KIPP Foundation

• 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.

• As the Salesforce Solution Architect at KIPP Foundation, you will serve as the primary technical authority for our Salesforce platforms—a hands-on architect and principal developer responsible for platform strategy, enterprise solution design, and delivery across KIPP’s national Salesforce ecosystem. • Design and implement scalable Salesforce solutions aligned with KIPP’s enterprise technology strategy, translating business requirements into durable, high-quality technical architectures. • Architect integrations across Salesforce, Azure, SQL Server, and third-party systems using REST/SOAP/Bulk APIs, Platform Events, Change Data Capture, and middleware patterns, while defining API standards, security controls, and monitoring practices. • Provide technical oversight, architecture review, and code review for external contractors and consulting partners, ensuring solution quality, maintainability, security, and alignment with KIPP standards. • Own the Salesforce platform roadmap including org strategy, sandbox and environment management, security model, data architecture, deployment processes, and release management.

• 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.

• Shape how KIPP’s CEO and senior executives communicate with key audiences. • Secure and staff high-impact speaking engagements. • Author network-wide communications on behalf of the CEO. • Steward the stories that translate KIPP’s priorities into clear messages. • Own and deliver a defined set of non-executive communications for internal and network audiences. • Build and maintain the editorial calendar and review protocols for timely communication. • Partner with the head of Media Relations for executive activity media placements.

• 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.

• 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

• 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.

• 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.

• 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.

• 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)