Director - Talent Development - The Achievement Network - New York

Job description
We seek a Director, Talent Development to lead the development and deployment of staff-wide structures and experiences for professional growth and organizational development at ANet. This person will be responsible for designing and managing competency-based staff training, building or refining structures to support staff professional development, managing staff evaluation and feedback cycles, and developing and executing strategies that leverage managers and leaders to build a strong organizational culture.

The ideal candidate is motivated by having an impact on closing the opportunity gap for our nation’s children by creating and executing on a vision for talent development that fosters a strong culture of engagement and development to achieve organizational outcomes and our 2017 strategic plan. This person will partner closely with ANet’s departments to vision set, scale structures, and develop trainings and tools that meet the needs of a high headcount-growing team.
This person will report to the Vice President, People & Culture and will partner closely with the MD, Talent Acquisition and the Director, Internal Communications and Culture on the HC team, with Networks leadership, and with key central teams, including Coaching Strategy & Best Practices.
Responsibilities:
The primary responsibilities include but are not limited to:
Develop a vision and scaling strategy for learning and development that ensures individual staff members are effective in their role and career at ANet, and that ANet meets or exceeds its organizational staff retention goals.
Redesign, scale, and manage foundational frameworks & processesthat meet our current needs as a 150+ person organization and can be adapted for our longer term talent needs. Specifically:
Re-design our Talent Development Framework to align to ANet’s evolving talent needs and “best in field” industry practice, and in alignment with evolving titles, career paths & team structures
Steward our titling structure and protocol to ensure we are scoping roles appropriately to retain top talent and ensure greater clarity for current team members
Map career pathing opportunities at ANet that help us retain top talent over time in a financially-sustainable way
Evolve our performance review rhythms, structures, and materials (2x2s, Annual review) to align to ANet’s evolving talent needs and the re-designed Talent Development Framework
Develop and execute an organizational strategy for staff learning and development so that they are effective in their current roles and feel engaged at ANet (leading to retention). Examples include:
Partner with team leaders and managers across the organization to develop powerful, consistent on-boarding learning opportunities for new team members
Oversee and ensure strong execution of ANet’s formal and informal feedback structures
Build meaningful learning opportunities & experiences that propel individual team member growth on our Talent Development Framework
Partner with the Coaching Strategy team to program, design & deliver these learning opportunities & experiences throughout the year
Program and manage a centralized HC budget that leverages external resources (conferences, bringing in facilitators, etc.)
Set a vision & invest key leaders and managers in how to allocate staff professional development dollars
Partner with the HC team to optimize all-team Offsite events
Partner with the Chief of Staff, VP Networks, and Director, Program Strategy to optimize sub-team Offsite events
Build and execute ANet’s vision for managerial excellencealigned with ANet’s Talent Development Framework, titling protocol, and career path vision
Design and administer structures and tools to communicate expectations, evaluate performance, and establish developmental resources for ANet managers
Leverage external “best in field” industry lessons on building strong manager teams and benches
Empower managers to be strong “people talent developers” through strong execution of ANet’s formal and informal feedback structures
Help create manager muscle to be “culture leaders” who propel our core values, ensure high team engagement levels, and foster a diverse, inclusive environment at ANet
Provide targeted hands-on support and coaching to developing managers
Build and manage HC talent development dashboards
Evaluate our current internal systems and tools for tracking talent development priorities and develop recommendations for how to meet our evolving needs
Partner with our Senior Associate, HC Operations, IT Director, and OE team to adopt external tools or design internal tools to meet our evolving needs
Manage real-time HC performance management data to inform action & shape insights such as
Internal talent pipeline cultivation decisions
Targeted foci on developing or struggling team members
Targeted managerial development and support

Required Skills and Characteristics:
In order to be successful in this role, ideal candidates should demonstrate the following:
Belief in The Achievement Network’s mission and strategy: Embracing common core standards, assessments and data as meaningful tools for raising student achievement, professional development as a critical lever in improving school achievement, and network collaboration as a powerful means of spreading best practices across schools
Ability to set long-term vision and to identify and execute on new opportunities that have not yet been explored to ensure the long-term relevance and strength of our internal talent
Comfort building things from scratch and ability to synthesize complex ideas and frameworks
Strong project management skills and ability to manage projects when there’s a high degree of ambiguity and change
Superb relationship building skills and credibility with senior leaders and front-line managers
Excellent communication skills (ability to explain complex problems and solutions in clear, concise and compelling ways in settings ranging from one-on-one conversations to large group facilitation)
Expert strategic-thinking skills; curiosity to solve complex problems and ability to think boldly and motivate others maximize new opportunities using a data-driven approach
Self-aware, humble, attuned to the needs of our internal team members
Motivated by an entrepreneurial, fast-paced, highly collaborative, team-oriented and fun environment, with a desire to contribute to a growing organization
Superb project management skills and ability to manage projects when there’s a high degree of ambiguity and change
Embodies ANet’s core values (drive results, promote leadership, team first, people matter, leverage diversity, bold thinking)

Experience and Educational Background:
6-8 years of work experience, including:
Experience overseeing or managing human capital talent development functions for non-profit organizations, including but not limited to: professional development design, titling and career path structures, professional review/evaluation, etc
Substantive experience in project or personnel management, preferably in high-growth, scaling organizations
Experience in education sector (ideal)

Benefits and compensation:
Compensation for this position is competitive and depends on prior experience and qualifications. We also offer a comprehensive benefits plan.

Enter your email address:

Refer This Job To Your Friends And Help Them To Find Jobs!