Director of Human Resources

Job title	Director of Human Resources	Classification	Exempt
Reports to	Chief Financial Officer	Organization Unit	HR
Approved by	Human Resources	Effective date	3/24/2026

About Us
Performance Academies is a growing education management organization dedicated to
operating high-quality charter schools. We currently manage 16 school sites across Ohio,
serving 4,000 students and employing a dedicated team of nearly 500 professionals. As we
continue to scale, we are seeking a tech-forward Director of Human Resources to standardize
our data, optimize our systems, and modernize our approach to talent and retention.

Position Overview
We are looking for a highly operational, tech-savvy Director of Human Resources to lead our
HR function. Reporting directly to the CFO and partnering closely with the Chief of Staff, this
role is designed for a systems-thinker who excels at maximizing existing HR platforms and
evaluating high-leverage, off-the-shelf predictive tools.

You will oversee a decentralized hiring model, empowering our 5 superintendents and 17
principals to build their teams, while you focus on ensuring seamless workflows, absolute
compliance, and clean data integration. Once the operational foundation is optimized, you will
also help design and launch a formal leadership development program for our administrators.

Key Responsibilities

• HR Operations & Tech Stack Optimization: Serve as the primary owner of our HR technology ecosystem (currently Jazz HR, Frontline, ADP). Maximize the built-in reporting and automation features of these platforms to streamline onboarding, offboarding, benefits administration, and state licensure tracking.
• Talent Acquisition Strategy & Predictive Tools: Equip our superintendents and principals to execute localized recruiting while acting as the final quality checkpoint. Evaluate and implement third-party predictive tools—such as AI-driven assessments that analyze candidate writing samples for key personality traits—to enhance our screening precision without needing to build complex algorithms from scratch.
• Team Management & Cross-Functional Integration: Model for, supervise and mentor the HR Assistant(s), ensuring day-to-day HR operations run flawlessly. Partner with the Treasurer (e.g. payroll) and the Accounting team (e.g. reimbursements) to ensure seamless financial and HR data integration. Partner with the Chief of Staff to ensure proper hiring, employee profile, and termination changes are made and updated as well as appropriate disciplinary support provided.
• Compliance & Risk Management: Ensure absolute organizational compliance with all state and federal employment laws. Maintain rigorous oversight of background checks, educator credentials, and other K-12 specific regulatory requirements.
• Strategic Leadership & Development: Build upon existing HR procedures to develop improved standard operating procedures. Partner with the executive team to align HR strategy with organizational goals. Design and launch a formal leadership development program for site administrators and central office staff to drive retention and internal mobility.

Qualifications & Experience

• Operational & Tech Excellence: 8+ years of progressive HR experience, with a heavy emphasis on HR Strategy, HR Operations, HRIS management, and systems optimization. Direct, hands-on experience administering, extracting and analyzing data from Jazz HR, Frontline, and ADP (or similar systems) is highly preferred.
• Data-Driven Mindset: Proven ability to clean, standardize, and analyze HR data to inform decisions, along with experience evaluating and purchasing third-party HR technology and AI screening tools.
• Cross-Functional Leadership: Experience leading others as direct reports. Strong tactical execution skills with a history of improving workflows for a mid-sized (500+ employee), multi-site organization. Exceptional ability to coach and influence decentralized site-level leaders.
• Industry Knowledge: Previous experience in K-12 education or charter school management is a plus, but not required for a candidate with strong HR operational fundamentals.
• Program Development: Experience designing or managing formal leadership training and professional development programs is highly valued.

This is not necessarily an all-inclusive list of job-related responsibilities, duties, skills, efforts, requirements or working conditions. While this is intended to be an accurate reflection of the current job, management reserves the right to revise the job or to require that other or different tasks be performed as assigned.