Director II- Strategic Staffing and Partnerships
Job Description
Director II- Strategic Staffing and Partnerships
Department: Talent Management
Reports to: Executive Director Talent Systems & Strategic Operations
Pay Grade: 405
Days: 239 Days
FSLA Status: Exempt
Position Purpose
Provides leadership, direction, and operational oversight for Strategic Staffing & Partnerships, including substitute services, employee resignations/separations, and external strategic partnerships.
Leads the design, implementation, and continuous improvement of staffing operations and partnership strategies to ensure workforce continuity, efficient service delivery, and alignment with Talent Management and district priorities. Ensures processes are efficient, compliant, and data-informed to support staffing stability and organizational effectiveness.
ESSENTIAL JOB FUNCTIONS
Strategic Leadership & Program Management
Provides leadership for Strategic Staffing & Partnerships, aligning programs with district and Talent Management priorities.
Develops and implements strategies for substitute staffing, resignation processes, and external partnerships.
Establishes short- and long-term goals and monitors progress toward operational outcomes.
Leads continuous improvement initiatives to enhance staffing efficiency, responsiveness, and service delivery.
Ensures alignment across substitute systems, separation processes, and partnership strategies.
Supports change management initiatives related to staffing operations and workforce models.
Staffing Operations Oversight (Substitutes & Resignations)
Oversees substitute workforce operations, including recruitment support, placement, utilization, and performance monitoring.
Ensures staffing coverage through effective substitute fill rates and deployment strategies.
Oversees resignation and separation processes to ensure timeliness, accuracy, and compliance.
Analyzes staffing trends, vacancy patterns, and workforce gaps to inform decision-making.
Collaborates with recruitment, onboarding, and certification teams to ensure seamless staffing pipelines.
Implements strategies to improve substitute engagement, retention, and service quality.
Strategic Partnerships Management
Develops and manages relationships with vendors and external partners supporting staffing and workforce initiatives.
Oversees contracts, service-level agreements, and vendor performance expectations.
Evaluates effectiveness of partnerships and ensures alignment with district goals and service standards.
Identifies opportunities to expand partnerships to strengthen staffing capacity and operational support.
Collaborates across departments to implement innovative workforce solutions.
Performance Monitoring & Continuous Improvement
Establishes and monitors KPIs related to substitute fill rates, resignation trends, and partnership effectiveness.
Uses data analysis to identify trends, gaps, and operational improvement opportunities.
Prepares reports and provides recommendations to executive leadership.
Ensures consistent performance monitoring and accountability across all functional areas.
Policy, Compliance & Governance
Ensures compliance with federal, state, and local employment laws related to staffing and contracted services.
Develops and implements procedures for substitute management, resignations, and partnerships.
Oversees audits, documentation, and reporting processes for assigned areas.
Provides guidance on policies and procedures to staff and stakeholders.
Budget & Resource Management
Assists in the development and oversight of budgets for substitute services and partnership contracts.
Monitors expenditures to ensure cost-effective staffing operations.
Allocates resources strategically to meet operational demands and priorities.
Professional Development & Organizational Collaboration
Assists in the development and oversight of budgets for substitute services and partnership contracts.
Monitors expenditures to ensure cost-effective staffing operations.
Allocates resources strategically to meet operational demands and priorities.
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 the supervisor.
Reports unsafe conditions and ensures compliance with safety practices.
Supervisory Responsibilities
Directly supervises staff across Strategic Staffing & Partnerships, Engagement, Substitutes, Resignations, Recruitment, Certifications and Onboarding.
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 with 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 staffing operations, substitute systems, and employee separation processes.
Knowledge of workforce operations, vendor management, and service delivery models.
Skill in analyzing workforce data and translating insights into operational improvements.
Skill in managing large-scale staffing functions and multiple priorities.
Skill in developing and maintaining strategic partnerships.
Ability to lead teams and drive operational effectiveness.
Ability to collaborate across departments and influence outcomes.
Strong communication, problem-solving, and organizational skills.
Ability to ensure compliance and manage risk effectively.
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:
Bachelor's degree from an accredited college or university required;
Master's degree from an accredited college or university preferred.
Certification/License:
HR or leadership-related certifications (e.g., SHRM, PHR/SPHR) preferred.
Experience:
4 years of progressively responsible experience in Human Resources, Talent Management, or staffing operations required
Minimum of 2�3 years of supervisory or leadership experience required.
Experience in at least two or more of the following areas strongly preferred:
Substitute services or contingent workforce management
Employee lifecycle operations (e.g., resignations, separations, onboarding)
Workforce planning or staffing coordination
Vendor or strategic partner management
Experience in a public education or large, complex organizational environment 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.