Senior Executive Director of Talent Management

Senior Executive Director of Talent Management

Reports to: Chief Talent Officer
Pay Grade: 1003
Days: 239 Days
FSLA Status: Exempt

Position Purpose

The Senior Executive Director of Talent Management serves as a strategic leader responsible for advancing the district's vision for talent through innovative systems, people-centered practices, and operational excellence. This position leads the development and execution of comprehensive talent strategies that attract, develop, support, and retain exceptional employees in alignment with district priorities and student outcomes.

The role provides executive oversight for talent management functions and works collaboratively with district leadership to strengthen workforce planning, leadership pipelines, employee experience, and organizational effectiveness. The Senior Executive Director leverages data-driven decision-making, cross-functional partnerships and continuous improvement practices to ensure talent systems are responsive, efficient, compliant, and aligned to the evolving needs of the district.

ESSENTIAL JOB FUNCTIONS

Strategic Administration

• Leads the development and execution of talent management strategies aligned to district priorities, under the direction of the Chief Talent Officer.
• Provides strategic leadership and guidance to directors and managers across assigned talent management functions.
• Establishes clear goals, performance metrics, and accountability systems to ensure high-quality service delivery.
• Supports long-range workforce planning and ensures alignment between talent initiatives and organizational needs. 

• Use data to inform the Office of Schools' leadership on progress, risks, and outcomes of talent initiatives.

   

Compliance and Operational Excellence

• Oversees the implementation of talent management systems and processes to ensure alignment with district policies, state and federal regulations, and Board requirements.
• Ensures compliance with applicable TEA requirements, certification and credential verification, background checks, and reporting obligations.
• Develops, implements, and refines standard operating procedures to improve efficiency, consistency, and effectiveness across talent functions.
• Monitors service delivery metrics and implements continuous improvement practices to enhance operational performance.
• Supports the execution of hiring processes and internal controls to ensure equitable, compliant, and efficient recruitment and selection practices.

Strategic Projects and Collaborations

• Leads cross-functional initiatives that strengthen the district's talent pipeline, employee development systems, and retention strategies.
• Collaborates with school leadership, academic teams, and business functions to address talent-related challenges and align supports.
• Uses data, stakeholder feedback, and workforce trends to identify gaps and implement innovative talent solutions.
• Facilitates coordination across departments to improve processes, communication, and stakeholder experience.
• Directs or contributes to special projects and strategic initiatives as assigned by senior leadership.

Supervisory Responsibilities

• Selects, trains, supervises, and evaluates staff, and makes recommendations relative to assignment, retention, discipline, and dismissal.

Personal Work Relationships

• All Fort Worth ISD employees must maintain a commitment to the District's mission, vision, and strategic goals.
• Exhibits high professionalism, standards of conduct and work ethic.
• Demonstrates high quality customer service; builds rapport/relationship with the consumer.
• Demonstrates cultural competence in interactions with others; is respectful of co-workers; communicates and acts as a team player; promotes teamwork; responds and acts appropriately in confrontational situations.

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 practices, including recruitment, selection, onboarding, performance management, and employee development.
• Knowledge of employment law, educator certification requirements, and public-sector HR practices.
• Knowledge of K-12 organizational structures and human capital systems.
• Knowledge of HRIS systems and data analytics tools used to drive decision-making.
• Skill in strategic planning, project management, and organizational leadership.
• Skill in leading and developing teams, including performance evaluation and staff development.
• Skill in data analysis and using insights to improve processes and outcomes.
• Skill in effective communication, including public relations, storytelling, and presentation to diverse audiences.
• Skill in stakeholder engagement, collaboration, and building consensus across departments and external partners.
• Skill in complex problem-solving and implementing innovative solutions.
• Skill in facilitating meetings and delivering presentations in one-on-one, small group, and large group settings.
• Skill in managing multiple priorities, initiating work independently, and operating effectively in a fast-paced environment.
• Skill in professional writing, including clear, compelling, and grammatically sound communication.
• Skill in applying leadership principles to manage staff and budgets.
• Ability to interpret policy and translate strategic direction into actionable plans.
• Ability to lead change, drive innovation, and adapt to evolving priorities and organizational needs.
• Ability to organize, prioritize, and coordinate work under pressure while meeting deadlines.
• Ability to communicate effectively in oral and written form to a wide range of stakeholders.
• Ability to build and maintain strong relationships and work collaboratively with internal and external partners.
• Ability to exercise sound judgment, discretion, and confidentiality.
• Ability to remain resilient, composed, and effective in high-pressure or challenging situations.
• Ability to use standard software applications (email, data systems, word processing, etc.).
• Ability to engage in self-reflection and continuous professional growth.

Travel Requirements

• Travels to school district buildings and professional meetings as required.

Physical & Mental Demands, Work Hazards

• Tools/Equipment Used: Standard office equipment, including computer and peripherals.
• Posture: Prolonged sitting and standing; 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, and works outside (exposure to sun, heat, cold, and inclement weather); frequent exposure to noise; noise levels in the office are usually moderate; noise levels outdoors and around events may be elevated or become loud; frequent talking and listening; frequently requires 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:
  • Bachelor's degree in human resources, personnel management, public administration, business administration, organizational management, or a related field required;
  • Master's degree preferred.
• Certification/License: Senior Professional HR Certification preferred
• Experience:
• 5 years of directly related experience in talent management, human resources, or employee relations and/or public relations, preferably in a public school district.

• Prior leadership of multiple human resources teams in a complex public-sector or K-12 environment is 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.