Director of Talent Development and Performance Management (Director II)

Job Description

MISSION: The Texas Education Agency (TEA) will improve outcomes for all public-school students in the state by providing leadership, guidance, and support to school systems.

Core Values:

• We are Determined: We are committed and intentional in the pursuit of our main purpose, to improve outcomes for students.

• We are People-Centered: We strive to attract, develop, and retain the most committed talent, representing the diversity of Texas, each contributing to our common vision for students.

• We are Learners: We seek evidence, reflect on success and failure, and try new approaches in the pursuit of excellence for our students.

• We are Servant Leaders: Above all else, we are public servants working to improve opportunities for students and provide support to those who serve them.

New hires, re-hires, and internal hires will typically receive a starting salary between the posted minimum and the average pay of employees in their same classification. Offers will be commensurate with the candidate's experience and qualifications and will thoughtfully consider internal pay equity for agency staff who perform similar duties and have similar qualifications. The top half of the posted salary range is generally reserved for candidates who exceed the requirements and qualifications for the role. The maximum salary range is reserved for candidates that far exceed the required and preferred qualifications for the role.

Position Overview

We know that for students to achieve at high levels and to be successful in college, career, or the military, we must first have an agency workforce comprised of high-performing individuals who are equipped to provide the leadership, guidance, and support to school systems necessary to improve student outcomes. With this in mind, the Director of Talent Development and Performance Management will be someone who believes that TEA's people are the driving force for achieving the agency's mission.

The Director of Talent Development and Performance Management is responsible for establishing and driving a vision and strategy for the agency's performance management and talent development efforts, including how we support and develop agency supervisors. In partnership with the Director of Human Resources, the Director of Talent Development and Performance Management will execute a vision for agency performance management and development that reflects the needs of our workforce and is aligned to the agency's core values and strategic priorities. The Director will supervise at least one HR Specialist and will work in close collaboration with other HR colleagues and teammates in the Operations Office.

This role is part of the Human Resources Division, which is dedicated to attracting, supporting, and retaining a workforce of high-performing professionals who are committed to the agency's broader mission. Our team works to achieve this by creating the structures and systems that support talent across the agency - this ranges from administering our performance management system, supporting hiring efforts, providing talent development support, administering benefits and leave, and implementing HR-related policies and procedures that are critical to supporting agency staff and leaders.

Flexible work location within the state of Texas may be considered for qualified candidates.

Please note that a resume, tailored cover letter, and short answer responses are required attachments for applying to this position. Incomplete applications will not be considered.

Essential Functions

Job duties are not limited to the essential functions mentioned below. You may perform other functions as assigned.

1. Performance Management Strategy: leads and manages all aspects of the agency's Performance Management (PM) System; serves as the Project Manager, develops and implements tools, resources, processes, trainings, communications, data reviews, and change management initiatives to support system implementation; collaborates with the Alignment and Delivery unit to ensure alignment around messaging, tools, and supports; identifies and executes ongoing process and system improvements in response to data and stakeholder feedback; manages the maintenance and execution of the online performance management system (CAPPS PM); provides ad hoc coaching, counseling, and guidance to supervisors and employees for improved performance and agency outcomes

2. Talent Development Strategy: sets the vision for the design and implementation of impactful training and career development supports to help employees thrive in TEA's culture of continuous improvement; provides support for programs and tools to engage, develop, and retain top talent; provides strategic oversight for the agency's employee training and development programs; drives the adoption of the 70/20/10 Model of Learning & Development philosophy agency-wide; supports the adoption and implementation of effective Career Development Plans to support employee growth and development; manages special projects, strategic initiatives and ongoing efforts to support employee performance, professional growth, and improved outcomes; provides strategic oversight for implementing TEA's E-Learning Library, training development, and compliance with TEA's mandatory training requirements

3. Supervisor Supports Strategy: sets the vision and strategy for supervisor development and skill-building; promotes and develops key mindsets, skills, and competencies of highly successful supervisors at all levels of the organization; develops programs, systems, and structures to support supervisor skill development through targeted onboarding and ongoing development opportunities; collaborates with leadership across the agency to develop in-house training specific to employee needs; identifies external trainings and partnerships, as well as internal approaches to build supervisor capacity at scale; collects, analyzes and maintains data gathered to inform ongoing targeted leadership development, including the design and implementation of systems that support succession planning

4. Team Leadership: manages and supports the development, engagement and performance of direct reports; demonstrates TEA's Supervisor Performance Competencies and implements performance management routines successfully with staff; builds a team culture that emphasizes mission-orientation, superior customer service, and data-driven practices; manages the team's budget and related procurements



Qualifications:

Minimum Qualifications

• Education: Graduation from an accredited four-year college or university

• Degree field(s): human resources, business management, or related field

• Experience: At least six [ 6 ] years of full-time experience in human resources, talent management, and/or organizational development in a state agency, public school system, or education-focused non-profit; at least two [2] years of experience must include formal, supervisory responsibilities as a core job duty.

Other Qualifications

• Share the belief that all Texas students can achieve at high levels and are able to succeed in college, career, or the military

• Experience designing, developing and supporting organization-wide talent management programs that cover performance management, talent development, coaching, succession planning, and relationship management, strongly preferred

• SHRM-SCP certification preferred

• General knowledge of other HR functions is a plus

• An exemplary track record of team management

• Strong verbal and written communication skills with the ability to present across various forums and to diverse audiences

• Strength in developing and maintaining effective working relationships with a variety of individuals and groups

• A track record of effective cross-team collaboration

• Ability to analyze data to produce insights that can improve processes and outcomes and inform future strategy

• Strong project management skills and attention to detail, which includes experience tracking towards and meeting key milestones and deadlines related to long-term projects and planning

• Ability to motivate and influence others where there is not a direct reporting relationship

• Experience and skill in change management best practices

• Ability to self-reflect and continuously improve; adapt to unexpected tasks

As an equal opportunity employer, we hire without consideration to race, religion, color, national origin, sex, disability, age or veteran status, unless an applicant is entitled to the military employment preference.

To review the Military Occupational Specialty (MOS) codes from each branch of the U.S. Armed Forces to each job classification series in the State's Position Classification Plan (provided by the State Auditor's Office), please access the Military Crosswalk (occupational specialty code) Guide and click on the military "occupational category" that corresponds with the state classification in this job posting title.

This position requires the applicant to meet Agency standards and criteria which may include passing a pre-employment criminal background check, prior to being offered employment by the Agency.

No phone calls or emails, please. Due to the high volume of applications, we do not accept telephone calls and cannot reply to all email inquiries. Only candidates selected for interview will be contacted. Please add "capps.recruiting@cpa.texas.gov" and "@tea.texas.gov" to your safe senders list to ensure you receive email notifications from our talent acquisition team and/or hiring division regarding your candidacy.