C122-2021: Chief Talent Officer

Job | Posted 3 months ago
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Description

POSITION:  Chief Talent Officer
 
REPORTS TO:  Superintendent of Schools
                                     
SUPERVISES:  Office of Talent Management & Labor Relations
 
POSITION SUMMARY:  Reporting to the Superintendent of Schools, the Chief Talent Officer (CTO) provides leadership, direction, and guidance for the strategic initiatives and day-to-day operations of the Office of Talent Management. The CTO leads the overall mission to find, select, strategically deploy, and retain great diverse talent for all positions in the organization in order to meet the district’s mission of improved student learning and achievement, while meeting the needs of the Whole Student. This role develops and implements strategic goals in recruitment, selection, induction, deployment, performance management, professional development, and retention for all employees with a strong focus on teacher and principal effectiveness. The CTO drives the work embedded in the school district’s human capital strategy, which is directly aligned to the district’s strategic operating plan, and links to other departments and stakeholders (internal and external) to move the work forward in measurable ways.
 
The CTO will develop existing and implement new Diversity, Equity, Inclusion, and Belonging (DEIB) strategies and practices across the district and will serve as a leader ensuring that Hartford Public Schools’ commitment to DEIB is infused into organizational culture and staff competency.  The focus is to design and implement a best-in-class strategy around DEIB, ongoing professional development of staff, and build a culture of continuous learning that challenges structures of injustice and continues the district’s work on anti-racism and anti-bias. 
 
The Chief Talent Officer has a laser focus on accelerating equity and organizational excellence by achievement of the overarching priorities of the Hartford Public Schools:

High-quality Teaching & Learning:  High quality instruction and support to ensure students graduate ready for life, college, career, and success.
 
Engaging Family & Community Partnerships:  Extend student learning opportunities through engaged family and community partnerships. 
 
Skillful Staff & Effective Operations:  Maintain a high level of operational effectiveness with skilled staff, modern facilities, financial integrity, and accountability systems.
 
Welcoming Culture & Nurturing Climate:  Cultivate inclusive, innovative, collaborative, and engaging learning environments in safe buildings.
 
RESPONSIBILITIES AND ESSENTIAL FUNCTIONS: The Chief Talent Officer will be the lead strategist to develop and execute a comprehensive human capital strategy to recruit, select, deploy, and retain effective diverse teachers, principals, and other staff
  • Translate the district’s strategy to improve student achievement and outcomes into an aligned human capital strategy, setting clear, measurable outcomes with an equity lens
  • Align all resources (human, financial, technology, and time) to execute the human capital strategy
  • Ensure the key customers of Talent Management – principals and the executive directors of school leadership, who support them – are a primary focus for all human capital work and receive support to build their capacity as human capital managers
  • Strengthen the quality of internal and external staff pipelines – especially for teachers and principals
  • Ensure the district has an eye on what talent it will need in the coming years, including an explicit equity lens, and what it will take to get there
  • Lead the design and implementation of a valid and reliable performance management system for all staff aligned to the organization’s vision
  • Align resources and support the professional learning needs of the district
  • Design and implement strategies, such as strategic compensation and career ladders, to ensure the district hires the best teachers and principals, deploys them equitably, and retains them
  • Increase the retention of top performers and reduce the retention of low performers organization-wide
  • Drive the organization’s labor strategy and be a full participant in the collective bargaining process
  • Seek continuous feedback and proactively adjust approaches to improve human capital functions
 Provide human capital leadership across the district
  • Serve as a key leader on the Superintendent’s senior executive leadership team and as an advisor to the Superintendent to ensure human capital decisions focus on attracting and retaining highly effective diverse staff
  • Collaborate with the Senior Cabinet and respective departments to build support for and successful implementation of the human capital work across departments
  • Deliver frequent reports and analysis to enable data-driven human capital management decisions at the school and district levels
  • Provide succession planning guidance and support for key roles throughout the district
 Develop and implement inclusion and engagement strategies across all levels of district
  • Help build an organizational culture that is inclusive, representative of the populations of students served, and reflective of the district’s mission, vision, and priorities
  • Serve as the primary strategist and architect of a meaningful and impactful DEIB strategy, including DEIB initiatives focused on staff development
  • Partner cross-functionally to drive the design and delivery of inclusive messaging and processes, using data to support successes and identify areas for improvement
  • Collaborate with other internal leaders on a range of initiatives and projects and support district wide initiatives and efforts, including anti-racism and anti-bias best practices, curriculum, and pedagogy
  • Support recruitment of BIPOC staff through conversations with prospective staff and strategic networking
  • Ensure the district’s practices promote inclusion and belonging of the diverse range of experiences, voices, and perspectives of staff
  • Lead Talent Management team to identify and elevate internal DEIB challenges and opportunities to leadership
 Ensure effective, efficient, and courteous services
  • Optimize and manage human resource processes and systems to deliver efficient and effective services
  • Ensure the Talent Management team provides strong day-to-day support to employees regarding employment questions and issues, with an emphasis on staff receiving helpful, courteous, and responsive customer service to address their needs
 The Chief Talent Officer may take on other tasks and responsibilities as assigned and is encouraged to be flexible and responsive to meet organizational needs.
 
KEY COMPETENCIES:
  • People Management:  Actively devotes time to identify and develop top talent.  Provides clarity about roles, responsibilities, and performance goals and offers direct feedback on how to improve performance.  Creates an inclusive environment in which diverse perspectives are valued
  • Diversity, Equity, Inclusion, & Belonging:  Motivates others to action in support of a more diverse, equitable, and inclusive environment for students, staff, families, and stakeholders.  Multi-faceted understanding of the evolving DEIB landscape and best practices and skilled in supporting others as they develop awareness, comfort, and confidence to address issues of equity, inclusion, and belonging. Champions the district’s commitment to addressing systemic barriers of injustice that exist in our nation and our community to create a culture of equity that benefits all students 
  • Data-Driven Decision-Making:  Identifies, analyzes, and uses key human capital metrics to make updates and changes to human resource policies in support of teacher and principal quality and diversity, equity, inclusion, and belonging.  Shares data with key stakeholders 
  • Effective Influencer:  Effectively inspires others to work towards common goals to meet the needs of urban school students, in spite of obstacles. Emphasizes and advocates the importance of human capital’s role serving schools and especially students in communications with internal and external stakeholders 
  • Strong Collaboration & Cross-Functional Skills:  Proactively works in partnership with others to achieve a common goal or necessary objective. Builds rapport and cooperative relationships with others. Establishes and maintains strong relationships with employee associations and relevant stakeholders. Places high priority on team and organizational goals 
  • Customer Service Orientation:  Makes customers and their needs a primary focus. Takes appropriate immediate action to meet customer needs and concerns and continually assesses feedback from customers to make improvements 
  • Confidentiality:  Makes effective business decisions regarding with whom to discuss sensitive and confidential information. Respects the privacy of others, and maintains the confidentiality of information to which exposed. Consistently uses good business judgment
 SKILLS AND ABILITIES REQUIRED: The following characteristics and physical skills are important for the successful performance of assigned duties.
    Empathy and commitment to cause:
  • Deep understanding of the urban school system environment and commitment to improving student achievement
  • Passionately believes that all students can achieve at high levels
  • Demonstrates cultural competence and a deep understanding of and empathy for issues facing urban families
     Communication, interpersonal and team skills:
  • Builds and maintains strong relationships
  • Works successfully alone or on a team
  • Coaches, coordinates, and leads teams
  • Strong verbal and written communication skills; tailors message for the audience, context, and mode of communication
  • Actively listens to others and effectively interprets others’ motivations and perceptions
  • Builds consensus and resolves conflicts; exhibits willingness to have difficult conversations
  • Skillfully navigates existing political structures/systems
     Problem solving and systems thinking:
  • Skilled in leading complex teams and change management
  • Understands how various systems/departments interact to achieve the long-term goal
  • Understands systematic continuous improvement processes
  • Makes decisions using data and technological resources
  • Takes initiative to solve problems and create stakeholder buy-in
  • Identifies and prioritizes mission critical issues with alignment of people, time, and resources
  • Offers innovative solutions to seemingly intractable problems
  • Exhibits strong focus on goals and results; sets clear metrics for success
  • Thrives in achievement-oriented and fast-paced environment
  • Removes barriers or obstacles that make it difficult for principals to achieve their goals and ensures that school leaders have the resources they need to succeed
  • Demonstrates excellent execution and project management skills, including attention to detail, organizational skills, ability to balance the “big picture” with detailed steps to reach the end goal, and ability to balance multiple projects under tight deadlines
     Leadership skills:
  • Motivates, inspires, and moves other adults to action to achieve ambitious goals
  • Skilled at re-envisioning, building, and managing a team, especially in a time of growth and change; excellent at identifying talent and taking advantage of each person’s skills and contribution to team effort
  • Builds and maintains positive relationships with individuals and groups
  • Moves groups to consensus and resolves conflicts; exhibits willingness to have difficult conversations
  • Builds coalitions and works collaboratively with diverse stakeholders at all levels, including but not limited to district personnel, students, families, communities, and/or advocacy groups
  • Establishes clear expectations, deliverables, and deadlines
  • Sets clear agendas and facilitates effective meetings
  • Ability to train, supervise, and evaluate staff from different cultural backgrounds and skill sets
 QUALIFICATIONS:
  • Advanced degree in human resources, business, education, public policy, or related field
  • Completion of a Diversity, Equity & Inclusion (DEI) Program, resulting in certification, preferred
  • Minimum of seven (7) years of experience leading one or more human capital functions (e.g., recruitment, professional development, performance management) in either a school district or another field
  • Minimum of five (5) years building and managing high-performing teams towards ambitious outcomes
  • Experience as a pragmatic disruptor of systems of injustice
  • Experience in overseeing the combination of human resource functions and diversity initiatives
  • Demonstrated success translating organizational strategy into human capital priorities and measurable outcomes
  • Strong, effective oral and written communications skills, as well as interpersonal skills
  • Organizational skills, including follow-up and meticulous attention to detail
  • Demonstrated initiative and high level of motivation
  • Proven ability to oversee staff and build consensus among peer professionals unfamiliar with operations
  • Service orientation towards supporting schools, the Superintendent, and the City of Hartford
  • Operate with proficiency a computer and assigned software programs, including, but not limited to, Microsoft Office Suite; ability to learn to use new software related to job responsibilities
  • Thorough knowledge of the School Board, state and federal laws, rules, policies, and procedures concerning the employment of personnel and the rights and privileges of an employee
 
CERTIFICATION REQUIREMENTS:  Connecticut Intermediate Administration or Supervision Certification (092), preferred; Diversity, Equity, and Inclusion Certification, preferred
 
SALARY AND TERMS OF EMPLOYMENT:  12-Month work year.  Non-Bargaining Grid.  Salary by individual employment contract.
 
EVALUATION:  Evaluated annually
 
UNION AFFILIATION:  Not applicable
 
APPLICATION PROCEDURE:  The screening process for highly qualified candidates is immediate, and interested candidates are encouraged to apply as soon as possible.  To be considered, all internal and external applicants must fully complete a Hartford Public Schools’ online application, which includes the Educator’s Professional Inventory (EPI) assessment.  All candidates must upload requested documents, including:  cover letter, current resume, and three (3) letters of professional reference that were prepared within the last three years.  To apply, please visit http://www.applitrack.com/hartfordschools/onlineapp and follow the appropriate link.  Additional inquiries may be directed to Nancy Williams, Senior Talent Recruiter, at nwilliams@hartfordschools.org.
 
Hartford Public Schools (Hartford, Connecticut) is a diverse community of educators and approximately 18,000 students attending 39 distinctive magnet, community, and neighborhood schools, located in the capital city of Connecticut.  We are committed to being a leader in innovative urban education, cultivating equity and excellence for all of our students, closing the opportunity gaps, and preparing students for life, college, career, and success.    
 
HPS recruits and selects diverse professionals, who are committed to developing students’ individual, academic, social, and emotional capacities and growth within the classroom and beyond.  Highly talented and qualified candidates with a passion for urban education, a commitment to our Hartford students, families, and community are strongly encouraged to apply immediately!
 
Why Should You Choose Hartford Public Schools?
Hartford Public Schools is seeking excellent candidates and wants to provide the best experience for you.  We have put together a comprehensive package of benefits and incentives, including:
  • Competitive salary
  • Career growth opportunities
  • Tuition reimbursement
  • Rich health care plan
  • Professional development
Diversity Among Us
Hartford Public Schools is a diverse community of scholars and educators.  Among our 18,000 students, there are 90 languages spoken; 22% of our student population are English Learners.  Over 85% of the population are students of color.  At Hartford Public Schools, we are well above the national average for diverse teachers and administrators.  Among our teachers and administrators, 27% and 47%, respectively, identify as people of color. 
 
Hartford is the Place for You
The state of Connecticut is seated on the northeastern seaboard.  Hartford is within an hour’s drive of the coastline and is centrally located between New York City and Boston.  Hartford is one of America’s oldest and most historic cities, made up of 17 unique neighborhoods rich in history and diversity.  It is commonly known as the “insurance capital” due to its prominence beginning in the 19th century as home to many of the most prestigious insurance companies in the U.S., many of which still call Hartford home today.  The city features world-class museums, entertainment, and sports venues and is home to several major companies.  An array of restaurants reflecting cuisines from all over the world attract people from far and wide, and more than 200 arts, heritage, and cultural organizations in the Hartford region provide hundreds of events year-round.  In addition, several universities and colleges are in Hartford and the surrounding towns, allowing easy access to advanced degree programs.
 
Position is subject to Funding.
 
An Equal Employment Opportunity and Affirmative Action Employer, M/F/V/D

Posted By

Hartford Public Schools

960 Main Street , Hartford, CT 06103
 

At the following locations

OFF TALENT MGMT LABR RELATIONS

960 Main Street , Hartford, CT 06103