Job Title: Chief of Human Capital and Talent Development
Wage/Hour Status: Exempt
Reports to: Superintendent
Pay Grade: 10
Dept./School: Human Resources
Initiated Date: April 2026
QUALIFICATIONSEducation/Certification: - Master's degree in Human Resources, Public Administration, Educational Leadership, Business Administration, or related field (required).
- Doctoral degree in a relevant field (preferred).
- Texas Mid-Management or Superintendent certification (preferred).
- Relevant professional certifications in human resources or talent development (e.g., SHRM-SCP, SPHR) preferred.
Experience: - Minimum 5 years of progressive leadership experience, including a minimum of:
- 3 years of experience in Human Capital Management, with a strong focus on talent acquisition, employee development, compensation, and employee relations within a large organization; and
- 3 years as a central office leader, director, or principal, with a strong record of results.
- Any combination of the above qualifications allows the requirements to be met.
- Expert knowledge in interpreting and applying federal, state, and local laws, guidelines, and procedures pertaining to Human Capital Management and Talent Development.
- Deep understanding of employment law, labor relations, and workforce diversity initiatives.
- Demonstrated leadership in managing Human Capital functions such as hiring, onboarding, performance management, compensation, and employee relations.
- Strong leadership and strategic planning skills, with the ability to oversee complex Human Capital initiatives aligned to organizational goals.
- Excellent communication and interpersonal skills, with the ability to navigate complex labor relations and employee concerns effectively.
- Knowledge and experience with strategic compensation initiatives such as the Teacher Incentive Allotment (TIA).
- Strong analytical skills and experience interpreting and implementing complex HR policies, regulations, and compliance requirements.
MAJOR RESPONSIBILITIES AND DUTIESTalent Acquisition & Recruitment
- Lead districtwide recruitment strategies to attract high-quality, mission-aligned candidates for instructional and non-instructional positions.
- Develop partnerships with universities, alternative certification programs, and community organizations to build robust and diverse talent pipelines.
- Oversee hiring and termination processes to ensure they are conducted ethically, transparently, and in compliance with district policies and legal requirements.
- Ensure compliance with all applicable regulations concerning substitute certifications, teacher licensure, and other mandatory qualifications.
Employee Development & Training
- Design and implement a comprehensive professional learning and leadership development framework for all staff.
- Collaborate with campus and department leaders to identify growth needs and align development opportunities to district priorities.
- Lead continuing education initiatives, including opportunities for staff to pursue advanced degrees, certifications, and ongoing professional learning.
- Establish and maintain mentoring and leadership pipeline programs to prepare emerging leaders for future roles within the district.
- Oversee new employee orientation, ensuring a welcoming and informative introduction to the district for all new hires.
- Build systems for performance management, coaching, and continuous improvement across the district.
Compensation & Benefits
- Administer and regularly evaluate the district's compensation structures to ensure competitiveness, internal equity, and fiscal sustainability.
- Partner with Finance to model compensation scenarios and support Board-approved budget priorities.
- Assist in the development and management of strategic compensation initiatives, including the Teacher Incentive Allotment (TIA) and other state and national programs.
- Oversee benefits administration and employee wellness programs that promote health, work-life balance, and overall well-being.
- Serve as a trusted resource to staff on compensation and benefits-related matters.
Employee Relations & Retention
- Foster a district culture that prioritizes employee well-being, engagement, belonging, and inclusivity.
- Oversee labor relations and grievance procedures, resolving issues fairly and maintaining positive relationships with employee groups and representatives.
- Develop and implement data-informed retention strategies drawing on exit interviews, staff surveys, and workforce trends.
- Champion workforce diversity initiatives, promoting an inclusive culture that reflects the community and enhances the educational environment.
- Serve as a trusted resource for administrators and staff in navigating workplace concerns, HR policies, and conflict resolution.
Strategic Leadership & Compliance
- Serve as a key advisor to the Superintendent and Cabinet on all human capital matters.
- Ensure compliance with federal, state, and local employment laws and regulations, including TEC, EEOC, FMLA, ADA, FLSA, and Title IX as applicable to employment.
- Develop and maintain systems and protocols for human capital data management to support decision-making and policy development.
- Use workforce data and analytics to inform decision-making and report on key HR metrics to district leadership and the Board of Trustees.
- Monitor and evaluate the effectiveness of HR policies and practices, and recommend and implement improvements as needed.
- Represent the district in HR-related external partnerships, negotiations, and professional associations.
Supervisory Responsibilities
- Directly supervise staff within the Office of Human Resources, including directors, coordinators, and specialists.
- Provide coaching, evaluation, and growth plans for team members under your supervision.
- Ensure cross-functional collaboration and accountability among teams to meet timelines, compliance requirements, and strategic goals.
- Foster a culture of continuous improvement and innovation in HR practices across the department.
Other duties as assigned. WORKING CONDITIONSTypical demands of a school environment. Lifting and carrying of books, boxes, and audiovisual equipment, light (15-20 pounds), climbing, stretching, visual acuity, walking, pulling, bending, stooping, climbing stairs, reaching, pushing, sitting, kneeling, standing, and twisting, may be required to control behavior through physical restraint.
Frequent travel across campuses and district facilities; occasional statewide travel; extended use of technology.
Mental Demands Strategic planning, complex data analysis, systems change management, cross-departmental facilitation, and confidential communications.
Work EnvironmentPrimarily school-based with regular interaction with district staff, educators, students, families, and community members. Campus visits will be required as needed and as a part of ensuring program implementation with fidelity and monitoring of service delivery models. Attendance at evening or weekend events may be required. Occasional prolonged and irregular hours.
Reading, supporting instruction, demonstrating computer skills appropriate for the assignment, effective communication and interpersonal skills, ability to work well with students, concentration (detailed work), interpretive skills (policy, procedure, dates), reasoning skills, understanding verbal instructions, analyzing, differentiating, memorizing, coordinating, compiling, and computing.
POSITION WORKING DAYS: 226 days
COMPENSATION: Based on the district's approved compensation plan.
The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive description of all work requirements and responsibilities, and management reserves the right to revise the job description or require that other responsibilities be performed when the job changes. Additionally, the minimum level of education notated as a requirement could be supplemented by commensurate experience and/or certification(s) or license(s) as determined by the hiring manage
