Senior Director, People and Culture for a 100+ employee (and growing) remote education non-profit providing professional learning to K-12 educators nationally

Type of Vacancy: Salaried, full-time

Start date: March-April 2025

Location: Remote/home office anywhere in the continental United States

Report to: Chief Operating Officer (COO)

Supervises: Senior Manager, People Operations; Generalist, People and Culture Services; Director, Talent Acquisition & Employer Branding; Director, Workforce Education and Performance Development

Compensation: The full salary range for this position is $125,000 - $189,074 annually. There are two types of experience being considered for this role: Experience that is directly relevant to the role and Total Working Experience, in all fields. This includes: internships and consulting work. In collaboration with the hiring manager, the People and Culture team calculates experience based on the candidate’s most current resume. When calculating the offer, consideration is given to candidates that possess additional qualifications (i.e., desired qualifications). Teaching Lab will generally cap salaries for new employees at 105% of the midpoint to allow for continued growth in the role over time.

Teaching Lab is an equal-opportunity employer committed to reflecting the diversity of the students we serve. We pursue equity as both a means and an end and enthusiastically welcome candidates of all backgrounds to apply for this role.

WHO WE ARE

Teaching Lab is a nonprofit organization with a mission to fundamentally shift the paradigm of teacher professional learning to achieve educational equity. We envision a world where teachers and students thrive together in communities that enable life-long learning and meaningful lives. In partnership with teachers, we transform professional learning from the ground up to dramatically improve student outcomes. We also work with school, district, and state leaders to create the instructional systems necessary to support these changes. To learn more about Teaching Lab, explore our website at www.teachinglab.org .

SUMMARY OF POSITION

The Senior Director, People and Culture co-creates and articulates the strategic direction of Teaching Lab’s People & Culture department alongside the COO, the Executive Team, and members of the Teaching Lab community. The Senior Director, People and Culture is responsible for designing, developing, maintaining, and updating the structure, systems, strategies, tools, and processes to enhance the experiences of employees and contractors at Teaching Lab through the full human capital cycle. Specifically, the Senior Director, People and Culture develops and leads the execution of strategies related to: (1) people administration and operations, (2) talent acquisition, (3) performance development, and (4) employee relations to continue to build Teaching Lab as an organization where talented and mission- and values-aligned team members enjoy their work and grow professionally.

• Primary responsibilities for the Senior Director, People and Culture include:

• Department leadership: Set, evolve, and execute on a comprehensive vision and strategy for the People and Culture department in alignment with strategic priorities and values to ensure that Teaching Lab’s workforce of 130+ employees and 200+ annual contractors are effectively meeting their role-based goals, satisfied with their working experience and environment, actively contribute to an equitable work environment, and strategically retained.
• With the COO, translate long-term strategies into strategic and operational People and Culture plans that drive positive employee experiences and organizational impact in improving student learning in school system partner
• Promote a culture of continuous learning and accountability within the People and Culture department, encouraging innovative solutions and improvements
• Provide vision, direction, and oversight of staff to ensure excellent internal operations in the following areas: people administration and operations, talent acquisition, and learning and development
• Provide coaching and support to direct reports on their projects and/or assignments, including identifying and addressing development needs and supports
• Monitor workloads and capacity to ensure effectiveness and productivity while promoting time management and prioritization of assignments
• Provide frequent values-based feedback and recognition to direct reports
• Ensure the successful completion of direct reports’ goals as well as those of their direct reports
• Conduct annual evaluations for direct reports
• Complete internal tasks related to people management in a timely manner
• Source, recruit, and hire for open People and Culture department roles
• Coordinate total rewards strategy and program by collaborating with the Executive Team to design a direct and indirect compensation program that fairly pays employees and contractors for their work
• Review day-to-day People and Culture department processes, and make recommendations for improvements as well as service changes/enhancements
• Ensure management and oversight of the Standard Operating Procedures (SOP) for the People and Culture department
• Ensure accessibility of the People and Culture department to staff members through the design and implementation of venues such as open office hours, trainings, and service requests to ensure appropriate and responsive services. Ensure monitoring of designated feedback platforms, and respond to, partner with stakeholders for resilient solution-finding, and recommend follow-up actions
• Lead efforts to manage organizational risk and comply with federal, state, and local legal requirements for a multi-state workforce of employees and contractors. Includes: studying existing and new legislations, collaborating with legal counsel to identify, assess, and mitigate personnel or policy risks, advising the Executive Team on needed actions, and enforcing adherence to legal requirements
• Guide management and employee actions by researching, developing, writing, and updating legally compliant policies, procedures, guidelines, and documents (e.g., handbooks, contracts, offer letters, etc.) to communicate and enforce organizational values

• People administration and operations: Alongside the COO and with support from the People Services team, design and oversee the implementation of an efficient, effective, and equitable employee life cycle, including communications to the team, with the goals of acclimating new employees and contractors to the organization’s mission, work, and culture; develop an understanding of their role, responsibilities, and goal; enter the organization’s equity and racial equity journey.
• Oversee HR systems, data entry, auditing, and reporting related to total rewards, leave, workers’ compensation and workplace compliance
• Design and manage the implementation of an offboarding process for employees, including communications to the team, which honor contributions and continue to build community
• In consultation with the COO, use good judgment aligned with Teaching Lab’s policies and practices and employment law to provide support to employees for work conditions and safety concerns, and accommodations
• Support the People Services team to engage in user-centered design feedback and iteration approaches to ensure that people administration and operation practices are aligned with best practices and meet the evolving needs of employees, contractors, home managers, project leaders, and senior leaders

• Talent acquisition: Alongside the COO and with the support of the Talent Acquisition team, lead the implementation of equitable and inclusive processes in talent acquisition.
• In collaboration with the Director, Talent Acquisition & Employer Branding, oversee the design, training, and implementation of an efficient, effective, and equitable hiring process, including platforms and tools used
• Support the Talent Acquisition team to engage in user-centered design feedback and iteration approaches to ensure that talent acquisition practices are aligned with best practices and meet the evolving needs of applicants as well as hiring managers and hiring teams
• Review and approve job postings and job descriptions to ensure they are aligned with titles and organizational mission
• Support employer branding efforts by partnering with the Talent Acquisition team and Marketing department to create employer and culture content, including content for the website’s careers page, LinkedIn, Glassdoor, etc.

• Learning and development: Alongside the COO, the Managing Director, Strategy & Communications, and with the support of the Learning and Development team, lead the implementation of the employee performance development system (PDS) and various performance management procedures.
• Support the Managing Director, Strategy & Communications and the Director, Workforce Education and Performance Development to create and implement a vision for leadership development at Teaching Lab that is aligned to the PDS.
• Support the Learning and Development team to design, revise, and implement PDS aligned to Teaching Lab’s vision for leadership and career development
• In collaboration with the Director, Workforce Education and Performance Development, provide resources, training, and support to all team members on the PDS
• Support the Learning and Development team to engage in user-centered design feedback and iteration approaches to ensure that the performance development system and practices are aligned with best practices and meet the evolving needs of employees, home managers, and project leaders
• Support home managers and project leads to craft, implement, monitor PIP, and act on the data equitably

• Employee relations: In consultation with the COO, Executive Team, consultants, and/or legal counsel, use good judgment that is aligned with Teaching Lab’s policies and practices and employment law to provide support to employees and contractors related to conduct and/or performance concerns.
• Train team members on workplace codes of conduct as well as on protocols for allegations of harassment, discrimination, or retaliation
• Train team members on procedures for escalating performance or conduct concerns through and including employment actions
• Intake and listen to employee concerns that negatively impact their work experience or performance and provide direction, including encouraging employees to have direct and open conversations with each other, which can be facilitated by the Senior Director, People & Culture
• Partner with the Executive Team and people managers to address escalated HR operational issues such as employee relations, compensation reviews, and performance management; provide insightful crisis management advice, when required
• Review, create, reiterate, and enforce people policies that are fair and consistent, in alignment with Teaching Lab values and employment law
• Act as a liaison between employees and managers to prevent and resolve issues
• Offer solutions and compromises when employee performance or behavioral issues arise
• Settle workplace disputes through interpreting organizational policies and employment and labor laws
• Quickly respond to conflict to ensure that the rights of employees and contractors are not violated; Determine the appropriate disciplinary action, if necessary
• When there is an allegation of misconduct, hold responsibility for investigating the claim, establishing its validity, and interpreting equal opportunity and anti-discrimination laws to see if the employer is in compliance, and communicating with the person with the allegation, others involved, legal counsel, and the Executive Team

• Cross-functional collaboration
• Collaborate with the Executive Team, with department leaders, and with team members at every level of the organization to generate ideas, strategies, and systems to meet organizational goals related to people and culture
• Provide People and Culture written updates through various avenues of reporting (e.g internal newsletter, quarterly progress monitoring, Executive Team reports)
• Serve as the primary point of contact for HR matters relating to organizational initiatives, policies, practices and procedures, employee relations issues
• Supports racial equity initiatives by ensuring that diversity, equity, inclusion and belonging (DEIB) is embedded in all offered activities and events
• Provide leadership for the Racial Equity Coalition alongside other People and Culture leaders
• Through informal and formal structures and opportunities, “keep an ear on the ground” to proactively and strategically analyze trends to identify and clarify HR issues and priorities
• Participate in organization-wide working groups, committees, and meetings to further personal and organizational growth and learning, specifically engaging in the organization-wide arc of learning with respect to becoming an anti-racist organization.
• Seek and respond to feedback from staff and adjust People and Culture processes accordingly
• Engage in additional work as needed to meet organizational business needs and priorities

• Engage in continuous learning
• Stay abreast of key research and guidance in the field, attend learning experiences to build skills and competencies in people operations and services, talent acquisition, learning and development, and employee relations
• Continuously update job knowledge by participating in conferences and educational opportunities, reading professional publications, maintaining personal networks, and participating in professional organizations.
• Engage in personal and organized learning opportunities as a team member at an organization that aspires to be anti-racist and champions racial equity
• Create and deliver training to other team members on core skills or competencies within the Senior Director, People and Culture role which is also transferable and critical for other roles

• Perform other duties as assigned by the Chief Operating Officer and/or Executive Team.

• The Senior Director, People and Culture is accountable for achieving goals set in collaboration with their manager, aligned with annual goals, and especially, Key Success Indicators (KSI). Below are examples of measured outcomes for Key Success Indicators (KSI). Additional information will be shared with candidates during the recruitment and selection process.

• As applicable, within the role, model the radical commitments for our values.

• Bachelor’s degree in Human Resources Management, Organizational Psychology, or relevant field
• Ten (10) or more years of successful director-level experience managing and leading Human Resources operations and employee programs throughout the employee lifecycle
• Over five (5) years of successful Human Resources experience aligning and supporting business operations for a geographically dispersed workforce
• Over five (5) years of successful experience advising leaders on employee relation matters related to conduct and/or performance
• Professional HR certifications (i.e., PHR or SHRM-CP)
• Demonstrated ability to lead diversity, equity, inclusion, and belonging (DEIB) initiatives, including equitable hiring practices, pay equity audits, and employee inclusion programs, leveraging metrics to track and measure success
• Experience managing people and leading teams with three or more direct reports in a remote or hybrid work environment
• Skilled at balancing team dynamics, managing diverse perspectives, and guiding teams with emotional intelligence to navigate challenges, maintain morale, and achieve collective goals effectively
• Advanced knowledge of and experience applying Federal and State employment laws in the workplace
• Experience collecting and compiling data into reports for distribution to senior leaders
• Experience sharing and presenting information through various communication avenues to employees and senior leaders
• Proven experience managing HR systems (i.e., HRIS/HRM, etc.) and overseeing HR systems integrations
• Proficient with Google Suite and Microsoft Office Suite

• Advanced degree in Human Resources, Organizational Development, or a related field
• Senior level professional HR certifications and/or credentials
• Multi-state HR experience, with knowledge of compliance across varied jurisdictions
• Experience with Paylocity or similar HRIS platforms

• Ability to work a flexible schedule to support operational needs
• Ability to perform the essential project, duties and responsibilities with or without accommodation
• All team members are expected to support program/project needs which could mean that you play multiple roles at Teaching Lab (i.e., project lead, support, subject matter expert, etc.).
• Travel could be required for the role. Travel is determined based on business needs and can vary depending on partnership/contract requirements.

• Teaching Lab seeks to fundamentally shift the paradigm of teacher professional learning by reaching more educators every year with the highest impact programming.

• Educators learn more than they would without us
• Students learn more than they would without us, in a way that cannot be predicted by race, gender, or family income
• Educators we serve say they love our approach, and they want to keep doing it to advance educational equity

• Collaboration & Responsive Service
• Resilient Solution-Finding
• Research & Learning With Humility
• Accountable Excellence
• Equity & Justice

• This position opened on January 24, 2025 and will close on February 14, 2025. All applications received between January 24, 2025 and February 14, 2025 will be reviewed by the hiring team.

Application Terms & Conditions :

I understand that any falsification or omission of information from this Employment Application can disqualify me from employment (includes rescinding an offer of employment or if hired, employment termination).

I understand that this Employment Application is not an offer of employment. If employed, employment is at will, and either party can terminate the employment relationship at any time.

I understand that if I am offered a conditional offer of employment, it would be contingent upon successful pre-work checks, which include references and verifications/checks for a social security number, education, employment, criminal records search (national and county), global watch list, and sex offender status. Depending on a specific partnership/contract requirement, the criminal background check process could include fingerprinting. At Teaching Lab’s discretion and with an individual’s signed consent, other checks could be completed based on the nature of the position. Moreover, I understand that Teaching Lab participates in a background monitoring service that provides updates for criminal records and sex offender status.

I understand that if I am offered and accept an offer of employment, I will be required to complete an Employment Eligibility Verification Form (I-9), and provide supporting documents within three days of my hire date. Non-compliance will result in termination of employment. Teaching Lab participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S. If E-Verify cannot confirm that you are authorized to work, Teaching Lab is required to give you written instructions and an opportunity to contact the Department of Homeland Security (DHS) or Social Security Administration (SSA) so you can begin to resolve the issue before any action is taken against you, including terminating your employment. Teaching Lab can only use E-Verify once you have accepted a job offer and completed the Form I-9. EVerify and Right to Work posters.

I understand that if I am offered and accept an offer of employment, if I have a need for an accommodation related to a disabling (medical) condition that the request must be communicated to People & Culture for review and approval. All requests will be considered as part of the Americans with Disabilities Interactive Process.

I understand that if I am offered and accept an offer of employment, Teaching Lab has an expectation to be the primary employer for all employees. Specifically, having another full-time employer in addition to full-time employment at Teaching Lab is not permitted, and no other employment or outside contracting relationship of any kind is permitted unless otherwise disclosed on the Outside Work Disclosure form and approved by the Chief Executive Officer (CEO). Employees who are found in violation of this expectation will be subject to disciplinary action up to and including separation from employment.

I understand that if I am offered and accept an offer of employment, I must undergo a 90 day introductory period. During this time, appropriateness for the role and performance are evaluated. At the end of the 90 day introductory period, Teaching Lab and/or the employee can end the employment relationship at will.

Teaching Lab has a payroll direct deposit program. I understand that if I am employed, I am not required to enroll in Teaching Lab’s payroll direct deposit program, and I would be paid via a paper check.

I understand that if I am employed, all work materials/resources that are provided by Teaching Lab are considered property of Teaching Lab, and are solely for the use of work for Teaching Lab.

I understand that if I am employed, I will be required to sign acknowledgment of receipt and abide by all policies and procedures, requirements, and expectations as outlined in the Employee Handbook.

In relation to the position that I am applying for, I voluntarily give Teaching Lab consent to make a thorough investigation of my background, and release from liability all parties in connection with the supply and use of such information.

The submission of my application serves as acknowledgment and agreement to the above terms and conditions.