• Design and maintain the compliance infrastructure across the delegate network, including policy frameworks, the Individualized Service Plan (ISP) system, corrective action protocols, and implementation standards. • Translate federal Head Start Performance Standards, state regulations, and organizational policy into clear implementation standards and monitoring frameworks. • Build organizational policy in collaboration with HR, fiscal, and legal — ensuring cross-functional policies are coherent, defensible, and consistently translated into delegate practice across all states of operation. • Own the corrective action framework: protocols, timelines, escalation pathways, and documentation standards. • Maintain ownership of centralized checklists, standard operating procedures, and guidance materials that inform compliance-related operations — directing and overseeing the Content & Knowledge Systems Manager in the development, version control, accessibility, and continuous improvement of these tools. • Oversee the completion of root cause analysis for incidents that are potentially reportable or considered significant, ensuring findings inform updated standards and corrective action protocols. • Monitor federal, state, and local regulatory changes and lead the organizational response, including adapting tools, policies, and frameworks accordingly. • Establish and maintain network-wide standards for the Director of Monitoring & Compliance (DMC) role — defining minimum requirements, competencies, and performance expectations for DMCs across all delegate organizations, while allowing delegates the flexibility to exceed those standards where local capacity supports it. • Lead a cross-network DMC community of practice that builds shared understanding of compliance monitoring methods, organizational standards, and implementation expectations — ensuring DMCs across six states are working from a common framework regardless of local variation. • Stay abreast of local adaptations to the DMC role and function, assessing whether those adaptations are consistent with organizational standards, require intervention, or warrant network-wide adoption. • Synthesize compliance and quality implementation intelligence surfaced by the two Directors of Implementation — identifying network-wide patterns, systemic risks, and emerging regulatory pressures — and translate those insights into updated standards, corrective action protocols, and policy infrastructure. • Integrate implementation fidelity data from both Directors of Implementation into a unified compliance and quality picture for the VP, ensuring that program quality and compliance dimensions of delegate performance are never reported in isolation from each other. • Serve as the senior decision-maker on cross-functional policy questions that exceed the authority or scope of the Directors of Implementation, adjudicating how HR, fiscal, and legal policies apply across diverse delegate contexts and ensuring coherent translation into network-wide practice. • Maintain regular engagement through at least two visits per delegate annually. • Monitor the fidelity and quality of compliance implementation across all Acelero delegates, ensuring that delegate-level compliance operations meet organizational standards and are executed with consistency and rigor. • Establish clear expectations and measurable standards for effective compliance monitoring at the delegate level, and create the tools and frameworks that enable the Directors of Implementation to assess and report against those standards. • Analyze compliance data trends surfaced through the Directors of Implementation to identify systemic risks, delegate-level gaps, and opportunities for policy or infrastructure improvement. • Work with the Data & Performance team to ensure dashboards and reporting systems reflect compliance fidelity indicators and enable centralized tracking of policy adherence, health and safety monitoring, and other compliance metrics across the network. • Co-create with Delegate Vice Presidents and Directors of Monitoring & Compliance internal Corrective Action Plans to ensure compliance and mitigation of further risks from previous incidents, as warranted by severity or pattern. • Serve as the organizational lead on federal and state compliance interpretation for programmatic matters, including Head Start Program Performance Standards and applicable state licensing regulations. • Monitor the regulatory landscape for changes that require organizational response and communicate implications to the VP and CLIO in a timely and actionable manner. • Lead organizational preparation for and response to federal monitoring reviews, ensuring readiness, accuracy, and coherence of the compliance record across the network. • Partner closely with the Acelero Learning Head Start (ALHS) President and HEAT leadership team on compliance implementation through regularly scheduled meetings, clear escalation protocols, and consistent integrated reporting. • Direct and oversee the Content & Knowledge Systems Manager in the development, maintenance, and continuous improvement of all compliance-related resources, tools, reference materials, and knowledge systems used by DMCs, Directors of Implementation, and delegate staff. • Ensure that compliance tools and resources are audit-ready, plain language, accessible to diverse users across the network, and aligned with current regulatory requirements. • Oversee organization-wide compliance training design and content development in collaboration with the Content & Knowledge Systems Manager, ensuring materials translate technical regulatory requirements into practical, staff-accessible guidance. • Serve as the primary policy and compliance liaison to delegate leadership, including Delegate Vice Presidents, local Boards of Directors, Policy Committees, and AHSGAC, ensuring alignment between centralized policies and local programmatic needs. • Present key policy updates, compliance findings, and strategic recommendations to AHSGAC, the Policy Council, and other governing bodies in a clear and actionable manner that supports informed decision-making at the Board and Policy Council level. • Promote a culture of shared accountability and transparency through regular communication and collaboration with delegate leaders on incident trends, corrective actions, and policy revisions. • Participate in governance and strategic planning convenings with delegates no less than monthly, including the Annual Joint Board, Policy Council, and Staff Planning, Training, and Elections Event. • Implement formal feedback mechanisms to regularly share insights with delegate leadership on progress against compliance priorities and the execution of compliance monitoring responsibilities, using those insights to inform ongoing coaching and annual performance evaluations. • Supervise the Directors of Implementation (Early Learning and Family Engagement & Health) and the Content & Knowledge Systems Manager, providing clear direction, monitoring the fidelity of their work, and ensuring escalation protocols are followed.

• Provides mid-level analytical support focused on measuring the effectiveness of informatics programs, business processes, and surge-support activities. • Use source data to evaluate the effectiveness of programs and business processes. • Use qualitative and quantitative analytical skills to assess the effectiveness of the operations. • Effectively manipulate data to present program status and make recommendations on improving business processes. • Collect, analyze, and report metrics for Weekly Meeting and Report (PWS 4.2.B) and Monthly Report (PWS 4.2.D). • Analyze issue trends, ticket velocity, and training completion data. • Assist with readiness assessments and gap analyses under the IAP-to-EIWMP incorporation effort. • Prepare data packages that feed the Informatics Surge Readiness Index.

• leads complex programs across upstream, midstream, and downstream assets • strong focus on regulatory compliance and stakeholder engagement • drives program performance to meet and/or exceed client satisfaction and KPIs • interacts with Governance & Risk Leader to ensure any service issues are identified and addressed in a proactive manner • develops and formulates solutions to client problems/issues • participates in project reviews of major program/project dashboards/deep dives to identify issues and improve performance • works to drive adoption of digital tools • actively integrates global resources into local delivery and manages the change associated with this transition • directly manages projects • acts as direct supervisor for a team of remediation professionals • serves as a focal point for major issue resolution, and provides rapid follow-up to address concerns • participates in feedback for Project Managers to assure client satisfaction and long-term growth • develops and implements succession plan for the program team and advises on the recruiting of key people to serve client needs • assures that project delivery employees working on major programs are trained and mentored with a long-term goal of training new program managers

• Lead execution of all Early Career Talent programs and initiatives, ensuring a high-quality participant and stakeholder experience. • Partner with the ECT Manager on program strategy, operational planning, and annual program delivery. • Own end-to-end program management across the emerging talent lifecycle, including onboarding, performance evaluations, manager engagement, events, and offboarding. • Design, build, and continuously evolve the EMERGE emerging talent learning curriculum, including learning pathways, workshops, resources, and development programming that deliver a scalable and impactful early career experience. • Design and facilitate training and support materials for hiring managers, team members, and program partners. • Develop and maintain program timelines, trackers, communications, and operational processes; track initiative progress, measure program ROI, and share regular updates with recruiting and business stakeholders. • Drive continuous improvements to systems, tools, reporting, and processes to increase efficiency across highly operational program work and peak hiring seasons. • Build strong relationships with university partners, external organizations, internal stakeholders, and business leaders to support program success and talent pipeline development. • Support vendor coordination, event planning, travel logistics, and budget tracking related to Early Career Talent initiatives.