Job Title:       Regional Assistant Superintendent of Talent         

Department: Administrative Services

FLSA Status: Exempt          

Pay Grade:    106

Work Days:   226 Days        

Reports To:  Director of Administrative Services

 

Primary Purpose

Provide executive coaching and leadership to school superintendents and district staff to support the development and adoption of robust compensation systems and talent strategies designed to increase educator recruitment and retention.

 

Qualifications

To perform this job successfully, an individual must be able to perform each duty satisfactorily.  The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

 

    Education/Certification:

• Texas Teaching Certificate
• Master’s Degree (required)

     

Special Knowledge/Skills:

• Deep understanding of core leadership competencies for school superintendents, strategic compensation, change management processes and practices, performance and project management, stakeholder engagement, Teacher Incentive Allotment (TIA), and strategic talent management.
• Possess regional context and relationships that will help build credibility and trust with superintendents, as well as historical knowledge of community dynamics and district performance.
• Ability to lead and support an executive-level team of individuals with diverse needs and perspectives.
• Strong long-term planning and project management skills, including establishing outcomes, determining evaluative measures, and tracking progress.
• Exemplary communication (oral and written), collaboration, management, and customer service skills.
• Excellent organization, coordination, and time management skills.
• Flexibility and comfort with ambiguity.
• Ability to facilitate range of conversations with superintendent and district leadership team on root cause reflection, exemplar reflection, analysis, and strategic planning and effectively respond to superintendent responses and reactions.
• Ability to support district superintendent in understanding gaps and end-to-end planning and performance management systems.
• Ability to conduct/support a comprehensive landscape analysis and needs assessment of a district’s current data protocols, systems, and structures.
• Ability to identify and evaluate enabling conditions to actualize a vision around strategic systems and priorities.
• Proficiency with computers (PCs and/or MACs) to include file and desktop management and operations and working in a cloud-based and/or networked environment.
• Exceptions to these requirements will be considered based on exemplary skills, training, and record of success.

Experience:

• Three years of successful experience in a senior district leadership (e.g., central office) role required.
• Experience developing and administering compensation systems and talent strategies within budget required.
• Expertise in effective district systems and practices aligned to strategic compensation and talent management.
• Experience with talent management systems and budget management systems.
• Experience with complex data analysis and developing meaningful measures.

 

 

Essential Duties and Responsibilities

This list of essential functions is not exhaustive and may be supplemented.

 

PRODUCTS/OUTCOMES

• Provide leadership and support to school superintendents and district staff with creating a robust strategic compensation system based on teacher and instructional leaders’ effectiveness.
• Provide executive coaching and guidance for systemic human capital planning and implementation that synthesizes compensation and talent-related strategies, such as Teacher Incentive Allotment, teacher pipelines, mentor program, teacher residencies, the Texas Strategic Leadership program, and other state initiatives.
• Support districts with adopting, expanding, and implementing the Teacher Incentive Allotment (TIA).
• Support the effective development and use of a District Guiding Coalition to develop strategic compensation plans.
• Develop and sustain deep partnerships with internal and external stakeholders.
• Coordinate, track, and present on project information, strategies, best practices, and outcomes to maintain stakeholder engagement and shared understanding across district teams, ESCs, and other stakeholders.
• Jointly facilitate meetings with superintendents aligned to district milestones such as multi-year strategic planning, goal setting, and implementation planning.
• Demonstrate flexibility in program iteration and execution, as well as critical and creative thinking/problem-solving in providing meaningful feedback to a range of stakeholders.
• Provide strong content knowledge and facilitation skills, building authentic district trust leading to the achievement of targeted district strategic planning outcomes.
• Lead district/campus leadership professional development, implementation support, and coaching related to district leadership initiatives.
• Serve as an ambassador for strategic compensation work throughout the state.
• Support the development and expansion of strategic compensation throughout the Region according to developed timelines.
• Participate in the Regional Talent Leadership Workgroup in collaboration with TEA and other engaged ESCs.

 

INITIATIVE

• Demonstrate initiative, persistence, and a proactive approach to assigned responsibilities.
• Demonstrate the use of sound judgement and ingenuity in problem solving to meet the needs of the Center and clients served.
• Seek, participate, and engage in job-related learning and development experiences that provide professional growth.
• Remain current with industry standards, developments, and applicable laws/regulations; implement accordingly.
• Demonstrate flexibility and adaptability to new situations and assignments.
• Set challenging goals and reach a high standard of performance despite barriers encountered.
• Perform duties with awareness of broader organizational impact, ensuring actions and decisions support department and organizational success.
• Promote and support continuous improvement and organizational change.
• Work under minimal supervision.

 

COMMUNICATION/HUMAN RELATIONS

• Communicate in a timely and effective manner and interact professionally.
• Build professional relationships with colleagues and clients, maintaining regular interaction to meet shared outcomes.
• Demonstrate self-confidence, professionalism, and a high level of customer service skills (e.g., courtesy, patience, diplomacy, etc.) at all times and, in particular, when under stressful or unprecedented situations while working with colleagues and clients.
• Demonstrate professional-level written and oral communication skills.
• Work collaboratively in a team setting.
• Promote and support organizational change.
• Keep supervisors informed.
• Regularly handle and maintain the confidentiality of sensitive communications and information at all times.

  

Supervisory Duties

None

 

Equipment / Specialized Software Used

Computers, projection devices, control panels in meeting rooms, printers, productivity software, software specific to the job assignment, network resources, Internet resources, and other hardware and software necessary to effectively and efficiently perform the functions of the job.

 

Working Conditions (Mental Demands/Physical Demands/Environmental Factors)

 

Mental: Public relations and people skills are required at all times, work with frequent interruptions, and maintain professional composure under stress. 

 

Physical: Occasional prolonged and irregular hours, ability to move tables and chairs and load and unload boxes/materials. Prolonged use of a computer. 

 

Environmental: Open cubicles/work stations.

 

Evaluation

Annual performance evaluation will be performed in accordance with the adopted policies of the Education Service Center Region 11.  Employment in this position is contingent on performance, need and funding.

 

* This job description is not intended, and should not be construed, to be an exhaustive list of all responsibilities, skills, efforts, or working conditions associated with this job. They are intended to be accurate reflections of those principal job elements essential for making fair hiring and pay decisions.

 

Revision Date: June 17, 2026

 

Benefits at ESC Region 11