Description

Director of Performance Management and Rewards

 

Mission:

The Director of Performance Management and Rewards is responsible for supporting and executing the vision and strategy of policies and programs related to org-wide, staff, and teacher performance management and performance-based pay programs. Under management and support of the Vice President of Compensation and Benefits, the Director of Performance Management and Rewards collaborates across teams to ensure performance programs are cohesive, coordinated, clear, in compliance with state and federal regulations, and fully integrated with and in service of our organizational strategy as we work toward our mission of 100% College for All. 

 

Supervisory Responsibilities:

Supervises multiple team members in their areas of focus, including individual contributors and potentially people managers as well 

 

Location:

This is a full-time remote position based in Texas with preference given to candidates who live in Austin, El Paso, Houston, Permian Basin (Midland/Odessa), Rio Grande Valley, San Antonio, and Tarrant County (Fort Worth), or who are willing to relocate.

 

Travel Expectations:    

Travel to IDEA or external training events and team step-back retreats; less than 15% annually 

 

What You’ll Do – Accountabilities

Essential Duties:

Strategic Leadership: Collaborate with senior leaders to align performance and rewards strategies with organizational objectives; Lead cross-functional teams in implementation of performance and reward initiatives; Act as a subject matter expert on performance management and rewards for the organization; Ensure programs are in compliance with legal regulations and organizational policies; Communicate and enforce related policies clearly and effectively. Performance Management: Develop, improve, and implement organization-wide performance management frameworks, tools, and processes; Align performance objectives with our organizational goals and strategies; Oversee the administration of performance evaluations, ensuring fairness, consistency, and compliance with policies; In partnership with Talent Development team, train managers and leaders on effective performance feedback and development discussions; Use data and analytics to assess the effectiveness of performance management programs and recommend improvements. Performance-Related Compensation and Recognition Programs: Design, evaluate, improve, and implement rewards programs related to team and individual performance; Partner with Compensation team to connect information from our Performance systems to our pay increase process; Collaborate across leaders to prioritize and budget for related programs; Ensure rewards and recognition systems are equitable, transparent, and aligned with organizational values and culture; Evaluate impact of rewards and recognition programs on employee morale, retention, and productivity. Employee Engagement and Communication: Promote a culture of high performance and accountability through effective communication of performance and reward systems; Collect and act on employee feedback regarding reward and recognition programs; Foster transparency in how performance and rewards decisions are made. Data Analysis and Reporting: Monitor and analyze metrics related to performance and rewards to identify trends and areas for improvement; Report on the effectiveness of performance management and reward initiatives to executive leadership; Leverage technology to enhance program efficiency and outcomes. Lead and Develop Team Members: Develop trust and leverage influence of Performance and Rewards team to drive strong results; Establish Performance and Rewards department goals and individual staff goals that contribute to the attainment of organizational goals and objectives; Develop current team competencies and skill sets to be independent thinkers and contributors; Create plan on how the team will be staffed as our organizational needs evolve; Ensure the team receives strong evaluations of customer service and integrity from key stakeholders; Lead day to day team management, including regular check-ins and participation of tactical meetings/team planning, strategies, etc.; Deliver timely feedback and coaching through the Staff Development Cycle for all team members for continuous growth and improvement; Instill strong work ethic with personal drive for success 

 

 

Additional Duties and Responsibilities:

Additional Duties as assigned

 

Knowledge and Skills – Competencies

Make Strategic Decisions: This leader is involved in high-level, strategic decision-making across multiple teams. They analyze complex data sets, predict trends, and make decisions that align with the organization’s strategic goals. They also guide others on their teams to develop strategic thinking and decision-making skills. Manage Work and Teams: This leader is responsible for coordination between teams, aligning team objectives with organizational strategy, and ensuring resource allocation is optimized across teams. They also mentor other team leaders to enhance their management skills. Grow Self and Others: This leader is involved in planning and implementing development strategies across multiple teams or departments. They ensure alignment between individual growth and organizational goals, and they develop programs that address the needs of diverse groups within the organization. Build a Culture of Trust:  This Leader strategically promotes trust and psychological safety across broader groups, implementing policies and practices that support these values and modeling them in every leadership action. Communicate Deliberately:  This leader is responsible for communicating complex ideas and strategies across multiple teams or departments. They develop and deliver messages that align with organizational goals, ensuring that their communication strategies enhance team alignment and strategic execution. 

 

Additional Skills:

Strong computer literacy that includes proficiency with Microsoft Suite (i.e., Word, Excel, PowerPoint).Ability to design and deliver high quality services and support with the end-user's perspective in mindAbility to respond to and solve problems for customers and key business partners efficiently and effectively with a high level of satisfactionAbility to create and deploy org-wide communication strategy that is effective, clear and compelling using a variety of channelsEffective project management skills including long-term planning, calendaring, the ability to organize and prioritize multiple tasks at the same time, anticipate needs & challenges and proactively address them while meeting deadlines, including some with tight turnaround timesExcellent customer service skills, both written and oral, and maintain confidentiality in all matters. 

Required experience:

Education: Bachelor’s DegreeExperience: 6+ years of experience in talent management, talent support, compensation, or performance management experience, including 2+ years of experience managing adults and/or system-wide projects or programs 

Preferred experience:

Education: Master’s Degree in related field. PMP, CCP, PHR/SPHR or related professional certification preferred Experience: 2+ years of project management experience; performance management, compensation experience, and/or campus management/leadership experience within education settings 

Physical Requirements:

Must be able to sit for extended periods of time without being able to leave the work area.Must be able to work independently with minimal supervision.Must be able to lift and carry or otherwise move 15 pounds (occasionally). 

 

 

What We Offer:

Compensation & Benefits:

Salaries for people entering this role typically fall between $108.100 and $128,600, commensurate with relevant experience and qualifications and in alignment with internal equity. This role is also eligible for performance pay based on organizational performance and goal attainment.

 

 

Additionally, we offer medical, dental, and vision plans, disability, life insurance, parenting benefits, flexible spending account options, generous vacation time, referral bonuses, professional development, and a 403(b) plan. You can find more information about our benefits at https://ideapublicschools.org/careers/benefits/.

 

* IDEA may offer a relocation stipend to defray the cost of moving for this role, if applicable.

 

 

Application process:

Submit your application online through Jobvite. Please note that applications will be reviewed on an ongoing basis until the position is filled. Applicants are encouraged to apply as early as possible.

 

 

Learn more about IDEA 

At IDEA the Staff Culture and Belonging Team uses our Core Values to promote human connection and a culture of integrity, respect, and belonging for all Team and Family members.  Learn more about our Commitment to Core Values here: https://ideapublicschools.org/our-story/#core-values

 

 

 

 

 

 

IDEA Public Schools does not discriminate on the basis of race, color, national origin, age, sex or disability, in admission or access to, or treatment of employment in its programs and activities. Any person having inquiries concerning the organization's compliance with the regulations implementing Title VI of Civil Rights Act of 1964 (Title VI), Section 504 of the Rehabilitation Act of 1973 (Section 504), or Title II of the Americans with Disabilities Act of 1990 (ADA), may contact IDEA Human Resources at (956) 377-8000.