Executive Director, Strategic Talent Management

Executive Director, Strategic Talent Management

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Job Description Code: 7B.010

Division/Department: Human Resources

Pay Grade: Executive Director

Pay Type: Salaried;
Exempt

Retirement: TRS

Contract Work Year: 233 Days

Reports To: Chief Human Resources Officer

Evaluation Instrument: PEI

Master’s Degree or higher with Educational Leadership certification as required by the Professional Standards Commission. Minimum of five successful years as an educational leader, experience as a principal or central office staff member preferred. Understanding of employment regulations, Fair Dismissal Law, and certification process.

Enhance the success of the District in the deliverance of superior education to students by providing quality support services in attracting and retaining qualified teachers and non‑instructional personnel.

• Assist in coordinating the school system’s efforts to attract and retain qualified instructional, non‑instructional and administrative personnel.
• Assist the Chief Human Resource Officer with development and implementation of organizational strategies in recruiting, retention, training, performance appraisal, position control and succession management.
• Advertise and post job vacancies, screen and interview candidates and recommend employees for vacancies, promotions and transfers.
• Maintain adequate employment applications (application, references, transcripts(s) and other pertinent information) on applicant.
• Direct all activities associated with the selection and employment of all personnel.
• Direct evaluation procedures for employees.
• Counsel applicants and employees in job related matters.
• Assist employees with obtaining and maintaining proper certification.
• Cooperate with college and university schools of education regarding job needs, teacher recruitment fairs and distribution of recruitment materials.
• Report conditions and needs of the Human Resources Division to the Chief Human Resources Officer.
• Ensure that Security and Awareness Training, and/or training required by CJIC/GCIC specific to the handling of Criminal History Record Information (GHRI) is completed.
• Ensure that all Criminal History Record Information (CHRI) used for background screening purposes on law enforcement officers and others within the District; is received, reviewed, stored, and destroyed pursuant to policy, rules, regulations or procedures of the Criminal Justice Information Systems (CJIS).
• Possess and maintain valid and appropriate license, certificate and/or credential as may be required for this position.
• Follow work scheduling and attendance requirements in a regular, predictable and punctual manner.
• Participate in training programs to increase skills and proficiency related to the assignment.
• Review current developments, literature and technical source information related to job responsibilities.
• Ensure adherence to good safety procedures.
• Follow federal and state laws, as well as Board policies.
• Perform other duties as assigned.

Job descriptions are designed and intended only to summarize the essential duties, responsibilities, qualifications, and requirements for the purpose of clarifying the general nature and scope of a position’s role as part of the overall organization. Job descriptions do not list all tasks an employee might be expected to perform, and they do not limit the right of the employer/supervisor to assign additional tasks or otherwise to modify duties to be performed – even if seemingly unrelated to the basic job.

Every employee has a duty to perform all assigned tasks. (An employee who is assigned a duty or task believed to be unlawful should report the assignment to the Chief Human Resources Officer.) It should also be noted the order of duties/ responsibilities as listed in the job description is not designed or intended to rank the duties in any order of importance relative to each other.

In filling a vacant position, preferred or required credentials regarding education, training, experience, and other bona fide occupational qualifications may be established. The credentials shown in this job description may be interpreted only as the minimum criteria existing at the time the description was developed. Other bona fide occupational qualifications and criteria may be utilized as needed in the selection process.

FICA is paid by the employee and matched by the School District. Temporary workers do not qualify for employee benefits.

Adopted:
April 20, 2000

Revised:
March 2005, July 2008, October 2011, May 2013, February 2017, November 2017, July 2021, July 2024, July 2025