Application deadline: 11:59p CST Friday, September 1, 2017
Access application instructions, project prompt and key dates here.
Our nation’s education system is leaving millions of students—including an overwhelming number of students of color and low-income students—unprepared for college, career, and life. While research shows that classroom teachers are the single most important in-school factor in improving student achievement, their diverse voices are consistently left out of education policy decisions. For far too long, teachers have been treated as subjects of change rather than as agents of change.
Founded by public school teachers, Educators for Excellence is a growing movement of 27,000 educators, united around a common set of values and principles for improving student learning and elevating the teaching profession. We work together to identify issues that impact our schools, create solutions to these challenges, and advocate for policies and programs that give all students access to a quality education
What We Do
Our Theory of Change is grounded in two long-term goals that are inextricably linked: better outcomes for our students and the elevation of the quality and prestige of the teaching profession. We achieve this by:
- Building a movement of forward-thinking teachers through grassroots organizing in communities across the country
- Identifying and training teacher leaders within that broader movement to take on key positions of influence in their schools, districts, states, and perhaps most importantly, within their teachers unions
- Creating teacher-led policy recommendations in order to bridge the divide between policymakers and the classroom
- Advocating for implementation of teacher-generated policy ideas
- Scaling this model to reach critical mass in the communities we serve and across the country
Educators for Excellence envisions an equitable and excellent education system that provides all students the opportunity to succeed and elevates the teaching profession.
Educators for Excellence has realized a number of critical achievements over the past several years, including rapid growth in staff, budget, and impact, and now stands poised to accelerate its progress over the coming five years. As we move forward, we will focus on deepening teacher engagement, developing the vision and tools for transformative teacher leadership, and bringing internal systems to the next level to ensure the organization has the infrastructure, resources, and supports necessary to achieve our goals.
The Director, Human Assets will lead the design of our first ever talent philosophy and strategy, create and/or build on our people processes and structures to ensure alignment and manage them nationally over time. This person will serve as a trusted thought-partner with our organizational leadership team and help manage sensitive staff issues in restorative and healthy ways.
This role is both strategic and operational and requires a leader who finds joy and possesses skill in both. This will require a wide-ranging scope of work covering compensation and benefits strategy and administration, talent management, employee relations & engagement, payroll administration, HR systems design and administration, on-boarding and off-boarding, and the refinement of people related policies and procedures.
The Director, Human Assets will be a dynamic leader thoroughly who enjoys problem-solving, designing and refining excellent people-centric systems and is willing to roll up their sleeves do the work as well in partnership with teammates. This leader will report to the Vice President, People & Equity, manage 1-2 direct reports, and partner widely to make Educators for Excellence a great place to work.
Build (or refine) and deliver talent philosophy & strategy, key people centric strategy, HR initiatives and programs:
- Design and implement talent philosophy on what we believe about how to attract, develop, engage and retain an extraordinary and diverse team
- Lead total rewards and recognition programs that establishes compensation and benefits and recognition initiatives that motivate, reward and retain staff
- Lead talent management to include performance management, succession planning, high potential identification, and support plans for high potential staff
- Ensure a robust, disciplined and integrated approach to talent and performance management, aligning a competency framework and assessment tools with the talent philosophy and needs of the organization in partnership with learning & development
- Design and manage the employee engagement survey process, delivering the results to the organization and ensuring action plans are put in place
- Manage the centralized onboarding and off-boarding process for all staff. Partner with the training team and hiring managers to create tailored and personalized onboarding programs each new hires nuanced needs
- Spearhead all centralized culture initiatives across the organization in partnership with the D&I stream
Manage and continuously improve foundational HR processes and policies:
- Oversee the organization, accuracy, retention, and compliance of all HR information, including personnel files
- Identify, recommend and implement new and best-in-class HR policies and procedures with a focus on diversity and inclusiveness
- Partner with finance to ensure payroll is executed in an efficient, timely and accurate manner. Jointly review and approve all payrolls with Chief Operating Officer
- Ensure that all E4E human assets policies and procedures are clear, up-to-date, comprehensive, multiculturally competent, equitable and in compliance with state/federal statutes and that they promote workplace safety
- Standardize and systematize all HR data systems
- Source new ideas and work with vendors to produce high-quality HR products and services to help our staff do their jobs more efficiently, effectively and happily
- Develop an effective system to field and investigate sensitive staff issues
- Work with external counsel to manage internal inquiries and resolve labor related issues
Lead a (small but mighty) diverse, multiculturally competent, effective and joyful team:
- Direct HR process workflow
- Seek out opportunities to constantly learn and grow individually and as a team in order to provide multiculturally competent and emotionally intelligent services
- Build your team to meet the growing needs of the organization
- Promote strong management and staff engagement through active engagement with the Senior Leadership team and Co-CEOs:
- Use talent analytics to understand trends, identify opportunities, set priorities, and show progress on talent development
- Equip the Senior Leadership Team and Co-CEOs with the information and insights to effectively manage the organization
- Build trusting relationships across the organization to integrate HR work
- Communicate effectively to all staff about HR work and initiatives
- Provide advice and consultation on complex employee relations matters
- Partner with departments across the organization to deliver high quality and culturally relevant programs and initiatives
- Actively engage in confidential and non-confidential conversations with team members across the organization to keep a pulse on the culture of the organization to fuel relevant policies and practices
- Bachelor's degree and at least 10 years of work experience, at least 5 of which are in senior-level HR management
- Senior certified professional certificate, HR strategy certification or the equivalent or can secure one within 6 months of employment
- Possesses high emotional intelligence, professional maturity, strong judgment and multicultural competence
- Is eager to travel at least 30% to provide direct support to teams
- Can work outside of traditional work hours, as needed
- Exemplary ability to design or evolve systems and then utilize them effectively to operate, plan and execute against talent strategy
- Deep experience working and influencing across management levels, particularly among senior leaders and lateral management
- Exceptional written and verbal communication skills
- An orientation towards servant-leadership, thriving on helping others be their best selves and anticipating their needs before they are communicated
- The consistent ability to remain flexible, calm under pressure and adaptive to change as priorities shift
- Eagerness to learn and grow to improve practice and continue professional development
Moreover, all E4E staff demonstrate our Core Values:
- Respect and Professionalism: We act with personal responsibility, respect, and commitment to high quality work, to our organization and to each other
- Solutions Orientation: We consistently approach even the most complex challenges with positivity, proactive solutions, and the assumption of best intentions
- Growth Mindset: We intentionally create opportunities to develop ourselves and others in order to learn and continuously improve
- Dynamic Leadership: We courageously take ownership, empower others, set bold visions, think strategically, and adapt to change
- Diversity and Inclusiveness: Educational inequity is linked to race, power, and privilege, and so we take action to shift this paradigm by reflecting on our own identities, creating an inclusive and diverse community, and leveraging our differences as strengths
Educators for Excellence believes in providing employees with benefits to support self-care, wellness, and financial stability. We value the whole person and provide benefits such as: paid time off, health insurance plans, competitive salaries that include pre-tax benefits, and cell phone reimbursements. See more information about our benefits here.
To apply, upload an updated resume and cover letter to Stacey Dione Mitchell, Executive Vice President of People and Equity by 11:59pm CT on September 1,2017. All candidates are required to submit an interview project (Note that applications submitted without the completion of an interview project will not be considered). Access application instructions, project prompt and key dates here.
Educators for Excellence is an equal opportunity employer. We predominantly partner with low-income communities of color. Therefore, though race and other identity markers are never used to make final hiring decisions, we place a particular focus on recruiting staff members who share the backgrounds of the communities we serve.