Our story began in 1998 when we, as a non-profit organization, were granted charters to open 15 dropout recovery and prevention schools. In 1999, our first school year, 50 staff members spread out across the state of Texas welcomed over 700 students, 65 of which graduated that year. At that time, our “home office” was literally in someone’s home with only a handful of employees.

Over the years, in addition to Premier, our dropout recovery and prevention schools, we have developed a line of classical academies, STEM, and early college high schools, as well as several virtual school options, all with the intention of offering students and parents the choices that help them fulfill their dreams.

Today, after twenty years in operation, we serve more than 20,000 students on more than 90 campuses across Texas and Arkansas through 5 distinct educational models. Our 2,300 team members remain dedicated to a highly focused moral and civics education mission to provide hope for all children.

At ResponsiveEd, we are assembling a superior collection of talent to inspire and lead our students into the 21st century. When you come to work at ResponsiveEd, you are a part of something special; an opportunity to make a real difference in your society. As one of the largest charter school organizations in the nation, ResponsiveEd offers countless opportunities to shine, grow, and lead, all while having a great impact on something meaningful.

Industry: Education Administration Programs
Company Size: 1,001-5,000 employees

Responsive Education Solutions

Savvy Admin PROD

**Position Summary: **

The Director - Strategic Projects (HR) is a high-impact departmental leadership role responsible for the strategic alignment and regulatory integrity of human resources compliance across several organizations. This position serves as the primary architect for HR expansion efforts and ensures that all current and future state compliance mandates are met with precision. By bridging long-term strategic planning with rigorous operational oversight, the Director ensures that the HR department scales effectively to support organizational growth while mitigating legal and regulatory risk.

**Qualifications: **

- **Education: **

BA degree in Human Resources, Business Administration, or a related field preferred.

- **Experience: **

Minimum of 8-10 years of progressive leadership experience in Human Resources.

Demonstrated expertise in managing HR compliance and large-scale expansion projects (network or district level).

**Knowledge, Skills, and Abilities (KSAs): **

**Strategic Planning: ** Exceptional ability to develop and execute multi-year HR roadmaps that support organizational scalability.

**Compliance Mastery: ** Advanced knowledge of current and emerging HR regulations across multiple states and territories and the ability to implement proactive compliance frameworks.

**Data Analysis: ** Proficiency in using HR metrics and workforce analytics to drive decision-making and performance monitoring.

**Communication: **Excellent verbal and written skills, capable of presenting complex regulatory or strategic information to executive leadership and board members.

**Essential Duties and Responsibilities **

**Strategic Leadership & Expansion **

**Expansion Oversight: ** Lead the HR workstreams for all organizational expansion efforts, ensuring seamless integration of new sites, staff onboarding, regulatory and cultural alignment.

**Strategic Roadmapping: ** Collaborate with the Executive Director - HR to design and execute a comprehensive HR strategy that supports the organization’s multi-year growth goals.

**Change Management: ** Act as a lead for organizational design and change initiatives, ensuring HR structures remain agile during periods of rapid growth.

**Compliance & Risk Management **

**Regulatory Oversight: ** Ensure full compliance with all local, state, and federal employment laws, including EEO, FLSA, FMLA, and TEA-specific mandates.

**Future-State Analysis: ** Maintain a proactive understanding of "future state" compliance issues, including those relating to employee benefits, compensation, hiring practices, etc., monitoring legislative trends to prepare the organization for upcoming regulatory shifts.

**Policy Development: **Lead the development and refinement of the Employee Handbook and standard operating procedures (SOPs) to reflect current best practices and legal requirements.

**Audit & Accountability: **Establish a system for regular HR audits across all sites to ensure consistent application of policies and mitigate liability.

**Operational Management **

**HR Infrastructure: ** Manage the HR systems and technology stack to ensure data integrity and efficient reporting across the network.

**Collaboration: ** Serve as a primary liaison between HR and other Home Office departments (e.g., Finance, Legal, Operations) to ensure cross-functional alignment.

**Staff Leadership: **Foster a culture of excellence and continuous improvement.

**Other Duties **

- **Travel: **As required to various sites and regional offices.

- **Other Duties: **Perform other duties as assigned by the Executive Director - HR or district leadership.

**Physical / Environmental Factors: **

The physical demands are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Blue Learning considers applicants for all positions without regards to race, color, national origin, age, religion, sex, marital status, veteran or military status, disability, or any other legally protected status. Blue Learning is an Equal Opportunity Employer.

HR Director of Strategic Projects

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