Senior Director of Organizational Effectiveness

At Rocketship Public Schools, we believe in the infinite possibility of human potential. We believe that every student deserves the right to dream, to discover, and to develop their unique potential and it is our responsibility and our privilege to unleash the potential inside every Rocketeer we serve.

The Senior Director of Organizational Effectiveness leads people strategies and practices that help Rocketship build strong teams, develop talent, and deliver a consistent, supportive employee experience. This leader connects employee feedback, performance management, succession planning, and workforce strategy to strengthen organizational effectiveness and advance Rocketship's mission.

Responsibilities:

Voice of the Employee and Employee Life Cycle

• Lead strategies that strengthen employee experience, belonging, engagement, and retention across Rocketship's regions and NeST.
• Oversee employee listening efforts, including engagement surveys and employee Net Promoter Score (eNPS), and translate findings into organizational and regional action plans.
• Partner with Regional Talent Leads and Talent Operations to improve key employee life cycle experiences, including onboarding, development, internal transitions, and offboarding.
• Analyze employee feedback, retention trends, and organizational health data to identify priorities, recommend improvements, and monitor progress.
• Equip leaders to strengthen inclusive team cultures and embed belonging into everyday management and people practices.

Performance Management and Employee Relations

• Lead the implementation and continuous improvement of performance management practices that establish clear expectations, encourage meaningful feedback, and support employee development and accountability.
• Equip managers and Regional Talent Leads with tools, training, and coaching to assess performance, address concerns, document decisions, and support employee growth.
• Serve as a senior escalation point for complex employee relations matters, partnering with the Associate Director of Employee Relations, Regional Talent Leads, and Legal to support fair, timely, and well-documented resolutions.
• Oversee or conduct investigations as needed and advise leaders on conflict resolution, corrective action, employment decisions, and separations.

Session Planning and Talent Review

• Design and facilitate talent review and succession planning processes in partnership with Regional Talent Leads and organizational leaders.
• Establish consistent criteria and tools for assessing performance, leadership potential, readiness for expanded responsibilities, and development needs.
• Partner with leaders to identify critical roles, assess succession readiness, and build plans that strengthen leadership continuity.
• Translate talent review findings into development plans, coaching priorities, and internal mobility opportunities, supporting equitable access to growth and advancement.

Workforce Planning

• Partner with Regional Talent Leads, Recruitment, Finance, and organizational leaders to align workforce plans with organizational priorities, staffing needs, and available resources.
• Coordinate cross-functional planning for end-of-year staffing, anticipated vacancies, internal movement, and organizational changes.
• Analyze turnover, retention, staffing trends, and internal talent availability to identify workforce gaps and inform staffing decisions.

Organizational Effectiveness and Compliance

• Partner with leaders to diagnose and address team challenges, including unclear responsibilities, communication breakdowns, manager effectiveness concerns, and barriers to collaboration.
• Lead change management and communication strategies that support organizational transitions and the effective implementation of Talent initiatives.
• Manage, coach, and develop the Associate Director of Employee Relations and the Pre-Boarding Specialist, establishing clear goals, ownership, service expectations, and opportunities for professional growth.

Required Qualifications

• Bachelor's degree.
• Eight or more years of progressive experience in human resources, talent management, or organizational development, including leadership responsibility in a complex or multisite organization.
• Demonstrated experience managing and developing staff and leading cross-functional people initiatives.
• Experience designing or strengthening performance management, talent review, succession planning, and employee engagement practices.
• Strong employee relations judgment, including experience advising leaders on investigations, performance concerns, and complex employment decisions.
• Strong knowledge of employment law and HR practices, with the ability to partner effectively with legal counsel and translate requirements into practical guidance.

Preferred Qualifications

• Degree in Human Resources, Organizational Development, Business, Labor Relations, Education, or a related field.
• SHRM-SCP, SPHR, SHRM-CP, or PHR certification.
• California employment law experience strongly preferred.
• Experience using Workday.