Description
Position at IDEA Public Schools

About our region:

Tarrant County has long proved a magnet for families and young professionals looking to plant roots and create a home. Dallas-Fort Worth is ranked as #18 on the Best Places to Live list from U.S. News & World Report.

This fast growing region has experienced a larger jump in its student population than any other North Texas county. Tarrant County is now home to nearly 400,000 school aged children, and growth is expected to continue for years to come. IDEA Achieve and IDEA Rise will open their doors in 2019 to support the educational in closing the gap for college matriculation.

Only 10% of Tarrant County students attend and complete college while IDEA alumni have a record of 41% matriculation. Changing this statistic is part of the promise IDEA makes to current and incoming students.

To learn more about IDEA, check out this video .

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.

Accountabilities:

1 . 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, etc. 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 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.

2. 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.

3. 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 by 11/5 and provide regional trends to regional team no later than 12/1
• 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.
• Other indicators that promote positive retention:
  • 35% of teacher roles are filled by internal promotions (25% in launching regions)
  • 70% of lead team roles are filled by internal promotions (75% in regions 5+ years. 30% in regions 2-4 years, 0% in launching regions yr 1-2 .

4. 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

5. Support the recruitment of unique Teacher Applicants for the region by 5/31/2019

• Collaborate with Talent Recruiters to develop recruitment strategies and plans that are responsive to the regional market and needs.
• Aggressively evaluate pools agains t 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.

6. Live Values of IDEA

• Believes and is committed to our mission: that all students are capable of getting to and through college
• Is driven by 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
• 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
• Embodies IDEA's core values

Qualifications:

• Education: Bachelor's degree required
• Experience: At least 3 years teaching in a high performing school; and/or experience in hiring, managing or human resource fields; proven success in meeting goals and working within time constraints; experience managing/coaching others preferred
• Certifications: PHR/SPHR/SHRM-CP 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 $50,004 and $59,794 commensurate with relevant experience and qualifications. This role is also eligible for a performance bonus based on individual and organizational performance and goal attainment.

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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.