Minimum: $102,021

Midpoint: $122,917

JOB DESCRIPTION

JOB TITLE: Director - Leadership Development

REPORTS TO: Assistant Superintendent - Talent Acquisition and Engagement

WAGE/HOUR STATUS: Exempt

PAY GRADE: AM 5

PRIMARY PURPOSE:

The Director - Leadership Development provides strategic leadership for the design, implementation, and continuous improvement of Spring ISD's leadership development framework, leadership pipeline, and administrative talent management systems. This position is responsible for identifying, developing, assessing, selecting, supporting, and preparing current and future campus and district leaders through comprehensive leadership development programs, executive coaching, principal induction and mentoring, succession planning, and leadership selection processes that strengthen organizational capacity and support the district's long-term strategic priorities.

Working collaboratively with district leadership and cross-functional departments, the Director develops and implements an integrated leadership continuum that aligns leadership recruitment, selection, professional learning, coaching, succession planning, and retention strategies to ensure the district maintains a sustainable pipeline of highly effective leaders. This position directs the district's administrative leadership pool processes, including the recruitment, assessment, screening, and selection of principal, associate principal, and assistant principal candidates, while overseeing leadership development initiatives that prepare future leaders and accelerate the effectiveness of newly appointed administrators. The Director is responsible for evaluating the effectiveness and return on investment of leadership development initiatives by increasing internal promotion rates, strengthening leadership capacity, supporting leadership retention, and developing leaders who positively impact student achievement, organizational effectiveness, and the long-term success of Spring ISD.

QUALIFICATIONS:

Required:

• Master's Degree from an accredited college or university in Educational Leadership or a related field.
• Minimum of five (5) years of successful experience as a campus administrator or district administrator.
• Demonstrated experience designing, implementing, or facilitating leadership development programs.
• Experience coaching and developing adult learners.
• Experience utilizing data to evaluate program effectiveness and organizational performance.

Preferred:

• Doctoral Degree in Educational Leadership or related field.
• Valid Texas Principal or Superintendent Certification.
• Experience developing districtwide leadership pipelines and succession planning systems.
• Bilingual (English/Spanish).

SPECIAL KNOWLEDGE/SKILLS:

• Deep understanding of leadership development theory, adult learning principles, executive coaching, and organizational leadership.
• Demonstrated expertise designing leadership pipelines, succession planning systems, and talent development initiatives.
• Strong knowledge of instructional leadership, organizational effectiveness, and change management.
• Knowledge of educator evaluation systems and leadership competency frameworks.
• Experience developing leadership academies, coaching models, and executive learning experiences.
• Ability to analyze qualitative and quantitative data to evaluate leadership development effectiveness and organizational capacity.
• Strong project management skills with the ability to coordinate multiple districtwide initiatives simultaneously.
• Exceptional presentation, facilitation, and communication skills.
• Ability to build collaborative partnerships across district departments, institutions of higher education, and professional organizations.
• Strong leadership, organizational, and interpersonal skills with the ability to influence and inspire others.
• Ability to manage complex projects while maintaining professionalism and emotional control.

MAJOR RESPONSIBILITIES AND DUTIES:

Leadership Pipeline Development

• Design, implement, and continuously improve the district's comprehensive leadership pipeline to develop future campus and district leaders.
• Develop succession planning systems that identify high-potential employees and prepare them for future leadership opportunities.
• Lead the design and implementation of "Grow Your Own" leadership initiatives that strengthen the district's internal leadership capacity.
• Collaborate with district leaders to identify emerging leadership needs and develop targeted strategies to ensure a sustainable leadership pipeline.
• Develop leadership competency frameworks aligned with Spring ISD's Leadership Definition and organizational expectations.
• Develop and maintain a districtwide leadership pipeline dashboard that measures leadership readiness, internal promotion rates, leadership vacancy fill rates, retention of leadership academy graduates, and other key performance indicators to evaluate the effectiveness and return on investment of the district's leadership development strategy.

Administrative Talent Identification and Selection

• Develop, implement, and continuously improve the district's comprehensive administrative selection process for campus leadership positions, including the Principal Pool, Associate Principal Pool, and Assistant Principal Pool.
• Collaborate with district leadership to establish competency-based selection criteria, screening processes, performance assessments, interview protocols, and evaluation rubrics aligned with the district's Leadership Definition and organizational priorities.
• Direct the recruitment, screening, assessment, and selection processes for district leadership pools, ensuring consistency, fairness, equity, and alignment with district expectations.
• Facilitate calibration among screening committees and interview panels to promote consistency, objectivity, and high-quality hiring decisions.
• Partner with district leaders throughout the candidate evaluation process to identify highly qualified leadership candidates who demonstrate the competencies necessary for success in Spring ISD.
• Utilize data from candidate assessments, interview outcomes, and leadership performance to continuously refine selection processes and improve the quality of leadership hires.
• Develop and maintain systems that identify high-potential internal candidates and connect leadership development opportunities to future promotional pathways.
• Monitor leadership pipeline data, including applicant quality, internal promotion rates, placement success, diversity of candidate pools, and retention of newly appointed administrators to evaluate the effectiveness of the district's leadership selection strategy.
• Design and oversee leadership assessment methodologies, including performance-based simulations, case studies, executive presentations, structured interviews, and other authentic assessment strategies that evaluate candidates' readiness for campus and district leadership positions.

Leadership Development Programs

• Design, coordinate, and evaluate comprehensive leadership development experiences for teacher leaders, aspiring counselors, aspiring assistant principals, assistant principals, principals, district administrators, and executive leaders.
• Oversee leadership academies, cohort models, executive coaching programs, mentoring initiatives, and leadership residencies.
• Develop innovative professional learning experiences grounded in research-based leadership practices and adult learning principles.
• Ensure leadership development programming reflects district priorities, organizational values, and continuous improvement efforts.
• Identify and establish strategic partnerships with universities, professional organizations, and leadership development providers.

Talent Strategy and Succession Planning

• Collaborate with Talent Acquisition & Engagement to align leadership recruitment, selection, development, and retention strategies.
• Develop leadership readiness processes that increase the number of qualified internal candidates prepared for leadership vacancies.
• Monitor leadership pipeline metrics, including internal promotion rates, applicant quality, retention, and leadership placement outcomes.
• Support strategic workforce planning initiatives by identifying future leadership capacity needs across the district.
• Develop strategies that strengthen leadership retention and long-term organizational sustainability.

Executive Coaching and Leadership Support

• Provide executive coaching and leadership consultation for campus and district administrators.
• Support principals and district leaders through leadership transitions, organizational change, and professional growth.
• Facilitate leadership learning communities that promote collaboration, innovation, and continuous improvement.
• Coordinate mentoring opportunities that strengthen leadership effectiveness throughout the organization.

Leadership Transition and Principal Induction

• Design, implement, and sustain a comprehensive principal mentoring and induction program that supports the successful transition and long-term effectiveness of campus leaders.

• Develop and facilitate separate mentoring cohorts for novice principals and experienced principals who are new to Spring ISD, recognizing the unique developmental needs of each group while providing opportunities for collaborative learning when appropriate.
• Recruit, train, and support mentor principals who exemplify the district's leadership expectations and are committed to developing future leaders.
• Develop structured mentoring protocols, coaching resources, learning experiences, and reflection tools that promote instructional leadership, operational excellence, organizational culture, and effective campus management.
• Monitor the effectiveness of mentoring relationships through regular feedback, observations, and participant data to ensure meaningful professional growth and continuous improvement.
• Coordinate leadership networking opportunities that strengthen collaboration, reduce professional isolation, and accelerate leadership effectiveness.
• Collaborate with district departments to ensure newly appointed principals receive coordinated onboarding, operational support, and ongoing professional learning aligned with district expectations.
• Evaluate program outcomes using retention data, leadership performance, participant feedback, and other key performance indicators to continuously improve the district's principal induction and mentoring program.

Program Evaluation and Continuous Improvement

• Develop performance metrics that evaluate the effectiveness and organizational impact of leadership development programs.
• Collect, analyze, and interpret program data to assess participant growth, leadership effectiveness, promotion rates, and return on investment.
• Prepare executive reports and recommendations regarding leadership development outcomes and organizational capacity.
• Utilize program evaluation findings to continuously improve leadership development initiatives and align resources with district priorities.
• Monitor state and national trends in leadership development, succession planning, and talent management to inform continuous program improvement.

Organizational Leadership

• Recruit, supervise, develop, mentor, and evaluate assigned department personnel.
• Establish departmental goals, performance expectations, and accountability systems aligned with district strategic priorities.
• Foster a culture of innovation, collaboration, continuous improvement, and customer service.
• Develop and administer departmental budgets while ensuring responsible stewardship of district resources.
• Promote leadership development as a strategic component of organizational excellence throughout Spring ISD.

Stakeholder Engagement and Strategic Partnerships

• Collaborate with district departments to align leadership development with organizational priorities.
• Represent Spring ISD in partnerships with colleges, universities, governmental agencies, professional organizations, and community partners.
• Pursue grants, partnerships, and external resources that enhance leadership development opportunities.
• Communicate the district's leadership development vision and accomplishments to internal and external stakeholders.

Other Responsibilities

• Maintain strict confidentiality and exercise sound judgment in handling sensitive information.
• Perform other duties as assigned by the Assistant Superintendent - Talent Acquisition & Engagement.

WORKING CONDITIONS:

Physical Demands

The usual and customary methods of performing the job's functions require physical mobility, prolonged sitting, standing, walking, occasional lifting, carrying, pushing, and pulling. This position requires travel throughout the district and occasional statewide travel. Evening and weekend work may be required to support leadership development activities and district initiatives.

Mental Demands

Ability to coordinate multiple projects simultaneously; analyze qualitative and quantitative data; interpret district policies and state regulations; communicate effectively with diverse stakeholder groups; facilitate professional learning; solve complex organi