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People Partner - Remote

Company: Panorama Education
Location: Boston
Posted on: April 10, 2021

Job Description:

Panorama Education, based in Boston, is a fast-growing technology startup focused on radically improving education. With research-backed surveys and an industry-leading technology platform, Panorama helps school systems gather important stakeholder feedback and act on data to improve student outcomes. Today, we support more than 10 million students in 11,500 schools across 48 states, including those in the states of Iowa, Hawaii, and the districts of New York City, Dallas, Seattle, San Francisco, and more.-- Panorama helps educators monitor how students are doing across academics, attendance, behavior, and then coordinate action to support each child. Panorama also collects data that is key to each child's success in school and life, such as social-emotional skills, safety, sense of belonging, teacher-student relationships, and family engagement. Panorama has raised $45 million from Emerson Collective, YCombinator, Spark Capital, Owl Ventures, Uncork, and others. About the Role: Panorama is seeking to hire an experienced People Partner to join our People Team! In this highly visible and collaborative role, you will partner with Function Leaders, Managers and Teammates on all aspects of the employee lifecycle. You will support Finance, Marketing, Sales, Product, Research, and Design in directives on hiring, compensation, performance management, advancement and employee relations. By way of relationship building, you will build bridges of support, credibility and trust for your functions while executing on current people practices and partnering on the buildout of the People Team function. The work in this role contributes to the success of the overall People and Diversity, Equity and Inclusion strategy of Panorama. This role is currently 100% remote. Key Responsibilities:--

  • Participates in leadership team meetings, staffing discussions and other people-related meetings within respective business units.
  • Acts as a trusted consultant for managers, providing People guidance and action steps when appropriate.
  • Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
  • Analyzes trends and metrics in partnership with the People Team and Function Leaders to develop, build or partner on solutions, programs and policies that contribute to the effectiveness, equity and success of the function.
  • Provides HR policy guidance and interpretation of established Panorama policies. Actively engages and partners with VP of People on the development of unestablished policies.
  • Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations, including the VP of People and employment counsel where appropriate.
  • Partners closely with Talent Acquisition on the posting/hiring for internal and external positions.--
  • Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
  • Provides guidance and input on business unit restructures, workforce planning and succession planning.
  • Identifies training needs for functions, managers and/or individual contributors. What We're Looking For:
    • Working knowledge of multiple human resource disciplines, including compensation practices, organizational design, employee relations, DEI (Diversity, Equity and Inclusion), and performance management, etc.--
    • Demonstrated ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
    • Demonstrated experience of building strategic functional relationships within the business.
    • Demonstrated ability to communicate (through writing, presentations etc.) with various stakeholders across multiple levels of the organization.--
    • Demonstrated organizational skills and attention to detail, to balance multiple demands and competing priorities.--
    • Demonstrated conflict-resolution and problem-solving skills with a demonstrated ability to think critically about organizational structures and impact.
    • Minimum of 5 years of experience managing Employee Relations matters, including experience conducting investigations.-- Bonus Points:
      • SPHR-HRCI or PHR-HRCI or SHRM-CP or SHRM-SCP desired
      • Experience with Google products
      • Experience working in tech or start-up culture Panorama Education is dedicated to building a diverse and inclusive company because we serve students, educators, and families from tremendously diverse backgrounds and identities across the country; we've seen how our product and impact are strengthened the more we reflect that diversity. In addition, we have found (and we believe the research) that diverse teams are higher-performing, and we embrace the varied perspectives that our team members share with each other. As such, we are an Equal Opportunity Employer.-- Will you now or in the future require sponsorship to work in the US? --*
        -- U.S. Equal Opportunity Employment Information (Completion is voluntary) Individuals seeking employment at Panorama Education are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file. Gender Please select Are you Hispanic/Latino? Please select Race & Ethnicity Definitions If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. Veteran Status Please select Form CC-305 OMB Control Number 1250-0005 Expires 05/31/2023 Voluntary Self-Identification of DisabilityWhy are you being asked to complete this form? We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years. Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp . How do you know if you have a disability? You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition. Disabilities include, but are not limited to:
        • Autism
        • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
        • Blind or low vision
        • Cancer
        • Cardiovascular or heart disease
        • Celiac disease
        • Cerebral palsy
        • Deaf or hard of hearing
        • Depression or anxiety
        • Diabetes
        • Epilepsy
        • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
        • Intellectual disability
        • Missing limbs or partially missing limbs
        • Nervous system condition for example, migraine headaches, Parkinson's disease, or Multiple sclerosis (MS)
        • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression Disability Status Please select 1 Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp . PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.

Keywords: Panorama Education, Boston , People Partner - Remote, Other , Boston, Massachusetts

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