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Recruitment & Selection Manager

Employer
Chicago Public Schools - CPS
Location
Chicago, IL, US
Salary
Competitive

Job Details

Chicago Public Schools (CPS) is the third-largest school district in the United States, serving over 340,000 students in more than 600 schools and employing nearly 40,000 people, most of them teachers. CPS has set ambitious goals to ensure that every student, in every school and every neighborhood, has access to a world-class learning experience that prepares each for success in college, career, and civic life. In order to fulfill this mission, we make three commitments to our students, their families and all Chicagoans: academic progress, financial stability, and integrity. Six core principles are embedded within these commitments - student-centered, whole child, equity, academic excellence, community partnership, and continuous learning.

We are seeking an entrepreneurial self-starter with excellent project management skills and a keen eye for talent to join the Talent Office as a Recruitment & Selection Manager for CPS' Central Office and Citywide (CO/CW) roles. Reporting to the Director of Human Resources (HR), this person will play a critical role in managing the full talent acquisition lifecycle for CO/CW positions with an embedded focus on diversity, equity, and inclusion.

The Recruitment & Selection Manager is expected to successfully oversee and/or perform the following responsibilities:

  • Manage the full-cycle recruiting process securing high-quality diverse talent for Central Office and Citywide (CO/CW) roles;
    • Identify, recommend and implement innovative strategies and processes for CO/CW candidate recruitment, assessment, selection, and hiring with an intentional focus on mitigating bias and increasing diversity in candidate pools and staff representation;
    • Proactively develop candidate pipelines using varied sourcing techniques (e.g. direct sourcing, data mining, search engines, community engagement, networking, employee referrals, etc.) to drive active and passive candidate flows;
    • Partner with hiring managers to identify their specific hiring needs, role requirements, candidate profiles, and to define a tailored recruitment strategy;
    • Partner with HRBP's to proactively plan for future staffing needs and strategize talent implications related to organizational structural changes;
    • Identify and maintain partnerships with key colleges & universities, organizations, and external partners to establish and expand talent pipelines;
  • Design and implement training, tools, and resources for CO/CW hiring managers to drive continual improvement in recruitment and selection processes improving the quality of CO/CW hires ;
  • Partner with the Director of HR and the Deputy Chief Talent Officer to create, champion, implement and manage a diversity strategy incorporating recruitment standards and reporting to build a workforce that aligns with the demographics of the City of Chicago;
  • Craft and disseminate recruitment marketing and communications messaging and materials to cultivate candidate relationships and generate talent pipelines for current and future talent needs;
    • Promote the CPS employer brand and unique value proposition online in partnership with internal departments to attract and engage candidates;
  • Lead the executive search process for cabinet and senior-level leadership roles including managing relationships with external search firms to secure high-quality talent;
  • Serve as the subject matter expert and internal liaison for the design, updating, and ongoing management of CO/CW recruitment systems and external platforms;
    • Partner with the Communications and IT teams to redesign the cps.edu staff and candidate web pages;
    • Manage external recruitment system contracts and systems (e.g. LinkedIn, Careerbuilder, etc.);
    • Partner with IT on the reimplementation of CPS' applicant tracking system optimizing the design to streamline and improve the CO/CW hiring workflows and processes;
    • Manage the Taleo system data integrity and accuracy overseeing regular system clean-ups in partnership with the school side recruitment team;
  • Develop and execute methods to track recruitment metrics and KPIs to aid in strategy evaluation and to drive process efficiencies;
    • Analyze and report performance data and the efficacy of sourcing strategies and program investments at an aggregate level;
  • Build a strong understanding of candidate needs and concerns and coach CO/CW hiring managers to provide an exemplary candidate experience at every stage in the process;
  • Identify best practices and innovative strategies nationally both internal and external to education to recommend new recruitment and selection processes and approaches;
  • Track and manage related recruitment budget expenditures maximizing allocated resources;
  • Performs additional ad hoc duties as assigned


Type of Education Required:

  • Bachelor's degree from an accredited college or university; Master's degree preferred
  • HR Certification: PHR/SPHR, SHRM-CP/SHRM-SCP preferred


Type of Experience & Skills Required:

  • Minimum of four (4) years of high-volume direct talent recruitment experience in a fast-paced work environment
  • Minimum of two (2) years of experience in a supervisory role managing recruitment staff
  • Experience with diversity & inclusion recruiting required
  • Deep knowledge and proven success at sourcing diverse candidates through multiple channels (e.g. LinkedIn, boolean search strings, professional networks, cold outreach, etc)
  • Ability to be resilient and adapt to change and ambiguity; thrives in an environment of continuous improvement
  • Experience leading large-scale, complex initiatives with ambitious goals and deadlines engaging a broad group of stakeholders
  • Exceptional communication skills in both written and verbal form with impeccable detail orientation and a focus on customer service and relationships.


Key Competencies Required:

Individual Leadership and Team Engagement

  • Leads a creative, innovative, and high-functioning team; delegates and leverages the team effectively to drive for impactful results and achieve ambitious goals.
  • Supports the professional development of team members, and maximizes opportunity for every team member to take thoughtful risks and find innovative solutions.
  • Demonstrates excellent execution and leadership skills and the ability to successfully lead team members in balancing multiple high-priority projects.
  • Initiates, builds, and manages cohesive and collaborative partnerships and professional relationships both internally and externally.


Emotional Intelligence and Professional Maturity

  • Keeps composure when conversations are challenging and decisions are unpopular.
  • Is fearless in the face of conflict; Comfortable naming issues and addressing them openly as they occur. Not afraid to share difficult news.
  • Demonstrates resilience, objectivity, and the ability to receive and implement constructive feedback in real-time.
  • Able to lead complex and difficult tasks transparently and effectively.
  • Appropriately judges the right timing to engage the Deputy Chief and/or other senior leaders around key issues.
  • Reflective and self-aware; accepts responsibility for decisions, mistakes and lessons learned.


Problem Solving, Decision Making, Planning, and Organization

  • Exhibits exceptional critical-thinking skills and experience in leading data-driven practices at a systems level, including the ability to manage projects, analyze data, identify trends, pinpoint problems and root causes, ask probing questions, set goals, track resources, and develop innovative solutions.
  • Demonstrated ability to set a vision, map it to an operational plan, and execute upon it. Quickly adjusts to shifting priorities and deadlines with the ability to juggle multiple varied projects simultaneously along with operational requirements.
  • Possesses a deep understanding of systems-level operations and management and uses this knowledge to deliver upon desired outcomes.
  • Pursues and implements innovative ideas and methods. Committed to seeking out and sharing current research and evidence-based best practices.


Residency Requirement:

As a condition of employment with the Chicago Public Schools (CPS), employees are required to live within the geographic boundaries of the City of Chicago within six months of their CPS hire date and maintain residency throughout their employment with the district.

Company

Chicago Public Schools is truly a district on the rise. The last five years have been an unprecedented success for CPS, and during that time, our district has emerged as a beacon of what is achievable for large urban school districts across the country. Our mission is to provide a high-quality public education for every child, in every neighborhood, that prepares each for success in college, career, and civic life.

Company info
Telephone
773-553-1000
Location
42 W Madison St
Chicago
IL
60602
US

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