The Company:

Elevate K-12 is changing the way classrooms work through live, online, real-time instruction to K-12 schools. Our two main focuses are to give students the best quality instructors and get them ready for the world of the future and to give instructors, especially women, work opportunities, irrespective of zip codes. We are the new way to the classroom!

The Person:

The Senior Director, Human Resources provides leadership and oversight of the HR function for Elevate K-12. This role is responsible for developing and executing human resource strategy aligned with the strategic mission, vision, and values of the company, specifically in the areas of change management, talent management, succession planning, performance management, training and development, employee engagement, employee relations, and assisting with benefits and compensation. The Sr. Director, HR fosters and perpetuates Elevate K-12’s culture through programming, policies and processes.

Job Type: Full-time

Location: Chicago, IL  – U.S. based

The Job:

Supervisory Responsibilities:

  • The Sr. Director is directly accountable for leading the HR team in driving people practices that contribute to the overall success and growth of the organization.

Duties/Responsibilities:

In collaboration with the VP of Talent Acquisition:

  • Reports to the COO and provides a data driven, metrics-based approach to demonstrate success and gaps for the organization in performance, culture, and employee engagement
  • Drives a culture of collaboration, transparency and high-performance in a high-growth start-up environment
  • Acts as a strategic business partner to the executive team and other senior leaders to lead key organizational and management initiatives
  • Functions as a coach and mentor to business leaders on personnel issues that affect performance and business relationships
  • Provides overall leadership and guidance to the HR function by overseeing career development, succession planning, retention, leadership development
  • Provides inputs and perspectives on compensation, benefits and payroll processes in concert with the VP, Accounting and Finance
  • Leads the HR function to continuously build trust, promote inclusion, and establish credibility throughout the organization through effective listening and problem-solving employee issues
  • Builds and directs HRIS database management and reporting to identify and analyze critical HR data and inform improvement decisions across the HR function
  • Remain current on changes to HR and employment law and positively partner with state and local regulatory agencies
  • Maintain compliance with all federal, state, and local laws as it pertains to employee benefits, compensation, diversity & EEO, employment, and learning & development
  • Implement and enforce consistent employment practices to highlight and mitigate risk.
  • Prepare HR budgets and manage the expenses of the HR function
  • Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; and counseling employees and supervisors
  • Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements, conducting investigations, maintaining records, and representing the organization at hearings
  • Retains historical human resource records by designing a filing and retrieval system and keeping past and current records
  • Manages a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; and recommending, planning, and implementing pay structure revisions
  • Advances human resource staff job results by counseling and structuring employees; and planning, monitoring, and appraising job results
  • Promotes a culture of Diversity and Inclusion

 

The job description is not designed to cover or contain a comprehensive listing of activities, duties or

responsibilities that are required of the employee. Duties, responsibilities and activities may change or

new ones may be assigned at any time with or without notice.

 

What you will need: 

BASIC QUALIFICATIONS:

Education:

  • Minimum of a Bachelor’s Degree in Human Resources, Business Management, Business Administration, or related degree from a regionally accredited college or university.

Experience/Knowledge:

  • Minimum of 10 years of experience in a variety of human resources disciplines including talent acquisition, employee relations, compensation and benefits, and organizational development and design required.
  • Minimum of 10 years of leadership experience in progressively responsible positions including prior experience in a director level human resources position required.
  • Experience in both large organizations and high-growth start-up, highly preferred
  • Strong business acumen and experience in strategic planning required.
  • Excellent leadership, communication and problem-solving skills.
  • Proven strategic and agile thinker with an operations focus and commitment to continuous improvement.
  • Experience in creating a culture of diversity, inclusivity, collaboration and teamwork.
  • Proven ability to effectively influence others, set priorities and demonstrate strong organizational skills.
  • Knowledge and experience in mergers and acquisition (M&A) integration and due diligence.
  • Strong systems experience with one or more HR related systems such as HRIS, ATS, LMS, Payroll, Timekeeping, or ERP required
  • Minimum of intermediate level proficiency with Google Suite and MS Office (Excel, Word, PowerPoint) required.

Preferred Qualifications:

  • MBA in Human Resources or Master’s Degree in a related technical field preferred.
  • 15 years of human resources experience in a variety of HR disciplines preferred.
  • 5 or more years in a start-up or rapidly scaling company is preferred.
  • 3 or more years of experience in a director level human resources position preferred.
  • Ability to develop ROI models for HR initiatives preferred.
  • Prior experience with HR analytics across all disciplines of HR and the demonstrated ability to make sound business decisions based on root cause analysis of data highly preferred.

Apply for this Job

* Required
  
  


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Elevate K-12 are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.


Form CC-305

OMB Control Number 1250-0005

Expires 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.