Executive Director- Talent Systems and Strategic Operations

Position Type:
Leading - District Executive Leadership/Executive Director

Date Posted:
6/19/2026

Location:
District Service Center

Closing Date:
Open Until Filled
Executive Director- Talent Systems & Strategic Operations

Department Areas
Strategic Staffing & Partnership, Compensation and Systems & Records

Reports to: Sr. Executive Director - Talent Management
Pay Grade: 408

PCN: 25577
Days: 239 Days
Salary: $129,932- $156,545
FSLA Status: Exempt


Position Purpose

Provides strategic leadership and oversight for Talent Management systems, data, compensation, and workforce operations. Leads the design, implementation, and continuous improvement of integrated Talent Management strategies that support staffing, employee lifecycle processes, and organizational effectiveness.

Oversees multiple functional areas including systems, records, compensation, and strategic staffing partnerships to ensure alignment, efficiency, compliance, and data-informed decision-making. Drives improvement of human capital processes and technologies to support district goals, enhance service delivery, and improve workforce outcomes.

ESSENTIAL JOB FUNCTIONS

Strategic Leadership & Program Management

• Provides executive leadership for Talent Systems & Strategic Operations, aligning all functional areas with district strategic priorities.
• Directs development and implementation of division-wide Talent Management strategies related to staffing, compensation, systems, and employee records.
• Establishes short- and long-term goals for assigned departments and monitors progress toward outcomes.
• Leads the integration of systems, processes, and data across Talent Management functions to improve operational efficiency.
• Identifies and implements innovative approaches to improve workforce planning, talent processes, and service delivery models.
• Ensures alignment across Strategic Staffing, Compensation, Systems, and Records to support a cohesive Talent Management framework.
• Provides leadership in organizational change initiatives affecting Talent Management systems and operations.

Systems, Data & Operational Oversight

• Directs the administration, development, and optimization of HRIS systems and Talent Management technology platforms.
• Oversees employee records management systems to ensure accuracy, accessibility, and compliance with applicable laws.
• Establishes data governance practices to ensure integrity, security, and appropriate use of employee data.
• Leads the development of dashboards, reports, and data tools to support leadership decision-making.
• Ensures alignment between business processes and supporting systems to maximize effectiveness and efficiency.
• Oversees system implementations, upgrades, integrations, and vendor relationships related to HR technology.

Compensation & Workforce Strategy

• Oversees the development, implementation, and administration of compensation programs aligned to district goals and labor market conditions.
• Ensures compensation structures, practices, and policies are competitive, equitable, and compliant.
• Supports workforce planning efforts through coordination of staffing data, projections, and organizational needs.
• Provides strategic guidance on compensation and workforce policies to support recruitment, retention, and organizational effectiveness.

Performance Monitoring & Continuous Improvement

• Establishes metrics and key performance indicators (KPIs) for Talent Management systems and operations.
• Monitors program effectiveness through data analysis and adjusts strategies to improve outcomes.
• Uses data insights to identify trends, gaps, and opportunities for improvement across Talent Management functions.
• Prepares and presents reports and recommendations to executive leadership and stakeholders.
• Ensures consistent reporting practices and accountability across all areas under supervision.

Policy, Compliance & Governance

• Ensures compliance with federal, state, and local laws related to human resources, records, and compensation.
• Develops and implements policies and procedures to support efficient and legally compliant Talent Management operations.
• Oversees audits, reviews, and reporting processes related to HR data, employee records, and compensation practices.
• Provides guidance to leadership on policy interpretation and implementation.

Budget & Resource Management

• Develops and administers budgets for assigned departments and ensures cost-effective use of resources.
• Allocates resources strategically to support division priorities and operational needs.
• Monitors expenditures and ensures fiscal accountability for systems, staffing, and program initiatives.

Professional Development & Organizational Collaboration

• Provides leadership and professional development to directors and department staff to strengthen capacity and performance.
• Builds leadership capability across Talent Management functions through coaching and support.
• Collaborates with district leadership, campuses, and departments to align Talent Management strategies with organizational goals.
• Establishes and maintains partnerships with internal and external stakeholders to enhance Talent Management 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 Directors across Strategic Staffing & Partnerships, Compensation, and Systems & Records.
• Provides leadership, direction, and evaluation for multiple teams across Talent Management functions.
• Establishes priorities, assigns responsibilities, and monitors performance of leadership and staff.
• Recommends personnel actions including hiring, evaluation, professional development, and disciplinary actions.

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, compensation, HRIS systems, and employee records.
• Knowledge of data systems, data governance, and performance measurement practices.
• Knowledge of applicable federal and state laws related to employment and public education.
• Knowledge of organizational leadership, program management, and operational strategy.
• Skill in analyzing complex data and translating findings into actionable recommendations.
• Skill in leading large, cross-functional teams and initiatives.
• Skill in strategic planning, problem-solving, and decision-making.
• Ability to align systems, processes, and people to achieve organizational goals.
• Ability to manage multiple departments and priorities effectively.
• Ability to communicate effectively with executive leadership, staff, and stakeholders.
• Ability to maintain confidentiality and exercise sound judgment in sensitive matters.
• Ability to use technology and data tools to inform planning and operations.
• 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

• Travels to school district buildings and 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 overseeing multiple functional areas (e.g., systems, compensation, operations, or staffing) 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.