Chief of Human Capital, Talent Development and Strategic Initiatives – La Joya Independent School District
Job Description
WHO WE ARE
La Joya Independent School District (ISD) is committed to excellence for students and our community. We have a strong, 100-year legacy in the Rio Grande Valley. The district’s vision – Educational Excellence: The Right of Every Student – conveys our urgent focus on students.
Our work is rooted in five district priorities, which require collaboration and deep commitment to supporting one another as we serve the community.
- Customer Service
- Trust & Transparency
- High-Quality Instruction
- Excellence in Leadership
- Integrity & Accountability
- We are focused on ensuring every student in La Joya ISD has access to a high-quality, best-fit school as we work to improve from a B-district to an A-rated district. We serve more than 22,000 students in more than 30 schools and span six municipalities, covering more than 220 square miles.
WHO WE ARE LOOKING FOR
La Joya ISD seeks a visionary, people-centered leader to serve as Chief of Human Capital and Talent Development. The successful candidate will not only manage the district’s human resources and Talent Development systems but also drive a long-term talent strategy that ensures every campus and department is staffed with exceptional people committed to student success.
We are looking for someone who:
- Brings deep expertise in human capital strategy and can anticipate shifts in workforce needs, compensation trends, and talent market dynamics.
- Has a proven record of aligning people practices to a district’s mission and strategic plan while maintaining accountability and transparency.
- Is a strong communicator who can translate complex HR data and workforce insights into clear recommendations for the Superintendent, Cabinet, Board, and community.
- Demonstrates uncompromising integrity and discretion in managing sensitive employee matters and public trust.
- Builds capacity across the HCTD team, mentors leaders, and establishes a culture of service, equity, and continuous improvement.
- Has the courage to lead systems change and the discipline to ensure compliance with all federal, state, and local employment requirements.
- Has a deep appreciation for the community, culture, and values of La Joya ISD and is committed to elevating the district as a state model for human capital excellence.
- Understands the importance of building strong systemwide relationships
- Is committed to collaborating with other Cabinet members and the Superintendent to ensure that work is completed in a manner that represents executive level work, demonstrates ownership of shared projects, and ensures that all work is completed in a timely manner
WHY LA JOYA ISD
You will be joining a district that is building on a legacy of achievement while rapidly improving and creating systems to reach new heights for student outcomes. You will receive intentional, targeted support in your leadership journey and have access to the highest-quality, research-based resources and instructional materials. We are also a district focused on continuous improvement and rigorous analysis of where we need to grow and learn.
QUALIFICATIONS
Education/Certification:
- Master’s degree in Human Resources, Public Administration, Educational Leadership, Business Administration, or related field (required).
- Doctoral degree in a relevant field (preferred).
- Texas Mid-Management or Superintendent certification (preferred).
- Relevant professional certifications in human resources or talent development (e.g., SHRM-SCP, SPHR) preferred.
Experience:
- Minimum 5 years of progressive leadership experience, including a minimum of:
- 3 years of experience in Human Capital Management, with a strong focus on talent acquisition, employee development, compensation, and employee relations within a large organization; and
- 3 years as a central office leader, director, or principal, with a strong record of results.
- Any combination of the above qualifications allows the requirements to be met.
- Expert knowledge in interpreting and applying federal, state, and local laws, guidelines, and procedures pertaining to Human Capital Management and Talent Development.
- Deep understanding of employment law, labor relations, and workforce diversity initiatives.
- Demonstrated leadership in managing Human Capital functions such as hiring, onboarding, performance management, compensation, and employee relations.
- Strong leadership and strategic planning skills, with the ability to oversee complex Human Capital initiatives aligned to organizational goals.
- Excellent communication and interpersonal skills, with the ability to navigate complex labor relations and employee concerns effectively.
- Knowledge and experience with strategic compensation initiatives such as the Teacher Incentive Allotment (TIA).
- Strong analytical skills and experience interpreting and implementing complex HR policies, regulations, and compliance requirements.
KEY MEASURES OF SUCCESS
The Chief of Human Capital & Talent Development will be responsible for and held accountable to the following outcomes:
- Talent Acquisition: Increase the quality, diversity, and timeliness of candidate pipelines and hiring outcomes for critical instructional and non-instructional positions. Reduce vacancy rates and time-to-fill for priority positions while maintaining high standards for qualifications and candidate quality
- Employee Retention & Engagement: Improve employee retention, engagement, and satisfaction through data-informed strategies addressing workforce needs, employee experience, and organizational culture. Reduce avoidable turnover in high-need and high-impact positions
- Employee Development & Leadership Pipeline: Increase participation and effectiveness of professional learning, mentoring, and leadership development programs. Strengthen internal talent pipelines and increase the percentage of leadership vacancies filled by qualified internal candidates.
- Compensation & Benefits: Maintain competitive, internally equitable, fiscally sustainable compensation structures aligned to district priorities and workforce needs. Ensure timely and accurate administration of compensation, benefits, and strategic compensation initiatives, including TIA
- Performance Management: Ensure consistent and effective implementation of employee performance management systems, including timely evaluations, documentation, coaching, and improvement plans. Increase leadership capacity to address performance concerns proactively and fairly
- Employee Relations & Compliance: Resolve employee relations matters in a timely, consistent, and legally compliant manner. Maintain strong compliance with applicable federal, state, and local employment laws, regulations, policies, and collective obligations
- Human Capital Data & Decision-Making: Develop and maintain accurate, timely, and actionable workforce data and dashboards that inform Superintendent, Cabinet, Board, and campus decision-making. Use workforce analytics to identify trends, anticipate talent needs, and evaluate the effectiveness of human capital strategies.
- Organizational Capacity: Build and maintain a high-performing Human Capital & Talent Development team with clear roles, strong systems, and measurable performance expectations. Ensure human capital initiatives are implemented on time, aligned to district priorities, and demonstrate measurable impact on organizational effectiveness and student success.
MAJOR RESPONSIBILITIES AND DUTIES
Talent Acquisition & Recruitment
- Lead districtwide recruitment strategies to attract high-quality, mission-aligned candidates for instructional and non-instructional positions.
- Develop partnerships with universities, alternative certification programs, and community organizations to build robust and diverse talent pipelines.
- Oversee hiring and termination processes to ensure they are conducted ethically, transparently, and in compliance with district policies and legal requirements.
- Ensure compliance with all applicable regulations concerning substitute certifications, teacher licensure, and other mandatory qualifications.
Employee Development & Training
- Design and implement a comprehensive professional learning and leadership development framework for all staff.
Collaborate with campus and department leaders to identify growth needs and align development opportunities to district priorities. - Lead continuing education initiatives, including opportunities for staff to pursue advanced degrees, certifications, and ongoing professional learning.
- Establish and maintain mentoring and leadership pipeline programs to prepare emerging leaders for future roles within the district.
- Oversee new employee orientation, ensuring a welcoming and informative introduction to the district for all new hires.
Build systems for performance management, coaching, and continuous improvement across the district.
Compensation & Benefits
- Administer and regularly evaluate the district’s compensation structures to ensure competitiveness, internal equity, and fiscal sustainability.
- Partner with Finance to model compensation scenarios and support Board-approved budget priorities.
- Assist in the development and management of strategic compensation initiatives, including the Teacher Incentive
- Allotment (TIA) and other state and national programs.
- Oversee benefits administration and employee wellness programs that promote health, work-life balance, and overall well-being.
- Serve as a trusted resource to staff on compensation and benefits-related matters.
Employee Relations & Retention
- Foster a district culture that prioritizes employee well-being, engagement, belonging, and inclusivity.
- Oversee labor relations and grievance procedures, resolving issues fairly and maintaining positive relationships with employee groups and representatives.
- Develop and implement data-informed retention strategies drawing on exit interviews, staff surveys, and workforce trends.
- Champion workforce diversity initiatives, promoting an inclusive culture that reflects the community and enhances the educational environment.
- Serve as a trusted resource for administrators and staff in navigating workplace concerns, HR policies, and conflict resolution.
Strategic Leadership & Compliance
- Serve as a key advisor to the Superintendent and Cabinet on all human capital matters.
- Ensure compliance with federal, state, and local employment laws and regulations, including TEC, EEOC, FMLA, ADA, FLSA, and Title IX as applicable to employment.
- Develop and maintain systems and protocols for human capital data management to support decision-making and policy development.
- Use workforce data and analytics to inform decision-making and report on key HR metrics to district leadership and the Board of Trustees.
- Monitor and evaluate the effectiveness of HR policies and practices, and recommend and implement improvements as needed.
- Represent the district in HR-related external partnerships, negotiations, and professional associations.
Supervisory Responsibilities
- Directly supervise staff within the Office of Human Resources, including deputy chief, directors, coordinators, and specialists.
- Provide coaching, evaluation, and growth plans for team members under your supervision.
- Ensure cross-functional collaboration and accountability among teams to meet timelines, compliance requirements, and strategic goals.
- Foster a culture of continuous improvement and innovation in HR practices across the department.
Culture & Climate
- Create, cultivate and lead a culture of excellence, support, and community for all stakeholders.
- Facilitate effective and timely resolution of conflicts.
- Ensure systems and programs exist that enhance students’ social, emotional, behavioral, and academic achievement.
- Follow all policies, practices, and procedures that create optimal learning conditions for students with special needs in alignment with IDEA.
School or Community Relations
- Articulate the mission, goals, and priorities of Human Capital & Talent Development to internal and external stakeholders.
- Serve as a key liaison with the Board of Trustees, governmental agencies, community organizations, contractors, vendors, and other external partners on operational and infrastructure matters.
- Communicate major operational changes, construction projects, transportation initiatives, and facilities plans clearly and proactively to stakeholders.
- Build trust and transparency through timely communication regarding operational challenges, project timelines, service disruptions, and improvement efforts.
- Demonstrate awareness of school and community needs and incorporate stakeholder feedback into operational planning and service delivery.
Management of Fiscal, Administrative, and Facilities Functions
- Ensure all employees follow proper protocols to maintain accurate records as required.
- Develop and oversee the Human Capital & Talent Development budget and ensure effective stewardship of district resources.
- Evaluate operational expenditures, contracts, and capital investments to maximize efficiency and return on investment.
- Ensure compliance with applicable federal, state, and local laws, regulations, Board policies, and district procedures.
- Compile, maintain, and file all reports, records, and other documents required including accurate and timely reports.
- Ensure accurate and timely completion of required reports, records, audits, inspections, grant documentation, and compliance activities.
- Other duties as assigned.
WORKING CONDITIONS
Typical demands of a school environment. 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.
Frequent travel across campuses and district facilities; occasional statewide travel; extended use of technology.
Mental Demands
Strategic planning, complex data analysis, systems change management, cross-departmental facilitation, and confidential communications.
Work Environment
Primarily school-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 the 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.
POSITION WORKING DAYS: 226 days
COMPENSATION: Based on the district’s approved compensation plan.
The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive description of all work requirements and responsibilities, and management reserves the right to revise the job description or require that other responsibilities be performed when the job changes. Additionally, the minimum level of education notated as a requirement could be supplemented by commensurate experience and/or certification(s) or license(s) as determined by the hiring manage
