CTM-People Dev & Evaluation

JOB SUMMARY

This role is designed for a strategic operator who can build, execute, and continuously improve systems that develop staff, strengthen leadership, and drive organizational performance.

MAJOR DUTIES & RESPONSIBILITIES

List most important duties first
1.        Translate strategic vision into actionable systems, tools, and measurable plans aligned to organizational priorities. Design and facilitate professional learning experiences including leadership development and competency-based training. Develop full training cycles including design, content creation, delivery, analysis, and iteration.
2.        Build and maintain dashboards and reporting systems to analyze performance, survey, and organizational data. Translate data into insights and recommendations for leadership decision-making. Develop and support performance management tools, templates, and evaluation systems.
3.        Track evaluation progress and ensure alignment between expectations and outcomes. Create high-quality communications, presentations, toolkits, and resource materials. Collaborate cross-functionally to align stakeholders and drive execution without direct authority. Manage multiple high-priority projects with strong organization, urgency, and attention to detail.
4.        Identify risks, solve problems proactively, and ensure follow-through from concept to execution. Prepare materials and facilitate data dives to support strategic decision-making across leadership teams. Continuously refine learning systems and content based on feedback, performance data, and outcomes.

MAJOR DUTIES & RESPONSIBILITIES CONTINUED

5.        Support all staff in understanding competencies, expectations, and evaluation frameworks. Build and maintain resource hubs and systems that improve accessibility and usability of tools and training materials.
6.        Facilitate cross-functional meetings and initiatives that drive clarity, alignment, and measurable outcomes.
7.        Other duties as assigned. (Note: No additional information is needed in this text box.)

EDUCATION

Bachelor's Degree

WORK EXPERIENCE

7+ years

SKILL AND/OR REQUIRED LICENSING/CERTIFICATION

Software
Microsoft Office

Certifications/Licensure

Equipment
Office equipment (e.g., computer, copier)

LEADERSHIP RESPONSIBILITIES

Level 2 -Work Leadership. Regularly provides project management or team leadership to a group of two or more employees but does not have formal supervisory responsibility. Leading and directing is restricted to monitoring work and providing guidance on escalated issues. Most of work time is spent performing many of the same duties they are leading.

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

-No budget development activity is required. 

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. Effects are usually confined to the organization itself and is short term.

COMMUNICATION/INTERACTIONS

-Collaborate and solve problems - work 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.

-Negotiate and influence - interpret 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.

CUSTOMER RELATIONSHIPS

-Anticipates customer needs, identifies, and champions opportunities for the development and implementation of new services and methods to meet or exceed customer needs. Establishes customer service standards and feedback mechanisms across departments.

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.