Director of People Operations

Communities In Schools of Tennessee (CISTN) is a nonprofit that partners with K-12 public schools to surround students with a community of support empowering them to stay in school and achieve in life.As part of the CIS national network, CISTN achieves this mission by placing program managers in schools across the state to provide school‑wide interventions and case managed services for students in need.With a budget of $13M,in academic year 2026-27wewillsupport98employeesin 74 schools and servenearly35,000studentsand families across Tennessee. To best support the students, families, schools, community partners, and our staff members involved in this work, CISTN staff and board members center all decisions, actions, and services on the following core values: Integrity –We openly share how our work is done, and we hold ourselves accountabletothe commitments we make. Empathy –We intentionally build relationships so we can learn about people’s stories,validatetheir experiences, and deepen our understanding of situations different from our own. Equal Opportunity –We identify and work towards removing barriers, so everyonehas the opportunitytob e achieve. Authenticity –We create space for the people we work with, and for, to be their truthful, complete selves without judgement. Collaboration –We bring people together to plan andtake actionin our work, understanding we make lastingchangein partnership with one another. Job Responsibilities JOB RESPONSIBILITIES TheDirector of People Operationsleads theCISTN’sstrategy to attract, develop, engage,andretainhigh-performingemployees in support ofCommunitiesInSchools of Tennessee’s(CISTN)mission and strategic goals. Working in partnership with the Insperity Professional Employer Organization (PEO),theDirector of People Operationsoverseesall aspects of theemployeecontinuum,while ensuring that people practicesidentifyand remove barriers, so everyonehas the opportunitytobelongand thriveintheworkplace. Therole does not currently supervise but is directly supported by the Administrative Coordinatorand works closely with the Director of Operations. This rolestrategically partnerswith theDirector ofProfessional Learning, whois focused on programmaticlearning, to ensure complimentary and alignedpracticesthat support high performance.TheDirector of People Operationsis responsible for: Recruitment &Selection Lead organization-wide recruitment efforts toattracttalented and mission-driventeam members, includingsourcing strategies, job postings, screening processes, interview protocols, selection practices, andonboardingtoensurepositivecandidate experience andtimelyplacement. Analyze recruitment metrics, such astime-to-fill, candidate quality, retention, and hiring manager satisfaction, and implement improvements. Ensure hiring practices align with organizational commitments toequal opportunity, cultural competence, andcommunity representation. Learning&Development Overseeannual trainingand developmentrequirementsfor administrative staff andallsupervisors, withsupportfrom the InsperityPEO(e.g.;Performance Specialists,Strategy Consultants, and HR Specialist). Implement and leadorganization-wideindividual professional development process. Support supervisors and employeesthroughidentificationand coordinationofhigh-qualityprofessional learning opportunities. Partner withorganizationalleaders and the Director of Professional Learning to develop leadership pipelines and career pathways for individual contributors and supervisors. Ensure employees understand available career pathways, advancement opportunities, and the competencies and experiences needed for growth. Engagement & Retention Lead strategies to improve employee engagement,recognition,retention, and experience across theemployee continuum. Gatherand analyzeinput andfeedback, includingstayand exitinterviews, surveys,and pulse checkstoidentifytrends andinform organizational improvements. Collaboratewithleaders andtheCISTN Culture Committeeto create a positive employee experience that reflects the organization’s mission and values. Oversee the backup and succession planning process and ensureintegrationwith individual development planning. Performance Management Equip supervisors with tools, resources, and training to effectively onboard, develop, manage, support, andretainteam members. Lead the administrationand continuous improvement of the annual performance management process, ensuringconsistency,meaningful feedback, accountability, and alignment between individual performance, growth,and organizational priorities. Serve as a strategic partner to supervisors on performance management, employee development, and employee relations matters,promoting consistent peoplemanagement practices across the organization. Strategic Leadership&Collaboration Establishandmonitorkey metrics aligned with organizational goalsandadvise the COO and senior leaders on workforce trends, staffing needs, organizational effectiveness, andpeoplestrategy. Partner with the Insperity compensation team to conduct market analyses, evaluate compensation trends, and develop compensation recommendations for the COO that supportequitable, competitive, and fiscally responsible pay practices. Strategically partner with theDirector ofProfessional Learningto ensure alignment and integration ofprofessional learning withindividualdevelopment planning, back-up and succession planning, andperformance management. Collaboratewith the Operations Director on effectiveonboarding,administrationof benefits, leave management, personnel records management and confidentiality,and knowledge management. Candidatesresidingwithin CISTN’s service area (all TN counties exceptMemphis/Shelby,Carter, Cocke, Greene, Hamblen, Hancock, Hawkins, Johnson, Sullivan, Unicoi, and Washington Counties) may be considered without requiring relocationto Nashville.Occasionalstatewide travelisrequired. The COO and theDirectorof People Operationswill work together todeterminearrangements for both in-person and remote work, considering the season of work and organizational needs. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The statementscontainedhereindescribe the scope ofresponsibilityand essential functions of this position but should notbe considered to bean all-inclusive listing of work requirements. Individuals may perform other duties asassignedincluding work in otherareasto cover absences or relief to equalize peak work periods or otherwise balance the workload.Other duties may be assigned by the COO. Qualifications CORE COMPETENCIES The core competencies for theOperations Directorinclude, but are not limited to: Relationship Building: Developsandmaintainspositive relationships with internal and external stakeholders. Utilizes effective communication strategies to engage stakeholders and advance the organization’s mission. Decision Making and Problem Solving: Analyzes complex problems,identifiesunderlying causes, and consultsappropriate resourcesto make informed decisionsin a timely manner. Takes accountability for decisions and ensures proposed solutions are thoughtful, inclusive of varied perspectives, and responsive to the needs of different stakeholders. Operational Excellence: Anticipatesand manages organizational risk,utilizesbest practices, and ensures efficient and competent processes are in place to streamline daily operations. Research, Measurement & Analysis: Utilizesevidence and best practices to measure progress towards strategic priorities.Makes data-driven decisions and continuously improves data collection and analysis strategies. Cultural Competence: Demonstratesa clear understanding of racial and other forms of discrimination, including but not limited to historical discrimination, that mayimpactstudents and families and applies that understanding to work in schools and across the organization. EDUCATION and/or EXPERIENCE Bachelor’sdegreein businessorpublic administration, human resources,education,ora relatedfield.Master’s degree preferred. 6-10 years of progressively responsible experience in talent management, human resources, organizational development, people operations, talent acquisition, or a related field with at least 3-5 years leading organization-widepeople operations. Work experience can be substituted for those without formal education, requiring6+ years of direct experience. EQUAL OPPORTUNITY We value your lived experience and those that have lived or live in the communities that we serve. Should you not meetall ofthe listed qualifications but feel that this position is the perfect one for you, please apply! You could be what we are lookingforand we would not want to miss the chance to meet you! CISTN is proud to be an Equal Opportunity Employer. We do not discriminateon the basis ofrace, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. Additional Information COMPENSATION AND BENEFITS Salaryrangefor this positionis$65,815-$83,771. Benefits include: Employee medical, dental, vision, short-and-long-term disability insurance premiums are 100% employer-paid,with some dependent health plansincludinganemployercontribution. Paid parental leave. 15 paid vacation days, 10 sick days, 4 floating holidays, 10 other paid holidays, and an extended winter break. 401(k) match up to 2%. Cell phone stipend. Individual professional development budgetandup to $1,500/year educational expense reimbursement. How to Apply HOW TO APPLY Interested applicantsmayapply bysubmittinga resume and cover letterviahttps://www.cistn.org/careers .Applications will be accepted startingJune19, throughJuly1,2026. A criminal background check isrequiredfor any candidates who are offered a position withCISTNand will beadministeredafter an offerofemployment is made.Criminal background histories will not automaticallydisqualifya candidate from consideration and will be evaluated on a case-by-case basis, depending on the position, criminal history, time, etc. #J-18808-Ljbffr