Executive Director- Regional Talent

Executive Director- Regional Talent Job ID: 7440 | Date Posted: 5/26/2026 | Location: District Service Center | Department Areas: Staffing, Recruitment & Certifications | Reports to: Sr. Executive Director - Talent Management | Pay Grade: 311 | Salary: $127,958 - $154,167 | FSLA Status: Exempt Position Purpose: Provides strategic and operational leadership for regionally aligned Talent Management services supporting district campuses. Oversees staffing, recruitment, onboarding, and certification functions through a regional service delivery model (North, Central, South). Partners closely with campus leadership and regional teams to ensure effective talent placement, onboarding, and support that meet campus needs. Leads continuous improvement of Talent Management practices through data-informed decision-making, field engagement, and direct support to campuses. Serves as a key liaison between central Talent Management functions and campuses to strengthen workforce outcomes and enhance the employee experience. Essential Job Functions Strategic Leadership & Program Management Provides executive leadership for Regional Talent operations aligned to district staffing, hiring, and workforce priorities. Establishes a regional service model ensuring consistent, responsive support to campuses across North, Central, and South regions. Directs implementation of Talent Management strategies related to staffing, recruitment, onboarding, and certification. Aligns regional Talent efforts with broader Talent Systems & Strategic Operations and district goals. Develops and monitors regional performance goals, ensuring alignment to staffing outcomes and service delivery expectations. Leads continuous improvement efforts to enhance efficiency, responsiveness, and effectiveness of regional Talent services. Regional Support, Campus Engagement & Learning Walks Engages directly with campus leadership through regular visits, learning walks, and regional meetings to assess staffing and workforce needs. Builds strong partnerships with principals and campus leaders to support effective staffing, onboarding, and employee retention efforts. Provides guidance and support to campuses on hiring processes, certification requirements, onboarding procedures, and staffing challenges. Uses field-based insights to inform strategy, improve processes, and align Talent Management services with campus realities. Serves as the primary bridge between central office Talent functions and campus-level needs. Identifies trends and recurring challenges across regions and elevates recommendations to executive leadership. Staffing, Recruitment & Workforce Coordination Oversees regional staffing and recruitment processes to ensure timely placement of qualified personnel across all campuses. Supports alignment of recruitment strategies with campus needs and workforce demands. Monitors vacancy data, hiring timelines, and staffing trends across campuses and coordinates responsive action plans. Ensures consistency in hiring practices, candidate experience, and communication across regions. Works collaboratively with other Talent leaders to support district-wide staffing initiatives. Onboarding & Certification Oversight Oversees onboarding and certification processes to ensure smooth transition of new hires into the district. Ensures compliance with certification requirements, onboarding timelines, and employment regulations. Coordinates onboarding practices across campuses to ensure consistency and quality of new employee experience. Supports continuous improvement of onboarding systems and processes. Performance Monitoring & Continuous Improvement Establishes and monitors key performance indicators (KPIs) related to staffing, onboarding, and service delivery. Uses data and regional insights to evaluate effectiveness of Talent Management practices. Prepares reports and presentations for leadership regarding regional staffing outcomes and trends. Identifies areas for improvement and leads implementation of corrective actions and process enhancements. Ensures accountability across regional teams and departments. Policy, Compliance & Governance Ensures compliance with federal, state, and local laws related to employment, certification, and hiring practices. Implements district policies and ensures consistent application across campuses. Provides guidance to staff and campus leaders on policy interpretation and application. Oversees audits and monitoring processes related to staffing and certification compliance. Budget & Resource Management Develops and administers budgets for regional Talent operations and associated programs. Allocates resources to ensure effective service delivery across regions. Monitors expenditures and ensures cost-effective operations. Oversees audits and monitoring processes related to staffing and certification compliance. Professional Development & Organizational Collaboration Provides leadership and professional development to Regional Directors and staff. Builds leadership capacity across regional Talent teams. Collaborates with district leadership, campuses, and departments to align Talent Management efforts. Establishes partnerships with internal and external stakeholders to strengthen workforce initiatives. Safety Performs preventive maintenance on tools and equipment and ensures equipment is in safe operating condition. Follows established safety procedures and techniques to perform job duties including lifting and climbing; operates tools and equipment according to established safety procedures. Corrects unsafe conditions in work areas and promptly reports any conditions that are not immediately correctable to supervisor. Reports unsafe conditions and ensures compliance with safety practices. Supervisory Responsibilities Directly supervises Regional Directors (North, Central, South) and onboarding/certification leadership. Provides leadership, direction, and evaluation for multiple teams across regional Talent functions. Assigns priorities, monitors performance, and ensures alignment with district goals. Recommends personnel actions including hiring, development, and evaluation. Personal Work Relationships Maintains commitment to District mission, vision, and strategic goals. Demonstrates professionalism, integrity, and strong work ethic. Builds strong relationships with campus leaders and stakeholders. Promotes collaboration, teamwork, and cultural competence. Other Duties as Assigned Performs all job‑related duties as assigned and in accordance to the Board rules, policies and regulations. All employees are expected to comply with lawful directives in rare situations driven by need where a team effort is required. Knowledge, Skills & Abilities Knowledge of Talent Management functions including staffing, recruitment, onboarding, and certification. Knowledge of regional service delivery models and organizational operations. Knowledge of applicable federal and state employment laws and certification requirements. Knowledge of data systems and reporting tools used to monitor staffing and workforce trends. Skill in leading large, distributed teams and managing regional operations. Skill in building relationships and working collaboratively with campus leadership. Skill in analyzing data and using insights to inform decision‑making. Ability to balance strategic direction with operational execution. Ability to communicate effectively with executive leadership, campuses, and staff. Ability to manage multiple priorities across regions and departments. Ability to lead change and continuous improvement efforts. Ability to prepare oral or written communications, such as presentations, reports, memoranda, letters, grant proposals, curriculum documents, etc. Ability to utilize software to create, access, analyze, and interpret spreadsheets, data dashboards, presentations, email, and documents. Ability to engage in self‑evaluation with regard to leadership, performance and professional growth. Travel Requirements Frequent travel to district campuses across assigned regions for meetings, learning walks, and support activities. Travels to professional meetings as required; some state wide travel may be required. Physical & Mental Demands, Work Hazards Tools/Equipment Used: Standard office equipment, including computer, peripherals, and interactive visual display panels. Posture: Prolonged sitting; occasional stooping, squatting, kneeling, bending, pushing/pulling, and twisting. Motion: Frequent repetitive hand motions, including keyboarding and use of mouse; occasional reaching. Lifting: Occasional light lifting and carrying (less than 15 pounds). Environment: Works in an office setting; may require occasional irregular and/or prolonged hours. Attendance: Regular and punctual attendance at the worksite is required for this position. Mental Demands: Maintains emotional control under stress; works with frequent interruptions. Minimum Required Qualifications Education: Master's degree from an accredited college or university required. Certification/License: HR or leadership-related certifications (e.g., SHRM, PHR/SPHR) preferred. Experience: 6 years of progressively responsible experience in Human Resources, Talent Management or related field required. 2 years of supervisory experience at the Director level or above required. Experience working directly with campuses or campus leadership strongly preferred. This document is intended to describe the general nature and level of work being performed by people assigned to this job and is not an exhaustive list of all responsibilities and duties that may be assigned or skills that may be required. #J-18808-Ljbffr