Director, Talent & Culture

Post Date: 2022/03/15

Mission is at the forefront of the curriculum reform movement. By increasing the capacity of educators to identify and demand the highest quality curriculum, is both disrupting a multibillion-dollar market and transforming the way students are taught and ultimately perform. With the firm belief that what is taught matters and that all students deserve high quality materials, publishes free, online, evidence-rich reviews of instructional materials.

Purpose of Position

The Director, Talent & Culture is a member of EdReports’ Leadership Team and reports to the Chief Operating Officer who together lead the development of a multi-faceted strategy for Human Resources operations. The Director, Talent & Culture is responsible for developing and monitoring all aspects of the employment lifecycle of EdReports’ employees and, in partnership with the Executive Team, promoting a company culture that authentically reinforces our unique values and Diversity, Belonging, Inclusion, and Equity (DBIE) aspirations. They will have a creative and flexible approach to human resources and be an expert at moving multiple projects forward simultaneously while making time for things that require their counsel in the moment. The Director, Talent & Culture will have expertise in establishing a sense of trust with employees and people managers throughout the company and making human resources decisions that are respectful of individuals and responsible to the organization. This position provides a unique opportunity for a strategic independent thinker with an inclusive leadership style and high capability to influence organizational change, who enjoys working with internal and external stakeholders at all levels, and wants to contribute to the success of a growing organization.

Key Responsibilities

Organizational and Human Resources Leadership – 30%

  • Develop and implement human resources strategies to support EdReports’ strategic direction;
  • Oversee and improve core human resources competencies, including internal reviews, employee benefits administration, maintenance of human resources policies and procedures, disciplinary matters, and recognition activities with support from Professional Employer Organization (PEO) and Chief Operating Officer;
  • Monitor national benefits environment for options and cost savings and recommend changes that enhance employee satisfaction and retention;
  • Collaborate with Executive Team and human resources peers at other organizations to identify employee relations trends and challenges, assess areas of organizational risk, identify root causes, and develop proactive long-term solutions;
  • Ensure well-managed, competitive, and cost-effective total rewards package, including compensation and benefits programs, by collecting and analyzing data via compensation studies and market/peer reviews and making recommendations regarding salary and compensation practices;
  • Research and share information, leverage resources, and jointly design, with Leadership Team, results-based human resources solutions that balance organization, employee, and compliance needs;
  • Implement a collaborative plan to support change and develop strategies for responding to resistance to change;
  • Build and maintain rapport, credibility, trust, and respect throughout the organization at all levels, and be viewed as a team player and leader; and
  • Partner with the Executive Team, PEO, and when necessary, legal counsel to ensure legal compliance with all applicable federal, state, and municipal employment laws.

Performance Management & Employee Growth -  30%

  • Design and lead, with consultation from Leadership Team and others, employee performance management system and structure and work with people managers to develop and maintain strong relationships with their direct reports through formal and informal evaluations, performance improvement plans and other performance assessments;
  • Lead annual talent calibrations with other members of the Leadership Team and provide strategic guidance to functional managers on resourcing and planning initiatives;
  • Create and lead people manager trainings, facilitate annual people manager feedback meetings and surveys, and work with teams across EdReports to help people managers develop the skills they need to be effective leaders and mentors – through formal training, collecting and disseminating resources, and informal coaching;
  • Communicate clear and concise expectations and priorities to human resources team members and provide appropriate and timely feedback, coaching, and development opportunities;
  • Resolve complex employee relations and other personnel-related matters by providing accessible coaching and consultative support (both proactive and responsive) to employees at all levels and liaise with EdReports’ legal counsel to discuss human resources-related issues, as needed; and
  • In partnership with the Executive Team, create processes and procedures for conducting internal investigations.

Culture, DBIE (Diversity, Belonging, Inclusion, Equity), and Employee Engagement –  25%

  • Work with Leadership Team to design, develop, and implement strategies to increase DBIE within the organization in all processes included in the Employee Life Cycle;
  • Distribute, analyze, and/or facilitate culture/engagement surveys to measure and provide feedback on the organization’s culture and work with leadership to determine actionable steps toward desired culture;
  • Lead and support culture initiatives and advise the Leadership Team on change management strategies to enable organizational strategies and initiatives impacting human resources; and
  • Monitor progress of and maintain accountability for EdReports’ multi-year DBIE plan and collaborate with the DBIE committee to ensure successful implementation of each component part of the DBIE plan.

Recruitment, Onboarding, & Offboarding – 15%

  • Lead efforts to develop strategic planning to attract, develop, and retain high performing diverse talent;
  • Oversee recruitment and hiring processes performed by the Manager, Human Resources, including but not limited to reviewing and revising job descriptions, advertising open positions, reviewing resumes, coordinating and conducting interviews, conducting reference checks, drafting offer letters, etc.; and
  • Lead employee exiting process and work with people managers and executive team to ensure smooth transitions and minimal impact on organizational culture.


  • National travel will occur related to organizational needs and for professional learning, as needed. Amount of travel will be monitored to ensure it is appropriate for both the organization and the Director, Talent & Culture.


  • A minimum of ten years of professional experience in human resources management or similar role (educational or nonprofit setting preferred);
  • Demonstrated experience building organizational culture and systems with an emphasis on diversity, belonging, inclusion, and/or equity;
  • Excellent organizational management skills and demonstrated experience leading and managing human resources functions and improving organizational processes;
  • Demonstrated record of strong written and verbal communication with various audiences;
  • Specialized training in employment law, compensation, organizational planning, organization development, employee relations, training, or labor relations, required (i.e. SHRM or other certification and/or advanced degree)
  • Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement, preferred;
  • Demonstrated ability to serve as a knowledgeable resource to the Leadership Team that provides overall company leadership and direction;
  • Evidence of the ability to practice and coach organization managers in the practice of a high level of confidentiality;
  • Fluent in MS Office suite (Excel, PowerPoint, etc.) and Google Suite, preferred; and
  • Degree required, advanced degree preferred.


We offer a highly-competitive benefits package for eligible employees that includes PTO, prorated to start date, of 4 weeks of vacation per calendar year, 3 personal days, and unlimited sick time; medical, dental, and vision insurance; short and long-term disability insurance; life insurance; 401(k) retirement plan, a whole host of ancillary benefits, and thirteen (13) paid holidays.


The range for this position is $115,000 - $135,000 annually. At EdReports, in setting a final offer for a position, we consider the experience and skill of the candidates while striving to maintain equity in our compensation bands. For this and other reasons, our salary offers are non-negotiable.

We Value All Voices:

EdReports is committed to equal-employment principles and we recognize the value of committed employees who feel they are being treated in an equitable and professional manner. We strive to find ways to attract, develop, and retain the talent needed to meet business objectives, and to recruit and employ highly qualified individuals representing the diverse communities in which we live, work, and serve.  As such, all employment decisions at EdReports are based on business needs, job requirements,  and individual qualifications, without regard to race, color, religion or belief, sex, sexual orientation, gender identity, national origin, veteran or disability status, family or parental status, or any other status protected by the laws or regulations in the locations where we operate.