Executive Director, Talent Management & Leadership

Title: Executive Director, Talent Operations

Department: Office of Talent 

Reports To: Deputy Superintendent of Talent, Strategy, and Culture

Salary Range:  $107,655- $140,227

The School District of Philadelphia is committed to becoming the fastest improving District in the country and transforming the educational opportunities it offers to our city’s more than 200,000 students. The District seeks leaders who have a passion for working with schools and communities who are committed to ensuring all students achieve. Serving a population as diverse as ours requires creativity, commitment and vision. Will you join us?

Job Summary

Employee Onboarding

Oversees, directs, and coordinates the District’s employee onboarding process to minimize the time between a candidate’s receipt of a job offer and their first day on the job while meeting all federal, state, local, and district requirements. Ensures that all new employees for all roles receive timely, proactive, positive, engaging, and efficient instructions, guidance, and support throughout the process and across all components of employee onboarding. Manages a team of employee onboarding generalists who each serve as Talent Office customer relationship manager and single point of contact for an identified group of new employees, along with other staff who serve as specialists for one or more components of employee onboarding. Monitors and tracks onboarding business process performance and ensures operational excellence through continuous evaluation and improvement efforts.

Employee Data Entry, Maintenance, and Analysis

Leads a group of data analysts/strategists engaged in cross-functional employee data management. Leverages data and data systems to improve business processes in the Talent Office with a particular focus on onboarding, staffing, and compensation. Manages the collection and analysis of a wide variety of Talent Office data to inform strategy and practice and in response to data requests from a variety of stakeholders.

Compensation and Classification

Provides oversight and guidance for the District’s comprehensive classification and compensation program. Sets vision for, recommends policies, and manages procedures for executing the classification and compensation functions for the District. Leads planning, development, and implementation of the overall job evaluation and wage and salary management programs. Collaborates with a range of stakeholders to provide strategic support to increase the overall effectiveness and efficiency of employee onboarding processes as part of a comprehensive talent strategy that supports District goals. 

Essential Functions

• Directs the provision of services from the Employee Onboarding department.

• Determines, defines, and outlines procedures for achieving the employee onboarding goals of the District; develops and oversees the execution of effective strategies to achieve desired outcomes; ensures that departmental functions are conducted in compliance with District policies.

• Reviews onboarding process data on a regular basis to intervene as needed and to inform process improvements.

• Coordinates cross-functional group of Talent Office staff charged with explicitly naming challenges, developing solutions, and executing on improvements quickly so that our average onboarding time goes down significantly.

• Develops metrics and monitors performance of employee onboarding staff with an expectation that they provide impeccable, proactive, and responsive customer service to all new hires.

• Enhances and balances onboarding processes focused on procedures with activities focused on welcoming new hires to our district, onto our team, and into our culture. 

• Utilizes technology and human resources to improve and track communication with new hires.

• Develops team-facing presentations, presentations for other senior leaders, and public-facing presentations to describe, explain, elevate, and celebrate Talent Operations work.

• Plans, develops, organizes and implements procedures for maintaining, developing and expanding a comprehensive classification plan and wage and salary program for a large and occupationally diverse service; investigates existing practices and recommends changes, revisions or new procedures to accomplish established goals. 

• Trains and develops subordinate staff; determines work practices, makes assignments and maintains controls for a continuing maintenance and review program.   

• Leads the development of a comprehensive compensation philosophy for the District, informed by wage studies, survey data, and other sources.

• Reviews the impact of compensation legislation on current practices and ensures compliance with changes in legislation. 

• Identifies, trains staff to use, and facilitates implementation of standardized systems and protocols to maintain and improve the effectiveness and efficiency of all department operations.

• Maps out business processes and management reports; evaluates specialized tools and solutions to aid in business change; provides continuous support in implementing new policy/procedures, processes, techniques, metrics/models and other time/cost saving initiatives; and prepares operational architecture to enhance service delivery.

• Directs the development and implementation of performance metrics, standards, and information systems to support effective business decisions.

• Ensures quality service and operational efficiency through continuous assessments and evaluations of functional areas.

• Works with project teams to transition to a new business process and evaluates the success of the reengineered process.

• Leads a group of data analysts/strategists engaged in cross-functional employee data management. Leverages data and data systems to improve business processes in the Talent Office with a particular focus on onboarding, staffing, and compensation. Manages the collection and analysis of a wide variety of Talent Office data to inform strategy and practice and in response to data requests from a variety of stakeholders.

• Collaborates on the planning and implementation of key initiatives.

• Develops a working relationship with key stakeholders, including central office leaders outside of the Talent Office, external partners related to assigned bodies of work, and union representatives.