Great Oaks Legacy Charter School
ABOUT GREAT OAKS LEGACY CHARTER SCHOOL
The Great Oaks Legacy Charter School is a high-performing, innovative charter public school in Newark NJ, serving students from Pre-K to 12th grade on campuses across the city of Newark. Our mission is to prepare Newark's students for success in college and beyond.
Our model is based on the following guiding principles that guide our work daily - Creating a community that is built upon genuine and meaningful relationships. GOLCS staff rate our commitment to students as the #1 reason they teach/work at our schools. Being surgical in our approach to differentiation of instruction and support for all students and team members. Our students receive daily tutoring embedded into their school schedule - facilitated by our AmeriCorps team members. Staff members receive individualized coaching and support in their roles. Setting and exceeding high expectations for academic growth and character development for all students, in preparation for success in college and beyond. Currently, the historical college matriculation rate for GOLCS is 79% - nearly twice the national average for economically underrepresented students.
Position Overview:
As we continue to enhance our operational effectiveness, we are seeking a Senior Director of Talent who will serve as both a strategic leader and an active practitioner, responsible for driving a cohesive, future-focused talent strategy while also actively executing key priorities. This role is ideal for someone who thrives at the intersection of vision and action-leading big-picture initiatives while also being deeply involved in the day-to-day work of recruitment, staff development, and talent operations.
Reporting to the Chief People and Talent Officer, the Senior Director of Talent will play a critical role in shaping and implementing systems that attract, grow, and retain exceptional educators and staff across our Newark-based network. This leader will also directly manage a team of talent professionals and collaborate closely with school leaders and network teams. Key Responsibilities: Talent Strategy & Leadership Develop and implement a multi-year, outcomes-driven talent strategy aligned with organizational growth, staff sustainability, and academic goals. Serve as a trusted advisor to the Chief People and Talent Officer and the Senior Leadership Team (SLT) on strategic talent matters, including workforce planning and organizational design. Model GOLCS's core values by embedding equity, inclusion, and belonging in all talent policies and decisions-and holding others accountable to the same. Pipeline Development & Strategic Recruitment
Personally lead high-priority recruitment campaigns, especially for critical instructional and leadership roles. Build and own proactive year-round pipelines through partnerships with teacher prep programs, HBCUs, local colleges, Newark-based organizations, and national networks. Expand early-career and internal pathways such as residencies, fellowships, and grow-your-own initiatives-managing design and implementation directly when needed. Reimagine and continuously refine the candidate journey by reviewing data and feedback, and making improvements to enhance the experience and outcomes. Leverage recruitment platforms, associations, sourcing tools, and strategic partnerships to widen our reach and strengthen the talent pool. Track and respond to key recruitment data trends in real-time to ensure hiring goals are met across campuses and departments. Leadership Development & Succession Planning
Support the design and development of a network-wide leadership development framework aligned to GOLCS's core values and help lead internal cohorts, workshops, and coaching opportunities-particularly for emerging leaders and high-potential staff. Develop succession plans and talent reviews that anticipate future needs and prepare internal talent for key roles. Take ownership of logistics, content, and follow-through for leadership development initiatives in collaboration with school leaders and the CP & TO. Talent Development & Performance
Oversee and iterate on onboarding, coaching, and performance systems to promote growth and accountability across all roles. Actively partner with school and team leaders to co-create professional development and growth initiatives based on staff feedback, outcomes, and talent needs. Monitor impact of learning initiatives and adjust approach based on data and real-time feedback from staff and supervisors. People Operations & Culture Ensure full compliance with local, state, and federal employment laws, including NJDOE partnering with the broader People team to ensure smooth certification processes and timelines for new hires. Own key culture-building moments like intent-to-return and exit surveys-gathering insights and turning them into clear action plans that support staff experience and retention. Lead equity-focused reviews of compensation guidance and growth opportunities across the network. Collaborate with the SLT on recommend recognition programs, wellness efforts, and inclusion strategies that support a thriving, connected culture. Team Leadership & Management
Manage, coach, and develop a small but mighty Talent Team across recruitment, talent operations, and data strategy. Lead by example-jumping into day-to-day operations, outreach, and hiring when needed, especially during critical times. Create and maintain dashboards that allow for visibility into key talent metrics, internal mobility, and retention. Work cross-functionally with leaders and hiring managers to ensure talent strategy is aligned and integrated across the organization. Qualifications: Education & Experience: Bachelor's degree required; Master's degree in Human Resources, Organizational Development, or a related field preferred. 10+ years of experience in talent management, recruitment, leadership development, or a related area, with at least 3+ years in a leadership role. Proven track record of leading talent strategy in dynamic, high-growth organizations, ideally in the education, nonprofit, or public sector. Demonstrated experience in recruitment, particularly for instructional or leadership roles in education, with expertise in building diverse and high-quality talent pipelines. Skills & Competencies: Strategic Leadership: Ability to think big-picture and translate organizational goals into actionable talent strategies. Recruitment Expertise: Strong experience leading high-priority recruitment campaigns, building proactive pipelines, and designing innovative recruitment strategies. Data-Driven Decision Making: Ability to leverage data and metrics to drive continuous improvement in talent acquisition, performance management, and staff retention. Equity & Inclusion: Deep commitment to embedding equity, diversity, and inclusion in all talent decisions and strategies, with a track record of promoting belonging and diverse representation across teams. Collaboration & Communication: Exceptional interpersonal skills and the ability to influence and collaborate effectively with senior leaders, school leaders, and other stakeholders. Project Management: Proven ability to manage multiple, complex projects simultaneously, with a focus on execution and results. Change Management: Ability to lead change initiatives and navigate challenges in a fast-paced, evolving environment. Additional Qualifications: Experience designing and executing succession planning and leadership development programs tailored to the needs of high-potential staff. Familiarity with talent management software and tools, including recruitment platforms, HRIS, and performance management systems. Knowledge of local, state, and federal employment laws, including NJDOE certification processes, and experience ensuring compliance within a diverse workforce. Strong understanding of organizational culture-building and employee engagement strategies to enhance retention and satisfaction. Experience in leading and managing a team, including coaching and developing staff to achieve their full potential. Commitment to Continuous Learning: A proactive, growth-minded leader who seeks out new knowledge and continuously improves talent practices. Personal Characteristics: Results-Oriented: Highly focused on achieving measurable outcomes related to talent strategy, recruitment, and staff development. Adaptable: Comfortable working in a fast-paced, evolving environment and able to manage competing priorities. Empathetic: Approaches work with a high degree of emotional intelligence, recognizing and responding to the needs of staff and stakeholders. Hands-On: Willing and able to "roll up sleeves" to directly support key talent initiatives and drive day-to-day operations. COMPENSATION & BENEFITS
We offer a competitive and fair compensation package that increases based on years of relevant experience. The minimum base salary for this role is
$121,000.
Great Oaks Legacy Charter School benefits package includes:
Robust medical, dental, and vision insurance plans with comprehensive network coverage. Up to $5,250 per year in tax exempt student loan and tuition reimbursement. Reimbursements for external professional development aligned to your role. Wellness reimbursements including gym memberships, spa services, and more. Online counseling services - for staff and their dependents - via top-rated therapy app. Pre-tax state pension plan benefit with additional options available via voluntary retirement plans. Pre-tax dependent care, health, and transit flexible spending plans available. Convenient health screening and telemedicine support via VitalCheck Wellness platform.
ADDITIONAL INFORMATION DIVERSITY, EQUITY, INCLUSION, & ACCESSIBILITY
GOLCS is committed to building a talented team that reflects the diverse backgrounds and experiences of our students. Furthermore, we believe that racial justice and equity is critical to our mission of preparing students for success in college and beyond. We strive to be an organization that is diverse, equitable, inclusive, and elevates our student voices in preparing them for life and college.
WORK SCHEDULE
Full-time Network staff are expected to work a minimum of 40 hours per week (excluding lunch). In addition, they are eligible to participate in GOLCS' hybrid work policy (3 days in office, 2 days remote) after completing 90 days of employment. During your first 90 days, however, you may be required to work in the office Monday through Friday.
GOLCS VACCINATION POLICY & COMMITMENT TO SAFETY
Great Oaks Legacy Charter School is committed to ensuring healthy and safe working and learning environments, and maintaining our educational commitment to GOLCS students and families - with minimal disruption to instruction. With this in mind, as of October 2021, Great Oaks Legacy requires vaccination against COVID-19 for all employees. Candidates who would like to apply for a reasonable accommodation from this policy based on a qualifying disability or sincerely held religious belief should reach out to HR@greatoakslegacy.org for more information.
EQUAL OPPORTUNITY EMPLOYMENT
Great Oaks Legacy provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
The Great Oaks Legacy Charter School is a high-performing, innovative charter public school in Newark NJ, serving students from Pre-K to 12th grade on campuses across the city of Newark. Our mission is to prepare Newark's students for success in college and beyond.
Our model is based on the following guiding principles that guide our work daily - Creating a community that is built upon genuine and meaningful relationships. GOLCS staff rate our commitment to students as the #1 reason they teach/work at our schools. Being surgical in our approach to differentiation of instruction and support for all students and team members. Our students receive daily tutoring embedded into their school schedule - facilitated by our AmeriCorps team members. Staff members receive individualized coaching and support in their roles. Setting and exceeding high expectations for academic growth and character development for all students, in preparation for success in college and beyond. Currently, the historical college matriculation rate for GOLCS is 79% - nearly twice the national average for economically underrepresented students.
Position Overview:
As we continue to enhance our operational effectiveness, we are seeking a Senior Director of Talent who will serve as both a strategic leader and an active practitioner, responsible for driving a cohesive, future-focused talent strategy while also actively executing key priorities. This role is ideal for someone who thrives at the intersection of vision and action-leading big-picture initiatives while also being deeply involved in the day-to-day work of recruitment, staff development, and talent operations.
Reporting to the Chief People and Talent Officer, the Senior Director of Talent will play a critical role in shaping and implementing systems that attract, grow, and retain exceptional educators and staff across our Newark-based network. This leader will also directly manage a team of talent professionals and collaborate closely with school leaders and network teams. Key Responsibilities: Talent Strategy & Leadership Develop and implement a multi-year, outcomes-driven talent strategy aligned with organizational growth, staff sustainability, and academic goals. Serve as a trusted advisor to the Chief People and Talent Officer and the Senior Leadership Team (SLT) on strategic talent matters, including workforce planning and organizational design. Model GOLCS's core values by embedding equity, inclusion, and belonging in all talent policies and decisions-and holding others accountable to the same. Pipeline Development & Strategic Recruitment
Personally lead high-priority recruitment campaigns, especially for critical instructional and leadership roles. Build and own proactive year-round pipelines through partnerships with teacher prep programs, HBCUs, local colleges, Newark-based organizations, and national networks. Expand early-career and internal pathways such as residencies, fellowships, and grow-your-own initiatives-managing design and implementation directly when needed. Reimagine and continuously refine the candidate journey by reviewing data and feedback, and making improvements to enhance the experience and outcomes. Leverage recruitment platforms, associations, sourcing tools, and strategic partnerships to widen our reach and strengthen the talent pool. Track and respond to key recruitment data trends in real-time to ensure hiring goals are met across campuses and departments. Leadership Development & Succession Planning
Support the design and development of a network-wide leadership development framework aligned to GOLCS's core values and help lead internal cohorts, workshops, and coaching opportunities-particularly for emerging leaders and high-potential staff. Develop succession plans and talent reviews that anticipate future needs and prepare internal talent for key roles. Take ownership of logistics, content, and follow-through for leadership development initiatives in collaboration with school leaders and the CP & TO. Talent Development & Performance
Oversee and iterate on onboarding, coaching, and performance systems to promote growth and accountability across all roles. Actively partner with school and team leaders to co-create professional development and growth initiatives based on staff feedback, outcomes, and talent needs. Monitor impact of learning initiatives and adjust approach based on data and real-time feedback from staff and supervisors. People Operations & Culture Ensure full compliance with local, state, and federal employment laws, including NJDOE partnering with the broader People team to ensure smooth certification processes and timelines for new hires. Own key culture-building moments like intent-to-return and exit surveys-gathering insights and turning them into clear action plans that support staff experience and retention. Lead equity-focused reviews of compensation guidance and growth opportunities across the network. Collaborate with the SLT on recommend recognition programs, wellness efforts, and inclusion strategies that support a thriving, connected culture. Team Leadership & Management
Manage, coach, and develop a small but mighty Talent Team across recruitment, talent operations, and data strategy. Lead by example-jumping into day-to-day operations, outreach, and hiring when needed, especially during critical times. Create and maintain dashboards that allow for visibility into key talent metrics, internal mobility, and retention. Work cross-functionally with leaders and hiring managers to ensure talent strategy is aligned and integrated across the organization. Qualifications: Education & Experience: Bachelor's degree required; Master's degree in Human Resources, Organizational Development, or a related field preferred. 10+ years of experience in talent management, recruitment, leadership development, or a related area, with at least 3+ years in a leadership role. Proven track record of leading talent strategy in dynamic, high-growth organizations, ideally in the education, nonprofit, or public sector. Demonstrated experience in recruitment, particularly for instructional or leadership roles in education, with expertise in building diverse and high-quality talent pipelines. Skills & Competencies: Strategic Leadership: Ability to think big-picture and translate organizational goals into actionable talent strategies. Recruitment Expertise: Strong experience leading high-priority recruitment campaigns, building proactive pipelines, and designing innovative recruitment strategies. Data-Driven Decision Making: Ability to leverage data and metrics to drive continuous improvement in talent acquisition, performance management, and staff retention. Equity & Inclusion: Deep commitment to embedding equity, diversity, and inclusion in all talent decisions and strategies, with a track record of promoting belonging and diverse representation across teams. Collaboration & Communication: Exceptional interpersonal skills and the ability to influence and collaborate effectively with senior leaders, school leaders, and other stakeholders. Project Management: Proven ability to manage multiple, complex projects simultaneously, with a focus on execution and results. Change Management: Ability to lead change initiatives and navigate challenges in a fast-paced, evolving environment. Additional Qualifications: Experience designing and executing succession planning and leadership development programs tailored to the needs of high-potential staff. Familiarity with talent management software and tools, including recruitment platforms, HRIS, and performance management systems. Knowledge of local, state, and federal employment laws, including NJDOE certification processes, and experience ensuring compliance within a diverse workforce. Strong understanding of organizational culture-building and employee engagement strategies to enhance retention and satisfaction. Experience in leading and managing a team, including coaching and developing staff to achieve their full potential. Commitment to Continuous Learning: A proactive, growth-minded leader who seeks out new knowledge and continuously improves talent practices. Personal Characteristics: Results-Oriented: Highly focused on achieving measurable outcomes related to talent strategy, recruitment, and staff development. Adaptable: Comfortable working in a fast-paced, evolving environment and able to manage competing priorities. Empathetic: Approaches work with a high degree of emotional intelligence, recognizing and responding to the needs of staff and stakeholders. Hands-On: Willing and able to "roll up sleeves" to directly support key talent initiatives and drive day-to-day operations. COMPENSATION & BENEFITS
We offer a competitive and fair compensation package that increases based on years of relevant experience. The minimum base salary for this role is
$121,000.
Great Oaks Legacy Charter School benefits package includes:
Robust medical, dental, and vision insurance plans with comprehensive network coverage. Up to $5,250 per year in tax exempt student loan and tuition reimbursement. Reimbursements for external professional development aligned to your role. Wellness reimbursements including gym memberships, spa services, and more. Online counseling services - for staff and their dependents - via top-rated therapy app. Pre-tax state pension plan benefit with additional options available via voluntary retirement plans. Pre-tax dependent care, health, and transit flexible spending plans available. Convenient health screening and telemedicine support via VitalCheck Wellness platform.
ADDITIONAL INFORMATION DIVERSITY, EQUITY, INCLUSION, & ACCESSIBILITY
GOLCS is committed to building a talented team that reflects the diverse backgrounds and experiences of our students. Furthermore, we believe that racial justice and equity is critical to our mission of preparing students for success in college and beyond. We strive to be an organization that is diverse, equitable, inclusive, and elevates our student voices in preparing them for life and college.
WORK SCHEDULE
Full-time Network staff are expected to work a minimum of 40 hours per week (excluding lunch). In addition, they are eligible to participate in GOLCS' hybrid work policy (3 days in office, 2 days remote) after completing 90 days of employment. During your first 90 days, however, you may be required to work in the office Monday through Friday.
GOLCS VACCINATION POLICY & COMMITMENT TO SAFETY
Great Oaks Legacy Charter School is committed to ensuring healthy and safe working and learning environments, and maintaining our educational commitment to GOLCS students and families - with minimal disruption to instruction. With this in mind, as of October 2021, Great Oaks Legacy requires vaccination against COVID-19 for all employees. Candidates who would like to apply for a reasonable accommodation from this policy based on a qualifying disability or sincerely held religious belief should reach out to HR@greatoakslegacy.org for more information.
EQUAL OPPORTUNITY EMPLOYMENT
Great Oaks Legacy provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.