<p>Position Type:</p> <p>Administration/Executive Director</p> <p>Date Posted:</p> <p>12/5/2025</p> <p>Location:</p> <p>Administration - Human Resources</p> <p>&nbsp&nbspAdditional Information: Show/Hide</p> <p>ROCKFORD PUBLIC SCHOOL DISTRICT #205</p> <p>Job Description</p> <p>Job Title: Executive Director of Talent Development</p> <p>Job Code: 10000</p> <p>Department: Talent Development</p> <p>Supervisor: Chief Human Resource Officer</p> <p>Date: December 5, 2025</p> <p>FLSA Status: Exempt</p> <p>Grade: 02</p> <p>Compensation Range: $ 109,284 - 157,368 (Starting salary is expected to fall between $109,284 and $133,326, depending on qualifications and experience.)</p> <p>PURPOSE OF THE POSITION: The Executive Director of Talent Development provides strategic leadership and operational oversight for all professional learning, employee growth systems, and compliance initiatives across both certified and non-certified staff. This role ensures that all district employees-teachers, administrators, and classified personnel-have equitable access to high-quality professional development, career pathways, and evaluation systems that promote excellence, retention, and organizational effectiveness.</p> <p>The Executive Director leads a comprehensive Talent Development team responsible for instructional design, evaluation systems, onboarding, compliance training, and leadership development aligned with district goals and state mandates.</p> <p>SUPERVISORY RESPONSIBILITIES: Directors of Talent Development, Office Professionals, Mentors and Peer Consulting Teachers.</p> <p>DUTIES AND RESPONSIBILITIES: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.</p> <p>Strategic Leadership & Vision</p> <ul> <li>Develop and implement a districtwide vision for Talent Development that fosters a culture of continuous learning, leadership growth, and organizational improvement. </li><li>Oversee the design and delivery of aligned professional learning frameworks for all employee groups, ensuring relevance, accessibility, and compliance. </li><li>Partner with the Superintendent's Cabinet, Teaching & Learning, and HR leadership to integrate professional learning priorities into strategic plans and district initiatives. </li><li>Guide the design of leadership development pipelines, mentorship programs, and succession planning efforts. </li></ul> <p>Certified Employee Development and Evaluation</p> <ul> <li>Direct professional growth systems for certified personnel, including teachers, peer consulting coaches, mentor teachers, and administrators. </li><li>Supervise the district's evaluation system (e.g., Danielson Framework or equivalent), ensuring fidelity, calibration, and legal compliance. </li><li>Lead mentor and induction programs to strengthen early-career educator retention and professional growth. </li><li>Monitor licensure, certification, and continuing education requirements for compliance with state education standards. </li><li>Use data analytics to evaluate professional learning impact on instructional practice and student outcomes. </li><li>Manage and facilitate the Peer Assistance and Review Program for teachers on Needs Improvement Plans. </li></ul> <p>Non-Certified Employee Development and Workforce Learning</p> <ul> <li>Lead the creation and management of training programs for all classified personnel, including paraprofessionals, office staff, maintenance, transportation, and nutrition services. </li><li>Ensure compliance with mandatory training (OSHA, FERPA, ethics, safety, etc.) and coordinate completion tracking through the district's LMS or training management system. </li><li>Collaborate with operational leaders to design career pathways and skills development initiatives that support advancement and retention. </li><li>Implement onboarding programs that ensure new hires are equipped for success from day one. </li></ul> <p>Systems, Data, and Compliance Oversight</p> <ul> <li>Oversee the integration and management of Talent Development information systems (e.g., Perform, B+, PowerSchool, Vector Solutions, Frontline, etc.). </li><li>Ensure data integrity, reporting accuracy, and alignment between HRIS, evaluation, and learning systems. </li><li>Develop and maintain dashboards tracking training completion, evaluation outcomes, and certification compliance. </li><li>Partner with IT and HRIS teams to resolve data discrepancies and streamline system functionality </li></ul> <p>Organizational Culture and Collaboration</p> <ul> <li>Build and maintain strong partnerships with district leaders, unions, and staff associations to promote collaboration and trust. </li><li>Facilitate communication and transparency regarding professional learning, evaluation processes, and performance standards. </li><li>Promote inclusivity and equity in professional learning opportunities for all employee groups. </li><li>Supervise and coach Talent Development staff, fostering innovation, accountability, and excellence in service delivery. </li></ul> <p>Organizational Responsibilities</p> <ul> <li>Ensures that all actions are in concert with the Board policies as well as the mission statement, beliefs, objectives and parameters found in the Board's strategic plan. </li><li>Participates in job training and professional growth opportunities in order to enhance ability to perform the essential functions of the job. </li><li>Performs other related duties as assigned for the purpose of ensuring an efficient and effective work environment. </li><li>Design, set-up, and deployment of large venue events on behalf of RPS205. </li></ul> <p>QUALIFICATIONS: Master's degree in Education, Educational Leadership and Supervision, Human Resources, or related field. Minimum of 7-10 years of progressive leadership experience in school leadership, teaching and learning, HR/Talent Development and/or professional learning preferred. Demonstrated success managing evaluation frameworks, professional development programs, and compliance systems in a K-12 environment (preferred). Experience supervising diverse teams and managing cross-functional projects at the district or organizational level.</p> <p>KNOWLEDGE, SKILLS AND ABILITIES: Deep understanding of adult learning theory, instructional design, and workforce talent development. Knowledge of certified and classified evaluation frameworks and state compliance requirements. Proficiency with LMS and HRIS systems (e.g., PowerSchool, Perform, Vector, or similar). Strong leadership, communication, and data analysis skills. Capacity to lead change, manage complexity, and build consensus across multiple departments.</p> <p>A comprehensive benefits package including:</p> <ul> <li> <p>Medical, dental, vision, life and disability insurance</p> </li><li> <p>Voluntary life insurance</p> </li><li> <p>Paid Sick and Personal time</p> </li><li> <p>Paid holidays</p> </li><li> <p>Paid vacation</p> </li><li> <p>Membership in the Illinois Municipal Retirement Fund (IMRF) or Teachers' Retirement System (TRS)</p> </li><li> <p>Optional 403(b) plan</p> </li><li> <p>Employee assistance program (EAP)</p> </li></ul> <p>WORK CALENDAR: 12 Months</p> <p>WORKING CONDITIONS: Moderate in-district travel as well as intermittent in-state and out-of-state travel. Intermittent prolonged and irregular hours of work.</p> <p>OTHER: This job description describes duties and responsibilities that are representative of the nature and level of work assigned to the position. The identified duties and responsibilities are intended only as illustrations of the various types of work that may be performed. The omission of specific duties does not exclude them from the position.</p> <p>The job description does not constitute an employment agreement between the school district and employee and is subject to change by the school district as the needs of the school district and requirements of the job change.</p> <p>Physical Aspects of the Position (Check all that apply)</p> <ol> <li> <ul> <li>Climbing - Ascending or descending ladders, stairs, scaffolding ramps, poles and the like, using feet and legs and/or hands and arms. Body agility is emphasized. 2. - Balancing - Maintaining body equilibrium to prevent falling when walking, standing or crouching on narrow, slippery or erratically moving surfaces. 3. - Stooping - Bending body downward and forward by bending spine at the waist. 4. - Kneeling - Bending legs at knee to come to a rest on knee or knees. 5. - Crouching - Bending the body downward and forward by bending leg and spine. 6. - Crawling - Moving about on hands and knees or hands and feet. 7. - Reaching - Extending hand(s) and arm(s) in any direction. 8. - Standing - Particularly for sustained periods of time. 9. - Walking - Moving about on foot to accomplish tasks, particularly for long distances. 10. - Pushing - using upper extremities to press against something with steady force order to thrust forward, downward or outward. 11. - Pulling - Using upper extremities to exert force in order to draw, drag, haul or tug objects in a sustained motion. 12. - Lifting - Raising objects from a lower to a higher position or moving objects horizontally from position to position. This factor is important if it occurs to a considerable degree and requires the substantial use of upper extremities and back muscles. 13. X Finger use - Picking, pinching, typing or otherwise working, primarily with the fingers rather than the whole hand or arm as in handling. 14. X Grasping - Applying pressure to an object with the fingers or palm. 15. X Talking - Expressing or exchanging ideas by means of spoken word. Those activities in which you must convey detailed or spoken instructions to other workers accurately, loudly or quickly. 16. X Hearing - Perceiving the nature of sounds. Ability to receive detailed information through oral communication, and to make fine discriminations in sounds such as when making fine adjustments on machinery. 17. X Repetitive Motions - Substantial movements (motions) of the wrist, hands, and/or fingers. </li></ul> </li></ol> <p>The Physical Requirements of the Position (Check one)</p> <ol> <li>X Sedentary Work - Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, push, pull or otherwise move objects, including the human body. Sedentary Work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met. 2. - Light Work - Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects. If the use of arm and/or leg controls requires exertion of force greater than that for sedentary work and the worker sits most of the time, the job is rated for Light Work. 3. - Medium Work - Exerting up to 50 pounds of force occasionally, and/or up to 20 pounds of force frequently, and/or up to 10 pounds of force constantly to move objects. 4. - Heavy Work - Exerting up to 100 pounds of force occasionally, and/or up to 50 pounds of force frequently, and/or up to 20 pounds of force constantly to move objects. 5. - Very Heavy Work - Exerting in excess of 100 pounds of force occasionally, and/or in excess of 50 pounds of force frequently, and/or in excess of 20 pounds of force constantly to move objects. </li></ol> <p>The visual acuity requirements including color, depth perception and field of vision (Check one)</p> <ol> <li>X Machine Operations - inspection, close assembly, clerical, administration. This is a minimum standard for use with those whose work deals largely with preparing and analyzing data and figures, accounting, transcription, computer terminal, extensive reading, or visual inspection. 2. - Mechanics - Skilled tradespeople - This is a minimum standard for use with those whose work deals with machines such as power tools, lathes and drills. 3. - Mobile Equipment - This is a minimum standard for use with those who operate cars, trucks, forklifts, cranes, and high equipment. 4. - Other - This is a minimum standard basis on the criteria of accuracy and neatness of work for janitors, sweepers, etc. </li></ol> <p>The Conditions the Worker will be subject to in this position (Check all that apply)</p> <ol> <li>X The worker is subject to inside environment conditions. 2. - The worker is subject to outside environmental conditions. 3. - The worker is subject to extreme heat or cold for periods of greater than one hour. 4. - The worker is subject to noise which would cause them to have to shout. 5. - The worker is subject to hazards: Includes a variety of physical conditions, such as proximity to moving mechanical parts, electrical current, chemicals, etc. </li></ol>