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Chief Operating Officer Education Jobs in Indiana

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Facility Chief Executive Officer

Greenwood, IN · On-site

$180 - $240/hr

The Board of Directors in conjunction with the President and COO, shall appoint a CEO who is ... Leads in educational programs, participates as teacher and preceptor. Pursues formal and informal ...

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Operations & Sales Administrative Assistant

Indianapolis, IN · On-site

Chief Operating Officer Position Summary The Operations & Sales Support Administrator provides administrative, reporting, and organizational support to the COO. This role is responsible for ...

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Chief Operating Officer Education information

What does a chief operating officer do in the education sector?

A Chief Operating Officer in education is responsible for overseeing the daily administrative and operational functions of an educational institution or organization. They work closely with the CEO or head of the institution to implement strategic plans, manage resources, and ensure that operational processes support the educational mission. The COO often oversees departments such as finance, human resources, facilities, and technology, ensuring compliance with regulations and efficient use of resources. Their leadership helps maintain smooth operations, enabling educators and students to focus on teaching and learning.

What are the key skills and qualifications needed to thrive as a chief operating officer in education?

To thrive as a Chief Operating Officer in Education, you need strong leadership, organizational management, and strategic planning skills, often supported by a master's degree in education administration, business, or a related field. Familiarity with education management systems, budgeting tools, and compliance regulations is crucial, as are certifications like PMP or educational leadership credentials. Exceptional communication, problem-solving, and relationship-building abilities help COOs navigate complex stakeholder environments and foster a positive organizational culture. These skills ensure efficient operations, regulatory compliance, and the achievement of educational goals in a dynamic environment.

What are some common challenges faced by a chief operating officer in the education sector, and how can they be addressed?

A Chief Operating Officer (COO) in education often navigates unique challenges such as aligning operational practices with educational goals, managing diverse teams across academic and administrative functions, and ensuring regulatory compliance. Balancing resource allocation while maintaining high-quality student outcomes can be complex, especially during periods of change or growth. Successful COOs address these challenges by fostering open communication between departments, implementing data-driven decision-making, and staying current with education regulations and best practices to ensure smooth, mission-driven operations.

What is the difference between Chief Operating Officer Education vs Operations Manager?

AspectChief Operating Officer EducationOperations Manager
Required CredentialsBachelor's degree; often MBA or related advanced degreeBachelor's degree; relevant certifications may be preferred
Work EnvironmentExecutive-level, strategic planning, corporate settingMid-level management, overseeing daily operations
Industry UsageUsed across industries for top operational leadershipCommon in manufacturing, retail, and service sectors
Search & Comparison IntentHigh-level strategic role, executive education focusOperational skills, management training

The main difference between Chief Operating Officer Education and Operations Manager lies in the level of responsibility and required credentials. COOs typically have advanced degrees and focus on strategic, company-wide decisions, while Operations Managers handle daily operations with relevant but often less extensive education. Both roles are vital in their respective contexts, but they serve different organizational levels and functions.

What are popular job titles related to Chief Operating Officer Education jobs in Indiana?

For Chief Operating Officer Education jobs in Indiana, the most frequently searched job titles are:

What job categories do people searching Chief Operating Officer Education jobs in Indiana look for?

The top searched job categories for Chief Operating Officer Education jobs in Indiana are:

What cities in Indiana are hiring for Chief Operating Officer Education jobs?

Cities in Indiana with the most Chief Operating Officer Education job openings:

Chief Operating Officer Education jobs near you

Chief Human Resources Officer

Barnes and Thornburg LLP

Indianapolis, IN • On-site

Full-time

Posted 14 days ago

Key responsibilities

  • Develop and execute the Firm's HR strategy in alignment with organizational goals.

  • Lead, develop, and manage the HR department team and oversee the department's budget.

  • Oversee business professional performance management, including reviews, offers, and separations.

Barnes & Thornburg rating

9.1

Company rating: 9.1 out of 10

Based on 7 frontline employees who took The Breakroom Quiz

9th of 35 rated law firms

Job description

Summary:
Under the direct supervision of the Chief Operating Officer, and in accordance with established Firm policies and procedures, the Chief Human Resources Officer (CHRO) provides strategic oversight and leadership for all functions of Human Resources, including business professional recruiting, performance management, compensation and benefits, employee relations, HRIS, policy development and compliance. The CHRO leads and manages the HR department team and works in close partnership with the Chief of Staff and other C-suite leaders on strategic initiatives that advance the Firm's goals.
Responsibilities:
  • Develop and execute the Firm's HR strategy in alignment with the overall strategic direction of the organization, serving as a strategic HR business advisor to the Chief of Staff, Chief Operating Officer and other C-suite leaders on enterprise-wide initiatives, workforce planning, and organizational matters.
  • Lead, develop, and manage the HR department team; foster a high-performing, collaborative team culture; and manage the department's annual operating budget to ensure effective allocation of resources.
  • Oversee business professional performance management, including the annual review processes, offers of employment, and separations in partnership with appropriate managers, C-suite leaders and legal counsel as needed. Oversee the separation process for non-partner legal talent in coordination with the CLPO.
  • Develop and implement a comprehensive total rewards strategy for business professionals, including compensation and benefits plan design, administration, vendor management, benchmarking, internal equity analysis, merit increases, wellness initiatives, and leave of absence programs.
  • Provide strategic oversight of the Firm's HR information systems, including system selection, vendor relationship management, security, integrations, upgrades, data reporting and analytics capabilities.
  • Develop and update Firm workforce policies and business professional job descriptions in partnership with the Firm's General Counsel, Chief of Staff and appropriate C-Suite leaders, recommending revisions as needed to align with business needs, market standards, best practices, and legal requirements.
  • Ensure compliance with applicable federal, state, and local employment laws and regulations; oversee required regulatory reporting, HR data analytics, and annual training requirements; respond to EEOC, ADA, workers' compensation, and unemployment claims; and partner with the Firm's General Counsel and Labor Counsel on employment matters as needed.
  • Other duties as assigned.

Reasonable Accommodation:
  • The Firm will make reasonable accommodations to enable qualified individuals with disabilities to perform the essential functions of this position. Accommodations may be requested by contacting Human Resources.

Qualifications:
  • A BS/BA degree in Human Resources Management, Business, or a related field of study. MBA or MA/MS in human resources or a related field preferred.
  • 15 + years of progressive HR experience, with at least five years of executive HR leadership experience in a multi-state or global organization.
  • SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification preferred.
  • Experience working in a law firm or professional services organization preferred.
  • Experience across multiple functional areas of Human Resources (recruiting, compensation, benefits, employee relations, training and development, performance management) sufficient to effectively lead and develop a team of functional leaders.
  • Strong experience leading and managing a multi-layer team with demonstrated ability to develop talent and build organizational capability.
  • Excellent verbal, written, and presentation communication skills.
  • Strong conflict resolution, change management, analytical, and problem-solving skills.
  • Thorough knowledge of federal, state, and local labor and employment laws and regulations.
  • Knowledge of and experience with varied human resource information systems, human capital management systems, applicant tracking systems, and performance management systems.
  • Proficient with Microsoft Office applications (Word, Excel, PowerPoint, Outlook, and Teams).
  • Ability to organize and prioritize key performance objectives and daily leadership duties.
  • Strong interpersonal skills necessary to communicate effectively with attorneys, business professionals, and clients, providing information with courtesy and tact while safeguarding confidentiality.

Working Conditions:
  • Work occasionally requires more than 40 hours per week to perform the essential duties of the position.
  • Onsite office work required; position preferably sits in Indianapolis, Indiana with travel to other Firm locations as needed.
  • Normal law office environment with little exposure to excessive noise, dust, temperature, and the like.

Equal Employment and Opportunity Statement:
Barnes & Thornburg is committed to equal employment opportunity in both principle and as a matter of policy. We will recruit, hire, train, promote, compensate and provide benefits to all applicants and employees without regard to ancestry, sex, race, color, ethnicity, national origin, gender, age, religion, religious creed, mental and/or physical disability, medical condition, military and/or veteran's status, genetic information, marital status, sexual orientation, gender identity and/or expression, or any other basis protected by applicable federal, state and local laws. This policy applies to all recruiting, hiring, promotions, upgrades, layoffs, compensation, benefits, terminations and all other privileges, terms and conditions of employment. The firm complies fully with all federal, state and local equal employment opportunity laws.

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