Job Details
Qualifications
- Bachelor's degree
- Human resources
- Management
- Microsoft Powerpoint
- Succession planning
Benefits
- 401(k) matching
- Dental insurance
- Disability insurance
- Health insurance
- Paid time off
Job Description
Role Charge
Reporting to the Chief Equity & People Officer (CEPO), the Vice President of Human Resources and Strategic Initiatives is responsible for the advisement, development, implementation, support, and evaluation of Rocky Mountain Prep’s (RMP) human resource functions, offerings, initiatives, and innovations. You will lead the implementation of a multi-year HR and Talent vision—that you will also help develop the cadence, phasing and sequencing of—for RMP’s network that currently includes 13 schools (6 elementary schools, 5 middle schools, and 2 high schools). As the Vice President you will foster exceptional trust with our staff community and contribute to our network’s ability to attract, develop, and retain high-potential talent that positions RMP to be the highest-impact charter school management organization in Colorado, and ultimately the country.
You will lead a team of two FTE—a Director of HR, and an HR Generalist as well as the day-to-day management of HR. As Vice President you will partner with the CEPO on change projects and initiatives related to: the development of our talent philosophy and multi-year strategy, redesign of our compensation structures, stipends, and total rewards; create career pathways for our staff, define our staff engagement strategy (virtual engagements, focus groups, staff surveys, design sprints, and office hours) on network-wide change initiatives, (re)design of our performance management system, synthesize data and trends from our Great Place to Work and Staff Satisfaction surveys, and support employee relations (specifically, tier 1 and 2 formal and informal complaints). While this is not an exhaustive list, this is the list of priorities we hope to take on over the next 3-36 months recognizing change may be incremental and parts of our system will require deeper collaboration and engagement with our staff.
You will serve as a trusted advisor to the CEPO and thought-partner with other leaders; therefore, as the Vice President of Human Resources and Strategic Initiatives, you will model our PEAK Core Values (Perseverance, Excellence, Adventure, and Kindness) as you approach your day-to-day work and lead your team. You will operate with a high degree of professionalism and poise, integrity and judgment, innovation and creative problem-solving, drive impact and results, and operate with emotional intelligence and social awareness.
Compensation
This is a full-time in-person, flexible, or hybrid benefits-eligible position with a budgeted salary of $150,000 depending upon experience. Preferred start date is July 2023.
The typical work day is 8am-5pm Mountain Standard Time; however, in some instances—i.e., handling employee relations matters, facilitating staff engagement focus groups, work related travel, etc. —you may be required to work outside of these hours.
Please note:If flexible/hybrid working—There will be opportunities to onboard in-person in July for summer professional development. This context will provide an exceptional foundation for you as you transition into this role as VP.
About the Role
Strategy and Change Management
Ability to identify organizational opportunities in HR and see the interdependencies within these opportunities—leading to a more thoughtful approach to strategy, vision, and direction setting
Seeing both the big picture and the sequencing of smaller action steps that allow a vision and direction to manifest beyond an idea, a hunch, and a well put together power point (although we love a pretty power point); nimbleness to toggle between strategic altitudes
Understanding of change management—the importance of change management; understanding the human side of change and the technical side of managing change, particularly in a multi-layered, multi-site, multi-issued organization
Development of change plans—communication, engagement, training/learning and development planning, anticipating resistance, and mitigating risks in a proactive, transparent, and collaborative way—recognizing the loudest voices do not always represent that majority of perspectives, having the balance of emotional and intellectual resilience to act in the best interest of our network even when what is best is not what is popular in the spirit of equity and organizational sustainability
Knowledge of industry best practices— and skillfulness to move beyond these industry standards and develop something truly personalized and innovative for RMP—
Ability to take concepts, learnings, and frameworks, adapt and activate them into RMP’s context
Building data and financial fluency through engagement with our stakeholders to build their understanding of choice points and trade-offs with decisions affecting HR, talent, and our aspirational people experience and culture
Leadership and Management
Leadership confidence that comes from your professional expertise and experience, balanced with the leadership humility to recognize learning is a lifelong practice
Anticipating HR needs and working proactively to develop the systems, structures, and skills within your team to meet these needs before crisis or emergency; ability to maintain leadership poise when crisis or emergency situations that could not have been anticipated present themselves
Ability to prioritize, self-manage, and manage a team around the “right” sets of work, at the “right” moment to meet the network’s evolving needs and interests; discernment of competing priorities and perseverance despite initial obstacles
Knowledge of when to step back and allow others to lead and when to step forward and establish the expectation and direction
At times you will need to manage up, manage sideways, and manage the capacity-building with mid-level/junior leaders and individual contributors; building relationships, influencing, negotiating, and coaching (big “C” Coaching and small “c” coaching)
Working as a trust-builder between central office and our school sites—removing the “us” and “them” culture that can exist between where decisions are made and the impact of those decisions is most felt and/or experienced
Establish credibility, skillful facilitation, knowledge of adult learning, ability to design trainings, informational meetings, and connect with stakeholders at every level of the org
Manage vendor relationships and contracts, work to establish productive and collaborative relationships, resolve pain points or challenges, advocate for organizational needs, be a good steward of culture
Building effective personal management and team-based management and tracking systems to increase effectiveness, efficiency, and improve user/staff experience
Develop the capacity of the HR team—create a “winning” team culture, skill-build with your team, align on priorities, standards, and expectations; establish rituals and practices for team meetings, 1:1 check-ins, learning and development, and goal setting
Serve as a leader in the network
Human Resources and Talent
Knowledge of HR systems, processes, policies, and laws (i.e., FMLA, leave administration and management, ADA, Workers Comp, PTO)
Knowledge of HR offerings and programs (i.e., performance management, retention and succession planning, creating career pathways, milestones and recognition programs)
Knowledge of compensation systems, structures, and administration (i.e., establishing job levels, salary ranges, total rewards branding, partner with payroll)
Develop process improvements and efficiencies for current activities in HR (i.e., ongoing migration to a new HRIS, management of HR support tickets)Data analysis and predictive analytics using staff demographic information, organizational data, and survey results
Qualifications
Required
Bachelor’s degree + any professional certifications or advanced coursework aligned to this position
15 years of relevant work experience leading HR work streams (i.e., change projects, organizational development, compensation redesign, performance management, talent planning, research and innovation, HR business partnership)—preferably in a multi-layered, change environment
Experience designing, leading, and facilitating leadership development and organizational culture work
Experience developing, socializing, and leading talent strategy
To perform well in this role, you will need to demonstrate a solid foundation, growth mindset, and personal orientations grounded in; Racial equity: personal identity awareness, social awareness, acknowledgement of personal bias
Building equitable systems, understanding of systemic racism
Out-of-the-Box solutions focus, an “It’s possible” orientation, passion, and attitudeInnovation, creativity—integration and ability to see through-lines across projects
Professionalism and unquestionable confidentiality
Negotiating and positively influencing othersStakeholder engagement
Change management
Organizational effectiveness
Time and personal management
Ability to build fluency with; Knowledge of school systems in Colorado (and other states) and Rocky Mountain Prep’s operational systems (internal systems and platforms)
Benefits
Health Insurance (medical, dental, vision)Disability Insurance (RMP covers short term disability coverage at no cost to the employee. Staff members can also select optional long-term coverage.)Life Insurance (optional up to $100k - additional options through PERA)Retirement (PERA 401k - RMP does not match contributions at this time)Paid-Time-Off (Personal/Sick leave)
EQUAL EMPLOYMENT OPPORTUNITY AND DIVERSITY, EQUITY AND INCLUSION
STRIVE Prep is an Equal Opportunity Employer and does not discriminate on the basis of race, color, religion, national origin, sex, sexual orientation, age, disability, or any other status protected by law or regulation. STRIVE Prep works to make a college preparatory education for all students in our community the norm, rather than the exception. To achieve this we are committed to building and sustaining a diverse team by maintaining hiring and recruiting processes that are free from bias.