Description

The Director of Total Rewards provides strategic and operational leadership for payroll, compensation, employee benefits, leave management, workers compensation, ADA accommodations, human resources information systems (HRIS), and personnel records and data governance. This role ensures accurate, equitable, secure, and legally compliant administration of total rewards and HR operational services that support workforce stability, employee well-being and instructional continuity.

The Director partners closely with other leaders within Human Resources, Finance, Information Technology, Legal, school leaders, and labor partners to ensure payroll, compensation, benefits, HR systems, and personnel records align with collective bargaining agreements, School Board policies, public records requirements, and applicable federal, state, and local laws. This position is critical to advancing data-informed decision-making, operational excellence, equity, and trust in support of student success.

Reporting Relationship

Reports to the Executive Chief of Human Resources.

To review the full job duties, please click apply and visit our SPPS Careers webpage.  It is job number 1022273. 

Requirements

Bachelor's degree or an equivalent combination of education, training, and/or experience.
Six (6) years of progressive experience in payroll, compensation, benefits, HR operations, HRIS, and/or personnel records management.
Experience leading enterprise HRIS platforms and complex system implementations or integrations.
Professional certifications such as SHRM-SCP, SPHR, CPP, CEBS, or equivalent.
Preferred Qualifications

Master's degree in Human Resources, Public Administration, Educational Leadership, or a related field.
Experience in a large, urban K12 school district.
Experience with enterprise HRIS and payroll platforms used in education (e.g., Workday, UKG/Kronos, Dayforce, PeopleSoft).
Demonstrated success using HR data, analytics, and compensation modeling to inform strategic decision-making and labor negotiations.

Physical and Mental Requirements

The physical and mental demands described herein are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 

Physical Requirements

Ability to perform primarily sedentary work in an office or hybrid work environment.
Ability to sit for extended periods of time, with periodic standing or walking.
Ability to use a computer and standard office equipment for prolonged periods, including keyboarding, viewing monitors, and operating phones and video conferencing technology.
Ability to communicate effectively in person, by telephone, and through virtual platforms.
Ability to review, prepare, and analyze documents and reports, both electronically and in printed form.
Ability to move within office, school, and district facilities to attend meetings, trainings, or presentations.
Ability to lift, carry, or move light office materials (generally up to 10 pounds) on an occasional basis.
Ability to travel between district sites and meetings as required.

Mental Requirements

Ability to analyze complex and detailed information, including payroll data, compensation models, legal requirements, and labor agreements.
Ability to exercise sound judgment and discretion when handling sensitive, confidential, or legally protected information.
Ability to maintain sustained concentration and attention to detail in a deadline-driven environment with multiple concurrent priorities.
Ability to manage high levels of responsibility and accountability, including work that has significant financial, legal, and operational impact.
Ability to problem-solve and make decisions in situations involving incomplete information, competing priorities, or time-sensitive constraints.
Ability to communicate complex and technical information clearly and effectively to diverse audiences, including executive leadership, labor partners, and staff.
Ability to adapt to changing laws, policies, systems, and organizational priorities.
Ability to work effectively under pressure, particularly during payroll cycles, audits, labor negotiations, and system implementations.