ROLE TITLE: Director, People
POSITION REPORTS TO: Vice President, People
APPLICATION DEADLINE: Wednesday, October 16, 2024 by 11:59 PM ET
LOCATION: Remote
WHAT YOU’LL DO
At Teach For America, we are inspired by a single mission – one day, all children will have access to an excellent education. In pursuit of that mission, we are looking for a Director of People role to set the vision and direction for early staff experience (Onboarding) and talent mobility experiences that ensure high impact, equity-oriented, diverse talent is in the right role at the right time. In this role, you will equip new hires with an onboarding experience that enables each individual to succeed in their role. You will define the short-term evolution and long-term vision for the new hire onboarding and talent mobility, collaborating with various teams— cross-functional partners, and leaders—to bring this vision to life.
You will foster a mindset of continuous improvement by measuring the impact of the onboarding program and inaugural talent mobility approach against clearly defined success metrics to identify areas for amplification.
The ideal candidate is a visionary leader with experience building and implementing multi-modal adaptive learning experiences and is unafraid of the complexity required to bring new visions to life. We seek someone with a strategic and analytical mindset, operational rigor, strong executive communication skills, and a continuous commitment to iteration and improvement, inspiring others with both the vision and the collaborative approach needed to achieve it.
WHAT YOU’LL BE RESPONSIBLE FOR
Lead the creation, development, and execution of the long-term strategy for Early Staff Experiences/Onboarding
Define a clear vision and the needed tactics to build a cohesive onboarding approach across Teach For America while balancing unique needs that may be required by one line of business
Measure the success of the onboarding program through the Kirkpatrick model and clearly communicate the program’s success against these defined metrics of success and milestones to the Vice President of People and Executive Vice President of Talent and Administration
Manage stakeholder relationships – build relationships, ongoing communication, bring others with you along the journey
Demonstrate ongoing agility, humility, and a growth mindset to identify program improvements and the respective operations needed to execute
Lead, coach, and inspire teams across Teach For America to execute the onboarding and talent mobility strategy
Modern learning obsessed – passionate about knowing the technology and trends that can make learning stick, today
Exceptional communication – know your audience, articulate the “so what?”, inspire others to understand and follow the vision
A WEEK IN THE LIFE
Given the nature of this work and the variability of priorities throughout the year, there is no consistent “week in the life.” However, the list below may help candidates understand some examples of how Talent Recruiters may spend time over the course of any week:
Learning, then taking on, the challenge of our re-imagining our approach to onboarding
Learning, then taking on, the challenge of executing against a pre-established vision for talent mobility
Embodying Teach For America’s values and culture to both prospects and employees
YOUR EXPERIENCE
The following types of professional experiences have lent themselves well to this work and our team:
Minimally, we’re seeking applicants with:
3-5 years of professional experience with a record of impact in the social impact sector
Background in Learning/Enablement
Expertise in deploying change at large organizations, with a deep understanding of change management methodologies
Experience working with or leading new hire onboarding programs
Additionally, we’d welcome – and prefer – the following:
Master’s degree in learning design, instructional design, organizational development, industrial and organizational psychology, or a related field
Proven experience partnering with cross-functional leaders to implement large, complex programs
Strong consultative skills
Proven ability to simplify complex problems
Passion for continuous learning
To perform the job successfully, candidates will need to demonstrate the following orientations and mindsets:
Results-driven: You are focused on outcomes (both quantitative and qualitative). You hold yourself and others to agreed-upon standards and you clearly define what it is you are trying to accomplish with a deliverable or contribution to the work/project. You develop and execute a strategic pathway forward so that you can deliver high-quality short-term results/deliverables and build capacity for longer-term results
Culture Keeper: You build relationships with colleagues demonstrating curiosity about others’ backgrounds and perspectives. You express interest in the team’s well-being and care. You leverage and celebrate differences. People who know you and work with you feel valued and respected. You accept and support your teammates in all of their humanity. You strive for the collective best, you see yourself as part of a team, and recognize your impact on that team with a sense of possibility, adaptability, and optimism, as well as with responsibility. You feel a degree of ownership for the success of the team and the organization, and not just for your own success.
Feedback: You bring a growth mindset and curiosity to giving and receiving feedback. You offer honest, actionable, and timely feedback through the appropriate channels specific to the work or deliverable expectations using an equity-conscious lens. You strive to internalize and incorporate developmental feedback and ask questions to seek clarity when needed. You actively seek out and receive feedback from others when appropriate with the intent of growing professionally and enhancing work products.
Adaptability: You approach new ideas, changes in work, or challenges with a sense of possibility and a solutions-based attitude. You have the ability to adapt to various working and management styles. You have the ability to tailor approaches to projects across multiple types of natural tensions, including: speed vs. quality, repeat/copy-paste vs. customization, and physical deliverable vs facilitation. You develop innovative solutions when challenges arise.
Self-Awareness: You know where your skills are strong, where you need resources and support, and you actively seek to understand these things. You possess an awareness of your own feelings, thoughts, and behaviors and their impact on others and work to positively impact others/mitigate harmful impact. You know where the boundaries of your experiences and vantage points are and you acknowledge that you have limits to what you can see. You know when to pull back vs. lean in in various settings. You demonstrate humility. You have the ability to both voice and navigate tensions with colleagues related to things like bandwidth, availability, and accessibility.
YOUR FUTURE TEAM
Members of the People Team must possess the skills, mindsets, and capabilities to operate with a fast-paced, agile structure by demonstrating the following core values that guide our work together:
Embrace Possibility: We approach our work with a sense of possibility, adaptability, and optimism. We invest time in new ideas, engage in thoughtful problem-solving, and explore innovative ways to team with each other and with our partners.
Be Well: We know that to do our best work, we must accept and support each other in all of our humanity. We have fun, laugh out loud, find joy in our work together, celebrate each other’s life milestones, and live unapologetically in our own skin. We practice flexibility related to where and how we get our work done, respecting each other’s professional preferences and life priorities. We carve out time to relax, recharge, and refuel individually and as a team.
Pursue Impact: We are committed to helping people thrive so they can bring the full weight of their talent and passion to the communities they serve. To do so, we pursue transformational outcomes and, in the process, we choose courage over comfort. We strive to deliver excellent work and an unparalleled experience to inspire effective action and advance equity.
Practice Curiosity: We don’t have all of the answers, so we listen closely to our colleagues, and our portfolio teams, as they tell us what’s working and what’s not. We embrace those who push our thinking while helping us make progress. This learning makes us and our work better.
YOUR COMPENSATION
The applicable salary range for each U.S.-based role is based on where the employee works and is aligned to one of 3 tiers according to a cost of labor index in that geographic area. Starting pay for the successful applicant will depend on a variety of job-related factors, which may include education, training, experience, location, business needs, or market demands. New hires are typically brought into the organization at a salary between the range minimum and the salary range midpoint depending on qualifications, internal equity, and the budgeted amount for the role. The expected salary ranges for this role are set forth below. These ranges may be modified in the future.
Tier A: $74,000- $101,200
Tier B: $81,000- $110,400
Tier C: $87,600- $119,500
You can view which tier applies to where you plan to work here. If your location is not listed, please click here for additional information on the total rewards.
