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Director, Talent Management

This is a full-time position with a flexible location, preferably in Nashville.

Position Description:

As the Director,Talent Management, you will lead the growth of our team of educators supporting great instruction and learning outcomes in schools and districts across the country.  In the next five years, we need your help growing from 50 team members to more than 100, enabling us to partner with school systems serving more than 500,000 students.  In this role, you will support our team in finding, recruiting, selecting and supporting the success of a diverse group of exceptional candidates and team members. You will be responsible for projecting staffing needs, supporting managers’ creation and execution of talent recruitment and competency development plans, managing the hiring process and facilitating the cultivation of a team culture and management practices that increase candidates’ and team members’ positive, inclusive and career advancing work experience in service to Instruction Partners’ mission.

In addition, you will directly and with the support of a Talent Lead or Coordinator implement key human resources administration tasks, including background checks, candidate application and selection process management via our online application platforms Jazz and LinkedIn, and support employee record-keeping and payroll and benefits administration via our online HR platform TriNet Passport. You will also support cross-organizational projects and committees to advance organizational development (OD) priorities.

This role reports to the Chief of Organizational Development and will work closely with the executive leadership team and managers to accomplish our talent acquisition and management goals. The Director of Talent Management supervises a Talent Lead and works collaboratively with other OD Team Leaders: he Director of Organizational Effectiveness and Managing Director of Finance and Administration. Effective July 2019, the Director of Talent Management and Director of Organizational Effectiveness will hire and co-manage an OD Coordinator to support internal coordination and talent operations.

Responsibilities:

Workforce and Career/Succession Planning

  • Work with organization and team leaders to assess, monitor and report current and future team staffing, competency and capacity-building needs
  • Facilitate optimal utilization of talent throughout the organization
  • Design and facilitate processes in collaboration with the Director of Organizational Effectiveness and team leaders to develop and support managers’ implementation of career development and succession plans for all roles

Talent Cultivation and Recruitment

  • Leverage team members’ professional and personal networks to build a robust pipeline of prospects for future roles with a specific focus on increasing the diversity of applicants
  • Source and cultivate talent prospects throughout the year both within and outside our current networks
  • Develop and maintain a tracking system for cultivating prospects for full and part time employee and contract roles
  • Work in collaboration with hiring managers to design and implement inclusive, competency-based talent cultivation, recruitment and selection processes for all open positions

Hiring Management

  • Manage the job posting, recruitment and selection process to ensure that hiring targets are achieved
  • Support hiring managers in developing strong job descriptions, candidate profiles, selection materials and interview participation to ensure a rigorous and inclusive recruitment and selection process
  • Ensure timely and effective communications to candidates throughout the selection process
  • Conduct initial screening of candidates directly and via assignment to other OD team members
  • For open and upcoming roles, monitor and report key talent acquisition metrics (leading and lagging)
  • Regularly lead the collaborative step back, review and improvement of our cultivation, recruitment and selection tools and processes

Onboarding, Management Development, Succession Planning

  • Plan and facilitate in collaboration with hiring managers and the Onboarding Committee our New Hire Orientation process; manage employee onboarding project tasks for all new hires
  • Execute internal communications, training and materials development to increase managers’ effectiveness in hiring processes, performance development, team member engagement, team culture cultivation, and career/succession planning 
  • Collaborate with the Director of Organizational Effectiveness and team leaders to determine prioritized team member capacity-building needs
  • Create and execute effective and efficient strategies to support team members’ fulfillment of their prioritized capacity-building needs leveraging the 70-20-10 professional development approach: job-embedded learning experience and skills practice (70%), mentor and peer-coaching (20%), and independent/external study (10%)
  • Provide advice, guidance and direct support to managers regarding employee discussions on performance management and career development
  • Monitor and report key talent management metrics to inform staffing, performance development and culture management strategies

Human Resources Administration

  • Facilitate and monitor the fulfilment of employee background checks
  • Add, update, and monitor the completeness of open position and candidate application materials in our online recruitment platform, LinkedIn Recruiter, and hiring management platform, Jazz
  • Add, update, and monitor the completeness and accuracy of employee records in our online HR administration platform, TriNet HR Passport
  • Ensure proper handling and retention of employee information/ paperwork
  • Plan and lead upcoming HR projects to improve team members’ work experience and Instruction Partners’ HR compliance, efficiency and cost effectiveness, including but not limited to: in-sourcing benefits administration and assessing and adopting new HR technology resources
  • Other duties as needed to fulfill OD team priorities

Candidate Qualifications and Traits:

  • Knowledge of HR laws related to hiring, compensation, benefits and labor/employment relations
  • 8+ years of experience in HR and talent acquisition roles, preferably in entrepreneurial education organizations
  • At least 5 years of progressively-responsible experience supervising staff and leading teams with at least 3 years of experience training and supporting others in talent management strategies
  • Experience integrating diversity, equity and inclusion priorities in HR processes
  • Experience building rapport and positive relationships with team members and candidates with diverse personal and professional experiences and identities
  • Strong analytical and problem-solving skills evidencing the ability to think and act strategically
  • Engaging and compelling communications, both verbally and in writing; excellent listener
  • Professional experience and desire to work in a fast-paced, virtual work environment preferred
  • Professional experience working in K-12 school systems and/or nonprofit education support organizations preferred
  • Detail orientation, organization and ability to keep multiple projects moving forward concurrently
  • Ability to travel to Nashville and minimally around the country to cultivate candidates and facilitate trainings, including monthly New Hire Orientation

Compensation:

The starting salary range for this role is $80,000-99,750, depending on experience and state of residence.

Detailed information about the organizational compensation philosophy is available upon application. Competitive benefits and private retirement investment options are available, as well as a generous vacation policy.

Who We Are:

At Instruction Partners, we are a team of educators obsessed with instructional excellence. We dig deep into the often overlooked practical actions that power progress to learn what works, and translate it into support for schools and educators. We believe we can get better faster, together, and make every classroom a place of great learning that prepares students for successful, rewarding lives.

What We Do:

We work shoulder to shoulder with schools and educators to improve the quality of instruction in core academics. We don’t offer one-size-fits-all solutions or push particular programs. Instead, we get into classrooms together and work through a collaborative process, with a singular focus of improving student outcomes. We work in two ways: we partner with schools and districts to support academic growth, and we provide deep-dive professional development for educators.

Our Core Values:

•We are optimists: We believe that every student can succeed and that educators, with the right supports, can lead them to success. We aren’t scared of challenges, but have the courage and sense of possibility to overcome obstacles while holding high expectations and maintaining a sense of possibility for students, educators, and ourselves.

•We are learners: We know there are always ways to improve. We believe our long-term success is a result of how well we learn. We seek to understand the best of what is known, we reflect on successes and challenges and we always look for ways we can grow.

•We are big-hearted: We care deeply about each other and our work, and we know we can accomplish more together than alone. At all times, we communicate with kindness and empathy. We value diverse perspectives and honor individuality. We operate with no egos.

•We are relentless: We pursue excellence by setting ambitious goals, working hard to overcome obstacles and boldly trying new things to ensure each student learns at a high level.

•We are practical: We believe support should be thoughtful by meeting people, schools, and districts where they are. We look for ways to work smart, focus on the most relevant impact, and reduce friction to make it easier to take action.

•We are direct: We honor each other by being honest, even when it is difficult.  We are straightforward about what we know and what we do not. Our respectful directness allows us to align our relationships and conversations toward our shared goals.

Instruction Partners provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, Instruction Partners complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

 

 

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