed on time and accurately. * Serves as a point of contact in the absence of the Executive Director of Human Resources. * Ensure HR practices adhere to federal, state, and local employment laws (FLSA, FMLA, ADA, EEO, etc.). * Review HR policies and update them based on regulatory changes and organizational needs. * Is responsible for documentation standards for classification reviews, compensation decisions, and employee relations actions. Recruitment * Provides indirect oversight of the classified and hourly and Administrative and Professional recruitment process in accordance with Virginia's Department of Human Resources Management (DHRM) and University policy procedures. * Serves as the back up to the Human Resources Business Partner, conducting reviews of recruitment and hiring processes to ensure adherence to legal and institutional requirements. Offer guidance and support to departments and search committees on best practices for inclusive and equitable hiring. Strategic Planning & Organizational Alignment * Partners with the Executive Director of Human Resources and senior leadership to align Human Resource practices with overall strategic plan- Strategic Compass. * As needed, serves as the project manager for projects within the Human Resource Department. * As needed, lead change-management efforts related to new systems and processes within the Human Resource Department. Other * Serves as the Deputy Title IX coordinator for the University. * Follow workplace safety regulations and adhere to applicable standards, processes, and programs established for your position. * Report unsafe work conditions to your supervisor. * Immediately report work-related incidents to your supervisor and participate in accident investigation requests. * Promote a safe and healthy work environment by ensuring the implementation of safety regulations and applicable standards, processes, and programs established for employees under your supervision. * Ensure employees under your supervision are trained in safety standards and procedures for their positions. * Report work-related incidents within 24 hours according to the procedures established by the university, state and federal guidelines. * This position is designated as a "responsible employee" who has the authority to redress sexual violence, who has the duty to report incidents of sexual violence or other student misconduct, or who a student could reasonably believe has this authority or duty. * Develop and maintain very positive and professional customer service and/or relations within the office/department and with all constituencies to include students, faculty, staff, guests, and employees. Demonstrate a positive and professional attitude and treat everyone with dignity and respect. Fully supports the "Student's First" value at CNU and routinely goes the extra mile in providing service. Knowledge, Skills, Abilities (KSA's) related to position Excellent written and verbal communications skills. Working knowledge of classification, compensation, performance planning and evaluation processes. Excellent problem-solving skills. Demonstrated ability to correctly classify and compensate positions and employees; organize and implement projects or program plans; develop and advise on policy; and, to investigate and analyze complex questions and issues. Strong analytical and decision-making skills .Excellent communication and facilitation abilities. High level of discretion and professionalism. Ability to navigate complex workforce issues with fairness and consistency. Strategic thinking with attention to operational detail. Required Education Master's degree in a related field, or a bachelor's degree with significant experience that equates to an advanced degree. Additional Consideration - Education SHRM-SCP or SPHR Experience Required Experience in a Human Resources leadership position. Experience in the areas of compensation and classification. Experience with employee relations, grievances and developing positive relations between employees and management. Advanced experience using spreadsheet software with functions. Experience analyzing data and communicating outcomes. Experience developing human resource policies and procedures. Additional Consideration - Experience Experience working at a college/university in a Human Resources Department. Experience working with Cardinal timekeeping and payroll system. Experience working with PeopleAdmin applicant tracking system. Project management experience. Salary Information Starting at $102,350, Commensurate with Education and Experience. CNU Information Christopher Newport University is anchored in excellence, and that is reflected in our ranking as the #1 regional public university in Virginia and #3 among regional public universities in the South. We are an inclusive and kind community, founded on our shared values of honor, scholarship, service and leadership. We offer an outstanding liberal arts education provided by dedicated, gifted teacher-scholars who are supported by a compassionate team of faculty and staff. Our 4,500 undergraduate and graduate students pursue more than 90 areas of study, as they live and learn on a largely residential campus. CNU's on-campus performing and visual arts centers offer Broadway shows, world-class performances, engaging exhibitions, transformative lectures and classes, and more. Our athletics program is the winningest at any level in Virginia. Christopher Newport University is in the heart of Newport News, a vibrant city with breathtaking scenery and unique experiences. The city and region offer affordable neighborhoods, local and name-brand shops, diverse dining options, local parks and water access, and fun recreational opportunities. Whatever your interests and goals, you belong at CNU! For further details and information about Christopher Newport, visit cnu.edu. Is this position telework eligible? Yes Telework Eligibility Disclaimer This position is eligible for periodic telework as determined by the department. Eligibility is not guaranteed, and is subject to supervisor approval. Eligibility will depend on the likelihood of the employee's success in a telework arrangement and the supervisor's ability to manage telework. Departments and/or Human Resources may modify or revoke eligibility at any time. Employees will be required to sign a Telework Agreement. Posting Detail Information Posting Number AP442P Number of Vacancies Posting Date 12/12/2025 Review Begin Date 01/07/2026 Application Instructions Interested parties are requested to submit a cover letter; current resume; and the names, addresses, and telephone numbers of at least three professional references at the time of application. This position will be posted until filled; however, review of applications will begin on 01/07/2026. Search finalists are required to complete a CNU sponsored background check. Christopher Newport University (CNU) will make a reasonable effort to accommodate persons with disabilities in the application and/or interview process. Persons with disabilities who require accommodation should contact the CNU Human Resources Office by calling **************. Quick Link for Internal Postings *********************************** EEO/Diversity Statement(s) Christopher Newport University, an EO Employer, is fully Committed to Access and Opportunity. Notice of Non-Discrimination & Title IX Policy Statement

We have an exciting opportunity for a Director, Human Resources and Employee Relations position located at our campus in Temecula, CA. Under the direction of the area administrator, responsible for planning, organizing, coordinating, administering, and managing the day-to-day operation of the District's Human Resources functions including day-to-day employee relations activities, recruitment and selection, performance management and discipline, and classification and compensation. Incumbent will implement personnel policies, procedures, laws, regulations, and collective bargaining agreements. This is an administrative position, exempt from overtime provisions of the Fair Labor Standards Act, with responsibility for formulation and recommendation of district policies, regulations and budget decisions related to the area of responsibility. Initial placement on the salary schedule will be commensurate with education and experience, along with a cell phone allowance stipend. Classified administrators serve under contract and make contributions toward PERS (a retirement plan). Benefit package includes comprehensive medical, dental and vision plans, life insurance, sick leave, and 22 days of vacation per year. While this current vacancy is expected at the Temecula Valley Campus, Administrators serve district-wide and may be assigned to the San Jacinto Campus, the Menifee Valley Campus, the Temecula Valley Campus or any District facility. Additional openings that become available prior to the end of the hiring process may also be filled from the qualified applicants. The duties listed below are intended only as illustrations of the various types of work that may be performed. The omission of specific statements and duties does not exclude them from the position if the work is similar, related, or a logical assignment to this class. * Direct the full cycle recruitment process and onboarding support services for authorized vacant positions. Oversee the application screening/minimum qualification processes; approved/disqualify applicants in accordance with California Education Code and Penal Code; ensure compliance with regulatory and legal requirements; and determine recruitment and onboarding strategies; participate in job fairs and related talent acquisition efforts, assist in the development of a network of community resources to promote a diverse workforce. * Oversee and track the performance management cycle; ensure performance requirements and personal development targets are established; regularly monitor performance and provide coaching for performance improvement and development; ensure evaluation processes are conducted within the parameters of collective bargaining agreements. * Coordinate the maintenance of the District's classification system, including salary and classification studies, implementation of salary schedules, classification and reclassification review, development and maintenance of job descriptions and position control. * Assist and counsel managers, faculty, and staff on policies, practices, evaluation matters, and collective bargaining agreements; coordinates the handling of disciplinary matters; represents the District in grievance meetings, disciplinary matters, and labor/employee relations; investigate and respond to grievances; may participate as a member of the District's negotiation team. * Prepare reports related to human resources matters; prepare thorough research and analysis, statistical data, and materials related to collective bargaining or special projects; assist in the preparation of personnel action items for approval by the appropriate approver or Board of Trustees. * Review policies and procedures and recommend revisions to enhance efficiency of operations; assist to ensure all policies and procedures are implemented. * Participate in the preparation of the department budget and supervise its implementation and maintenance; recommend within departmental policy, appropriate service and staffing levels. * Participate in the development and implementation of goals, objectives, policies, and priorities for the assigned programs; assist in selecting, training, supervising, and evaluating the performance of assigned staff; recommend a variety of personnel actions as appropriate. * Coordinate the development, implementation and modification of the human resources information system for the management of employee, retiree, contractor and related HR records and documentation; serve as department lead in the continued implementation of human resources information systems; facilitate continued modification following implementation. * Oversee the maintenance of employee records, files, and data required by state and federal laws and regulations; ensure adherence to appropriate records retention and systems and schedules. * Serve as department liaison when assigned; attend a variety of meetings as required; serve on committees and special projects as assigned; coordinate programs and services as appropriate with other District and college personnel. * Assist the District's Equal Employment Opportunity (EEO) Officer in all matters regarding compliance with State and Federal labor law and guidelines; assist in the planning, coordination, and monitoring of talent acquisition, selection, and hiring processes to ensure equity and consistent applications of procedures; recommend and develop strategies for the talent acquisition of faculty and staff. * Perform other related duties as assigned. KNOWLEDGE, SKILLS, AND ABILITIES Knowledge of: * Principles and practices of Human Resources management including employee-employer relations, and talent acquisition techniques and strategies. * Applicable State and Federal employment related laws, codes, rules, and regulations. * Principles and techniques of labor relations and collective bargaining. * Organizational policies, procedures, operations and objectives. * Supervisory principles and practices, including conflict resolution skills. * Human Resources Information Systems (HRIS) technology. * Methods and techniques of research, analysis, problem solving, and decision making. * Equal Employment Opportunity (EEO). * Organizational planning methods and practices. Skills in: N/A Ability to: * Interpret and apply State, Federal employment related laws and regulations. * Implement talent acquisition, employment, and EEO programs and plans. * Establish and maintain effective working relationships with district employees and members of the community. * Apply leadership, team building, and motivation. * Demonstrate professionalism, equity, and honesty in all aspects of the performance of duties. * Work independently with little direction. * Analyze situations accurately and adopt an effective course of action with high discretion. * Collect, investigate, and analyze data and prepare clear and concise reports; maintain documentation and records. * Work effectively under pressure with multiple responsibilities and projects, organize and prioritize workload. * Communicate effectively and persuasively both orally and in writing with faculty, staff, administrators, constituents, and representatives. * Perform with tact, patience, and sensitivity. * Demonstrate sensitivity to and understanding of the diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds of community college students, faculty, and staff. Education and Experience: * A Bachelor's degree (*attach transcript) from an accredited institution in human resources, business administration, public administration (or related field); AND * Five (5) years of professional experience working in Human Resources; OR * An equivalent combination of education, training, and/or experience; AND * Experience must include one (1) year in a leadership or supervisory role * Before scanning attachments, remove/redact sensitive, confidential information such as date of birth, social security number, address and photograph* Licenses and Certifications: Travel will be required for this position between District locations. Incumbent will be responsible for securing transportation to assigned locations. PHYSICAL DEMANDS AND WORKING ENVIRONMENT This is primarily a sedentary office classification although standing in work areas and walking between work areas may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects weighing up to 20 pounds. Work is performed primarily in a standard office setting with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances; frequent interruptions and distractions. Incumbents may be exposed to occasional contact with dissatisfied or upset individuals.To learn more about Mt. San Jacinto Community College District, visit ********************************

Gateway Unified School District GATEWAY UNIFIED SCHOOL DISTRICT JOB DESCRIPTION: SCHOOL OFFICE MANAGER RANGE 12 DEFINITION OF POSITION Under supervision of the site administrator, performs specialized and responsible clerical and secretarial functions within a school. ESSENTIAL FUNCTIONS •Serves as a personal secretary to the site administrator and assists in the operation of the school office. •Performs secretarial duties; independently answers routine correspondence, maintains administrator's calendar, schedules meetings and conferences, handles mail and maintains accurate files and records. •Performs receptionist duties; gives information to parents and the general public regarding school matters. •Maintains accurate student files and attendance records. •Maintains record of personnel absences and keeps time cards current, schedules substitutes. •Handles school related monies, prepares bank deposits and maintains related records. •Compiles required school related reports. •Operates standard office machines, including computer operating systems and programs. •Maintains and monitors the school site budget, including purchase order requests. •Prepares input data for a computerized record management, storage and retrieval system. •Requisitions orders and maintains an adequate inventory of supplies and instructional materials. •Administers first aid to students and contacts parents and emergency assistance agencies in the case of a serious illness or injury. •May assist in scheduling the use of school facilities. •Refers specific correspondence or communication to appropriate staff members. •Responsible for daily student attendance accounting. •Dispenses medications to students. •Performs other related duties as assigned. REQUIREMENTS •Pass the General Clerical Exam administered by the district at the 70th percentile or above. •Type 65 net words per minute on a 5-minute timed writing. (Outside certificate is acceptable) QUALIFICATIONS Knowledge of: •Basic first aid methods, procedures and techniques; •Modern office methods and equipment, including computer technology; •English, grammar, spelling, punctuation; •Automated record management and filing systems; •Receptionist and telephone techniques. Ability to: •Establish and maintain cooperative working relationships; •Interpret and apply legal mandates, policies and regulations pertaining to a school operation; •Compose correspondence; •Establish and maintain accurate files and records; •Operate computers and utilize application software, as well as provide training to other personnel; •Perform clerical and secretarial duties using independent judgment; •Maintain confidentiality; •Perform job assignments with numerous interruptions and work with minimal supervision; •Understand and carry out oral and written instructions; •Organize the school office operation; •Communicate effectively in oral and written form; •Work with students and parents. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to walk; sit; use hands to finger, handle, or feel; and reach with hands and arms. The employee frequently is required to stand. The employee is occasionally required to stoop, kneel, crouch, or crawl. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, and peripheral vision. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EXPERIENCE AND EDUCATION Any combination of experience and training that provides the required knowledge and skills will be considered. A typical way to obtain the required knowledge and skills are: Experience: •Three years of responsible secretarial experience; preferably in an educational organization. Education: •Equivalent to completion of twelfth grade, supplemented by coursework in secretarial/clerical areas. Adopted: 7/28/99 GATEWAY UNIFIED SCHOOL DISTRICT VACANCY FOR THE 2025-2026 SCHOOL YEAR SCHOOL OFFICE MANAGER - Buckeye School of the Arts 8.00 hrs/day - 7:30 a.m. - 4 p.m. (1/2 hour unpaid lunch break) SALARY: $20.84 - $30.57 per/hr. Range I (Includes vacation factor) 188 work days (14 district paid holidays) *Special qualifications including knowledge, skills, & abilities: -School office management experience preferred; -Knowledge of procedures pertaining to the operations of a school; -Working knowledge of Microsoft Office; -Aeries, Aesop, and Escape experience preferred; REQUIREMENTS: - Pass the General Clerical Exam at the 70th percentile or above. (Exam is administered by the District). - Type 65 net words per minute on a 5-minute timed writing. (No on-line certificates accepted. Typing certificate must be submitted with application and may not be over one year old). EXPERIENCE AND EDUCATION: Experience: -(3) Three years of highly responsible secretarial experience, preferably in an educational organization. Education: - Equivalent to the completion of the twelfth grade, supplemented by coursework, or training in office management, advanced secretarial skill areas, public relations, or related areas. Applications must be submitted through the Edjoin website. For more information please contact the Human Resource Department at ************. PROCEDURE: The selection process will include an appraisal of individual applications and personal resumes. Candidates receiving the highest ratings will be selected for interview. (Only applicants selected for an interview will be contacted). PRE-HIRE REQUIREMENTS FOR THE SELECTED APPLICANT: Background Check & Fingerprint Clearance (will be required to pay a fingerprint processing fee); Physical Assessment Exam; Keenan Safe Schools Training; TB Test. #280 The Gateway Unified School District (GUSD) is committed to equal opportunity for all applicants and employees. The hiring process and employment shall be free from discrimination based on race, color, ancestry, national origin, ethnic group identification, age, religion, actual or potential, family, or marital status, or the exclusion of any person because of pregnancy or related conditions, physical or mental disability, sex, sexual orientation, gender, gender identity or expression, or genetic information; the perception of one or more of such characteristics; or association with a person or group with one or more of these actual or perceived characteristics. Section 504 Reasonable Accommodation: Director of Student Services 4411 Mountain Lakes Blvd, Redding, CA 96003, ************** Title IX Coordinator: Director of Human Resources 4411 Mountain Lakes Blvd, Redding, CA 96003, **************