Role Charge

Reporting to the Chief Equity & People Officer (CEPO), the Senior Director of Equity & Talent, is responsible for the operational design of a next-in-class talent system—practices, procedures, processes, and people. You will oversee a team (3 FTE Talent Partners in FY24) as we evolve our Talent Acquisition and Human Resources structure to live into our shared vision, mission, and commitment to equity as a unified (Rocky Mountain Prep and STRIVE Prep) network of schools. This network currently includes 13 schools (6, elementary schools, 5 middle schools, and 2 high schools).

As the Senior Director of Equity & Talent, you will oversee the vision, direction, strategy, and execution of teacher and staff recruitment across the network, build and maintain strong data and tracking systems, build deep partnerships with our network and school leaders, partner with our learning and development team, and advise hiring managers on matters related to talent, culture, and DEIB to ensure a cohesive and integrated set of proactive practices, talent solutions, training, and supports that will ultimately drive our teacher and staff retention goal of 85%. You will also identify and build coalitions with external partners to position Rocky Mountain Prep as the premier charter school brand of choice for high-potential talent so that we may achieve outstanding academic outcomes for our scholars.

As the Senior Director of Equity & Talent, you will partner with the Chief Equity & People Officer on strategic initiatives related to the development of the Talent Philosophy and Strategy, Compensation and Total Rewards redesign, redesign of our program, and placement of our Teaching Fellows, creating career pathways for our staff, staff engagement (virtual engagements, focus groups, staff surveys, design sprints, and office hours) for network-wide change initiatives, (re)design of our performance system, synthesizing data and trends from our Great Place to Work and Staff Satisfaction surveys, and Employee Relations (specifically, tier 1 and 2 formal and informal complaints). While this is not an exhaustive list, this is the list of priorities we hope to take on over the next 3-36 months recognizing change may be incremental and parts of our system will require deeper collaboration and engagement with our staff.

You will serve as a trusted advisor to the CEPO and thought-partner with senior leaders; therefore, as the Senior Director of Equity & Talent, you will model our PEAK Core Values (Perseverance, Excellence, Adventure, and Kindness) as you approach your day-to-day work and lead your team. You will operate with a high degree of professionalism and poise, integrity and judgment, innovation and creative problem-solving, drive impact and results, and operate with emotional intelligence and social awareness.

About the Role

• Strategy and Operational Excellence
• Strong systems-builder, organizational effectiveness
• Build equitable, accessible, clear, and compelling operational practices that create a delightful candidate and early staff experience
• Assess current applicant tracking dashboards and develop tighter, clearer systems where data is readily accessible for updates to RMP’s board, c-team, donors, development team, school leaders, and Talent team members
• Establish the Talent team’s meeting and engagement cadences for collaborative work—i.e., strategy, evaluation, performance, training, coaching, creating, designing, and championing Talent team culture
• Audit and inventory current job descriptions
• Serve as the Talent partner for our Central Office staff, in particular, our “C-team” (Executive Leadership Team/Cabinet)
• Identify data gaps and data needs that drive talent philosophy and talent strategy rationale
• Strong spoken, written, and storytelling skills to connect RMP’s vision, mission, commitments to equity, and PEAK values to prospects in our recruitment materials, collateral, and engagement with external and internal audiences
• Develop, implement, and operationalize a strong recruitment strategy that increases transparency and accountability on the “why” behind our systems and processes
• Set vision for recruitment and work with our external affairs team on marketing materials, with an emphasis on our commitment to diversity, equity, inclusion, and belonging
• Effectively advise, establish a point of view, and lead the development of our talent pipeline through early staff experience
• Develop clear rubrics for salary offers that take into consideration equity* As we redesign our compensation system, deep partnership with the Talent team will be needed
• Track progress towards retention goals, mid-year placements, and 100% roles filled by the first day of school targets
• Business process map, solicit feedback on interview processes and systems—understand the user experience
• Identify interim strategies and approaches in peak hiring season(s) or if retention falls below our goal
• Build data fluency with Talent team members and hiring managers
• Exemplify excellence and an exceptional customer service orientation leading to 90% of hiring managers report being satisfied or highly satisfied with their partnership with the Talent team
• Support strategic projects, initiatives, and change efforts in partnership with the CEPO—i.e., project management support, building out timelines and scenarios, communication planning, design and lead trainings, etc.
• 
  Inspire a Culture of Learning
• Assess the learning needs of the Talent team and hiring managers
• Create and lead professional development sessions for the Talent team and hiring managers that result in equitable and efficient hiring seasons
• Consistently review staffing data, and utilize a recruitment strategy to identify key recruitment events that will result in sourcing highly-qualified candidates
• Identify meaningful opportunities to delegate, upskill, and coach your team
• In partnership with the CEPO, launch the Leaders of Color cohort learning experiences (final name TBD)
• 
  Build Diverse and Inclusive Coalitions
• Create a vision and direction for the Talent team that connects with central office, staff, school leaders, RMP families, and scholars
• Strengthen the emerging vision behind the role of “Talent Partners”
• Lead change management for the Talent team and strengthen talent mindsets and orientations across our network
• Build on existing partnerships and increase RMP’s visibility at both the local and out-of-state levels to attract exceptional, high-potential, and emerging talent
• Review and make recommendations on contracts with third-party providers (i.e., Teach For America)Establish retention metrics for BIPOC staff members (currently 85%)—to include a partnership with CEPO on Equity and Belonging staff engagement efforts
• In partnership with the CEPO, develop the vision for staff DEI, DEIB, IDEA, and Affinity (name TBD) groups and how to meaningfully engage include perspectives around staff experience, inform policy, practices, etc.

Qualifications:

• Required
• Bachelor’s degree
• Minimum 7 years of relevant work experience leading recruitment and/or working in the education nonprofit sector—preferably in a multi-layered, matrix, change environment leading HR change projects, organizational development, systems innovation, business partnership
  
• To perform well in this role, you will need to demonstrate a solid foundation, growth mindset, and personal orientations grounded in:
• Racial equity
• Building equitable systems
• Talent development
• Relationship and rapport-building
• Negotiating and positively influencing others
• Employee engagement
• Change management
• Organizational effectiveness
• Organizational Development and Innovation
• Time and personal management
• 
  Ability to build fluency with:
• Knowledge of school systems and next-in-class talent acquisition practices
• Proficiency in Applicant Tracking Systems (ATS) like Lever, Greenhouse, etc.
• Rocky Mountain Prep’s operational systems

Compensation

• This is a full-time in-person, flexible, or hybrid benefits-eligible position with a budgeted salary of $120,000 depending upon experience. The preferred start date is June 2023.
• The typical work day is 8 am-5 pm; however, in some instances—i.e., recruitment fairs, staff engagement, team retreats, special projects, and/or handling employee relations matters—you may be required to work outside of these hours.

Benefits

• Our benefits package includes:
• Health Insurance (medical, dental, vision)
• Disability Insurance
• Life Insurance
• Retirement through PERA
• Paid-Time-Off

$120,000 - $120,000 a year

This is a full-time in-person, flexible, or hybrid benefits-eligible position with a budgeted salary of $120,000 depending upon experience. The preferred start date is June 2023.

Want more information?

1. Please review our Rocky Mountain Prep Frequently Asked Questions to learn more about our program!

Eligibility to work in the United States

In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. Rocky Mountain Prep does not sponsor visas at this time.

RMP is an equal opportunity employer. We seek applicants of diverse backgrounds and hire without regard to color, gender, religion, national origin, citizenship, disability, age, sexual orientation, or any other characteristic protected by law.

Thank you so much for considering Rocky Mountain Prep for the next stage in your career!