Alliance College-Ready Public Schools was founded in 2004 based on the belief that all young people––regardless of ZIP code, income, ability, or background–– are capable of achieving at high levels. Alliance is now one of the largest and most successful public charter school networks in the nation, operating 28 high-performing middle and high schools serving 13,000 scholars in Los Angeles communities that have been systemically oppressed. In our 16th school year, Alliance has a proven record of success: though 93% of incoming sixth graders come to Alliance reading below grade level, 95% of Alliance graduates have been accepted to college—including 73% to a four-year university. We strive to truly change the life trajectories of our scholars and communities, with a goal of 75% of Alliance graduates completing a four-year college degree. Now is the time to join our collaborative community to make long-lasting change across Los Angeles.
Reporting directly to Alliance’s Chief People Officer, the Vice President, Staffing plays a vital role in Alliance’s overarching people strategy – how we attract, grow, and keep top talent at all levels of the organization to work in service of Alliance scholars and families. The Vice President, Staffing will lead the Staffing team, which includes six staff who lead transformational work to improve Alliance’s staffing functions. These staffing functions include staff recruitment and selection for our 26 middle and high school campuses; Home Office staff recruitment and selection; and ensuring appropriate California credentials for our instructional staff members. This is a growing team and our work continues to evolve, as we support the changing needs of our organizations.
WHAT YOU WILL DO
Provide departmental leadership, organizational staffing strategy and direction, and systems-level thinking.
- Serve as a strategic advisor and functional expert to the Chief Talent Officer, Talent Leadership Team (Vice Presidents leading Talent functions), and other organizational leaders regarding Talent strategy (staff life cycle from entry to exit, including how diversity, equity and inclusion (DEI) informs every element of the staff life cycle), initiatives and issues;
- Design a compelling vision for the Staffing Department that identifies strategic priorities in support of Alliance’s mission and goals, and all Alliance schools;
- Develop and implement change management strategies to support network-wide improvement of staffing challenges (e.g. build a strategy to garner new teacher, leader, and classified pipelines of diverse, high quality potential candidates; identify ways to attract high-quality classified staff; build stronger technical systems, etc);
- Design systems-level protocols to ensure that all recruitment, selection and credentialing processes align and comply with Alliance policies, individual school charters, and state and federal labor laws, and ensure consistent, fair, and equitable application of policies and procedures to all staff, regardless of position or status.
Lead a large, complex department with attention to team culture and satisfaction.
- Build and maintain a strong team of Staffing functional leaders and support staff through effective recruiting, training, coaching, motivating, team building, and succession planning;
- Model and facilitate “best in class” culture practices and customer service standards aimed at delivering high-quality staffing support to all schools and Home Office teams/colleagues;Manage the professional growth of direct
- reports to build a strong Staffing Team leadership “bench”;
- Review team members’ work to provide ongoing, timely, relevant, and constructive feedback to Staffing functional leads and key cross-departmental leaders (e.g., HR operations, school operations, performance management, and employee relations).
Leverage resources and develop tools to guide the department’s work and to support its goals and organizational priorities.
- Provide strong financial stewardship of, and directly inform, the development of the Staffing team budget (e.g. ensure return on investment analysis, participate actively in Talent budgeting processes, etc.);
- Build strong infrastructure for staffing functions including reviewing the Applicant Tracking System and Human Resource Information Systems (HRIS) to increase automation and reduce manual processes;
- Establish effectiveness indicators to monitor progress for all of Staffing’s major functions (recruitment, selection, reduction in force, and credentialing);
- Facilitate cross-functional cooperation, and identify and address strategic opportunities and challenges that support our HR and talent strategy, initiatives, and organizational priorities;
- Guide the Staffing department to develop it’s operational and work plans with clear and measurable goals that align with the larger HR and talent strategy, initiatives, and organizational priorities.
Develop and manage strong internal and external relationships to support the Staffing department’s work.
- Collaborate closely with the Talent Leadership Team, Home Office leaders to ensure cross-functional implementation of talent strategy and other related initiatives across the network;
- Work seamlessly with the Instructional Superintendents, and school site leaders to ensure schools are fully staffed with appropriately credentialed staff;
- Establish strong relationships and work effectively with key internal and external stakeholders and/or partners (e.g., vendors, school and Home Office leaders, local school boards, community-based organizations, etc.) to inform sound recruitment, selection and credentialing practices and strategy;
- Represent Alliance on Staffing-related matters and develop relationships as needed to further Alliance’s overall recruitment, selection, and credentialing strategy, initiatives, and priorities.
THE IDEAL CANDIDATES WILL HAVE/BE:
- Commitment to the Alliance's core beliefs and educational philosophy;
- Successful leadership in Human Resources, knowledge of state and federal labor laws and employment provisions (SHRM certification a plus);
- Deep knowledge of urban public schools and school culture;
- Successful experience in school staffing; and/or similar organization’s recruitment and selection efforts;
- Ability to lead effectively in a multi-layered organization and build strong relationships with teachers, coaches, school leaders and other Home Office and school-based colleagues;
- Strong conceptual, analytical, and organizational/systems thinking needed to interpret data, inform goals and strategy development, and lead implementation/execution;Proven
- record of effective leadership, ability to navigate complex issues and drive organizational change;
- Strong people management skills with a successful track record of leading teams to excellent outcomes;
- Strong written and verbal communication skills, including the ability to convey information to a variety of audiences (e.g., large groups, staff meetings, executive briefings, memos, etc.);
- Ability to work well in emotionally charged, difficult situations involving confidential or sensitive matters;
- Proficient use of Microsoft Office and Google-based applications;
- Entrepreneurial spirit to thrive in a fast-paced environment;
- Willingness to go above and beyond to contribute to the success of a dynamic team committed to a new future for urban education.
- At least five (5) years of relevant, progressive professional work experience in a public school district, public administration, charter school/education management organization, or university, with at least three (3) years of supervisory experience.
- A Bachelor’s Degree or higher from an accredited college or university; graduate degree in business administration, education, public administration, human resources, or a related field is preferred.
- Experience working in the education sector, specifically in the functional area of talent or human resources.
COMPENSATION AND BENEFITS
In alignment with our commitment to equity for our scholars, Alliance is committed to equity and transparency for our team and offer competitive salaries commensurate with experience and education, as well as an employer-sponsored 403b plan annual contribution equal to 5% of regular earnings, and a comprehensive group health benefits package, including medical, dental and vision. This position is exempt. The compensation range for this position is $122,000 - $160,000. To allow room for growth in compensation, the maximum initial salary placement is 80% of the range.