Position Summary

The Chief People Officer leads the School’s people strategy and human resources operations, supporting its mission and Episcopal ethos through practices that attract, develop, support, and retain exceptional employees. As a trusted advisor to the Head of School and Leadership Team, the Chief People Officer aligns staffing, compensation, benefits, professional growth, and workplace culture with the School’s strategic priorities and long-term sustainability.

The Chief People Officer combines strategic leadership with attentive administration, ensuring that employees receive thoughtful support and that human resources policies are clearly articulated, consistently and equitably applied, and administered in accordance with applicable requirements. This role promotes a workplace grounded in integrity, dignity, belonging, confidentiality, and professional accountability.

Essential Duties and Responsibilities

Strategic Leadership and Employee Experience

• Develop and implement a people strategy that advances the School’s mission, educational    program, strategic priorities, and operational needs.

• Advise the Head of School and Leadership Team on organizational structure, workforce planning, staffing needs, succession planning, employee engagement, and retention.

• Maintain high ethical standards, integrity, and respect in relationships with employees, students, parents, alumni, and colleagues.

• Support employees with care, intention, and fairness while balancing individual needs and institutional responsibilities.

• Strengthen employee belonging throughout recruitment, employment practices, professional growth, and workplace culture.

• Gather and analyze employee feedback and human resources data to identify trends and recommend improvements.

• Collaborate with the Leadership Team to assess the effectiveness of employee programs, policies, and procedures.

Recruitment, Hiring, and Employment Retention Practices

• Develop and maintain recruiting and hiring practices that attract a diverse pool of qualified candidates and support consistent, equitable selection.

• Partner with supervisors to identify vacancies, clarify staffing needs, and develop and update job descriptions.

• Manage job postings, applicant tracking, candidate communications, and recruitment workflows within the human resources information system.

• Support the Leadership Team with faculty and staff hiring, including organizing applications, responding to candidates, and preparing interview schedules and itineraries.

• Train employees participating in hiring on interviewing practices, candidate evaluation, confidentiality, and School procedures.

• Coordinate required background checks and screenings; refer concerns to the Head of School and other authorized decision-makers for appropriate review.

• Prepare and track offer letters, role descriptions, and employment agreements for new and returning employees, ensuring required approvals and written or electronic acceptance.

• Respond to authorized reference checks and employment verification requests in accordance with School policy.

Onboarding, Employee Transitions, and Offboarding

• Direct new employee onboarding and orientation in collaboration with other School leaders.

• Ensure new employees receive timely information about the School’s mission, culture, policies, benefits, systems, and role expectations.

• Complete onboarding documentation, enter employee information into relevant systems, and audit records for accuracy and completeness.

• Coordinate changes in employment status, assignments, schedules, and eligibility with supervisors and the Business Office.

• Oversee timely, thorough offboarding, including documentation, benefits transitions, coordination of final payroll, and collaboration on access removal and return of School property.

• Gather exit feedback and identify opportunities to improve the employee experience.

Employee Relations, Performance, and Leadership Development

• Serve as an accessible, trusted resource for employees and supervisors regarding workplace concerns, policies, and employment matters.

• Counsel supervisors on personnel management, communication, performance expectations, documentation, and corrective action.

• Partner with academic leadership on faculty evaluation processes and support consistent staff performance management through appropriate templates, resources, and supervisor guidance.

• Develop executive coaching, leadership training, and ongoing professional learning for supervisors.

• Coordinate fair, timely responses to employee complaints and conflicts, including investigations and consultation with legal counsel as appropriate.

• Promote respectful communication and constructive conflict resolution while maintaining appropriate reporting and escalation channels for misconduct, safety concerns, and other sensitive matters.

Employee Workload and Compensation

• Develop and maintain a workload and compensation strategy informed by market research, compensation surveys, internal equity, recruitment and retention needs, and School resources.

• Coordinate the three-year Load Advisory Committees review process and support implementation of approved recommendations.

• Serve with the Head of School and Chief Financial Officer on the annual Compensation Committee.

• Coordinate annual compensation adjustments with the Head of School and Chief Financial Officer, maintaining accurate documentation and appropriate confidentiality.

• Review employment classifications, including exempt or nonexempt status and eligibility for hourly positions, with appropriate professional guidance.

• Complete annual compensation and benefits surveys and analyze findings to inform recommendations.

Employee Benefits and Retirement Administration

• Evaluate, direct, and administer employee benefits programs, including retirement, health, dental, vision, health savings accounts, disability, life insurance, Workers’ Compensation, and COBRA.

• Manage open enrollment, employee benefits communications, and ongoing education about available programs.

• Process enrollments, changes, and terminations in benefits plans accurately and on schedule.

• Provide day-to-day benefits assistance and help employees navigate claims questions or concerns with providers.

• Maintain relationships with benefits brokers and providers; coordinate annual reviews and recommend and implement approved plan changes.

• Maintain relationships with retirement plan partners, including the third-party administrator, investment provider, and financial advisor.

• Coordinate retirement plan administration, eligibility monitoring, annual reviews, required testing, and compliance reporting with plan partners and appropriate School leaders.

• Reconcile monthly benefits statements against enrollment records and payroll deductions and resolve discrepancies.

• Administer disability and Workers’ Compensation claims in coordination with insurers and appropriate School personnel.

• Coordinate the Benefits Advisory Committee’s three-year review process while maintaining annual plan and provider reviews.

• Partner with the Chief Financial Officer to assess benefit costs, employee value, and long-term affordability.

Human Resources Systems

• Administer paid time off and other leave programs, including eligibility, balances, documentation, employee guidance, and coordination with supervisors.

• Serve as the School’s primary administrator and internal resource for the human resources information system and its modules.

• Maintain accurate personnel databases, conduct periodic data audits, and prepare reports that support staffing and human resources decisions.

• Coordinate appropriate system access and safeguard confidential employee information.

• Manage employee sign-in and sign-out procedures in coordination with campus operations and safety personnel.

Policies, Compliance, and Human Resources Risk Management

• Develop, maintain, and annually review the Employee Handbook, human resources policy manuals, and related procedures. Codify the processes related to these matters.

• Recommend policy changes and collaborate with School leaders to communicate and implement approved policies.

• Serve as the School’s liaison with legal counsel on human resources matters.

• Oversee human resources compliance processes related to applicable wage and hour, equal employment opportunity, accommodation, leave, benefits, workplace safety, and employment requirements.

• Coordinate compliance responsibilities associated with the FLSA, ADA, FMLA, applicable retirement plan requirements, Workers’ Compensation, and relevant workplace safety requirements, in consultation with qualified advisors.

• Coordinate employee accommodation and protected leave processes with appropriate School leaders and advisors.

• Maintain personnel files and manage the completion, auditing, retention, and secure disposal of employment eligibility verification records.

• Establish and maintain retention and secure destruction practices for human resources records.

• Ensure required employment notices and postings remain current and accessible.

• Maintain human resources risk management procedures and coordinate responses to employment-related concerns.

• Respect and protect the confidentiality and privacy of individuals and institutional records.

Employee Required Training and Communications

• Identify employee and supervisor training needs and coordinate appropriate programs, resources, and qualified providers.

• Oversee assignment, scheduling, completion tracking, and documentation of required employee training, including CPR/First Aid, child protection, harassment prevention, diocesan and insurance requirements, and School protocols.

• Communicate training expectations and renewal deadlines and follow up on incomplete requirements.

• Coordinate with Communications to maintain the Employee Portal by conducting a comprehensive summer review and regularly remind section managers to maintain their content.

• Keep human resources information, forms, policies, and employee resources current and accessible.

• Ensure the faculty and staff phone extension list and are updated and distributed annually and revised as needed.

Professional and Community Responsibilities

• Model the St. John's Code by demonstrating respect, responsibility, honesty, and care in all interactions.

• Embrace the School's Episcopal Identity, ethos, and commitment to honoring the dignity of every individual.

• Maintain current professional knowledge through continuing education, professional publications, peer networks, and relevant associations.

• Participate in leading professional learning, collaborative planning with the Leadership Team, and schoolwide initiatives that support the mission and continuous improvement of the School.

• Engage with peers at local, regional, and national independent and Episcopal schools to share best practices and strengthen professional learning.

• Demonstrate technical proficiency and the ability to use School-supported technology tools to plan, organize, assess, and communicate effectively.

• Support community responsibilities such as lunch, recess, carpool, supervision, admissions events, family events, and other School activities as assigned.

• Perform other duties as assigned by the Head of School.

Knowledge, Skills, Characteristics, and Dispositions

The successful candidate will:

• Demonstrate a deep commitment to the School’s mission and Episcopal ethos and to an equitable, inclusive employee experience.

• Build positive, trusting relationships with colleagues and other members of the School community.

• Listen actively and thoughtfully to colleagues and communicate clearly, professionally, and respectfully in both verbal and written forms.

• Demonstrate a commitment to personal and professional growth, including the ability to receive, reflect on, and apply feedback.

Desired Qualifications

• A bachelor's degree is required.

• Relevant education and substantial progressive human resources leadership experience; independent school experience preferred.

• Five or more years of demonstrated experience and expertise in employee relations, benefits, retirement plan administration, compensation, payroll, human resources systems, and policy development.

• Experience coaching supervisors, supporting organizational change, and addressing sensitive employment matters with discretion and sound judgment.

• Strong communication, analytical, organizational, and relationship-building skills.

• Ability to balance strategic leadership with accurate, responsive administration.

• Relevant professional human resources certification preferred.

• Must meet minimum technology proficiency standards, including the ability to work in online Human Resource Management Systems, use Microsoft Teams when needed, and use the Microsoft 365 suite.

Physical Requirements

• Ability to lift approximately 30 lbs.

• Ability to work for extended periods of time, including weeknights and weekends when required.

• Ability to work with children and adults in indoor and outdoor settings.

• Ability to move throughout campus and participate in school activities and emergency procedures.

Commitment to Safeguarding Children

The School is committed to safeguarding and promoting the welfare of children and expects all faculty, staff, and volunteers to share this commitment. Employment is contingent upon successful completion of required background checks, reference checks, and child-safeguarding training.

About St. John's

St. John's is an independent, coeducational Episcopal school serving students in Pre-K 3 through eighth grade on a beautiful 10-acre campus in East Dallas. Rooted in our mission to train the mind, strengthen the character, and enrich the spirit, St. John's offers a program of academic excellence within a nurturing Christian environment.

We believe St. John's is more than a school. It is a close-knit community where students are known, challenged, and loved, and where faculty and staff understand that every role contributes to the lives of our students, families, and colleagues.

Guided by the St. John's Code, we strive to model honesty and respect in our relationships, responsibility in our work, and care for every member of our community. Our employees bring the mission to life each day through their professionalism, collaboration, creativity, and commitment to children.

St. John's seeks colleagues who are eager to grow, generous in spirit, and inspired by the opportunity to help young people become their best selves. If you are drawn to a joyful, purposeful, and mission driven school community, you may find St. John's to be a place where you can do your best work and make a lasting impact.

Disclaimer

This job description provides a general overview of the responsibilities and expectations associated with the position. It is not intended to serve as an all-inclusive list of duties, skills, or requirements.

Responsibilities may be modified as needed to support the mission and operations of the School.

Equal Employment Opportunity

In our commitment to diversity and equity, St. John's Episcopal School does not discriminate regarding race, color, ethnicity, national origin, sexual orientation, gender, age, genetic information, disability, pregnancy, marital status, religion, military status, and/or any protected category. This commitment extends to our employment, educational, admission, and financial-aid policies, and other School administered programs.

How to Apply

For questions or more information, please contact:

Chris Patterson, Chief of Staff

cpatterson@stjohnsschool.org

To submit all correspondence, including your cover letter, resume, and application, please click the Apply button below. Please no emails or phone calls to submit your candidacy or show interest.