Operations / Administration SENIOR MANAGER, TALENT MANAGEMENT STRATEGY
Job Description
HUMAN RESOURCES
235 work days
FTE: 1.0
Salary Range: $69,977-$89,219
Essential Functions and Objectives:
This position serves two primary functions. The primary function is to support and drive (where appropriate) Talent Management strategy efforts within DPS. This includes, though is not limited to the following:
– Working with key stakeholders (e.g., directors on the Talent Management team, Instructional Superintendents) to help identify Talent Management opportunities at the school level
– Serving as a connector between the various Talent Management efforts and identifying opportunities for greater collaboration and impact
– Creating compelling, data- and research-driven narratives/presentations that help drive Talent Management strategy within the organization, in service of improving teacher retention and engagement
– Serving as the hub of the district’s teacher retention research, strategies, and related efforts
– Creating recommended paths forward for various HR (and other) teams, based on findings from research and analysis conducted
– Monitoring the progress and impact of Talent Management efforts
This role also oversees the analysis efforts of the Talent Management team, managing a team of three analysts who (among other responsibilities) evaluate DPS’s efforts related to teacher retention, teacher and school leader growth & performance management, teacher leadership and career pathways, and new teacher support and development.
1. Support and help drive the strategy efforts of the Talent Management team, serving as a key connector between various work streams
2. Develop strategy and related work plans—and, where appropriate, manage implementation efforts—to address issues related to teacher and school leader retention and other Talent Management related topics;
3. Develop, gain alignment, and lead implementation strategy and progress monitoring on key recommended changes to adopt in both the short-term and the longer-term to address teacher sustainability and retention;
4. Develop and implement talent management analysis and research strategy, ensuring all analysis results in recommended action steps and is shared in a clear and actionable manner with key stakeholders across the organization
5. Manage and develop a team of talent management analysts
Knowledge, Experience & Other Qualifications:
– At least five years of program and/or project management experience with complex projects, including strategy development, scope and issue management, work and resource planning, risk assessment and mitigation.
– Experience working with teachers, school leaders, teacher leaders, and/or schools strongly preferred.
– Demonstrated success in executing strong organizational change management strategies, especially with cross-functional teams.
– Experience in analyzing data, and using this data to for process and program improvements and to inform strategy.
– Ability to translate data analysis into actionable takeaways and compelling, simple narratives
– Experience in managing and developing analysts
– Ability to adapt and adjust in a constantly changing project environment
– Ability to multi-task and manage several projects in parallel.
– Understand and execute organizational change management strategies.
– Self-starter with problem solving ability.
– Strong interpersonal and leadership skills.
– Ability to collaborate with and influence large, cross-functional teams without direct reporting responsibility.
– Excellent verbal and written communication skills
– Exceptional attention to detail.
– Strong command of MS Office toolset (Word, Excel, PowerPoint); familiarity with statistical tools (e.g., SPSS) and online survey tools (e.g., Qualtrics) a plus
– Passion for being part of a team effort to improve student achievement, decrease achievement gaps, and improve teacher retention and engagement.
Education Requirements:
– Bachelor’s degree required
– Advanced degree preferred, ideally in business, public policy, education, or similar field
Other information:
Our Human Resources Team is an integral part of DPS. Although we aren’t always in the schools, we’re in it for the kids. We work closely with our school leaders to ensure we’re putting great teachers in every classroom, and take great care to ensure DPS hires and retains the highest quality candidates for all roles throughout the district. We do this by incorporating our Shared Core Values—Students First, Integrity, Equity, Collaboration, Accountability and Fun – into everything we do. Additionally, we support retention of our valued team members in a variety of ways including facilitating professional development and performance management activities and designing and managing Total Rewards Programs to help Team DPS achieve health and wellness for themselves and their families. When you join us, you join a dedicated, diverse team of over one hundred professionals who come from many walks of life. One thing we all share is a deep sense of commitment to support Denver Public Schools’ vision: Every Child Succeeds.
About Denver Public Schools:
Denver Public Schools is committed to meeting the educational needs of every student with great schools in every neighborhood. Our goal is to provide every child in Denver with rigorous, enriching educational opportunities from preschool through high school graduation. DPS is comprised of nearly 200 schools including traditional, magnet, charter and alternative pathways schools, with an enrollment of more than 90,000 students.
Under the leadership of Superintendent Tom Boasberg and guided by the tenets of The Denver Plan, DPS has become the fastest-growing school district in the country in terms of enrollment and the fastest-growing large school district in the state in terms of student academic growth. Learn more at dpsk12.org.
Denver Public Schools is an Equal Opportunity Employer and does not discriminate on the basis of race, color, religion, national origin, sex, sexual orientation, age, disability, or any other status protected by law or regulation. It is our intention that all qualified applicants be given equal opportunity and that selection decisions be based on job-related factors.
