We are seeking enthusiastic candidates for a temporary position to join our dynamic team, covering multiple leaves of absence from November to September. This is a fantastic opportunity to gain valuable experience and contribute to our ongoing projects during this period of transition.

Ideal candidates will have strong teamwork and communication skills, along with the ability to adapt in a fast-paced environment. If you are ready to make an impact and support our team, we encourage you to apply!

Join us in fostering a collaborative and inclusive workplace while we welcome new additions to our team!

Background & Overview:

The Human Capital Business Partner works with a network of schools to provide high-quality human resources and talent management services to school leaders and employees. This individual is the point of contact for school leaders regarding talent management including screening, recruitment, selection, on-boarding, transfers, forced placements, separations, data collection and reporting, and other Human Capital (HC) functions and effectiveness measures for all school-based staff. Under the direction of the Director of Strategic Staffing, Human Capital Business Partners work closely with school and central office staff to proactively assess HC-related needs and implement actions that effectively develop and leverage organizational talent. Human Capital Business Partners will become experts in each school and will attend and participate in routine and strategic meetings at school and/or central office. The Human Capital Business Partner will also provide support on day-to-day employee relations concerns as they arise.

Responsibilities

• Support school leaders in the planning for and assignment of educational staff, including projected vacancies, excess and transfer actions, long-term substitute teacher assignments, and other HC implications of the school leader’s budgetary and staffing decision-making
• Support hiring manager staffing efforts by reviewing vacancies, screening candidates, and making placement recommendations;
• Assist the school leader in analyzing relevant human capital (HC) data regarding teacher quality, turnover, absenteeism, and other significant levers in improving workforce excellence
• Participate in the recruitment of instructional staff by collaborating with school-based hiring teams and the central-based recruitment team on best matches for vacancies
• Serve as a school leader’s single point of contact that they can trust to provide thoughtful advice and guidance and to ensure that all human capital matters are efficiently resolved, which includes brokering services and making connections between school leaders and other OHC and Central Office teams
• Execute all transactional elements related to processing hires including:
• Vetting job descriptions for alignment with contractual agreements
• Posting jobs
• Tracking individuals submitted for hire
• Conducting licensure checks
• Establishing salary offer
• Setting up and conducting welcome sessions
• Processing submitted paperwork
• Finalizing hires by submitting forms to payroll 
• Collaborating with payroll and health benefits to finalize hires
• Reviewing and updating position management as needed
• Support HC communication and change initiatives that go out to BPS employees from Human Capital (i.e. open enrollment, incentive payments, staff reductions, etc.);
• Identify and verify budgeted vacancies caused by terminations, leaves, transfers, and promotions;
• Assign employees to fill budgeted vacancies according to court orders, collective bargaining contracts, and state and city qualifications;
• Collaborating with other human capital business functions to ensure the efficient and effective delivery of human resources services to School Leaders in  support of the entire employee lifecycle
• Facilitates conversations between employees, or employees and supervisors and provides additional resources as needed.
• Interprets and appropriately applies district policies to resolve complex employee relations issues.
• Serve as tier II or Tier III support in HR problem resolution cycle (Beacon)
• Manage the criminal background screenings for staff and volunteers;  
• Manage the employment agreement contracts;  
• Additional related duties as assigned.

Qualifications - Required:

• Bachelor’s degree or 5-7 years of HR related experience including general knowledge of employment law
• 3 years of experience working in an urban school district, with a specific focus on Human Capital
• Previous labor relations, bargaining unit contract interpretation, and/or compliance experience
• Robust problem-solving skills and the ability to act decisively while weighing many competing priorities
• Excellent organizational skills and demonstrated ability to multitask and prioritize daily tasks;
• Demonstrates strong attention to detail and ability to analyze and solve problems quickly and accurately;
• Ability to work independently with a keen sense of follow-through;
• Self-starter, capable of working with minimal guidance
• Demonstrated ability to thrive in a fast-paced work environment
• Strong communication and interpersonal skills
• Strong analytic and project management skills
• Excellent verbal and written communication skills
• Ability to work as a team member and collaborate with others
• Strong commitment to a high quality work product;
• Ability to work with, analyze and communicate analysis of large data sets;
• Ability to provide accurate and efficient customer service;
• Experience and proficiency with Microsoft Office and Google Suite products (e.g. Excel, Sheets, Word, Docs, and PowerPoint), and internet applications
• Current authorization to work in the United States - Candidates must have such authorization by their first day of employment

Qualifications - Preferred:

• Master's degree in a related field

TERMS: Managerial, C51. 12-month work year. Occasional evening and weekend work.

The Boston Public Schools, in accordance with its nondiscrimination policies, does not discriminate in its programs, facilities, employment, or educational opportunities on the basis of race, color, age, criminal record (inquiries only), disability, homelessness, sex/gender, gender identity, religion, national origin, ancestry, sexual orientation, genetics or military status and does not tolerate any form of retaliation, or bias-based intimidation, threat or harassment that demeans individuals’ dignity or interferes with their ability to learn or work.