Talent Development Manager

Friendship Public Charter School • Washington, DC

6d • $75,000 - $90,000

About The Position

Overview We are excited to consider your application for anticipated vacancies in the 2025-2026 school year. We are thrilled that you’re considering applying for openings expected in the 2025-2026 school year at Friendship Public Charter School. Our formal interview process will begin in January 2025, for our confirmed vacancies only. Non-vacant positions may still be posted during this time. Friendship Public Charter School operates a network of college-preparatory public charter schools, serving students from preschool through 12th grade. Our mission is to provide a world-class education that equips students with the knowledge and skills necessary for academic achievement and success beyond high school. We are seeking dedicated professionals to join our team for the 2025/2026 school year. If you are committed to helping students achieve academic success and preparing them for college and career opportunities, we encourage you to apply. For more information about our schools please visit the following Social Media pages: YouTube , Linkedin , Facebook , Instagram & Twitter ! Please note the salary range for the role is $75,000 - $90,000

Requirements

• Bachelor’s degree required (Master’s degree preferred).
• At least 4-5 years of professional experience in one or more of the following areas: Talent Development, Learning & Development (L&D), Organizational Development, HR, Talent Management, or Leadership Development.
• At least 2+ years of experience designing and facilitating professional learning for adults (in-person and/or virtual).
• Demonstrated ability to design and implement learning programs end-to-end, including planning, facilitation, logistics, and evaluation.
• Experience supporting onboarding programs and staff development systems, preferably role-based.
• Strong project management skills, with the ability to manage multiple initiatives while meeting timelines and quality expectations.
• Ability to create professional materials, including slide decks, facilitator guides, training agendas, toolkits, and learning resources.
• Experience using data to inform and improve programming (e.g., tracking participation, completion, feedback, and outcomes).
• Ability to build and maintain simple dashboards/tools using platforms such as: Google Workspace (Sheets/Slides), Microsoft Office, HRIS/LMS tools, or survey platforms.
• Comfort partnering across teams to coordinate timelines, communications, and implementation of people systems.
• Strong written and verbal communication skills, including the ability to draft: Staff-facing communications Manager toolkits and resources Training and process documentation
• Ability to collaborate effectively with cross-functional stakeholders (e.g., HR Ops, Talent Acquisition, Academic leadership, school-based leaders).

Nice To Haves

• Experience supporting or working within a school system, education nonprofit, or multi-site organization.
• Experience supporting manager development, performance management, or competency-based systems.

Responsibilities

• Learning Program Design & Implementation Coordinate and facilitate learning experiences across multiple levels (e.g., onboarding, emerging leader development, cross-functional learning communities). Manage logistics, vendor relationships (if any), and evaluation processes for initiatives. Design and deliver role-based professional development experiences aligned to organizational competencies and performance expectations.
• Onboarding & Career Pathway Design Supports the design, development, and execution of a multi-layered onboarding experience that reflects the needs of different staff groups (instructional, operations, school-based, central office, leaders, etc.) while reinforcing core culture and expectations. Key components to develop and maintain: Org-wide onboarding foundation (mission, values, culture norms, student experience, professionalism expectations) Role-based onboarding tracks (examples: teacher, paraprofessional, resident, operations staff, AP/Dean, principal, central office) Leader onboarding supports (how to lead people, manage performance, and drive outcomes within Friendship systems) 30/60/90-day guides checklist + completion tracking FAQs + quick-start guides Outputs / deliverables Annual onboarding scope + calendar Facilitator guides + slide decks Role-based onboarding agendas and learning sequences Standardized onboarding checklist + completion tracker Resource hub pages for new hires + managers Support the mapping and communication of career development pathways (e.g., paraprofessional to teacher, teacher to leader), in partnership with People team ( HR Ops, Talent Dev, and Talent Acquisition) and Academic team members. Regularly evaluate onboarding and promotion data to inform improvements to talent pipelines and early retention strategies.
• Performance Management & Talent Forecasting Helps drive the organization’s performance management systems; including timelines, training, documentation, and evaluation calibration. Partner with the supervisor to ensure goal-setting, mid-year, and end-of-year evaluations are completed with consistency and quality. Assist in talent forecasting and workforce planning by maintaining data on role readiness, leadership capacity, and internal talent mobility.
• Competency-Based Development Systems Aids in operationalizing competency frameworks across recruitment, selection, hiring,onboarding, development, evaluation, and coaching systems. Create resources and tools that help team members and managers use competencies in real-time (e.g., development guides, feedback prompts, rubrics). Support the Individual Learning Plan (ILP) process through system training, coaching, tracking, and progress celebrations.
• Project Management & Systems Enablement Drives project management for core development cycles. Support alignment across departments and teams through shared calendars, documented cycles, and regular communications. Collaborate with the supervisor on strategic planning related to talent development.
• Platform, Communications & Resource Management Build and manage the organization’s talent development hub (website or platform) as a central, accessible source for professional learning resources, tools, and communication. Develop and manage communications related to talent development; email campaigns, learning bulletins, internal development announcements, etc. Create user-friendly toolkits and resource libraries for onboarding, coaching, and performance development.
• Talent Data Monitoring & Reporting Collect and analyze data related to onboarding, attrition, training effectiveness, engagement, ILP usage, and other key talent indicators. Create dashboards or progress trackers to help leaders monitor learning completion, leadership pipeline strength, and development impact. Contribute to data reviews and strategy sessions by sharing insights and making recommendations.
• Culture, Belonging & Engagement Enablement Support the rollout, follow-up, and action planning from staff engagement and culture surveys. Collaborate on the design and implementation of initiatives that foster belonging, recognition, and inclusive leadership practices. Help ensure that team development initiatives are responsive to staff voice and aligned to retention strategies.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level