Full Job Description
Talent Development Manager(Job Number: 200000C3)
Chicago Public Schools (CPS) is the third largest school district in the United States, serving over 350,000 students in more than 600 schools and employing nearly 36,000 people, most of them teachers. CPS has set ambitious goals to ensure that every student, in every school and every neighborhood, has access to a world-class learning experience that prepares each for success in college, career and civic life. In order to fulfill this mission we make three commitments to our students, their families and all Chicagoans: academic progress, financial stability and integrity. Six core principles are embedded within these commitments – student centered, whole child, equity, academic excellence, community partnership, and continuous learning.
In June 2019, CPS launched Lead with CPS as part of the district’s commitment to increase equity around career pathways, create transparent talent pipelines and invest in the continued growth of employees. As we embark on phase II of this work, we seek to develop a proactive internal recruitment and career coaching function to build the pipeline of diverse leadership talent for the district.
We are seeking an entrepreneurial self-starter with excellent project management skills and a keen eye for talent to join the Talent Office as a Talent Development Manager. Reporting to the Deputy Chief Talent Officer, this person will play a critical role in managing internal talent acquisition, leadership pipelines and succession planning for key leadership roles district wide with an embedded focus on diversity, equity, and inclusion.
The Talent Development Manager is expected to successfully oversee and/or perform the following responsibilities:
Identify and recommend improvements in talent pipeline, leadership development and succession planning strategies and approaches with an intentional focus on increasing leadership diversity
Partner with the Department of Principal Quality (DPQ), the Office of Network Support (ONS), and other internal and external partners to facilitate talent reviews, internal talent pipeline development, career coaching/role matching and succession planning for key roles districtwide
Train and coach leaders in best practices in retention, succession planning, and talent pipeline development & maintenance
Conduct needs assessments to identify gaps in employees’ skills that can be addressed through broad-based training and coaching support
Partner with DPQ, the Equity Office, ONS, and other departments to design training programs, services, and interventions to address talent pipeline and leadership gaps
Aid in the definition of success profiles that include key work experiences and skill sets to prepare employees for critical leadership roles
Incorporate race, equity and cultural competency best practices into talent and succession planning design
Develop and implement innovative strategies to increase diversity within applicant pools, selection, hiring, and retention
Design, facilitate and provide logistical support to run high-quality talent management processes (e.g. assessments, feedback/survey tools, selection processes/protocols, etc.)
Procure talent assessment, succession planning, and career development tools and resources as needed
Ensure effective planning, delivery, and evaluation of talent management and leadership programs
Support the build, design, and maintenance of a database system to actively track internal talent movement, role benches, and succession planning
Assess and analyze data to identify departmental and organizational strengths & opportunities areas; proactively recommend solutions to issues identified
Provide regular reporting and updates to senior leaders on the state of the leadership pipeline for key roles in the district
Analyze and report performance data and efficacy of talent management and leadership development initiatives at an aggregate level
Design templates, dashboards, tools and methodologies to support the identification, coaching and tracking of key talent across the district by sub-group
Support the implementation of leadership recruitment programs inclusive of understanding the talent landscape, internal calibration & referrals, and matching those data points with internal supply
Partner internally to develop detailed profiles of target candidates with data-driven plans for recruitment strategies
Foster trusting relationships with candidates, gaining a close understanding of their needs and concerns; support an exemplary candidate experience at every stage in the process
Conduct ongoing needs assessments, identify and evaluate leadership pipeline needs and performance gaps
Identify best practices and innovative strategies nationally both internal and external to education; recommend new talent development and succession planning approaches
Track and manage related talent budget expenditures maximizing allocated resources
Source and manage vendor relationships to support talent development initiatives
Identify, recommend, and implement operational improvements to streamline internal HR processes and increase efficiency based on talent and organizational needs
Performs additional ad hoc duties as assigned
Type of Education Required:
Bachelor's degree in Human Resources, Organizational Development, Organizational Effectiveness, Business Management, Industrial & Organizational Psychology or a related field. Master’s degree preferred.
HR Certification: PHR/SPHR, SHRM-CP/SHRM-SCP or other training related certifications preferred
Type of Experience & Skills Required:
Minimum of four (4) years of direct talent recruitment, talent management, talent development, leadership development, and/or career coaching experience in a fast-paced work environment
Demonstrated project management experience and proven record of building strategic HR programs
Ability to be resilient and adapt to change and ambiguity; thrives in an environment of continuous improvement
Extensive and diversified leadership experience developing and designing large initiatives with varied stakeholders
Experience with diversity & inclusion strategy and recruiting
Experience leading large-scale, complex initiatives with ambitious goals and deadlines
Strong facilitation and communication skills, able to present information to audiences at all levels of the organization
Ability to manage relationships at all levels of the organization
Self-motivation, dedication and drive to succeed
Impeccable judgement, integrity, curiosity and professionalism
Comfortable with ambiguity and establishing a direction on one’s own, with support but without requiring constant supervision
Ability to analyze a problem/question and decide the level of importance and necessary level of intervention or escalation necessary
Key Competencies Required:
Organization & Project Management – Keeps track of upcoming, ongoing, and prior work product. Quickly adjust to shifting priorities and deadlines and can juggle multiple and varied projects simultaneously. Develops realistic action plans and utilizes team effectively to achieve department goals.
Data Analysis & Analytical Thinking - Ability to build and create data, analyze statistics, identify trends, and make balanced, objective recommendations in a proactive manner to achieve maximum results.
Influence & Leadership – Demonstrates a leadership presence that gains the confidence of others, and establishes oneself as a leader. Actively listens to others, understands nuance, and effectively interprets motivations/perceptions. Able to integrate feedback from others to achieve better results.
Results Oriented - Ability to achieve and exceed outlined goals and targets. Drives for results, in the face of obstacles, setting contingency plans to ensure goals are met. Seeks opportunities to improve the status quo and exceed assigned targets.
Collaboration – Initiates, builds, and manages cohesive partnerships and professional relationships both internally and externally.
Communication with Stakeholders – Gears communication towards the target audience and is able to influence stakeholders in the interest of meeting organizational goals and values. Communicates at a high level in both written and verbal form with an impeccable detail-orientation and a focus on customer service and relationships. Has a strong regard for confidentiality and employs sound reasoning to make quick determinations.
As a condition of employment with the Chicago Public Schools (CPS), employees are required to live within the geographic boundaries of the City of Chicago within six months of their CPS hire date and maintain residency throughout their employment with the district.