POSITION SUMMARY:
Under the direction of the Director
of Human Resources Operations and Staffing, the Recruitment and Retention Advisor
will support the district’s efforts in attracting, hiring, and retaining the
highest quality workforce. The Recruitment
and Retention Advisor will support the department’s efforts to develop and
monitor a comprehensive recruitment and retention strategic plan with
particular focus on the retention of teachers in the first five years of
teaching. As part of this effort, the
incumbent will partner with HR Partners, Recruitment Team, and the Office of
Talent Development to implement and execute the vision and plan. Additionally, the Advisor will be responsible
for meeting established recruitment and retention goals and objectives, recruitment
and retention metrics reporting; as well as supporting efforts to execute
innovative retention initiatives.
DUTIES and RESPONSIBILITIES: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.
Assists with the development and
implementation of recruitment and retention strategies; strong focus on the
recruitment and retention of teachers and school leaders with support for other
key areas on an as needed basis;Partners with key HR staff and other
key stakeholders to support the development, execution, analysis and monitoring
of initiatives and programs;
Establishes and maintains strong,
positive working relationships with principals and other key central office
staff to support the sourcing, assignment, onboarding, induction, retention,
development, and performance of high-quality candidates for all positions;
Partners with the staffing and
recruitment teams to effectively support the employee lifecycle to optimize
recruitment, selection, hiring, onboarding, retention, and development efforts;
Partners with the Office of Talent
Development to develop and foster programs to engage new teachers and school
leaders; participate in the development of and attend induction programs to
nurture positive relationships with the new teacher and school leaders cohorts;
Supports the development,
implementation, management, and monitoring of both internal and external
teacher leadership and “grow your own” pipeline programs;
Establishes outreach and communication
protocols and procedures to engage new teachers and school leaders;
Tracks, collects, and analyzes
retention metrics to inform strategic planning efforts; develops reports and
engages key stakeholders to support their retention efforts; leverages
technology to support recruitment and sourcing requirements and maintain up to
date candidate information;
Leads, coordinates, and cross-trains
HR staff and principals around best practices and the HR Division’s retention programs
and initiatives;
Supports the annual teacher and school
leader hiring forecast process by providing valuable insight and data with
regard to retention measures;
Leads the exit survey and interview
coordination of all departing teachers and school leaders to track and measure
key attrition reasons to inform retention efforts and strategies;
Develops and leads an annual
declaration of intent process to collect teachers’ and school leaders’ plans
for the next school year; and
Performs other duties as assigned.
QUALIFICATIONS:The requirements listed below are representative of the knowledge, skill, and/or ability required.
Fully informed and
knowledgeable of recruitment and retention issues in K-12 organizations; Ability to make data
driven decisions; proficient in a variety of technologies for data collection
and reporting (e.g. social media, Internet traffic, applicant tracking systems,
Microsoft Office Suite, and Internet);
Ability to travel
locally, nationally and internationally - frequent travel required;
Ability to work a
non-traditional work schedule;
Business
acumen;
Accuracy
and high quality customer service;
Drives
innovation; relentless about results with a strong sense of urgency;
Optimizes
talent and performance management;
Courage;
Cultural sensitivity;
Effective
communication;
Mental
agility;
Collaborates
with others;
Committed
partner, personal credibility;
Influences
and networks;
Human
Resources measurement, assessment, and evaluation;
Technology
utilization including Human Resources information systems;
Data
driven, analyze issues and shift priorities, cope with ambiguity; and
Maintains
confidentiality
EDUCATION and/or EXPERIENCE REQUIREMENTS:
Bachelor's
degree from an accredited college or university required in Education, Human
Resources, Business Administration, Public Administration, or a closely related
field; Master’s degree preferred. Five years of progressive work experience in
Human Resources/human capital management or education (teaching, building
leadership); some of which has been in a large organization. At least five (5) years of progressively
responsible Human Resources experience, with at least three (3) years
specializing in recruitment and retention programs in an educational setting;
or experience working in educational settings preferably as a teacher,
administrator or central office staff.
CERTIFICATION REQUIREMENTS:
None Required.
SUPERVISORY RESPONSIBILITIES:
No direct supervisory responsibilities.
PHYSICAL DEMANDS:
The physical demands are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is frequently required to stand, talk, hear, walk, sit, and use fingers, tools or controls. The employee is occasionally required to reach with hands and arms and stoop, kneel, crouch, or crawl. Specific vision abilities required by this job include close vision such as to read handwritten or typed material, the ability to adjust focus, and depth perception. While performing the duties of this job, the employee may occasionally push or lift up to 25 lbs.
WORKING ENVIRONMENT:
The work environment characteristics are representative of those an employee encounters while performing the essential functions of the job.
ADDITIONAL INFORMATION:
None.