IRVING INDEPENDENT SCHOOL DISTRICT
SENIOR EXECUTIVE OF ORGANIZATIONAL STRATEGY & IMPACT
WAGE/HOUR STATUS : Exempt
FUNDING SOURCE: Local
REPORTS TO: Superintendent of Schools
PAY GRADE: Admin Professional 10 (230 days)
DEPARTMENT: Organizational Strategy & Impact
DATE REVISED: August 2026
This position is eligible for a Letter of Assurance
PRIMARY PURPOSE: The Senior Executive of Organizational Strategy & Impact provides enterprise leadership for organizational health, leadership capacity, strategic planning and execution, and performance measurement. Reporting directly to the Superintendent, the position serves as the Superintendent's advisor on enterprise strategy and organizational effectiveness and as a systems leader responsible for determining how healthy the organization is, how effectively leaders are developing, whether District priorities are being implemented with fidelity, and whether programs and initiatives are producing intended results.
The Senior Executive leads cross-functional strategy and improvement work; establishes systems for organizational diagnostics, leadership development, implementation monitoring, evaluation, and executive scorecards; provides executive oversight of Strategic Compensation and Irving Measures of Excellence; and supervises the Executive Director of Performance Outcomes and Data to ensure the department’s accountability, assessment, analytics, research, school improvement, and planning functions are aligned with District priorities and provide actionable information to District leadership.
QUALIFICATIONS: Minimum Education/Certification:
Master's degree from an accredited university in education, organizational leadership, public or business administration, research, program evaluation, data analytics, or related field.
Doctorate in a related field preferred.
Texas Superintendent Certification preferred.
MINIMUM EXPERIENCE:
Five years of increasingly responsible executive or senior-level leadership experience in a large public education agency or similarly complex organization.
Demonstrated success leading teams and enterprise initiatives involving strategic planning, organizational effectiveness, leadership development, performance management, data analytics, assessment, accountability, research, or program evaluation.
Experience translating complex data and organizational findings into clear recommendations, decisions, and action plans for executive leaders and governing boards.
Experience building systems, developing leaders, managing change, and coordinating work across organizational boundaries.
Central office leadership and supervision experience in a public school district strongly preferred.
SPECIAL KNOWLEDGE, SKILLS, AND ABILITIES:
Advanced knowledge of strategic planning, strategy execution, organizational development, continuous improvement, change management, and performance management.
Strong understanding of organizational culture, employee engagement, leadership development, succession planning, and adult learning.
Knowledge of strategic compensation, performance-based recognition systems, effectiveness frameworks, and the organizational conditions necessary for fair, clear, and sustainable implementation.
Knowledge of state and federal requirements related to student assessment, accountability, school improvement planning, educational data, and compliance reporting.
Strong analytical and systems-thinking skills, including the ability to connect data, organizational conditions, leadership practices, implementation quality, and outcomes.
Demonstrated skill in organizational diagnostics, survey design, program evaluation, research methods, scorecard development, data visualization, and presentation of findings.
Ability to lead through influence, facilitate executive and cross-functional teams, build consensus, resolve conflict, and establish clarity in complex or ambiguous environments.
Ability to establish priorities, measures, owners, milestones, decision points, and accountability structures for major District initiatives.
Exceptional written, oral, presentation, facilitation, and interpersonal communication skills.
Ability to build and sustain high-performing teams, develop talent, provide actionable feedback, and hold self and others accountable for results.
Ability to exercise sound judgment, discretion, diplomacy, and confidentiality in sensitive organizational matters.
Commitment to educational excellence, equity, continuous learning, ethical leadership, and high levels of achievement for all students.
Fluency in Spanish preferred.
MAJOR RESPONSIBILITIES AND DUTIES:
STRATEGIC LEADERSHIP AND EXECUTION:
Serve as the Superintendent's advisor on enterprise strategy and organizational effectiveness, providing analysis, interpretation, recommendations, and decision support related to the District's strategic direction and organizational performance.
Lead the development, implementation, monitoring and periodic refinement of the District strategic plan and defined enterprise-performance priorities, translating them into clear outcomes, measures, owners, milestones and review cycles.
Establish enterprise review cycles and accountability systems for the strategic plan and organizational performance that identify progress, barriers, dependencies, risks, resource needs, and required decisions.
Lead the strategy, measurement and evaluation components of high-priority cross-functional initiatives involving organizational improvement, as assigned by the Superintendent, while responsible division leaders retain operational ownership. Monitor alignment among District initiatives, division plans, campus improvement efforts, budgets, and resource allocation.
ORGANIZATIONAL HEALTH AND EFFECTIVENESS:
Develop and lead an enterprise approach to assessing organizational health, including culture, engagement, trust, role clarity, collaboration, decision-making, communication, and organizational effectiveness; oversee diagnostics and translate findings into actionable priorities.
Partner with leaders to develop, monitor, and evaluate improvement plans, remove systemic barriers, and coordinate needed resources or policy and process changes.
Review organizational structures, decision rights, workflows, meeting routines, and cross-functional processes; recommend improvements that strengthen service, efficiency, accountability, and outcomes.
Develop organizational-readiness, implementation-support, feedback and sustainability strategies for major District priorities; coordinate related communication with the Chief of Staff, Marketing and Communications, and responsible division leaders. Promote a culture of reflection, learning, psychological safety, innovation, and shared responsibility for continuous improvement.
LEADERSHIP DEVELOPMENT AND SUCCESSION:
Develop and maintain an enterprise leadership framework that defines the mindsets, behaviors, and competencies leaders need to advance the District's mission, strategic plan, and culture.
Lead systems for leadership pipelines, executive development, principal leadership systems, succession planning, and continuity for mission-critical roles.
Assess organizational leadership capacity and use identified needs and gaps to guide differentiated development, coaching, mentoring, cohort learning, and executive learning.
Partner with Human Resources to align leadership capacity-building with talent systems and succession processes, and with Academic Leadership to align principal development with instructional priorities.
Establish measures of participation, application, behavior change, team effectiveness, retention, readiness, and organizational impact to evaluate leadership development efforts.
Build the capacity of supervisors to set clear expectations, provide effective feedback, develop employees, address performance concerns, and create strong team conditions.
STRATEGIC COMPENSATION AND IRVING MEASURES OF EXCELLENCE:
Provide executive oversight for the District's Strategic Compensation program and Irving Measures of Excellence through the supervision and development of the Strategic Compensation Project Manager, ensuring alignment with District priorities and applicable requirements.
Establish and lead cross-functional governance for Strategic Compensation in partnership with Human Resources, Academic Leadership, Finance, Legal, Technology, Communications, Performance Outcomes and Data, and other affected departments.
Oversee the design and refinement of educator and leader effectiveness frameworks, ensuring measures, business rules, data sources, validation processes, calculations, timelines, and decision protocols are clearly defined, consistently applied, documented, and auditable.
Coordinate implementation plans, training, communication, leader support, stakeholder feedback, and issue-resolution processes so employees receive timely, accurate, and understandable information.
Monitor implementation quality and evaluate the impact of Strategic Compensation on recruitment, retention, professional growth, recognition, increased earning opportunities, leadership capacity, and organizational performance; recommend adjustments based on evidence and feedback.
PERFORMANCE OUTCOMES, DATA, AND IMPACT:
Provide executive oversight of Performance Outcomes and Data through the supervision and development of the Executive Director, ensuring department responsibilities align with the District’s strategic plan, Superintendent priorities, and expectations for accurate, timely, secure, and actionable data.
Lead the design and continuous refinement of a District effectiveness model, including common performance measures, executive scorecards, and review processes for assessing District, division, program, and initiative effectiveness.
Interpret performance data and evaluation findings to advise the Superintendent regarding the continuation, refinement, expansion, or discontinuation of District programs and initiatives.
In coordination with the Chief of Staff, develop the goals, measures, evidence, analyses, and progress reports needed to support the Superintendent evaluation process and reporting to the Board of Trustees.
EXECUTIVE COLLABORATION, GOVERNANCE, AND COMMUNICATION:
Serve in an advisory capacity to the Superintendent’s Cabinet, providing enterprise-level analysis, performance insights and recommendations related to strategic implementation, organizational effectiveness and the assigned portfolio.
Partner closely with the Chief of Staff by providing implementation updates, performance analyses, risk assessments, and recommendations related to District priorities and cross-functional initiatives; support the Chief of Staff's coordination of the Superintendent's executive agenda, Cabinet follow-through, and matters requiring Superintendent action.
Prepare and present clear reports, scorecards, analyses, briefings, and recommendations related to the assigned portfolio for the Superintendent, Board of Trustees, District leadership, staff, and community stakeholders.
Collaborate with District leaders to research, interpret, and support implementation of policy, legislative, regulatory, and accountability changes related to the portfolio.
Facilitate cross-functional planning, problem-solving, and decision-making related to the assigned portfolio and strategy implementation.
Maintain effective working relationships with Board members, administrators, employees, families, community partners, advocacy groups, and professional organizations, and represent the Superintendent or District on matters related to the assigned portfolio as directed.
PERSONNEL AND RESOURCE MANAGEMENT:
Select, supervise, develop, and evaluate assigned personnel; establish clear performance expectations, provide coaching and feedback, address performance concerns, and build cohesive, service-oriented teams.
Develop and manage assigned budgets and resources in alignment with District priorities, policy, and sound fiscal stewardship.
Ensure that portfolio operations, records, contracts, and activities comply with applicable law, regulation, Board policy, and administrative procedures.
OTHER FUNCTIONS: Perform other related duties as assigned for the purpose of ensuring the efficient and effective functioning of the work unit and advancing District priorities.
SUPERVISORY RESPONSIBILITIES: Directly supervises and evaluates the following positions:
Executive Director of Performance Outcomes and Data
Strategic Compensation Project Manager
Other personnel assigned to the Office of Organizational Strategy & Impact
WORKING CONDITIONS:
Mental Demands/Physical Demands/Environmental Factors: Maintain emotional control and exercise calm reasoning and problem-solving skills while under stress. Communicate effectively in written and verbal form; collaborate with others; listen well; and work as a team member. Interpret and communicate applicable law, regulation, policy, and technical information; analyze data; exercise independent judgment; set priorities; and meet deadlines. Operate computer and standard office equipment, sit for extended periods, travel frequently within the District, and work occasional prolonged or irregular hours. Occasionally lift or move materials weighing up to 40 pounds.
Safety: Contribute to the prevention of accidents and injuries by observing safety rules and District policy, applying principles and skills taught in safety training, using required personal protective equipment, reporting injuries and incidents promptly, and supporting ongoing efforts to maintain a safe workplace.
The information contained in this job description is for compliance with the Americans with Disabilities Act (ADA), and the foregoing statements describe the general purpose and responsibilities assigned to this job and are not an exhaustive list of all responsibilities, duties, and skills that may be required. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
