Performance & Talent Development Supervisor

The Performance & Talent Development Supervisor is a district-level Human Resources leader responsible for designing, implementing, evaluating, and continuously improving comprehensive systems that support employee performance, professional learning, leadership development, talent advancement, and long-term workforce sustainability across Howard Fuller Collegiate Academy.

This position partners closely with Human Resources, school leaders, department leaders, and external organizations to ensure all employees receive meaningful onboarding, professional development, coaching, and growth opportunities while strengthening internal talent pipelines and organizational capacity. The supervisor oversees employee development, performance systems, onboarding, licensure and credentialing compliance, strategic partnerships, and workforce development initiatives that align with HFCA's mission, strategic priorities, and organizational goals.

The Performance & Talent Development Supervisor fosters a culture of continuous improvement, accountability, innovation, and lifelong learning while ensuring employees have the knowledge, skills, and support necessary to be successful in their current roles and prepared for future opportunities within the organization.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Professional Learning & Employee Development

• Develop and implement a comprehensive professional learning strategy aligned to organizational priorities.

• Establish annual learning and development goals aligned with HFCA strategic initiatives and KPIs.

• Coordinate organization-wide professional learning calendars.

• Design differentiated learning experiences for instructional staff, operations staff, school leaders, and central office employees.

• Coordinate new employee onboarding and ongoing professional learning experiences.

• Develop job-aligned learning pathways that strengthen employee effectiveness and support career advancement.

• Evaluate the effectiveness of professional learning and recommend improvements based on employee feedback and organizational data.

Performance Management & Leadership Development

• Lead the implementation and continuous improvement of employee performance management systems.

• Coordinate employee evaluation processes in partnership with organizational leaders.

• Support managers and supervisors in coaching employees, providing feedback, and developing performance improvement strategies.

• Partner with leaders to identify professional growth opportunities for employees.

• Develop leadership development opportunities for aspiring and current managers.

• Build systems that strengthen employee engagement, retention, and internal mobility.

• Serve as a member of the Regional Leadership Team.

Talent Pipeline & Partnership Development

• Build and maintain strategic relationships with colleges, universities, certification providers, workforce development agencies, and professional organizations.

• Develop and expand workforce pipeline initiatives, including internships, student teaching placements, residency programs, apprenticeships, and alternative certification pathways.

• Establish and manage partnership agreements (MOUs) that support recruitment, workforce development, and employee advancement.

• Collaborate with leaders to identify future workforce needs and proactively develop internal and external talent pipelines.

• Represent HFCA at recruitment events, career fairs, networking opportunities, and partnership meetings.

• Monitor workforce pipeline data and recommend strategies that strengthen recruitment and long-term staffing sustainability.

Employee Growth & Credential Support

• Design systems that support employee onboarding, career progression, and long-term retention.

• Oversee educator licensure, certification, and credential compliance while supporting employees in meeting required milestones.

• Develop advancement pathways for Educational Assistants, paraprofessionals, operations staff, and other school-based employees interested in transitioning into instructional or leadership positions.

• Partner with colleges, universities, and certification providers to increase access to degree completion, certification, and credentialing opportunities.

• Maintain systems that monitor required licenses, certifications, credentials, and compliance requirements across applicable employee groups.

• Ensure employees receive role-specific training that supports effectiveness, compliance, and professional growth.

• Strengthen the organization's internal talent pipeline by identifying and developing high-potential employees.

Coaching & Organizational Learning

• Design and deliver engaging professional learning experiences grounded in adult learning principles and best practices.

• Facilitate workshops, seminars, webinars, leadership development sessions, and coaching opportunities that build employee knowledge and effectiveness.

• Develop and manage self-paced, blended, and job-embedded learning opportunities to support continuous professional growth.

• Partner with managers and school leaders to strengthen coaching practices, build leadership capacity, and develop high-performing teams.

• Coordinate Employee Learning Cohorts, mentoring, peer learning opportunities, and cross-functional collaboration that promote knowledge sharing, continuous improvement, and organizational effectiveness.

• Promote evidence-based instructional and operational best practices by supporting the implementation of organizational frameworks, initiatives, and continuous improvement strategies.

• Collaborate with school and department leaders to support the implementation of instructional, operational, and organizational priorities that improve employee performance and student outcomes.

• Lead organization-wide improvement initiatives by aligning professional learning, coaching, and employee development with the organization's strategic goals.

• Foster a culture of feedback, reflection, innovation, and continuous learning that empowers employees to grow professionally, improve performance, and advance within the organization.

Data Analysis & Continuous Improvement

• Evaluate the effectiveness of employee development initiatives using quantitative and qualitative data.

• Monitor employee performance, onboarding, retention, promotion, and development metrics.

• Develop reports measuring organizational learning outcomes and return on investment.

• Recommend improvements to organizational systems based on performance trends and workforce data.

• Support strategic workforce planning through data-informed decision making.

Budget & Resource Management

• Develop and manage annual professional learning and employee development budgets.

• Monitor expenditures and ensure responsible stewardship of organizational resources.

• Manage grant-funded professional learning initiatives.

• Coordinate contracts with consultants, higher education partners, and external training providers.