Oak Park Elementary District 97
Human Resources Onboarding Manager
Revised: July 2025
Perm/contract: 12-month position
Department: Human Resources-Operational Excellence
FLSA Status: Exempt
Reports to: Assistant Superintendent for HR/Equity
Primary Reporting Location: District Office
Level: Manager
Compensation: Minimum: $76,000
Date Available: ASAP
Bargaining Unit & Classification: N/A & Classified
Supervisory Responsibilities: Limited/As Assigned
Benefits:
Insurance - medical, dental, vision, life, and disability insurance are available
Leaves - paid sick, personal, and vacation days provided
Retirement - IMRF Board Contribution available
D97 Ideal Team Member Profile
The Ideal Team Member In District 97 Is a Visionary And Equity-centered Leader Who Inspires Excellence And Fosters Collective Responsibility For Student Success. This Individual:
Champions the district's vision and drives forward-thinking, innovative practices that anticipate future educational needs. Stewards public trust and resources with fiscal responsibility and ethical transparency. Demonstrates relentless commitment to student success, ensuring that every decision supports equitable opportunities and outcomes for all learners. Organizes and empowers teams to work collaboratively toward shared goals, recognizing the interdependence of roles across departments and schools. Fosters a culture of care, learning, and service, grounded in authentic engagement with students, families, staff, and community members. Models integrity, professionalism, and confidentiality, serving as a role model for ethical and respectful conduct at all levels. Thrives in a culturally, racially, and linguistically diverse environment, showing a deep passion for inclusive practices and building belonging for all team members. Seeks and embraces feedback, especially when it challenges them to grow and improve in service of students and colleagues. Understands the powerful intersection of leadership, learning, and equity, and aligns their work to dismantle systemic barriers. Courageously addresses unprofessional behavior, holding self and others accountable to high standards in service to the community and students.
About The Role:
The HR Onboarding Manager plays a critical role in shaping the first and last impressions employees have of the organization. This position is responsible for designing and leading a seamless, engaging, and informative onboarding experience that supports new hires in becoming productive, confident, and connected members of the team.
In addition to onboarding, the HR Onboarding Manager also oversees the offboarding process, ensuring that employee exits—whether voluntary or involuntary—are handled professionally, consistently, and in alignment with organizational policies and compliance requirements. This includes coordinating final communications, deactivation of access, exit interviews, and internal notifications.
Working cross-functionally with departments across the organization, the HR Onboarding Manager ensures that each step of the employee lifecycle—from pre-boarding to exit—is thoughtfully executed. This role requires strong attention to detail, organizational skills, and a commitment to fostering a welcoming, respectful, and inclusive environment. The HR Onboarding Manager’s work directly influences employee satisfaction, retention, and overall organizational culture.
The HR Onboarding Manager position will ensure that equity is at the center of the district's human resources services to positively impact student learning and employee practices as expressed in Board Policy 7:12: Ensuring Racial and Educational Equity.
Essential Duties And Responsibilities:
Recruiting: Leads and coordinates the recruitment process to attract, identify, and secure high-quality candidates for open positions across the organization. This includes developing job postings, screening applications, coordinating interviews, collaborating with hiring managers to understand staffing needs, and ensuring a positive and equitable candidate experience. Develops and Oversees Onboarding Programs: Designs, implements, and continuously improves a comprehensive onboarding process for all new employees, including certified, classified, administrative, and substitute staff. Coordinates Pre-Employment Requirements: Manages all pre-hire processes such as background checks, fingerprinting, licensure verification, I-9 and E-Verify compliance, employment eligibility documentation, and required training or certifications. Supports New Hire Orientation: Supports the Director of Human Experience and Teacher Mentors in the planning and development of orientation sessions that introduce new employees to district policies, procedures, culture, benefits, and job expectations, ensuring consistent messaging and legal compliance. Creates and Maintains Personnel Files: Establishes and maintains complete and compliant personnel files for all employees in accordance with Illinois School Code, board policy, collective bargaining agreements, and applicable laws and regulations. Tracks Tenure and Probationary Status: Monitors and documents certified staff tenure timelines and probationary periods to ensure accurate tracking for contract renewal decisions and compliance with tenure laws. Maintains and Updates Seniority Lists: Prepares and maintains seniority lists for certified and classified staff in alignment with collective bargaining agreements and provides lists to union representatives as required. Manages Student Teacher Placement: Coordinates placement of student teachers, interns, and clinical observers in collaboration with building principals, universities, and HR leadership; ensures required documentation and approvals are completed. Collaborates Across Departments: Works closely with Human Resources, Payroll, IT, Benefits, and department supervisors to ensure a seamless onboarding experience and timely system access, benefits enrollment, and training. Maintains Accurate Employee Records: Ensures timely and accurate entry and maintenance of employee data in HRIS and personnel files in compliance with board policy, collective bargaining agreements, and state/federal regulations. Provides Support to New Employees: Serves as a point of contact for onboarding-related questions, offering guidance and support during the initial employment period to foster engagement and retention. Manages Offboarding Procedures: Coordinates the exit process for separating employees, including collection of district property, termination of system access, final paperwork, and facilitation of exit interviews when applicable. Monitors Compliance and Reporting: Ensures all onboarding and offboarding activities comply with district policy, applicable state and federal laws (e.g., ISBE, TRS/IMRF, FMLA, ADA, Title IX), and collective bargaining agreements. Prepares and Submits State and Federal Reports: Assists in compiling and submitting required reports such as ISBE employment submissions (e.g., ELIS updates, Employment Information System/EIS), EEOC, TRS/IMRF enrollment data, and mandated state/federal audits. Tracks and Reports Metrics: Collects and analyzes data related to onboarding timelines, completion rates, employee feedback, and turnover trends to support continuous improvement and compliance auditing. Supports Recruitment and Hiring: Collaborates with HR and hiring managers to support recruitment efforts, including coordinating interview logistics, communicating with candidates, and preparing onboarding materials post-offer. Maintains and Monitors Recall Lists: Tracks and updates recall lists for certified and classified staff in accordance with collective bargaining agreements and Illinois School Code. Notifies eligible employees of recall opportunities and works with HR leadership to ensure compliance with applicable timelines and procedures. Prepares Personnel Report for the Board of Education: Collaborates with HR staff on creation of the personnel report, including new hires, resignations, retirements, leaves of absence, transfers, and other personnel actions, for submission to the Board of Education. Ensures accuracy and confidentiality of employee information and coordinates with HR leadership for final review and approval. Maintains Current Employment Contracts for Applicable Employees: Manages and updates a comprehensive list of all current employment contracts across the district, including certified staff, non-certified staff, administrators, and contracted consultants. Ensures accuracy in contract terms, assignments, salary placement, and duration. Collaborates with HR leadership to ensure timely updates, renewals, and board approvals in accordance with collective bargaining agreements, administrative procedures, and legal requirements. Collaborates to Optimize HR Systems: Partners with the Human Resources team to apply operational knowledge and process expertise in optimizing HR systems (e.g., onboarding platforms, HRIS, document workflows). Identifies opportunities for improved efficiency, data integrity, and user experience to support district operations and enhance service to employees. Utilizes knowledge of laws, union contracts, and district policies to provide exceptional customer service and legally compliant hiring processes. Delivers Exceptional Customer Service with Accuracy and Efficiency: Provides responsive, respectful, and solutions-oriented support to employees, applicants, administrators, and external partners. Ensures all onboarding and employee-related processes are completed with a high degree of accuracy, confidentiality, and timeliness. Continuously seeks opportunities to improve service delivery, streamline workflows, and enhance the employee experience while upholding compliance with district policies and applicable regulations. Monitors and Notifies Licensed Staff of Certification and License Renewal Requirements: Tracks certification and license expiration dates for all licensed staff, including teachers, administrators, and specialized service personnel. Provides timely and proactive notifications regarding upcoming renewal deadlines, renewal procedures, and required professional development. Supports staff in maintaining active licensure status and addresses renewal issues in coordination with HR leadership to avoid disruptions to employment eligibility. Supports HR Leadership: Supports the Assistant Superintendent for Human Resources and/or designee in administrative efforts, keeping leadership informed of key issues and seeking guidance when needed. Performs Other Duties as Assigned: Assists with special projects, system improvements, and additional responsibilities as assigned to support Human Resources and district operations.
Knowledge Of:
Content Knowledge, Skills, and Abilities:
Human Resources Best Practices: Understanding of modern HR principles, recruitment techniques, and employee lifecycle management. Employment Law and Compliance: Comprehensive knowledge of federal and state laws/regulations (e.g., FMLA, ADA, Title IX, ISBE, TRS/IMRF, EEOC, Illinois School Code) governing employment, hiring, onboarding, and offboarding. Collective Bargaining Agreements (CBAs): Knowledge of how CBAs impact employment conditions, compensation, benefits, transfers, hiring, seniority, recall, tenure, calendar creation, and employee contracts. HRIS and Onboarding Systems: Familiarity with HR Information Systems (e.g., PowerSchool, Frontline, Infinite Visions), onboarding platforms, and data reporting tools. Recruitment and Selection Strategies: Knowledge of effective talent sourcing, candidate assessment, interview coordination, and selection procedures. Records Management and Confidentiality Standards: Understanding of recordkeeping practices, confidentiality rules, and document retention policies related to personnel files. Educational Institution Operations: Familiarity with school district structures, roles (certified, classified, administrative, substitutes), and the academic calendar.
Skills:
Communication and Interpersonal Skills: Skilled at communicating clearly and professionally with diverse stakeholders, including candidates, employees, administrators, and external partners. Organization and Time Management: Ability to manage multiple complex processes (recruitment, onboarding, reporting, compliance) simultaneously while meeting deadlines. Data Entry and Accuracy: High level of attention to detail for entering, verifying, and maintaining personnel and HRIS data accurately. Problem Solving and Critical Thinking: Skilled in identifying issues, evaluating alternatives, and implementing effective solutions, particularly related to compliance and operational efficiency. Customer Service: Strong service orientation with the ability to provide empathetic, responsive, and efficient support to internal and external clients. Technology Proficiency: Proficient in Google Workspace, electronic forms/systems, and specialized HR platforms. Report Preparation and Analysis: Skilled in compiling, analyzing, and presenting data and reports (e.g., personnel board reports, compliance submissions, turnover metrics).
Abilities
Collaborate Across Departments: Ability to work effectively with internal teams such as Payroll, IT, Benefits, and building administrators to support seamless HR operations. Maintain Confidentiality and Integrity: Ability to demonstrate sound judgment and integrity in handling sensitive information and employee records Adapt to Change and Prioritize Tasks: Flexible and capable of adjusting to changing priorities, deadlines, and procedures in a fast-paced environment. Interpret and Apply Policies and Regulations: Ability to understand and apply district policies, collective bargaining agreements, and state/federal laws to HR procedures and decisions. Manage End-to-End Processes: Ability to independently manage full-cycle processes such as recruiting, onboarding, offboarding, and compliance monitoring. Promote Equity and Inclusiveness: Ability to implement inclusive hiring and onboarding practices and ensure equitable treatment for all employees and candidates. Detail-Oriented in Documentation: Able to accurately maintain personnel files, seniority/recall lists, and employment contracts while ensuring legal and policy compliance.
Candidate Qualifications:
Education and Certification
Required: Bachelor’s degree in Human Resources, Business Administration, Education, Public Administration, or a related field.
Preferred:
Master’s degree in Human Resources, Educational Administration, or related field. Professional HR certification (e.g., PHR, SHRM-CP, pHCLE or eHCLE). Illinois Professional Educator License (PEL) or administrative certification a plus but not required.
Experience
Required:
Minimum of 3–5 years of experience in Human Resources, with direct experience managing onboarding or talent acquisition processes. Experience working in K–12 public education, government, or similarly regulated environments.
Preferred:
Experience working with collective bargaining agreements and unionized employee groups. Experience with Illinois State Board of Education (ISBE) systems such as ELIS, EIS, and familiarity with TRS/IMRF enrollment and reporting processes
Knowledge
:
In-depth understanding of:
HR laws and regulations applicable to public education (e.g., FMLA, ADA, Title IX, Illinois School Code). ISBE licensure, background check requirements, and pre-employment compliance. Collective bargaining agreements and their impact on hiring, onboarding, seniority, and recall procedures. Personnel file requirements and record retention standards in Illinois public schools.
Familiarity With:
School calendars, staffing models, and employment classifications (certified, classified, administrative, substitutes). Best practices in employee onboarding, engagement, and offboarding.
Skills And Competencies
Strong interpersonal and communication skills—able to effectively communicate with diverse employee groups, administrators, unions, and external agencies. Excellent organizational and project management skills—able to manage multiple onboarding cycles and compliance timelines simultaneously. High proficiency in: HRIS platforms (e.g., Frontline, Infinite Visions). Google Workspace. Data entry and analysis tools to track onboarding metrics and prepare reports. Strong problem-solving and analytical skills with a proactive, solutions-oriented mindset. High degree of attention to detail and confidentiality in handling sensitive personnel records and compliance documentation.
Abilities
Ability to:
Work collaboratively across departments including HR, Payroll, IT, and building leadership. Interpret and apply policies, state and federal regulations, and collective bargaining agreements to real-world HR situations. Develop and improve systems, workflows, and communications to enhance the new hire experience and onboarding efficiency. Deliver equitable and inclusive onboarding practices that reflect the district’s commitment to diversity and compliance Maintain composure and professionalism in a fast-paced, deadline-driven environment.
Physical Requirements:
This position requires the performance of light work—which requires exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently to move objects. The position includes close visual acuity, frequent talking, hearing, walking, climbing stairs and standing, occasional lifting, carrying, pushing, and/or pulling, some stooping, kneeling, crouching, and/or crawling, and significant fine finger dexterity. The job is performed in non-hazardous environments and a clean atmosphere. The position requires indoor and outdoor supervision during varying temperatures and climatic conditions.
Apply Through Frontline:
Applications are currently being accepted for this position via our district website. Please reach out to our human resources department at district97hr@op97.org, if you have questions about the application process.
We encourage interested applicants to apply, as we continue to uplift our equity policy. Our goal is to recruit, employ, support, and retain racially and linguistically diverse and culturally competent administrative, instructional and support personnel. Oak Park Elementary School District 97 is an equal opportunity employer and values diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We are committed to creating an inclusive environment for all employees.
The mental demands, physical demands, and work environment characteristics are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to allow an employee with disabilities to perform the essential functions. #J-18808-Ljbffr
Revised: July 2025
Perm/contract: 12-month position
Department: Human Resources-Operational Excellence
FLSA Status: Exempt
Reports to: Assistant Superintendent for HR/Equity
Primary Reporting Location: District Office
Level: Manager
Compensation: Minimum: $76,000
Date Available: ASAP
Bargaining Unit & Classification: N/A & Classified
Supervisory Responsibilities: Limited/As Assigned
Benefits:
Insurance - medical, dental, vision, life, and disability insurance are available
Leaves - paid sick, personal, and vacation days provided
Retirement - IMRF Board Contribution available
D97 Ideal Team Member Profile
The Ideal Team Member In District 97 Is a Visionary And Equity-centered Leader Who Inspires Excellence And Fosters Collective Responsibility For Student Success. This Individual:
Champions the district's vision and drives forward-thinking, innovative practices that anticipate future educational needs. Stewards public trust and resources with fiscal responsibility and ethical transparency. Demonstrates relentless commitment to student success, ensuring that every decision supports equitable opportunities and outcomes for all learners. Organizes and empowers teams to work collaboratively toward shared goals, recognizing the interdependence of roles across departments and schools. Fosters a culture of care, learning, and service, grounded in authentic engagement with students, families, staff, and community members. Models integrity, professionalism, and confidentiality, serving as a role model for ethical and respectful conduct at all levels. Thrives in a culturally, racially, and linguistically diverse environment, showing a deep passion for inclusive practices and building belonging for all team members. Seeks and embraces feedback, especially when it challenges them to grow and improve in service of students and colleagues. Understands the powerful intersection of leadership, learning, and equity, and aligns their work to dismantle systemic barriers. Courageously addresses unprofessional behavior, holding self and others accountable to high standards in service to the community and students.
About The Role:
The HR Onboarding Manager plays a critical role in shaping the first and last impressions employees have of the organization. This position is responsible for designing and leading a seamless, engaging, and informative onboarding experience that supports new hires in becoming productive, confident, and connected members of the team.
In addition to onboarding, the HR Onboarding Manager also oversees the offboarding process, ensuring that employee exits—whether voluntary or involuntary—are handled professionally, consistently, and in alignment with organizational policies and compliance requirements. This includes coordinating final communications, deactivation of access, exit interviews, and internal notifications.
Working cross-functionally with departments across the organization, the HR Onboarding Manager ensures that each step of the employee lifecycle—from pre-boarding to exit—is thoughtfully executed. This role requires strong attention to detail, organizational skills, and a commitment to fostering a welcoming, respectful, and inclusive environment. The HR Onboarding Manager’s work directly influences employee satisfaction, retention, and overall organizational culture.
The HR Onboarding Manager position will ensure that equity is at the center of the district's human resources services to positively impact student learning and employee practices as expressed in Board Policy 7:12: Ensuring Racial and Educational Equity.
Essential Duties And Responsibilities:
Recruiting: Leads and coordinates the recruitment process to attract, identify, and secure high-quality candidates for open positions across the organization. This includes developing job postings, screening applications, coordinating interviews, collaborating with hiring managers to understand staffing needs, and ensuring a positive and equitable candidate experience. Develops and Oversees Onboarding Programs: Designs, implements, and continuously improves a comprehensive onboarding process for all new employees, including certified, classified, administrative, and substitute staff. Coordinates Pre-Employment Requirements: Manages all pre-hire processes such as background checks, fingerprinting, licensure verification, I-9 and E-Verify compliance, employment eligibility documentation, and required training or certifications. Supports New Hire Orientation: Supports the Director of Human Experience and Teacher Mentors in the planning and development of orientation sessions that introduce new employees to district policies, procedures, culture, benefits, and job expectations, ensuring consistent messaging and legal compliance. Creates and Maintains Personnel Files: Establishes and maintains complete and compliant personnel files for all employees in accordance with Illinois School Code, board policy, collective bargaining agreements, and applicable laws and regulations. Tracks Tenure and Probationary Status: Monitors and documents certified staff tenure timelines and probationary periods to ensure accurate tracking for contract renewal decisions and compliance with tenure laws. Maintains and Updates Seniority Lists: Prepares and maintains seniority lists for certified and classified staff in alignment with collective bargaining agreements and provides lists to union representatives as required. Manages Student Teacher Placement: Coordinates placement of student teachers, interns, and clinical observers in collaboration with building principals, universities, and HR leadership; ensures required documentation and approvals are completed. Collaborates Across Departments: Works closely with Human Resources, Payroll, IT, Benefits, and department supervisors to ensure a seamless onboarding experience and timely system access, benefits enrollment, and training. Maintains Accurate Employee Records: Ensures timely and accurate entry and maintenance of employee data in HRIS and personnel files in compliance with board policy, collective bargaining agreements, and state/federal regulations. Provides Support to New Employees: Serves as a point of contact for onboarding-related questions, offering guidance and support during the initial employment period to foster engagement and retention. Manages Offboarding Procedures: Coordinates the exit process for separating employees, including collection of district property, termination of system access, final paperwork, and facilitation of exit interviews when applicable. Monitors Compliance and Reporting: Ensures all onboarding and offboarding activities comply with district policy, applicable state and federal laws (e.g., ISBE, TRS/IMRF, FMLA, ADA, Title IX), and collective bargaining agreements. Prepares and Submits State and Federal Reports: Assists in compiling and submitting required reports such as ISBE employment submissions (e.g., ELIS updates, Employment Information System/EIS), EEOC, TRS/IMRF enrollment data, and mandated state/federal audits. Tracks and Reports Metrics: Collects and analyzes data related to onboarding timelines, completion rates, employee feedback, and turnover trends to support continuous improvement and compliance auditing. Supports Recruitment and Hiring: Collaborates with HR and hiring managers to support recruitment efforts, including coordinating interview logistics, communicating with candidates, and preparing onboarding materials post-offer. Maintains and Monitors Recall Lists: Tracks and updates recall lists for certified and classified staff in accordance with collective bargaining agreements and Illinois School Code. Notifies eligible employees of recall opportunities and works with HR leadership to ensure compliance with applicable timelines and procedures. Prepares Personnel Report for the Board of Education: Collaborates with HR staff on creation of the personnel report, including new hires, resignations, retirements, leaves of absence, transfers, and other personnel actions, for submission to the Board of Education. Ensures accuracy and confidentiality of employee information and coordinates with HR leadership for final review and approval. Maintains Current Employment Contracts for Applicable Employees: Manages and updates a comprehensive list of all current employment contracts across the district, including certified staff, non-certified staff, administrators, and contracted consultants. Ensures accuracy in contract terms, assignments, salary placement, and duration. Collaborates with HR leadership to ensure timely updates, renewals, and board approvals in accordance with collective bargaining agreements, administrative procedures, and legal requirements. Collaborates to Optimize HR Systems: Partners with the Human Resources team to apply operational knowledge and process expertise in optimizing HR systems (e.g., onboarding platforms, HRIS, document workflows). Identifies opportunities for improved efficiency, data integrity, and user experience to support district operations and enhance service to employees. Utilizes knowledge of laws, union contracts, and district policies to provide exceptional customer service and legally compliant hiring processes. Delivers Exceptional Customer Service with Accuracy and Efficiency: Provides responsive, respectful, and solutions-oriented support to employees, applicants, administrators, and external partners. Ensures all onboarding and employee-related processes are completed with a high degree of accuracy, confidentiality, and timeliness. Continuously seeks opportunities to improve service delivery, streamline workflows, and enhance the employee experience while upholding compliance with district policies and applicable regulations. Monitors and Notifies Licensed Staff of Certification and License Renewal Requirements: Tracks certification and license expiration dates for all licensed staff, including teachers, administrators, and specialized service personnel. Provides timely and proactive notifications regarding upcoming renewal deadlines, renewal procedures, and required professional development. Supports staff in maintaining active licensure status and addresses renewal issues in coordination with HR leadership to avoid disruptions to employment eligibility. Supports HR Leadership: Supports the Assistant Superintendent for Human Resources and/or designee in administrative efforts, keeping leadership informed of key issues and seeking guidance when needed. Performs Other Duties as Assigned: Assists with special projects, system improvements, and additional responsibilities as assigned to support Human Resources and district operations.
Knowledge Of:
Content Knowledge, Skills, and Abilities:
Human Resources Best Practices: Understanding of modern HR principles, recruitment techniques, and employee lifecycle management. Employment Law and Compliance: Comprehensive knowledge of federal and state laws/regulations (e.g., FMLA, ADA, Title IX, ISBE, TRS/IMRF, EEOC, Illinois School Code) governing employment, hiring, onboarding, and offboarding. Collective Bargaining Agreements (CBAs): Knowledge of how CBAs impact employment conditions, compensation, benefits, transfers, hiring, seniority, recall, tenure, calendar creation, and employee contracts. HRIS and Onboarding Systems: Familiarity with HR Information Systems (e.g., PowerSchool, Frontline, Infinite Visions), onboarding platforms, and data reporting tools. Recruitment and Selection Strategies: Knowledge of effective talent sourcing, candidate assessment, interview coordination, and selection procedures. Records Management and Confidentiality Standards: Understanding of recordkeeping practices, confidentiality rules, and document retention policies related to personnel files. Educational Institution Operations: Familiarity with school district structures, roles (certified, classified, administrative, substitutes), and the academic calendar.
Skills:
Communication and Interpersonal Skills: Skilled at communicating clearly and professionally with diverse stakeholders, including candidates, employees, administrators, and external partners. Organization and Time Management: Ability to manage multiple complex processes (recruitment, onboarding, reporting, compliance) simultaneously while meeting deadlines. Data Entry and Accuracy: High level of attention to detail for entering, verifying, and maintaining personnel and HRIS data accurately. Problem Solving and Critical Thinking: Skilled in identifying issues, evaluating alternatives, and implementing effective solutions, particularly related to compliance and operational efficiency. Customer Service: Strong service orientation with the ability to provide empathetic, responsive, and efficient support to internal and external clients. Technology Proficiency: Proficient in Google Workspace, electronic forms/systems, and specialized HR platforms. Report Preparation and Analysis: Skilled in compiling, analyzing, and presenting data and reports (e.g., personnel board reports, compliance submissions, turnover metrics).
Abilities
Collaborate Across Departments: Ability to work effectively with internal teams such as Payroll, IT, Benefits, and building administrators to support seamless HR operations. Maintain Confidentiality and Integrity: Ability to demonstrate sound judgment and integrity in handling sensitive information and employee records Adapt to Change and Prioritize Tasks: Flexible and capable of adjusting to changing priorities, deadlines, and procedures in a fast-paced environment. Interpret and Apply Policies and Regulations: Ability to understand and apply district policies, collective bargaining agreements, and state/federal laws to HR procedures and decisions. Manage End-to-End Processes: Ability to independently manage full-cycle processes such as recruiting, onboarding, offboarding, and compliance monitoring. Promote Equity and Inclusiveness: Ability to implement inclusive hiring and onboarding practices and ensure equitable treatment for all employees and candidates. Detail-Oriented in Documentation: Able to accurately maintain personnel files, seniority/recall lists, and employment contracts while ensuring legal and policy compliance.
Candidate Qualifications:
Education and Certification
Required: Bachelor’s degree in Human Resources, Business Administration, Education, Public Administration, or a related field.
Preferred:
Master’s degree in Human Resources, Educational Administration, or related field. Professional HR certification (e.g., PHR, SHRM-CP, pHCLE or eHCLE). Illinois Professional Educator License (PEL) or administrative certification a plus but not required.
Experience
Required:
Minimum of 3–5 years of experience in Human Resources, with direct experience managing onboarding or talent acquisition processes. Experience working in K–12 public education, government, or similarly regulated environments.
Preferred:
Experience working with collective bargaining agreements and unionized employee groups. Experience with Illinois State Board of Education (ISBE) systems such as ELIS, EIS, and familiarity with TRS/IMRF enrollment and reporting processes
Knowledge
:
In-depth understanding of:
HR laws and regulations applicable to public education (e.g., FMLA, ADA, Title IX, Illinois School Code). ISBE licensure, background check requirements, and pre-employment compliance. Collective bargaining agreements and their impact on hiring, onboarding, seniority, and recall procedures. Personnel file requirements and record retention standards in Illinois public schools.
Familiarity With:
School calendars, staffing models, and employment classifications (certified, classified, administrative, substitutes). Best practices in employee onboarding, engagement, and offboarding.
Skills And Competencies
Strong interpersonal and communication skills—able to effectively communicate with diverse employee groups, administrators, unions, and external agencies. Excellent organizational and project management skills—able to manage multiple onboarding cycles and compliance timelines simultaneously. High proficiency in: HRIS platforms (e.g., Frontline, Infinite Visions). Google Workspace. Data entry and analysis tools to track onboarding metrics and prepare reports. Strong problem-solving and analytical skills with a proactive, solutions-oriented mindset. High degree of attention to detail and confidentiality in handling sensitive personnel records and compliance documentation.
Abilities
Ability to:
Work collaboratively across departments including HR, Payroll, IT, and building leadership. Interpret and apply policies, state and federal regulations, and collective bargaining agreements to real-world HR situations. Develop and improve systems, workflows, and communications to enhance the new hire experience and onboarding efficiency. Deliver equitable and inclusive onboarding practices that reflect the district’s commitment to diversity and compliance Maintain composure and professionalism in a fast-paced, deadline-driven environment.
Physical Requirements:
This position requires the performance of light work—which requires exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently to move objects. The position includes close visual acuity, frequent talking, hearing, walking, climbing stairs and standing, occasional lifting, carrying, pushing, and/or pulling, some stooping, kneeling, crouching, and/or crawling, and significant fine finger dexterity. The job is performed in non-hazardous environments and a clean atmosphere. The position requires indoor and outdoor supervision during varying temperatures and climatic conditions.
Apply Through Frontline:
Applications are currently being accepted for this position via our district website. Please reach out to our human resources department at district97hr@op97.org, if you have questions about the application process.
We encourage interested applicants to apply, as we continue to uplift our equity policy. Our goal is to recruit, employ, support, and retain racially and linguistically diverse and culturally competent administrative, instructional and support personnel. Oak Park Elementary School District 97 is an equal opportunity employer and values diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We are committed to creating an inclusive environment for all employees.
The mental demands, physical demands, and work environment characteristics are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to allow an employee with disabilities to perform the essential functions. #J-18808-Ljbffr