Job Title: Deputy Chief of Human Capital, Talent Development & Strategic Staffing
Wage/Hour Status: Exempt
Reports to: Chief of Human Capital & Talent Development
Dept./School: Human Capital & Talent Development
Initiated Date: June 2026
WHO WE ARE LOOKING FOR La Joya ISD seeks an execution-driven, people-centered leader to serve as Deputy Chief of Human Capital, Talent Development, and Strategic Staffing. Reporting to the Chief of Human Capital and Talent Development, the Deputy Chief serves as the second-in-command of the department and the operational engine behind the district's talent strategy. The successful candidate will translate the Chief's vision into systems, processes, and team workflows; lead day-to-day operations across talent acquisition, development, compensation, and employee relations; and ensure every campus and department is staffed with exceptional people committed to student success.
We are looking for someone who: - Brings deep functional expertise across talent acquisition, employee development, compensation, and employee relations, with a track record of executing complex HR initiatives at scale.
- Has a proven record of translating strategy into executable systems, project plans, and team workflows that move work forward on time and with quality.
- Is a strong communicator who can synthesize HR data and operational updates into clear, actionable insights for the Chief and represent the Chief in internal forums when needed.
- Demonstrates uncompromising integrity, sound judgment, and discretion in handling sensitive employee matters, investigations, and confidential information.
- Builds capacity across the HCTD team through direct supervision, hands-on coaching, and clear performance expectations for directors, coordinators, and specialists.
- Has the operational discipline to manage competing priorities and the rigor to ensure compliance with all federal, state, and local employment requirements.
- Has a deep appreciation for the community, culture, and values of La Joya ISD and is committed to advancing the district as a state model for human capital excellence.
- Understands the importance of building strong systemwide relationships across campuses, departments, and central office.
- Is committed to serving as a thought partner to the Chief and collaborating across departments to ensure that work is completed in a manner that represents senior-level quality, demonstrates ownership of shared projects, and is delivered in a timely manner.
QUALIFICATIONS Education/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 4 years of progressive leadership experience, including a minimum of:
- 2 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
- 2 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 operational planning and project management skills, with the ability to execute 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.
Special Knowledge and Skills - Expertise in performance evaluation and goal setting for school leaders
- Exceptional interpersonal and communication skills (written and oral)
- Leadership, management, and organizational skills
- Experience with diverse populations
- Bilingual (English/Spanish) preferred
MAJOR RESPONSIBILITIES AND DUTIESTalent Acquisition & Recruitment: - Manage and execute districtwide recruitment strategies, in partnership with the Chief, to attract high-quality, mission-aligned candidates for instructional and non-instructional positions.
- Cultivate and maintain day-to-day partnerships with universities, alternative certification programs, and community organizations to build robust and diverse talent pipelines.
- Manage day-to-day hiring and termination processes to ensure they are conducted ethically, transparently, and in compliance with district policies and legal requirements; escalate complex matters to the Chief as needed.
- Ensure compliance with all applicable regulations concerning substitute certifications, teacher licensure, and other mandatory qualifications.
Employee Development & Training: - Implement and operationalize the district's professional learning and leadership development framework for all staff, in alignment with the Chief's strategic direction.
- Partner directly with campus and department leaders to identify growth needs and coordinate development opportunities aligned to district priorities.
- Manage continuing education initiatives, including opportunities for staff to pursue advanced degrees, certifications, and ongoing professional learning.
- Run 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.
- Operationalize systems for performance management, coaching, and continuous improvement across the district.
Compensation & Benefits: - Administer the district's compensation structures and conduct regular reviews to support competitiveness, internal equity, and fiscal sustainability.
- Collaborate with Finance to develop compensation models and analyses that support the Chief's recommendations on Board-approved budget priorities.
- Support the implementation and ongoing management of strategic compensation initiatives, including the Teacher Incentive Allotment (TIA) and other state and national programs.
- Directly 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: - Operationalize a district culture that prioritizes employee well-being, engagement, belonging, and inclusivity.
- Serve as the primary point person for grievance procedures and employee investigations, resolving issues fairly and maintaining positive relationships with employee groups and representatives; partner with the Chief on high-stakes labor relations matters.
- Implement data-informed retention strategies drawing on exit interviews, staff surveys, and workforce trends.
- Advance workforce diversity initiatives in day-to-day practice, 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.
Operational Leadership & Compliance: - Serve as a key thought partner to the Chief on human capital matters and represent the Chief in internal forums and cross-departmental meetings as needed.
- Ensure compliance with federal, state, and local employment laws and regulations, including TEC, EEOC, FMLA, ADA, FLSA, and Title IX as applicable to employment.
- Maintain systems and protocols for human capital data management to support decision-making and policy development across the department.
- Compile and analyze workforce data to inform day-to-day decision-making and prepare key HR metrics and reports that support the Chief's briefings to district leadership and the Board of Trustees.
- Monitor the effectiveness of HR policies and practices, surface opportunities for improvement to the Chief, and implement approved changes.
- Represent the district in HR-related external partnerships and professional associations as designated by the Chief, and lead the department in the Chief's absence.
Supervisory Responsibilities: - Directly supervise the day-to-day work of staff within the Office of Human Resources, including executive directors, directors, coordinators, and specialists, as designated by the Chief.
- Provide hands-on coaching, performance evaluations, and individualized growth plans for team members under your supervision; conduct regular check-ins to ensure team members are supported and on track.
- Drive cross-functional collaboration and accountability among teams to meet timelines, compliance requirements, and operational goals.
- Foster a culture of continuous improvement and innovation in HR practices across the department.
Culture & Climate - Create, cultivate and lead a culture of excellence, support, and community for all stakeholders.
- Facilitate effective and timely resolution of conflicts.
- Ensure systems and programs exist that enhance students' social, emotional, behavioral, and academic achievement.
- Oversee the integration of wellness and inclusion initiatives into school leadership practices and policies.
- Follow all policies, practices, and procedures that create optimal learning conditions for students with special needs in alignment with IDEA.
School or Community Relations - Articulate the mission and purpose of HC&TD to the community and solicit its support in realizing the mission.
- Communicate with parents, families, and communities on a regular and consistent basis to ensure clear and consistent messaging to parents.
- Demonstrate awareness of school and community needs and initiate activities to meet those needs using appropriate and effective techniques to encourage community and parent involvement.
Management of Fiscal, Administrative, and Facilities Functions - Ensure all employees follow proper protocols to maintain accurate records as required.
- Support campuses in completing all associated administrative duties and tasks in a timely manner
- Compile, maintain, and file all reports, records, and other documents required including accurate and timely reports.
- Develop budgets based upon documented Needs Assessments, estimated enrollment, personnel, and other entitlement funding streams; implement programs within budget limits; maintain fiscal control; accurately report fiscal information.
- Comply with district policies, state and federal laws and regulations affecting schools.
Other duties as assigned. Supervisory Responsibilities Supervise and evaluate the performance of staff assigned.
WORKING CONDITIONSPhysical Demands Typical demands of an office environment, including extensive computer use and district-wide travel for meetings and events. 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.
Work EnvironmentPrimarily office-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 ho
