Fast Facts

The Managing Director of Regional Talent will lead strategic initiatives to enhance internal and external talent development at Commit, ensuring alignment with educational impact goals in Dallas County.

Responsibilities: Oversee talent acquisition, develop and execute comprehensive talent strategies, and enhance external partnerships to strengthen local and national talent pipelines.

Skills: Strong experience in talent acquisition, strategic leadership, data analysis, and collaboration with external partners, especially in educational settings.

Qualifications: 7+ years of experience in talent management, with a strong background in HR operations and leadership roles, preferably in educational non-profits.

Location: Position is based in Dallas, TX with potential for occasional travel required.

Compensation: $150000 - $182000 / Annually

Position Overview

The Managing Director of Regional Talent leads the organization’s comprehensive strategy to realize this vision—developing a thriving internal and external talent ecosystem that fuels collective impact. Alongside team members, this role ensures that Commit not only attracts, develops, and retains exceptional internal talent, but also strengthens the region’s broader talent capacity to lead transformational change across education systems. 

This position oversees Commit’s People Operations, Internal Talent, and External Talent Strategy workstreams, guiding initiatives that enhance organizational culture, leadership development, and regional partnership capacity. The Managing Director will collaborate closely with Commit’s executive team and external partners to position Commit and Dallas County as a national exemplar for purpose-driven talent and leadership development. 

Salary Range: $150,000-$182,000 + a bonus of up to 20%

Key Responsibilities 

1. Talent Strategy & Leadership 

• Develop and execute a comprehensive Regional Talent Strategy encompassing people operations, internal talent development, and external talent partnerships. 
• Serve as a strategic advisor to senior leadership on talent trends, workforce planning, and leadership development. 
• Integrate data-driven decision-making into all aspects of hiring, development, and retention. 
• Ensure that talent initiatives—internal and external—advance Commit’s mission and values. 

2. Oversight of Talent Acquisition & Hiring 

• Oversee all recruitment and hiring processes to attract top-tier, mission-aligned talent. 
• Systematize and increase the effectiveness of Commit’s hiring practices 
• Strengthen university and professional pipelines to support both Commit and the broader education ecosystem. 
• Develop and continuously improve tools and resources (e.g., hiring toolkit, referral incentives, onboarding systems) that improve hiring consistency and candidate experience. 

3. External Talent Strategy & Ecosystem Capacity Building 

• Build and expand partnerships with top-tier universities, Dallas-area high schools, and national programs to develop local and national talent pipelines. 
• Oversee Commit’s fellowship programs and identify opportunities to expand or create new fellowship programs in alignment with organizational needs  
• Design and implement short-term, project-based placements or externships that embed Commit staff in partner organizations to build mutual capacity and deepen regional alignment. 
• Strengthen external partnerships with philanthropic, academic, and civic institutions to grow regional leadership capacity. 
• Launch and maintain alumni engagement initiatives—including newsletters, events, and referral networks—to sustain long-term connections and recruitment pipelines. 

4. People Operations & HR Leadership 

• Collaborate closely with HR (People Operations) functions including compensation, benefits, compliance, employee relations, and HRIS systems. 
• Partner with the HR Director to maintain equitable, transparent, and data-informed HR policies and procedures. 
• Oversee the development of key HR metrics and dashboards to track progress on recruitment, retention, and engagement. 

5. Internal Talent Development & Retention 

• Strengthen professional growth opportunities through leadership programs, mentorship, and career mapping. 
• Oversee organizational learning systems, including onboarding, trainings, and ongoing professional development. 
• Implement structured career growth plans and stay conversations to support retention. 
• Foster a positive, mission-driven organizational culture through retreats, culture events, and recognition programs and monitor progress through semi-annual surveys. 

6. Data & Continuous Improvement 

• Establish and monitor key performance indicators across talent pipelines, fellowship outcomes, and HR operations. 
• Use data to refine recruitment strategies, improve diversity and inclusion outcomes, and strengthen organizational culture. 
• Report regularly to leadership and funders on progress toward workforce and talent goals. 

Qualifications

• 7+ years of experience in talent acquisition and partnerships, human resources, or workforce/talent development, with 3+ years in leadership roles. 
• Demonstrated success managing internal and external talent strategies, partnerships, and professional development initiatives. 
• Experience collaborating with external partners (universities, nonprofits, government entities) to strengthen regional or sector-based talent pipelines. 
• Proven ability to design and execute large-scale, systemic strategies that drive measurable improvement. 
• Demonstrated success in translating data and research into action that influences policy, practice, or resource allocation. 
• Strong understanding of best practices in HR operations, talent planning, and professional development. 
• Demonstrated ability to tailor messages to audiences and inspire action through storytelling, data, and relationship-building. 
• Demonstrated ability to build, mentor, and retain high-performing, diverse teams where staff feel valued, supported, and accountable to results. 
• Experience managing budgets and financial sustainability for multi-million-dollar program portfolios or departments. 
• Ability to think creatively and take “smart risks” that drive organizational learning and efficiency. 
• Demonstrated success in designing or improving systems and processes that enhance organizational performance and impact. 
• Proven record of cross-departmental collaboration and shared accountability for organizational health, culture, and impact. 
• Excellent communication, strategic thinking, and relationship-building skills. 
• Bachelor’s degree required; advanced degree in business, organizational development, or education policy preferred. 

Preferred Qualifications 

• Experience leading cross-sector talent partnerships or regional talent initiatives. 
• Knowledge of nonprofit, education, or collective impact environments. 

Language Skills

• Ability to understand sentences and frequently used expressions related to areas of most immediate.
• Ability to communicate in simple and routine tasks requiring a simple and direct exchange of information on familiar and routine matters.
• Ability to describe in simple terms aspects of his/her background, immediate environment and matters in areas of immediate need.

Knowledge, Skills and Abilities

• Ability to read and write in Standard English.
• Ability to establish and maintain cooperative working relationships with others.
• Ability to interact with persons of various social, cultural, economic, and educational backgrounds.
• Ability to listen perceptively and convey awareness.
• Ability to interact diplomatically with the public in a continuous public contact setting.
• Ability to work as part of a team and in a team environment.
• Ability to maintain level-headedness in the face of resistance and contrary opinions.

Work Environment

The Managing Director generally works in an office environment but may occasionally be required to perform job duties outside of the typical office setting. The noise level in the work environment is usually quiet to moderate. The employee is not exposed to any adverse environmental conditions.

About The Commit Partnership:

Our Mission

We believe that through our collective actions, Dallas County—which educates 10% of Texas and 1% of the nation—can become an inclusive and prosperous region where economic opportunity is shared fairly. That’s why our True North Goal is that by 2040, at least half of all Dallas County residents ages 25–34, irrespective of race, will have the opportunity to earn a living wage.

To increase living wage attainment, we must equitably increase educational success aligned with high-demand, well-paying jobs—maximizing the cumulative impact from early education through college, career, and military readiness to strong postsecondary completion. Our team aligns community stakeholders around this shared roadmap for the future, using data to surface strategic initiatives that improve policies, practices, and funding. Together, we work to address the systemic root causes that hinder progress and strengthen our community’s capacity to serve every student effectively.

Our Story

Founded in 2012, the Commit Partnership has grown into the nation’s largest educational collective impact organization, uniting more than 70 backbone team members and over 200 partners across Dallas County and Texas—all working together to address the systemic education challenges facing our region and state. Our team brings community stakeholders together around a shared roadmap for the future, using data and practitioner insights to inform effective policy solutions that accelerate progress toward our goals and strengthen our collective capacity to serve every student well.

Together, we advocate for an excellent public education that ensures all students—regardless of race, place, or socioeconomic status—can shape their own futures, earn a living wage, and share in the prosperity of the world’s eighth-largest economy. We pursue this mission through several key initiatives, including Early Matters Dallas, Dallas County Promise, the Texas Urban Council, and the Texas Impact Network.

True North Traits

Our True North Traits creates a mission-driven environment and champions us to do our best work each day.

Systemic Impact: You understand the barriers and lived experiences that our students face and are skilled at delivering systemic solutions at scale that address these needs. You achieve significant, sustainable results that increase equitable outcomes through your work (including the reallocation or improvement in public funding), and you recognize the difference between activity and impact.

Judgment: You exhibit a relentless “students first” focus by thinking strategically about what data must be collected, analyzed, visualized, and activated (and what steps must be taken, in what order) to cause resources to be reallocated and actions to be taken to systemically overcome the root causes hindering achievement of the Partnership's mission.

Communication: By listening to understand before seeking to be understood, you’re able to build trust and facilitate collaboration across lines of difference, recognizing that both are essential to our success. You are also able to find common ground with diverse stakeholders and can tailor the organization's message to different audiences as needed to influence meaningful change.

Innovation: You can create or meaningfully contribute to the design and execution of a systemic and transformational strategic plan to solve complex problems, often at scale, that improves organizational effectiveness and/or closes equity gaps for our students and families.

Equity and Inclusion: You intentionally create spaces where relevant stakeholders have a seat or voice at the table, ensuring that each person at the table's thoughts and perspectives are shared, valued by all others at the table, and reflected in our work. You're excited to help build and/or contribute to teams where everyone feels welcomed, respected, valued, and highly supported.

Joy: You recognize that people are central to our work, striking a balance between people and process, and you inspire others with your optimism and thirst for substantive change in service to the mission.

Integrity: You admit mistakes openly, share learnings widely, and elevate bad news quickly, also capable of making difficult decisions in all situations to ensure the success of the organization.

The Commit Partnership is an Equal Opportunity Employer that seeks to hire individuals with backgrounds similar to that of the stakeholders they serve. As an organization that embraces equity and inclusion, all employment decisions are based on business needs, job requirements and individual qualifications, without regard to race, color, religion or belief, national, social or ethnic origin, gender, age, sexual orientation, gender identity and/or expression, marital, civil union or domestic partnership status, or any other status protected by federal, state, or local laws.

Commit does not sponsor visas of any kind.