Director of Talent AcquisitionRecruitment Leadership Development Performance Management Director 2

Director of Talent Acquisition/Recruitment & Leadership Development & Performance Management

The Director of Talent Acquisition/Recruitment & Leadership Development & Performance Management is responsible for attracting hiring and developing toptier educators and school leaders to drive student success. This role ensures that the organization has a strong diverse pipeline of highly effective teachers school leaders and support staff while implementing leadership development initiatives that foster growth and retention. The Director of Talent Acquisition/Recruitment Leadership Development and Performance Management is responsible for attracting hiring developing and retaining toptier educators and school leaders to drive student success. This role ensures the organization has a strong diverse pipeline of highly effective teachers school leaders and support staff while implementing leadership development initiatives that foster growth and retention. Additionally the Director will lead performance management initiatives to ensure that all employees meet high standards of excellence receive ongoing feedback and are provided with opportunities for professional growth.

Key Responsibilities

Talent Recruitment & Hiring

• Develop and execute a comprehensive recruitment strategy to attract highquality candidates for teaching leadership and support roles.
• Build partnerships with universities teacher preparation programs and community organizations to create a sustainable talent pipeline.
• Lead proactive outreach and engagement efforts including attending career fairs networking events and leveraging social media to attract diverse candidates.
• Manage the fullcycle hiring process including sourcing screening interviewing and onboarding candidates.
• Collaborate with hiring managers and school leaders to ensure a streamlined and equitable hiring process that aligns with organizational goals.
• Utilize datadriven decisionmaking to track recruitment metrics analyze hiring trends and improve processes.
• Develop and implement inclusive hiring practices to ensure a diverse and equitable workforce.
• Provide training and resources to hiring managers and leaders on equitable hiring bias reduction and inclusive leadership.
• Manage offboarding and exit interviews as it impacts forecasting and recruitment.

Leadership Development & Retention

• Design and implement leadership development programs to cultivate emerging and existing leaders within the organization.
• Support school leaders with coaching professional development and succession planning to build internal leadership capacity.
• Facilitate new teacher and leadership induction programs to improve retention and accelerate professional growth.
• Work closely with Chiefs and school leadership to establish effective retention strategies including mentorship growth pathways and recognition initiatives.
• Monitor staff engagement and satisfaction through surveys and feedback mechanisms using insights to improve talent initiatives.
• Manage and oversee the Leadership In Residence (LIR) program for new leaders.
• Collaborate cross functionally with the Chiefs to ensure alignment on talent development.

Performance Management

• Develop and oversee a performance management system that includes clear performance expectations goal setting and regular evaluations.
• Provide guidance to school leaders and managers on delivering constructive feedback and coaching for staff development.
• Ensure employees receive ongoing professional development aligned with their performance evaluations and career growth aspirations.
• Utilize data from evaluations and observations to identify trends inform decisionmaking and drive continuous improvement.
• Work with Chiefs and leadership to address performance concerns and create development plans for employees needing additional support.
• Foster a culture of accountability and excellence by ensuring alignment between performance expectations and organizational goals.

Goals & Expectations

• 85 Teacher Retention
• 95 Hired by May 30th
• 100 fully Staffed by first day of Summer Professional Development
• 85 Staff report successful onboarding experience
• 85 Staff believe Etoile recruits top talent
• 80 Hired Tier 2 or above in rating system
• 100 vacancy fill rate and 10 reduction for candidate time in pipeline
• 65 of students meet or exceed MAP growth goals in reading and math.
• 71 of students meet STAAR growth goals by showing measurable academic progress in all tested subjects.
• Ensure 50 of students show at least one composite level of improvement on TELPAS (Texas English Language Proficiency Assessment System).

We look for team members who embody our REACH values listed below:

• Open to sharing and implementing feedback with reverence and professionalism for the work Respect.
• Authentic care for student results and effective teaching Excellence.
• Setting a higher bar for yourself and others each day Ambition.
• Honest contribution and collaboration to the community Community.
• Do what is needed to achieve results Hard Work.
• Believes in education asa professionand holds oneself to a high level of conduct and professionalism.
• Minimum of 40 hours spent at school per week.
• Additional responsibilities may include: afterschool tutoring or Saturday leadership development school or REACH for leaders professional development sessions.

Qualifications & Requirements

• Education: Bachelors degree (Masters preferred) in Education Human Resources Organizational Leadership or a related field.
• Certification: Texas teaching certification and leadership certification preferred or ability to obtain certification within two years.
• Experience: 3 years of experience in talent recruitment leadership development or a related role in K12 education prior school Principal experience preferred.
• Skills & Competencies:
  • Proven ability to attract hire and develop highperforming educators and leaders.
  • Strong project management skills with the ability to execute multiple initiatives simultaneously.
  • Excellent interpersonal and communication skills with the ability to build relationships with diverse stakeholders.
  • Experience with HR systems applicant tracking systems (ATS) and recruitment technology preferred.
  • Passion for educational equity and developing future leaders in K12 schools.
  • Strong communication and interpersonal skills.
  • Excellent organizational and time management skills.
  • Ability to build relationships with candidates and hiring managers.
  • Knowledge of recruitment processes and best practices.
  • Ability to use Applicant Tracking (ATS). Linkedin Recruiter Breezy and learn other recruiting tools quickly.
  • Proven ability to attract hire and develop highperforming educators and leaders.
  • Experience designing and implementing performance evaluation frameworks.
  • Strong project management skills with the ability to execute multiple initiatives simultaneously.
  • Excellent interpersonal and communication skills with the ability to build relationships with diverse stakeholders.
  • Passion for educational equity and developing future leaders in K12 schools.

Benefits & Perks

• Competitive salary based on experience and merit.
• Comprehensive health dental and vision insurance. District life insurance.
• Participation in the Teacher Retirement System of Texas (TRS).
• Ongoing professional development and leadership opportunities.

toile Academy does not discriminate on the basis of race color national origin age sex or disability in admission or access to or treatment of employment in its programs and activities. Any person having inquiries concerning the organizations compliance with the regulations implementing Title VI of Civil Rights Act of 1964 (Title VI) Section 504 of the Rehabilitation Act of 1973 (Section 504 or Title II of the Americans with Disabilities Act of 1990 (ADA) may contact HR at 713.265.8657.