Description
Position at IDEA Public Schools

IDEA Public Schools :

At IDEA Public Schools, we believe in college for ALL and we are committed to ensuring that all of our students graduate from college. IDEA Public Schools has grown from a small school to the fastest-growing network of tuition-free Pre-K-12 public charter schools in the United States sending 100% of our students to college. 58% of our students graduate from college in 6 years - that's 8 times the national rate for students in our communities!

IDEA was founded in 2000 as a single school with 150 students in the Rio Grande Valley. When interest exceeded building capacity, to meet the demands, IDEA's co-founders committed to serving more students in the Rio Grande Valley of Texas and beyond. We now serve nearly 45,000 students across Texas and Louisiana. By 2022, IDEA will serve 100,000 students. Be on the lookout for IDEA schools opening near you-with continued growth in our current regions and new launches in Tarrant County (Fort Worth/Arlington), New Orleans, Houston (2020), Permian Basin and Tampa Bay (2021)!

When you choose to work at IDEA, you are part of our IDEA Team and Family. You will work alongside team members who set and reach ambitious goals every day, are excited to continue to grow with IDEA, and work relentlessly to make college for all a reality.

To learn more about IDEA, check out this video .

About Austin

Austin is a vibrant city filled with a rich cultural heritage and is ranked as the #1 Best Place to Live for the second year in a row by U.S. News and World Report . The city of Austin is the state capital and holds the ranking as the 11 th largest city in the United States. Currently, Austin is home to 10 of IDEA's schools and serves nearly 5,000 students at campuses in Austin, Kyle, and Pflugerville.

In a city that is a hub for knowledge, IDEA is working to support the community through education, which is the single most effective anti-poverty strategy we possess as a nation. This is why we focus on AP courses for all students, college acceptance, and matriculation. Only 1 in 8 Austin students graduate college ready. Changing this statistic is part of the promise IDEA makes to current and incoming students. Our goal is to add 16 more schools over the next 4 years, including IDEA's first health professions school, in support of our mission of college for all, positioning us to serve approximately 13,000 students by 2022.


Role Mission:

Talent Partners are the "go-to" person for all talent needs at the campus level. Talent Partners support principals around hiring, retention, and organizational health. They are also responsible for ensuring that candidates at IDEA have a positive experience throughout the hiring process, and supporting existing talent on our campuses through transfer and promotion processes. This is accomplished through developing a deep understanding of each of their schools' culture and hiring needs and screening candidates accordingly and building relationships with existing employees on campuses to support retention and succession planning.

100% of leaders, teachers and co-teachers are hired by the first work calendar day for their role.

• Engage in bi-weekly check-ins with principals to ensure a strong partnership and understanding of talent needs.
• Communicate progress toward hiring goals to principals, information on the candidate pool, etc.
• Review applications, video interviews, conduct phone interviews.
• Identify at least 2 high quality candidates for every vacancy at a school.
• Ensure that final interviews are conducted within one week of a candidate being sent to a school, and a decision is communicated to a candidate within 1 week of their interview.
• Partner with principals to ensure that they have a strong matriculation plan to ensure that 90% of offers are accepted.
• Identify challenging areas that prohibit hiring progress and problem solve with staffing team, regional leaders and hiring managers to create a plan of action.
• Staffing team will work with regional leaders to support hiring managers to develop hiring non-negotiables and profile/dispositions for each position they are filling that is responsive to the managers vision, strengths and areas of growth for their team; effectively screen candidates against the hiring manager profile.

95% of instructional roles are filled by 5/31/19

• Determine initial hiring projections for each school by December 1 st based on any new positions.
• Set hiring benchmarks and align actions and plans to these benchmarks, with the first hire made by January 1 st .
• Engage in regular check-ins and communication with principals, looping in regional leadership as needed to ensure that principals make timely decisions.
• Efficiently screen candidates via application and video interview review, and phone interviews to effectively match candidates to vacancies.
• Plan and execute hiring events to fill positions efficiently and get strong candidates in front of as many principals as possible.
• Leverage administrative assistants and HR staff to monitor the hiring and on-boarding process of new hires.
• Support and train campus lead team and administrative assistants on hiring processes and procedures.

85% teacher retention; 80% WTI teacher retention

• Provide weekly retention updates and lists of potential leavers for regional/campus interventions through-out the year.
• Plan to complete pulse checks with 100% of new instructional hires
• Plan to conduct ongoing exit interviews with all leavers through-out the year; provide trends to regional teams on a monthly basis.
• Use pulse check and exit interview data to collaborate with regional teams to identify and prioritize roles, trends and campuses of concerns; create a plan to support the leader on that campus.
• Collaborate with HR, Leader development and Teacher Advancement teams to develop campus retention strategies and trainings.
• Monitor culture surveys and pulse check data; leverage this data to problem-solve and address gaps in culture that could affect retention.
• Support the execution of Talent Reviews on campuses and create a plan with the regional team/principals around retention risks.
• Partner with HR during the annual renewal process to track confirmed and end of year potential leavers in the spring.
• Aggressively monitor retention against the yearlong benchmark.

Support the generation of the required number of internal referrals for instructional positions in the region

• Collaborate with regional Talent Recruiter to ensure regional staffing team has a communication and marketing campaign in place to generate high-quality referrals.
• Support the creation of weekly/monthly strategies or incentives to drive towards the referral goal and communicate to schools as needed.
• Ensure system of consistent screening and communication to convert referrals to hires

Support the recruitment of unique Teacher Applicants for the region

• Collaborate with Talent Recruiters to develop recruitment strategies and plans that are responsive to the regional market and needs.
• Aggressively evaluate pools against the projected/actual vacancies to ensure there is a large, high quality applicant pool to fill vacancies by grade, content level, hard to fill roles.
• Aggressively monitor progress and flow of applications, pipelines, and conversion rate from prospect to applicant.
• Support the recruitment to Ensure at least 2 directly recruited* applications for every SpEd, CP Math and CP Science position.
• Effectively use the JobVite system to manage prospects and applicants.
• Support by attending at least 2 Job Fairs and other recruitment events in the fall and spring.

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, professionalism and behaviors as models for our colleagues and students.

Qualifications:

• Education: Bachelor's degree required
• Experience: At least 3 years in hiring, managing or human resource fields; proven success in meeting goals and working within time constraints; experience managing/coaching others preferred

Knowledge and Skills:

• Knowledge of hiring and strong candidacy best practices
• Strong ability to coach
• Ability to instruct students and manage student behavior
• Strong organizational, communication, and interpersonal skills
• Ability to adjust and adapt to a multitude of situations in the educational environment

Compensation:

• Starting salaries for this role typically fall between $50,000 and $59,700 commensurate with relevant experience and qualifications. This role is also eligible for a performance bonus based on individual and organizational performance and goal attainment.

IDEA Public Schools does not discriminate on the basis of race, color, national origin, age, sex or disability, in admission or access to, or treatment of employment in its programs and activities. Any person having inquiries concerning the organization's compliance with the regulations implementing Title VI of Civil Rights Act of 1964 (Title VI), Section 504 of the Rehabilitation Act of 1973 (Section 504), or Title II of the Americans with Disabilities Act of 1990 (ADA), may contact IDEA Human Resources at (956) 377-8000.