Division Director of Human Resources

Division Director of Human Resources Since 1966, the Capitol Region Education Council (CREC) has been dedicated to providing innovative, high-quality, and cost-effective educational programs and services to meet the diverse needs of children and adults in Greater Hartford. Serving 33 member districts and reaching additional communities statewide, CREC supports approximately 12,000 students annually through more than 120 educational programs.

Our offerings include professional learning and coaching for educators, specialized programming for students with diverse needs, and PreK-12 education across 16 interdistrict magnet schools. Additionally, CREC provides school construction, operations, and cooperative business services, while also delivering programs that help adults build real, job-ready skills.

POSITION SUMMARY

The Director of Human Resources leads CREC's human resources strategy and operations. This individual serves as a trusted advisor to executive and organizational leadership while also providing hands-on leadership across the full range of human resources functions. With the support of a talented group of HR leaders and employees, the Director is responsible for driving an effective, responsive, and forward-thinking HR function that supports CREC's organizational priorities and serves CREC's employees, leaders, programs, and schools.

The successful candidate will be a person of high integrity and sound judgment who combines strong HR expertise with emotional intelligence, collaborative leadership, and innovative thinking. The Director is expected to be both a strategic leader and a tactical contributor, willing and able to become directly involved when circumstances require.

This position leads and develops the Human Resources team and plays a significant role in modernizing HR operations, including leading CREC's transition to a new Human Resources Information System (HRIS).

ESSENTIAL DUTIES AND RESPONSIBILITIES

Strategic HR Leadership Serve as a trusted strategic people advisor to CREC leadership, providing thoughtful counsel regarding workforce matters, organizational effectiveness, employee relations, talent, and human resources strategy. Translate organizational priorities into practical HR strategies, programs, policies, and practices.

Identify emerging workforce needs, risks, and opportunities and recommend appropriate strategies and solutions. Provide leadership with sound, balanced, and timely advice on complex and sensitive personnel matters. Use HR data, workforce trends, and organizational knowledge to support informed decision-making. Demonstrate strategic leadership by continuously identifying opportunities to improve operational effectiveness, streamline processes, reduce turnaround times, and optimize department resources Human Resources Operations Provide leadership and hands-on expertise across the major HR functional areas, including: Talent acquisition, recruitment, selection, and onboarding; Compensation and employee benefits; Employee leaves; Employee and labor relations; Certified staff credentialing; CSDE certification compliance; Employee engagement and retention; Performance management; HR administration and employee records; Workers Compensation; Unemployment; Employment law, regulatory compliance, policies, and procedures; Employee departures, offboarding, and exit processes; Professional development, training, and organizational learning; Workforce planning and succession strategies; Payroll administration; and State & federal reporting.

HRIS & Process Modernization Lead CREC's transition to and implementation of a new HRIS, working collaboratively with HR staff, technology, finance, payroll, organizational leadership, and external partners. In consultation with the programs, schools, and divisions served by HR, evaluate and improve HR processes, workflows, systems, and controls to increase efficiency, consistency, accuracy, and the employee experience.

Drive change management, staff training, and communication strategies for a smooth adoption of the new HRIS. Promote effective use of technology, automation, and data while maintaining appropriate confidentiality, security, and internal controls. Establish appropriate HR metrics and reporting to support organizational planning and decision-making.

Employee & Labor Relations Provide knowledgeable, thoughtful, and consistent guidance regarding employee relations matters. Partner with leaders to address performance, conduct, workplace concerns, conflict, and other sensitive employment matters. Exercise sound judgment and discretion when navigating complex situations, balancing employee needs, organizational interests, contractual obligations, policy requirements, and applicable law.

Support constructive labor-management relationships and provide HR expertise regarding collective bargaining agreements and represented employees, as applicable. Participate in and provide HR leadership and expertise for collective bargaining, and ensure compliance with Collective Bargaining Agreements (e.g., teachers, paraeducators and associate instructors, administrators, health care professionals, and drivers).

Monitors legislation and labor union agreements and supports the development of policies and procedures to ensure compliance with federal, state, and local laws, regulations and agreements. HR Team Leadership In partnership with the HR leadership team, and in alignment with CREC's organizational priorities, develop the HR strategic vision, priorities, and initiatives.

Lead, mentor, support, and develop HR professionals while establishing clear expectations and accountability. Create an HR team culture characterized by collaboration, responsiveness, professionalism, confidentiality, continuous improvement, and excellent service. Develop team capacity and ensure appropriate cross-training, succession planning, and distribution of responsibilities.

Foster an environment in which differing perspectives are valued and team members work collaboratively toward organizational goals. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Success in This Role Success will be demonstrated by an HR function that is trusted, responsive, consistent, and strategically aligned with CREC's needs; an HR team that is well-led and continually developing; successful implementation and adoption of the new HRIS; improved HR processes and use of workforce data; strong partnerships with leaders and employees; and thoughtful, consistent handling of complex personnel matters.

Above all, the successful candidate will bring the integrity, judgment, emotional intelligence, expertise, and collaborative spirit necessary to earn the confidence of employees, HR colleagues, and organizational leadership. SUPERVISORY RESPONSIBILITY This position manages, and is responsible for, the performance management of the HR leadership team and other employees of the department.

COMPETENCIES CREC seeks an HR leader who demonstrates: Integrity and Trust: Maintains the highest standards of ethics, confidentiality, fairness, and professional conduct. Sound Judgment: Demonstrates the ability to evaluate complex circumstances, consider multiple perspectives, assess risk, and make thoughtful decisions or recommendations to leadership.

Service Orientation: Understands HR fundamentally as a support system dedicated to the daily success and well-being of the organization's departments and workforce. Emotional Intelligence: Demonstrates self-awareness, empathy, composure, interpersonal awareness, and the ability to navigate sensitive situations effectively.

Collaboration: Works effectively as part of a leadership team and builds productive relationships across organizational levels and functions. Credibility and Influence: Builds trust through expertise, consistency, communication, and follow-through and can influence decisions without relying solely on positional authority.

Strategic Thinking: Understands the broader organizational context and connects HR priorities to CREC's mission and strategic objectives. Operational Mindset: Is willing to move from strategy to execution and personally engage in the work when necessary. Courage and Diplomacy: Is comfortable raising difficult issues, providing candid advice, and respectfully challenging assumptions while maintaining strong working relationships.

Adaptability: Effectively leads through organizational change, competing priorities, and evolving workforce needs.

QUALIFICATIONS

Master's degree in human resources, business administration, organizational leadership, or a related field, or demonstrated alternative combination of relevant education and experience, required. Minimum of 10 years of progressive experience in human resources with significant leadership responsibility, or demonstrated alternative combination of relevant experience.

Human resources leadership experience within a public school district or regional educational agency strongly preferred. Experience working in a complex, highly matrixed, and mission-driven educational or public sector organization preferred. Experience leading, supervising, coaching, and developing HR professionals. Demonstrated success implementing strategic HR programs and initiatives within a complex, multi-location organization.

Experience leading significant HR technology or HRIS implementation and/or transformation strongly preferred. Strong knowledge of employment law, HR compliance, employee relations, bargaining unit environments and contemporary human resources practices. Strong relationship-building, interpersonal, written, and verbal communication skills.

Demonstrated ability to advise senior leaders and exercise sound judgment regarding complex employee relations and organizational matters. Demonstrated experience as a true HR generalist with successful results across multiple HR functional disciplines. Strong project management, problem-solving, and organizational skills.

Ability to manage multiple priorities while maintaining attention to detail, confidentiality, and responsiveness. Demonstrated ability to work collaboratively and effectively as an influential member of a leadership team. TRAVEL REQUIREMENTS Motor Vehicle Operator's License or ability to provide transportation to job sites, meetings, trainings, and professional learning opportunities, as required.

PHYSICAL DEMANDS & WORK ENVIRONMENT : 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. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Standing (occasionally, less than 1/3) Walking (occasionally, less than 1/3) Sitting (frequently, 1/3 � 2/3) Reach with hands and arms (occasionally, less than 1/3) Ability to work outdoors (occasionally, less than 1/3) Lifting up to 25 lbs.

(occasionally, less than 1/3) Carrying up to 25 lbs. (occasionally, less than 1/3) Moderate Noise (examples: business office with typewriters and/or computer printers, light traffic) WHAT'S IN IT FOR YOU? Group Health Insurance Plans Basic & Supplemental Life Insurance Long Term Disability & Short Term Disability options 403(b) Retirement Savings Plan with Employer Matching Contribution if applicable Flexible Spending Account Pre-Tax Savings for Health Care, Dependent Care, and Limited Purpose Post Deductible (if contributing to an HSA) Comprehensive benefit time package Employee Assistance Program Bereavement time & Religious Holidays Credit Union Access Tuition Reimbursement Program Employee Network Groups Access to professional learning opportunities with two fully paid courses through CREC University each year, empowering you to expand your skills and advance your career!

Benefit from our exclusive partnership with Springfield College, offering a 15% discount on tuition for next-level degree programs to support your academic and career aspirations. Based on terms and conditions during your employment, specific to your job classification and collective bargaining agreement. DIVERSITY, EQUITY, & INCLUSION STATEMENT: CREC strives to understand and confront the symptoms and causes of racism and prejudice�ranging from biases to aggressions to discriminatory policies, practices, and traditions�that harm people from systemically marginalized groups or that benefit privileged groups.

CREC staff and students acknowledge and respect people of all identifiers, such as race, socioeconomic status, gender identity and expression, education, age, ability, ethnicity, culture, sexual orientation, language, nationality, religion, and veteran status. DISCLAIMER STATEMENT: The above is intended to describe the general content of and requirements for the performance of this job.

It is not to be construed as an exhaustive statement of duties, responsibilities or physical requirements. Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

To access the job description and salary range document, please click https://www.crec.org/careers/jobs.php To access addition new employee information, including a general benefits overview, please click: https://www.crec.org/careers/new-employees.php