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Talent Partner- Permian Basin (21-22)

Employer
IDEA Public Schools
Location
Midland, TX, United States
Salary
Competitive

Job Details

Description
Position at IDEA Public Schools

About IDEA Public Schools :  

 

At IDEA Public Schools, we believe in college for ALL and we are committed to ensuring that   all   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. 50% of our students graduate from college in 6 years - that's 3 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  over 65,000  students across Texas and Louisiana. Be on the lookout for IDEA schools opening near you-with continued growth in our current regions an d new launches in  Tampa Bay , FL  (2021) ,  and  Jacksonville, FL (2022) !  

 

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 Permian Basin

 

Permian Basin is a large region encompassing the majority of West Texas. When you think of the Permian Basin, think oil country, Friday Night Lights, sunny days, and gorgeous sunsets. The two major cities that IDEA Public Schools will serve are Midland and Odessa, located about 15 miles from each other and situated almost exactly halfway between El Paso and Fort Worth.

 

Though only 17% of residents have a college degree, the community is eager to innovate, partner, and transform the education system for the next generation of scholars. IDEA Public Schools is proud to launch in Permian Basin as a high-quality education opportunity for families, with a commitment to serve over 10,000 students at scale by launching 14 schools across Midland and Odessa.  

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, screening candidates accordingly, and building relationships with employees on campuses to support retention and succession planning.  

 

Accountabilities   

 
  • 100% of school-based positions hired and "IDEA ready" by first day of professional development or work calendar  
    • Engage in bi-weekly check-ins with principals and monthly check-ins with assistant principals of operations (APOs) to ensure a strong partnership and understanding of talent needs.   
    • Communicate progress toward hiring goals and information on the candidate pool to principals and APOs.  
    • Review applications, video interviews, screener's notes, and conduct phone interviews, within 2 weeks of a candidate's application.   
    • 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 and APOs 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 manager's vision and strengths and areas of growth for their team; effectively screen candidates against the profile.  
    • Other indicators that support hiring timeliness:   
    • 75% of mid-year vacancies are filled with the best quality within 2 weeks   
    • 30% of hires are directly recruited    
    • 40% of referrals and recruited applications result in a hire   
    • 75% of applicants move from application to a final decision within 8 weeks   

     
  • 95% of school lead team roles are filled by April 30 th ; 95% of instructional roles are filled by May 31 st  
    • Determine initial hiring projections for each school by December 1 st , based on any new positions and historical retention rates.  
    • Set hiring benchmarks and align actions and plans to these benchmarks, with the first hire made before winter break.   
    • Engage in regular check-ins and communication with principals, looping in regional leadership as needed, to ensure that principals make timely decisions.   
    • 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 new hire team 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 and campus-based staff retention; 80% WTI teacher retention  
    • Provide weekly retention updates and lists of potential leavers for regional/campus interventions through-out the year.  
    • Complete pulse checks with 100% of new instructional hires by November 5 th  and provide trends to regional team no later than December 1 st .  
    • Conduct exit interviews with all leavers throughout 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 concern; create a plan to support the leaders of those campuses.  
    • Collaborate with HR and Talent Development teams to develop 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.  
    • Use the annual renewal process to track confirmed and end of year potential leavers.  
    • Aggressively monitor retention against the yearlong benchmark.  

    Other indicators that promote positive retention:   
    • 25% of teacher roles are filled by internal promotions in launching regions  
    • 70% of lead team roles are filled by internal promotions in launching regions   

     
  • Support the recruitment of  three high quality applications for each high-needs vacancy (Principal, PIR, APO, special education teacher, CP math and science teachers)  
    • Collaborate across the Staffing team with the Marketing team to execute a communication and marketing campaign 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.  
    • Collaborate with other regional 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, and hard to fill roles.   
    • Aggressively monitor progress and flow of applications, pipelines, and conversion rate from prospect to applicant.  
    • Effectively use the Jobvite system to manage prospects and applicants.   
    • Participate in regional job fairs and other recruitment events in the fall and spring.  

     
  • 5. We look for Team and Family who embody the followingvaluesand characteristics:
    • Believes and is committed to our missionand being an agent of change: that all studentsare capable of gettingto and through college  
    • Has demonstrated effectiveoutcomes 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 improvequickly  
    • 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 relationshipsin order toachieve outcomes  
    • We believe in education asa professionand hold ourselves to high level of conduct, professionalism and behaviors as models for our colleagues and students.  

       

    Qualifications:  
    • Education:  Bachelor's degree or PHR certification required   
    • Experience:  3+ years of teaching or recruitment experience required  

     

    Compensation:   
    • Salaries for this role typically fall between $58,180 and $69,234, commensurate with relevant experience and qualifications.  This role is also eligible for a performance bonus based on individual and organizational performance and goal attainment.   
    • Relocation and Housing Stipends available if relocating to the region


    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.

    Company

    IDEA Public Schools believes that each and every child can go to college. Since 2000, IDEA Public Schools has grown from a small school with 150 students to the fastest-growing network of tuition-free, Pre-K-12 public charter schools in the United States. IDEA currently serves nearly 66,000 college-bound students in 120 schools across Texas and Louisiana and is gearing up to open schools in Florida for the 2021-2022 school year.

    Interested in learning more about working at IDEA Public Schools? 

    Visit us at www.ideapublicschools.org/careers.

    Company info
    Website
    Telephone
    956-377-8000
    Location
    2115 W. Pike Blvd
    Weslaco
    TX
    78596
    US

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