Director of Position Control

Description

Director of Position Control

Mission

The Director of Position Control is responsible for leading the design, build-out, maintenance, and governance of the organization’s position control infrastructure as IDEA transitions to and operates within Workday. This role ensures that job profiles, positions, and staffing structures are accurate, auditable, compliant, and scalable — serving as the operational backbone for staffing execution, reporting, and workforce planning.

While this role does not own budgeting or financial modeling, the Director is expected to understand the financial implications of staffing decisions and serve as a close strategic partner to Finance, FP&A, and Financial Modeling counterparts. The focus of this role is position integrity, staffing logic, compliance, and system stewardship; aligning with our financial team’s requirements.

This role reports directly to the Managing Director of Staffing Logistics and Modeling and operates within a highly cross-functional ecosystem spanning Talent Acquisition, Compensation, HRIS, Payroll, State Reporting, Enrollment, and Finance.

Supervisory Responsibilities

• Directly manage position control team members (Position Control Analysts) responsible for position creation, maintenance, auditing, and reporting
• Establish clear operating rhythms, workflows, and accountability structures for position control work
  
  

Location:

This is a full-time remote position based in Texas, with preference given to candidates who live in Austin, El Paso, Houston, Permian Basin (Midland/Odessa), Rio Grande Valley, San Antonio, and Tarrant County (Fort Worth), or who are willing to relocate.

Travel Expectations

Up to 30% of the time during the busiest parts of the year.

Essential Duties

What You’ll Do – Accountabilities

Position Control Strategy & Governance

• Own the organization-wide position control framework, ensuring clarity, consistency, and compliance across all schools, regions, and entities
• Define and enforce standards for position creation, modification, inactivation, and historical tracking
• Serve as the organizational authority on position definitions, job architecture alignment, and position lifecycle management
• Partner with HR Compliance, Grants, and State Reporting[JR1.1] teams to ensure position data supports federal, state, and grant-based reporting requirements
  
  

Workday Job Profiles & Position Management

• Lead the build-out, maintenance, and long-term governance of job profiles and positions in Workday
• Ensure strong data integrity between job profiles, positions, worker assignments, and downstream systems (payroll, reporting, analytics)
• Design and document scalable workflows for position creation and changes, aligned to staffing cycles and enrollment timelines
• Act as the primary Workday position control subject-matter expert during and after HCM implementation
  
  

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Staffing Models, Logic, & Enrollment Alignment

• Maintain and operationalize staffing models in partnership with the Managing Director of Staffing Logistics and Modeling
• Update and manage staffing logic statements, assumptions, and metrics to ensure alignment with real-time enrollment data throughout the year
• Ensure staffing models translate cleanly into executable positions within Workday
• Monitor variances between modeled staffing and actual positions, identifying risks, inconsistencies, or compliance gaps
  
  

Data Accuracy, Compliance, & Reporting

• Establish rigorous auditing processes to ensure position data is accurate, complete, and defensible
• Ensure position control data supports payroll accuracy, headcount reporting, and state/federal submissions
• Develop dashboards and reporting tools that provide transparency into position status, vacancies, overages, and staffing health
• Partner closely with State Reporting, HRIS, and Payroll to resolve discrepancies and prevent downstream errors
  
  

Cross-Functional Partnership (Non-Financial Ownership)

• Partner extensively with Finance, FP&A, and Financial Modeling teams to: – Translate staffing models into position-level execution
• Assess the financial impact of position changes (alongside Finance partners)
• Ensure alignment between approved staffing plans and active positions
• Collaborate with Compensation to ensure positions align to job architecture and pay structures
• Support Talent Acquisition teams by ensuring positions are available, accurate, and aligned to hiring plans
  
  

Continuous Improvement & Change Leadership

• Identify opportunities to streamline position control workflows, reduce manual effort, and improve system reliability
• Lead change management related to new position control processes, Workday enhancements, or staffing model updates
• Train internal stakeholders on position control standards, processes, and expectations
• Document institutional knowledge to support long-term scalability and continuity
  
  

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Additional Duties And Responsibilities

• Additional duties as assigned.
  
  

Knowledge and Skills – Competencies

• Make Strategic Decisions: This team member uses data and trends to drive decisions that impact multiple teams, while anticipating risks and planning contingencies for key initiatives. They apply strategic frameworks to clarify challenges and guide coherent action, and they actively support others in strengthening their strategic thinking and decision-making capabilities.
• Manage Work and Teams: This team member builds and maintains systems to track progress toward team goals, ensuring clarity through defined roles and responsibilities. They implement structured processes that support smooth team operations and strategically allocate time and resources to drive goal achievement.
• Grow Self and Others: This team member uses data to assess development needs and designs learning opportunities that align with team goals and individual career growth. They model a growth mindset by being open about their own development and ensure that both personal and team-led learning initiatives are impactful and well-aligned with organizational priorities.
• Build a Culture of Trust: This team member builds trust and drives positive engagement across multiple groups, as reflected in strong feedback and survey results. They proactively address concerns, model transparency and authenticity, and foster collaboration through open, honest communication and shared ownership.
• Communicate Deliberately: This team member communicates a clear and compelling vision that aligns team efforts with organizational goals. They proactively identify and address communication gaps across workstreams, implementing solutions to enhance coordination, while anticipating and resolving stakeholder concerns before they surface.
  
  

Additional Skills

• Systems thinking with strong attention to data integrity and downstream impacts
• Ability to translate complex staffing logic into executable system structures
• Strong cross-functional influence without direct budget ownership
• High comfort operating in ambiguity during system and process transformation
• Makes sound decisions using data, audit findings, and stakeholder input
• Builds clear operating mechanisms and scalable processes
• Develops team capability and institutional knowledge
• Communicates deliberately across technical and non-technical audiences
• Builds trust through consistency, clarity, and follow-through
  
  

Required Education And Experience

• Bachelor’s Degree in Business, HR, Operations, Data Analytics, or related field
• 5+ years of experience in position control, workforce operations, HR systems, or staffing analytics

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• 3+ years of experience leading or owning a position control process
• Hands-on experience with HRIS platforms (Workday strongly preferred)
• Experience operating in large, complex, multi-entity organizations
  
  

Preferred Education And Experience

• 7 years of supervisory experience leading and directing a position control team.
• 5 years of experience conducting position control analysis and management in the education industry.
• Experience in K–12 or similarly regulated environments
• Prior involvement in HRIS or HCM implementations
• Experience partnering closely with Finance Models
• Advanced experience with reporting tools (PowerBI, dashboards, audits)
  
  

Physical Requirements

• Sedentary position with standard office or remote work expectations
  
  

What We Offer

Compensation & Benefits:

Salaries for people entering this role typically fall between $98,200 and $115,900, commensurate with relevant experience and qualifications and in alignment with internal equity. This role is also eligible for performance pay based on organizational performance and goal attainment.

Additionally, we offer medical, dental, and vision plans, disability, life insurance, parenting benefits, flexible spending account options, generous vacation time, referral bonuses, professional development, and a 403(b) plan. You can find more information about our benefits at https://ideapublicschools.org/careers/benefits/.

• IDEA may offer a relocation stipend to defray the cost of moving for this role, if applicable.
  
  

Application Process

Submit your application online through Jobvite. Please note that applications will be reviewed on an ongoing basis until the position is filled. Applicants are encouraged to apply as early as possible.

Learn more about IDEA

At IDEA the Staff Experience Team uses our Core Values to promote human connection and a culture of integrity, respect, and belonging for all Team and Family members. Learn more about our Commitment to Core Values here: https://ideapublicschools.org/our-story/#core-values