Chief People Officer

East Harlem Tutorial Program

New York, NY, USA

Full time

$140-180k (annually)

Sep 27

This job is no longer accepting applications.

Positions Report to: Jeffrey Ginsburg - CEO, EHTP/CEO & Co-Founder East Harlem Scholars Academies

Job Titles Reporting to this Position: Senior Director, Recruitment; Director, Human Resources; Co-Leaders, Second Avenue (an EHTP Consultancy)

Start/End Date: Immediate

Compensation: The salary range for this role is $140,000 - $180,000. EHTP offers a comprehensive compensation and benefits package

Who We Are

East Harlem Tutorial Program (EHTP) began in 1958 as a children's reading group and has since grown into a multi-site after-school program for traditional public school students and a network of public charter schools focused on significantly increasing the college graduation rate in East Harlem. We are on track to serve at least 25% of East Harlem students by 2025, with enrollment for this year at approximately 2200 students in our schools and after-school programs. In 2020, 99% of our seniors were accepted to college, and our current scholars in college are on track to graduate at eight times the national average of their peers.

At EHTP we also aim to serve as an agent of change and thoughtfully contribute to the national fight for racial equity. Through our organization-wide commitment to anti-racism work, we prepare our scholars to effect change, challenge the status quo, and thrive in the world around them. As staff members, we face our own racial identities and conscious and unconscious biases. With this in mind, all of our professional development, curriculum, organizational materials, and processes are designed with a goal of racial justice. Read our racial equity statement here.

We ground all of our work in racial equity, in our core values, and in our four guiding pursuits: the Revolutionary Pursuit of Love, the Radical Pursuit of Knowledge, the Responsive Pursuit of Healing, and in the Relentless Pursuit of Results. These pursuits inform and are reflected in our current four key strategic priorities: to increase high-impact, high-quality academic curriculum, programming content, staff capacity, and coaching; to embrace and advance our use of technology; to deepen our embodiment of ethical and equitable radical humanity; and to efficiently operationalize teaching, learning, community, and care.

About The Opportunity

EHTP seeks a strategic leader to serve as its first Chief People Officer (CPO) to develop and oversee the end-to-end talent strategy for our growing team of nearly 300 staff. Reporting to the Chief Executive Officer (CEO), and working closely with the senior executive leadership team and school leadership, the Chief People Officer will set the vision and direction for attracting, engaging, developing, and retaining EHTP staff, and embedding a talent-focused culture within the entire organization.

The Chief People Officer will oversee the day-to-day talent operations of the organization, including: recruitment & selection, adult learning, the strategic and mission-aligned performance management of all teams (non-instructional), and human resources. They will be an active participant and driver of EHTP’s overall recruitment and talent development direction, both as a senior member of the management team and as it relates to talent recommendations to other senior leaders.

The Chief People Officer will also work closely with the Chief Academic Officer, Managing Director, OST (OST), Senior Director, East Harlem Teaching Residency (EHTR), and Scholars Academies deputy superintendents and principals. As a senior leader, the Chief People Officer develops a strategic plan for talent each year, aligning recruitment priorities and outreach strategy with teaching & learning priorities and ensuring effective and efficient processes are in place and coordinated with the reporting manager. Additionally, the Chief People Officer supports the Superintendent/CAO with information and analysis critical to teaching & learning decision-making.

As EHTP looks ahead, it hopes to expand beyond the current five schools, OST sites, and Teacher Residency to have a greater impact in the community, and to improve overall recruitment and talent development with an emphasis on teaching, learning, and care. As a result, the Chief People Officer will be critical in leading the effort to forecast our strategic talent growth, and assuring the long-term talent sustainability of the schools and programs. The Chief People Officer will collaborate on matters of strategic and operational planning, organizational change, and the overall leadership of EHTP. This position represents an extraordinary opportunity to impact every aspect of EHTP’s approach to talent, and therefore positively impact all EHTP staff, students and families. This is an ideal opportunity for a strategic talent professional who revels in developing and implementing sophisticated talent strategies and systems. EHTP’s Chief People Officer will masterfully influence and manage all matters related to people.

Year 1: How will I know I’ve been successful?

  1. Develop and implement a clear recruitment, outreaching, and selection strategic plan with a data-centered accountability system, emphasizing teaching & learning priorities (RS)
  2. Partner with senior leads in the schools, programs, and central -support operations to develop an in-depth, working understanding of team priorities and performance management growth areas, and beginning the process of aligning talent development initiatives (AL)
  3. Research and present to the CEO, Superintendent/CAO, and Senior Management Team a short-term and long-term talent forecasting and sustainability analysis (RS)
  4. In partnership with the senior management team, develop and implement a clear vision, goals, and scope & sequence for the organization cabinet (AL)
  5. In partnership with the Senior Director, Human Resources and HR Team develop an employee value-proposition strategic plan for all staff (HR)
  6. In partnership with the CEO, Superintendent/CAO, Senior Managing Director, Finance & Administration, develop a response plan and actionable objectives in response to the TNTP compensation study (HR)
  7. Design, deliver and assess a professional development scope & sequence for all central and non-instructional teams, i.e. finance, operations, and human resources teams (AL)

(RS = recruitment & selection, AL = adult learning, HR = Human Resources)

Scope of Work

Talent Leadership & Strategy

  1. Partner with the Superintendent/CAO to develop and implement a phased, multi-year talent strategy, reflecting organizational capacity and growth over the next 3 years
  2. Advise the CEO and Superintendent/CAO on the organization's talent performance, staff experience and engagement, long-term talent forecasting, and talent-market trends
  3. Establish streamlined information systems in order to define and analyze the data needed to drive and refine talent strategy, track and evaluate the effectiveness of talent management practices, and guide leaders to make evidence-based decisions
  4. Shape and informed organization-wide culture of talent development and performance management/accountability, by developing and supporting managers in managing a high-quality, high-performance team where people thrive
  5. Partner with the senior management team to develop and manage a radically human, anti-racist strategic plan that encourages authenticity, vulnerability, personal growth, strategic innovation, and equity-based decision-making
  6. Closely coordinate with the Finance and Administration team to ensure alignment and compliance with all human resource functions

Recruitment and Selection Leadership & Strategy

  1. Lead the design and implementation of recruitment, outreach, and selection systems, processes, and services that support EHTP schools and programs in attracting the best talent to deliver best-in-class educational outcomes
  2. In partnership with Superintendent/CAO, refine and manage the processes to source, attract, and select top talent, including teachers, school staff and leadership, program leaders, and senior managers to lead the seamless launch of new (or expanding) schools, OST program sites, and to provide robust support to existing sites and programs
  3. Ensure recruitment strategies are translated into specific and communicable objectives and plans (with contingencies); integrate and align talent efforts across functions, locations, and program; and set realistic yet aggressive timeframes for achieving key hiring goals
  4. Increase the success rate of new hires and increase the capacity of other senior members by:
  5. Refining efficient systems to manage internal hiring processes
  6. Developing systems to more deeply assess likely performance and culture fit for prospective new hires, ensuring that "must-haves" and "nice-to-haves" are effectively assessed and aligned in hiring processes
  7. Maintaining a system of outstanding candidates for current and future potential positions
  8. Enhancing orientation and new staff onboarding and induction practices to increase the likelihood of a strong start.

Adult Learning, Growth Leadership & Strategy

  1. In partnership with CEO and Superintendent/CAO, develops research-based, strategic priorities and planning for talent development (with a teaching and learning core) and performance management, including compelling goals, procedures, and guidelines aligned with the strategic goals of EHTP and all teaching and learning programs
  2. Oversee initiatives and activities to promote desired organizational culture, learning, job satisfaction, and retention, including robust internal communications and experiences that reinforce our core values, enhance staff experience, and foster cohesiveness;
  3. Continue to refine and build a sustainable internal and external talent pipeline and pathways, promotion process, and that supports EHTP’s continued growth
  4. Partner with the Senior Managing Director, Finance & Administration, and the Managing Director, Human Resources to forecast talent retention and attrition trends
  5. Develop, implement, and manage adaptive tools, structures, strategies, and analyses to measure and monitor the strategic performance of all roles (non-instructional);
  6. In partnership with the Superintendent/CAO, make recommendations for program structures to foster a healthy, unified culture among central office staff, school sites, OST programs, and residents ensuring all team members feel valued, supported, and inspired

Human Resources Leadership & Strategy

  1. In partnership with the Senior Director, Human Resources, develop research-based, strategic priorities and planning for Human Resources including compelling goals, procedures, and guidelines aligned with the strategic goals of EHTP and all teaching and learning programs
  2. Support the Senior Director, Human Resources in data-informed decision-making to proactively forecast trends and tools for EHTP’s planned growth over the next five years, including adapting structures, reporting, and analysis to measure and monitor performance in induction, compensation, employee relations, and employee satisfaction
  3. Support the Senior Director, Human Resources in continually assessing all policies, programs, and practices, keeping the Senior Management Team informed of new developments; partner with the Senior Management Team to communicate Human Resources policies, procedures, programs, and laws

Team Management

  1. Lead a team of 8 across the recruitment & selection, talent development & performance management, and volunteers and interns teams
  2. Communicate a compelling vision and strategy for recruitment & selection, talent development & performance management, and volunteers and interns teams and functions, and collaborate with each senior team member to set individual goals to drive successful execution of that strategy
  3. Identify and amplify talent across the team, managing and mentoring individuals to achieve ambitious results, while fostering a high standard of excellence and accountability
  4. Support team members' learning, development, and career growth
  5. Build a team culture aligned to organizational core values

Functional Areas

  1. Recruitment, Onboarding/Induction, Off-Boarding
  2. Talent Development: Performance Management, Succession Planning, and Aligned Systems
  3. Phased, Multi-Year Talent Strategy Planning
  4. Staff Snapshot and Stepback Data Input and Analysis
  5. Professional Learning Scope & Sequences (w/focus on non-direct instructional roles)
  6. Compensation, Total Benefits/Rewards, & Value Proposition
  7. Short-term and Long-term Talent Pipeline Management
  8. Organizational Culture and Values Building and Retention
  9. Anti-Racist Human Capital Initiatives Planning
  10. Staff Experience and Engagement
  11. Advancement philosophy and promotion process

For the safety of our students and staff, East Harlem Tutorial Program requires all staff members to be fully vaccinated against COVID-19. We do allow for medical and religious exemptions that adhere to our policy and CDC guidelines. If you have any questions and would like further information, please reach out to

To schedule an informational call, please contact Kelley Hampton with the Stronger Consulting team at

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East Harlem Tutorial Program

community-based. college-bound.