National College Attainment Network, Chief of Talent, Strategy, and Operations
Edgility Consulting, United States
Job Description
ORGANIZATION
National College Attainment Network (NCAN) is a small, collaborative team of experienced professionals who are fully committed to achieving equity for students historically underrepresented in higher education (students from low-income backgrounds, first-generation-to-college students, and/or students of color). Their work environment is fast-paced but family friendly and provides opportunities for team members to use their talents to their fullest extent. As a national membership network, they are continually informed and inspired by the efforts of organizations and systems across the country committed to breaking down barriers for students and supporting them to obtain college degrees and successful careers.
For more information, visit NCAN’s website here.
OPPORTUNITY
NCAN is a hybrid workplace which requires all team members to be in the centrally located office in Washington D.C. two times per week.
Reporting to the Chief Executive Officer, the Chief of Talent, Strategy and Operations will be a key partner in stewarding the short and medium-term strategic priorities of the organization. The Chief of Talent, Strategy, and Operations is a member of the Leadership Team and will manage the Chief of Finance and Special Projects, Chief Program Officer, Senior Director of Policy amp; Advocacy, and Office Coordinator. This is an exciting opportunity for someone who has managed people and strategic initiatives, and believes in closing equity gaps for all students through postsecondary attainment. The Chief of Talent, Strategy and Operations will possess excellent verbal and written communication skills, and an excitement and willingness to work across departments and functions to solve problems and attain strategic goals.
The Chief of Talent, Strategy and Operations reports to the Chief Executive Officer, Kim Cook, at NCAN.
RESPONSIBILITIES
Key Responsibilities of the Chief of Talent, Strategy, and Operations include:
Talent amp; Culture:
- Work with the leadership team to set a strategic vision and priorities for all talent work, ensuring the organization has an eye on what it will need in the coming 3-5 years, including an explicit equity lens, and what it will take to get there;
- Oversee a high-quality HR operation, including HR policies and administering HR regulation, and communicates HR work in a supportive way;
- Partner with hiring managers and the leadership team on talent needs, acquisitions, recruitment strategies, and process improvements and execution;
- Oversee recruitment and hiring (searches, onboarding, off-boarding) of full-time staff and interns;
- Manage staff data system(s) to capture and organize all HR, performance review, and coaching/development information;
- Maintain knowledge of best practices to support and develop staff and build a professionally invigorating work environment where people can grow;
- Oversee the implementation of a diversity, equity and inclusion strategic plan;.
- Develop DEI metrics and oversee ongoing monitoring to measure progress and inform continuous improvement practices;
- Regularly solicit feedback and input from all NCAN staff both formally and informally, and analyze data to drive ongoing continuous improvement efforts;
- Serve as the DEI content expert, providing recommendations to NCAN regarding readings, courses, and other professional development opportunities to support personal reflection and growth related to implicit bias and anti-racist practices;
- Lead courageous conversations with staff related to diversity, equity, and inclusion.
Strategic Planning and Implementation:
- Set vision for and execute on the annual planning processes aligned with the current strategic plan (org-wide goals and priorities, goal setting for teams and individuals, integration of annual budget, meeting and collaboration structures, annual org-wide calendar of events, etc.); partner closely with senior leadership team to ensure a coherent planning process;
- Partner with the leadership team to track and revise key performance indicators (KPI’s), and lead organizational-wide progress monitoring of strategic plan implementation;
- Plan, facilitate, and oversee follow-through of quarterly meetings with leadership team members to monitor progress;
- Improve organization-wide systems to collect input, analyze data (both qualitative and quantitative), monitor/report on progress to key stakeholders and the broader organization, refine strategic plan based on progress monitoring data, and develop accountability structures to ensure strategic plan implementation.
Operations:
- Manage the planning and delivery of leadership team meetings,