Skip to main content

This job has expired

Executive Director, Talent Management

Job Details

Overall Purpose
The job of Executive Director, Talent Management is done for the purpose/s of working closely with Central Office leadership and partnering with HR to create a vision, strategy, and corresponding plans for talent management initiatives that are aligned with CCSD goals and objectives. The Executive Director is also responsible for the overall approach to attract, hire, develop and retain the highest quality talent for CCSD schools and central office teams.

Direct Supervisor
Chief of Human Resources
Essential Functions
  • Develops and implements internal talent development programs.
    • Talent Pipeline Development - Identifies key talent pools and works with business leaders to ensure appropriate development plans are in place. Manages Talent Review process to evaluate leaders on performance and potential and conducts talent gap analysis against strategic business needs.
    • Succession Management - Monitors leadership bench strength and drives strategies to address gaps. Develops, implements, and evaluates succession management tools and strategies to increase CCSD' capacity to make effective talent decisions and maintain healthy talent pipelines to meet current and future needs. Builds succession planning strategy for top talent within critical roles.
    • Leadership Development - Develops programs that build and sustain leadership talent in the organization. Leads development, implementation, and evaluation of leadership and management development programs and coaches leaders and top talent throughout development cycle. Designs and evaluates all leadership levels.
    • Career Development - Creates/manages development frameworks for roles and ensures they are aligned with development and rewards.
  • Develops and directs CCSD's talent and capabilities toward measurable impact on the overall District performance.
  • Member of HR Leadership team, partners with other HR roles to translate business needs into people strategies/programs and deliver high quality, impactful talent solutions. Acts as internal organizational development expert to all of HR and Central Office leadership, and supports key enterprise-wide organizational initiatives as needed
  • Defines an internal mobility approach and utilizes policies, practices, systems, and capability to move talent to achieve optimal impact.
  • Collaborates with Senior Leadership to develop and align long-term and short-term talent acquisition plans.
  • Partners with Hiring Mangers and HR to ensure effective talent acquisition processes; facilitates identification of improvement opportunities, directs implementation of improvements.
  • Provides regular reports relative to workforce plans, headcount, candidate status, etc.
  • Manages staff who are responsible for the end-to-end talent acquisition process.
  • Provides input and guidance on restructuring, and work with leadership to ensure the process is effective and efficient.
  • Develops and leads strategic delivery of organizational assessments, engagement and culture surveys, and supports action oriented interventions, strategies and leadership support.
  • Develops and implements company culture development programs, partnering with internal communications resources to ensure staff buy-in and alignment.
  • Guides, facilitates, and leads the changes needed to make all aspects of the organizational environment be a catalyst to workforce productivity, effectiveness and the demonstration of District values.
  • Provides the guidance, tools and leadership needed to ensure that workforce performance is aligned to and supports the CCSD strategic plan and is translated into effective action and high quality performance.
  • Provides expertise around organizational and talent management, HR processes, policies and technology.
  • Meets regularly with key personnel throughout the District to ensure that proper talent management and organizational development related information flows through leadership, including establishing goals, objectives and long range plans.
  • Coaches the leadership in order that they fully understand the District's performance goals.
  • Effectively manages a team, building internal HR talent capabilities; provides staff with training, development, coaching and counseling while building a team environment.
  • Ensures consistency, efficiency and compliance with federal, state and local laws and company policies.

Marginal Functions
  • Performs other related duties as assigned for the purpose of ensuring the efficient and effective functioning of the work unit.

Competencies
  • Skills-based Competencies
Required to perform multiple, technical tasks with a need to occasionally upgrade skills in order to meet changing job conditions. Specific skill based competencies required to satisfactorily perform the functions of the job include: operating standard office equipment including pertinent software applications; planning and managing projects; preparing budgets and reviewing financial information; developing effective working relationships; and administering personnel policies and procedures.
  • Knowledge-based Competencies
Required to perform basic math; review and interpret highly technical information, write technical materials, and/or speak persuasively to implement desired actions; and analyze situations to define issues and draw conclusions. Specific knowledge based competencies required to satisfactorily perform the functions of the job include: personnel processes; and pertinent codes, policies, regulations, and/or laws.
  • Ability-based Competencies
Required to schedule activities, meetings, and/or events; routinely gather, collate, and/or classify data; and use job-related equipment. Flexibility is required to independently work with others in a wide variety of circumstances; work with data utilizing defined but different processes; and operate equipment using standardized methods. Ability is also required to work with a significant diversity of individuals and/or groups; work with data of varied types and/or purposes; and utilize a variety of job-related equipment. Independent problem solving is required to analyze issues and create action plans. Problem solving with data requires independent interpretation of guidelines; and problem solving with equipment is limited to moderate. Specific ability based competencies required to satisfactorily perform the functions of the job include: communicating with diverse groups; meeting deadlines and schedules; working with detailed information; working as part of a team; working with multiple projects; dealing with frequent interruptions and changing priorities; maintaining confidentiality; and facilitating communication between persons with frequently divergent positions.

Requirements
Bachelor's Degree in Business or Public Administration, Human Resources, Organizational Development, Psychology, Educational Administration, or related field
Seven (7) years' progressively responsible management-level experience, including substantial experience in at least one of the following functional areas: Human Resources, Talent Management, Organizational Development, Organizational Effectiveness
Master's Degree in Business or Public Administration, Human Resources, Organizational Development, Psychology, Educational Administration or related field preferred
Hold or eligible for Georgia Leadership Certification and/or Support License preferred
Senior Professional in Human Resources (SPHR) preferred

Physical Requirements
The usual and customary methods of performing the job functions require the following physical demands: some lifting, carrying, pushing, and/or pulling, some stooping, kneeling, crouching, and/or crawling and significant fine finger dexterity.

Generally the job requires 80% sitting, 10% walking, and 10% standing.

Continuing Education/Training
Maintains all licenses and certifications

Clearances
Criminal Justice Fingerprint
Background Clearance

Fair Labor Standards Act
Exempt

Company

Our Vision: Building a culture of high expectations and equity in which all students grow
academically and socially to improve our community and our world.


Our Mission: The Clarke County School District is an ambitious community of learners in a diverse and culturally rich county. We are committed to equity and excellence through the implementation of rigorous standards in a safe and supportive environment — on every campus, in every classroom and for every child.

Our Core Beliefs: Public education is central to our democracy. To fulfill the promise of public education, the Clarke County School District has a fundamental set of beliefs that serves as a lens through which every decision is made and every action is taken.These beliefs are the backbone of our organization. CCSD believes that:

Equity, access and progress towards excellence are basic rights that must be afforded to every individual in our system.

Mission-driven, diverse and creative staff make the critical difference in student achievement, and they must be successfully recruited and retained.

Students, families, staff and the broader community benefit mutually from active engagement with one another.

Safe, nurturing and well-maintained schools/campuses are required for optimal learning.

Company info
Website
Telephone
706-546-7721
Location
595 Prince Avenue
Athens
GA
30601
US

Get job alerts

Create a job alert and receive personalized job recommendations straight to your inbox.

Create alert