Senior Director of HR

About Carlos Rosario International Public Charter School:

CRIPCS is the nation's first adult charter school, serving as a national model for delivering high-quality education, career training, and supportive services that enable adult immigrants to realize their dreams while strengthening our community and economy. When you join the team at CRIPCS, you become part of a unique, mission-oriented organization that is actively advancing innovative solutions to address the greatest challenges faced by adult learners and English language learners today. We maintain an unwavering focus on equity of opportunity for those we exist to serve. We lean into our commitment to continuous improvement through innovation and excellence. This documented and celebrated commitment to high-quality work has earned us recognition and partnerships with national and regional stakeholders, including employers, funders, government agencies, and educational institutions who share our vision for adult education. Our award-winning three-pronged educational model demonstrates the transformative impact possible when combining foundational courses, career certification programs, and comprehensive student support services. Guided by our values of Integrity, Respect, Perseverance, Compassion, Inclusivity, and Collaboration, we are advancing our strategic priorities to empower our people and culture, build for the future, and center our mission in everything we do.

Position Summary:

The Senior Director of Human Resources is a critical strategic leader at Carlos Rosario International Public Charter School and Community Capital Corporation (CCC) (a sister organization), responsible for setting and executing a vision for an inclusive, responsive, and resilient HR function. This leader will oversee HR strategy and policy, benefits and compensation, employee experience and retention, and drive critical culture and change management initiatives. This role will lead the HR function at a pivotal moment in the school’s history, where continuing to build trust in HR and organizational culture is central to the ambitious work ahead.

The Senior Director of Human Resources is a member of the Senior Leadership Team (SLT) and partners directly with the CEO, COO, and other senior leaders to ensure HR strategy and operations support CRIPCS’ mission, culture, and strategic goals. They will also have a presence with the Board of Trustees, particularly supporting equity, inclusion, belonging, and culture investments and sustainability initiatives.

Responsibilities:

Human Resources Strategies & Policies

• Serve as a strategic advisor, senior human capital expert, and thought partner to the CEO, COO, and Senior Leadership Team regarding talent strategies, organizational development, culture building, and change management initiatives.
• Design and align HR initiatives in support of the strategic plan, setting clear objectives and KPIs to measure impact and ensure HR contributes to the school’s long-term goals and continued investment in our people and organizational culture.
• Lead the redesign and modernization of HR structures, strategies, and policies, ensuring they are rooted in a strong equity lens and in support of our strategic plan.
• Build, refine, and implement HR policies and systems that reflect best practices, equity-centered frameworks, and the evolving needs of the organization.
• Evaluate and oversee HR technology (currently ADP), encouraging system enhancements and process improvements to better support organizational goals.
• Partner with leaders to ensure policies and practices empower and effectively equip managers and staff to fulfil their responsibilities.
• Supervise and support the HR team, ensuring alignment with organizational strategy, clarity of roles, clear individual and team performance goals, and team cohesion.

Benefits and Compensation Administration

• Oversee compensation and benefits strategies, ensuring internal structures are competitive, clear, equitable, and sustainable.
• Manage the Payroll and Benefits Administrator and provide guidance on the administration of benefits programs.
• Lead the ongoing evaluation and evolution of the organization’s benefits offerings and total rewards philosophy.
• Train staff on how to optimize their benefits by providing education and resources to help employees fully understand and utilize available benefits, ensuring they are maximizing their overall compensation package.
• Partner with the Finance team to ensure compensation structures are aligned with organizational goals, financial sustainability, and equity.

Employee Experience, Culture, and Retention

• Lead efforts to collaborate with the HR team and peer leaders to create "best in class" HR operations.
• Develop and implement employee wellness initiatives that encompass employee engagement efforts, culture-building programs, and staff recognition incentives.
• Collaborate with senior leaders, managers, and staff to build transparent pathways for communication, feedback, and professional development.
• Refine employee performance management system for non-instructional staff that aligns with organizational goals and supports both individual and team success.
• Coach and support managers in performance management, employee relations, and the development of high-performing, resilient teams.
• Monitor and lead action planning related to talent and human resources employee feedback tools like the annual Climate Satisfaction Surveys.
• Refine competency frameworks, ensuring alignment with organizational goals and standardization of key performance expectations.
• Ensure consistent training and development for all staff, supporting competency building, cross-departmental collaboration, and, where available, role growth within the organization.

CR Organizational Culture and Change Management

• Drive CRIPCS’ equity, inclusion, and belonging initiatives internally, ensuring sustainability and embedding equity, inclusion, and belonging principles into everyday policies and practices.
• Partner with leadership to operationalize a long-term equity, inclusion, and belonging sustainability plan.
• Serve as a key leader and contributor in on-going school-wide culture and trust-building efforts, helping to address historical challenges and foster an environment where all staff and students can thrive.
• Implement equity, inclusion, and belonging training, education, and initiatives that will cultivate a culture of belonging across the organization, ensuring staff and students feel empowered, heard, and respected.

This job description does not list all the duties of the job. You may be asked by supervisors to perform other related duties. Management has the right to revise this job description at any time.

Qualifications:

• Deep commitment to CRIPCS’ mission and values, with a proven record of advancing equity, inclusion, and belonging initiatives.
• Bachelor’s degree in Human Resources, Organizational Development, or a related field; advanced degree or HRCI/SHRM certification preferred.
• Minimum of 7 years of HR leadership experience, including high-level strategy work, initiative execution, and change management.
• Demonstrated success leading HR transformation efforts, particularly in environments needing culture rebuilding and organizational trust development.
• Strong experience with organizational development, employee relations, performance management systems, benefits administration, and HRIS optimization.
• Ability to act as a coach, thought partner, and strategic advisor to C-level leaders and the Board.
• Skilled in building and managing resilient teams, particularly in high-change or historically challenging environments.
• Exceptional interpersonal, communication, and relationship-building skills with a transparent, resilient leadership style.
• Bilingual (English/Spanish) preferred.
• Experience working with immigrant communities or English language learners highly preferred.
• Resilience, adaptability, and ability to maintain strategic focus through periods of change and ambiguity.