Talent Retention & DEI Program Manager

Talent Retention & DEI Program Manager

Albemarle County Public Schools

Department of Human Resources

Full-Time, 12 months

Exempt, Pay Grade 20

VRS-Eligible, Benefits-Eligible

The Talent Retention & DEI (Diversity, Equity, and Inclusion) Program Manager

The Albemarle County Public Schools Department of Human Resources is actively recruiting a Talent Retention & DEI (Diversity, Equity, and Inclusion) Program Manager to join our team.

The successful candidate is responsible for bringing best practice engagement and retention strategies and programs to help retain high-quality and diverse ACPS teachers, administrators, licensed staff, and classified staff.

This position is also responsible for bringing best practice D / I techniques, training, and programs to help retain high-quality and diverse ACPS teachers, administrators, licensed staff, and classified staff.

This position is an innovative role, researching and implementing cutting-edge practices and continuously improving programs.

This position collaborates with ACPS leadership and Employee Services to perform difficult leadership work in developing and implementing programs to build and sustain a D / I culture focused on retaining qualified and diverse staff.

The Expecta tions

Essential functions and responsibilities of Talent Retention & DEI Program Manager include, but are not limited to, the following :

• Develops, recommends, and implements effective feedback mechanisms (employee engagement survey, employee forums, exit interview data) in collaboration with Program Managers to understand employee perceptions in order to develop and implement responsive retention programs.
• Works with department / school leaders, and HR Business partners to identify specific departmental and school needs and to develop subsequent retention strategies and objectives.
• Leads an ACPS D / I assessment and resulting action planning. Works with the Director of Talent to ensure the development, coordination, and administration of policies and practices related to the advancement and implementation of equity priorities and practices for ACPS, both external and internal, along with leading related special programs or projects.

Collaborates with Division / School Leadership and community stakeholders to incorporate equity as a shared value and operating principle across ACPS.

• Contributes to strategic and operational decisions by the Superintendent and School Board and provides input on effective measures to ensure inclusive practices and policies.
• Collaborates with senior leadership and Program Manager-Talent Acquisition to create and execute employer branding strategy, to include defined benchmarks and performance measurement procedures.
• Partners with HR Business partners, departmental management, and leadership to identify gaps and implement strategic objectives.
• Partners with Program Manager- Diversity and Inclusion to educate departmental managers and leadership on diversity-focused strategies to retain a more diverse employee population.
• Partners with HR Business Partners and Program Managers to implement training for managers and help leaders retain talent through coaching.
• Ensures compliance with relevant State and Federal regulations.
• Develops and implements an orientation program in collaboration with Program Managers to provide a best practice-based onboarding experience to retain ACPS employees;
• Develops, trains, and maintains relevant induction and orientation procedures;
• Partners with hiring managers to ensure that newly-hired employees complete induction and orientation processes and training successfully;
• Reports talent retention status and turnover to the ACPS board, senior leadership, and Employee Services on a routine basis;
• Creates and provides turnover and retention dashboards, to include data reporting infrastructures to continuously monitor diversity efforts;
• Provides routine retention performance data and feedback to internal stakeholders;
• Creates and maintains a broad and relevant set of internal and external benchmarks, and a routine for providing data to department and school leaders;
• Actively participates and supports the HR Department.
• As expected of every employee in Albemarle County Public Schools, this position models division racial equity leadership through oversight of processes, procedures, policies, and practices that promote cultural awareness, anti-bias, and anti-racism behaviors.
• Ensures the attainment of the goals of the School Division’s strategic plan.
• Assumes other duties as needed.
• Performs related tasks as required.

THE QUALIFICATIONS

Education and Experience

Bachelor's degree from an accredited undergraduate program as well as a minimum of four years of human resources program, program management, or other related experience required.

Masters degree and SHRM-SCP- level HR certification preferred. Supervisory and project management experience preferred. Any appropriate combination of education and experience may be considered.

Knowledge, Skills and Abilities

Serves as a role model for leadership skills including coaching, mentoring, giving and receiving feedback, and process improvement.

Excellent verbal and written communication skills. Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail.

Excellent time management and project management skills with a proven ability to meet deadlines; strong analytical and problem-solving skills;

knowledge of and ability to implement best practice talent retention strategies; and well versed in Diversity and Inclusion culture.

THE PHYSICAL CONDITIONS AND NATURE OF WORK CONTACTS

Work is typically performed in an office setting. Occasional walking, light lifting to 40 pounds, and other limited physical activities are required.

Occasional attendance of school and other County activities which require travel throughout the County. Occasional department needs require working beyond normal work hours.

Daily contact is made with County employees, in person, by telephone, and in writing. Frequent interaction is required with department heads, principals, and employees.

Contact with the School Board, advisory councils, and the general public is regularly required. Occasional debate is often characteristic of the contact and may require considerable skill in diplomacy, tact, and discretion.

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