Description
Position at IDEA Public Schools

About the Rio Grande Valley :

Since 2000, IDEA Public Schools has grown from a school of 150 students in Donna, TX to the fastest- growing family of tuition-free, public charter schools in the United States. In the Rio Grande Valley, we are a nucleus of four counties (Cameron, Hidalgo, Starr and Willacy County) that work as one unit to support our children academically and holistically.

RGV is home to a population of just over 1.3 million residents. Children across the region truly benefit from IDEA's mission of college for all as only 1 out of 17 students graduate college-ready. Our mission holds true as we have 2,400 IDEA alumni that currently attend, or have graduated from, 150 colleges and universities across the country.

Join our passionate team of changemakers in south Texas as we prepare to expand our home region to 55 schools, serving over 38,000 students in 2022.

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.

To learn more about IDEA, check out this video .

Role Mission:
Operations Talent Partners are the "go-to" person for operations talent needs at the campus level. Operations Talent Partners support Assistant Principals of Operations (APOs) 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.

The founding Operations Talent Partner will also be deeply involved in improving the quality of operations selection processes, in partnership with the Selection team, and will serve as liaison to the Operations team during the pilot year.

Accountabilities:

1. 95% of campus operations roles are filled by two weeks before their first day of work or professional development and 100% are hired and fingerprinted by the ir first day.

• Engage in regular check-ins with APOs to ensure a strong partnership and understanding of talent needs ; looping in leadership as needed, to ensure that APOs make timely decisions.

• Communicate progress toward hiring goals and information on the candidate pool to APOs.
• Efficiently screen applications, video interviews, and conduct phone interviews, within 2 weeks of a candidate's application , to match candidates to vacancies .
• Identify at least 2 high quality candidates for every vacancy (SIS Coordinator, Registrar, Receptionist, Health Aide, Business Clerk, Facilities Manager , and Transportation Manager ).
• 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 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.
• Plan and execute hiring events to fill positions efficiently and get strong candidates in front of as many APOs as possible.
• Leverage administrative assistants and the N ew H ire team to monitor the hiring and on-boarding process of new hires.
• Support and train APOs and administrative assistants on hiring processes and procedures.

• Other indicators that support hiring timeliness:

• Determine hiring projections by October 1 st , based on any changes to the staffing model
• Set hiring benchmarks and align actions and plans to these benchmarks
• 75% of mid-year vacancies are filled with the best quality within 2 weeks
• 40% of referrals and recruited applications result in a hire

• 75% of applicants move from application to a final decision within 8 weeks

2 . 85% Operations staff retention.

• Provide weekly retention updates and lists of potential leavers for regional/campus /department interventions through-out the year.
• Complete pulse checks with 100% of new hires by November 5 th and provide trends to regional team no later than December 1 st .

• C onduct exit inte rviews 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 and department teams to identify and prioritize roles, trends, and campuses of concern; create a plan to support the leaders of those campuses.
• Collaborate with HR , Talent Development , and Operations 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:

• 75 % of manager roles are filled by internal promotions (25% in launching regions)

3 . 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 required
• Experience: 3 + years of operations leadership, teaching , or recruitment experience required

Compensation:

• Salaries for this role typically fall between $51,650 and $63,812, 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.