Managing Director of Talent
- Start Date: Immediate opening
- Department: Regional Support and Leadership
KIPP Delta is part of the nation-wide KIPP non-profit network of 242 college-preparatory, public charter schools educating early childhood, elementary, middle, and high school students. We are excited that KIPP Delta will serve over 1,200 students in Helena and Blytheville, AR in the 2022-2023 school year.
The Managing Director of Talent (MDT) is a key member of KIPP Delta’s leadership team and reports to the Executive Director (ED). The MDT is responsible for ensuring KIPP Delta Public Schools has best in class recruitment and retention, onboarding, employee experience, human relations, performance management, and staff recognition programs. S/he will ensure KIPP Delta has the strategy, supports, policies, processes, and systems necessary to accelerate our collective progress towards our mission. The MDT is responsible for comprehensive talent strategy for the region and will lead strategic initiatives to ensure that KIPP Delta Public Schools is a great place for teachers and staff to work. The MDT will lead and oversee the Talent Team’s collaboration with departments on initiatives of organizational importance, such as teacher retention and compensation, career pathways, teacher and leader development, diversity and cultural competence, human resources, employee recruitment and retention, employee experience, and succession planning. The MDT’s core responsibilities include:
Regional and Departmental Thought Leadership and Strategic Planning
- Serves as thought partner to the ED and other senior leaders on regional and departmental issues, particularly as they relate to people sustainability and success
- Plays key role in establishing and refining KIPP Delta’s short and long-term regional plans; assists in the assessments of plans and strategies to determine feasibility and sustainability, particularly as they relate to people sustainability and success
- Craft and execute on an integrated vision and strategic plan for talent at KIPP Delta Public Schools, from organization-wide strategic initiatives to essential workforce policies and practices. This vision and strategic plan should integrate and align the full talent spectrum with KIPP’s organizational goals and values, encompassing the following: attracting, recruiting, selecting, developing, on-boarding, individual learning, leadership development, performance evaluations, career-paths, employee experience and engagement, organizational culture, succession-planning, awards, and separations.
- Develop standard KPIs and accountability systems to drive performance and measure success for the talent team
- Sets realistic, yet, aggressive timeframes for achieving organizational goals
- Regularly report to the Board on key operational matters
- Analyze talent data to make region-wide and school-specific recommendations
- Manage the talent recruitment team to develop all necessary systems and guidelines for efficient and effective recruitment and selection processes across all roles to bring in top talent
- Ensure all managers are trained on KIPP Delta’s hiring process for school-based employees
- Provide resources to hiring managers for best hiring practices
- Establish and manage consistent feedback loop between the recruitment team and hiring managers to ensure efficient and effective hiring practices
- Strengthen the connection teammates have to the organization and the mission. Promote a culture that ensures high retention of staff.
- Collaborate closely with hiring managers to facilitate strong staff satisfaction and retention through the integration and alignment of effective performance management systems, response to staff satisfaction/engagement surveys and exit interview data, and the implementation of high quality talent development systems
- Facilitate a positive team environment by overseeing celebrations, response to staff satisfaction data and feedback, the performance management cycle, and an office culture that promotes responsibility, collaboration, optimism, and a focus on results.
- Develop compensation, benefits, rewards and recognition, and retention strategies aligned with our philosophy and talent strategy
- Ensure feedback loops are establish via employee surveys, campus visits, exit interviews, etc.
- Propose and/or enact changes to policy/practice to improve employee experience
- Set and execute on a vision for talent development at KIPP Delta
- Help ensure training and professional development opportunities reinforce KIPP Delta’s belief in educational equity, recognizing the influence of race, identity, language, and economic privilege as it pertains to staff recruitment, employee satisfaction, talent development, and selection of leaders, and working to counteract implicit bias that might inhibit the same through professional development and improved talent and human resources strategies
- Review, analyze, revise, and oversee existing org-wide performance management system, ensuring all employees have annual goals which connect to the work our staff does day in and day out, as well as, our annual operating metrics, core values, and individual growth goals, mid-year progress checks, and end-of-year evaluations
- Partner with Chief Academic Officer and hiring managers to infuse management training and a talent development strand into staff development and coaching; manages to accountability for succession planning
- Ensure that we are tracking and moving people systematically through leadership pipelines to facilitate the stability and success of our schools and central office
- Lead Talent Review processes to align on leadership trajectories and support talent development.
- At the Central Office, systematically enhance leadership and managerial capability through differentiated trainings, coaching, and support
- Manage HR team and work with the team to develop all necessary systems and guidelines for efficient and effective human resources processes, from on-boarding to separation
- Set vision for talent onboarding and create a unified onboarding experience for all new employees, aligned to our mission, vision and values, improving processes from offer acceptance to on-boarding
- Manage teacher licensure to 100% compliance, including supporting teachers to become licensed via the various Arkansas pathways
- Lead personnel policy and employee handbook review and development, ensuring that key stakeholders have a voice in the process
- As needed, facilitate training and communication around personnel policies and practices
- Create and oversee policies, systems, and processes which support managing to positive resolution and liaise with legal counsel as necessary regarding workplace protocols, complaints, and employee grievances and separations.
The ideal candidate will possess the following qualifications:
- 7+ years of management experience, with success overseeing at least one of the following functional areas: talent recruitment, talent development, human resources, strategic planning, human capital
- Prior experience in strategic projects and cross-functional strategy is required
- Prior experience in drafting and revising policy, preferred
- Deep understanding of the value of people, building and scaling systems, and how to unlock employee’s full potential in an entrepreneurial, mission-driven organization, ideally in an education setting
- Strong interpersonal skills with a demonstrated ability to build consensus, facilitate collaboration, problem-solving, and manage conflict among varied stakeholders
- Ability to clearly analyze data and communicate key insights
- Strong organizational skills and attention to detail, with a demonstrated ability to work independently in a fast-paced environment, lead multiple projects, achieve success within stated deadlines.
- Exceptional verbal and written communication skills.
- A track record of leading, motivating and developing high performing teams ideally across diverse functions.
- Ability to define operational issues clearly despite ambiguity, provide sound recommendations, and take all critical information into account when making timely, tough decisions.
- Bachelor’s degree with equivalent work experience required. HR certification (or the willingness) to obtain certification, is preferred.
Salary will be commensurate with experience. KIPP Delta's salary schedule is available on our website, under "State Required Information."
KIPP Delta is committed to creating a diverse, equitable and inclusive environment for all of our students, families, teachers, staff and community members. As an equal opportunity employer, we hire without consideration to race, religion, creed, color, national origin, age, gender, sexual orientation, marital status, veteran status or disability.