SMD, People Partner (Business Partner)

Teach For America•Bentonville, AR

1d•$108,900 - $171,900•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. In pursuit of that mission, we have to evolve our ways of working, being and doing that will allow our People Team to become the agile HR shop that is sustainably set up to support an ever-evolving organization that seeks to work in more agile and nimble ways and that fosters the growth and development of talented staff who are prepared to thrive and drive impact. We are looking for a Senior Managing Director, People Support Partner (Business Partner) to provide strategic partnership to executives and team leaders to ensure that Teach For America maximizes each person’s and team’s contribution so that we have the most talented and diverse teams across all roles, ultimately fueling the movement to eliminate educational inequity. The People Support Partner plays a pivotal role in fueling Teach For America’s growth and success by providing top-tier, people-centered, equity-oriented staff support and strategic partnership.

Requirements

Minimum of 10 years of related senior level Human Resources experience, preferably within Business Partnering, Consulting or HR Generalist role
Track record of building senior-level relationships
Expertise in various HR programs and functions including, but not limited to business partnership, employee relations, compensation, benefits, performance management, leadership development, and organizational development
Operate with a high level of personal responsibility and thrive in a context of ambiguity, complexity, and change.
Use good judgment and decision making, strong initiative, and an adept learning orientation
Thrive in a goal-oriented, fast-paced, and entrepreneurial environment, including the ability to be flexible in project execution and scope of work
Demonstrated ability to manage multiple responsibilities and consistently meet ambitious deadlines and goals
Deep commitment to TFA’s mission, core values, and our commitment to diversity and inclusiveness and pride for the organization and our mission
Excellent organizational and time management abilities
Can handle a high volume of time-sensitive responsibilities
Detail-oriented with accuracy

Nice To Haves

3+ years previous team management and coaching experience preferred
SHRM, PHR, HCM certification
Experience in utilizing Workday HRIS or other digital tools to maximize efficiency in talent management processes
Build rapport quickly, get your energy from seeking to understand the perspectives of your clients and leverage those insights to connect them to people and experiences aligned with their interests and needs
Communicate clearly and you are comfortable working across lines of difference.
Exceptional project manager and excel at adapting existing systems and/or creating new ones.
Curious problem solver.
Comfortable and nimble in backwards planning, assessing progress and course correcting as the road map changes.
Hungry to learn and grow.
Seek strategic opportunities for your own professional development and encourage others to do the same.
Exemplify our core values and you know better work is done when informed by a range of perspectives.
Take personal responsibility for your work and are solutions-oriented.
Set and reached ambitious goals in your current role.
Exceptional judgment and integrity in your work with all of your current stakeholders.
Innovator who anticipates and seizes opportunities to refine strategies and processes.

Responsibilities

Provide proactive, strategic partnership in the specific areas of talent management, people development, and staff experience to team leaders and managers across the enterprise.
Support leaders in developing an understanding of the current and historical cultural conditions on the team that can accelerate or hinder their ability to attract, develop and retain top talent.
Consultation on People strategy and structural alignment to operational strategy
Support with high level identification of redundancies in skills/capabilities
Thought partner and give guidance to support the implementation of systems and processes (hiring, performance reviews, performance improvement processes, change management, total rewards administration, etc.)
Inform the design of and facilitate learning engagements with executives and team leaders in partnership with other People team functional units in order to build capacity for talent management (eg: change management sessions, use of talent development tools, orienting leaders to broader talent practices, etc.)
Serve as the primary point of contact and internal team portfolio manager for all People team business units, services, and supports
Provide consultation, coaching, and guidance to team leaders who are leveraging a PIP as a performance development tool
Consult with leaders on breaches of our policies, Core Values, or commitment to People Community & Opportunity for All
Provide coaching and guidance to team leaders to support their staff members who experience culture breaches, determining the appropriate intervention
Escalate complex/sensitive issues to Employee Relations team for partnership and support
Provide critical strategic insight into the development, maintenance, and support of the talent system (including but not limited to; performance development, onboarding, standards of conduct, total rewards), foundational supports (Annual Planning, key policy applications) and org-wide talent initiatives based on your deep knowledge of staff member experiences
Collaborate across the People Team to provide critical leadership and implementation on components of talent system and org-wide talent initiatives
Serve as a two-way feedback loop to the field by representing the needs of the field to the People Team and positively champion the work of the People Team in the field.
Develop strategies to measure and evaluate effectiveness of leaders and managers to deliver on key talent practices and codify trends and correlation of efficacy to key talent metrics
Maintain agile working habits that allow for the emergent needs across Teach For America
Manage ad-hoc and special projects as they arise, providing project-management capacity to the Talent and Administration portfolio
Engage in admission and selection of incoming corps members
Flow to support Talent Management teammates when capacity needs present (eg. unexpected vacancy, leave, urgent needs that arise)
Demonstrate strong flexibility and prioritization when assessing team needs and supporting decisions about your work and time allocations, assessing and adjusting as needed
Flow to support other org-wide agile needs where appropriate