Vice President, HR​/Recruitment

About the Position

KIPP Foundation is at a defining moment—an opportunity to deepen our impact by building a talent system that enables every leader and staff member to thrive in serviceofstudents and communities. We are committed tosettingahigh bar for excellence, strengthening leadership capacity, and ensuring our talent systems are clear, consistent, and built to scale.

The Vice President of People, reporting to the Senior Vice President of People Operations, will play a critical leadership role in bringing this vision to life. This leader will design and drive an integrated, insights-driven talent strategythat connects every part of the employee experience—from how we attract and onboard talent, to how we develop, engage, andretainour people.

By aligning the full talent lifecycle including recruitment, performance management, employee engagement, Total Rewards, professional development, and offboarding the Vice President will ensure that our systems not only supportleaders, butempower them to deliver meaningful results and thrive.

At KIPP, we believe great outcomes are driven by great leadersoperatingwithin strong systems. In this role, you will ensure those systems are not only well-designed, but deeply embedded, building the capacity of leaders across the Foundation to lead effectively, develop their teams, and consistently meet a high bar for performance.

This is an opportunity for a strategic and systems-oriented leader who is energized by complexity, driven by impact, and committed to building the conditions for people and organizations to do their best work.

• 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 drivestrong performance, development, and retention outcomes.
• Set the vision for performance management and development systems, including goal setting, feedback cycles, and evaluation processes, in partnership with the Senior Director of Development & Growth.
• Ensure effective HR operations and infrastructure, including recruitment, onboarding, Total Rewards, and compliance, in partnership with the Senior Director of People Operations.
• Use workforce, engagement, and performance data to monitororganizational 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)
• Set enterprise‑level priorities and allocate resources to ensure the Talent function is focused on the highest‑impact work and positioned to deliver against organizational goals.
• Drive alignment…