EXAMPLES OF DUTIES AND RESPONSIBILITIES:

Keeps current with school student achievement data to ensure human capital needs are met to continually improve student outcomes. 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. Cultivates and maintains a strong, positive working relationship with hiring managers to support the assignment, onboarding, and induction, of high-quality candidates. Assists principals with finding high-quality candidates to meet individual school needs. 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. Enhances principals' abilities to effectively and efficiently manage human capital within their school by providing human resources data, related training, coaching, and best practices associated with recruitment, selection, hiring, and retention of staff that will allow principals to more effectively manage human capital issues within their schools. Advises and informs hiring managers on staffing policies and procedures pertaining to personnel/leave issues, position management, reduction in staffing, voluntary and involuntary transfers, and the priority placement of employees to ensure compliance with the MCEA negotiated agreement. Adheres to local, state, and national human resources policies, regulations, practices, and expectations to ensure district compliance and to manage the human capital needs of MCEA employees, applicants, and hiring managers in response to school staff and community inquires. Manages the employee life cycle for MCEA central office and school based employees. Ensures all contracted, professional employees are appropriately assigned to a position within their field of certification and placed on the correct salary schedule in accordance with their experience and credentials. Advises and informs employees on staffing policies and procedures pertaining to voluntary and involuntary transfers and the priority placement of employees to ensure compliance with the MCEA negotiated agreement, Human Resources laws, and MCPS policies. Screens, interviews, evaluates, and hires highly qualified candidates in alignment with staffing needs of the system. Establishes and monitors candidate pools for all subject areas, including advertised positions for promotional opportunities. Counsels and informs applicants on status of hiring profile according to local and state mandates recommending alternative routes to certification as appropriate. Evaluates candidates' qualifications for hiring and decides which applicants to offer employment/open contracts. Determines and makes salary offers based on evaluation of credentials. Collects data and provides statistical analysis and information for reports requested by the executive staff member. Supervises position management of staff, resolves negative variances, and prepares transactions to ensure accuracy of employee work hours, location, and assignments. Collaborates cross office to support effective strategies to utilize human capital management to meet school, department, office, and district needs. Collaborates with multiple offices and hiring managers to make employee placements of involuntary transferred staff, staff returning from leave, and administrative placements. Collaborates with the Recruitment and Retention Team to identify critical needs areas, ''keeping them warm'' strategies, and structures the recruitment to hire processes. Participates in recruitment activities through job fairs and other recruitment events. Collects and analyzes job fair, recruitment activity, and hiring data to ensure there is a continuous supply of talent. Leads or serves on Department of Certification and Staffing Project Teams. Networks with other school districts, businesses, and organizations to implement best practices. Supervises and evaluates staffing assistant for staffing team and staffing specialists according to negotiated contract. Performs related duties consistent with the scope and intent of this position.