Charlotte-Mecklenburg Schools (CMS) is located in Charlotte, NC and is the public-school system for Mecklenburg County. Mecklenburg County is both the most populated, and the most densely populated, county in North Carolina. The county seat and largest city is Charlotte, and the county population of approximately 1,000,000 is diverse in many ways. With 6.9 million residents within 100 miles, Mecklenburg County and Charlotte lie in the heart of a region that is the sixth largest urban area in the US and that has a well-balanced economy with employment distributed between all major sectors.
CMS has more than 148,000 students in kindergarten through 12th grade in 175 schools throughout the cities and towns in Mecklenburg County, making CMS one of the 20 largest public school districts in the US. CMS has a diverse mix of students who represent over 180 countries, speak over 190 native languages, and come from various cultural and ethnic backgrounds. CMS offers an extensive range of magnet programs in over 47 of its schools to nurture the talents of students who have interests and abilities in specific areas. CMS also educates, supports, and meets the needs of students with learning and physical disabilities.
CMS, with an operating budget of approximately $1.4 billion, is one of the largest employers in Mecklenburg County with more than 19,000 teachers, support staff, and administrators. CMS is fortunate to have tremendous support from Charlotte’s corporate, faith, and business communities and more than 90,000 mentors and volunteers that support learning and instruction in CMS classrooms.
The public school system in Charlotte-Mecklenburg has a rich and intricate history. Built upon the efforts of many individuals who firmly believed in the importance of education to Charlotte and Mecklenburg County, public schools have had a tremendous impact on the growth and economy of the region – as well as the thousands of individuals they have served. To carry on this legacy, the CMS strategic plan, The 2024 Strategic Plan, reflects the Charlotte-Mecklenburg Board of Education’s commitment to “transform the culture of Charlotte-Mecklenburg Schools into one of high performance in both academics and operations….foster a performance culture and unleash innovation in teaching, learning and school operations.” By following this strategic plan, and focusing on the Board’s commitment, CMS will continue to pursue its mission and vision: “The mission of CMS is to create an innovative, inclusive, student-centered environment that supports the development of independent learners. The vision of CMS is to lead the community in educational excellence, inspiring intellectual curiosity, creativity, and achievement so that all students reach their full potential. (C-M Board of Education, 2018)”
For more information please visit www.cms.k12.nc.us.
The CHRO reports directly to the Superintendent. Other positions reporting to the Superintendent include: Chief of Staff; Chief Equity Officer; Chief Academic Officer; Community Superintendent, Central 1; Chief Technology Officer; Associate Superintendent–Student Services; Chief Financial Officer; and Chief Engagement Officer. The General Counsel reports directly to the Board of Education (BOE). The CHRO will serve as a strategic leader and trusted advisor to the Superintendent and executive staff of CMS.
Positions reporting directly to the CHRO include: Executive Director, Talent Acquisition; Executive Director, Learning and Leadership Development; Executive Director, Operations; Executive Director, HR Client Services; and Executive Director, Employee Relations. Total number of employees in the department is approximately 113, excluding the CHRO.
The Chief Human Resources Officer is responsible for developing, implementing, and executing a human resource strategy in support of CMS’s mission and strategic plan, specifically in the areas of talent acquisition, development, utilization, and retention; equity and inclusion; change management and transformation of culture; organizational and performance management; training and development; and compensation. The CHRO provides strategic leadership by articulating HR needs and plans to the Superintendent, BOE, and CMS executive staff. Working with the Superintendent and other CMS leadership, she/he will help cultivate, build, and maintain a culture of accountability, transparency, and one focused on valuing people and service. The CHRO also provides leadership in the areas of employee benefits, employee compensation, employee relations, Human Resource Information Systems (HRIS), and professional development for schools and departments. She/he provides information to the BOE on the interpretation of existing policies, rules and regulations concerning personnel and, working with legal staff, ensures that CMS remains in compliance with federal laws, rules, and regulations regarding employment.
Specific responsibilities include, but may not necessarily be limited to, the following:
- Direct the comprehensive plan for human capital management as it pertains to the CMS Theory of Action and Mission, Vision, Core Beliefs, and strategic plans.
- Serve as an active member of the Cabinet and provide advice on strategic HR issues.
- Regularly assess the market position of HR programs and practice against comparable educational institutions and markets.
- Collaborate with and advise the Superintendent and Cabinet on matters of human capital, recognizing external market factors, trends, and opportunities.
- Provide leadership to the HR function by developing a high performing, service-focused, and team-oriented departmental culture.
- Direct the development of succession planning through the creation and implementation of personalized learning initiatives and leadership training programs and pipelines throughout CMS.
- Direct recruiting, selection, and retention strategies for ensuring top talent for school-level and district positions through the collection and analysis of human capital data and by partnering with district staff.
- Provide leadership in employee relations matters, including disciplinary actions, up to, and including termination, for certificated and non-certificated staff.
- Provide leadership and direction for workforce forecasting activities including recruiting, placement, and reduction in force practices and procedures.
- Oversee and implement a district-wide employee performance evaluation system, including professional development plans, that aligns appraisals with state-mandated instruments for licensed employees or metrics aligned to the specific roles and department goals for non-licensed employees.
- Oversee the design, implementation, and maintenance of the records system for evaluation, professional development, certification and licensure, and coaching and mentoring of all employees.
- Execute a comprehensive compensation plan for employees that supports recruitment, retention, and reward for employees in alignment with CMS strategic plan.
- Provide leadership and general direction to the process of job design, job evaluation, wage and hour compliance, compensation schedules and procedures, and related policies and regulations.
- Develop, coordinate, and implement CMS Human Resources policies and procedures. Provide leadership for the analysis, development, interpretation, and implementation of policies and legislation related to Human Resources
- Ensure that all Human Resources systems, record keeping, and procedures are fair, equitable, and adhere to relevant federal, state, and local laws and Charlotte-Mecklenburg Board of Education policies.
- Provide leadership in the collection and analysis of required Human Resource information, and/or assembly of required data for required reports, presentations, and updates to CMS officials, staff, and community groups.
- Provide leadership and oversight in the development and maintenance of the annual departmental budget.
- Serve as a mentor to the HR team and provide opportunities for training and professional development.
- Provide leadership on systemic project plans for district initiatives in the area of Human Resources to increase the efficiency and effectiveness of services.
- Attend regular meetings of the Board of Education, conduct staff meetings, and attend other related meetings deemed necessary by the Superintendent or designee.
- Consult with, and provide information to, the Superintendent, Board of Education, and Executive Staff regarding Human Resource issues and concerns.
- Direct Human Resources litigation actions in conjunction with the Superintendent and Legal Counsel.
- Negotiate solutions to Human Resource situations of a confidential and sensitive nature.
- Assist in creating a work environment and culture which emphasizes a commitment to customer service.
- Collaborate with all departments and schools to ensure excellent customer service.
- Experience reflecting increasingly responsible management positions within Human Resources, including mentoring and developing a high performing HR team.
- Significant depth and breadth of experience as a human resources strategist and leader/manager at the executive leadership level, with a commitment to professional growth and development.
- Ability to be a significant, value-added strategic and operational partner with the executive leadership team, Superintendent, and other leaders within the district.
- Extensive knowledge of the principles, procedures, and practices of human resources/ employee administration.
- Affinity for technology and automation in HR processes.
- Demonstrated ability to enhance and/or develop and implement human resources programs and procedures to improve overall operations and organizational effectiveness.
- Extensive knowledge of state and federal laws and rules concerning the employment of personnel and their rights and privileges as employees.
- Knowledge of curriculum and instructional programs, policies, procedures, practices, and system-wide goals related to strategic plans.
- Knowledge of district organization, operations, policies, and objectives.
- Demonstrated capability to develop and maintain effective relationships and communications with all departments, employees, executive staff, BOE members, and community leaders in a collaborative environment.
- Acknowledges and respects diverse perspectives.
- Exemplary integrity, serving as a role model in exuding trust and transparency, and maintaining the highest of professional standards.
- Ability to analyze situations accurately and adopt an effective course of action.
- Experience with the implementation of innovative approaches to managing human capital and addressing long-term issues.
- Ability to develop, analyze, and recommend policies, strategies, and practices affecting school district personnel and services.
- Bachelor’s degree required; Master’s degree or Doctorate preferred; SHRM and/or HRCI certification desirable.
Compensation will include base salary and benefits.