Executive Director: Human Capital Management
Anne Arundel County Public Schools
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Job summary
Anne Arundel County Public Schools seeks an Executive Director for Human Capital Management to provide executive leadership and strategic direction across HR functions, aligning workforce planning, recruitment, licensure, and talent management with the AACPS strategic plan and Blueprint for Maryland's Future.
Serves as a principal advisor to the Chief HR Officer and district leadership on workforce strategy and capacity.
Qualifications
- Ten years of progressive experience in human resources or public school administration.
- Experience advising executive leadership on workforce strategy and compensation matters.
- Experience with regulatory compliance and educator licensing requirements.
Responsibilities
- Shape systemwide human capital strategies aligned with goals and initiatives.
- Direct recruitment, staffing, workforce planning, and talent acquisition.
- Advise Chief HR Officer and leadership on workforce trends and risks.
- Develop and continuously improve human capital programs, policies, and systems.
- Oversee licensure, educator pipeline, and alternative pathway initiatives.
- Lead succession planning, leadership pipelines, and diversity initiatives.
- Analyze workforce data and market conditions to inform decisions.
- Collaborate with school leaders, higher education, and partners to advance priorities.
- Supervise and develop assigned staff and manage division resources.
Skills
Education
Tools
Job description
Provides executive leadership and strategic direction for Human Capital Management functions across Anne Arundel County Public Schools. Directs workforce planning, recruitment, staffing, certification and licensure, talent acquisition, workforce diversity, classification and compensation, alternative educator pathways, and related human capital initiatives to support organizational effectiveness aligned with the AACPS Strategic Plan, Blueprint for Maryland's Future, and system priorities. Serves as a principal advisor to the Chief Human Resources Officer and executive leadership on workforce strategy, talent management, staffing trends, workforce risks, and organizational capacity. Promotes data-informed decision-making, effective workforce planning, regulatory compliance, and continuous improvement while fostering a culture of accountability, innovation, and service excellence.
Director: Human Capital Management
- Evenings/Nights
- Outside of normal business hours
- Weekends
- Shapes the development and implementation of systemwide human capital strategies, priorities, programs, and accountability measures that align workforce resources with organizational goals, staffing needs, and strategic initiatives.
- Directs recruitment, staffing, workforce planning, and talent acquisition functions to ensure schools and offices are staffed with highly qualified employees and positioned to meet current and future workforce needs.
- Advises the Chief Human Resources Officer, Superintendent, and executive leadership on workforce strategy, staffing trends, talent shortages, compensation considerations, workforce risks, Blueprint initiatives, and other human capital matters affecting organizational effectiveness.
- Leads the development, implementation, and continuous improvement of human capital programs, policies, procedures, and systems that promote efficiency, compliance, accountability, and high-quality employee services.
- Oversees certification, licensure, educator pipeline, and alternative pathway initiatives to support workforce development, regulatory compliance, and the recruitment and retention of qualified employees.
- Directs workforce planning and talent management efforts, including staffing allocations, succession planning, leadership pipelines, workforce diversity initiatives, retention strategies, and organizational workforce capacity planning.
- Provides leadership for Human Capital Management responsibilities associated with the Blueprint for Maryland’s Future, including Teacher Career Ladder implementation, educator workforce initiatives, and other state-directed talent development programs.
- Evaluates workforce data, staffing trends, labor market conditions, compensation impacts, recruitment outcomes, retention indicators, and other human capital metrics to identify opportunities, mitigate risks, and support informed decision-making.
- Collaborates with school leaders, executive leadership, employee associations, higher education institutions, government agencies, and community partners to advance workforce priorities and strengthen talent pipelines.
- Supervises, evaluates, and develops assigned staff; manages division resources; and promotes a culture of professionalism, collaboration, accountability, innovation, and continuous improvement.
- Performs other related duties as assigned within the same classification or lower.
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, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- Master's Degree in a related field of education from a regionally accredited college or university required;
- Or an equivalent combination of education and experience which provides the required knowledge, skills, and abilities deemed sufficient to prepare the employee to successfully perform the duties of the position.
- Ten (10) years relevant of progressively responsible experience in in human resources, human capital management, or public school administration required; and
- Ten (10) years related management experience required.
- Experience in assessing, interviewing and selecting job candidates required.
- Or an equivalent combination of education and experience which provides the required knowledge, skills, and abilities deemed sufficient to prepare the employee to successfully perform the duties of the position.
- Knowledge of AACPS Negotiated Agreements, Policies and Regulations and Employment Law.
- Knowledge of recruiting, interviewing and selecting candidates, career counseling, state regulations governing teacher certification and the ability to analyze the qualifications and suitability of applicants for a wide variety of positions.
- Knowledge of Human Resources workflow processes, especially recruiting and staffing.
- Knowledge of and experience with Human Resources data systems and online applicant databases.
- Demonstrated excellence establishing and maintaining high customer service standards.
- Excellent oral, written, and presentation communication skills.
- Excellent organizational, analytical and planning skills.
- Excellent project management skills and ability to successfully manage multiple tasks simultaneously.
- Ability to create a positive environment that values, respects and leverages all employee talents while providing fair advancement for all employees.
- Demonstrated ability to effectively work and communicate with diverse populations.
- Demonstrated proficiency with business technology applications (e.g. Video/Web Conferencing, Microsoft Office Suite -Word, Excel, Outlook, and/or PowerPoint preferred).
Employee must retain active licenses, certifications, and enrollment as a condition of employment.
- Hold or be eligible for Driver's License (DL) Class C Non-Commercial issued by Maryland or State of Legal Residence (MVA/DMV) required; and
- Daily access to reliable transportation.
- Driving is required to conduct bona fide Board business that is within the scope of employment in this position.
- Personal Vehicle
- Second level supervisor
- This position acts as the manager for direct staff.
- This position acts as the manager for indirect staff.
- This position manages departments.
- Interviews, selects, and trains employees.
- Sets/adjusts pay rate and work hours.
- Directs the work of employees.
- Maintains records for use in supervision.
- Handles employee complaints/grievances.
- Disciplines employees.
- Plans the work.
- Determines the techniques to use.
- Apportions the work among the employees.
- Determines the type of materials, supplies, machinery, equipment or tools to be used of materials or merchandise to be brought, stocked and sold.
- Controls the flow and distribution of materials or merchandise and supplies.
- Provides for the safety and security of the employees or the property.
- Plans and controls the budget.
- Monitors and implements legal compliance measures.
The physical demands and working conditions described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- Standing: under 1/3 of the time
- Walking: under 1/3 of the time
- Sitting: between 1/3 and 2/3 of the time
- Keyboarding: between 1/3 and 2/3 of the time
- Talking: between 1/3 and 2/3 of the time
- Hearing: between 1/3 and 2/3 of the time
- Driving: under 1/3 of the time
- As required by the duties and responsibilities of the position.
- No special vision requirements
- Office, school or similar indoor environment: over 2/3 of the time
- Moderate: between 1/3 and 2/3 of the time
- Lifting and carrying requirements: Up to 10 pounds: under 1/3 of the time
- 5% day travel within the county
Approved Date: 8/1/2026 Established Date: 11/1/2011 Title Code: B05488 Title: EXECUTIVE DIRECTOR: HUMAN CAPITAL MANAGEMENT Alternate Title: Executive Director: Human Capital Management Reports to Generic: Chief Officer Reports to Specific: OFFICER: CHIEF HUMAN RESOURCES
Division: Human Resources Business Unit: Human Capital Management Department: Negotiated Agreement: N/A
Unit: VI Days Worked: 260 FLSA Exemption Status: Exempt Grade: EG03 Months Worked: 12 Hours Worked: 8 Job Family: Executive/Cabinet Sub-Function: Director/Senior Advisor
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