Senior Manager, Learning and Development

Company Description

Uncommon Schools is a nonprofit network of high-performing, public charter schools providing an outstanding K-12 education in historically under-resourced communities. We have proudly built schools that reflect our student population, with more than 60% of our teachers and staff across our network identifying as a person of color. Uncommon currently manages 53 schools serving more than 20,000 students in five cities: Boston, Camden, New York City, Newark and Rochester. We are proud that Uncommon graduates persist in and graduate from college at five times the rate of their peers nationally. We achieve this by offering strong academic, co-curricular, and social-emotional learning that prepares students for success in college and beyond.

Job Description

At Uncommon, our people are our greatest asset. We strive to attract, develop and retain the best talent to serve our schools. This role is responsible for setting the vision for and operationalizing the Learning and Development strategy in the Home Office, ensuring that all Home Office staff, regardless of tenure, team or position, have access to learning and development to help them be effective in their jobs. They will serve as a Learning and Development expert-- supporting other teams, like our DEI team, to design and deliver necessary training. This role will serve as the Talent Strategy Team’s DEI liaison-- working with the DEI team to ensure the org-wide strategy is implemented across our talent practices and turnkeyed to all employees to implement in their own work. This role will also ensure our Employee Value Proposition is incorporated into all Home Office Learning & Development and Performance Management initiatives.

Envision and Implement Learning and Development 

• Create and operationalize a vision for Learning & Development for Uncommon Schools’ Home Office (central office) staff that strengthens performance, engagement and retention; identify relevant Home Office Learning & Development to recommend to Regional Team staff

• Consistently use data (i.e., staff surveys and retention data) to inform improvements to professional development and to create each year’s scope and sequence of Learning and Development; 

• Collaborate closely with the Uncommon’s Diversity, Equity and Inclusivity team to ensure organizational DEI priorities are cascading through Learning & Development and performance management at the Home Office 

• Partner with Director of DEI to design Home Office DEI curriculum and train Home Office colleagues to be DEI facilitators

• Partner with Talent Leadership to ensure our Employee Value Proposition is integrated into all Home Office Learning and Development

• Design and ensure effective implementation of an onboarding experience for all Home Office employees-- creating necessary content and training leaders and managers to implement the onboarding program

• Research, propose and implement new models of learning across the Home Office, leveraging Workday functionality and external partnerships

• Act as a consultant and coach to other functional teams designing and delivering trainings

• Design and implement a scope and sequence for New Manager development via a cohort model each year

• Take existing manager training series to the next level-- reaching and developing all managers at Uncommon’s Home Office throughout their tenure

• Develop and deliver training content on topics of management, leadership, problem solving and other topics (i.e., career conversations)

Improve and Lead Execution of Performance Management at the Home Office 

• Take our Home Office People Development System processes to the next level by aligning them with Measure What Matters (organization’s approach to setting KPIs/OKRs) and streamlining implementation 

• Ensure our people experience our PDS as an ongoing process that supports their performance, growth and development

• Design and implement the staff and manager trainings required to maximize our Home Office PDS

Strengthen Staff Retention and Career Pathways 

• Provide support to the Senior Director, Talent Strategy and collaborate with partners in Instruction, Operations and Talent Recruitment in order to 

  • identify, codify and implement strategies that lead to stronger staff retention 

  • design an aligned career pathways strategy

• Create the roadmap for Home Office career pathways, earning support from senior leaders at Uncommon

Qualifications

Educational Requirements:

• Bachelor's Degree 

Experience Requirements:

• 7-10 years of overall work experience
• 3-4