Director of Teacher Pipeline and Licensure Support Programs (SY26-27)

Boston Public Schools•Boston, MA

1d•$132,430

About The Position

The Boston Public Schools (BPS) Office of Human Resources (OHR) is seeking a Director of Teacher Pipeline Programs to provide strategic, instructional, and operational leadership for all teacher pipeline and licensure support programs. This role is crucial for advancing the diversity of the district’s teacher workforce and cultivating effective, equity-oriented teachers. The Director will oversee the implementation of BPS’s three “grow your own” teacher pipeline programs, programs supporting early career teachers, and programs assisting educators with licensure and MTEL exams. A key responsibility includes serving as the primary administrator for the BPS Teaching Fellowship, ensuring compliance with Massachusetts Department of Elementary and Secondary Education (DESE) guidelines and leading the formal review process. The Director will also act as the district's main liaison to DESE for all educator qualification mandates. This position involves designing and revising programming in response to evolving district priorities, the needs of prospective educators, and student needs. The Director will drive system-wide policy transformation and be accountable for BPS’s teacher pipeline pathways, aiming to increase the number of effective, equity-centered teachers whose demographics reflect the student population. The role also collaborates with other HR leaders to achieve BPS’s strategic goals for diversifying the teacher workforce by 2030, focusing on increasing representation, improving retention, and establishing a transparent, equitable hiring process.

Requirements

M.Ed. required
5+ years of successful teaching/teacher leader experience
Familiarity with state regulations for educator preparation, state curriculum standards, and state licensure requirements
Experience with teacher education curriculum design and implementation
Knowledge of state regulations and guidelines for teacher and administrator licensure in all content areas and grade levels
Ability to clearly articulate licensure nuances to licensure specialists such that they can effectively communicate with and provide support to BPS educators
Demonstrated ability to in build, design, and successfully implement initiatives that attend to district priorities
Ability to work independently and collaboratively with minimal supervision and within tight deadlines
Excellent organizational skills and attention to detail; able to manage multiple complex projects
Technological proficiency, including the ability to create user-friendly systems, tools, and communications
Excellent interpersonal, written, and oral communication skills
Clear evidence of leadership in eliminating racial opportunity and achievement gaps, and the ability to examine systems and policies through a racial equity lens

Nice To Haves

Demonstrated leadership qualities and interpersonal attributes necessary to work effectively with diverse groups of teachers, administrators, district-level leaders, and partners
Experience with developing programs of adult learning and familiarity with urban public school environments, policy, and operations
Successful experience measuring outcomes, troubleshooting, and producing desirable results
Ability to think strategically and execute responsibilities effectively
Capacity for accuracy and accountability
High enthusiasm, strong organizational skills, and a strong work ethic

Responsibilities

Develop and execute a comprehensive vision of BPS’s “grow your own” teacher preparation model that expands access, identifies opportunities for new pathways, improves program quality, and advances equitable outcomes for all BPS students.
Define and execute the district’s "grow your own" teacher preparation vision, ensuring all aspects of pipeline programs are student-centered, research-driven, and designed to advance equitable outcomes across the district.
Oversee the entire educator development lifecycle—from cultivating paraprofessionals to licensing teachers of record—while leading professional learning for staff and ensuring strict adherence to state (DESE) regulatory standards.
Lead all licensure initiatives in BPS, including MTEL support programming, liaising with DESE for endorsement or licensure of all BPS employees, and communicating licensure requirements and changing DESE regulations to the BPS community.
Facilitate multi-year planning with Central Office departments and school leaders to align program expansion with workforce needs, navigating complex district shifts such as school mergers, budget constraints, and specialized student needs.
Stay current with educational and workforce development research and make recommendations for long-term adjustments, additions, and deletions in programs to meet changing student interest, job trends, and needs.
Oversee Licensure Support Specialists, teaching specialists, instructors, coaches, and tutors.
Lead initiatives within the Office of Human Resources, especially with the directors of the Data Team and the Recruitment and Staffing teams, to create coherent hiring process for all employees that leads to higher percentages of retention-eligible employees each year.
Use data to assess overall program performance, close opportunity and achievement gaps, and prescribe actions for continuous improvement.
Manage one large budget that includes the contracts, stipends, resources, and materials needs for each individual teacher preparation and licensure programs.
Allocate appropriate and equitable resources to individual programs as needed.
Develop coherent policies and practice for equitable resource distribution to individual teachers.
Serve as the district’s primary legal liaison to the Massachusetts Department of Elementary and Secondary Education (DESE) for all educator qualification mandates responsible for compliance to the Massachusetts Department of Elementary and Secondary Education (DESE)’s guidelines for approved educator preparation programs as well as leading all aspects of DESE’s formal review process.
Work closely with other senior leaders in OHR to revamp and sustain coherent policies and procedures in order to accomplish the following goals: increase the percentage of retention-eligible educators per year, ensure consistent practices between members of Recruitment & Staffing and Pipelines and Licensure departments, and reduce the administrative burden on school leaders when it comes to hiring candidates who require a licensure waiver.
Work closely with BPS Data team to maintain the most precise and robust tools for the successful management of multiple programs, initiatives, and processes- especially the hiring process.
Perform other duties as assigned by the Chief of Human Resources, Deputy Chief of Human Resources, and/or the Superintendent.