Chief Talent Officer
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Leads team of people-first professionals to enhance the overall talent strategy of the district. Develops and executes strategic plans and organization-wide policies and programs across multiple people-centric business functions, including talent acquisition and retention, succession planning, compensation and benefits, performance management, and employee relations. Acts as a visionary to build HISD’s human capital for the 21st century and beyond. Reports directly to the Deputy Superintendent.
MAJOR DUTIES & RESPONSIBILITIES
List most important duties first
1. Supervise and oversee the following departments: Employee Relations, Human Capital Management, Talent Acquisition, HR Business & Financial Operations, Performance Management, and Benefits.
2. Develops strategic plans, establishes goals and priorities, and designs and implements programs to build a sustainable talent pipeline, including the sourcing, evaluation, onboarding, and continued engagement of internal and external talent.
3. Develops and monitors district-wide performance indicators to provide information to the Deputy Superintendent. Modifies human capital efforts as needed to maximize student outcomes through high-quality teaching, and administration. Facilitates succession planning for the district.
4. Serves as the primary resource to the Superintendent, Deputy Superintendent, and members of the Board of Education in the development and interpretation of policies and procedures related to talent management and development. Owns performance management system and appraisal process for all employees. Develops and maintains employee relations policies/programs, the specifics of which allow for an inclusive workplace in which all employees from all backgrounds feel empowered, appreciated, and capable of success.
5. Forecasts and develops three- to five-year plans around district talent needs. Directs the planning and administration of the district's compensation program. Directs the consultation process as needed to interpret changes in board policy or administrative procedures. Evaluates trends, including best practices in the education human resources field and employee management, and implements when appropriate. Stays abreast of developments and innovations in human capital.
6. Devises comprehensive and effective electronic systems of personnel record-keeping in accordance with policies, regulations, and laws using SAP and other district-wide reporting systems.
7. Responsible for establishing and maintaining an organizational culture rooted in transparency, inclusion, and productivity; a culture in which all employees across the district feel compelled to bring their best, most authentic selves to work.
8. Performs other job-related duties as assigned.
TYPE OF SKILL AND/OR REQUIRED LICENSING/CERTIFICATION
PeopleSoft, SAP, Microsoft Office
Strategic oversight for multiple departments and/or a major division or for the entire district. Provides strategic direction and develops long-range plans which impact multiple departments or divisions. Using in-depth knowledge of multiple disciplines, identifies and evaluates high-impact issues, and provides strategy and direction to a major functional area or multiple departments.
Establishes programs and policies, and ensures integration of operational objectives across multiple, major departments, program areas and possibly district wide.
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.
Participates in a group plan and/or budget development.
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 considerable impact to multiple divisions or the organization causing risks or improvements to relationships, significant efficiencies, or delays in operations, and/or significant financial gains or expenses. Errors are serious and difficult to discover, normally involve decisions not subject to detailed review and will result in excessive costs and/or significant project delays.
Negotiate and influence - interprets department strategies and services, resolves conflicts, influences outcomes on matters of significance for the division, conducts final negotiations and coordinates approvals/decision making below the executive level. Interactions are typically with customers and Top Management.
Leads others in the resolution of highly sensitive and confidential issues on behalf of the department. Acts as a trusted advisor and becomes involved in the customer's decision-making process including presenting alternatives and information and applying persuasion and negotiation skills in the resolution of problems. Monitors customer service standards.
Work is normally performed in a typical interior work environment which does not subject the employee to any hazardous or unpleasant elements. Ability to carry and/or lift less than 15 pounds.
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