Program Manager, Faculty Planning

Description

The company runs a large, fast-growing network of public charter schools serving K to 12 students, and is expanding into Florida after growing in New York.

The team includes school staff, Network teams, advocates and families, all working toward a rigorous, whole-child education for every student regardless of zip code or income.

This role leads the yearly faculty planning cycle and ongoing staffing analysis, turning data into recommendations and making sure decisions are carried out.

As new schools open and the network grows beyond New York, you will make sure each school has the staff it needs to deliver the school design. That means forecasting staffing and leadership needs several years out so hiring and development start early and are executed.

You will own the business side of the faculty planning tool, giving school leaders and Network teams one reliable view of staffing needs. The analysis also feeds promotion cycles, performance tracking, incentive planning and long-term talent development.

You will work with school and Network teams, including Finance, Data & Analytics, Talent Acquisition, People Operations and Technology, to reach decisions, clarify ownership and track cross-team work to completion. When leaders must approve staffing decisions, you will supply data, analysis, options and recommendations.

You will help redesign how faculty planning works by questioning current methods, building solutions around school needs, and using automation and AI so the team can spend its time on analysis and hard problems.

The role suits someone who has worked as a program manager, internal or management consultant, or in strategy, operations or analytics. You are a problem solver who is analytical, curious, comfortable with ambiguity, and takes work from design through delivery.

Responsibilities

• Own the annual faculty planning calendar and the year-round process, setting milestones, dependencies, stakeholder roles and escalation points so staffing decisions land in time for execution.
• Work with Schooling and Finance to refine the staffing model, secure leadership sign-off on changes, and make sure approved standards appear correctly in planning tools.
• Model staffing and leadership needs across a 3 to 5 year horizon, testing how changes in enrollment, course offerings, scheduling and school design affect staffing.
• Track teacher utilization and classroom coverage, including co-taught classes, follow up with school leaders, and close out issues.
• Spot capability gaps and talent shortages, and work with Schooling and Talent Acquisition on ways to attract, develop and keep educators, plan succession and build pipelines.
• Act as business owner of the faculty planning tool with technology and implementation partners: turn planning needs into requirements, rank enhancements, and escalate scope choices to leadership.
• Test enhancements against realistic school scenarios and turn user feedback into improvements.
• Build training and guidance so school leaders understand staffing expectations and use the tool well, supporting lasting adoption.
• Give school leaders ongoing planning help and work with technical teams to fix tool problems.
• Represent faculty planning in school and Network planning, defend the staffing standards, and make sure decisions reflect school experience and implementation needs.
• Get timely enrollment and course projections from school leaders and Network teams, and review staffing impact before schedules are final, including high school content-area needs.
• Coordinate handoffs with People Operations and Technology so staffing changes reach every relevant system accurately and on time.
• Settle competing priorities across Schooling, Finance and talent teams, and hold partners to agreed deliverables.
• Use design thinking to find repetitive or error-prone planning work and redesign it with automation and AI to cut manual effort, improve data quality and scale.
• Turn operational needs into requirements for AI-enabled workflows and agents, covering expected outcomes, data inputs, human checkpoints and quality controls, and work with internal technology and data teams through testing and rollout.
• Maintain standard work and lead retrospectives after each cycle, recording redesigned workflows in playbooks so no single person becomes a bottleneck.
• Set KPIs and dashboards for staffing forecasts, utilization and wider talent decisions.
• Own the accuracy and completeness of faculty planning data, reconcile sources across planning, HR and finance systems, and work with Data & Analytics on data standards.
• Write executive reports and presentations covering findings, staffing risks, required decisions and recommended actions.

Requirements

• Bachelor's degree required; advanced degree preferred.
• 4 to 6 years in program management, management or internal consulting, strategy and operations, analytics or human capital, ideally in fast-paced or high-growth settings. Experience with faculty or workforce planning, staffing strategy, succession planning or organizational growth strategy is strongly preferred.
• A proven record of running large cross-functional programs from planning through delivery, using data, operational analysis and reporting to guide strategic decisions.
• Multidisciplinary and entrepreneurial, able to connect strategy, design and execution, handle ambiguity, and own measurable results across a wide scope.
• Experience in a matrixed organization, building alignment and influencing partners without formal authority.
• A design-thinking mindset and hands-on experience using AI and automation to redesign workflows, drive adoption and improve efficiency or accuracy. Familiarity with AI-enabled workflows, agents or enterprise planning platforms is strongly preferred.
• Strong analytical and systems thinking, including building forecasts and models, running root-cause analyses, and presenting dashboards and organizational diagnostics to senior leaders.
• Ability to work with technical and functional teams to pull and interpret data from HR and planning systems such as Workday, aligning business needs with system capabilities.
• Excellent organization and program management, with the detail needed to juggle parallel priorities, dependencies and deadlines across a full annual cycle without losing quality.
• Clear written and verbal communication, turning complex data into actionable insights and persuading executives, Network partners and school teams.
• Ownership, sound judgment and initiative to spot risks early and keep work moving, plus curiosity and humility to challenge assumptions and learn a new area quickly.
• A real commitment to improving the quality, consistency and effectiveness of support for schools, educators and scholars.
• Analytical rigor: reconciles complex data and turns findings into clear recommendations for senior leaders.
• Ownership and execution: takes work from design through delivery, anticipates risks and keeps pace across an annual cycle.
• Influence and collaboration: builds alignment with cross-functional partners without formal authority and makes ownership and handoffs clear.
• Innovation and adaptability: challenges established approaches, works through ambiguity, and applies design thinking, automation and AI to improve faculty planning.

Conditions

This is a hybrid role based in the NYC Financial District office, with on-site work Tuesday through Thursday and remote work on Monday and Friday.

The salary range is $90,000 to $100,000 USD. Exact pay may vary based on skills and experience.

This position is not eligible for bonuses.

The company is an equal opportunity employer that welcomes applicants from all backgrounds.

Benefits

• Coverage for medical, dental and vision starts on day one, with the company paying 82% of the core medical plan.
• A free One Medical membership and confidential mental health support through EAP and Talkspace.
• A 3% employer match into a 403(b) retirement plan, up to $2,400 per year in employer HSA contributions, and employer-paid life and disability insurance.
• Eligibility for Public Service Loan Forgiveness (PSLF).
• Generous paid time off, paid holidays and paid parental leave.
• A $50 per month cellphone stipend, totaling $600 per year.
• Pre-tax commuter benefits, backup family care and performance-based earning incentives.
• Opportunities for professional growth.