Job Description

SUMMARY: The Talent Management Sr Director is responsible for developing and executing scalable talent programs designed to drive organizational effectiveness and business outcomes in a matrixed environment.  Programs will include but are not limited to organizational design and effectiveness, succession planning, and talent development. This role will report to the Chief HR Officer and interact regularly with key business executives across the company to ensure programs balance the needs of business leaders and provide measurable, impactful outcomes.

ESSENTIAL FUNCTIONS:   Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties.

Create strategic, scalable talent programs designed to drive organizational effectiveness and business outcomes including but not limited to organizational design and effectiveness, succession planning, talent development and performance management.Create and execute plans to deliver talent programs effectively in a matrixed environment, while balancing potentially conflicting business needs and resource constraints.Develop and monitor metrics that show the effectiveness of programs and related business outcomes, leveraging insights from data to inform program design or enhancements.Provide perspective, guidance, and coaching to People Experience and cross functional team members to enable effective execution and delivery of programs across the companyDevelop and maintain knowledge of federal, state, and local non-discrimination laws, policies, regulations, and compliance requirements and practices that could impact talent management programs.

Supervisory Responsibilities: No immediate direct supervisory responsibilities.  When appropriate and required, carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities may include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

REQUIRED QUALIFICATIONS:   

Ten (10) years of human resources or related business experienceProven track record of driving business outcomes through effective talent programs such as organizational design, succession planning, performance management and talent developmentOutstanding interpersonal and influencing skillsExcellent communicator in written and verbal formAbility to manage conflict and competing demands effectively and constructivelyKnowledge of HR functions and HR information systemsMS365 proficientAbility to travel 20% of the timeAbility to clear required background check

Certificates and Licenses: None required.

DESIRED QUALIFICATIONS:  

Five (5) years of management experienceTwo (2) years experience outside of Human ResourcesBachelors Degree in related field of study

WORK ENVIRONMENT:  The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

This position is virtual and open to residents of the 50 states, D.C.

COMPENSATION & BENEFITS: Stride, Inc. considers a person’s education, experience, and qualifications, as well as the position’s work location, expected quality and quantity of work, required travel (if any), external market and internal value when determining a new employee’s salary level.  Salaries will differ based on these factors, the position’s level and expected contribution, and the employee’s benefits elections.  Offers will typically be in the bottom half of the range. 

We anticipate the salary range to be $113,392.88 - $185,280.00. Eligible employees may receive a bonus.  This salary is not guaranteed, as an individual’s compensation can vary based on several factors.  These factors include, but are not limited to, geographic location, experience, training, education, and local market conditions. Stride offers a robust benefits package for eligible employees that can include health benefits, retirement contributions, and paid time off. 
 

The above job is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor.  All employment is “at-will” as governed by the law of the state where the employee works.  It is further understood that the “at-will” nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer. 

Job Type

Regular

The above job is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. All employment is “at-will” as governed by the law of the state where the employee works.  It is further understood that the “at-will” nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer.

Stride, Inc. is a Federal Contractor, an Equal Opportunity/Affirmative Action Employer and a Drug-Free Workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected Veteran status age, or genetics, or any other characteristic protected by law.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)