Executive Director of Recruitment, Evaluation and Professional Learning

• CAMDEN CITY SCHOOL DISTRICTExecutive Director of Recruitment, Evaluation, and Professional Learning
• Position Summary
• The Executive Director of Recruitment, Evaluation & Professional Learning serves as the district's senior leader for human capital strategy and is responsible for the development, alignment, and oversight of all talent systems to ensure that every school has high-quality teachers and leaders.This role establishes the vision, strategy, and accountability structures for recruitment, hiring, evaluation, leadership development, and retention systems that directly support improved student outcomes.As a member of the Superintendent's Executive Leadership Team, the Chief Talent Officer ensures that all talent systems are coherent, data-driven, and aligned to instructional priorities and school performance needs.This role sets direction and expectations for the Talent Department while ensuring that operational execution-led by the Executive Director-is effective, compliant, and results-oriented.Certification

Requirements

• (NJDOE-Aligned)In accordance with:N.J.A.C. 6A:9BN.J.S.A. 18A:27-1 et seq.Required:Valid New Jersey School Administrator Certificate
• Preferred / Additional

Qualifications

• Principal Certification
• Supervisor Certification
• Advanced degree (Doctorate preferred)

Qualifications

• Master's Degree from an accredited college or university (Doctorate preferred)Minimum:Ten (10) years of progressively responsible experience in education
• Minimum five (5) years of successful leadership at the school and/or district level
• Minimum five (5) years supervising and evaluating certificated staff and administrators
• Demonstrated expertise in:Human capital strategy and talent management systems
• Instructional leadership and educator effectiveness
• Organizational development and workforce planning
• Strong knowledge of:TEACHNJ Act and evaluation systems
• New Jersey certification regulations and personnel law
• Collective bargaining and labor relations
• Federal and state employment laws and compliance

Requirements

• Core

Responsibilities

• Districtwide Talent Strategy and Vision (OWNER)Develop and implement a comprehensive districtwide human capital strategy aligned to student achievement and organizational priorities.Establish the vision for recruitment, evaluation, development, and retention
• Align talent systems to instructional priorities and school performance needs
• Ensure all talent decisions support improved student outcomes
• Workforce Planning and Organizational Design (OWNER)Lead long-term workforce planning and staffing strategies.Design staffing models aligned to school needs and enrollment
• Lead succession planning and leadership pipeline development
• Support organizational restructuring and workforce alignment
• Talent Performance Systems and Evaluation (OWNER)Ensure that evaluation systems are aligned to instructional improvement and district goals.Oversee implementation of teacher and administrator evaluation systems
• Ensure evaluation outcomes inform staffing, retention, and development decisions
• Promote consistent, high-quality observation and feedback practices
• Leadership Development and Talent Pipelines (OWNER)Oversee systems to develop and retain high-quality leaders and educators.Establish principal and teacher development systems
• Build leadership pipelines and succession plans
• Ensure professional learning is aligned to performance data
• Recruitment, Hiring, and Staffing Strategy (OWNER)Ensure effective recruitment and hiring systems that meet district needs.Establish expectations for recruitment and hiring timelines
• Ensure equitable and strategic hiring practices
• Monitor staffing patterns and vacancy trends
• Staff Retention and Workforce Effectiveness (OWNER)Develop strategies to retain high-performing staff and improve workforce stability.Analyze retention data and trends
• Implement strategies to improve staff satisfaction and effectiveness
• Support schools in building positive staff culture
• Talent Data and Decision-Making (OWNER)Ensure talent decisions are data-informed and aligned to district goals.Oversee analysis of workforce data (staffing, retention, evaluation)Align talent data with student performance outcomes
• Provide strategic recommendations to the Superintendent
• Labor Relations and Personnel Governance (OWNER)Provide leadership for labor relations and personnel systems.Oversee collective bargaining strategy and contract administration
• Supervise employee relations, investigations, and discipline processes
• Advise leadership on personnel matters and risk mitigation
• Human Resources Systems Oversight (OVERSIGHT)Provide executive oversight of all HR operational systems.Ensure systems are efficient, compliant, and aligned
• Delegate day-to-day operations to Executive Director
• Monitor performance and outcomes of HR functions
• Equity, Compliance, and Civil Rights Leadership (OWNER)Ensure compliance with all employment laws and equity

Requirements

• .Oversee Affirmative Action and Equal Employment Opportunity systems
• Ensure compliance with federal and state laws
• Align equity systems with district priorities
• Executive Leadership and Governance (OWNER)Serve as a member of the Superintendent's Executive Leadership Team.Provide strategic guidance on districtwide initiatives
• Present recommendations to Superintendent and Advisory Board
• Support cross-departmental alignment
• Supervision and Accountability (OWNER)Supervise and evaluate senior talent leadership staff.Executive Director of Talent Strategy and Performance
• Directors and managers within Talent Department
• Establish clear expectations and accountability systems
• Cross-Departmental Alignment (NES Integration)Ensure alignment between Talent, Instruction, Data, and Student Services.Align staffing and development to instructional priorities
• Support integration of talent systems with school performance needs
• Collaborate across departments to improve outcomes
• Other Duties
• Perform such other duties as assigned by the Superintendent or designee in accordance with law and regulation.Accountability Measures
• The Chief Talent Officer is directly accountable for:Quality and effectiveness of the district workforce
• Timely and strategic staffing of all schools
• Retention of high-performing teachers and leaders
• Fidelity and impact of evaluation systems
• Alignment of talent systems to student outcomes
• Core Competencies
• Strategic and visionary leadership
• Human capital and organizational development expertise
• Instructional leadership and educator effectiveness
• Labor relations and personnel management
• Data-informed decision-making
• Change management and systems thinking
• Strong communication and interpersonal skills
• Commitment to equity, excellence, and ethical leadership
• Terms of Employment
• Twelve-month position

Salary

• ,

Benefits

• , and conditions of employment shall be in accordance with Board policy and applicable employment agreements.Evaluation
• Performance shall be evaluated annually in accordance with Board policy, administrative regulations, and district leadership evaluation procedures.Reports To: State Superintendent
• Supervises:Director of Leadership & Teacher Development and all Talent Department functions, including but not limited to:Recruitment and staffing systems
• Evaluation and performance systems
• Leadership development and professional learning
• Human resources operations and compliance
• Employee relations and personnel systems
• Talent data and workforce analytics
• Work Year: Twelve (12) Months
• Classification: Non-Affiliated Administrator (Cabinet-Level)Minimum Starting

Salary

• $150,000.00Maximum Starting

Salary

• $200,000.00Residency Requirement
• Under New Jersey's "New Jersey First Act" (N.J.S.A. 52:14-7), all employees of New Jersey public school districts must maintain bona fide New Jersey residency as a condition of employment
• Candidates must already reside in New Jersey or establish residency within the required timeframe after hire
• Current employees who were hired on or before September 1, 2011areexemptfrom this requirement and may continue to reside outside the state
• In limited circumstances, applicants may request a residency waiver through the state's Employee Residency Review Committee if they can demonstrate critical need or hardship; approval is not guaranteed.