Job Title: Human Capital Partner

Reports to:Director of Human Resources
Typical Schedule:245 days/7.5 hours
Bargaining Unit:N/A


Job Code:1443
Salary Schedule:MGT08B


Responsible for driving the growth of quality human capital (HC) by providing high-quality talent management support and business resources to a network of schools and/or district departments. This is a high-level position that serves as the primary contact for strategic talent functions, including recruitment, staffing, and retention in addition to overseeing HC support staff. Also responsible for building strong relationships with assigned worksites and district office staff to proactively assess HC-related needs, implement actions that effectively develop and leverage organizational talent, and facilitate the alignment of human capital processes with designated district objectives in a measurable and goal-oriented manner.


The following statements are intended to describe the general nature and level of work being performed by individuals assigned to this position. These statements are not intended to be construed as an exhaustive list of all duties and responsibilities required of those in this position.
  1. Establish and maintain strong, positive working relationships with administrators and other hiring managers by serving as the primary point of contact to support the sourcing, screening, selection, assignment, onboarding, transfer/placement, retention, development, and performance of high-quality candidates.
  2. Support principals and superintendent staff in the planning for and assignment of instructional staff, including long-term substitutes and temporary/mini contract teachers by monitoring and anticipating projected vacancies, enabling effective excess and transfer actions; and providing guidance on human capital (HC) implications of the principal’s hiring and staffing decisions.
  3. Assist the principals, directors, and/or superintendent staff in analyzing and using relevant data to make informed decisions regarding employee quality, turnover/exit surveys, absenteeism, and other significant levers in improving workforce excellence.
  4. Plan, organize, and coordinate activities of employees responsible for onboarding of employees, employee records management, customer service, substitute placement, and/or background screening, ensuring accuracy of data and compliance with all applicable laws and regulations, including Board and union agreements, district policies, and federal/state statutes.
  5. Supervise, evaluate, train and delegate work to appropriate staff; and make recommendations for employment.
  6. Spearhead employee recruitment through job fairs and other local, regional, and/or out of state events; collaborate with local universities to build a quality consortium of instructional interns; and identify and match candidates based upon a worksite’s unique or specific needs.
  7. Support principals and other management staff with performance management processes, including performance evaluations, and collaborate with employee relations staff to ensure effective improvement or exiting of low-performing employees.
  8. Collaborate with other partners, administrators, and instructional leaders to develop and implement human capital strategies that strengthen the ability of schools and district departments to attract and retain the best educators and noninstructional staff.
  9. Keep current with school student achievement data to ensure human capital needs are met to continually improve student outcomes.
  10. Liaison with other teams/sections within the department to ensure the efficient and effective delivery of human resources services to partner administrators.
  11. Communicate administrator and staff level concerns about human capital-related issues to district staff.
  12. Work with technology staff to develop ad-hoc reports for stakeholders and/or resolve related information systems issues; and quickly adapt to new technologies.
  13. Attend and participate in routine and strategic meetings at schools and/or the District office to become an expert in each partner site.
  14. Utilize accountability processes to promote continuous district improvement.
  15. Respond quickly to emergency situations and serve as a district representative at emergency shelters as determined by the Superintendent.
  16. Perform other duties as assigned.


Requirements are representative of minimum levels of knowledge, skills and/or abilities. To perform this job successfully, the incumbent will possess the abilities or aptitudes to perform each duty successfully. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.


  • Working knowledge of human resource principles
  • Demonstrated leadership ability, including strong coaching and conflict resolution skills
  • Ability to make administrative and procedural decisions and judgments on sensitive, confidential issues
  • Strong analytical skills and the ability to make data-driven decisions
  • Excellent problem-solving skills and the ability to act decisively
  • Knowledge of and ability to understand and interpret applicable policies, state statutes, and federal laws and guidelines, including Florida Statutes, School Board policy, and union agreements
  • Strong interpersonal skills and the ability to influence others positively and effectively
  • Ability to manage multiple projects with strong results/goal orientation
  • Ability to communicate effectively with a variety of audiences, orally and in writing, including electronic media


  • Bachelor’s degree from an accredited institution
  • Three years of progressively responsible experience in at least one of the following areas/roles: human resources/human capital management; recruitment; professional development; public school principal, assistant principal, teacher leader.




  • Related certification in HR (PHR, SPHR, etc.) or education (school principal, educational leadership, etc.)


Direct supervision of assigned personnel. Responsibilities include planning, assigning, and directing work; addressing complaints and resolving problems; training employees; evaluating performance; and interviewing, testing, hiring, and assignment of personnel.


Light Work: Exerting up to 20 pounds of force occasionally and/or up to 10 pounds of force frequently. If the use of arm and/or leg controls require exertion of forces greater than that for sedentary work and the worker sits most of the time, the job is rated as Light Work.


The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

While performing the duties of this job, the employee is required to sit, talk, and hear; stand and walk; use hands to finger, handle, or feel; reach with hands and arms. The employee occasionally lifts and/or moves up to 25 pounds. Specific vision ability required by this job includes close vision, distance vision, and the ability to adjust focus.


Indoors and Outdoors: The worker is subject to both environmental conditions. Activities occur inside and outside.


  • General office equipment, including personal computers, fax machines, copiers, telephones, etc.


Salary and benefits shall be paid consistent with the District’s approved compensation plan. Length of the work year and hours of employment shall be established by the District.

Performance of the job will be evaluated in accordance with provisions of the School Board’s policy on evaluation of personnel.

Nothing in this job description restricts management’s right to assign or reassign duties and responsibilities to this job at any time.

Pasco County Schools will provide reasonable accommodations to qualified individuals with disabilities to allow them to perform the essential functions of the job when such individuals request an accommodation.

Human Capital Partner;   EST: August 18, 2015;   REV: n/a;   Board Approved: August 18, 2015