View on Remote OK
Roles
Compensation
USD 197600 - 236500
Salary range $197,600-$236,500. Benefits include 25 holidays plus flexible PTO, 100% paid parental leave, medical/dental/vision coverage, wellness benefits, 401(k) with 4% match, employer-sponsored legal plans, life/disability insurance, and flexible spending accounts.
- Salary period
- yearly
- Location basis
- Compliant with local law; salary range disclosed for required locations; actual salaries vary based on market data, internal equity, and relevant experience.
Benefits
- 25 holidays plus 18 days additional flexible PTO (flexible PTO increases to 23 days for years 3 and 4 and to 28 days for years 5+).
- 100% paid parental leave.
- 100% coverage of the premium for employee medical/dental/vision plans; 75% for employee + family medical/dental/vision plans.
- Wellness benefits such as fitness reimbursements.
- Discounted tickets to theme parks/attractions.
- Backup care support for children and adults/elders.
- Employee assistance program.
- 401(k) retirement plan with 4% match.
- Employer-sponsored legal plans.
- Life/disability insurance.
- Flexible spending accounts.
Location
New York,
Work setup
- Employment
- full-time
- Level
- Senior
- Remote policy
- Remote. Source indicates Remote OK and Work arrangement: Remote. Role has option of working from a remote office full-time; KIPP Foundation offices are in NYC and Chicago. Moderate travel up to 10% (up to 20 days per year). Preferred (not mandatory) to be based out of a KIPP Foundation office.
- Remote scope
- unclear
- Travel
- Moderate travel up to 10% (up to 20 days per year).
Role details
Responsibilities
- 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 to 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 vision and strategic direction across People Operations and Development & Growth.
- Oversee and coach Senior Directors to ensure clear ownership, alignment, and accountability across People Operations and Development & Growth.
- Set enterprise-level priorities and allocate resources to focus the Talent function on highest-impact work.
- Drive alignment and integration across talent systems to ensure a seamless and consistent employee experience across sub teams.
- Foster a high-performing, outcomes-driven culture emphasizing accountability, collaboration, and continuous improvement.
- Build leadership capacity by coaching senior leaders and strengthening decision-making with clear expectations and performance standards.
- Act as a visible culture leader and ambassador for KIPP, modeling organizational values and reinforcing a high bar for performance, equity, and impact.
- Partner with leadership to drive annual workforce planning, talent strategy, and culture priorities aligned to organizational goals.
- Support the organization in building a strong, inclusive, and high-performing workforce aligned to KIPP’s mission and values.
Requirements
- 8+ years of senior HR and talent management leadership experience in nonprofit or education contexts with evidence of successful development and organizational outcomes.
- Understanding of current education climate and corresponding response strategies for the communities KIPP serves.
- Strong background in leading with equity at the center, especially through organizational change and growth.
- Experience cultivating a work culture in a virtual environment that is value-driven, equitable, and inclusive.
- Demonstrated record of setting and achieving ambitious goals in complex or ambiguous environments; uses data, research, and analysis to set a high bar of excellence for goal setting.
- Sets a clear vision ensuring alignment of team work to organizational goals; prioritizes and delivers work products ensuring sustainability and scalability.
- Uses data to shape teamwide decisions and the learning agenda or evaluation of a function or significant initiative; able to generate, implement, and evaluate solutions with a focus on scalability and sustainability.
- Communicates the case for change to multiple functions, teams, and/or offices; translates vision into actionable plans.
- Ensures strong professional development and coaching for teammates, including succession management and performance management mechanics; able to coach manager of managers and foster a positive team culture with ownership and accountability.
Application
Please mention the word **INVALUABLELY** and tag RODguMTk4Ljk5LjE0Mw== when applying to show you read the job post completely (#RODguMTk4Ljk5LjE0Mw==).
- Portfolio
- not required
- GitHub
- not required
- Cover letter
- unclear
- Apply flow
- external
Company context
Together with families and communities, create joyful, academically excellent schools that prepare students with the skills and confidence to pursue the paths they choose—college, career, and beyond—so they can lead fulfilling lives and build a more just world.
- Product
- Nonprofit organization supporting KIPP public charter schools; talent systems and employee experience for KIPP.
- Industry
- Nonprofit education
- HQ
- New York City, NY and Chicago, IL
- Stage
- nonprofit
Description
KIPP Foundation is a nonprofit organization that supports KIPP public charter schools across the country. The Vice President of People will design and drive an integrated, insights-driven talent strategy connecting every part of the employee experience—from how KIPP attracts and onboard talent, to how it develops, engages, and retains people. The role includes owning the full talent lifecycle (recruitment, performance management, employee engagement, Total Rewards, professional development, and offboarding), building talent systems that are clear, consistent, and scalable, and leading enterprise talent planning and organizational culture priorities. The position also establishes employee relations policies and standards, advises senior leaders on complex employee relations matters and organizational risk, and leads and develops the Talent function (People Operations and Development & Growth). Responsibilities cover setting and executing talent strategy, overseeing talent systems and organizational effectiveness, leadership and team management, and driving annual workforce planning and culture priorities aligned to organizational goals.
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