ABOUT ALLIANCE COLLEGE-READY PUBLIC SCHOOLS

Alliance College-Ready Public Schools is one of the largest and most successful nonprofit public charter school networks in the nation, operating 25 high-performing, middle and high schools that educate nearly 13,000 scholars who make up the heart of Los Angeles’ Latinx, Black, and recent immigrant communities. Alliance schools have been recognized as among the best in the nation by U.S. News & World Report, Newsweek, the U.S. Department of Education, and the California Department of Education. Since opening our first school in 2004, 95% of Alliance scholars have graduated from high school. We strive to uplift our scholars and their communities by fostering unparalleled educational opportunities that encourage scholarly thought, resilient learning, powerful communication, mind-body wellness, and community advocacy. To learn more, visit www.LAalliance.org.

ROLE SUMMARY

Reporting directly to Alliance’s Chief People Officer, the Vice President, Human Resources (HR) Operations plays a vital role in Alliance’s overarching people strategy and talent systems execution – ensuring we attract, grow, and keep top talent at all levels of the organization to work in service of Alliance scholars and families. The Vice President, HR Operations will lead the HR Operations teams (including compliance and reporting, the operations of the staff experience from entry to exit, and benefits administration) of 9 staff members and lead transformational work to improve Alliance’s human resources functions.

ESSENTIAL RESPONSIBILITIES

Provide departmental leadership, organizational HR strategy and direction, and systems-level thinking.

• Lead from a compelling multi-year vision and data-informed position that delivers on quality  improvements for staff through strategic changes across talent, including but not limited to HR systems, talent policies and practices, enhanced benefits, and management skills that support Alliance’s ability to deliver on its mission;

• Serve as a strategic advisor and functional expert to the Chief People Officer, Talent Leadership Team (Vice Presidents leading Talent functions), and other organizational leaders regarding Talent strategy (staff life cycle from entry to exit, including how diversity, equity, and inclusion (DEI) informs every element of the staff life cycle), initiatives and issues;

• Ensure compliance with employment law and lead the organization through necessary changes to maintain ongoing compliance including updating the employee handbook, training staff and supervisors, and partnering with internal and external counsel.

• Implement and ensure strong system execution that provides accurate data, strong employee services, and high-quality coordination and partnership with other talent functions and school leaders.

• Design and implement systems-level protocols to ensure that all HR operations provide an exceptional experience for staff while aligning and complying with Alliance policies, individual school charters, and state and federal labor laws, and ensure consistent, fair, and equitable application of policies and procedures to all staff, regardless of position or status.

Lead a large, complex department with attention to team culture and satisfaction.

• Build and maintain a strong team of HR Operations functional leaders and support staff through effective recruiting, training, coaching, motivating, team building, and succession planning;

• Model and facilitate “best in class” culture practices and customer service standards aimed at delivering high-quality HR Operations support to all schools and Home Office teams/colleagues.

• Manage the professional growth of direct reports to build a strong HR leadership “bench”;

• Review team members’ work to provide ongoing, timely, relevant, and constructive feedback to HR operations functional leads and key cross-departmental leaders (e.g. staffing, school operations, performance management, employee relations).

Leverage resources and develop tools to guide the department’s work and to support its goals and organizational priorities.

• Provide strong financial stewardship of, and directly inform, the development of the HR Operations team budget (e.g. ensure return on investment analysis, participate actively in Talent budgeting processes, etc.); 

• Establish key performance indicators (KPIs) and other effectiveness indicators to mo