Talent Manager

Summary:

The Talent Acquisition Manager leads and executes a comprehensive, data-driven talent strategy to attract, hire, and retain high-quality, mission-aligned educators and staff. This role serves as a strategic partner to school and organizational leadership, aligning workforce planning with student outcomes, ensuring campuses are fully staffed, and building sustainable pipelines to meet current and future talent needs.

Key Responsibilities

Strategic Talent Acquisition

• Partner with school leaders and executive leadership to forecast staffing needs based on enrollment, attrition trends, and organizational growth
• Develop and execute annual and multi-year hiring strategies aligned with academic and operational goals
• Lead full-cycle recruitment for instructional and non-instructional roles, including teachers, school leaders, and home office staff
• Manage high-volume hiring cycles with a focus on early hiring and reducing vacancy risk
• Design and implement scalable hiring processes to ensure efficiency, consistency, and quality across campuses
• Develop and execute proactive sourcing strategies using job boards, social media, networking, and direct outreach

Talent Pipeline Development

• Build and sustain diverse, high-quality pipelines for critical roles (e.g., STEM, Special Education, ESL, leadership)
• Establish and manage partnerships with universities, alternative certification programs, and community organizations
• Leverage talent market data and insights to inform sourcing strategies and maintain competitiveness

Candidate Experience and Engagement

• Lead initiatives to strengthen employer brand and position the organization as an employer of choice
• Ensure a high-quality, mission-driven candidate experience from sourcing through onboarding
• Align recruitment messaging with organizational culture, DEI commitments, and community impact

Stakeholder Partnership

• Serve as a trusted advisor to principals and leadership on hiring strategies, candidate selection, and workforce trends
• Facilitate alignment on success profiles to ensure clarity on role expectations and hiring criteria
• Coach hiring managers on effective interviewing, equitable hiring practices, and decision-making
• Influence hiring decisions to ensure alignment with organizational values, culture, and scholar outcomes

Data Reporting and Compliance

• Own and report on key recruiting metrics, including time-to-fill, vacancy rates, quality of hire, and retention outcomes
• Use data to drive decision-making, improve hiring effectiveness, and inform leadership strategy
• Identify and implement process improvements to increase efficiency and candidate quality
• Ensure all hires meet state certification, licensing, and background check requirements

• Maintain compliance with employment laws and internal policies
• Oversee ATS integrity, reporting accuracy, and hiring documentation

Process Improvement

• Identify opportunities to improve recruiting processes, efficiency, and candidate quality
• Support diversity, equity, and inclusion (DEI) initiatives to ensure hiring practices reflect the communities served
• Contribute to continuous improvement of hiring strategies to reduce turnover and increase retention

Qualifications

• Bachelor’s degree in Human Resources, Education, Business, or related field (or equivalent experience)
• 2-5 years of recruiting or talent acquisition experience, including strategic or high-volume hiring environments
• Experience in K-12 education, charter schools, or mission-driven organizations strongly preferred
• Strong knowledge of educator certification requirements and hiring timelines
• Proven ability to influence leaders and manage competing priorities

Preferred Qualifications

• Experience supporting multi-campus or network-level hiring
• Experience recruiting for high-need subject areas (STEM, Special Education, ESL)
• Background in workforce planning or talent analytics

Core Competencies

• Relationship building
• Strategic thinking
• Communication and influencing skills
• Organization and execution
• Data-driven decision making

Physical Demands and Work Environment

• Prolonged periods of sitting, working on a computer, using phone
• Occasional standing and walking during school visits, hiring events, and career fairs
• Ability to travel between campuses and attend off-site recruitment events
• Ability to lift and transport materials up to 15–20 lbs (e.g., recruitment materials, event supplies)

Detroit 9090 is an equal opportunity employer and prohibits discrimination of any kind.  All employment decisions with Detroit 9090 are based on district needs, job requirements, and individual qualifications, without regards to race, color, religion, national origin, age, gender, sex, ancestry, citizenship status, mental or physical disability, genetic information, sexual orientation, veteran status, or military status.