Leadership Development Program Manager

Chicago Public Schools (CPS) is the third largest school district in the United States, serving over 360,000 students in 600+ schools and employing nearly 36,000 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 values are embedded within these commitments - student centered, whole child, equity, academic excellence, community partnership and continuous learning.

Job Description :

We are seeking an entrepreneurial self-starter with excellent project management skills to join the Talent Office as a Leadership Development Program (LDP) Manager. The person will report to the Executive Director of Human Resources & Talent Management and play a critical role in supporting the design, development, implementation and evaluation of leadership development programs across the district.

The Leadership Development Program Manager is expected to successfully oversee and/or perform the following responsibilities:

Develop, recommend and manage the overall strategy, structure and administration of leadership development programs (LDPs) :

• Support the development, design and delivery of innovative and sustainable LDPs for school-based and central office staff
  
  

• Outline umbrella LDP structure to support individual programs, identify program redundancies and alignment, and map ideal candidate profiles
  
  

• Align and integrate key stakeholders and leaders in the mission, vision/philosophy and goals of leadership development programming
  
  
• Partner with district leadership in the development, execution and evaluation of LDPs
  
  

• Develop recommendations to improve processes and programs based on talent and organizational needs and best practices
  
  
• Conduct ongoing needs assessments, i dentify and evaluate leadership development pipeline needs and performance gaps
  
  
• Recommend short and long-term strategies and initiatives to meet needs
  
  

• Leverage project management principles including stakeholder communications plans, project plans and ensure LDPs are executed on time and within budget
  
  

• Consult internal and external sources to garner best practices, coach leaders and demonstrate a modern approach to effective leadership and behavioral learning methodologies, solutions, delivery, assessment and evaluation
  
  

• Identify best practices nationally both internal and external to education and recommend innovative approaches to leadership development including a blend of formal classroom learning, e-Learning, distance learning solutions and coaching/mentoring, on-the-job development, etc.
  
  

• Provide support for LDPs including related assessments, selection processes/tools, feedback and survey tools, and development initiatives/events in partnership with the Executive Director and Human Resources Manager
  
  

• Incorporate race, equity and cultural competency content into LDP efforts as applicable
  
  

• Recommend organizational design parameters that are impacted or can be influenced by leadership development strategy
  
  
• Partner with the HR Program Manager and Executive Director to map internal and external leadership development opportunities for school-based and central office staff
  
  

Identify, measure, and report data metrics to evaluate the effectiveness of and track LDP participants and alums :

• Designs templates, dashboards, tools and methodologies to support robust evaluation of LDPs and the identification and tracking of key talent across the district
  
  
• Develop and generate metrics and other reporting to allow oversight and identification of talent issues and recommend areas requiring additional attention or resources.
  
  
• Help define success profiles that include key work experiences and skill sets that prepare managers for critical roles
  
  
• Develop/communicate metrics and reporting that assess the effectiveness and return on investment (ROI) of LDPs
  
  
• Evaluates outcomes of LDP initiatives and recommend program modifications and changes in overall LDP strategy
  
  

• Identify, recommend, and implement operational improvements to streamline internal HR processes and increase efficiency
  
  

Design, facilitate and provide logistical support to run high-level recruitment, interview and selection protocols, and alumni relations for LDPs :

• Maintain relationships, contact and communication with participants/cohorts to solicit feedback and facilitate alumni programming and talent management initiatives
  
  

• Partner with district leaders to develop a strong cohort experience & identify opportunities to leverage alumni and further post-program development
  
  

• Track and manage talent budget expenditures for LDPs maximizing allocated resources
  
  
• Assist with the facilitation of activities and events, material production and distribution, and other resources to ensure that operations are managed within authorized budgets
  
  

• Leverage existing and/or new vendor partners as appropriate to deliver LDP components
  
  

• Collaborate with the HR Program Manager, Executive Director and other Talent leadership to facilitate the completion of performance management initiatives including but not limited to talent calibrations, establishing internal talent benches and succession planning
  
  

• Support Talent Team and organizational leaders on additional ad hoc projects as necessary
  
  

Type of Education Required:

• Bachelor's degree in Human Resources, Organizational Development, Organizational Effectiveness, Business Management, Industrial & Organizational Psychology or a related field. Master's degree preferred.
  
  
• HR Certification: PHR/SPHR, SHRM-CP/SHRM-SCP or other training related certifications preferred
  
  

Type of Experience & Skills Required :

• Minimum of 5+ years of direct talent development, organizational development, leadership development, program management and/or training experience in a fast-paced work environment.
  
  
• Extensive exposure to adult learning theory, experience leading leadership development programs, and a commitment to continuing professional development
  
  
• Extensive and diversified leadership experience developing and designing large initiatives with varied stakeholders
  
  
• Experience leading large-scale, complex initiatives with ambitious goals and deadlines
  
  
• Strong facilitation and communication skills, able to present information to audiences at all levels of the organization
  
  
• Ability to manage relationships at all levels of the organization
  
  
• Self-motivation, dedication and drive to succeed
  
  
• Impeccable judgement, integrity, curiosity and professionalism
  
  
• Comfortable with ambiguity and establishing a direction on one's own, with frequent support but without requiring constant supervision
  
  
• Ability to analyze a problem/question and decide the level of importance and necessary level of intervention or escalation necessary with support
  
  
• Significant project management experience and proven record of building strategic HR programs
  
  

Key Competencies Required :

• Organization & Project Management - Keeps track of upcoming, ongoing, and prior work product. Quickly adjust to shifting priorities and deadlines and can juggle multiple and varied projects simultaneously. Develops realistic action plans and utilizes team effectively to achieve department goals.
  
  
• Data Analysis & Analytical Thinking - Ability to build and create data, analyze statistics, identify trends, and make balanced, objective recommendations in a proactive manner to achieve maximum results.
  
  
• Influence & Leadership - Demonstrates a leadership presence that gains the confidence of others, and establishes oneself as a leader. Actively listens to others, understands nuance, and effectively interprets motivations/perceptions. Able to integrate feedback from others to achieve better results.
  
  
• Judgment - Ability to make sound decisions, and discern when a matter should be escalated to the next level.
  
  
• Collaboration - Initiates, builds, and manages cohesive partnerships and professional relationships both internally and externally.
  
  
• Communication with Stakeholders - Gears communication towards the target audience and is able to influence stakeholders in the interest of meeting organizational goals and values. Communicates at a high level in both written and verbal form with an impeccable detail-orientation and a focus on customer service and relationships. Has a strong regard for confidentiality and employs sound reasoning to make quick determinations.
  
  

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 his or her CPS hire date and maintain residency throughout their employment with the district.