Personnel Administrator for Human Resources

ABOUT OUR DISTRICT:

The Syracuse City School District is undergoing a new phase of innovation and transformation with the goal of ensuring that all students graduate high school with the skills needed to be ready for college and career. For Syracuse, all means all - including students who fall behind academically or have been considered "hard to support" for a host of reasons. The School Board and Syracuse community have charged the Superintendent with improving student achievement, and he is seeking a dedicated and diverse team of school leaders and teachers to partner with him in moving the district toward its goals. The Syracuse City School District represents 34 schools and 4 alternative education programs, serving 19,000+ students Pre-K-12 of whom 77% qualify for free or reduced-price lunch, 18% are served by the Office of Special Education and 78% are students of color.

JOB DESCRIPTION:

The Personnel Administrator within the Syracuse City School District is pivotal in ensuring the effectiveness of human resources practices, including recruitment, onboarding, and labor management. Leading a team of analysts and specialists, the administrator oversees personnel operations across various schools and departments, fostering alignment with the district's mission and goals. This role emphasizes team leadership and facilitation, ensuring smooth operations within HR systems. Additionally, the Personnel Administrator promotes effective communication between teams and with schools and departments, uses data-informed decision making, participates in management committees, and administers employee performance evaluations, all while coordinating the team.

WHO WE WANT: 

A successful Personnel Administrator will be passionately committed to ensuring operations within the human resources department and will be dedicated to urban education, understanding that their work directly impacts the success and wellbeing of students. They:

• Believe strongly that all students can learn at high levels and deserve to work with the best educators.
• Work collaboratively to achieve results.
• Demonstrate commitment to serving urban students, schools, or communities, and to closing the achievement gap.
• Prioritize students' interests above all others.
• Adapt seamlessly to the complexities of the urban school and district environment.
• Stay informed on current trends in education policy, research, and best practices.
   

REPORTS TO: Executive Director of Recruitment or the Director of Employee Services
 

TYPICAL WORK ACTIVITIES AND JOB EXPECTATIONS: 

• Supervises a team of analysts and specialists within the human resources department. 
• Oversees position management for various schools and departments. 
• Reviews recommendations for salary placements. 
• Supervises the canvass of eligible lists through Civil Services and support administration of Civil Service practices. 
• Coordinates human resources operations including. For example, this may include: staffing and compensation, benefits, leaves, or risk management. 
• Confers with program managers, other agency administrators, and Civil Service representatives to resolve questions related to the appointment, transfer, or reinstatement of employees.
• Maintains liaison with program managers to ascertain current and projected personnel support requirements.
• Administers reductions in staff in accordance with agency resources and priorities within the framework of Civil Service Law and supporting regulations.
• Supervises the preparation of personnel transactions in accordance with Civil Service Law, applicable rules, regulations, and directives.
• Oversees the maintenance of personnel files, including employment information, performance evaluations, comments, payroll, and salary information.
• Develops and reviews requests for new positions, reclassifications, reallocations, earmark releases, increased minimum hiring rates, area and shift pay differentials, and related classification and compensation matters.
• Prepares or supervises the preparation of agency classification requests and supporting justifications; confers with program staff, Civil Service, and Budget representatives as necessary.
• Reviews job analysis data to evaluate required knowledge, skills, and abilities; collaborates with program managers and Civil Service representatives to develop examination scope.
• Uses data-informed decision making to conduct special st