The position of Human Resources Staffing Advisor establishes and maintains strong, positive working relationships with Regional Superintendents, District managers, and Principals to support the sourcing, assignment, induction, retention, development and performance of high-quality candidates. Collaborate with principals and other District staff to develop short-and long-range plans for assigned programs or functional area.

This position description is not intended to be an exhaustive list of all duties, knowledge or abilities associated with this classification, but are intended to accurately reflect the primary job elements. 

1. Establishes and maintains strong, positive working relationships with school principals and district management to support the sourcing, assignment, induction, retention, development and performance of high-quality candidates for all school-based positions.
2. Guides principals and district level managers to implement best practices for hiring, managing and retaining staff to ensure district, state and federal compliance; monitor, review and update all HR policies to ensure alignment with current legislation.
3. Acts as the primary liaison between schools and Human Resources departments serving as a one-stop-shop to school leaders to troubleshoot issues, provide guidance and address questions related to common HR issues.
4. Regularly researches and reviews school-level human capital data (e.g., absenteeism, retention, turnover, and performance data) to identify trends and areas of concern, compiling and elevating the data to school and district leaders to drive human capital decisions.
5. Coordinates with the Talent Acquisition Team to develop recruitment plans and strong selection processes to identify and select the highest-quality candidates for school level positions.
6. Provide and/or promote innovative solutions and strategies that allow hiring managers and principals to efficiently and effectively meet needs identified for departments and roles.
7. Participates in the recruitment and placement of staff through job fairs and other recruitment events and collaborates with the recruitment team to provide feedback on pool quality.
8. Guides new hires through the on-boarding process in an efficient and timely manner, ensuring employees feel prepared to work effectively from day one.
9. Advises managers, supervisors, principals, and other school-based leaders throughout performance management processes and collaborates with employee relations and employee performance and support teams to ensure effective retention of high performing employees and improvement or exiting of low performing employees.
10. Monitors all points in the application and on-boarding process to ensure timely turnaround times and work with teams as necessary to deal with pain points, generating solutions to address bottlenecks in the process.
11. Supports managers, supervisors, principals, and leaders in the planning for and assignment of staff, including identifying projected vacancies, transfer actions, and other HR implications of staffing decision making. Provides advice and plays a major role in work reviews and changing processes.
12. Advise, consult, and provide support on MSCS brand initiatives.
13. Performs other related duties as assigned or directed.

Bachelor's degree in a related field required. Five (5) years of human resources or related work experience required. Nine (9) total years of human resources or related work experience may be considered in lieu of degree. PHR or SPHR certification preferred. (PROOF OF EDUCATION, TRAINING, AND/OR EXPERIENCE IS REQUIRED).

Degree Equivalency Formula:

Bachelor’s Degree= 4 years plus required years of experience.

Master’s Degree= 2 years plus required years of experience. Where Master’s degrees are required, years for Bachelor’s Degrees must be included.