Description

Posting Information: 

This position will remain open until filled. The first screening of applications will take place at 8 a.m. on Friday, April 24, 2026. Applications received after that date may be reviewed and considered as they are received. An essential function of this position is the ability to work in person and physically report for work on site.

Job Summary:

The Supervisor of Administrative Talent Development is responsible for the design, implementation, and oversight of comprehensive development, onboarding, orientation, induction, and succession planning programs for administrative staff. This role includes managing succession planning, implementing leader tracking systems, and developing career ladders to build a robust pipeline for critical administrative positions. The Supervisor oversees and supports division-wide administrative induction and development programs, including those serving novice principals and assistant principals, and provides leadership development learning opportunities for eligibility pools to ensure administrative staff are well prepared for their current roles and future career advancement. 

Essential Responsibilities Specific to this Job:

• Designs, implements, and oversees division-wide administrative onboarding and induction programs for all newly hired or newly promoted school-based and central office administrators, ensuring consistent and high-quality experiences.
• Leads the development and continuous improvement of structured induction experiences across the first few years of administrative service, addressing instructional leadership, operational management, processes, compliance, equity, and organizational culture.
• Designs, oversees, and evaluates developmental programs for novice and early-career principals and assistant principals, with intentional support during critical transition and early leadership stages.
• Establishes and monitors differentiated administrative development pathways aligned to career stages (e.g., aspiring leaders, novice administrators, developing leaders, and experienced administrators).
• Collaborates with instructional leadership, school support, and central office departments to ensure coherence between administrator induction, performance evaluation, professional learning, and leadership expectations.
• Oversees the development and delivery of professional learning curricula supporting administrative eligibility pools, leadership readiness, and advancement.
• Designs, implements, and evaluates initiatives that enrich and diversify administrative hiring pools in alignment with division leadership competencies and future workforce needs.
• Builds and maintains leadership pipeline systems that identify, develop, and track administrative talent from entry into leadership through advancement and long-term career progression.
• Leads the design, implementation, and continuous refinement of succession planning frameworks, including monitoring readiness, career progression, and placement outcomes for critical administrative roles.
• Supports the creation and implementation of operational leader tracking and management systems to monitor administrator onboarding, development, promotions, and succession readiness.
• Evaluates program effectiveness and informs continuous improvement through the use of data-informed analysis and stakeholder feedback.
• Collaborates with administrative employment, recruitment, and talent management teams to align induction, development, and succession efforts with hiring practices and leadership competency frameworks.
• Builds and sustains partnerships with universities and professional organizations, serving as a liaison for graduate programs, administrative internships, and leadership preparation initiatives.
• Collaborates with appropriate departments to support strategic marketing and branding efforts that position PWCS as an employer of choice for current and aspiring administrators.
• Provides leadership and direction to the administrative talent development work team, fostering a culture of collaboration, accountability, innovation, and continuous learning.

Requirements

Three years of Human Resources and/or educational administrative and supervisory experience required; five years school building administrator experience is highly desired. Equivalent experience in extensive leadership roles.  Some portion of experience in supporting adult learners through program design and facilitation within K-12 or comparable educational settings.  Virginia Administration & Supervision PreK-12 licensure endorsement is required.

Knowledge, Skills, Abilities, and Behaviors:

• Knowledge of principles and practices of public-school administration, employee evaluation systems, and manipulation of data to monitor trends and statistical variances
• Demonstrated expertise in providing professional learning experiences and building leadership capacity, with excellent leadership management, communication, and interpersonal skills
• Ability to work collaboratively across all departments within the organization while maintaining a high level of professionalism and confidentiality
• Application and practical knowledge in a school leadership position
• Extensive knowledge in best practices that support onboarding and induction of administrators
• Demonstrated knowledge and application of adult learning theory
• Knowledge and understanding of standards-based curricula, research-based and culturally responsive instructional practices, and the interpersonal skills needed to facilitate the development of those capacities in others
• Excellent writing, speaking, presentation, and interpersonal communication skills
• Experience in modeling effective leader behavior to adult learners in a variety of settings
• Skills to plan and conduct small (25 to 100 individuals) and large-scale (800 or more individuals) professional development training and/or experiences
• Interpretation and use of program evaluation data
• Ability to work under pressure and effectively manage and complete multiple tasks with competing deadlines and priorities
• Proficient use of various electronic tools to support learning and to make work more efficient
• Ability to design, implement, evaluate, and reflect upon professional learning opportunities for all levels of educational and departmental leaders
• Knowledge and experience implementing the Professional Performance Process for both school and division leaders
• Knowledge of effective use of technology in the delivery and monitoring of professional development programs; and support of division-wide processes to support succession planning
• Skills in budget development and management
• Ability to supervise and evaluate personnel and facilitate small groups
• Strong team organizational skills with attention to detail