KIPP Foundation

Director

• Provide direct, in-region support and coaching to the Chief Academic Officers and Chief Schools Officers within a defined portfolio of regions
• Drive progress against KIPP’s One KIPP academic anchor metrics
• Help build a strong instructional vision, translates ambitious student achievement goals into every classroom and school
• Install the instructional systems that sustain results
• Build capacity in the individual leaders they coach and in the systems and structures of schools and regions as a whole
• Monitor student achievement against key agreed-upon measures across the portfolio of regions they support
• Recommend key learnings and improvements to our shared One KIPP strategy

Senior Director, Regional Impact

Data Scientist

• Own hands-on execution of a portion of KIPP's annual common assessment development roadmap within Renaissance (Illuminate) DnA, ensuring timely delivery and adherence to strong quality standards.
• Build, update, and duplicate assessments with a high degree of accuracy, publish to regions in alignment with the annual calendar, and troubleshoot system issues in a timely manner.
• Maintain and improve auditing and validation processes to proactively ensure high-quality data in downstream reporting.
• Execute beginning-of-year assessment readiness protocols, including sending communications, tracking training attendance, and monitoring assessment windows.
• Develop and maintain clear documentation, resources, and professional development materials to support consistent regional execution across administration windows.

Manager, Regional Data Operations

Operations

• Set Vision and Roadmap for KF and Network Processes
• Build and maintain a multi-year roadmap for KF and Network operational process development and improvement (e.g., project management, knowledge management etc).
• Serve as the org-wide “business owner” for core operational processes, ensuring clarity of ownership, accountability, and sustainability.
• Drive Process Design, Integration, and Continuous Improvement: Design, oversee, and continuously improve cross-functional KF-facing and Network processes to increase efficiency, effectiveness, and scalability.
• Conduct regular reviews of process performance and lead improvements based on data, feedback, and organizational needs.
• Ensure strong integration across interconnected processes.
• Partner with senior leaders and functional teams to build shared understanding, clear roles, and strong adoption of KF and Network processes.
• Lead the change management strategy for new and evolving processes.

Senior Director, KF Operations Process

Communications

• The Senior Director of Communications leads the strategy and execution of KIPP Foundation’s communications across internal and external audiences.
• This role oversees earned media, executive communications, issues management, and internal communications—ensuring clarity, consistency, and impact in how KIPP shows up nationwide.
• The Senior Director partners closely with the Office of the CEO, senior leadership, and regional teams to align messaging, elevate strategic priorities, and strengthen KIPP’s brand and reputation.
• This role manages one direct report and serves as a core member of the Marketing and Communications team, reporting to the VP of Marketing and Communications.
• Design, lead, and execute a national earned media strategy that aligns with KIPP’s annual storytelling arc and organizational priorities —delivering high-profile national and local TV, print, and digital placements.
• Provide strategic counsel to senior leadership (in Office of the CEO, Development, and One KIPP Priority Program Leads) to shape executive communications and secure high-impact speaking engagements and media placements.
• Strengthen regional alignment by cultivating deep partnerships with regional communications leads and coordinating network-wide efforts to elevate local stories and reinforce national messages.
• Oversee sourcing, refine, and elevate regional stories that demonstrate progress on One KIPP priorities for use in campaigns, announcements, speeches, newsletters, and social media.
• Develop external communications plans to announce new KIPP Foundation initiatives and partnerships, including publishing press releases and regional press release templates.
• Partner with Digital Marketing colleagues to amplify earned media, executive, and editorial content across channels, including paid media, social media, website, and email.
• Serve as an on-the-record spokesperson for the KIPP network.
• Monitor and shape KIPP’s media reputation, analyzing coverage trends, identifying risks and opportunities, and advising leadership and regional teams accordingly.

Senior Director, Communications

• Steward the KIPP Network’s 2030 Plan, maintaining coherence between long‑term commitments and near‑term execution and building processes to reflect and update long-term strategy and ensure 2030 priorities are reflected in annual plans
• Own and continuously improve the annual planning process, ensuring alignment between long‑term strategy, team annual priorities and initiatives, and resource decisions
• Design clear planning guidance, timelines, and decision points for teams
• Prepare clear materials and decision-making protocols to land annual org priorities and resourcing decisions
• Steward annual planning project team to ensure coherent, aligned processes including finance, talent, One KIPP Delivery, and other KF teammates
• Serve as the central coordinator for planning leads across functions, ensuring shared standards, consistency, and cross‑functional alignment
• Facilitate structured planning forums to surface interdependencies, resolve tensions, and drive enterprise‑level decisions
• Own the Foundation’s approach to organizational OKRs and KPIs, including definitions, standards, and annual refresh cycles
• Coordinate collection and synthesis of enterprise performance data, ensuring clarity and comparability across teams
• Monitor progress quarterly against organizational goals and flag trends for senior leaders
• Design and facilitate quarterly stepbacks that enable leaders to assess progress, adapt priorities, and respond to emerging realities

Senior Director, KF Operations – Planning

People Operations

• Lead the execution of compensation and benefits, and retirement programs, ensuring accurate, timely, and consistent delivery across the Foundation.
• Administer compensation processes, including salary adjustments, stipends, and compensation cycles, ensuring alignment to established structures and guidelines.
• Oversee benefits operations and negotiating benefits renewal in partnership with leadership, ensuring a high-quality employee experience and effective coordination with vendors and internal partners.
• Execute HR policies, procedures, and operational protocols, ensuring consistent and compliant application across the organization (e.g., internal talent policies and employee handbook).
• Maintain and update HR documentation, ensuring policies are clear, accessible, and aligned to legal and organizational requirements.
• Ensure compliance with federal, state, and local employment laws through accurate and consistent implementation of HR practices.
• Identify gaps in policies and processes and recommend improvements to strengthen clarity, consistency, and compliance.
• Own execution of HR operational processes role changes, employee transitions, and offboarding.
• Develop and manage dashboards and reports that track key HR operational and Total Rewards metrics.

Senior Manager, People Operations

• Support the execution of core HR processes and systems
• Ensure that payroll, benefits administration, HR systems, and employee support processes are accurate, timely, and responsive to staff needs
• Manage vendor relationships, support HR systems, and act as a primary point of contact through AskTalent
• Ensure timely and accurate execution of core HR administrative processes across the employee lifecycle
• Track trends in inquiries to identify opportunities to improve processes, communication, and documentation.

People Operations Manager

• Ensure assigned OKD regional pods function smoothly through strong scheduling, coordination, and logistics for regional visits, weekly pod meetings, and additional touchpoints.
• Monitor and track regional execution of One KIPP initiatives and core OKD processes, creating the visibility the Regional Superintendent and pod need to stay ahead of risks.
• Build and maintain the data reporting and monitoring structures that supports pod operations.
• Serve as a thought partner to Regional Superintendent on implementation challenges, sequencing of initiatives, and regional capacity considerations.

Director, Regional Impact Operations

• Set and drive the overall talent strategy and talent philosophy for the KIPP Foundation workforce, ensuring alignment with organizational priorities, culture, and long-term goals
• Partner with the SVP of People Operations and executive leadership to align talent strategy with organizational design, workforce planning, and operational priorities
• Ensure a coherent, integrated talent system across the Foundation, including recruitment, onboarding, HR operations, performance management, development, engagement, and offboarding
• Serve as a strategic advisor to leadership on organizational effectiveness, talent health, and workforce strategy, using data and insights to inform decision-making
• Oversee the design and effectiveness of the full talent lifecycle, ensuring systems and processes drive strong performance, development, and retention outcomes
• Set the vision for performance management and development systems, including goal setting, feedback cycles, and evaluation processes
• Ensure effective HR operations and infrastructure, including recruitment, onboarding, Total Rewards, and compliance
• Use workforce, engagement, and performance data to monitor organizational health, identify risks, and drive continuous improvement across talent systems
• Establish the vision, policies, and standards for employee relations, including performance management, conflict resolution, and policy compliance
• Ensure consistent, fair, and compliant application of HR policies and practices across the organization
• Advise senior leaders on complex employee relations matters and organizational risk, ensuring alignment with legal and organizational standards
• Lead and develop the Talent function, setting the vision and strategic direction to ensure strong execution across both People Operations and Development & Growth
• Oversee and coach Senior Directors, ensuring clear ownership, alignment, and accountability across: People Operations (HR systems, recruitment, Total Rewards, and HR operations) Development & Growth (goal setting, performance systems, manager development, and engagement)

Vice President, People

• Drive vision for 9th grade Academic Health, ACT/SAT and high school systems in collaboration with the full team.
• Develop high-leverage resources for network leaders to utilize (i.e. turnkey PDs, mastery trackers) that not only serve as model of excellence but also provide a direct value-add to the network – support leaders to ensure strong execution and maximum impact.
• Provide network-wide development opportunities on a set of core leader moves and in response to school and regional need.
• Collaborate and provide regular feedback and support to teammates on all aspects of HS work, including curriculum and assessments, leader training, college match supports, high school design, and more to ensure we are collectively having the intended impact we seek in an environment that is collaborative, and accountable for student results.
• Plan and lead professional development with regional leaders – focused on building mastery of core leadership skills in alignment to High School Advancement priority.
• Lead school and regional site visits that will include: observation of key regional practices, review of regional performance and progress data, school walk throughs, and feedback/coaching sessions.
• Support in designing and executing of long-term strategy and aligned plays in defining the High School Advancement workstream in alignment to key anchor metrics: 9th grade GPA and ACT/SAT.
• Monitor portfolio and school-level progress and performance, both remotely and on-site, to ensure clear lines of sight into what is happening on-the-ground and to provide a pathway to improvement for school and regional leaders via rapid feedback. This will include regular tracking and data collection to monitor progress and improvement.