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Regional Director of Human Resources - Houston (Immediate Opening)

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School Year: 2022-2023
Location: Greater Houston Regional Office
Region: Greater Houston, TX
Category: Headquarters
Job Type: Full-Time



Regional Director of Human Resources

Human Assets


Role Mission:

The Regional Director of Human Resources (RDHR) is the organizational expert charged with leading human resources, employee relations, and legal/regulatory compliance within the region(s) they serve. The RDHR will business partner with the regional Executive Director, regional leaders, and staff to provide employee relations and expertise in employer risk mitigation, case management, and consultation on matters involving legal and regulatory compliance (including leave practices, workers compensation, unemployment, internal and external investigations).  The RDHR is a member and strategic partner of the regional lead team responsible for developing the regional human resources and compliance strategies and managing the implementation and execution of related policies and practices to ensure achievement of staff retention, compliance, and organizational health goals.



Participate as a senior leader of the HR Team to affect change and process improvements across the organization by partnering with national and regional teams

  • Lead project management of one process improvement or strategic planning initiative annually
  • Lead or partner with other senior leaders to develop, implement, and evaluate process improvements
  • Lead or partner with other senior leaders on strategy development
  • Advise members of regional lead team and national teams regarding HR issues
  • Mentor HR team members within region or across regions
  • Develop HR strategies and provide sound advice to senior management and all staff on HR-related subjects
  • Create and enforce system-wide policies by overseeing all HR initiatives, systems, and tactics in region


Crisis Response Management

  • Lead regional response to crises in partnership with the Communications team
  • Strategize response, disseminate information, and manage issues that arise throughout the crisis and its response
  • Support legal, police department, and other governmental agency interaction [I.e. DCFS, CPS] during personnel and student crises


Supervise, coach, develop and manage the work of HR personnel and provide guidance

  • Hire, coach, manage, develop HR personnel including succession planning and skill development


Meet & ensure regional team meets all HR Team Accountabilities including:

100% of staff complete all required HR Trainings - with 95% completing by deadline

  • RDHRs will manage full-cycle training for all HR content, leading other team members to reach the 100%/95% goal
  • Partner in the development of training content for HR training courses including exiting low performers, effective investigations, sexual harassment, and student expulsion process
  • Lead professional development in the region to build manager knowledge and skills in employee/student relations practices
  • Diligently track training progress of regional staff and provide updates and plans to regional leadership team for hitting goal
  • Train and guide leaders and administrative assistants through the FMLA/Leave, unemployment and workers compensation process
  • Provide leadership on HR training initiatives and partner closely with leaders to develop consistent strategies and tactics to support when managing change

100% compliance and audit-ready for all state/federal authorizers and regulatory agencies

  • Develop plan for and execute on all regulatory compliance practices involving staff including areas of educator credentials and certifications, work authorization, staff and student grievances, consistently ensuring compliance with all applicable laws
  • Provide guidance and, when appropriate, manage document collection and liaison for court and legal matters
  • Lead on EEOC, TWC, TEA, DOE, Regional ESC investigations and/or claims for the region
  • Complete and/or oversee monthly and annual audits and engage with staff according to audit protocols (I-9, education documentation, criminal background checks, external audit information collection, etc.)
  • Liaise with risk management and internal audit to ensure risk areas are properly identified and controls are in place to mitigate risk including partnering with regional leadership team to develop solutions to areas of risk
  • Collaborate and train recruiters, selectors, talent managers, new hires team, and employee information systems team to understand, identify and troubleshoot licensing/certification requirements based on applicable role
  • Lead special projects to enable IDEA Public Schools to remain compliant in all areas of our work


85% staff retention for assigned region – with no gap in teacher retention

  • Promote a “grow and develop” mindset within IDEA leaders and support them to be able to: make good employment decisions, develop and support capable staff, provide managerial leadership, mentoring and direction, conduct crucial conversations, and identify and implement improvement strategies for specific skills and mindsets
  • Support and provide strategies to regional leaders and employees to resolve behavior, conduct, and performance concerns at the lowest level
  • Participate in regional meetings to learn about employee relations concerns and share employment law expertise and guidance as needed (regional staffing tactical, regional leadership tactical, operations team meetings, principal/regional leader check-ins)
  • Continuously review and analyze retention and exit data to identify trends and provide strategies to achieve goals


90%-win rate of unemployment claims contested

  • Ensure all unemployment claims are responded to by the deadline
  • Develop HR trainings to support people managers in proper documentation and disciplinary actions to support the unemployment claim process
  • Engage with managers in all staff performance documentation, disciplinary actions, and employment decisions
  • Coach and develop leaders on how to effectively use progressive discipline to correct behaviors and reset expectations by providing feedback on performance improvement plans
  • Represent IDEA in unemployment hearing cases as needed 


Manage Personnel Actions system for employees to reduce errors

  • Manage employee Exit Process, including conducting exit interviews
  • Manage employee changes to Entity/Location, Pay and Title as it significantly impacts finance and business operations 
  • Lead process improvements to reduce timeline to enter changes and dollars spent because of erroneous entries
  • Business partner and facilitate completion of approvals and next steps for cross functional team


Build relationships of trust and collaboration with leaders and staff, so that 100% report being satisfied or highly satisfied with the partnership 

  • 90% agree/strongly agree on effectiveness in Business Partnership surveys for campus and regional business partners
  • Initiate regular communication and presence with regional leaders and staff supported; seek and give honest two-way feedback
  • Share information related to the health of your business partnerships within the region and organization
  • Embrace the challenge of navigating complex business partnerships (sometimes encountering resistance), and seize this challenge as an opportunity to influence transformation at any and all levels of the organization 
  • Help clients and other partners understand the connection between sometimes seemingly dichotomous priorities (national/regional, individual/collective, short term/long term, etc.)


Live Values of IDEA 

  •        Believes and is committed to our mission: that all students are capable of getting to and through college  
  •        Is driven by outcomes and results, and wants to be held accountable for them 
  •        Has a propensity for action, willing to make mistakes by doing in order to learn and improve quickly 
  •        Thrives in an entrepreneurial, high-growth environment; is comfortable with ambiguity and change 
  •        Seeks and responds well to feedback, which is shared often and freely across all levels of the organization 
  •        Works through silos and forges strong cross-departmental relationships in order to achieve outcomes 
  •        Embodies IDEA’s core values   


Supervisory Responsibilities:

  • HR Clerk



  • Cross functional knowledge RDHRs are looked to by other regional team and campus personnel to be able to provide information to them, regardless of functional department; must be able to either answer or connect people to someone who can answer questions that arise in a timely manner.
  • Critical thinking and on-the-spot decision making RDHRs must make judgment calls using strong critical thinking and decision-making skills. They need to be able to act autonomously in decision making, using calculated risk and knowing when to escalate.
  • Mission and Vision Focus fundamentally believe that when the adults in the system get it right, student achievement and success follows
  • Record of Results achieve established goals and continuously improve to move the needle in results year over year
  • Problem Solving identify problems, collaborate, influence and recommend solutions and take action to resolve
  • Business Partnership view every opportunity as a chance to meaningfully partner with leaders and staff to achieve outcomes
  • Communication be honest, objective and confident, adjusting communication style to influence and motivate action and behaviors



  • Education:  Bachelor’s degree required
  • Experience: 5+ years in a HR, employee relations, or compliance/risk management capacity
  • Licenses or Certifications: PHR or SHRM-CP or higher required


Knowledge and Skills:

  • Experience in all areas of human resources, including talent management, change management, staff relations, organizational development and training
  • Possess solid business acumen for processes outside of HR
  • Experience applying analytical and process driven HR practices
  • Experience providing exceptional customer service to internal and external stakeholders
  • Experience apply strategic thinking in all experiences and then working in a hands-on fashion to accomplish multiple goals / priorities
  • Experience coaching and providing upward feedback to all levels in the organization



Compensation & Benefits:

Salaries for people entering this role typically fall between $78,100  and $95,300, commensurate with relevant experience and qualifications and in alignment with internal equity. This role is also eligible for a performance bonus based on team performance and goal attainment.  


Additionally, we offer medical, dental, vision, and supplemental benefits as well as retirement plans and a generous vacation package. You can find more information about our benefits at



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