Enable job alerts via email!

English Teacher cum Team Lead (Island-wide) (Full-time)

WRITERS AT WORK ENRICHMENT CENTRE PTE. LTD.

Singapore

On-site

SGD 60,000 - 80,000

Full time

Yesterday

Be an early applicant

Generate a tailored resume in minutes

Land an interview and earn more. Learn more

Job summary

An enriching education service provider in Singapore seeks an English Teacher cum Team Leader. This leadership position requires overseeing a team of teachers, ensuring high performance, and maintaining quality educational standards. The role involves mentoring team members, achieving sales targets, and managing the client experience. Candidates must have a degree and three years of relevant experience in the enrichment industry, with at least two years in a leadership role. The working schedule includes four weekdays and one weekend, with a salary range of $4,000 to $5,000.

Qualifications

Minimum 3 years' experience in the tuition or enrichment industry in Singapore.
At least 2 years' experience in a leadership position.
Experience managing multiple outlets is preferred.

Responsibilities

Oversee and support a team of teachers to ensure high performance.
Achieve company sales objectives and manage team performance.
Ensure quality assurance in client experience.
Conduct performance appraisals and mentor teachers.
Mentor teachers and conduct performance appraisals.

Skills

Leadership

Organisational skills

Interpersonal skills

Sales management

Coaching

Education

Degree from a good university

ROLES AND KEY RESPONSIBILITIES

The English Teacher cum Team Leader (ML) is a demonstrative leadership position in middle management, responsible for overseeing a team of full-time and part-time teachers. This role requires strong organisational, managerial and interpersonal skills to support the organisation’s aim of providing high-quality educational experiences to diverse groups of students. The individual serves as a bridge between educators on the ground and the Management, representing the Management to teachers and vice versa. Consequently, to excel in this role, one must be comfortable asking questions upstream and downstream to push for effective change while maintaining alignment. In this role, one requires agility, adapting to changes that occur during the year while not losing sight of the broad goals set by the Management at the start of the academic year. From onboarding to offboarding, the person in this key appointment plays an active role in coaching and motivating the team.

Key Responsibilities

1) Leadership and Team Management

Provide guidance, support and feedback to teachers to push for a high-performing team

Foster a team culture of mutual support and healthy competition

Conduct monthly team meetings

Clarify and explain any misalignments to the Management or Company’s organisational standards

Articulate the career opportunities within the Company and provide insight on how an aspiring teacher might be able to put himself or herself in the running

Identify strengths and areas for improvements in teachers

2) Team Sales Performance Management

Achieve company objectives by planning thoroughly, setting sales goals for teachers, analyzing teachers’ performance data on:

headcount growth and retention

withdrawals

trial conversion stats

Develop skills continuously for training, and leading team members, and ensure that they are using effective lesson delivery and parents communication tactics to meet team sales’ objectives

Prepare monthly team sales performance reports and present solutions that the team/teachers will be adopting to achieve monthly sales targets at monthly management meetings.

3) Quality Assurance of Client Experience (Students and Parents)

Educate Teachers on the standards required by the Management

Conduct Lesson Studies to ensure the quality of lessons promised by the brand is upheld

Serve as an advisor and solution provider to Teachers facing difficulty with delivering quality experience

4) Individual Performance Appraisal (IPA)

To accurately and effectively communicate the purpose of IPA (Management’s aim to be transparent about the parameters they are being assessed on which impacts their performance bonus and salary increment)

To mentor teachers, encouraging them to set intentional and ambitious goals for the year

Mid-year IPA review

Conduct IPA Lesson observation and submit the observation report according to the organisational standards

IPA Closure (conducted with the Assistant Director and the Management)

5) Accountability to the Management through routine reporting

Red-Flagged students and parents

Script Accountability (nearing holiday periods)

2-way Parent Communication

EOM Withdrawal Analysis (monthly reporting up till August)

6) Ear-marking high-performing teachers for promotion

Rely on an evidence-based approach to showcase the DRs strengths while holistically sharing the context of the Teacher (including challenges and AFIs)

7) Manage internal and external feedback, including crisis resolution

In certain instances, when there is significant feedback, the ML may need to contact a parent to comprehend the situation and work towards a resolution.

After this, the ML reviews the situation objectively with the teacher involved, identifies any issues, and provides guidance to prevent similar occurrences in the future.

The ML handles the delicate balance of holding a teacher accountable for his or her actions but also coaches the teacher when it comes to areas of emerging competency or personal blindspots.

8) Lead by example, being an embodiment of the organisational values; D.A.R.T.

The ML is expected to model the values the organisation preaches.

W@W as an organisation believes that our values are observed through one’s actions.

9) Ensuring smooth onboarding of new teachers

To be acutely aware of how a newly onboarded teacher is coping and performing

To liaise with the various trainers to have good visibility on the teacher’s competencies or areas for growth

Help new teachers gain alignments with organizational standards and management’s expectations

Make arrangements for the new teacher’s end-of-probation lesson observation and end-of- probation conference

10) Ensuring smooth offboarding of departing teachers

Overseeing the proper handover of the departing teacher to ensure staff members taking over can hit the ground running

If necessary, to liaise across teams to see if a physical/ Zoom meeting is required to do a handover for special cases (i.e. particular students or parents)

11) Any other initiatives/ projects that are in line with the organisation’s vision and mission.

Requirements: