Director 1, Employee Relations Investigations

Location: Hattie Mae White \n\nDepartment: Investigations \n\nArea:District Wide \n\nContract Months:12 \n\nSalary Range: $130,000.00 \u2013 $155,000.00 \n\nAcademic Year: 25-26 \n\n## JOB SUMMARY\n\nThe Director I \u2013 Employee Relations (Investigations \u0026 Background) is a senior leader who provides strategic direction, vision, and oversight for all districtwide employee investigations and background review processes. This role demands exceptional leadership and superior written communication skills, as the Director is responsible for leading a team of investigators and specialists through complex, sensitive work while producing and reviewing investigative documentation that must withstand legal scrutiny, external review, and public disclosure. The Director ensures that investigations into employee misconduct, discrimination, harassment, workplace concerns, and other policy violations are conducted promptly, objectively, and in full compliance with federal, state, and district regulations. \n\nOperating within a matrixed organizational structure, the Director leads and develops a team of investigators and background specialists while influencing, guiding, and holding division leaders, HR executives, and campus administrators accountable across the district. Although the Director does not directly supervise staff outside their department, they are expected to exercise strong leadership presence and influence to ensure investigative and compliance protocols are implemented with integrity and fidelity across all divisions.\n\nA defining expectation of this role is the ability to author, edit, and review investigative reports, executive communications, and formal findings with clarity, precision, and legal defensibility. The Director partners closely with Legal Services, Employee Relations, and law enforcement agencies to manage complex or high-profile cases and ensure the district\u2019s actions are legally sound, well-documented, and transparent. Through proactive systems management, process monitoring, data analysis, and consistent leadership, the Director upholds HISD\u2019s commitment to professionalism, fairness, and the protection of both employee rights and student safety.\n\n## MAJOR DUTIES \u0026 RESPONSIBILITIES\n\nList the most important duties first \n1\\. Provides strategic leadership, vision, and day-to-day direction for the district\u2019s investigations and background operations, ensuring timely, thorough, and policy-compliant handling of employee misconduct and personnel matters. \n2\\. Personally authors, edits, and approves complex investigation reports, executive summaries, and formal findings, ensuring all written work products are objective, comprehensive, legally defensible, and able to withstand external review, litigation, or public disclosure. \n3\\. Leads, coaches, and develops the Investigations and Background central office teams, including investigators and specialists, by setting clear performance expectations, building team capability, assigning cases, monitoring progress, and reviewing outcomes for quality, accuracy, and compliance. \n4\\. Establishes and enforces districtwide writing standards for investigative documentation; provides substantive editorial feedback on team members\u2019 written work and coaches staff to strengthen their reasoning, structure, and prose. \n5\\. Operates within a matrixed organizational structure, leading through a combination of direct authority and cross-functional influence. The Director directly supervises Central Office-based investigators, background specialists, and support staff, and ensures that division-based investigators, whom other leaders supervise, consistently produce high-quality, timely, and defensible investigative work. \n6\\. Oversees criminal background review and clearance processes in compliance with TEA and district regulations, including leadership of the Criminal History Review Committee. \n7\\. Leads collaboration with Legal Services, HR leadership, division leaders, and law enforcement agencies to ensure investigative processes, findings, and personnel actions are aligned, defensible, and legally sound. \n8\\. Drafts, reviews, and approves high-stakes written communications, including executive briefings, board-level summaries, recommended disciplinary actions, and position statements, ensuring clarity, accuracy, and appropriate tone for each audience. \n9\\. Ensures consistent documentation and rigorous records management of all investigations and background checks in alignment with legal and district standards.\n\n## MAJOR DUTIES \u0026 RESPONSIBILITIES CONTINUED\n\n10\\. Develops and enforces standardized investigation protocols, writing standards, and operating procedures that promote efficiency, fairness, objectivity, and compliance across all cases. \n11\\. Analyzes investigation and background data to identify risks, recurring issues, and training needs, and produces clearly written reports and recommendations for HR leadership and executive stakeholders. \n12\\. Provides consultation, coaching, and training to HR staff, campus leaders, and supervisors on leadership expectations, effective documentation, report writing, and investigative procedures. \n13\\. Coordinates employee reassignment and tracking during pending investigations to ensure compliance with district policy and safety expectations. \n14\\. Cultivates a culture of accountability, integrity, and transparency by leading by example and ensuring investigations and background reviews are handled professionally and confidentially. \n15\\. Designs and facilitates training programs for HR and campus leaders on leadership in investigations, investigative writing, and background review procedures. \n16\\. Continuously develops personal leadership capability, writing craft, and technical expertise, staying current with evolving employment law, investigative best practices, and compliance standards.\n\n## EDUCATION\n\nBachelor\u2019s degree from an accredited college or university required in one of the following areas: human resources, labor relations, business administration, organizational leadership, communications, English, journalism, public administration, or education. Master\u2019s or professional degree preferred, particularly in fields that demonstrate advanced leadership or writing capability (e.g., MBA, MPA, M.Ed., J.D., or a graduate degree in communications or writing).\n\n*Applicants who do not meet these educational qualifications may be considered if they possess a unique combination of education and professional experience that demonstrates potential for success in this role.\n\n## WORK EXPERIENCE\n\nAt least 5 years of progressively responsible experience in employee investigations, including experience leading and developing teams. Demonstrated track record of handling complex investigations and producing clear and concise reports is required; writing samples may be requested as part of the selection process. Experience in a large urban school district or comparable organization preferred.\n\n*Applicants who do not meet these experience qualifications may be considered if they possess a unique combination of education and professional experience that demonstrates potential for success in this role.\n\n## SKILL AND/OR REQUIRED LICENSING/CERTIFICATION\n\nExceptional written communication skills are essential. The Director must be able to independently produce polished, legally defensible investigative reports, executive briefings, and formal findings, and to edit and elevate the written work of their team.\n\nProven leadership capability. Demonstrated ability to lead, coach, and develop teams; to influence peers and senior leaders without direct authority; and to drive accountability and results in a matrixed organization.\n\nStrong knowledge of federal and state employment and education laws (e.g., Title VII, Title IX, ADA, FLSA).\n\nExpertise in investigative techniques, interviewing, case management, and investigative report writing.\n\nStrong verbal communication and executive presentation skills, with the ability to manage sensitive matters professionally with employees, executives, legal counsel, and the board.\n\nProficiency in Microsoft Office, SAP (preferred), Oracle, and HR case-tracking systems.\n\nExperience collaborating with Legal Services, law enforcement, and administrative leadership.\n\nSHRM-SCP, SPHR, AWI-CH, or comparable certification preferred.\n\n## LEADERSHIP RESPONSIBILITIES\n\nProvides strategic oversight for a major HR function, with responsibility for direction, culture, and outcomes that impact the entire district. Directly leads and develops a team of investigators and background specialists, accountable for their performance, growth, and professional standards. \n\nSets the tone and standards for professionalism, ethics, and written work product across the investigations function, and is expected to leave the function measurably stronger \u2014 in capability, consistency, and defensibility \u2014 than they found it. \n\nOperates within a matrixed organizational structure, leading through a combination of direct authority and cross-functional influence to ensure districtwide alignment and shared accountability.\n\n## WORK COMPLEXITY/INDEPENDENT JUDGMENT\n\nWork is non-standardized and widely varied, involving many complex and significant variables, including significant time spent planning, evaluating complex solutions and issues, and negotiating outcomes. Strong analytic ability, inductive thinking, and advanced written reasoning are frequently required to devise new approaches to situations where previously accepted solutions have proven inadequate. Position regularly makes recommendations to management on areas of significance to the division. \n\n## BUDGET AUTHORITY\n\nParticipates in a group plan and/or budget development.\n\n## PROBLEM SOLVING\n\nThe Director exercises broad discretion to design, implement, and continuously improve the systems, processes, and protocols that govern districtwide investigations and background reviews. The Director is expected to bring a clear vision for what an effective, efficient, and defensible investigative function looks like \u2014 recommending new solutions, modernizing existing practices, and reviewing the work of others to ensure alignment with districtwide standards.\n\n## IMPACT OF DECISIONS\n\nDecisions carry significant consequences for HISD\u0027s operations, finances, relationships, and legal standing \u2014 influencing outcomes across multiple divisions or the district. Because many decisions are independently made, errors can be difficult to detect, costly to remediate, and capable of causing substantial operational delays or reputational harm.\n\n## COMMUNICATION/INTERACTIONS\n\nNegotiate and influence \u2013 interprets department strategies and services, resolves conflicts, influences outcomes on matters of significance for the division, conducts final negotiations, and coordinates approvals/decision-making below the executive level. Must communicate with exceptional clarity in writing, in executive settings, and in one-on-one leadership conversations. Interactions are typically with senior leaders, staff, and members of the public.\n\n## CUSTOMER RELATIONSHIPS\n\nServes a diverse set of stakeholders, including employees under investigation, campus and division leaders, HR and executive leadership, Legal Services, law enforcement partners, and members of the public. Regularly assesses and de-escalates complex, high-sensitivity matters with professionalism, neutrality, and discretion, balancing competing interests \u2014 due process, student safety, employee rights, and institutional integrity \u2014 within HISD\u0027s policies and guidelines.\n\n## WORKING/ENVIRONMENTAL CONDITIONS\n\nWork is typically performed in a standard interior environment that does not expose employees to hazardous or unpleasant conditions.\n\nValid Texas driver\u2019s license with applicable insurance coverage.\n\nTools/Equipment Used: Standard office equipment, including a personal computer and peripherals \nPosture: Prolonged sitting; occasional bending/stooping, pushing/pulling, and twisting \nMotion: Repetitive hand motions, including frequent keyboarding and use of a mouse; occasional reaching \nLifting: Occasional light lifting and carrying (less than 15 pounds) \nEnvironment: Prolonged or irregular hours, including some weekends; frequent districtwide travel \nMental Demands: Work with frequent interruptions and maintain emotional control under stress in a fast-paced environment.\n\nHouston Independent School District is an equal opportunity employer. \n