Senior Director for Talent Management

Overview

POSITION TITLE (Oracle title)

SENIOR DIRECTOR

 

WORKING TITLE

Senior Director-Talent Management 

 

SCHOOL/DEPARTMENT

Human Resources 

 

LOCATION

Crossroads III, Cary, NC

 

PAY GRADE

Senior Director Band 1

 

FLSA STATUS

Exempt

 

ELIGIBILITY FOR EMPLOYMENT CONTRACT

Yes

 

WORK WEEK SCHEDULE

Monday-Friday (occasional evenings and weekends) Position is available for a hybrid telework workweek 

 

POSITION PURPOSE:

Oversees teacher and leadership development, performance management, employee recognition, and the international teacher cultural exchange program. Serves as a key partner in district efforts to analyze data and improve employee retention.

 

MINIMUM QUALIFICATIONS:  

KNOWLEDGE, SKILLS, AND ABILITIES (KSAs)

• Extensive knowledge of policies governing North Carolina Professional Educator’s Evaluation procedures;
• Considerable knowledge of Microsoft Office, specifically Excel (designing and creating spreadsheets including the use of formulas), Word; Google Applications, such as Slides, Docs, and Sheets;
• Strong time management skills with the ability to manage multiple projects concurrently, meet deadlines, and to provide effective leadership in meeting deadlines while managing changing priorities, without direct oversight;
• Excellent conceptual, analytical, organizational, problem-solving, and management skills;
• Ability to provide effective leadership to multiple direct and indirect reports and create and maintain a positive and inclusive work environment;
• Ability to communicate promptly, clearly, and concisely both in oral and written form using a variety of communication techniques and tools to ensure the appropriate flow of information, collaborative efforts, and feedback;
• Ability to make independent judgments and to implement creative solutions to problems;
• Ability to understand, interpret, and apply specific rules and regulations governing salary administration;
• Ability to assess program needs and develop and implement long-range plans to meet departmental and program goals;
• Ability to establish and maintain effective working relationships with school officials, school administrators, teachers, support staff, and outside community groups.

 

EDUCATION, TRAINING, AND EXPERIENCE

• Master’s degree from a regionally accredited college or university;
• Completion of NCEES training;
• Five years of experience in coaching and mentoring school staff to support improved instruction, culture, and overall school outcomes.

 

An equivalent combination of education and relevant experience sufficient to successfully perform the essential duties of the job.

 

CERTIFICATION AND LICENSE REQUIREMENTS

• Must hold and maintain a valid motor vehicle operator’s license according to the State of NC requirements.

 

PREFERRED QUALIFICATIONS:

• Hold a North Carolina Professional Educator’s License in an administrative license area of School Administrator-Principal or Curriculum Instructional Specialist;
• Experience as a Principal or Assistant Principal.

 

ESSENTIAL DUTIES AND RESPONSIBILITIES:

Serves WCPSS as a strategic advisor, functional expert, and collaborator on organizational issues as well as key performance management and talent management; serves as a key member and decision maker on multiple committees.

Directs, provides guidance, and oversees the work of the performance management team; communicates policy and procedure changes and ensures implementation.

Provides leadership and support for performance evaluation procedures, including the state’s NCEES system.

Oversees employee contracts administration for most professional employee groups.

Leads the development and implementation of the district-wide teacher support program including overseeing the performance improvement coaching cycles for those with identified performance concerns.

Oversees the Beginning Teacher Support program and Alternative Teacher License Program and monitors compliance with state statutes and DPI policy.

Serves as an essential partner in district efforts to analyze and improve employee retention.  Takes lead on analyzing and sharing available human resources retention data and strategies to positively impact the data, as needed.

Provides guidance and assistance, as needed, to the HR computer support of NCEES.

Collaborates with other departments in designing and delivering professional learning for school- based and district leadership in the use of the district’s performance management and evaluation tools, beginning teacher program, and mentor and mentor coordinators.

Oversees the processes and procedures for the district’s International Faculty Exchange Program (IFE) in collaboration with the Magnet office.

Oversees the district’s employee recognition program and strategies.

Attends state and district meetings to stay abreast of evaluation policy or procedure changes and disseminates relevant information to end users.

Monitors Department of Public Instruction (DPI) legislative and Human Capital  updates and state policy changes that impact evaluation procedures and tools.

Supports and aligns resources to support programs and initiatives in the HR department.

Leads and manages district life cycle data.

Oversees the district’s National Boards for Professional Teaching Standards Program

Attends and participates in HR staff meetings, professional development, WCPSS recruitment events, and other school system functions, as appropriate.

Performs other related duties, as assigned.

 

WORK ENVIRONMENT/PHYSICAL REQUIREMENTS

Must be able to use a variety of office equipment such as computers, scanners, and copiers. Must be able to communicate effectively. At times requires the ability to lift, carry, push, pull or otherwise move objects up to ten pounds. The work occasionally requires driving automotive equipment. Due to the amount of time spent standing and/or walking, physical requirements are consistent with those for sedentary work. 

 

EFFECTIVE DATE:  1/2026

DISCLAIMER:  The above statements are intended to describe the general purpose and responsibilities assigned to this position.  They are not intended to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and skills required by the employees assigned to this position.  This description may be revised by HR and approved at any time.