• Partner directly with GTM management and leadership teams • Help design and lead the annual delivery of the org’s People Plan agenda • Facilitate and present enablement topics both ad-hoc / remotely and globally • Identify needs, gaps & opportunities within people management structures • Support people managers to ensure a strong approach to people management • Deliver annual People processes surrounding talent & performance

• Learning & Development: Support and enhance onboarding programs, including development of scalable and self-paced learning resources • Coordinate Lunch & Learn sessions (topics, speakers, logistics) • Partner with leaders to support consulting skills training and development initiatives • Assist with leadership development programs (e.g., Level Up) • People Operations & Risk Mitigation: Provide backup support for key P&C operations, including U.S. payroll, international payroll, and general people processes • Support leave of absence administration (FMLA, ADA, disability) • Maintain compliance with federal, state, and local regulations, partnering with leadership as needed • Support HR systems administration to ensure data accuracy and optimization • Communications: Draft and coordinate internal communications to support key initiatives and keep employees informed • Culture & Engagement: Support DEI and employee engagement initiatives • Assist in planning and executing team events, social programming, and connection opportunities • General HR Support: Serve as a trusted resource for employee and manager questions • Partner with the People & Culture team on programs such as performance management, career development, and compensation initiatives

• Responds to common employee questions on benefits, policies, and payroll coordination. • Maintains HRIS data accuracy and personnel records. • Track key HR metrics and identify trends to generate reports for leadership decision-making. • Assists with performance cycle administration and training. • Provides administrative support for employee relations documentation. • Ensures compliance across multi-state employment environments, including workplace safety, OSHA requirements, and workers compensation intake. • Supports engagement strategies and culture initiatives. • Administers employee benefits programs and serves as a liaison with benefit providers. • Process benefit enrollments and changes, audit carrier invoices, and submit approved billing Payables; partner with payroll on accurate deductions. • Assists with annual benefits open enrollment and communication materials. • Support leave of absence requests, communicating leave policies, and procedures. • Promotes a respectful, inclusive workplace aligned with NFF’s core values. • Demonstrates NFF values in all interactions and HR processes. • Escalates complex or sensitive issues to P&C leadership as appropriate.

• 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)