Role Responsibilities

Talent and HR Strategies (50% of the time)

• Develops a multi-year vision for Talent and HR across the full employee life cycle

• Work with schools to prioritize designing and executing a talent strategy

• Provides vision and support for the scaling, integration, and refinement of data-driven Talent and HR systems and policies 

• Ensures strong collaboration, communication, and problem-solving orientation between Talent, HR, and school-based teams. 

• In collaboration with the schools’ teams, provides vision and support for new talent acquisition, pathway/pipeline programs, creative staffing models, and retention strategies.  

• Partners with the Managing Director of Equity and Schools’ teams on the development and implementation of aligned performance management systems 

• Addresses employee concerns as needed, resolves issues, and liaises with legal counsel.

• Ensures the school complies with applicable federal, state, and local laws and regulations

Strategic Planning and Execution (25% of the time)

• Sets and holds a vision of people excellence for the organization.

• Collaborates with the CEO and other members of the senior leadership team (SLT) to refine and implement strategic plans.

• Translates strategy into a clear and shared vision and actionable plans for excellent people strategy and management.

• Partner with the operations and finance team to ensure people strategy is financially viable over the long term.

Leadership and Management (25% of the time)

• Regularly reviews team structure to ensure resources are optimized to drive organizational strategy.  

• Manages the multilayered HR and Talent teams, ensuring coaching, development, and adherence to the full performance management cycle for all team members.  

• Ensures that the HR and Talent teams achieve outstanding results through strong planning, implementation of data-driven systems and processes, and exceptional communication and customer service to schools.  

• Supports leaders in direction-setting, change management, and budget oversight. 

• Models high expectations, a learning orientation, and a growth mindset with the team.   

• Promotes an inclusive culture that supports high retention and satisfaction of staff.  

Qualifications 

• Bachelor’s degree from an accredited education institution, Master’s degree strongly preferred.

• At least 10 years of related professional experience  

• At least 5 years in a leadership role including managing multilayered teams; managing a talent/HR team preferred preferably within a K-12 or non-profit

• Experience building talent/HR systems and teams from the ground up preferred

This search is managed by WorkTogether Talent Consulting (Formerly WorkMonger)