Position Title: Director of Human Resources
Department: Human Resources
Reports to and evaluated by: Assistant Superintendent for Finance and Operations
FLSA: Exempt
Location: Central Office
TERMS OF EMPLOYMENT
12 month, 260 days, 40 hours per week with benefits and salary in accordance with an individual employment contract. Salary Range: $130,000 - $150,000 based on qualifications and experience.
JOB GOAL
To lead all administrative functions of the Human Resources Department in the Lexington Public Schools efficiently and effectively within a culture of respect, caring, and continuous improvement.
SUPERVISION
Works under the supervision and direction of the Superintendent of Schools.
DIRECT REPORTS
Responsible for supervision and evaluation of four full-time human resources staff members.
July 1, 2026 start date.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Employee Records Data and Reporting:
• Ensures that all personnel, medical records, and other employment records and files are maintained in hard-copy and/or electronically in accordance with applicable laws and contract agreements. • Oversees the district-wide bi-annual PK-12 EPIMS Employee Personnel Information Management System reporting process. • Facilitates data research and synthesis related to the Human Resources, including but not limited to staffing updates and exit interview data as examples. • Verifies and approves all Employee Action Forms (EAFs). • Serves as the districts designated Chief Records Access Officer.
Educator Licensure and Staff Certifications:
• Oversees all aspects of educator licensure, including but not limited to waiver requests, requests to expedite licensure renewal, communications with staff in connection with licensure, and provision of technical support for licensure to staff. • Ensures compliance with DESE licensure regulations and requirements and problem solves all licensure issues. • Assists professional-level educators with inquiries and support related to supervision and evaluation. • Ensures that all employees other than educators requiring licensure and/or certifications are properly credentialed.
Recruitment Interviewing and Hiring:
• Oversees the district-wide employee recruitment procedures, including but not limited to tracking employee vacancies, advertising in print and web-based media outlets, posting on Applicant Tracking system-wide job web application, the Lexington Public Schools website, SchoolSpring, and other electronic media outlets as necessary. • Attends local and regional job fairs and annual on-campus college and university interviews and conducts interviews and training with all prospective new hires. • Represents Lexington Public Schools in outreach efforts to promote the hiring of candidates of color and minority hiring. • Chairs and/or serves on administrative search committees under the direction of the Superintendent of Schools.
Employee Retention Training and Compensation:
• Oversees annual district-wide events that welcome and honor educators and staff, including the New Educator Orientation program, New Educator and Administrator Induction programs, and Professional Teacher Status recognition and other milestone events. • Oversees the district-wide Mentoring Program. • Tracks professional and non-professional teacher status for all educators district-wide. • Observes non-professional status teachers within the first 90 calendar days of their employment. • Approves all requests for graduate program approval and graduate credit granting of lane changes and tuition reimbursement. • Approves annual salary data sheets for all employees and annual letters of assurance for all school year and at-will employees. • Conducts wage classification studies and market research when necessary. • Recommends step and lane placement and salaries for all new employees to the Assistant Superintendent for Finance and Operations and the Superintendent.
Professional Development and Training:
• Leads the Professional Learning Committee and works with district and curriculum leaders, building principals, and the Professional Learning Committee to identify, plan, and deliver high-quality, meaningful professional development opportunities for all staff across all roles. • Develops, coordinates, and oversees a comprehensive district-wide professional development framework aligned with district goals, strategic priorities, and individual educator growth needs. • Oversees the planning and implementation of district-wide professional development calendar and catalogue that includes school-based and district-wide professional development days, including scheduling facilitator coordination and evaluation of outcomes. • Manages the professional development budget, including the allocation of funds for workshops, conferences, external consultants, and online learning platforms. • Tracks and maintains records of staff participation in professional development activities, ensuring alignment with licensure renewal requirements and contractual obligations. • Evaluates the effectiveness of professional development programs through data collection, needs assessments, and feedback surveys and uses findings to inform future planning. • Assists leaders as needed with coordination of external providers, universities, and professional organizations to expand professional learning opportunities available to district staff. • Oversees compliance training programs, including mandatory annual trainings required by state and federal law, and ensures all staff complete required trainings on schedule. • Supports the design and delivery of leadership development programming for aspiring and current administrators in partnership with district leaders. • Promotes a culture of continuous learning and professional growth across all departments and employee groups.
Benefits:
• Working in collaboration with the Town of Lexington, oversees the administration of the health and dental benefits, life insurance, and Flexible Spending Accounts for all school employees. • Oversees the administration of retirements, MTRS, RMUN, or OBRA leaves of absence, including but not limited to Family Medical Leave and maternity leaves and unemployment claims. • Appears before the Unemployment Board for hearings as required. • Ensures the delivery of the Employee Assistance Program. • Oversees the delivery of the Employee Wellness Program. • Approves all requests for personal absence not requiring special permission. • Corresponds with staff in connection with longevity, longevity buyout, workers compensation stipends, and vacation day payouts. • Oversees contractual Sick Leave Banks and as a member of the districts Sick Leave Bank Committee approves Sick Leave Bank requests. • Oversees employee annual accruals in MUNIS. • Oversees deferred compensation programs, 403B and 457 plans.
Contract Negotiation:
• Provides executive leadership in the contract negotiation and monitoring of all collective bargaining agreements negotiated by the School Committee, as well as all those who have individual employment agreements.
Labor and Employee Relations:
• Promotes positive working relationships and a climate of trust with all elected union officials through mutual respect and ongoing collaboration. • Respects and protects employee rights. • Advises school administrators regarding policy and contract interpretation, as well as other labor and employment issues, including but not limited to employee misconduct. • Drafts disciplinary action letters.
Compliance:
• Oversees the enforcement and maintenance of contractual agreements by and between the school district and its respective employee organizations. • Conducts and/or directs personnel investigations, recommends disciplinary action as needed, serves as a participant in grievance meetings where appropriate. • Oversees the application of the CORI, SORI, and fingerprinting processes and reviews and approves all such applications. • Ensures compliance with I-9 regulations. • Ensures compliance with EEO and MCAD regulations. • Ensures compliance with ADA, MMPLA, and FMLA regulations. • Ensures compliance with the supervision and evaluation process as described in each of the districts six collective bargaining agreements. • Keeps the Superintendent of Schools informed of all state and federal laws and School Committee policies pertaining to applicable HR issues. • Delivers the annual Mandatory Training for all school employees. • Delivers the annual State Ethics Training for all school employees. • Serves as the districts Harassment Officer. • Provides recommendations to the Superintendent of Schools regarding the revision of policies and procedures related to Human Resources and informs employees of changes and updates as necessary.
Diversity:
• Directs the districts effort to recruit and retain a diverse workforce. • Attends local and regional diversity and minority recruitment job fairs annually. • Coordinates affinity groups in partnership with district leaders. • Provides the Superintendent with an annual update on the status of outcomes related to diversity hiring.
General Operations:
• Assists with supervision and evaluation, ensuring all supervisors timely completion of tasks. • Assists with special projects related to the Human Resources field and/or office. • Maintains and monitors up-to-date databases, employment contracts, and policy and procedure manuals in hard copy and online, and responds to all inquiries for sharing of data. • Develops and reviews department goals and objectives on an ongoing basis. • Develops and administers the Human Resources department budget annually. • Participates in the Superintendents Central Office Leadership Team and Administrative Council leadership teams and other meetings as directed and/or needed. • Attends School Committee meetings and executive session meetings as directed and required. • Works closely with legal counsel. • Develops, revises, and updates evaluation instruments for all school personnel, including all district administrative level positions, support staff, and all other service and support departments. • Assists in schools and employee handbook and website updates annually. • Oversees all components of the Educator and Clerical substitute services programs. • Oversees the maintenance of the Lexington Public Schools Human Resources webpages. • Maintains active membership in professional organizations related to Human Resources. • Performs all other related duties as assigned by the Superintendent of Schools.
DESIRED MINIMUM QUALIFICATIONS
Education and Experience:
• Masters Degree in Education, Human Resources, or other related field. • Appropriate Massachusetts educator licensure, e.g., Superintendent, Assistant Superintendent, or Supervisor. • Director, Senior Professional Human Resources (SPHR) and/or Certified Professional in Human Resources (CPHR) certification preferred. • Five or more years of increasing responsibility leading a Human Resources Department, particularly in a school district or municipality. • Public sector Human Resources experience working in a unionized environment preferred.
Essential Knowledge, Skills, and Abilities:
• Believes in excellence and equity for all staff and students and places honesty, integrity, and fairness at the center of his/her work. • Prioritizes interpersonal relationships and demonstrates proven customer service skills, including care and empathy for others, collaboration with constituencies, and servant leadership abilities. • Demonstrates the ability to be highly responsive and exercise sound judgment and a high degree of diplomacy in responding to and resolving issues in a highly professional manner. • Practices continuous improvement for self, the Human Resources