Job Description
Responsible for all HR practices and processes. Their duties include:
Recruitment: Writing and posting job announcements, attending recruitment fairs, leading the recruitment budget, and sitting on the interview panel
Staffing: Working with the senior leadership team to ensure staffing levels are sufficient, and managing personnel issues across teaching and support staff
Compliance: Ensuring compliance with federal, state, and local employment laws, including affirmative action and Equal Employment Opportunity (EEO)
Policies and procedures: Ensuring employees follow policies and procedures, and keeping the staff directory and organizational charts up to date
Paychecks: Distributing payroll checks, earnings statements, and tax information
Training and development: Providing training to schools, and identifying and implementing people management solutions
Employee relations: Maintaining positive relationships with employees.
Work environment: Creating a safe work environment and handling disciplinary actions.

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Main functions:
Planning: Planning for different things, from the recruitment process to training and development programs
Talent management: Managing talent, including identifying talent gaps and developing workforce strategies
Compensation and benefits: Managing compensation and benefits, including planning and overseeing local compensation plans and philosophies
Also contribute to strategic planning by aligning HR initiatives with the organization's goals and objectives. They can create a strategic HR plan by thoroughly evaluating an organization's strengths, weaknesses, opportunities, and threats, which is known as a SWOT analysis.

An HR manager's strategic plan helps an organization align HR with its corporate strategy. It's based on the organization's strategic business plan, which includes its mission, vision, values, and goals. The plan explains how HR will support the organization's goals and strategies, and ensures that HR practices and planning are consistent. 
The goal of strategic HR is to create a high-performance work culture that helps the organization succeed. It involves a comprehensive approach to managing people, including: talent acquisition and management, performance management, training and development, and compensation and rewards.

Skills
Communication
Need to be able to communicate clearly and concisely with both employees and employers at all levels of the organization.
Leadership
Need to set an example for their team and motivate them to achieve organizational objectives.
Recruiting
Need to be able to research, communicate, network, and interview to find candidates who qualify for a position and match the company culture.
Organizational skills
Need to be able to handle large amounts of sensitive information, such as personnel files, training records, and insurance information, and store it securely.
Conflict management
Need to be able to handle and resolve conflicts fairly and efficiently while remaining impartial.
Employee relations
Need to be able to resolve conflicts, address employee grievances, and maintain a positive workplace culture.
Compliance
Need to be knowledgeable about payroll, recruitment, and other compliance-related rules.
Business performance management
Need to be able to keep up with employment law and job data, and fix performance issues. 

Other skills that need include: Patience, Emotional intelligence, Analytical mind, Inclusive mindset, and Discernment and discretion.