Director of People Operations

Type of Vacancy: Salaried full-time, starting ASAP

Location: New York City; Washington, DC; or a remote/home office anywhere in the United States

Reports to: Chief Operating Officer

Travel Required: Roughly once a month

Compensation: Commensurate with experience

Summary of Position

Teaching Lab is seeking a Director of People Operations and Development (D-POD) to support our growing team of passionate educators. The D-POD will work closely with the Chief Operating Officer to support Teaching Lab’s 30+ staff members by:

  1. Developing and managing a comprehensive human capital pipeline, including recruitment, selection, onboarding, and retention
  2. Developing and leading staff development efforts, including a formal performance management system, a formal staff development system, and informal development opportunities
  3. Supporting and developing formal and informal culture across the organization in conjunction with Teaching Lab’s leadership team, including efforts around diversity, equity, and inclusion
  4. Leading human capital operations, including payroll, compliance, handbooks, etc.
  5. Leading or supporting organization-wide efforts to research and systematize compensation, benefits, staffing projections, project assignments, and other elements of a growing organization

The D-POD will also be a key member of the organization’s operations team, working in conjunction with team members who manage finance, operations, communications, philanthropy, business strategy, and other core workstreams.

This role affords the possibility of working on both an operational level and helping to develop and set strategy for a growing organization, and is an ideal role for someone who is looking to broaden their skillsets and take on new challenges outside of their current, core workstreams. Teaching Lab is a fast-growing nonprofit organization; we expect to double in size annually for the next several years, which will provide pathways for career growth and expanded impact over time.

Eligible candidates must have deep expertise in human capital management, including many, if not all, of the above workstreams. Ideal candidates will have the unique combination of intellectual depth and skill in managing teams and projects. Above all, any candidate must demonstrate interest and alignment with Teaching Lab’s mission to end educational inequity.

Key Responsibilities & Workstreams

Developing & Managing Human Capital Pipeline (30% time)

  • Develop & implement a formal recruitment plan for open and future roles for Teaching Lab staff
  • Refine & implement candidate selection processes, including screening, interviewing, performance tasks, and selection
  • Refine & implement a comprehensive onboarding process for new hires
  • Develop a staff retention strategy and action plan

Staff Development & Performance Management (25% time)

  • Develop and implement, in conjunction with the Chief Operating Officer and Teaching Lab’s leadership team, a comprehensive staff development plan that incorporates elements of Teaching Lab’s model into internal staff development and core competencies for each role across the organization
  • Develop and implement, in conjunction with the Chief Operating Officer and Teaching Lab’s leadership team, a comprehensive performance management system for the organization that identifies opportunities for and supports long-term success for employees

Human Capital Operations (20% time)

  • Lead payroll and employee data management and operations
  • Lead human capital compliance operations
  • Develop and maintain staff handbooks and other policy tools
  • Lead employee relations, including feedback structures and mediation

Culture Development (up to 15% time)

  • Collaborate with Teaching Lab’s leadership team to lead formal and informal culture-building across the organization, including development of routines, norms, activities, communications, and feedback mechanisms
  • Support work-life balance across the organization through formal and informal means

Organization-Wide Research Efforts (up to 10% time)

  • Support the Chief Operating Officer and the organization’s leadership team to research and develop strategy around compensation, benefits, staffing projections, project assignments, and other elements of a growing organization

Areas for Growth

Teaching Lab is committed to practicing what we preach, which means that development of our team is a key organizational priority. As a community of learners, we support one another through thought partnership, direct assistance, and opportunities to expand our own knowledge. The Director of People Operations and Development will lead efforts to develop our work in this area, but will also have the following growth opportunities:

  • Unparalleled networking and learning opportunities with Teaching Lab staff, board members, and experts in the field, including Student Achievement Partners, UnboundEd, EL Education, Illustrative Math, and others
  • Opportunities to attend and present at conferences and represent the organization externally
  • Participation and leadership of internal cycles of inquiry on core topics that mirror our client-facing, external professional learning sequences
  • Mentorship from Teaching Lab’s leadership staff

In addition, Teaching Lab is a fast-growing nonprofit organization; we expect to double in size annually for the next several years. This role offers unparalleled opportunities for career advancement and extended impact as we grow from a small organization into one with 50+ employees.


Teaching Lab team members bring relevant experience, knowledge, and skills, as well as a commitment to shared values and norms. Prospective Director of People Operations and Development candidates should be able to demonstrate experience or background in the following categories:

Educational & Work Experience

  • Bachelor’s degree and minimum five years working experience in human capital
  • Strong experience leading relationships with diverse stakeholders across an organization
  • Experience with developing staff in varied roles
  • K-12 teaching experience (preferred)
  • Master’s degree or formal coursework in human capital management (preferred)
  • Working experience in K-12 education (preferred)
  • Experience in an entrepreneurial role or startup organization (preferred)


  • Deep knowledge and experience with human capital routines and structures, including both the theory behind them and familiarity with the nuances of implementation
  • Understanding and experience with Common Core/College- and Career-Ready ELA or math standards (preferred)


  • Exceptional organizational skills
  • Superior critical thinking and creative problem-solving capabilities, including a self-starting/entrepreneurial approach to difficult problems
  • Ability to define program objectives, establish metrics, monitor and evaluate progress, and manage projects independently through a complete life cycle
  • Strong professional and interpersonal judgment
  • Ability to form credible and lasting relationships with diverse stakeholders
  • Compelling communication and influence skills


  • Deep commitment to Teaching Lab’s organizational mission and educational equity for traditionally underserved students
  • Strong commitment to growth mindset for both adults and students, and a desire to work collaboratively to grow team skills and capabilities
  • Belief in the power of relationships to drive collaboration
  • Relentless focus on results for traditionally underserved students, including a high bar for quality work

Working at Teaching Lab

This position is eligible for remote work anywhere in the continental United States. Candidates who live near New York City or Washington, DC may elect to work out of Teaching Lab offices located in those cities if they choose.

This position will require limited work travel based on organizational needs and capacity and time of year. Teaching Lab staff members are required to attend “home weeks” in DC or NYC every other month in addition to travel required for day-to-day job responsibilities. We anticipate overall travel will be roughly once a month. Currently scheduled home weeks and required meetings are:

  • April 2-4, 2019
  • June 1-3, 2019 (Note that in general, Teaching Lab does not require weekend travel and we expect this to be the only instance of required weekend work throughout the year.)

Salary for this position will be commensurate with experience. Teaching Lab offers a comprehensive benefits package, including organizational contribution of 100% of employee costs and 50% of dependent costs for health/dental/vision insurance, a 401(k) program with a 4% employer match and diverse investment options, monthly technology reimbursement, and generous time off and leave policies.

We are committed to building a sustainable organization. We love our work and want to be able to do it for years to come. This means that despite our relentless focus on impact and results for educators and students, we commit to maintaining a balance between work and other parts of our lives.

To Learn More About Teaching Lab

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