Job Description

*** Applications accepted through Friday, June 27, 2025***

Great Oaks Legacy Charter School is seeking a dynamic leader to drive the work that touches every adult in our buildings, so that they can do their best work for kids. The Chief People & Talent Officer (CPTO) will lead GOLCS through a critical and exciting moment of self reflection and reimagining of organizational culture, talent management and organizational health.

The leader we are seeking has a deep well of experience in complex, organization-wide change management; organizational development; strategic talent management and capacity building ; and HR leadership grounded in operational depth . Preference will be given to leaders with experience in a charter school or K-12 environment .

Reporting to the Chief Executive Officer, the CPTO serves in a dual role: as the strategic leader of our people and culture work, and as a key member of the senior leadership team helping to steward the organization’s mission and impact. This leader is responsible for advancing a people-centered, values-driven, and growth-oriented approach to how we attract, support, and retain talent across the organization. At the same time, the CPTO contributes beyond their functional area—bringing systems thinking, collaboration, and shared accountability to the overall health, effectiveness, and long-term success of the organization. The ideal candidate will be deeply committed to fostering a thriving, equitable workplace while actively shaping the strategic direction of our work, understanding that culture and talent systems are brought to life not by one individual, but by an aligned, empowered team.

The CPTO oversees a department of six human resources and talent teammates, with direct management of three.

KNOWLEDGE, SKILLS AND ABILITIES

Complex, Organization-Wide Change Management

• Demonstrated ability to lead enterprise-level change initiatives across diverse teams, functions, and roles—especially in environments where cultural norms or historical practices require thoughtful, inclusive engagement.
• Skilled at b, creating space for honest dialogue, and crafting change strategies that are both emotionally intelligent and operationally sound
• Experienced in using inclusive design approaches , such as listening tours, focus groups, or participatory feedback loops, to build buy-in before rollout.
• Fosters psychological safety and openness while helping teams move toward clear decisions and aligned outcomes
• Proven success in implementing change in mission-driven, fast-paced environments such as K–12 education, nonprofits, or public systems where resource constraints and competing priorities are common.

Organizational Development

• Deep understanding of organizational health drivers , including structure, systems, culture, leadership, and team dynamics.
• Strong diagnostic and analytical skills —able to identify not just surface-level symptoms, but underlying systemic issues affecting performance, engagement, and cohesion.
• Experienced in designing and implementing OD strategies that improve team alignment, leadership clarity, and interdepartmental collaboration.
• Comfortable using both quantitative data (e.g., surveys, performance metrics) and qualitative insights (e.g., interviews, observations) to inform strategies, decisions and initiatives.
• Has led or co-led efforts such as culture transformations, executive team development, org design/redesign , or development of core operating norms and behaviors.

Strategic Talent Management and Capacity Building

• Demonstrated success designing and implementing a comprehensive, end-to-end talent strategy —from sourcing and recruitment through onboarding, development, retention, and succession planning.
• Builds internal capacity by directly developing their own team, equipping leaders across the organization to grow talent effectively, and setting the standard for strong performance management .
• Experienced in designing and scaling values-aligned performance management systems that foster accountability, growth and a strong culture.
• Strong commitment to equity and inclusion, with a track record of embedding DEI into every stage of the talent lifecycle .

Progressive Human Resources Leadership

• Brings broad and deep experience across core HR functions , including compliance, employee relations, compensation, benefits, workforce planning, and HR operations.
• Has led or played a senior role in modernizing and aligning HR systems and policies to better support organizational culture, values, and mission-driven work.
• Demonstrated ability to translate policy into practice —building tools, guidance, and support structures that make HR processes accessible, equitable, and effective.
• Balances compliance and innovation : upholds legal and ethical standards while also identifying opportunities to improve systems and elevate the employee experience.
• Navigates complex personnel issues with sound judgment, discretion, and a strong orientation toward resolution, fairness, and accountability.
• Familiar with or adaptable to mission-driven, education, or nonprofit environments , where relationship-building, agility, and cultural sensitivity are critical.

Human Resources Leadership in a K–12 or Charter School Context (preferred, but not required)

• Direct experience managing HR functions within a K–12 public, charter, or mission-aligned educational organization , with a strong understanding of school-based operational needs and educator workforce dynamics.
• Deep familiarity with the school calendar, hiring timelines, certification processes , and the rhythms of teacher and staff evaluation cycles.
• Able to build trust and credibility with school leaders, educators, and operational staff by understanding their day-to-day realities and aligning HR support accordingly.
• Experience navigating education-specific compliance issues , such as licensure, Title IX, staff onboarding, and labor regulations relevant to school settings.
• Comfortable balancing the needs of a network or central office with the autonomy and culture of individual school sites, supporting both consistency and flexibility.

ABOUT GREAT OAKS LEGACY

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. Currently, the historical college matriculation rate for GOLCS is 76% - nearly twice the national average for economically underrepresented students.

Our model is based on the following guiding principles that guide our work daily –

1. Creating a community that is built upon genuine and meaningful relationships.
2. Being surgical in our approach to differentiation of instruction and support for all students and team members.
3. Setting and exceeding high expectations for academic growth and character development for all students, in preparation for success in college and beyond.

KEY QUALIFICATIONS

• 10+ years of human resources experience, with a minimum of 5 years in a senior leadership position.
• Experience leading complex, organization-wide change in environments with high variability in stakeholder engagement and openness.
• Skilled at navigating diverse perspectives with empathy and clarity, building cross-functional coalitions to obstacles into opportunities.
• Strong organizational development orientation with the ability to analyze systems, identify points of misalignment, and implement integrated strategies that improve coherence, efficiency, and long-term organizational performance.
• Brings an integrated approach to talent strategy and leadership development that balances system-building with people development—designing systems that attract, grow and retain high-impact, mission-aligned talent while building capacity across the organization.
• Brings a breadth and depth of HR leadership experience, with a track record of strengthening foundational systems while evolving people practices to reflect the organization’s values and equity commitments. Balances operational excellence with people-centered judgment and a solutions-oriented mindset.
• Preferred, but not required: Direct HR experience in a K–12 or charter school setting, with a strong understanding of school-based dynamics, hiring cycles, and certification requirements. Able to build strong relationships with educators and leaders while tailoring systems to meet the unique needs of school environments.
• Experience successfully implementing DEI strategies and policies that create an environment of access and belonging.
• Strong emphasis on servant leadership and a strong listener who builds trust and relationships with a high level of emotional intelligence.
• Ability to make decisions in a fast-paced, changing environment and anticipate future needs.
• Experience managing and]]>

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