Senior Vice President, People

ROLE TITLE: Senior Vice President, People

POSITION REPORTS TO: Executive Vice President, Talent & Administration

LOCATION: Flexible

WHAT YOU’LL DO

Teach For America has set an ambitious impact goal: By 2030, twice as many children in communities where we work will reach key educational milestones, indicating they are on a path to economic mobility and co-creating a future filled with possibility. To supercharge our efforts in working toward this goal, we seek a Senior Vice President (SVP), People, to lead a modernization of our people practices, improving how we recruit, deploy, manage, develop, engage and reward our staff.

WHAT YOU’LL BE RESPONSIBLE FOR

Reporting to the Executive Vice President, People & Administration, the Senior Vice President of People will lead the strategic enhancement of Teach For America's people experience, driving critical and immediate progress in our talent strategy. This leader will ensure our strategic shift towards a rigorous focus on performance and impact is fully operationalized, optimizing the People Team, our talent systems, and all related structures to accelerate measurable individual and organizational performance, ultimately advancing our mission.

Key responsibilities include:

• Lead Staff Performance & Management Excellence: Guide the People strategy to embed a performance and impact-driven talent philosophy. This includes operationalizing and strengthening TFA's co-management models, specifically Helix management, by developing and delivering exceptional learning and reflection experiences that empower managers and staff.
   
• Digitize HR: Work seamlessly with our Digital Transformation Team to optimize our HR technology infrastructure by digitizing the People Team and eliminating manual processes. This will ensure we're fueled by data-driven talent experiences powered by people analytics capabilities that generate actionable workforce insights and strategic decision-making.
   
• Reimagine Performance Enablement: Disrupt traditional performance management by overseeing an enhanced system integrating real-time feedback, continuous development, and dynamic rewards centered on enablement and manager excellence.

In addition, as the leader of our People team, the SVP will:

• Spend a significant amount of time with our front-line staff and their managers to deeply understand the value and impact they create and the demands of their roles so that all of our People work is informed by this understanding
• Collaborate closely with executive leadership and teams across the organization to steward a thriving staff culture centered on impact and belonging
• Foster a culture of innovation, experimentation, and data-driven decision-making within the People team and across the organization
• Develop the metrics and key performance indicators to measure the progress of the people and workforce strategies and to identify areas in need of continued improvement;
• Champion TFA’s core values and ensure they are at the forefront of all people and talent strategies.

A WEEK IN THE LIFE

Over the course of any week, the SVP, People might spend time:

• Meeting with TFA executives to align around the vision for/core tenants of a new performance management system;
• Alongside a diverse group of fellow staff, participating in design sprints, led by a People team member, around key elements of the performance management system;
• Hosting a small group, monthly People check-in for regional executives;
• Analyzing people analytics dashboards to identify emerging talent patterns and strategic opportunities

YOUR EXPERIENCE - MUST HAVES

The areas of experience, knowledge, skills and values that matter most for this role (minimum qualifications):

• People/HR leadership and expertise: minimum of 10 years of People/HR experience, including at least three years as a senior leader (either Chief People Officer at a smaller company/organization or reporting to the Chief People Officer in a larger company/organization); possesses track record of leading modernization effort within a People/HR function that leverages the latest technology to drive efficiencies and increase impact
• HR Transformation Experience/Expertise: Demonstrated success with digital transformation efforts within a People function implementing cutting-edge HR technologies that measurably improve talent outcomes including a deep understanding of emerging HR technologies, digital platforms, and their strategic application; ability to evaluate technical solutions through both strategic and implementation lenses
• Strategic Vision & Systems Thinking: Exceptional ability to envision and articulate a bold future state for talent enablement; demonstrated capability to analyze complex systems, identify strategic leverage points, and design integrated solutions that create exponential impact
• Management experience and results: experience managing diverse, medium-sized teams (>15 staff total), including managing managers; track record of managing teams to set and achieve ambitious goals and can point to how achieving goals led to improved business outcomes; significant experience navigating internal change management within a team and across an enterprise
• Relationship-building, emotional intelligence and communications skills: able to influence and build strong relationships with a high degree of emotional intelligence; able to motivate and persuade others to work toward vision and embrace strategy
• Mission and values: deeply invested in TFA’s mission and approach and core values and dedicated to making significant, measurable impacts for children

BONUS (preferred but not required qualifications)

• Proven track record transforming HR from a service function to a strategic business partner driving organizational performance
• Experience leading successful culture transformations that measurably improved employee engagement and business outcomes
• Expertise developing executive teams and serving as a trusted leadership advisor during periods of significant change

WORK DEMANDS

• Ability to travel for team meetings and other organizational engagements 2-3 times per quarter

YOUR COMPENSATION

The applicable salary range for each U.S.-based role is based on where the employee works and is aligned to one of 3 tiers according to a cost of labor index in that geographic area. Starting pay for the successful applicant will depend on a variety of job-related factors, which may include education, training, experience, location, business needs, or market demands. The expected salary ranges for this role are set forth below. These ranges may be modified in the future.

Tier A:  $197,800 - $255,000

Tier B:  $215,600 - $277,900

Tier C: $233,400 - $300,900
 

You can view which tier applies to where you plan to work here. If your location is not listed, please click here for additional total rewards information.