Licensure Coordinator - Human Resources
Human Resources
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Job summary
Alamance-Burlington Schools is seeking a Licensure Coordinator in the Human Resources division. This role provides leadership on North Carolina educator licensure, interprets state requirements, and serves as the primary liaison with the NC Department of Public Instruction.
The Coordinator guides alternative licensure pathways, monitors renewals, and supports district recruitment and retention efforts. The position reports to the Executive Director of Human Resources, oversees licensure
Qualifications
- Bachelor's degree in human resources, education, business, or related field.
- Experience interpreting and applying complex policies, regulations, or compliance requirements.
- Experience in human resources, educator licensure, or educator preparation in an educational setting.
- Strong written and verbal communication and data-management abilities.
Responsibilities
- Serve as NC educator licensure expert and primary liaison with NCDPI.
- Monitor changes to licensure rules and communicate requirements to staff.
- Advise principals and administrators on licensure eligibility, pathways, and timelines.
- Coordinate district licensure renewal and five-year CPL tracking.
- Develop guides, checklists, and resources to support licensure processes.
Skills
Education
Tools
Job description
Alamance-Burlington Schools Human Resources - Burlington, North Carolina Open in Google Maps
Application Deadline: Posted until filled
Posted: Sep 09, 2026 4:00 AM (UTC)
Starting Date: Immediately
POSITION TITLE
Licensure Coordinator
SCHOOL/DEPARTMENT
Human Resources
SALARY
Coordinator Salary Schedule
FLSA STATUS
Exempt
REPORTS TO
Executive Director of Human Resources
SUPERVISES
None
WORK WEEK SCHEDULE
Monday – Friday
WORK HOURS
40
NUMBER OF MONTHS PER YEAR
12
The Human Resources Division of the Alamance-Burlington School System is dedicated to creating an exceptional employee experience that empowers employees to do their best work in service of students. Our team partners with schools and departments to attract, develop, support, and retain talented professionals who contribute to a culture of excellence, collaboration, and continuous growth. From recruitment and onboarding to talent development, employee relations, licensure support, leave management, and retirement planning, Human Resources provides comprehensive services that support employees throughout every stage of their career. Guided by ABSS's commitment to being Student Centered, Future Focused , the Human Resources Division strives to create a positive and supportive workplace where employees can thrive, grow professionally, and contribute to student success.
The Licensure Coordinator serves as the Alamance-Burlington School System's primary subject-matter expert for North Carolina educator licensure and provides leadership, guidance, and technical expertise to ensure that licensed employees meet applicable state licensure requirements. Reporting to the Executive Director of Human Resources, the Coordinator interprets North Carolina licensure requirements, advises employees and administrators, manages district licensure processes, monitors compliance, and serves as the primary liaison between the district and the North Carolina Department of Public Instruction (NCDPI) regarding educator licensure.
A primary focus of the position is supporting educators entering the profession through alternative and non-traditional licensure pathways. The Coordinator guides prospective and current employees through licensure options and requirements, assists educators in developing clear pathways toward appropriate licensure, monitors individual progress and deadlines, and collaborates with educator preparation programs, NCDPI, school administrators, and other partners to help employees successfully satisfy licensure requirements.
The Coordinator also manages the district's licensure renewal process, including monitoring five-year Continuing Professional Licenses (CPLs), communicating renewal requirements and deadlines, reviewing renewal documentation, and ensuring timely submission of licensure actions. The position uses licensure data to identify compliance risks, anticipate workforce needs, and inform Human Resources leadership and school administrators of issues that may affect an employee's eligibility for continued employment.
As a quasi-leadership position within Human Resources, the Licensure Coordinator is expected to move beyond transactional processing by providing consultation, training, problem-solving, data analysis, and proactive support to employees and administrators. Through responsive service and expert guidance, the Coordinator contributes to a positive employee experience while supporting the district's recruitment, retention, compliance, and educator pipeline strategies.
- Serve as the district's primary subject-matter expert regarding North Carolina educator licensure requirements, processes, policies, and procedures.
- Interpret NCDPI licensure rules, State Board of Education policies, state statutes, and other applicable requirements and provide accurate guidance to employees, applicants, administrators, and Human Resources staff.
- Serve as the primary district liaison with NCDPI regarding educator licensure questions, applications, eligibility determinations, and complex licensure matters.
- Monitor changes to state licensure requirements and evaluate their potential impact on district employees, recruitment practices, and workforce planning.
- Develop procedures, guidance documents, resources, and communications to ensure consistent district implementation of licensure requirements.
- Advise Human Resources leadership regarding emerging licensure issues, compliance risks, and changes in state requirements.
- Review credentials and supporting documentation to determine applicants' eligibility for appropriate North Carolina educator licenses.
- Maintain accurate and confidential licensure records and ensure appropriate documentation of licensure actions.
- Serve as the district's primary resource for employees pursuing alternative or non-traditional pathways to North Carolina educator licensure.
- Evaluate individual candidate credentials and circumstances to identify available pathways to licensure and clearly communicate requirements, timelines, testing requirements, coursework, and other obligations.
- Provide individualized consultation and ongoing support to alternatively licensed educators as they progress toward appropriate professional licensure.
- Monitor employee progress toward completion of licensure requirements and proactively communicate approaching deadlines, deficiencies, and required actions.
- Collaborate with educator preparation programs, colleges and universities, residency providers, NCDPI, and other partners regarding employee licensure pathways and requirements.
- Identify systemic barriers affecting alternatively licensed educators and recommend strategies, partnerships, resources, or process improvements to increase successful completion of licensure requirements.
- Partner with Beginning Teacher Coordinators and school administrators to ensure alternatively licensed beginning teachers receive coordinated licensure, induction, mentoring, and professional support.
- Support recruitment efforts by evaluating the potential licensure eligibility of candidates for hard-to-fill teaching areas and advising hiring managers regarding viable licensure pathways.
- Coordinate and manage the districtwide renewal process for employees holding five-year Continuing Professional Licenses.
- Maintain systems to identify licenses approaching expiration and proactively communicate renewal requirements, timelines, and responsibilities to affected employees and administrators.
- Review renewal documentation and continuing education information to determine whether employees have satisfied applicable renewal requirements.
- Process renewal applications and other required licensure actions accurately and within established timelines.
- Provide guidance to employees and administrators regarding continuing education and renewal requirements.
- Monitor unresolved or incomplete renewals and escal…
- Provide responsive, individualized licensure consultation to prospective employees, current employees, administrators, retirees, and Human Resources staff.
- Assist candidates and employees with navigating NCDPI licensure systems, application processes, documentation requirements, testing requirements, and educator preparation requirements.
- Advise principals and hiring managers regarding licensure eligibility before or during the hiring process, particularly when considering candidates who do not hold traditional licenses.
- Provide clear explanations of complex licensure requirements in language that employees and administrators can readily understand.
- Research and resolve complex or unusual licensure cases in collaboration with NCDPI and Human Resources leadership.
- Serve as an escalation resource within Human Resources for complex educator credentialing questions.
- Develop and deliver training for principals, assistant principals, Human Resources staff, beginning teachers, and other stakeholders regarding educator licensure requirements and processes.
- Provide targeted training and informational sessions for alternatively licensed educators regarding requirements, timelines, testing, educator preparation, and progression toward professional licensure.
- Develop user-friendly guides, FAQs, timelines, checklists, presentations, and other resources that improve employee understanding of licensure requirements.
- Build the capacity of school administrators and HR staff to recognize common licensure issues and appropriately refer employees for specialized assistance.
- Maintain accurate district licensure records and reconcile district information with applicable NCDPI and Human Resources data systems.
- Develop and maintain monitoring systems and dashboards for license type, expiration dates, renewal status, alternative licensure progress, and other key compliance indicators.
- Conduct regular audits to identify employees with expiring licenses, incomplete requirements, licensure deficiencies, or other compliance concerns.
- Provide periodic reports to Human Resources leadership regarding district licensure status, trends, risks, and areas requiring intervention.
- Analyze licensure data to identify patterns affecting recruitment, staffing, retention, and hard-to-fill positions.
- Use data to recommend proactive strategies for addressing licensure barriers and strengthening educator pipelines.
- Assist with state, federal, and district reporting related to educator licensure and teacher qualifications.
- Collaborate with HR Specialists and hiring managers to evaluate licensure eligibility of prospective educators and identify viable pathways for candidates who do not currently hold traditional North Carolina licenses.
- Participate in recruitment events, candidate information sessions, and other talent acquisition initiatives where licensure expertise would benefit prospective employees.
- Partner with Beginning Teacher Coordinators and other Human Resources staff to create a coordinated employee experience for educators transitioning from candidate to licensed professional.
- Identify opportunities to strengthen partnerships with educator preparation programs and other organizations that support alternative pathways into the teaching profession.
- Assist Human Resources leadership in developing strategies to recruit and retain educators in areas affected by licensure barriers or shortages.
- Regularly evaluate district licensure processes and recommend improvements that increase efficiency, accuracy, compliance, and employee experience.
- Maintain professional knowledge through participation in NCDPI meetings, professional organizations, workshops, conferences, and other relevant learning opportunities.
- Collaborate across the Human Resources Division to support departmental priorities and provide licensure expertise on projects and initiatives.
- Perform other duties and responsibilities as assigned.
- Bachelor's degree from an accredited college or university in human resources, education, business administration, public administration, or a related field; equivalent combinations of relevant education and experience may be considered.
- Demonstrated experience interpreting and applying complex policies, regulations, or compliance requirements.
- Experience working in human resources, educator licensure, educator preparation, school administration, or a related educational setting.
- Demonstrated ability to manage complex cases, maintain accurate records, and communicate technical information to diverse audiences.
- Must possess and maintain a valid driver's license in accordance with North Carolina requirements.
- Experience administering North Carolina educator licensure processes in a public school district, charter school, educator preparation program, NCDPI, or related organization.
- Thorough knowledge of North Carolina educator licensure requirements and alternative pathways to licensure.
- Experience supporting alternatively licensed or beginning educators.
- Experience using Human Resources information systems, NCDPI licensure systems, and data-management tools.
- Human Resources, education, school administration, or other relevant professional certification.
Licensure and Regulatory Expertise: Demonstrates comprehensive knowledge of North Carolina educator licensure requirements and the ability to interpret complex regulations and translate them into accurate, practical guidance.
Consultation and Problem-Solving: Analyzes complex individual circumstances, identifies viable solutions, and provides thoughtful recommendations to employees, applicants, administrators, and Human Resources leadership.
Employee Experience and Customer Service: Provides responsive, respectful, and solution-oriented support while recognizing that licensure processes can significantly affect an employee's career and employment experience.
Leadership and Influence: Demonstrates credibility and initiative as a subject-matter expert; influences practices and decisions through expertise, collaboration, and sound professional judgment without relying on formal supervisory authority.
Communication: Communicates complex licensure requirements clearly and effectively through written guidance, individual consultation, presentations, training, and professional correspondence.
Data Analysis and Compliance Monitoring: Uses data and systematic monitoring to identify risks, track progress, anticipate deadlines, evaluate trends, and inform proactive interventions.
Relationship and Partnership Management: Builds effective working relationships with NCDPI, educator preparation programs, school administrators, employees, applicants, and internal Human Resources partners.
Organization and Attention to Detail: Manages a high volume of time-sensitive cases, documentation, deadlines, and confidential records with exceptional accuracy and organization.
Continuous Improvement: Regularly evaluates processes and identifies opportunities to improve efficiency, employee understanding, service delivery, and compliance.
Professional Judgment and Confidentiality: Exercises sound judgment, discretion, integrity, and confidentiality when handling employee credentials, employment eligibility, and other sensitive personnel matters.
DISCLAIMER: The above statements are intended to describe the general purpose and responsibilities assigned to this position. They are not intended to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and skills that may be required of the employees assigned to this position. This description may be revised by the supervisor, with Human Resources review and approval, any time.
Position Type: Full-TimeJob Categories:
Organization-level Positions > Coordinator
Other Professional > Other Professional
Support Staff > Human Resources
- Citizenship, residency or work visa required
- Dr. Yolanda Anderson , Assistant Superintendent of Human Resources
- Human Resources
- Email: yolanda_anderson@abss.k12.nc.us
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