Website Reading Public Schools

SUMMARY: The Human Resources Director serves as the principle advisor to the Superintendent in matters related to personnel functions including recruitment and hiring of a diverse workforce, employment, staff wellness, regulatory compliance and reporting, policy administration, educator evaluation and licensure, and record-keeping for all licensed and non-licensed employees.

ESSENTIAL DUTIES AND RESPONSIBILITIES:  The essential functions or duties listed below are illustrations of the type of work that is performed and is not an exhaustive list of the duties performed for by this position. Other duties may be assigned.

Recruitment and Hiring of a Diverse Workforce

Ensures hiring procedures and strategies to promote increased workforce diversity
Coordinates a uniform hiring criteria protocol, screening protocol, background check processes and maintenance of application materials
Develops and maintains the school district employee handbook, human resources procedures manual, and school employee job descriptions.
Manages position requisitions and evaluates documentation (e.g. employment verification forms, applications, salary schedules, changes in employment status, licensure renewals, etc.) in conformance with CBA, district policies and state requirements.
Coordinates recruitment activities of the district and facilitates in the implementation of administrative searches.
Coordinates and creates on-boarding and orientation process for new employees.
Creates and maintains the supervisors guide for new hire onboarding and acclimation

Staff Support, Training and Customer Service

Answers employee inquiries regarding personnel procedures and/or collective bargaining provisions; interprets and applies collective bargaining agreement language for the purpose of delivering services in conformance with established guidelines.
Identifies programs and strategies to support the social emotional health and well being of staff.
Provides training and guidance to Administrators and staff related to FMLA, ADA, MTRS and COBRA.
Attends training, seminars and courses to keep up to date in the personnel, payroll, and human resources field.
Coordinates training of district office and school-based personnel in the understanding and utilization of personnel and payroll information process.
Conducts, presents, and/or participates in meetings, workshops and seminars as assigned for the purpose of conveying and/or gathering information required to perform functions.
Provides professional staff assistance to internal and external customers of the department including members of the public, staff, board and committee members, consultants, attorneys, etc.

Educator Evaluation, Licensure, Mentoring, Induction

In collaboration with the Assistant Superintendent for Learning and Teaching administers the Mentoring and Induction Program.
Manages administration and oversight or non-represented employee evaluation system and monitors the Teacher Evaluation Process through online platform and acts as consultant to administrators on employee evaluation and performance issues.

Payroll and Benefits

Coordinates work flow and procedures between Human Resources, Payroll, Employee Benefits (managed by the Town of Reading), and Finance.
Audits personnel/payroll related records for the purpose of ensuring compliance with federal, state and district policies and regulations.
Prepares reports and statistical analysis of hiring and payroll data.
Oversees and reviews all salary and benefit information (pay assignments, miscellaneous payrolls, longevity, sick leave buyback, etc.) for the purpose of ensuring timely and accurate processing of employee paychecks. Including bi-weekly review and approval of district payroll.
Reviews and approves employee information into the MUNIS system for the purpose of assuring biweekly pay warrants, compute, monitor and assure proper position control, salary and step placement into the system.
Assists with financial analysis in support of budget development, budget tracking, and collective bargaining strategy.

Contractual and Legal Issues

Implements contractual processes for Reductions in Force and/or recall of employees.
Coordinates district compliance with teacher licensure and re-licensure, ESEA, FFCRA, FMLA, ADA, MTRS, CORI, and other applicable laws and regulations.
Coordinates district compliance with worker’s compensation and pre-employment medical examinations.
Leads employee investigations on issues related to complaints regarding Harassment and Discrimination.
Processes information related to employees leaving the school system (e.g. exit interviews, stay interviews, unemployment forms, etc.) consistent with district, local, state and federal regulations.
Receive & review employee fingerprinting results and generate suitability letters, as necessary
Process state CORIs for all current employees on an ongoing tri-annual basis
Analyzes job classifications to determine the exemption status in accordance with the Fair Labor Standards Act (FLSA).
Researches employment laws and regulations for the purpose of implementing procedures to maintain compliance with current legal requirements.
Coordinate the annual employee contract renewal process
Maintains a variety of employment files and records, compiling pertinent employee information for the purpose of ensuring accuracy of employee’s compensation, maintaining eligibility for position and complying with mandated requirements.
Oversees maintenance of accurate and complete personnel records to meet state and federal regulatory compliance; ensures that rules concerning confidentiality and retention are followed.
Maintains seniority lists for certified, classified (represented and non-represented) employees.

Communication and Technology

Maintains the school system human resource database and information systems.
Composes documents (e.g. correspondence, agenda, bulletins, reports, etc.) for the purpose of communicating information to school and district personnel, the public, state officials, etc.
Serves as technical liaison between district human resources department and school and town IT staff for maintenance and resolution of HRIS system issues.
Maintains and updates the HR section of the district website.
Analyzes and responds to salary surveys and similar inquiries.
Prepares required federal, state, and local reports and associated documentation. Conducts surveys regarding compensation and grievance resolution.
Performs other duties as requested or assigned by the Superintendent of Schools.

SUPERVISORY RESPONSIBILITIES: The Human Resources Director co-evaluates the Payroll and Personnel Assistants and may provide daily oversight to various Central Office Administrative Assistants.  This person is a member of the Central Office Leadership Team.

QUALIFICATION REQUIREMENTS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and/or abilities required. The Superintendent may waive or modify the qualification requirements.


Comprehensive knowledge of compensation and position classification systems.
Demonstrated ability to interpret regulations; collect, analyze and evaluate data; develop recommendations and policy revisions.
Comprehensive knowledge of FLSA, FFCRA, FMLA, ADA, COBRA and related regulations.
Excellent financial, statistical, analytical, organizational, interpersonal and communication skills.
Ability to establish and maintain effective working relationships with division staff at all levels of the organization.
Highly proficient in Microsoft Word, Excel and PowerPoint.
Excellent understanding of HR functions as well as principles and procedures of public human resources administration.
Basic function and structure of a public agency.
Principles of business letter writing and basic report preparation.
Payroll and personnel record keeping principles and practices.
Modern office procedures, methods and computer equipment.
HRIS and/or Payroll computer applications related to the work.
Experience managing and analyzing human resources data and demonstrated knowledge of a variety of data reporting, retrieval and analysis tools and processes.
Strong project management skills, including the ability to multi-task.
Strong problem solving and analytical skills.
Ability to present to small and medium size groups.

EDUCATION/EXPERIENCE: Must possess a minimum of a Bachelor’s degree, Master’s Degree preferred, in business or a human resources related field with a minimum 8 years’ experience in personnel or human resources administration with at least three years of supervisory experience.  Experience in public sector, particularly municipal or school district, preferred.

LICENSES/CERTIFICATIONS: Possession of PHR/SPHR or SHRM-CP/SHRM-SCP certification or equivalent preferred.

PHYSICAL DEMANDS: While performing the duties of this job, the employee is regularly required to remain in a stationary position for considerable periods of time as well as occasionally traverse throughout the school building. Must be able to occasionally move about inside the office to access file cabinets, office machinery, etc. Constantly operates a computer and other office productivity machinery (i.e., a calculator, copy machine, and computer printer). The employee must be able to input information into a computer and as well as read material from a computer monitor as well as printed matter with or without visual aids. The employee must be able to communicate effectively with students, parents and other staff members in person and on the telephone in a quiet as well as noisy environment.

WORK ENVIRONMENT: The noise level in this environment is usually quiet to moderate. The employee must be able to work safely and efficiently in public areas. The employee interacts with other staff members and the public. The employee will be required to occasionally work outside of normal workdays and office hours.

The physical demands and work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. This job description does not constitute an employment agreement between the employer and employee, and is subject to change by the employer, as the needs of the employer and the requirements of the job change.

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