Manager, Leadership Recruitment and Selection

KIPP TEAM and Family is driving towards operating 40+ schools by 2033, serving 24,000 students. The Manager, Leadership Recruitment and Selection (MLRS)  will drive recruitment and selection efforts for all leadership positions across all entities: KIPP TEAM and Family, KIPP New Jersey, and KIPP Miami. The MLRS will ensure leadership positions are promptly filled, hiring managers utilize a normed system for selection, and our organization is staffed with leaders to serve our current and future students and employees. This role is a hybrid and is a combination of in person and remote work.The MLRS is responsible for talent acquisition, both internally and externally, for all leadership titles and roles in KIPP TEAM & Family, KIPP New Jersey, and KIPP Miami. As we embark upon growing our network to double in size, our ideal candidate is a data-driven, results-oriented leader who is able to manage multiple high-level processes simultaneously and hold many stakeholders to predetermined project and process timelines. The MLRS can navigate complexity and ambiguity with stakeholders, and serve as a thought partner for hiring managers when needed. The MLRS is familiar with all of the functions in a charter management organization, including academics, operations, finance, technology, and more. For internal selection, the MLRS should be able to articulate long-term career trajectories for employees, while also holding hiring managers to bias-free and equitable selection processes. The MLRS should be eager to engage with current and future leaders and act as a genuine front-facing salesperson for who our organization stands for and hopes to be. The MLRS is a member of the Talent Acquisition and Certification team, sits on the talent acquisition strategy subteam, and will be specifically responsible for the following:Candidate Cultivation (20%)Identify, nurture, evaluate, and convert referrals from our current staff to candidates and hiresSource top talent for hard-to fill rolesCollaborate with talent acquisition teammates to organize wide-ranging proactive searches for talent using tools such as LinkedIn and resume databases to reach passive candidatesUtilize project management templates and calendars to ensure leaders engage passive candidates and convert to a more active stance, prior to the posting of positionsEnsure candidates have a positive experience with our process  - no matter the outcome.  This means:Reviewing and scoring resumes dailyImmediately reaching out to high-potential candidatesInforming candidates about their progress throughout our process in accordance with service level agreements Match candidates to roles on the basis of their respective strengths and areas for growth, and pivoting as appropriateBuild and leverage relationships with candidates to proactively surface and address any barriers to their acceptanceEnsure all candidates receive prompt communication at the conclusion of every processMaintain hiring data with fidelity and in real-time to ensure accuracy and historical relevanceCollaborate with talent development teammates to conduct internal talent mapping to identify current staff who may be ready for promotional opportunities in to leadership seatsCandidate Selection (30%)Determine the timeline and key milestones for every selection processSupport hiring managers in designing the selection process prior to job posting including:Creation of hiring team, interview training for hiring teamStamping of job description and KPIsPartnering with the talent and compensation teams to norm title and salaryOutline of candidate onboardingDevelops systems for internal candidate selections, including Assistant Principal, School Leader, School Leader Fellows,  and Director of School OperationsCalendars these processes in collaboration with regional leaders at the beginning of the school yearEnsure roles are filled with sufficient time to backfill internal movementImplement feedback from past years internal processesExecute leadership diagnostic days in collaboration with regional and leadership development teammates, as neededManage the distribution and evaluation of pre-interview performance screeningsManage the invitation, travel, and logistics for high-potential candidates who attend in-person interviewProactively and skillfully plan and execute multi-candidate, multi-selector interview days for leader seatsEnsure selectors have a thorough understanding of candidates (resume, phone screen notes, and performance task) and that only the most promising come through for interview daysFollow-up with candidates to communicate outcomes in a timely manner and, where there might be more suitable roles, successfully pivot themCapture and maintain accurate candidate information on our applicant tracking and knowledge management systems to facilitate initial searches and candidate data to be used in the selection phaseTalent Strategy (20%)Define, design and implement recruitment strategies and selection processes for a variety of school-based, regional, and CMO leadership roles including, but not limited to, Head of Schools, Principal in Residence, Assistant Principal, and Director-level positionsPartner with Directors of Recruitment, Leadership Development, and Hiring Managers to create detailed candidate profiles in order to target and evaluate active and passive candidatesCollaborate with key stakeholders to identify discrete skills for various positions and experts in each to facilitate development plans for current staff who are interested in them but not yet readyRelationship Building & Stakeholder Management (20%)Build trusting relationships with executive team members, school leaders, operations leaders, regional leaders, hiring managers, and school-based staff to foster open dialogue and mutual feedback Function as a strategic partner and coach to hiring managers by identifying bright spots, challenges, and dynamics that affect hiring and retentionLead weekly meetings with hiring managers once new needs are identified to devise sourcing strategies, coordinate selection processes, provide updates on prospective candidates, and advise on hiring decisionsLead meetings with selection teams to ensure all interview and assessed tasks lead to high quality skills assessments for all candidatesSystem and Data Management (10%)Manage all candidate and portfolio data in our internal systemsDrive hiring process outcomes via internal project management systemsLead bi-annual calendar creation with executive team to ensure all roles are hired in order and accordance with organizational prioritiesEnsure progress to goals milestones (eg time to hire) and appropriately tracked and metSKILLSThe ideal candidate for this role should possess the following qualifications:A deep belief in KIPP's mission and vision, with a commitment to championing our children, families, communities, and programming.A strong advocate for racial justice, equity, and inclusion.Exceptional relationship-building skills and a passion for engaging with a wide range of stakeholders.Comfortable using data to drive priorities and effectively communicate KIPP New Jersey |Miami's story.Second to none interpersonal communication skills (written and oral) to get to the heart of the matter and move work forwardStrength in strategic planning, driving outcomes, and follow-throughA relentless focus on solutions and results.Ability to remain organized and thrive in a role with competing priorities and ambiguity.Collaborative approach to recruiting and relationship building.Strong consensus-building skills and an engaged, active listener.Ability to communicate KIPP’s vision, mission and results with an external audienceComfort with collaboration and coordination of relationships with decision makers and influencers of organizationsSolid technical skills with a proficiency in MS Office, Google Suite, Slack, and Applicant Tracking SystemsAble to leverage past technical skills into proficiency with new platforms (SmartRecruiters, AppSheet, etc.) Able to project manage through software and work platforms (eg Trello, Asana, etc)Bachelor's degree.Experience working in education or the non-profit sector.Prior experience in a leadership position.Preferred Skills:Master's degree in a related fieldExperience working at a KIPP region or a similar Charter Management Organization  Knowledge of the education landscape and charter schoolsABILITIESIs intellectually curiousHas demonstrated effective outcomes and results, and wants to be held accountable for themHas a propensity for action, willing to make mistakes by doing in order to learn and improve quicklyWorks with urgency and purpose to drive student outcomesThrives in an entrepreneurial, high-growth environment; is comfortable with ambiguity and changeSeeks and responds well to feedback, which is shared often and freely across all levels of the organizationIs energized through the work of communicating about KIPP and potential positions with candidates and internal stakeholdersWorks through silos and forges strong cross-departmental relationships in order to achieve outcomes