Job Description

SUMMARY: The People Experience Sr Director is a strategic business partner to a line of business. This critical role is responsible for partnering with business and cross-functional leaders to create and execute strategic talent plans to drive desired business outcomes. Reporting to the VP, People Experience this position brings innovative and creative solutions to focus on delivering business outcomes, operational efficiencies and a positive employee experience.

ESSENTIAL FUNCTIONS: Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties.
•Create and execute strategic talent plans to drive desired business outcomes, including, but not limited to workforce planning, identification and development of key talent, upskilling/reskilling of existing talent, and effective and efficient organizational design
•Earn role as a trusted advisor to client group business leaders and cross functional partners with root cause analysis, planning and implementation of changes in organizational structure, culture, or processes to support rapid growth within the organization in an efficient and effective manner
•Ensure the delivery of People Experience programs and services including talent management, succession planning, leader/manager consultation and performance management
•Utilize data analytics and metrics to identify trends and market conditions to define, build and implement value-added People strategies and solutions
•Provide perspective, guidance, and coaching to organizational leaders regarding business challenges and opportunities
•Drive and support an open and inclusive culture that embraces individual differences
•Knowledge of federal, state, and local non-discrimination laws, policies, regulations, and compliance requirements and practices specific to such laws and policies

Supervisory Responsibilities:
Directly supervises 4 – 6 Full-time Equivalent (FTE) regular employees and/or contractors. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

REQUIRED QUALIFICATIONS:

•Ten (10) years of people experience and five (5) years of management experience or equivalent combination of education and experience
•Outstanding interpersonal and influencing skills
•Proven track record of being able to deep dive into any area of the business
•Excellent communicator in written and verbal form
•Strong emotional intelligence to engage with all audiences
•Knowledge of HR functions and HR information systems
•MS365 proficient
•Ability to travel 25% of the time
•Ability to clear required background check
Certificates and Licenses: None required.

DESIRED QUALIFICATIONS:
•Prior experience in e-learning or EdTech industries

Bachelors Degree in related field of study

WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• This position is virtual and open to residents of the 50 states, D.C.

COMPENSATION & BENEFITS: Stride, Inc. considers a person’s education, experience, and qualifications, as well as the position’s work location, expected quality and quantity of work, required travel (if any), external market and internal value when determining a new employee’s salary level.  Salaries will differ based on these factors, the position’s level and expected contribution, and the employee’s benefits elections.  Offers will typically be in the bottom half of the range. 

We anticipate the salary range to be $140,643.75 - $239,870.40.  Eligible employees may receive a bonus.  This salary is not guaranteed, as an individual’s compensation can vary based on several factors.  These factors include, but are not limited to, geographic location, experience, training, education, and local market conditions. Stride offers a robust benefits package for eligible employees that can include health benefits, retirement contributions, and paid time off. 

The above job is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. All employment is “at-will” as governed by the law of the state where the employee works. It is further understood that the “at-will” nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer.

Job Type

The above job is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. All employment is “at-will” as governed by the law of the state where the employee works.  It is further understood that the “at-will” nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer.

Stride, Inc. is a Federal Contractor, an Equal Opportunity/Affirmative Action Employer and a Drug-Free Workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected Veteran status age, or genetics, or any other characteristic protected by law.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)