Organizational Overview

Knowledge is Power Program (KIPP) North Carolina, is a network of eight tuition-free, college-preparatory public charter schools educating approximately 3,000 students in grades K-12 in Durham, Halifax, Northampton and Mecklenburg counties. At KIPP NC, we are committed to improving the life outcomes of North Carolina’s children through the delivery of culturally relevant curricula that are grounded in research, and clearing the paths that our students choose to follow by ensuring that they have the roadmaps and guideposts they need to arrive at success - however they define it.

KIPP North Carolina is also committed to building the pipeline of the state’s most talented and effective teachers and leaders through competitive compensation, integrated professional development lead by coaches and mentors, and resources they need to succeed, all rooted in core values that articulate our collectively designed organizational beliefs:

Pursue Excellence - 

We uphold high standards for our staff, and are committed to providing the necessary resources, training, mentorship and feedback to help each staff member not only meet, but exceed, expectations. We believe excellence is a habit and a sustained pursuit, not an endpoint.

Build Knowledge - 

We offer our educators robust school-based, regional and external professional development opportunities, before the start of and during the school year, designed to empower them with the latest teaching strategies and technology integration techniques. School Leaders and a statewide teacher development team provide professional coaching for school-based staff and foster collaborative learning, encouraging the exploration of effective teaching strategies and best practices.

Fight Injustice -

As a staff, we dismantle the white supremacy within our institution and deepen our own learning and understanding of anti-racism and Diversity, Equity, Inclusion and Belonging (DEIB) through providing organization-wide regular workshops designed to holistically guide us through the redesign of our workplace culture through the lens of liberation. Additionally, we train and prepare our educators to deliver culturally responsive curricula that respect learners' cultures and prior experiences, and acknowledge and value the legitimacy of different cultures, not just the dominant culture of a society. 

Spark Joy - 

We believe in publicly and privately acknowledging and celebrating the outstanding contributions of our staff, and recognize exceptional individuals across the region. We also understand the importance of fostering a positive and collaborative work environment. We organize monthly school-based staff outings to provide an opportunity for our team to unwind, socialize, and engage in activities that promote camaraderie and a sense of community.

Rise Together - 

We create space for our region to assemble and celebrate all successes - a space in which we strengthen community by embracing each other’s unique identities, and honoring the contributions that will allow us to lift as we rise in the years ahead. We believe Team always beats Individual. 

Who You Are

You are a talent professional who is passionate about creating equitable hiring experiences so that the best person is always hired for open roles and providing excellent candidate and client experiences. You may have experience in the education sector, but no matter what,  you’re passionate about providing all children with access to wonderful educational opportunities and creating joyful spaces for them to thrive believing that hiring the best educators is the vehicle for doing that. You are part of a small niche of people who both love to talk to people and figure out what makes them tick and are detail oriented, having strong systems to keep yourself organized.  You’re motivated by helping others to find their next great career opportunity and are excited to partner with Principals to keep their schools staffed.  You’re data driven - you seek data to track your progress and make pivots in your work and ground your work in data with stakeholders.

If this sounds like you, then we highly recommend you apply to join the Talent Acquisition Team!

The Role

The Selection Manager is a project manager who manages the talent life cycle from application to pre-boarding and reports to the Director, Talent Acquisition.  They are responsible for all facets of the selection process, wooing candidates to take offers, candidate management, client management, and may sometimes need to participate in tactical outreach activities (i.e. cultivation calls, sourcing, and career fairs).  They have two client groups - the candidates and the Principals with which they work.  For candidates, they must build relationships with them starting in the application stage (sometimes as prospects) and “date” them from application to hire ensuring they have a wonderful candidate experience no matter the outcome.  For Principals, they are the Talent expert, providing multiple options of top talent for open roles, recommendations and suggestions to support Principals’ hiring manager decisions, and partnering with Principals in the work.  They know their schools, all employees, and know what great Teaching, Social Working, School Nursing, and School Leading sounds, feels, and looks like.

Responsibilities

*percentages of time may fluctuate during the year depending on the season and are more of a guide 

Sourcing Candidates - 10% of time*

• Posting job opportunities within our ATS SmartRecruiters and keeping job postings fresh with correct language, updated information, and monthly reposting to keep them at the top of search results
• Collaborating with Outreach Manager to identify high quality prospects we want to convert into applicants
• Conducting some cultivation calls with highly sought after prospects that may turn into phone screens
• Conducting referral meetings on school campuses in partnership with Outreach Manager
• Attending Career Fairs or other events as necessary

Selection Process - 40% of time

• Managing the selection process for 40 - 60 vacancies YOY
• Executing every aspect of the selection process for a role (can be different depending on the role), and adapting the timeline and/or process to meet the needs of the Talent and/or Principals
• Implementing approved selection materials that eliminate bias and create equitable hiring practices for all candidates
• January - June conducting 20 - 30 phone screens each week; 5 - 10 all other times of the year
• Keeping all schools in portfolio 95% staffed at all times throughout the school year (with FTEs or substitutes)
• Goal - all schools in portfolio start the first day of school 100% staffed
• Meticulously write offer letters for all new hires - may be at your schools or other schools depending on team capacity
• Support Principals in selection through adapting processes, creating questions/role plays/evaluation tools specific to their school
• Provide Principals with recommendations and evaluations on candidates to inform their decisions
• Hold Principals and other school leaders accountable to anti-bias/anti-racist hiring best practices
• Coordinate final interviews, managing all operations, documentation, and communications

Candidate Nurturing 20% of the time

• Text, call, email, and meet in-person candidates to build relationships
• Send regular nurture emails to keep them updated on their progress in selection
• In collaboration with the Director of Talent Acquisition, develop messaging for candidates around compensation, benefits, school culture, role expectations, and team culture
• Woo candidates to close job offers - call, text, ask highly influential KIPP folx or a student to call and woo candidates
• Manage candidate compensation negotiations so that new hires’ pay accurately reflects their years of experience and educational attainment
• Collaborate with People Operations and Principals on pre-boarding activities to keep candidates warm from time of hire to NTK
  • Goal - 100% of those hired attend Day 1 of New To KIPP (NTK)

Stakeholder Management -15% of the time

• Lead weekly O3s with Principals having a strong agenda, relevant talent data, and identifying next steps
• Be a strategic partner to Principals and hiring managers regarding staff placement and headcount
• Manage each school staffing model to know what roles are available, making sure Principals share any shifts they’ve made
• Support Principals with managing talent - i.e. know high performers and who needs extra coaching
• Collaborate with People Operations to hire and on-board new talent
• Collaborate with other Selection Manager on pipelines to share talent across schools, identify folx we should not interview, support each other in the work
• Influence Stakeholders to implement talent management best practices

Data Project Management (Semi-Annually) - 10% of time

• Review staff performance with Principals leading up to Intent To Return/ Stay Conversations
• Present to staff the purpose of Intent To Return/Stay Conversations
• During the week of Intent To Return in October and February, daily record staff responses and share overall findings with Principals
• Forecast possible vacancies based on Intent To Return and historical data and create a selection plan for each school
• Keep on-going records of Intent To Return responses and support Principals through “Lock-It-In”/Stay conversations
  • Goal - 100% seat clarity by February 1st

Data Analysis - 10% of time

• Maintaining accurate staffing data within ATS and Team trackers
• Use matriculation rates to set phone screen and final interview goals
• Present school talent selection pipelines and YOY comparisons in meetings with Heads of Schools and Principals

Qualifications

Required

• A passion for Fighting Injustice through career access and placement
• A belief that all students can and will learn and great educators are the highest lever we have to impact change
• Minimum 5 years of total relevant work experience
• Bachelor’s degree in education or related field
• Live in/around Charlotte, Durham metro, OR Rocky Mount/Halifax/Vance/Edgecombe areas
• Proven track record of results meeting or surpassing application goals, vacancy goals, or fill rates (OR meeting or surpassing classroom or grade level goals on any standardized test - MAP, EOG, EOC, etc)
• Proven track record of “client” satisfaction (whomever your customers have been - talent, hiring managers, students, parents)
• Proven ability to manage confidential information in an appropriate manner

Preferred

• Experience writing contracts or grants
• Minimum 2 years experience with hiring systems (i.e. interviewer, selection panelist, made offers to candidates, scheduled interviews, managed school staffing/team staffing plans)
• Minimum 3 years teaching experience and/or K - 12 experience (highly preferred)
• Experience with an Applicant Tracking System (ATS) or similar program (Salesforce, Workday, ADP, Lever, Nimble, etc)

Qualities

• Detail Oriented: You are an expert at managing multiple priorities at once, have a keen eye for minutiae, and never drop balls.
• Influencer: You get energy from talking to people, learning more about them, and supporting them to find their next career move
• Strategic Partner: You are a talent expert and can partner with Principals to support them in managing their staffing plan, provide insights into the talent landscape, and offer recommendations for hires or shifts in their staffing model.
• Organization: You are very organized, know where everything is, and always have relevant documentation at your fingertips.  You create shortcuts for yourself to readily get at information you need daily.
• People Oriented: Among the data and spreadsheets, you center People in your work.  You approach conversations with “clients” (Principals + Talent) with empathy and are an active listener.
• Creative Problem Solver: When there’s a challenge in your work, you see it as an opportunity to work differently.  You use your resources (people, research) to come up with creative solutions.
• Growth Mindset:  You don’t take feedback personally and instead see it as a learning opportunity.
• Communicative:  You communicate regularly with stakeholders and teammates so everyone is kept in the loop.
• Data Driven: You love to track your progress with data and see where you need to improve or make adjustments based on the information
• Adaptability: You never silo yourself - you adapt your work, your expectations, and your time to the needs of your team - supporting team members and digging in when it’s needed.

Notes

This role will mostly Work From Home, but there will be travel to our campuses - Charlotte, Durham, Gaston, and Halifax - monthly in-person team meetings, and bi-monthly in-person Regional Support Team meetings, and other events.  There will also be an expectation that Selection Managers are in their schools 2X per week during lighter selection times of the year to learn about the school, maintain relationships, observe different roles to know what exemplars look and sound like, and be able to answer candidate questions. Transportation is up to 30% each month and having reliable transportation is necessary.

Applications will only be considered with the following:

• An updated resume
• A short cover letter stating why you’re interested in this opportunity and an explanation of your proven track record of results (500 words or less)
• A list of 3 references with emails - 2 current/former supervisors & 1 current/former colleague

Compensation: ranges from $71,000 - $81,000