Managing Director, People Partner

Teach For America•Bentonville, AR

1d•$90,000 - $139,300•Remote

About The Position

At Teach For America, we are inspired by a single mission - one day, all children will have access to an excellent education. Achieving that mission requires evolving how we work, lead, and support our people so they can thrive in an agile, ever-changing environment. We are seeking a Managing Director, People Partner (Business Partner) to serve as a trusted advisor to leaders and managers, providing strategic and day-to-day partnership that strengthens team effectiveness, develops talent, and supports an exceptional staff experience. In close collaboration with senior People Team colleagues, you will help leaders navigate talent decisions, foster healthy team cultures, and implement people strategies that enable teams to achieve meaningful impact.

Requirements

7–10 years of progressive Human Resources experience, preferably in Business Partnering, HR Consulting, Organizational Development, or a Human Resources Generalist role.
Experience partnering with people leaders to solve talent and organizational challenges.
Knowledge across core HR disciplines, including employee relations, performance management, talent development, compensation, organizational effectiveness, and change management.
Ability to build trust and credibility with leaders at multiple levels.
Strong judgment and comfort navigating ambiguity, competing priorities, and organizational change.
Demonstrated ability to manage multiple projects while meeting ambitious deadlines.
Strong organizational, communication, and relationship-building skills.
Commitment to Teach For America's mission, core values, and commitment to diversity, equity, and inclusion.

Nice To Haves

Experience managing or mentoring others.
SHRM, PHR, or HCM certification.
Experience with Workday or comparable HRIS platforms.
Strong facilitation and coaching skills.
Excellent project management and process improvement capabilities.
Demonstrated curiosity, adaptability, and continuous learning mindset.
Proven ability to build collaborative relationships across diverse stakeholders.
Strong analytical skills with the ability to use data to inform talent decisions.
Solutions-oriented with sound judgment, integrity, and a high degree of ownership.

Responsibilities

Partner with directors, managing directors, and selected senior leaders to provide strategic guidance on talent management, team effectiveness, staff development, and employee experience.
Build trusted relationships with leaders to understand team dynamics, identify opportunities, and proactively address talent needs.
Consult on organizational design, workforce planning, and team structures that align with business priorities.
Help leaders identify capability gaps and recommend development strategies to strengthen team performance.
Coach managers through key talent processes, including hiring, onboarding, performance development, performance improvement, change management, and compensation cycles.
Facilitate leadership development sessions and learning experiences in partnership with other People Team functions.
Serve as the primary People Team partner for assigned client groups, connecting leaders with the appropriate People resources and expertise.
Provide coaching and consultation to leaders navigating performance concerns, employee relations matters, and workplace challenges.
Support managers in using performance improvement processes as developmental tools.
Advise leaders on policy interpretation, standards of conduct, and workplace expectations.
Partner with Employee Relations colleagues to escalate and resolve complex or sensitive matters appropriately.
Help leaders navigate difficult conversations while promoting consistency, equity, and compliance.
Contribute insights from client groups to strengthen talent programs, policies, and systems across the organization.
Partner across the People Team to implement talent initiatives, including performance development, onboarding, annual talent processes, and manager enablement.
Gather feedback from leaders and staff to identify trends and recommend continuous improvements.
Analyze talent data—including engagement, retention, promotions, and exit trends—to support informed decision-making within assigned portfolios.
Support special projects and cross-functional People Team initiatives as organizational priorities evolve.
Contribute to organization-wide talent efforts and provide capacity during periods of increased demand.
Demonstrate flexibility by adjusting priorities in response to changing organizational needs.
Collaborate across the People Team to ensure consistent, high-quality support for staff and leaders.