• Strategic Human Capital Leadership: Design and execute a multi-year human capital strategy encompassing aggressive recruitment, performance-based culture, competitive total rewards, and sustainable teacher/leader pipelines.
• Customer-Centric Operations: Cultivate a service-oriented culture within the Talent Office, ensuring responsive, transparent, and empathetic support for all 2,000+ employees and prospective candidates.
• Team Leadership & Development: Lead and coach a multi-disciplinary team across Recruitment, Labor Relations, Benefits, Data Management, and Professional Pathways to meet rigorous departmental KPIs.
• Systems Modernization & Data Analytics: Oversee the transition to modern HRIS and AI-driven talent platforms; use workforce analytics (e.g., turnover forecasting, skills gap analysis) to drive executive decision-making.
• Executive Partnership: Serve as a core member of the Superintendent’s Cabinet, providing expert counsel on organizational design, labor strategy, and change management.
• Labor & Employee Relations: Navigate complex collective bargaining environments, ensuring compliance with labor laws while fostering a collaborative relationship with associations.

• Education: Master’s Degree in HR, education, or related field, preferred.
• Experience: Minimum of 7 years of proven, successful senior-level leadership experience in human resources; specific experience in large-scale public sector or K-12 education environments strongly preferred.
• Certification: SHRM-SCP, SPHR, or pHCLE (Professional in Human Capital Leaders in Education) preferred.
• Skills: Exceptional communication; ability to translate complex data into compelling narratives; fluency in Spanish (preferred).

1. Strategic Mindset

• Behavioral Description: The CTO anticipates future trends in the educator labor market and creates long-term plans to mitigate shortages. They look beyond "filling slots" to building sustainable talent ecosystems, ensuring the HR strategy directly supports the district's academic goals.

2. Instills Trust

• Behavioral Description: The CTO is direct and truthful even in difficult labor negotiations or budget cuts. They keep confidences, follow through on commitments to staff, and model the ethical behavior expected across the district.

3. Drives Vision and Purpose

• Behavioral Description: They articulate the "why" behind HR transformation, making every employee, from bus drivers to principals feel that their work is vital to student outcomes. They create a sense of optimism and energy about the district's future.

4. Manages Ambiguity

• Behavioral Description: Public education is often subject to sudden shifts in funding or policy. The CTO stays productive and calm during crises, makes decisions without having the "full picture" when necessary, and helps the team navigate change without losing momentum.

5. Attracts Top Talent

• Behavioral Description: They don't just wait for applications; they build a "talent brand." This includes creating "Grow Your Own" programs, diversifying the workforce to reflect the student body, and investing in high-potential leaders within the district.