Senior Director Human Resources

Overview

School Overview Over Drew Charter School’s twenty-year history, the school has grown to serve grades PreK-12 with nearly 1,900 students in a “cradle-to-college” pipeline, including two onsite early learning partners. Drew implements a rigorous and supportive educational continuum, which includes tailored Response to Intervention (RTI) support, a rigorous STEAM/Project-Based Learning (PBL) instructional model, and a robust College and Career Readiness program.

Every element has been thoughtfully designed to ensure all students succeed and to eliminate opportunity gaps and inequities in educational outcomes for our diverse population of students. More than just a school, Drew is at the heart of a community-wide commitment to launching all students on a pathway to health, impact, and prosperity.

Equity Commitment As part of our steadfast efforts to ensure equitable outcomes for ALL Drew Charter School students, we, the Board of Directors, individually and collectively, make an explicit commitment to identify, acknowledge, and dismantle policies and practices that reinforce systemic racism, and to educate and equip ALL of our students with the ability and opportunity to be leaders in the continuous work of creating a true, beloved community.

The Senior Director of Human Resources (SDHR) serves as Drew Charter School’s senior-most human capital leader and a strategic partner to executive leadership. This role is responsible for designing, leading, and continuously improving an enterprise-wide talent strategy aligned to Drew’s 2025–2030 Strategic Plan.

The Senior Director of Human Resources oversees all aspects of employee management, from recruitment and hiring to transitions and departures. This role handles compensation, benefits, certification, and engagement, while also spearheading talent initiatives such as retention strategies and employee evaluations. Working closely with school leaders, the Senior Director aligns HR practices with organizational goals and provides expertise on various talent management needs.

This position is critical in shaping the organization's human capital strategy and ensuring it supports the overall mission.

Moving beyond transactional human resources, the SDHR ensures that Drew’s people systems, leadership practices, and organizational culture actively advance student outcomes, staff effectiveness, and long-term institutional sustainability. The role requires exceptional judgment, deep HR expertise, strong leadership presence, and the ability to translate strategic priorities into scalable systems and operational excellence.

Talent Strategy and Organizational Effectiveness

• Leads the development and execution of Drew’s enterprise-wide talent strategy in alignment with the  Strategic Plan’s Talent Priority
• Designs coherent systems for recruitment, onboarding, development, performance management, retention, and succession planning across all roles
• Partners with executive leadership to ensure talent decisions support academic priorities, school culture, and long-term organizational health
• Uses workforce data and trend analysis to anticipate talent needs, identify risks, and inform decision-making
• Establishes clear expectations, accountability, and measures of success for talent initiatives
• Leads change management efforts related to talent, culture, and organizational design
• Ensures talent strategy supports staff feeling supported, valued, and empowered to foster an environment of excellence and innovation

30%

Benefits, Compensation & Risk Management

• Administers school-wide health and wellness benefits
• Leads the strategic design and administration of compensation and benefits programs to ensure competitiveness, equity, and sustainability
• Maintains strong vendor partnerships and ensures effective service delivery
• Ensure compliance with all federal, state, and local employment and benefits regulations
• Interprets benefits and compensation policies with consistency and professional judgment
• Partners with Finance Leadership to align compensation structures with budgetary constraints and long-term planning
• Continuously evaluates benefits and…