Senior Director of Talent Acquisition

CAMDEN CITY SCHOOL DISTRICT

Senior Director of Talent Acquisition

Position Summary

The Director of Talent Acquisition is responsible for the design, implementation, and management of the district's recruitment and hiring systems to ensure that every school is staffed with high-quality teachers, leaders, and support staff.

This role ensures that recruitment and hiring processes are strategic, efficient, and directly aligned to school performance needs.

The Director leads the development of strong candidate pipelines, oversees hiring processes from sourcing through onboarding, and works closely with school leaders to ensure staffing decisions support instructional quality and student outcomes.

This role is critical to ensuring that the district attracts, selects, and retains top talent in a timely and equitable manner.

Certification Requirements (NJDOE-Aligned)

In accordance with:

• N.J.A.C. 6A:9B
• N.J.S.A. 18A:27-1 et seq.

Required:

• Master's Degree from an accredited college or university
• Required criminal history background check, physical and proof of U.S. citizenship or legal resident alien status
• A valid driver's license or state issued ID, valid insurance and registration

Preferred / Additional Qualifications:

• Valid New Jersey Supervisor Certificate
• Principal Certification
• School Administrator Certificate

Qualifications

• Master's Degree required
• Minimum:
  • Three (3) years experience in recruitment, hiring, or school/district leadership
• Demonstrated expertise in:
  • Recruitment and talent acquisition systems
  • Workforce planning and staffing
  • Hiring processes and candidate selection
• Knowledge of:
  • New Jersey certification requirements
  • Employment practices and hiring regulations
• Experience in urban or high-need districts preferred

Core Responsibilities

Recruitment Strategy and Pipeline Development

Design and implement a comprehensive recruitment strategy aligned to district needs.

• Develop and maintain strong candidate pipelines for all positions
• Build partnerships with universities, alternative certification programs, and recruitment organizations
• Implement targeted recruitment strategies for high-need areas (e.g., early childhood, STEM, special education)
• Ensure diversity and equity in recruitment practices

Hiring Systems and Processes

Oversee all district hiring processes to ensure efficiency, quality, and compliance.

• Design and manage hiring timelines and procedures
• Ensure consistent and equitable candidate screening and selection processes
• Support principals and hiring managers in candidate selection
• Monitor and improve hiring practices to ensure high-quality outcomes

School-Based Staffing Support

Work directly with Executive Directors of School Performance and principals to meet staffing needs.

• Align hiring decisions to school performance priorities
• Support principals in interviewing and selecting candidates
• Ensure schools are staffed with qualified and effective personnel
• Provide real-time support to address vacancies and staffing challenges

Candidate Experience and Selection Quality

Ensure a high-quality candidate experience and strong selection outcomes.

• Streamline application and hiring processes
• Ensure timely communication with candidates
• Implement structured interview protocols and selection criteria
• Monitor quality of hires and early performance indicators

Onboarding and New Hire Integration

Oversee onboarding processes to ensure successful entry of new staff into the district.

• Coordinate onboarding systems and orientation processes
• Ensure alignment between hiring and induction programs
• Support early retention through effective onboarding practices

Workforce Planning and Vacancy Management

Monitor and manage staffing needs across the district.

• Track vacancies, staffing trends, and hiring progress
• Forecast staffing needs based on enrollment and program changes
• Develop proactive strategies to address staffing shortages

Data Monitoring and Continuous Improvement

Use data to evaluate and improve recruitment and hiring systems.

• Analyze recruitment and hiring data (time-to-fill, candidate quality, retention)
• Identify trends and areas for improvement
• Provide regular reports to Talent leadership and district administration

Compliance and Certification Oversight

Ensure all hiring practices comply with applicable laws and regulations.

• Verify certification and credentialing requirements
• Ensure compliance with NJDOE regulations and district policies
• Maintain accurate hiring documentation

Cross-Departmental Alignment (NES Integration)

Ensure recruitment and hiring systems are aligned with district priorities.

• Collaborate with Instruction team to align hiring to instructional needs
• Partner with Data team to analyze workforce trends
• Align onboarding with Talent development systems

Other Duties

Perform such other duties as assigned by the Superintendent or designee in accordance with law and regulation.

Workflow and Operating Expectations

• Daily:
  • Hiring actions, candidate screening, and communication
  • Coordination with schools and hiring managers
• Weekly:
  • Candidate pipeline review
  • Vacancy tracking and staffing updates
  • Collaboration with Executive Directors and principals
• Monthly:
  • Analysis of hiring data and trends
  • Reporting to Executive Director of Talent Strategy and Performance

Accountability Measures

The Director of Talent Acquisition is directly accountable for:

• Timely staffing of all positions across the district
• Quality and effectiveness of new hires
• Strength and sustainability of candidate pipelines
• Reduction in vacancies and staffing gaps
• Alignment of hiring decisions to school performance needs

Core Competencies

• Talent acquisition and recruitment strategy
• Organizational and workforce planning
• Communication and relationship-building
• Data analysis and continuous improvement
• Equity and culturally responsive hiring practices
• Problem-solving and adaptability

Terms of Employment

Twelve-month position. Salary, benefits, and conditions of employment shall be in accordance with Board policy and applicable employment agreements.

Evaluation

Performance shall be evaluated annually in accordance with Board policy, administrative regulations, and district leadership evaluation procedures.

Reports To: Executive Director of Recruitment, Evaluation & Professional Learning

Supervises:
Recruitment team members, talent acquisition specialists, onboarding staff, and related personnel as assigned

Work Year: Twelve (12) Months

Classification: Non-Affiliated Administrator

Minimum Starting Salary: $120,000.00

Maximum Starting Salary: $150,000.00

Residency Requirement

Under New Jersey's "New Jersey First Act" (N.J.S.A. 52:14-7), all employees of New Jersey public school districts must maintain bona fide New Jersey residency as a condition of employment. Candidates must already reside in New Jersey or establish residency within the required timeframe after hire. Current employees who were hired on or before September 1, 2011areexemptfrom this requirement and may continue to reside outside the state. In limited circumstances, applicants may request a residency waiver through the state's Employee Residency Review Committee if they can demonstrate critical need or hardship; approval is not guaranteed. 

THE CAMDEN CITY SCHOOL DISTRICT IS AN EQUAL OPPORTUNITY/AFFIRMATIVE ACTION EMPLOYER 

(Pending availability of funds and Superintendent's approval)