Talent Manager

Summary:

The Talent Acquisition Manager leads and executes a comprehensive, data-driven talent strategy to attract, hire, and retain high-quality, mission-aligned educators and staff. This role serves as a strategic partner to school and organizational leadership, aligning workforce planning with student outcomes, ensuring campuses are fully staffed, and building sustainable pipelines to meet current and future talent needs.

Key Responsibilities

Strategic Talent Acquisition

• Partner with school leaders and executive leadership to forecast staffing needs based on enrollment, attrition trends, and organizational growth
• Develop and execute annual and multi-year hiring strategies aligned with academic and operational goals
• Lead full-cycle recruitment for instructional and non-instructional roles, including teachers, school leaders, and home office staff
• Manage high-volume hiring cycles with a focus on early hiring and reducing vacancy risk
• Design and implement scalable hiring processes to ensure efficiency, consistency, and quality across campuses
• Develop and execute proactive sourcing strategies using job boards, social media, networking, and direct outreach

Talent Pipeline Development

• Build and sustain diverse, high-quality pipelines for critical roles (e.g., STEM, Special Education, ESL, leadership)
• Establish and manage partnerships with universities, alternative certification programs, and community organizations
• Leverage talent market data and insights to inform sourcing strategies and maintain competitiveness

Candidate Experience and Engagement

• Lead initiatives to strengthen employer brand and position the organization as an employer of choice
• Ensure a high-quality, mission-driven candidate experience from sourcing through onboarding
• Align recruitment messaging with organizational culture, DEI commitments, and community impact

Stakeholder Partnership

• Serve as a trusted advisor to principals and leadership on hiring strategies, candidate selection, and workforce trends
• Facilitate alignment on success profiles to ensure clarity on role expectations and hiring criteria
• Coach hiring managers on effective interviewing, equitable hiring practices, and decision-making
• Influence hiring decisions to ensure alignment with organizational values, culture, and scholar outcomes

Data Reporting and Compliance

• Own and report on key recruiting metrics, including time-to-fill, vacancy rates, quality of hire, and retention outcomes
• Use data to drive decision-making, improve hiring effectiveness, and inform leadership strategy
• Identify and implement process improvements to increase efficiency and candidate quality
• Ensure all hires meet state certification, licensing, and background check requirements
• Maintain compliance with employment laws and internal policies
• Oversee ATS integrity, reporting accuracy, and hiring documentation

Process Improvement

• Identify opportunities to improve recruiting processes, efficiency, and candidate quality
• Support diversity, equity, and inclusion (DEI) initiatives to ensure hiring practices reflect the communities served
• Contribute to continuous improvement of hiring strategies to reduce turnover and increase retention