Director of New Region Staffing
Posted on Apr 5, 2021 by IDEA Public Schools
Role Mission: The Director of New Region Staffing is responsible for supporting new region (Year -1 and Year -2) Executive Directors to staff their regions with Principals in Residence (PIRs), Founding Teacher Fellows (FTFs), and other regional team staff members. The Director helps the Executive Director understand staffing needs and structures in order to recruit and hire the best staff. The Director supports transitioning the staffing function to the founding Regional Director of Staffing, when they are hired to start for Year 0 of the region.
1. 100% of staff members for Year -1 and Year -2 regions are hired and IDEA ready by first day of work calendar/professional development (PD), inclusive of all instructional, operations, and HQ roles
Determines regional hiring projections and weekly benchmark goals to manage hiring throughout the year
Communicates progress with regional leadership
Applies regional non-negotiables for all positions
Ensures candidates receive communication from IDEA within the appropriate timelines in order to provide the best candidate experience: (a) Engages with candidates regularly to keep them informed of their status (b) In the event a candidate does not move forward, communicatesfinal decisions in a timely manner (c) Hiring managers schedule final interviews within 5 days of receiving a candidate (d) Candidates hear back from IDEA within 5 business days from their final interview
Posts all necessary requisitions in our Applicant Tracking System (ATS), Jobvite
Trains on the use of our ATS
Partners with regional leaders to train, coach, and develop talent managers
Actively sources candidates for those regions and helps candidates who are open to multiple regions match with the best fit region(s)
Coordinates multi-region selection days, when needed
Leads a strong selection process that results in >65% of external PIR final interview candidates being selected
Plans, manages, and executes PIR selection days, including candidate communication, selection committee communication and preparation, and logistics
Ensures that the selection committee has the relevant information to make offers within one week of the selection day
Manages candidate experience such that >75% of external PIR candidates who receive an offer for the PIR role accept their offer
Builds and maintains strong relationships with candidates throughout the application and interview process
Acts and thinks resourcefully to create a world-class application and interview process
Proactively addresses concerns and obstacles for candidates who have received an offer
2. 100% of Principal in Residence (PIR) vacancies are filled with a high-quality candidate by 4 weeks before the start of their work calendar or PD
100% of Principal in Residence (PIR) vacancies are filled with a high-quality candidate by 4 weeks before the start of their work calendar or PD
Partner with the Executive Director for principal selection and understanding the regional principal preferences and PIRs who are principal-ready
Effectively screen candidates and partner with the Executive Recruitment team to ensure that there are three strong candidates for every PIR vacancy
Plan and facilitate regional interview days
Coach and train regional leaders to use selection tools effectively
Communicate consistently around vacancies and promotions to ensure a smooth hiring process for all positions
3. Develop and execute a national recruitment strategy for Year -2, Year -1 and Year 0 regions such that 75% of external final interview candidates for teacher and campus leader roles reflect the diversity of students in the region
Build out DEI recruitment strategies aligned to each region, in concert with Executive Directors
Grow pipelines through targeted sourcing based on region's demographics
Build relationships with diverse professional networks from underrepresented groups (ex. HBCUs, NASBE, BESO, TABSE) and post roles on their sites and with their networks
Engage and train talent managers on the value of having diverse teams
Coach talent managers in understanding bias and working to counteract it, including diverse hiring committees and selection plans
4. Support the development of Talent Partners across the network, as evidenced by at least 75% rated at proficient on the overall composite Staffing Performance Levers by the end of the season.
Design content and facilitate Talent Partner tactical meetings and skill builders to promote growth in skill areas such as direct recruitment for hard to fill roles (STEM, Special Education), DEI best practices in staffing and retention, effective business partnership, operations staffing, and employee onboarding.
Engage in two-way feedback with RDSs to ensure strong partnership and alignment on ongoing support and prescriptions
Help maintain an overall environment of transparency and clarity related to performance levers
5. 85% staff retention for Year -2 and -1 regions
Collaborates with Executive Director and regional lead team members on strategies to engage the regional staff and build strong regional culture
Conducts empathy interviews, pulse checks, and retention conversations to understand the needs and career plans of regional staff members and debriefs with the ED
Consults with current and potential regional team members if/as requested to help with career planning
Provides support and resources to managers as needed to help them improve engagement of their direct reports
Helps regional and campus staff members successfully navigate systems challenges, especially as may be encountered across entities
6. Business partners with Year -2 and Year -1 Executive Directors to understand and meet their talent needs, such that 100% report being satisfied or highly satisfied with the partnership
Builds strong business partner relationships
Establishes operating mechanisms to provide support and communicate status and progress
Provides managers with coaching and guidance around
Conducting effective interviews and selection processes
Communicating with candidates in positive and professional ways
Onboarding selected candidates
Staff Development Cycle conversations
7. We look for Team and Family who embody the following values and characteristics:
Believes and is committed to our mission and being an agent of change: that all students are capable of getting to and through college
Has demonstrated effective outcomes and results, and wants to be held accountable for them
Has a propensity for action, willing to make mistakes by doing in order to learn and improve quickly
Works with urgency and purpose to drive student outcomes
Thrives in an entrepreneurial, high-growth environment; is comfortable with ambiguity and change
Seeks and responds well to feedback, which is shared often and freely across all levels of the organization
Works through silos and forges strong cross-departmental relationships in order to achieve outcomes
We believe in education as a profession and hold ourselves to high level of conduct, professionalismand behaviors as models for our colleagues and students.
Relentless Go-Getter: You will do whatever it takes to reach your goals, working to proactively identify and tackle obstacles that may prevent you from reaching your goals.
Compelling Communicator: You'reable to woo people through clear, succinct, engaging written and verbal communication.
Savvy Networker: You enjoy building relationships with people and organizations, andare able to build investment in working and partnering with IDEA.
Relationship Builder: You are able toestablish strong relationships with internal stakeholders, including our most senior leaders, that allow you to confidently partner with them to bring the right leaders to IDEA.
Strategic Problem-Solver: You can develop creative ways of addressing problems in order toreach your goals.
Organizational Leader: You view work through an organization-wide lens and support EDs in understanding and navigating the organization to staff their regions.
Education: Bachelor's Degree required
Experience: 5+ years of work experience, 3+ years in recruitment required; K-12 education experience preferred
Knowledge and Skills:
Differentiate communication for different audiences and relationships
Understanding of the skills necessary to be a successful leader at IDEA Public Schools
Ability to quickly assess a prospect's potential and navigate the recruitment and hiring process accordingly
Ability to utilize systems including a variety of Google docs, scheduling tools, Outlook, the Salesforce Client Relationship Management System, and the Cornerstone Applicant Tracking System to successfully manage work
Ability to design and execute interview processes that help us woo prospects and ensure that senior leaders are able tomake efficient and effective hiring decisions