EXAMPLES OF DUTIES AND RESPONSIBILITIES:

Note: (Incumbents may perform any combination of the essential functions shown below. This position description is not intended to be an exhaustive list of all duties, knowledge, or ability associated with this classification, but is intended to accurately reflect the core job elements.)

Assists the director in the supervision and evaluation of the staffing teams, position management, and substitute office team.

Analyzes human resources metrics to establish systemwide and worksite hiring goals to support the hiring, transfer and placement of qualified and diverse employees.

Analyzes hiring projections, MCPS's operating budget, to identify strategies based on data from staff and student statistical profiles, Division of Long Range Planning and ERSC, and hiring statistics to project the number of candidates to recruit, interview, pre-qualify, and hire for the coming school year.

Implements effective data monitoring systems throughout the hiring season to ensure the attainment of yearly hiring season goals and assess the yields from recruitment events and advertisements

Utilizes metrics and analytics to assess, report and deliver critical data related to talent acquisition processes to key leaders and stakeholders across the district.

Analyzes data directly associated with recruitment, staffing, and certification to inform departmental decision making, guide long-range planning and influence improvement and innovation.

Develops, implements, monitors and assesses the components of the Teacher Workforce Diversity Initiative.

Establishes relationships with school and office leaders to development awareness of the unique needs and challenges of that office to ensure concierge level customer service.

Collaborates with multiple offices and hiring managers to make employee placement decisions for involuntary transferred staff, staff returning from leave, and administrative placements.

Partners with and coaches hiring managers around their human capital analysis, including projected retirements, vacancies, shifts in enrollment, negative variances, new programs, long-term substitute teacher assignments, and creation of hiring plans to meet goals.

Trains and supports hiring managers in the use of the applicant tracking system tools, strategic candidate screening and effective interviewing.

Collaborates with the recruitment team to coordinate and create direct pathways for screening and selection of candidates.

Prepares recommendations for resolution of personnel issues, and performs related activities such as presenting at and attending appeals of disciplinary actions.

Structures, coordinates and monitors all prescreening processes for MCEA, SEIU and temporary staff that are in alignment with local, state and national laws, policies and procedures.

Develops and implements professional development to build the capacity of the staffing teams.

Identifies best practices and documents standard operating procedures for the staffing teams, position management and substitute office team.

Collaborates with the Department of Compliance and Investigation, Department of Labor Relations and the Office of General Counsel as appropriate.

Manages the involuntary placement and return from leave processes for MCEA and SEIU staff.

Collaborates with the budget office and the Office of School Support and Well Being on the allocation of staff.

Oversees the Department of Human Capital Management website ensuring it is easily accessible and provides candidates with attractive, realistic, informative, and simplistic information.

Collaborates with the Strategic Initiatives, Higher Education Partnerships, and Career Pathways staff to support the development and expansion of the internal pipeline for current employees, teacher interns and students.

Works cooperatively with all district leadership to ensure effective processes are being implemented in screening, interviewing, and hiring.

Supports the efficient assignment of personnel and manages the employee transfer process.

Implements the components of the three negotiated agreements that are in direct alignment with the hiring and transfer process.

Represents OHRD on the bargaining team for MCEA and SEIU negotiations.

Represents the director of Human Capital Management when requested to do so.

Attends job fairs and trade shows when appropriate.

Performs related duties consistent with the scope and intent of the position.