Executive Director of Talent Development & Strategic Staffing Initiatives

Job Title: Executive Director of Talent Development & Strategic Staffing Initiatives Wage/Hour Status: ExemptReports to: Chief of Human Capital and Talent DevelopmentPay Grade 08: AdministrativeDept./School: Human Capital & Talent Development Date Initiated: Feb. 2026APPLY AT: JG consultingWHO WE ARELa Joya Independent School District (LJISD) is committed to the success of every student and staff member. With a century-long tradition of excellence in the Rio Grande Valley, we are proud to serve over 22,000 students across more than 30 campuses. Our mission-Educational Excellence: The Right of Every Student-drives our work every day.We are grounded in five district priorities:Customer ServiceTrust & TransparencyHigh-Quality InstructionExcellence in LeadershipIntegrity & AccountabilityWe believe that attracting, developing, and retaining high-quality talent is essential to student success.WHO ARE WE LOOKING FORWe are seeking a transformational leader who believes that people development drives organizational excellence and student success. The ideal candidate is a strategic systems-thinker who can design, implement, and sustain districtwide talent development structures that grow leaders from entry to excellence.This leader demonstrates:A strong commitment to leadership development, mentoring, and succession planningProven experience building coherent hiring and interview systems.The ability to design and calibrate evaluation and performance growth frameworks.Experience aligning recognition and compensation systems to performance and impact.Skill in using data to guide workforce planning, retention strategies, and leadership pipelinesThe ability to collaborate across departments while maintaining a clear focus on development and growthA belief that internal talent cultivation and equitable opportunity strengthen district culture and student outcomes This role is focused on talent development, leadership pipelines, evaluation systems, mentoring, and strategic workforce structures and does not serve as the district's compliance or employee relations authority. WHY LA JOYA ISDYou will be joining a district that is building on a strong tradition of athletic and academic excellence while rapidly evolving to create innovative systems that elevate student outcomes through athletics. As Executive Director, you will receive strategic, targeted support in your leadership journey and have access to high-quality, research-based professional development and resources. La Joya ISD is deeply committed to continuous improvement, data-driven decision-making, and fostering a culture of growth-for our students, staff, and athletic programs.Education/ Certification:Master's degree in Human Resources, Educational Leadership, Public Administration, or a related field requiredMid-Management/Principal Certification preferredCampus and/or Central Office leadership preferredTTESS Appraiser Certification required Experience:Minimum 7 years of progressively responsible leadership in human capital, education, or organizational developmentDemonstrated success leading human resources/talent management in a complex public sector or education organizationProven experience designing leadership development pipelines, employee engagement initiatives, or succession planning systems Major Responsibilities and DutiesStrategic Talent Development LeadershipAlign talent development systems to district strategic priorities and academic goalsForecast leadership and workforce development needs annually with Academic and Finance teamsLead long-term leadership sustainability planning across campuses and departments Talent Acquisition Systems & Hiring ExcellenceOversee and refine districtwide recruitment and selection systemsDevelop innovative recruitment strategies for critical shortage areas and leadership rolesDesign, implement, and maintain a districtwide interview and hiring playbook ensuring transparency, consistency, and equityMonitor hiring quality metrics and adjust strategies to improve candidate selection and retention Leadership Development & Pipeline SystemsDesign and sustain leadership pathways for teachers, assistant principals, principals, and central office leadersImplement and oversee a Formal Leadership Mentoring Program aligned to district leadership standardsBuild and maintain a Leadership Recruiting & Pipeline System connecting entry, onboarding, growth, and advancementPartner with universities and professional organizations to expand leadership pipelines Evaluation & Performance Development SystemsEstablish and oversee districtwide evaluation criteria and role-specific rubrics for all employee groupsEnsure BOY-MOY-EOY growth cycles provide clear expectations, actionable feedback, and professional development alignmentSupport supervisors in coaching, targeted improvement planning, and performance conversationsMaintain calibration and consistency across evaluation practices Strategic Compensation & Recognition AlignmentLead development of a Strategic Compensation Framework aligned to evaluation systems and district prioritiesSupport phased implementation of a Performance-Based Compensation Ladder recognizing excellence across rolesCollaborate with Finance to ensure sustainability, transparency, and equity in compensation alignmentAlign employee recognition structures with evaluation outcomes and engagement data Data, Dashboards & Continuous ImprovementMaintain workforce dashboards tracking vacancies, turnover trends, leadership pipeline health, mentoring participation, and evaluation outcomesUse real-time data to refine hiring, mentoring, and leadership development strategiesPilot innovative tools, technologies, and professional learning systems that strengthen workforce effectiveness Budget & Resource ManagementManage talent development program budgets, vendor contracts, and professional development resourcesSupport financial modeling related to leadership academies, mentoring programs, and workforce initiatives Community & Employee EngagementPromote the district as an employer of choice through leadership development opportunitiesLead employee recognition and engagement initiatives tied to performance and growthBuild partnerships with higher education institutions and leadership organizations to expand professional pathways SUPERVISORY RESPONSIBILITIESSupervise coordinators, specialists, and program leads within Talent DevelopmentEstablish performance expectations, coaching cycles, and leadership growth plans for department staffDevelop internal succession capacity within the Talent Development team WORK ENVIRONMENTOffice setting with frequent campus visits and leadership meetingsOccasional evening or weekend responsibilities during hiring and development cyclesModerate district travel PHYSICAL & MENTAL DEMANDSWORKING CONDITIONSPhysical DemandsTypical demands of an office environment, including extensive computer use and district-wide travel for meetings and events. Lifting and carrying of books, boxes, and audiovisual equipment, light (15-20 pounds), climbing, stretching, visual acuity, walking, pulling, bending, stooping, climbing stairs, reaching, pushing, sitting, kneeling, standing, and twisting, may be required to control behavior through physical restraint. Ability to manage high-volume initiatives with shifting priorities.Work EnvironmentPrimarily office-based with regular interaction with district staff, educators, students, families, and community members. Campus visits will be required as needed and as a part of ensuring program implementation with fidelity and monitoring of service delivery models. Attendance at evening or weekend events may be required. Occasional prolonged and irregular hours.Reading, supporting instruction, demonstrating computer skills appropriate for assignment, effective communication and interpersonal skills, ability to work well with students, concentration (detailed work), interpretive skills (policy, procedure, dates), reasoning skills, understanding verbal instructions, analyzing, differentiating, memorizing, coordinating, compiling, and computing.Mental Demands:Work with frequent interruptions, maintain emotional control and professional discretion.POSITION WORKING DAYS226 daysCOMPENSATIONBased on the district's approved compensation plan.