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Executive Director of Talent Management
Syracuse City Schools | Syracuse NY 13210 USA | Full Time - School Year | Revised: 01/08/2013
The Syracuse City School District is undergoing a new phase of innovation and transformation with the goal of ensuring that all students graduate high school with the skills needed to be ready for college and career. For Syracuse, all means all – including students who fall behind or have been considered “hard to serve” for a host of reasons. The School Board community have charged Superintendent Sharon Contreras with improving student achievement, and she is seeking a dedicated leadership team to partner with her in moving the district toward its goals. The Syracuse City School District represents 31 schools and 4 alternative education programs serving 19,961 students K-12, of whom 84% qualify for free or reduced price lunch, 21% are served by the Office of Special Education, and 72% are students of color.
The district is committed to ensuring that there is an effective school leader at the helm of every school and a high quality teacher in every classroom. As a result, Superintendent Contreras is seeking a new Executive Director of Talent Management to develop and implement a proactive human assets strategy to ensure that the district is able to recruit, develop and retain the best talent for the district. The person in this position will have primary responsibilities for implementation of the TIF initiative and management of the TIF grant, including negotiating, developing and implementing performance-based compensation systems in high need schools in accordance with TIF laws and regulations. This person will manage a team of 40 HR professionals with 2-5 direct reports and will report to the Deputy Superintendent for Operations and Business. This is an exciting opportunity for a seasoned human capital leader with a passion and expertise for talent management best practices to have a lasting impact on the way the Syracuse City School District serves its students and families.
The duties and responsibilities of the Executive Director of Talent Management include, but are not limited to the following:
HUMAN CAPITAL LEADERSHIP:
•Align the human resources system so that all elements (recruitment, selection, staffing, induction/mentoring, professional development, performance management/evaluation, compensation and instructional leadership) are focused on SCSD’s instructional vision;
•Cultivate and promote a professional culture defined by high expectations for learning and student achievement, a shared understanding of effective instructional practices, and support for the district’s educational improvement strategy;
•Serve as a key member of SCSD’s executive team, acting as a thought partner and ensuring that leadership decisions consider the implications for the district’s professional culture and ability to attract and retain high quality professionals;
•Inform best practice for the design of the Central Office organization to ensure that the district is truly organized to support school success;
•Partner with key district leaders to effectively manage the collective bargaining process, helping to develop bargaining priorities and impact analysis for various approaches.
TALENT RECRUITMENT AND SELECTION:
•Develop and launch a recruitment strategy to attract high quality educators and instructional support staff to the district through targeted national, regional and local outreach efforts;
•Leverage internal and external resources to highlight the District's resources and benefits with potential candidates and program partners;
•Ensure a strong pipeline of talent for the district by proactively building strategic partnerships and building systems to attract and identify aspiring educators with potential to be excellent teachers and leaders;
TALENT MANAGEMENT AND LEADERSHIP DIRECTION:
•Lead the design and implementation of performance evaluations for all District staff, ensuring that evaluations are supported by valid and reliable measures of performance and explicitly linked to SCSD’s instructional vision and mission;
•Support the design of an accountability system for each school which incorporates feedback structures and the collection and dissemination of data to inform and enhance instruction and effective instructional leadership;
•Design development pathways linked to the evaluation system, working closely with the Chief Academic Officer to develop and manage teacher and principal induction and mentorship programs and professional development programs;
•Create and manage sustainable performance-based compensation systems to increase the number of effective educators working with low-income students of color and other disadvantaged students and in hard-to-staff schools and subject areas.
DISTRICT-WIDE CAPACITY BUILDING:
•Work closely with principals to develop personnel policies that provide them with the flexibility needed to recruit and select high performing teachers and the accountability needed to ensure that students are all achieving at high levels;
•Ensure that school leaders are the key performance managers at the building level, enabling each principal to develop a school-specific talent management strategy;
•Create and oversee fair and supportive assistance plans for underperforming employees and timely decision making for exits when appropriate;
•Prepare reports and analysis to enable data driven talent management decisions by schools, the human resources team, and district and senior leadership.
EXPERIENCE AND QUALIFICATIONS:
•Demonstrable managerial experience, with a preference for five or more years of senior level experience and a track record of success in leading change management initiatives;
•Deep understanding of human resource management, with experience directly advancing organization-wide goals in a measurable way;
•Significant experience developing and executing successful culture and organizational transformation efforts, with the ability to understand the nuances and challenges to creatively solve complex problems;
•Master's degree in Business Administration, Development, Human Resources,Education, Public Policy, Policy Administration and/or related field preferred;
•Experience developing performance management and training strategies and programs required;
•Experience with labor relations and knowledge of federal, state and local legislation as it applies to human resources policies, rules and regulations strongly preferred;
•Experience related to adult professional development and on-the-job embedded learning experiences preferred.
Please submit your resume and a thoughtful cover letter to Christina Greenberg at email@example.com. For more information, please contact Redwood Circle Consulting (510.575.9635 or firstname.lastname@example.org).
Syracuse City School District is an Equal Opportunity Employer. For more information, please visit http://www.syracusecityschools.com/.
|Location||Syracuse, NY, United States|
|Categories||Human Resources/Talent Management|
|Contact Name||Christina Greenberg|
|How to apply||Applications are no longer accepted for this job posting.|