Coordinator III - Talent Management

Fort Worth ISD; Fort Worth (TX); On-site; USD 60,000 - 90,000; Full time

Job summary

Fort Worth ISD seeks a Coordinator III Talent Management to lead certification, staffing, and contract administration. This role serves as the district expert on educator credentialing, assignments, and policy interpretation, driving governance and oversight across Talent Management.

Responsibilities include training, audits, risk assessment, and cross‑functional collaboration with TEA, universities, and district leaders to ensure timely, compliant staffing and contract execution.

Qualifications

• Bachelor-level degree required in HR, Education, Business, Public Administration or related field.
• Master’s degree preferred but not required for consideration.
• At least 3 years of progressively responsible experience in HR operations or data/records management.
• Experience with Texas certification requirements preferred.

Responsibilities

• Lead certification and assignment compliance processes for educator credentials and qualifications.
• Interpret TEA/SBEC rules and district policies to ensure legal compliance and operational alignment.
• Coordinate certification timelines, renewals, permits, waivers, and DOI provisions.
• Develop and deliver certification training and provide technical assistance to staff and leadership.
• Monitor audits and compliance, identify risks, and implement corrective actions.
• Collaborate with districts, universities, and TEA to resolve credentialing issues and improve processes.

Skills

HRIS knowledge

Data management

Data reporting

System integration

Effective communication

Multitasking

Education

Bachelor's degree in HR / Education / Business / Public Administration

Master's degree preferred

Tools

Frontline

Munis

Eduphoria

Laserfiche

TabFusion

Job description

Coordinator III Talent Management

Reports to: Executive Director - Regional Talent

Pay Grade: 403

Duty Days: 239

FLSA Status: Non-Exempt

Position Purpose

Provides leadership, coordination, and process oversight for educator certification, staffing, recruitment, hiring, and employee contract administration within Talent Management. Serves as the district subject‑matter expert and process lead for all educator certification and assignment compliance matters within Talent Management, including policy and rule interpretation, process governance, permits, waivers, District of Innovation (DOI) provisions, training, audit oversight, and resolution of complex certification matters.

Essential Job Functions

Certification & Assignment Compliance

• Serves as the district subject‑matter expert and lead for all educator certification, credentialing, and assignment compliance matters within Talent Management and provides authoritative technical guidance to Talent Management staff, campus leaders, hiring managers, and district leadership.
• Independently interprets and applies applicable TEA and SBEC rules, Texas Administrative Code requirements, state statutes, district policy, and other regulatory guidance affecting educator certification and assignment; determines appropriate operational application within established legal and district parameters.
• Reviews employee and applicant credentials to determine certification and assignment eligibility in accordance with state and district requirements.
• Provides guidance regarding certification requirements, assignment rules, educator preparation program status, testing requirements, renewals, deficiencies, and available certification pathways.
• Leads district processes for applicable permits, waivers, District of Innovation certification provisions, and other allowable certification or assignment options, including determination of appropriate pathways, required documentation, approvals, submissions, tracking, and follow‑up.
• Reviews proposed assignments requiring certification exceptions or alternative credentialing pathways and provides guidance regarding available options, documentation, approvals, and timelines.
• Tracks certification expiration dates, permit timelines, deficiencies, renewals, and other compliance requirements and communicates required actions to appropriate stakeholders.
• Partners with educator preparation programs, universities, regional education service centers, TEA, and other organizations to address certification needs and resolve complex credentialing issues.
• Serves as the primary escalation point for complex certification and assignment matters requiring research, rule interpretation, exception analysis, or cross‑functional coordination; resolves matters within delegated authority and elevates high‑risk, precedent‑setting, or policy‑level issues as appropriate.

Certification Training & Technical Assistance

• Leads the development and delivery of district certification training for Talent Management staff, recruiters, campus administrators, hiring managers, and other district stakeholders.
• Provides authoritative training, technical assistance, and consultation regarding certification requirements, assignment rules, permits, waivers, DOI provisions, certification timelines, documentation requirements, and regulatory changes.
• Develops and maintains certification procedures, reference guides, checklists, decision tools, and other resources to promote accurate and consistent practices.
• Monitors changes in certification laws, rules, and TEA guidance; independently evaluates operational impact, determines necessary process adjustments within established authority, and communicates required changes to appropriate stakeholders.
• Provides targeted training or corrective guidance when compliance reviews, audits, or operational trends identify areas requiring additional support.

Compliance Monitoring, Audits & Risk Assessment

• Coordinates recurring certification, credentialing, assignment, and employment compliance reviews and audits.
• Reviews certification, assignment, permit, waiver, DOI, and related employee data for accuracy, completeness, and compliance.
• Conducts periodic compliance risk assessments to identify potential certification, credentialing, hiring, assignment, and process risks; develops recommendations and corrective actions to mitigate identified risks.
• Identifies compliance discrepancies and coordinates corrective actions with appropriate Talent Management staff, campus administrators, and district departments.
• Establishes and maintains quality‑control checkpoints within certification, staffing, and hiring processes to reduce compliance risk and identify issues before placement whenever practicable.
• Tracks certification exceptions, deficiencies, permit status, expiration dates, corrective‑action status, and other compliance indicators.
• Prepares monthly and ad hoc compliance audit reports, findings, risk indicators, trends, corrective‑action status, and recommendations for the Executive Director - Regional Talent.
• Identifies recurring compliance concerns and recommends procedural changes, training, internal controls, or system improvements.

Staffing & Recruitment

• Coordinates with staffing to support timely placement of qualified personnel in district and campus vacancies.
• Partners with campus and department leaders to review staffing needs, vacancy trends, candidate availability, certification requirements, and assignment considerations.
• Provides certification and qualification guidance during staffing and placement decisions.
• Supports staffing strategies for hard‑to‑fill positions by identifying viable certification pathways, candidate pools, and other allowable staffing options.
• Supports development and implementation of recruitment strategies aligned with district staffing priorities and workforce needs.
• Reviews applicant qualifications, certification status, and assignment eligibility and supports candidate screening and referral processes.
• Collaborates with educator preparation programs, universities, professional organizations, and other recruitment partners to strengthen candidate pipelines.
• Participates in recruitment initiatives, hiring events, and other activities designed to address district workforce needs.
• Uses vacancy, applicant, certification, and hiring data to identify staffing trends and recommend targeted recruitment strategies.

Hiring Coordination

• Coordinates hiring activities to ensure required approvals, documentation, certification verification, eligibility requirements, and other employment conditions are completed accurately and timely.
• Ensures, in coordination with appropriate Talent Management teams, that new hires are fully cleared, appropriately credentialed, and eligible for employment and assignment prior to placement.
• Reviews hiring transactions for consistency with district procedures, position requirements, certification standards, and established employment practices.
• Identifies and resolves complex or escalated hiring issues involving certification, qualifications, assignment eligibility, or workflow requirements.
• Collaborates with Talent Management teams responsible for recruitment, staffing, onboarding, compensation, fingerprinting, systems, and records to support an integrated hiring process.
• Monitors hiring timelines and identifies delays, bottlenecks, or recurring process issues requiring corrective action or workflow improvement.

Employee Contract Administration

• Serves as the Talent Management process lead for employee contract administration.
• Coordinates employee contract generation, review, routing, issuance, tracking, corrections, and completion in accordance with district procedures and established timelines.
• Develops and maintains annual contract‑processing calendars, procedures, quality‑control checkpoints, and communication protocols.
• Reviews employee, position, and employment information affecting contract issuance and coordinates resolution of discrepancies with appropriate departments.
• Monitors contract completion and outstanding actions and provides follow‑up and escalation as appropriate.
• Develops procedures, reference materials, and training for staff involved in contract administration.
• Identifies recurring contract‑processing errors, risks, or workflow inefficiencies and recommends corrective actions and process improvements.

Process Improvement & Workflow Optimization

• Independently evaluates assigned certification and Talent Management processes and partners with the Executive Director - Regional Talent on significant strategic, policy‑level, or cross‑functional improvements involving certification, staffing, recruitment, hiring, employee contracts, and related operations.
• Reviews existing workflows to identify duplication, unnecessary handoffs, processing delays, compliance risks, and opportunities for automation or standardization.
• Develops and implements standardized procedures, workflows, quality controls, timelines, and service expectations.
• Leads or supports process‑improvement initiatives and special projects assigned by the Executive Director - Regional Talent.
• Uses compliance findings, operational data, stakeholder feedback, and process metrics to develop recommendations for continuous improvement.
• Coordinates implementation of approved workflow and procedural changes and monitors results for effectiveness and sustainability.
• Supports change management, communication, documentation, and training associated with new or redesigned processes.

Data, Systems & Reporting

• Uses applicant tracking, HRIS, certification, and related systems to monitor certification, staffing, hiring, contract, and workforce activity.
• Maintains accurate and timely data necessary to support certification, staffing, employment, audit, and compliance decisions.
• Develops and maintains reports, trackers, dashboards, and other management tools to monitor operational status, timelines, compliance, and performance.
• Analyzes data to identify trends, exceptions, bottlenecks, risks, and opportunities for improvement.
• Collaborates with appropriate staff to identify system enhancements, workflow automation, data‑validation controls, and reporting improvements.
• Maintains documentation and records necessary to support internal reviews, external audits, regulatory inquiries, and district reporting requirements.Safety

Leadership, Collaboration & Customer Service

• Provides functional leadership and process direction to assigned certification and compliance staff; establishes day‑to‑day work priorities and process expectations, provides authoritative certification guidance and training, and monitors adherence to established procedures.
• Exercises independent judgment and discretion in managing certification processes, resolving routine and complex certification issues, establishing day‑to‑day priorities, and making operational decisions within established laws, policies, procedures, and delegated authority.
• Collaborates with Talent Management leadership, campus administrators, department leaders, Legal, Payroll, Finance, Technology, and other district stakeholders.
• Provides responsive, accurate, and customer‑focused support to applicants, employees, campus leaders, and district departments.
• Communicates complex certification, staffing, and employment requirements clearly and professionally.
• Maintains confidentiality of employee, applicant, certification, and other sensitive information.

Supervisory Responsibilities & Team Leadership

• None

Personal Work Relationships

• All Fort Worth ISD employees must maintain a commitment to the Districts mission, vision, and strategic goals.
• Exhibits high professionalism, standards of conduct and work ethic.
• Demonstrates high quality customer service; builds rapport/relationship with the consumer.
• Demonstrates cultural competence in interactions with others; is respectful of co‑workers; communicates and acts as a team player; promotes teamwork; responds and acts appropriately in confrontational situations.

Other Duties As Assigned

• Performs all job‑related duties as assigned and in accordance with the Board rules, policies and regulations. All employees are expected to comply with lawful directives in rare situations driven by need where a team effort is required.

Knowledge, Skills & Abilities

• Knowledge of HRIS systems, data management, and systems integration.
• Knowledge of enterprise applications such as Frontline, Munis, Eduphoria, Laserfiche, and TabFusion.
• Knowledge of data governance, reporting practices, and compliance requirements.
• Skill in analyzing data, troubleshooting system issues, and identifying process improvements.
• Skill in developing reports, dashboards, and system documentation.
• Ability to manage multiple systems, projects, and competing priorities.
• Ability to communicate technical information clearly to non‑technical users.
• Ability to maintain confidentiality and handle sensitive data.
• Ability to use software to create spreadsheets and databases.
• Ability to organize and coordinate work.
• Ability to communicate effectively, both oral and written forms.
• Ability to engage in self‑evaluation with regard to performance and professional growth.
• Ability to establish and maintain cooperative working relationships with others contacted in the course of work.

Physical & Mental Demands, Work Hazards

• Tools/Equipment Used: Standard office equipment, including computer and peripherals.
• Posture: Prolonged sitting and standing; occasional stooping, squatting, kneeling, bending, pushing/pulling, and twisting.
• Motion: Frequent repetitive hand motions, including keyboarding and use of mouse; occasional reaching.
• Lifting: Occasional light lifting and carrying (less than 15 pounds).
• Environment: Works in an office setting; may require occasional irregular and/or prolonged hours.
• Attendance: Regular and punctual attendance at the worksite is required for this position.
• Mental Demands: Maintains emotional control under stress; works with frequent interruptions.

Minimum Required Qualifications

• Education:
  • Bachelors degree from an accredited college or university in Human Resources, Education, Business Administration, Public Administration, or a related field required.
  • Masters degree from an accredited college or university preferred.
• Certification/License:
  • None.
• Experience:
  • 3 years of progressively responsible experience in HR operations, or data/records management required.
  • Experience with Texas certification requirements preferred;

This document is intended to describe the general nature and level of work being performed by people assigned to this job and is not an exhaustive list of all responsibilities and duties that may be assigned or skills that may be required.