KIPP Foundation

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

Operations

• 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

Director

• 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.

Director, High School Advancement

• Serve as an internal KIPP Foundation Expert for the K-8 Illustrative Mathematics (IM v.360) curriculum.
• Facilitating annual Set the Bar PD and networkwide PD for Curriculum, Assessment, and Systems that support it​.
• Maintain the suite of instructional tools aligned to curriculum and assessments.
• Engage in regular Academic Progress Monitoring on related curricular assessments to stamp progress to goals and provide guidance on key network actions​ in Community Calls.
• Engage in on-site direct coaching via Walkthroughs, Live-the-Lesson Labs, Coaching the Coach, Coaching Meeting Labs, etc.
• Establish and maintain a regional coaching portfolio to build network exemplars.
• Support direct PD on-site for curriculum launch and differentiation of PD as needed.​
• Support the network through pull-in support with any implementation challenges via virtual support, in-person lesson models, in-person PD delivery, implementation visits, etc.

Director, K-12 Math – 1 Year Position

• Set Organizational Vision and Strategy for Talent & Operations
• Drive a performance culture through talent systems and growth and development work across KF; ensure talent systems effectively support attracting, developing, and retaining high‑performing, mission‑aligned staff.
• Monitor organizational health indicators (e.g., employee engagement, skill development, process adoption, regional leader satisfaction, etc.) and drive improvements based on data and feedback
• Serve as a thought partner to the COO and Leadership Team on organizational effectiveness, capacity, and long‑term sustainability.
• Steward KIPP Foundation culture to ensure high quality talent is hired, retained, and thrives to serve KIPP regions and students; set vision for and drive the KF cultural moments (All Staff calls and convenings, comms, etc).
• Manage and oversee KF Ops work through two Senior Directors including governance of 2030 plan, annual planning, and design and implementation of KF and Network processes (network feedback loop, KIPP Pulse, contact management, etc).
• Lead, coach, and develop team members to ensure leaders set clear vision for their bodies of work and teams attain their goals.
• Build a culture of accountability, learning, and continuous improvement across Talent and Operations teams.
• Partner closely with Executive Team leaders to ensure all teams embody and drive toward the vision for a thriving KIPP Foundation.
• Ensure alignment and tight coordination across KF Talent, KF Ops, and Event Operations workstreams in pursuit of Foundation-wide goals.
• Serve as the senior escalation point for complex or high-risk personnel issues
• Identify systemic people risks or patterns across teams (e.g., capacity strain, role clarity, leadership gaps) and proactively address them through organizational or talent strategy adjustments.

Senior Vice President, People & Operations

Vice President

• Set network-wide expectations and criteria for how disparities are identified, named, and addressed — establishing a clear, consistent standard that applies across all regions and all functional areas.
• Embed equity into core planning cycles, progress monitoring processes, and action step routines — ensuring that disaggregation is not an add-on but a built-in feature of how the network monitors and responds to student outcomes.
• Monitor network-wide trends and progress toward equity goals; identify patterns across regions and shape system-level responses, solutions, and learning opportunities.
• Evaluate proposed practices for disparate impact before they scale; build the analytical infrastructure and feedback mechanisms that surface equity risks early and consistently.
• Identify and scale effective practices across regions, ensuring that what works in one context becomes a learning opportunity for the full network.
• Design and implement a methodology – in partnership with Regional Superintendents and Schools Team Leadership - to determine which regions require deeper, structured support based on the severity and persistence of disparities in anchor metrics.
• Co-lead equity work in highest-need regions alongside Regional Superintendents and regional senior leadership — guiding strategy, supporting key decisions, and assessing progress with the urgency and rigor the situation demands.
• Interrogate root causes and recommend a clear, measurable, timebound course of action where we see persistent discrepancies in our outcomes.
• Work with Equity Leads to build ongoing regional capacity and ensure that equity work continues with depth and consistency between direct engagements.
• Drive cross-functional coordination across Schools, Operations, Data, Talent, and other functions to ensure a coherent, unified approach to equity across the network — preventing equity from being siloed into a single team or lane.
• Collaborate with senior leaders across divisions on strategic planning, executive-level discussions, and network-wide alignment work where equity is a central consideration.

Vice President, Equity and Diversity

Growth Marketing

• Define and own KIPP’s enterprise-wide growth and scale strategy—including multi-year targets, portfolio priorities, and the conditions required for sustainable expansion.
• Set the vision and standards for how KIPP grows as a network, ensuring every scale decision is evidence-based, equity-centered, and aligned with the One KIPP strategy.
• Establish the methodology and criteria by which regions are tagged as viability risks and oversee an assessment of those regions to determine what’s required for long term sustainability and success.
• Serve as the primary senior voice on growth to the Chief Schools Officer, Chief of Regional Impact, CEO, and Board—providing strategic counsel, synthesizing landscape intelligence, and driving organizational alignment around growth priorities.
• Shape and steward cross-functional planning across the Office of the Chief Schools Officer and Chief of Regional Impact, ensuring that growth considerations are integrated into organizational and financial planning cycles.
• Lead the Foundation’s partnership with regions pursuing opportunistic growth—driving strategy, ensuring accountability, and managing a team of directors who provide thought partnership, analytical support, and project management to translate ambition into executable plans.
• Establish and lead the progress-monitoring systems that keep growth plans on track; exercise sound judgment about when course correction is needed and escalate risks to the Chief of Regional Impact and C-suite.
• Identify cross-regional growth patterns, scale effective practices across the portfolio, and address systemic gaps—ensuring that what works in one region becomes a learning opportunity for the full network.
• Serve as the senior escalation point for regions on growth-related matters, exercising judgment about when issues require the attention of the Chief of Regional Impact, Chief Schools Officer, or CEO.
• Lead, develop and manage the performance of the Senior Director of Growth to drive regional growth partnerships, readiness assessment, and landscape analysis.
• Build a culture of accountability, learning, and continuous improvement.
• Represent the Growth function in executive decision-making forums, cross-functional planning, and Board-level growth updates—serving as a credible, compelling senior presence.

Senior Vice President, Growth

Controller

• Own the integrity of all core accounting functions, including the general ledger, revenue recognition, grants accounting, and full balance sheet management.
• Serve as the ultimate steward of the general ledger and balance sheet, ensuring all transactions and account balances are accurate, timely, and aligned to nonprofit accounting standards.
• Lead the month-end and year-end close processes with precision and discipline, consistently delivering high-quality financial reporting.
• Establish and continuously refine accounting policies, procedures, and documentation to uphold a best-in-class finance function.
• Set the vision and enterprise-wide standard for internal controls, ensuring a robust control environment that safeguards assets and supports audit readiness.
• Continuously evaluate and strengthen controls, proactively identifying risks and driving improvements.
• Lead all aspects of the organization’s audit and compliance activities, maintaining KIPP Foundation’s strong track record of clean audits.
• Oversee the preparation and filing of the Form 990 and ensure compliance with all federal, state, and local requirements, including grant compliance and tax filings, while proactively addressing emerging regulatory considerations.
• Oversee the preparation and delivery of financial reporting to key stakeholders, including the Board of Directors, Audit Committee, and Leadership Team.
• Serve as the organization’s subject matter expert on nonprofit revenue recognition and grant accounting.
• Own the management and oversight of operating cash, ensuring strong liquidity and disciplined cash controls.

Finance Controller

• Set Organizational Vision and Strategy for Talent & Operations
• Define and lead a cohesive strategy for KF culture, talent, and operations that builds a best-in-class performance culture and advances KIPP Foundation priorities in support of the One KIPP strategy across the KIPP Network.
• Drive a performance culture through talent systems and growth and development work across KF; ensure talent systems effectively support attracting, developing, and retaining high‑performing, mission‑aligned staff.
• Monitor organizational health indicators (e.g., employee engagement, skill development, process adoption, regional leader satisfaction, etc.) and drive improvements based on data and feedback.
• Serve as a thought partner to the COO and Leadership Team on organizational effectiveness, capacity, and long‑term sustainability.
• Steward KIPP Foundation culture to ensure high quality talent is hired, retained, and thrives to serve KIPP regions and students; set vision for and drive the KF cultural moments (All Staff calls and convenings, comms, etc).