Job Description

About KIPP TEAM and Family

KIPP TEAM & Family is our network office that includes support teams - such as Leadership Development, Recruitment, Advocacy, Facilities, Finance, HR and more - dedicated to empowering our schools and ensuring the success of KIPP students throughout New Jersey and Miami. Our schools are part of the nationally recognized “Knowledge Is Power Program” network of free, open-enrollment, college-preparatory public schools dedicated to preparing students for success in college and in life. The first KIPP New Jersey school opened in Newark in 2002 and since then our school network has expanded to educate 8,684 students in grades K-12. By 2027, KIPP New Jersey will provide a world-class education to over 10,300 students across Newark and Camden. To learn more, visit  .

In 2018, we grew our KIPP community in response to a need for high-quality school options for students in Greater Miami’s Urban Core communities. That led to the creation of KIPP Miami, which currently educates more than 1,200 students in 2 schools, with plans to reach 5,800 students by 2026. By offering highly effective educators with strong bonds to families, more time in school learning, services that support a variety of student needs, and a culture focused on achievement, our students in New Jersey and Miami are on the path to and through college, career, and choice-filled lives.

Job Description

KIPP TEAM and Family is driving towards operating 40+ schools by 2033, serving 24,000 students. The Manager, Leadership Recruitment and Selection (MLRS) will drive recruitment and selection efforts for all leadership positions across all entities: KIPP TEAM and Family, KIPP New Jersey, and KIPP Miami. The MLRS will ensure leadership positions are promptly filled, hiring managers utilize a normed system for selection, and our organization is staffed with leaders to serve our current and future students and employees. This role is a hybrid and is a combination of in person and remote work.

The MLRS is responsible for talent acquisition, both internally and externally, for all leadership titles and roles in KIPP TEAM & Family, KIPP New Jersey, and KIPP Miami. As we embark upon growing our network to double in size, our ideal candidate is a data-driven, results-oriented leader who is able to manage multiple high-level processes simultaneously and hold many stakeholders to predetermined project and process timelines. The MLRS can navigate complexity and ambiguity with stakeholders, and serve as a thought partner for hiring managers when needed. The MLRS is familiar with all of the functions in a charter management organization, including academics, operations, finance, technology, and more. For internal selection, the MLRS should be able to articulate long-term career trajectories for employees, while also holding hiring managers to bias-free and equitable selection processes. The MLRS should be eager to engage with current and future leaders and act as a genuine front-facing salesperson for who our organization stands for and hopes to be. 

The MLRS is a member of the Talent Acquisition and Certification team, sits on the talent acquisition strategy subteam, and will be specifically responsible for the following:

Candidate Cultivation (20%)

• Identify, nurture, evaluate, and convert referrals from our current staff to candidates and hires

• Source top talent for hard-to fill roles

• Collaborate with talent acquisition teammates to organize wide-ranging proactive searches for talent using tools such as LinkedIn and resume databases to reach passive candidates

• Utilize project management templates and calendars to ensure leaders engage passive candidates and convert to a more active stance, prior to the posting of positions

• Ensure candidates have a positive experience with our process - no matter the outcome. This means:

  • Reviewing and scoring resumes daily

  • Immediately reaching out to high-potential candidates

  • Informing candidates about their progress throughout our process in accordance with service level agreements 

  • Match candidates to roles on the basis of their respective strengths and areas for growth, and pivoting as appropriate

  • Build and leverage relationships with candidates to proactively surface and address any barriers to their acceptance

  • Ensure all candidates receive prompt communication at the conclusion of every process

• Maintain hiring data with fidelity and in real-time to ensure accuracy and historical relevance

• Collaborate with talent development teammates to conduct internal talent mapping to identify current staff who may be ready for promotional opportunities in to leadership seats

Candidate Selection (30%)

• Determine the timeline and key milestones for every selection process

• Support hiring managers in designing the selection process prior to job posting including:

  • Creation of hiring team, interview training for hiring team

  • Stamping of

    job description

    and KPIs

  • Partnering with the talent and compensation teams to norm title and salary

  • Outline of candidate onboarding

• Develops systems for internal candidate selections, including Assistant Principal, School Leader, School Leader Fellows, and Director of School Operations

  • Calendars these processes in collaboration with regional leaders at the beginning of the school year

  • Ensure roles are filled with sufficient time to backfill internal movement

  • Implement feedback from past years internal processes

  • Execute leadership diagnostic days in collaboration with regional and leadership development teammates, as needed

• Manage the distribution and evaluation of pre-interview performance screenings

• Manage the invitation, travel, and logistics for high-potential candidates who attend in-person interview

• Proactively and skillfully plan and execute multi-candidate, multi-selector interview days for leader seats

• Ensure selectors have a thorough understanding of candidates (resume, phone screen notes, and performance task) and that only the most promising come through for interview days

• Follow-up with candidates to communicate outcomes in a timely manner and, where there might be more suitable roles, successfully pivot them

• Capture and maintain accurate candidate information on our applicant tracking and knowledge management systems to facilitate initial searches and candidate data to be used in the selection phase

Talent Strategy (20%)

• Define, design and implement recruitment strategies and selection processes for a variety of school-based, regional, and CMO leadership roles including, but not limited to, Head of Schools, Principal in Residence, Assistant Principal, and Director-level positions

• Partner with Directors of Recruitment, Leadership Development, and Hiring Managers to create detailed candidate profiles in order to target and evaluate active and passive candidates

• Collaborate with key stakeholders to identify discrete skills for various positions and experts in each to facilitate development plans for current staff who are interested in them but not yet ready

Relationship Building & Stakeholder Management (20%)

• Build trusting relationships with executive team members, school leaders, operations leaders, regional leaders, hiring managers, and school-based staff to foster open dialogue and mutual feedback 

• Function as a strategic partner and coach to hiring managers by identifying bright spots, challenges, and dynamics that affect hiring and retention

• Lead weekly meetings with hiring managers once new needs are identified to devise sourcing strategies, coordinate selection processes, provide updates on prospective candidates, and advise on hiring decisions

• Lead meetings with selection teams to ensure all interview and assessed tasks lead to high quality skills assessments for all candidates

System and Data Management (10%)

• Manage all candidate and portfolio data in our internal systems

• Drive hiring process outcomes via internal project management systems

• Lead bi-annual calendar creation with executive team to ensure all roles are hired in order and accordance with organizational priorities

• Ensure progress to goals milestones (eg time to hire) and appropriately tracked and met

SKILLS

The ideal candidate for this role should possess the following

qualifications

• A deep belief in KIPP's mission and vision, with a commitment to championing our children, families, communities, and programming.

• A strong advocate for racial justice, equity, and inclusion.

• Exceptional relationship-building skills and a passion for engaging with a wide range of stakeholders.

• Comfortable using data to drive priorities and effectively communicate KIPP New Jersey |Miami's story.

• Second to none interpersonal communication skills (written and oral) to get to the heart of the matter and move work forward

• Strength in strategic planning, driving outcomes, and follow-through

• A relentless focus on solutions and results.

• Ability to remain organized and thrive in a role with competing priorities and ambiguity.

• Collaborative approach to recruiting and relationship building.

• Strong consensus-building skills and an engaged, active listener.

• Ability to communicate KIPP’s vision, mission and results with an external audience

• Comfort with collaboration and coordination of relationships with decision makers and influencers of organizations

• Solid technical skills with a proficiency in MS Office, Google Suite, Slack, and Applicant Tracking Systems

• Able to leverage past technical skills into proficiency with new platforms (SmartRecruiters, AppSheet, etc.) 

• Able to project manage through software and work platforms (eg Trello, Asana, etc)

• Bachelor's degree.

• Experience working in education or the non-profit sector.

• Prior experience in a leadership position.

Preferred Skills:

• Master's degree in a related field

• Experience working at a KIPP region or a similar Charter Management Organization

• Knowledge of the education landscape and charter schools

ABILITIES

• Is intellectually curious

• Has demonstrated effective outcomes and results, and wants to be held accountable for them

• Has a propensity for action, willing to make mistakes by doing in order to learn and improve quickly

• Works with urgency and purpose to drive student outcomes

• Thrives in an entrepreneurial, high-growth environment; is comfortable with ambiguity and change

• Seeks and responds well to feedback, which is shared often and freely across all levels of the organization

• Is energized through the work of communicating about KIPP and potential positions with candidates and internal stakeholders

• Works through silos and forges strong cross-departmental relationships in order to achieve outcomes

Qualifications

The usual and customary methods of performing the job’s functions require the following physical demands:

• Ability to travel - 20%

Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of this job.

• Bachelor’s Degree required, Master’s Degree preferred

• Experience: 5-7 years of professional experience, with at least three years of experience managing high-level stakeholders

• K-12 Education experience preferred

• Experience with talent acquisition preferred

• Experience with project management and related systems

• Direct management experience a plus

• Driving outcomes

• Systems operation and management

• Communication excellence (written and verbal)

• Strategic Planning and Prioritization

• Problem-solving and decision-making

• Building and maintaining trusting relationships

• Change management

• Continuous learning

Additional Information

Compensation & Benefits

In addition to a competitive salary, KIPP TEAM & FAMILY offers a full comprehensive benefits plan, including health care, retirement, a school laptop and transportation benefits for TEAMmates commuting into New Jersey from the New York City area. 

KIPP New Jersey | KIPP Miami is an equal opportunity employer

Job Tags

Similar Jobs