Chief Talent Officer

Send your resume to Careers if interested. Please note that this is an anticipated vacancy contingent upon resignation of an existing staff member.

This is an exciting opportunity to lead within a diverse, mission-driven team committed to transforming public education in the Providence Public School District (PPSD). We are seeking a leader who believes in the limitless potential of all students and who can work collaboratively with a wide range of partners and stakeholders to drive meaningful, system-wide change.

The Chief Talent Officer (CTO) provides strategic leadership to ensure Providence Public Schools recruits, hires, develops, and retains a diverse, high-performing workforce focused on student achievement. Responsible for executing the “World Class Talent” priorities in the district’s Turnaround Action Plan, the CTO drives talent strategy across the full human capital continuum. They lead a high-performing team committed to excellent customer service and build the capacity of principals and supervisors as effective talent managers.

This role reports to the Deputy Superintendent of Operations.

We serve approximately 22,000 students at 37 elementary, middle, and high schools. Approximately 55% of students come from homes where English is not the primary language spoken. Combined, our students and families speak 55 different languages and hail from 91 countries of origin.

In PPSD, the teachers and leaders set high expectations for academic achievement, provide equal access to differentiated instruction, and endeavor to close the achievement and opportunity gap among historically marginalized subgroups within the schools. PPSD is a great place for those who desire an environment that supports their creativity and ingenuity, and respects their credentials and abilities as a teacher.

Deputy Superintendent of Operations.

• Bachelor’s degree required;
  Master’s degree preferred.
• SPHR certification preferred.
• Minimum of five years of progressively responsible experience in human resources, talent, or related leadership roles.
• Demonstrated success leading teams to achieve ambitious goals in complex environments.
• Executive-level experience in a large, diverse public organization or comparable enterprise.
• Expertise in HR operations, strategic planning, talent management, and sustainable change leadership.
• Skilled in project management, multitasking, and working through ambiguity.
• Strong planning, resource management, and conflict resolution skills.
• Excellent communication skills—written, verbal, and presentation.
• Highly self-motivated with minimal need for supervision.
• Willingness to work evenings, weekends, and travel as required.
• Commitment to equity and public education, particularly in urban K–12 settings.
• Employment contingent upon successful completion of a pre-employment background check.
• Experience in a large, urban school district is highly desirable.

• Develop the district’s human capital strategy in alignment with the Superintendent’s vision, the district’s leadership team, and the Turnaround Action Plan.
• Advise the Superintendent on talent strategy, workforce planning, and human capital trends.
• Serve as a thought leader on talent development, partnering with senior leadership to shape district-wide strategy.
• Represent the district in key public settings, including school board meetings and higher education partnerships.

• Prioritize key areas across the talent lifecycle—recruitment, hiring, development, and retention—based on data and district needs.
• Coordinate major district processes—staffing, evaluation, and budgeting—in collaboration with cross-functional leaders.
• Sequence departmental initiatives to build strategic coherence and momentum year over year.
• Develop annual goals and objectives aligned with district priorities and performance targets.
• Lead planning, execution, and performance monitoring of talent-related initiatives to ensure timely and effective implementation.
• Partner with school and department leaders to assess talent gaps and implement responsive strategies.
• L…