Director 1 of Talent Management - Division Support

JOB SUMMARY

The Director 1 of Talent Management – Division Support is an important member of the Human Resources (HR) leadership team. This role oversees the District’s pre-hire and onboarding processes. The Director 1 of Talent Management – Division Support also manages related district-wide cyclical initiatives and rollouts like leveling, open teacher transfer, 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.

MAJOR DUTIES & RESPONSIBILITIES

1. Manages the district’s pre-hire and onboarding processes, ensuring all new employees experience a seamless and efficient transition into HISD.
2. Collaborates with divisional Talent Management teams to provide guidance, operational support, and consistency in staffing practices across divisions, without direct supervisory authority.
3. Administers district-wide staffing initiatives and rollouts, including leveling, open teacher transfer, and crosswalks, ensuring accurate execution and effective communication.
4. Oversees employee certification verification and compliance, ensuring alignment with district expectations, state requirements, and applicable laws and regulations.
5. Coordinates with HRIS, Recruitment, and divisional leaders to identify process improvements and streamline Talent Management workflows.

MAJOR DUTIES & RESPONSIBILITIES CONTINUED

   6. Monitors and reports district-wide vacancies, providing timely data and insights to support staffing decisions and strategic workforce planning.

   7. Ensures accurate and timely completion of I-9 forms for all new hires, maintaining full compliance with federal regulations and safeguarding documentation integrity.

   8. Analyzes trends and prepares reports related to hiring, onboarding, certification status, and vacancy data to inform leadership decision-making.

   9. Supports the development and implementation of HR policies, procedures, and guidance to ensure consistency and compliance across divisions.

   10. Performs other related job duties as assigned.

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 qualifications may be considered if they have a unique combination of education and work experience 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.

*Applicants who do not meet these work experience qualifications may be considered if they have a unique combination of education and work experience that indicate potential for success in this role.

SKILL AND/OR REQUIRED LICENSING/CERTIFICATION

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.

PHR/SPHR, SHRM-CP/SHRM-SCP certification preferred.

Ability to objectively analyze data and make recommendations on a variety of issues.

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

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