Director 2 - Talent Management

Director 2 - Talent Management - Description

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Job Description

The Director 2 of Talent Management is an important member of the Human Resources (HR) leadership team. This role oversees the District's pre-hire and onboarding processes, ensures compliance with teacher certification requirements, leads the strategic direction and execution of HISD's Substitute Teacher program, and supports managers with personnel changes such as promotions, demotions, and lateral transfers. The Director 2 of Talent Management also manages related district-wide cyclical initiatives and rollouts like leveling and crosswalks, prioritizing their effectiveness and success. This individual also tracks and reports on vacancies across the district, offering insights for staffing needs. Without having direct managerial oversight of divisional Talent Management staff, this role provides related guidance and support to these teams, ensuring smooth operations and alignment with overall district goals.

Director 2 - Talent Management - Responsibilities

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Responsibilities

Manages the pre-hire and onboarding processes for new employees, ensuring a seamless transition into HISD.

Assists managers with personnel changes, including promotions, demotions, and transfers.

Administers key district-wide initiatives and rollouts related to employee movements, such as leveling and crosswalks, ensuring they run effectively.

Oversees the verification and compliance of employee certifications to meet district standards and related laws & regulations.

Directs the Substitute Teacher program, ensuring it supports the District's strategic objectives.

Monitors and reports district-wide vacancies, providing critical insights to support staffing decisions.

Oversees the accurate and timely completion of I-9 forms for all new hires, ensuring full compliance with federal regulations and maintaining rigorous standards throughout the onboarding process.

Other duties as assigned.

Director 2 - Talent Management - Skills

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Job Qualifications

EDUCATION

Bachelor's degree from an accredited college or university required in the following human resource functions: human resource management, human resource development, business administration, organizational leadership, or education. Candidates with a bachelor's degree from an accredited college or university not related to one of the fields listed may substitute one additional year of experience in place of a degree in a field listed.* *Applicants who do not meet these education qualifications may be considered if they have a unique combination of education and work experiences that indicate potential for success in this role.

WORK EXPERIENCE

Candidate must meet one of the work experience requirements listed below. * 5 years of minimum leadership experience required in one or more human resource functional areas, if candidate holds a bachelor's degree related to the fields listed in the education section above. 7 years of minimum leadership experience required in one or more human resource functional areas, if candidate holds a bachelor's degree not related to the fields listed in the education section. *Applicants who do not meet these work experience qualifications may be considered if they have a unique combination of education and work experiences that indicate potential for success in this role.

TYPE OF SKILL AND/OR REQUIRED LICENSING/CERTIFICATION

Software Intermediate or advanced skills in the use of the Windows environment and applications including Microsoft Word, Excel, PowerPoint, Outlook, and TEAMS. Intermediate or advanced skills of HR Information Systems, SAP (preferred), PeopleSoft, applicant tracking systems, SharePoint, databases, Google docs, web site creation and management. Certifications/Licensure PHR/SPHR, SHRM-CP/SHRM-SCP certification preferred. Equipment Office equipment (e.g., computer, laptop, copier). Other Items Ability to objectively analyze data and make recommendations on a variety of issues.

LEADERSHIP RESPONSIBILITIES

-Senior Management. Manages a department or multiple major disciplines, often through subordinate management. Regularly manages staff in the completion of large-scale projects or a very closely related set of projects/initiatives often spanning multiple disciplines. Receives strategies and broad departmental objectives from senior leadership; establishes operational objectives and work plans; delegates assignments to subordinate management and staff. Allocates resources according to priorities and serves as the primary decision maker regarding hiring, performance and budget recommendations.

WORK COMPLEXITY/INDEPENDENT JUDGMENT

-Work is non-standardized and widely varied, involving many complex and significant variables including significant time spent planning, evaluating complex solutions and issues, and negotiating outcomes. Strong analytic ability and inductive thinking are frequently required to devise new approaches to situations where previously accepted solutions have proven inadequate. Position regularly makes recommendations to management on areas of significance to the division. Supervision received typically consists of providing periodic coaching, advice and feedback.

BUDGET AUTHORITY

-Compiles and organizes data and figures.

PROBLEM SOLVING

-Decisions are made with greater freedom and discretion, including recommendations that are subject to approval on matters that may affect multiple departments across HISD. Job is frequently expected to recommend new solutions to problems, to improve existing methods/procedures/services and generate new ideas. May also review decisions made by other individuals on more routine matters.

IMPACT OF DECISIONS

-Decisions have moderate impact to the facility/department or division, causing increased satisfaction or dissatisfaction; producing efficiencies or delays; promoting or inhibiting personal intellectual or professional development; and/or contributing to financial gain or expense. Errors may be serious, usually not subject to direct verification or check, causing losses such as improper cost calculations, overpayment or improper utilization of labor, materials or equipment. Effect usually confined to the organization itself and is short term.

COMMUNICATION/INTERACTIONS

-Collaborate and solve problems - works with others to resolve problems, clarify or interpret complex information/policies, and provide initial screening/negotiations without approval authority. Interactions are typically with customers, senior level professional staff, and managers.

CUSTOMER RELATIONSHIPS

-Regularly assesses and diffuses complex, and escalated customer issues. Takes personal responsibility and accountability for solving systemic customer service problems. Regularly explores alternative and creative solutions to meeting the needs of the customer within HISD's policies and guidelines.

WORKING/ENVIRONMENTAL CONDITIONS

-Work is normally performed in a typical interior work environment which does not subject the employee to any hazardous or unpleasant elements. Valid Texas driver's license with applicable insurance coverage Tools/Equipment Used: Standard office equipment, including personal computer and peripherals Posture: Prolonged sitting; occasional bending/stooping, pushing/pulling, and twisting Motion: Repetitive hand motions including frequent keyboarding and use of mouse; occasional reaching Lifting: Occasional light lifting and carrying (less than 15 pounds) Environment: Prolonged or irregular hours, including some weekends; frequent districtwide travel Mental Demands: Work with frequent interruptions, maintain emotional control under stress, fast-paced