Officer of Talent, Cleveland Metropolitan School District

Alma Advisory Group•Cleveland, OH

18d

About The Position

The Talent Officer leads the district’s department of Talent and Human Resources, with full accountability for the execution, consistency, and results of all people systems across Cleveland Metropolitan School District (CMSD). Reporting to the CEO’s Chief of Staff, the Talent Officer advises the CEO and CEO’s cabinet, manages a team of 20 dedicated professionals, and oversees the strategy and execution required to attract, engage, develop, and retain an effective and diverse workforce for CMSD. This role requires strong operational leadership, sound judgment, and the ability to manage complex systems in a large, unionized public sector environment. The Talent Officer ensures that CMSD’s people systems operate reliably, equitably, and in alignment with district priorities while supporting school leaders and central office teams to effectively lead their staff. This leader ensures that the department remains grounded in the district’s Core Values: Equity & Inclusion, Student & Community Focused, Growth & Learning, Care & Well-Being, Excellence & Achievement.

Requirements

Bachelor's degree from an accredited college or university required. Master's degree preferred.
Experience in Human Resources, Business Administration, Public Administration, Organizational Development, or a related field preferred; SHRM-SCP, SPHR, or equivalent HR certification preferred.
Experience working in K–12 education, public sector organizations, or unionized environments
Experience managing large teams and holding leaders accountable for results
Demonstrated success leading complex organizational systems and operational functions
Experience supporting leaders in performance management, employee relations, and workforce planning

Responsibilities

Attracting Talent - Lead the district’s recruitment and staffing strategy to ensure schools and central office are staffed with strong and diverse talent.
Drive the districtwide talent acquisition strategy that builds diverse, high-quality pipelines for critical roles across schools and central office.
Oversee workforce planning and staffing projections to ensure the district is positioned ahead of hiring needs.
Strengthen selection systems and the school leaders/hiring managers capability to ensure equitable, consistent, and mission-aligned hiring decisions.
Engaging Talent - Strengthen employee experience and engagement across the district by ensuring effective systems, clear communication, and responsive support for staff and managers.
Lead the strategy and continuous improvement of employee onboarding, with a specific focus on the experience and early retention of teachers.
Oversee the district’s engagement survey (Spark), ensuring results drive meaningful action planning at the school and system level.
Ensure HR systems and people processes operate with the reliability, equity, and responsiveness that staff and leaders depend on.
Developing Talent - Strengthen manager effectiveness and performance systems across schools and central office.
Own the district’s performance management systems, ensuring consistent application of evaluations, expectations, and accountability across union and non-union environments.
Build managers and school leaders capacity to coach, develop, and retain strong staff — and to address performance concerns with clarity and fairness.
Support high-stakes employment decisions, including non-renewals, disciplinary actions, and performance improvement, in partnership with district leadership.
Develop and steward career pathway opportunities that recognize and advance strong performers across the district.
Retaining Talent - Use data and strong operational practices to support workforce stability and retention.
Use workforce data to identify retention risks, anticipate vacancies, and inform proactive planning across schools, operations and central office.
Lead the district’s total rewards strategy — including compensation, benefits, and recognition — to ensure CMSD remains equitable and a competitive employer.
Partner with district leaders to identify and address systemic conditions that drive attrition and undermine workforce stability.
Maintaining legal and regulatory compliance - In partnership with the Legal Team, ensure strong labor relations and legal compliance across a unionized, civil service environment.
Oversee the administration and implementation of collective bargaining agreements, ensuring consistent and equitable application across the district.
Maintain sound labor relations practices and trust-based relationships with union leadership throughout contract administration and negotiations.
Advise the CEO and cabinet on labor relations strategy, including during sensitive negotiations or disputes.
Ensure district-wide compliance with licensure requirements, civil service rules, and employment regulations including Rapback, EEOC, and ADA.
Leading and managing a strong team - Serve as the district’s senior operator for Talent and Human Resources, leading a team responsible for key people systems.
Lead and develop a team of 20 professionals across total rewards, performance management, talent pipeline, employee relations, licensure, and data strategy.
Serve as the primary Talent advisor to the CEO and executive leadership, driving alignment between people systems and organizational priorities.
Partner closely with the Chief of Staff to ensure Talent strategy, culture, and operations are integrated with the district’s broader direction.
Ensure that the Office of Talent serves as a valued partner to schools and to the leadership of the District.
Manage the performance and effectiveness of the Office of Talent, including the successful monitoring and achievement of the team’s shared goals, and the creation and management of the department’s budget.
Promote and model a positive and collaborative culture and brand for the Talent Office and district by ensuring efficient systems, timely customer service, and accurate, transparent information for all stakeholders.
Champion a people function that school leaders and staff experience as credible, responsive, and consistently fair.