Posted in General Business 13 days ago.
Location: Herndon, Virginia
Over 20 years ago, Stride was founded to provide personalized learning — powered by technology. We reached students where they were in their own journeys. We knocked down their barriers to great education. And we gave every learner equal opportunity to succeed — however they defined success. Stride innovated the learning experience with online and blended learning that prepared them for their lives ahead.
No matter their age, wealth, or environment, every learner possesses unique talents and boundless potential. Every learner is ready to be inspired by a great education. While many students thrive in traditional brick-and-mortar schools, others are limited by a system that simply doesn't fit their needs. Stride is establishing the kind of personal learning that everyone can access.
Whether providing students with unique opportunities for growth or empowering educators with the tools and knowledge they need to succeed, we know personalized education works. We're steadfast in our dedication to the entire education community. And we're energized to best serve every learner, educator, and enterprise. This philosophy demands a culture driven by an earned trust, constant improvement, and creative innovation. We’re all in.
The Director, Career Learning works with the Career Learning leadership team and teams across the company to grow the business. Operating in a start up like environment, the successful candidate is responsible for strategy, program and operations of the business. The successful candidate will focus on developing ideas from concept to scalable product, program development and operational solutions that delight end users and deliver on growth goals. This will include leading multiple cross-functional programs, with significant business value from concept to successful completion.
ESSENTIAL FUNCTIONS: Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties.
Supervisory Responsibilities: Directly supervises 1 - 3 Full-time Equivalent (FTE) regular employees and/or contractors. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.
Minimum Required Qualifications:
Certificates and Licenses: None required.
Other Required Qualifications:
Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
This is an office-based position. We are seeking applicants from Washington, D.C, and from any state except Colorado. We anticipate a typical school office setting including conversation, light foot traffic, computers, etc.
The above job is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. All employment is “at-will” as governed by the law of the state where the employee works. It is further understood that the “at-will” nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer.
Stride, Inc. is a Federal Contractor, an Equal Opportunity/Affirmative Action Employer and a Drug-Free Workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected Veteran status age,, or genetics, or any other characteristic protected by law.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
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