At Coinme, we’re redefining access to financial services in a digital world. By combining the cutting-edge power of blockchain technology with everyday simplicity, we make digital currencies accessible and usable for all.

As the world's largest network of cryptocurrency kiosks with over 40,000 locations nationwide, we're breaking down barriers to crypto adoption through our seamless mobile app, secure digital wallet, and DeFi integrations. Beyond our consumer offerings, we're also the infrastructure powering the crypto revolution for businesses.

Through our enterprise Crypto-as-a-Service (CaaS) platform, we enable businesses to launch crypto capabilities in weeks, not months. Our modular, API-first infrastructure provides everything from KYC and payment processing to liquidity and custody solutions—all fully licensed and compliant.

We’re big enough to lead the charge in decentralized finance but small enough that your ideas will make waves. Every role at Coinme contributes to building a financial future where everyone has the tools to thrive. At Coinme, your growth fuels our mission. Together, we RISE.

About The Dollar Foundation

The Dollar Foundation is the non-profit steward of the Bitcoin Dollar — a DeFi yield platform built on BTCD, a collateralized token holding 50/50 BTC/USD exposure.

BTCD itself isn't the product; it's the foundation. Staking BTCD mints sBTCD, a yield-bearing token that captures returns from the full underlying portfolio — productive BTC (ybBTC), productive dollars (sUSDS, sUSDe etc.), and the portfolio's volatility-monetization engine. That makes sBTCD one of DeFi's most powerful collateral primitives: it earns from both sides of the balance sheet.

Using sBTCD as collateral, the platform builds isolated, structured products on top:

• USD Vault — borrows BTC against sBTCD for 12–19% APY in dollar terms, with zero BTC price risk to the depositor.
• BTC Vault — borrows USD against sBTCD for 6–14% APY denominated in BTC, preserving full Bitcoin exposure.
  
  

Depositors simply choose USDC or wBTC; the vaults handle leverage, rebalancing, and risk. Today, that engine drives BTCD TVL. Tomorrow it powers a family of assets — an ETH Dollar, a HYPE Dollar, an XRP Dollar and beyond — each a new productive collateral primitive on the same rails.

The protocol is live, audited, and in market, built by crypto leaders from Coinme, Bullish, ShapeShift, Credora, and ether.fi, and backed by Polygon Labs and Coinme.

Role Overview

We are hiring a founding CEO to own capital formation, TVL growth, and the FISC token economy. This is not a foundation steward role and not a TradFi executive seat. It is a hands-on, commercial, crypto-native operating role for someone who has personally scaled a DeFi protocol, knows tokenomics as a craft, has credibility with curators, funds and risk firms and can champion a vision for the ecosystem online and onstage.

Key Responsibilities

• Own TVL growth across token demand, staking, and vault deposits — and set, track, and report the growth and financial metrics that govern it.
• Lead capital formation end-to-end — raise the Series A from crypto-native investors and secure the seed liquidity and incentive capital needed to bootstrap and retain TVL.
• Own the FISC token economy and capital-markets strategy — tokenomics, emissions, points and incentive programs, liquidity mining, and bribe-market deployment.
• Convert and deepen the curator and risk pipeline — turn warm relationships into live, endorsed integrations. Curator trust is the protocol's #1 conversion unlock.
• Build the capital stack beyond the raise — crypto hedge funds, LPs, and ecosystem partners now; institutional and TradFi allocators as the platform matures.
• Be the public face of Bitcoin Dollar and FISC — conferences, podcasts, Twitter Spaces, and forums — carrying a credible, transparent narrative.
• Drive the trust-infrastructure agenda — real-time Proof of Reserves, DeFiLlama and aggregator listings, public risk assessments, and curator endorsements — and forge integrations (Pendle, Morpho, Aave, cross-chain) that extend sBTCD composability and distribution.
• Lead a small, senior team — hire selectively, set the operating cadence, manage runway and burn, and steward the long-term roadmap toward the multi-asset "Dollar" family, FISC seasons, and DAO governance.
  
  

Qualifications

• Personally drove measurable TVL or AUM growth at a DeFi protocol with specific, defensible numbers
• Deep crypto-capital-markets fluency — tokenomics and incentive design, lending markets, vaults, leverage, PT/YT and bribe markets, liquidity provisioning, and on-chain analytics.
• Credible, existing curator and risk-firm relationships, with a proven ability to convert skeptics into live integrations.
• Demonstrated fundraising — you've raised from crypto VCs and/or allocated as an investor, and can run a Series A.
• A strong public presence — comfortable as the named face of a protocol on stage, on podcasts, and on X — able to explain novel yield and rebalancing mechanics to a sophisticated, skeptical audience.
• A player-coach who thrives hands-on in a sub-20-person senior team and builds the playbook rather than managing a large org.
• High integrity and conviction, genuine comfort with token-weighted comp and early-stage ambiguity, and sound regulatory awareness as the public executive of a Cayman non-profit foundation and token issuer.
  
  

Nice to Have

• Direct working relationships with curators like Re7, Block Analitica, Gauntlet, Steakhouse, or Veda
• Prior founder or CEO experience at a DeFi protocol
• Stablecoin, yield, or RWA protocol depth
• Network into Pendle, Morpho, Aave, or Sky ecosystems
  
  

Check out our AI Usage Guidelines to understand how we approach AI tools during the hiring process.

Your wellbeing, our mission. Join a company shaping a healthier world.

GET TO KNOW US

At Wellhub we’re revolutionizing workplace wellness. Our platform connects employees worldwide to the best partners for fitness, mindfulness, therapy, nutrition, and sleep—all in one simple subscription. Headquartered in NYC with team members in Europe, North America and South America, we’re on a mission to make every company a wellness company.

We believe work should be fulfilling, inspiring, and balanced. Here, you’ll find a team that values wellbeing, collaboration, and different perspectives, where passion and creativity push boundaries to create real impact. Your contributions will help shape a healthier, more balanced world for you and millions of people globally.

Join us in redefining the future of wellbeing!

THE OPPORTUNITY

We are hiring a Capital Markets & Corporate Governance VP for our Global Legal team in the US!

This position can work from our NYC office or remotely based in New York, New Jersey, Connecticut, Pennsylvania, Massachusetts, North Carolina, Georgia, Florida, Missouri, New Hampshire, Kentucky, Texas, Illinois, California, Colorado, Utah, or Washington.

As a Capital Markets & Corporate Governance VP, you will serve as the primary legal architect and strategic advisor for Wellhub’s corporate financing, securities compliance, and public market readiness initiatives. Reporting to the Chief Legal Officer, you will operate with a high degree of autonomy, owning the legal frameworks for complex capital transactions and shaping our global corporate governance structure. This is a critical leadership role designed for a seasoned expert who can seamlessly bridge the gap between complex U.S. securities laws and Wellhub’s hyper-growth business goals.

YOUR IMPACT

• Architect and execute the overarching legal strategy for all capital markets transactions, including equity offerings, debt issuances, private placements, and public market/IPO readiness.
• Hold ultimate accountability for the timely preparation, accuracy, and filing of all SEC regulatory submissions, including registration statements (e.g., Form S-1), prospectuses, and subsequent periodic reports (10-K, 10-Q, 8-K), ensuring seamless alignment with the SEC Reporting and Accounting teams.
• Direct corporate governance frameworks at a master level, establishing boardroom policies, managing Board of Directors and Committee materials, and advising on shareholder relations and compliance protocols.
• Act as a trusted advisor to the Chief Legal Officer and Executive Team, providing authoritative, independent legal counsel on the structural mechanics, risks, and regulatory implications of strategic financial initiatives.
• Collaborate with the CLO, CFO, CEO, and external advisors on IPO planning and execution
• Own the strategic management of top-tier external law firms and underwriters’ counsel, driving execution, accountability, and cost-effective legal spending.
• Ensure airtight compliance with U.S. federal securities laws, SEC regulations, and stock exchange listing standards (NYSE/NASDAQ) globally.
• Design and implement institutional controls regarding insider trading, investor relations communications, and public market disclosures.
• Provide executive oversight and strategic direction with the broader Global Legal leadership team on cross-border corporate governance and ad-hoc strategic initiatives.
• Live the mission: inspire and empower others by genuinely caring for your own wellbeing and your colleagues. Bring wellbeing to the forefront of work, and create a supportive environment where everyone feels comfortable taking care of themselves, taking time off, and finding work-life wellness.

WHO YOU ARE

• An accomplished corporate attorney with a Juris Doctor (J.D.) degree from an accredited law school and an active license to practice law in good standing in the United States.
• You possess 12+ years of progressive, high-level corporate finance and securities law experience, split between a top-tier major law firm and an in-house public company (or public-readiness tech environment).
• An independent leader who has successfully steered high-growth companies through the legal lifecycles of an IPO process, follow-on equity offerings, or sophisticated debt issuances.
• An absolute subject matter expert in SEC rules, corporate disclosure requirements, U.S. GAAP reporting interactions, and modern corporate governance frameworks.
• A highly commanding communicator who can distill dense, complex regulatory regimes into clear, strategic business advice for Board members and C-level executives.
• An autonomous operator with a proven track record of managing multi-million dollar legal transactions from inception to close with minimal supervision.
• A dedicated team player who works effectively across matrixed, multinational functions and displays an entrepreneurial mindset toward solving legal hurdles.
• A skilled leverager of AI tools to scale and transform the legal function.

We recognize that individuals approach job applications differently. We strongly encourage all aspiring applicants to go for it, even if they don’t match the job description 100%. We welcome your application and will be delighted to explore if you could be a great fit for our team. For this specific role, please note that an active license to practice law in the U.S., prior experience executing an IPO, and a solid background in Capital Markets or Securities Law are mandatory requirements.

WHAT WE OFFER YOU

With thoughtful benefits, emotional wellbeing resources, and a culture that empowers you to take ownership of your role and your wellbeing, we create an environment where you can thrive in all dimensions of your life.

In New York, California, Colorado, Massachusetts, and Washington, the annual base salary range for this role is $256,128 - $300,000. The base salary range for other locations may vary. Actual base salary will be dependent on geographic location, relevant experience, skills, qualifications and/or other job-related factors. In addition to base salary, this role is eligible to participate in either our annual bonus plan or a sales incentive plan, and our performance-based stock option program.

Our benefits include:

WELLHUB: Free Gold-level membership with access to onsite gyms and studios, digital fitness programs, and online wellness resources for meditation, nutrition, mental wellbeing support, and more! Add up to three family members to your plan, ensuring access to wellness for those who matter most to you.

HEALTHCARE: Health, dental, and vision insurance. Access to telehealth, care concierge, and an Employee Assistance Program.

FINANCIAL WELLNESS: Plan for your future with 401(k) match, short-term and long-term disability, and life insurance.

FLEXIBLE WORK: As a Flexible First company, we offer hybrid and remote options to give you the freedom to work in a way that suits you. The model for this specific role can be discussed with your recruiter and hiring manager. We offer all employees a one-time reimbursement to set up their home office equipment and a monthly work allowance to help cover the costs of working from home.

• Our US HQ is in New York City. We are currently set up to hire in California, Colorado, Connecticut, Florida, Georgia, Illinois, Massachusetts, Missouri, North Carolina, New Jersey, New Hampshire, New York, Pennsylvania, South Carolina, Tennessee, Texas, Utah, Virginia, Washington, and Wisconsin.

FLEXIBLE SCHEDULE: Flexibility for us isn’t just about where we work-it also means being able to shape how and when we get things done. Together with their leaders, employees define schedules that align with their time zones, team needs, and personal routines.

PAID TIME OFF: We know how important it is to take time away from work to recharge. Employees receive a minimum of 25 days PTO per year with an additional day for each year of tenure (up to 5) in addition to annual holidays (including an extra holiday on your birthday!)

PAID PARENTAL LEAVE: Welcoming a new child is one of the most special moments in your life. Take the time to be present and enjoy your growing family. We offer up to 12 weeks 100% paid parental leave to all new parents. For parents giving birth, we offer up to 18 weeks paid leave and a ramp-back period to return part-time while you get settled.

CAREER GROWTH: Access world-class platforms, participate in interactive sessions,  build your personalized development roadmap, and explore internal opportunities. We focus on continuous learning and feedback to support your journey toward personal and professional success.

CULTURE: You’ll join a team of passionate people who come together to break boundaries, support each other, and create a meaningful impact in workplace wellness. We win together, building trust through open communication and a culture where every perspective matters. Learn more about our shared culture and values here.

And to get a glimpse of life at Wellhub… Follow us on Instagram @lifeatwellhub and LinkedIn !

Diversity, Equity, and Belonging at Wellhub

We aim to create a collaborative, supportive, and inclusive space where everyone knows they belong. At Wellhub, we welcome and celebrate your authentic self.

Wellhub is committed to creating a diverse work environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, sex, gender identity or expression, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status, or any other basis covered by appropriate law.

Our commitment to inclusion also extends to how we recognize and reward our people. We’re proud to be Syndio Fair Pay Certified, reflecting our ongoing dedication to equitable and fair pay practices across our global team. Read more about it here.

#LI-HYBRID

See below for the annual base salary range for this role, which applies to New York, California, Colorado, Massachusetts and Washington. The base salary range for other locations may vary. Actual base salary will be dependent on geographic location, relevant experience, skills, qualifications and/or other job-related factors. In addition to base salary, this role may also be eligible to participate in either our annual bonus plan or a sales incentive plan, and our performance-based stock option program.

Annual Base Salary Range

$1—$5 USD

Reports to: CEO    |    Member, Executive Team    |    Location: Remote (US)

Starting Base Salary: $287,500 (50th percentile)    |    6-Month Salary: $328,660 (65th percentile)

I. Who We’re Looking For

CareMessage reaches more than six million patients across nearly 500 safety-net organizations in 45+ states and territories. We are hiring a Chief Operating Officer (COO) to help shape where CareMessage is headed and to build the operating capacity that turns that strategy into patient impact, so that every dollar and every person is deployed in direct service of health equity.

This is a senior executive role and a full member of the Executive Team, reporting directly to the CEO and serving as a strategic thought partner in shaping the organization’s direction. The COO leads a multi-functional team spanning People Operations, Finance, Compliance and Risk, Operations, and IT, but leads it in service of a larger charge: helping support CareMessage’s multi-year strategy and bringing an operating point of view to how we get there. The mandate is not to grow the organization by adding headcount; it is to build the operating model, systems, and discipline that turn that strategy into a disciplined reality and multiply mission impact, while keeping the team lean, supported, and growing in alignment with our priorities.

Equally important: we need a leader who will own CareMessage’s AI strategy for how we operate, not as a cost play, but as a strategic lever for scale and quality. That means the policies, tooling, workflow adoption, and staffing implications that let us do more with a smaller, more capable team. The best modern operating leaders are building organizations where technology absorbs routine work and surfaces decisions, freeing people to focus on the highest-judgment, highest-impact work. We expect this person to bring that mindset to CareMessage.

This role partners closely with every function on the Executive Team and with our Key Functional Leaders, serving as the connective tissue between strategy and execution.

II. Why This Role Exists

CareMessage’s next stage of growth requires operational excellence that multiplies mission impact, not headcount, and it requires that excellence at the level of the whole organization, not any single function. We are hiring a COO, not simply an operational leader, because we need a full member of the Executive Team who owns how the organization performs against its mission: someone who helps shape strategy as well as execute it, turns a shared plan into a disciplined operating reality, and keeps the Executive Team and Key Functional Leaders operating as one. The COO consolidates and elevates the internal functions that power our team, but the reason for the role is larger than running them well. It is to be the compass for what a high-functioning organization looks like: owning the operating outcomes and OKRs that connect operational excellence to patient impact, building and sustaining the high-performing team and culture that produce it, and safeguarding the compliance, risk posture, and institutional trust that keep our mission durable — so that every dollar and every person is deployed in direct service of health equity. That is how we scale our impact without scaling our cost base proportionally.

III. Who You Are

You are, first and foremost, a mission-driven operator. You are here because you want to put an operator’s craft to work on social impact: building clear plans, an honest cadence, and the accountability to execute them, all in service of patients. Health equity and the safety net are core to why you want this role, not a backdrop to it. We are not looking for a great operator alone; we need someone whose reason for being here is turning operational excellence into greater impact for patients.

CareMessage already has a clear strategy and a strong plan, shaped by a leadership team that has carried it with shared ownership. What we are adding now is a central operating force to support and drive it: someone who brings the cadence, accountability, and follow-through to turn that shared plan into consistent execution. You know that even the best plan is only as good as the discipline behind it. You have run multiple functions, and you understand what a scalable technology business looks like from the inside.

You are a multiplier. You think like a head coach, not a star player: you build teams and an operating model where the collective output far exceeds what the individuals could have produced alone. You coach leaders, set a high bar, and hold it with both empathy and candor.

You are an enterprise integrator. You see the whole organization, not a collection of silos. You clarify roles, decision rights, and cadence; you reduce fragmentation; and you keep the Executive Team and Key Functional Leaders operating as one team with shared priorities rather than functions competing for resources.

You are genuinely forward-thinking about technology. You see AI and automation as the path to scale and quality, not merely cost-cutting, and you have recent, hands-on experience deploying them in an operating context.

You are comfortable leaning into your non-dominant hand, learning the parts of the business that sit outside your original expertise so you can lead them well.

You are a disciplined steward of scarce resources. In a limited-resource, mission-driven environment, you treat every seat and every dollar as a decision in service of patients. You make hard calls, you know what to deprioritize, and you own the tradeoffs clearly.

Throughout, you hold yourself to the highest standard of integrity, you communicate in a way that is clear, open, direct, and kind, and you advocate strongly for well-reasoned positions while remaining genuinely open to being wrong.

You measure every stance against mission impact, not just what is convenient for you or your team.

IV. Key Responsibilities

A. Executive Leadership & Exec Team Partnership

• Serve as a full member of the Executive Team and a strategic thought partner to the CEO in enterprise planning, decision-making, and organizational performance.

• Help shape CareMessage’s multi-year organizational strategy, not only execute it; bring an operating point of view that informs where the organization is headed.

• Act as the connective tissue between the Executive Team and our Key Functional Leaders, translating strategy into execution and surfacing tradeoffs clearly.

• Drive alignment across functional leaders so the organization executes as one team with shared priorities, not siloed functions competing for resources.

• Make and own difficult operational decisions; know when to push and when to yield.

B. Operating Model, Planning & Execution

• Own the operating plan; ensure functional priorities are resourced, sequenced, and connected to company OKRs.

• Translate enterprise strategy into a clear operating rhythm with defined priorities, ownership, and cadence.

• Establish disciplined execution practices that reinforce accountability and follow-through across functions.

• Build internal systems and processes that scale as the organization grows, without growing the org proportionally.

C. Risk, Compliance & Board Engagement

• Own compliance and risk; ensure the organization meets applicable laws, regulations, and internal policies.

• Frame enterprise risks, tradeoffs, and sequencing decisions to support effective CEO and Board oversight.

• Support Board reporting and committee engagement (including Audit/Compliance, Talent/Compensation, and Finance), including the mission narrative that connects operating performance to our multi-year health-equity mission.

• Protect institutional credibility and the trust of our customers, partners, funders, and the communities we serve.

D. Talent, Culture & Performance

• Coach functional leaders to build high-performing teams that produce more together than the sum of their parts.

• Hold a high bar on performance; recognize that, in a limited-resource environment, underperformers block mission impact.

• Own succession planning and leadership-bench development for the functions you lead.

• Foster a culture of trust, transparency, accountability, and continuous improvement.

E. Financial Stewardship & Resource Allocation

• Partner with Finance on budget performance, resource allocation, forecasting, and long-term operating sustainability.

• Treat every seat as a scarce resource in service of the mission; ensure people and dollars are deployed where they move the needle most.

• Balance near-term execution demands with long-term organizational health and resilience.

F. AI-Enabled Operations & Scale

• Drive the company’s AI strategy for internal operations: policies, tooling, workflow adoption, and staffing implications.

• Identify and implement automation across internal workflows so the team can do more with a smaller, more capable footprint.

• Champion an operating culture where technology absorbs routine work and elevates human judgment.

V. What Success Looks Like

This role is the compass for what a high-functioning CareMessage looks like. The COO’s first team is the Executive Team, and the COO owns the organization’s outcomes (its mission impact and its OKRs), not the metrics of any single function in isolation. Success is a lean, high-performing organization where operational efficiency directly funds greater patient impact: functions connected to company OKRs, an AI-enabled operating model that lets us do more with a smaller and more capable team, and a unified Executive Team and Key Functional Leaders operating as one. The measures below run in that order, the organizational outcomes the COO ultimately owns, then the operating dimensions the COO stewards to produce them.

1. Organizational outcomes: what the COO owns as a member of the Executive Team

Mission Impact/Patient Outcomes. This is the ultimate measure, not because the COO owns these patient outcomes directly, but because the output of the COO’s output shows up directly in them. The results closest to patients, such as the volume of patients messaged about colorectal cancer screening and comparable clinical-outcome and access KRs, are owned by the teams who run those programs; the COO builds the operating excellence that scales and sustains them. That makes these outcomes the truest signal of whether that excellence is translating into mission, which is why they sit at the top of this list.

Organizational performance and OKR attainment. The COO keeps the whole organization pulling in one direction: ensuring the operating plan and its OKRs ladder up to our strategic vision, clarifying which goals are owned cross-functionally versus by a single department, and resolving the misalignments that surface across teams, so functions execute as one rather than competing for priorities.

1. Operating dimensions: the levers the COO stewards to deliver the outcomes above

People and team. The health and trajectory of the team, through measures like team growth rate, retention, and engagement.

Compliance and risk. The maturation of our compliance and risk posture over time, including audit and control readiness, rather than a narrow set of specific metrics.

Cost and efficiency. How much impact we produce per dollar and per person, through measures like revenue per employee and cost per employee, including progress on AI and automation as the lever to scale impact without scaling headcount proportionally.

Monetization and pricing. The operating infrastructure that lets us capture and grow value, pricing governance and discipline, unit economics (revenue per customer and revenue per patient), and the quality of our financial modeling and dashboarding. Top-line revenue against plan is a commercial (Revenue) outcome; the COO and Finance support it through modeling, process, and visibility rather than owning the number.

VI. Preferred Qualifications

We are open to a range of backgrounds, including leaders who have held senior roles across several operational functions and those who have gone deep in one area (Finance, People, Compliance and Risk, or Operations) before broadening. What matters most is the ability to oversee multiple functions effectively, the judgment to lead areas outside one’s original expertise, and the willingness and capacity to build that expertise where it does not yet exist. If you don’t meet every qualification listed (especially if you come from an under-represented background) but have held senior operating, finance, people, or general-management leadership roles, we strongly encourage you to apply.

Ideal Experience

• 10+ years of multidisciplinary executive experience in strategic leadership across multiple functions.

• A technology-organization background, whether tech nonprofit or for-profit tech scaling, with a clear understanding of scalability and services models.

• Experience shaping multi-year organizational strategy, not only executing a strategy set by others.

• Proven ability to balance mission impact with disciplined business operations.

• Experience leading organizations through comparable growth stages (at least beyond 100+ employees).

• Recent, hands-on experience deploying AI and automation in an operating context.

• Experience working with executive teams, and ideally with governing boards and board committees.

• Superior written and verbal communication, including the ability to present effectively to a Board.

NIce-to-have Experiences

• Building or leading AI-forward operating functions.

• Nonprofit, safety-net, or hybrid revenue / operating-sustainability models.

• Prior exposure to the safety-net or broader healthcare ecosystem.

VII. 30 / 60 / 90 Day Objectives

Specific targets are set with the CEO in the first few weeks. The milestones below describe the expected trajectory and the kinds of measures we will track at each stage.

First 30 Days: Listen, Learn, and Assess

• Complete structured 1:1s with 100% of the Executive Team and Key Functional Leaders (roughly 10 to 15 leaders), plus a representative sample of individual contributors across the five functions.

• Review every function’s OKRs, budget, and operating cadence, and document a baseline maturity assessment for all five functions (People Operations, Finance, Compliance/Risk, Operations, and IT).

• Inventory the current state of AI and automation across internal workflows, including tooling, adoption, and the largest manual-effort bottlenecks.

• Develop a working command of CareMessage’s mission, financial picture, and multi-year strategy.

First 60 Days: Diagnose and Prioritize

• Deliver a written operating diagnostic to the CEO and Executive Team covering 100% of functions: current-state assessment, the top three to five risks, quick wins, and a prioritized set of changes.

• Define the top three to five operating priorities, each with a baseline metric and a target.

• Stand up or refine the operating cadence: planning rhythm, decision rights, and a reporting calendar.

• Align with the Key Functional Leaders on the prioritized changes and on how progress will be measured.

First 90 Days: Plan and Begin Executing

• Land an integrated operating plan tied to company OKRs, with named owners and a cadence, and secure Executive Team and KFL alignment.

• Launch a metrics dashboard covering the dimensions in Metrics for the Role (monetization, cost and efficiency, people, compliance, and mission), with baselines established for at least five measures.

• Deliver at least one to two quick wins and run the first quarterly operating review.

• Launch or refine the first internal AI / automation initiative with explicit adoption milestones (for example, at least one workflow automated or materially streamlined).

$287,500 - $287,500 a year

This is a Chief Operating Officer position and a full member of the Executive Team. The starting base salary for this role is $287,500 per year (50th percentile of the band). Assuming role expectations are met, compensation automatically moves to the 65th percentile ($328,660 per year) at the six-month mark. Compensation for this role is structured as base salary. We believe in equal work for equal pay. All team members performing the same role at the same level are paid the same, regardless of geographic location.

The application requests several responses to key questions as part of an eligible application. We value specificity and authenticity grounded in real experiences and honest reflection. That said, please feel free to exclude or anonymize any information that you don’t feel comfortable sharing (this applies here and in every other stage of the interview process).

To ensure a fair and consistent evaluation process, we ask that candidates not use AI tools to generate responses. Responses that appear overly generic or not reflective of your authentic voice may not be considered. Out of respect for your time, we encourage you to limit time spent to 1-2 hours.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Our SelectLeaders client is hiring a Vice President of Facilities to lead facilities strategy and operations across our national student housing portfolio. You will provide executive oversight of maintenance programs, capital planning, and facilities standards to ensure the safety, reliability, and long-term performance of our communities. You will partner with senior leadership and property operations teams to lead consistency and excellence across the portfolio.

You will report to the Chief Operating Officer.

This is a hybrid role based in our Fulton Market office in Chicago, IL, with in-office work required Monday through Thursday and remote work on Fridays. Occasional travel of up to 50% required.

Responsibilities

• Provide executive leadership over facilities operations across Article’s national portfolio, ensuring safe and reliable communities.
• Set and accomplish preventative maintenance, facilities standards, and long-term asset strategies to support portfolio performance and resident experience.
• Be a subject matter expert on complex building systems, including HVAC, electrical, plumbing, and life safety.
• Ensure compliance with all applicable building codes, safety regulations, environmental standards, and internal policies.
• Partner with senior leadership and teams to align facilities programs with asset business plans, capital projects, and our goals.
• Manage facilities operating budgets, driving cost efficiency and disciplined resource allocation.
• Build the facilities organization, including regional and national teams, while managing vendor relationships and performance.

Qualifications

• Bachelor’s degree in Facilities Management, Engineering, Construction Management, or a related field.
• 10+ years of facilities management experience, including 5+ years in a leadership role in multi-family or commercial real estate.
• Track record leading teams, collaborating with senior executives, and managing vendor relationships.
• Financial knowledge with experience managing large budgets and driving operational efficiency.
• Expertise in building systems, construction, maintenance operations, and preventative maintenance strategies.
• Proficiency in MS Office (advanced Excel), Procore, and project management platforms; willing to travel up to 50%.

$150,000 - $165,000 a year

Health (PPO or HSA), dental, and vision

Flexible PTO

13 paid holidays

401K – 100% match up to 5%

Annual review and bonus program

Paid parental leave

Pay on demand

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

About Us

Our leading SaaS-based Global Employment Platform™ enables clients to expand into over 180 countries quickly and efficiently, without the complexities of establishing local entities. At G-P, we’re dedicated to breaking down barriers to global business and creating opportunities for everyone, everywhere.

Our diverse, remote-first teams are essential to our success. We empower our Dream Team members with flexibility and resources, fostering an environment where innovation thrives and every contribution is valued and celebrated.

The work you do here will positively impact lives around the world. We stand by our promise: Opportunity Made Possible. In addition to competitive compensation and benefits, we invite you to join us in expanding your skills and helping to reshape the future of work.

At G-P, we assist organizations in building exceptional global teams in days, not months—streamlining the hiring, onboarding, and management process to unlock growth potential for all.

About The Position: As the Sr. Director & Head of Architecture at G-P, you will be the visionary leader responsible for defining and executing the long-term technical strategy for our global products and AI platforms and influence technical decisions across the company. This is a high-impact, executive-level role that bridges the gap between complex engineering execution and high-level business objectives. You will oversee the evolution of our cloud-native ecosystem, ensuring our architecture is scalable, secure, and infused with cutting-edge AI/ML capabilities.

Reporting directly to the Head of Engineering, you will lead a high-performing team of Architects. You will work in close lockstep with Product Management, Engineering to harmonize technology decisions across the organization, ensuring our investment in technology translates directly into market-leading customer experiences

What You Will Do:

• Strategic Technical Leadership: Define and strongly influence the execution of a target-state, AI-native architecture that supports both core software services and advanced AI Agentic behaviors.
• Architectural Governance: Establish global standards for architecture consistency, ensuring all platform components maximize reuse and align with the long-term technology roadmap.
• AI First thinking: Oversee the architectural design of complex AI systems, AI enablement strategies, data engineering, and governance controls. Ensure that these are integrated into a cohesive strategy and implementation.
• Customer Centricity: Everything we do is to serve our customers. Understanding the customers and the business is the only way to build strategies for it’s success.
• Team Management & Mentorship: Lead, scale, and mentor a multidisciplinary team of architects, fostering a culture of engineering excellence and continuous learning.
• Security & Compliance: Define and create standards and governance mechanisms for software platform and infrastructure security to mitigate data breaches and ensure regulatory compliance.
• Technical Trade-offs: Act as a coach and decision maker with technical teams and business stakeholders, translating complex technical trade-offs when creating business impact.
• Innovation & Research: Serve as the ultimate “sounding board” for introducing new technologies, 3rd-party integrations, and open-source solutions to keep the platform at the forefront of the industry.
• Reliability & Performance: Ensure system and infrastructure architecture results in high reliability, low latency, and minimal outages as a primary measure of organizational success.
• Culture Builder: Help create a strong culture of innovation and technical excellence across the organization.

What We Are Looking For:

Minimum Requirements:

• 15+ years of experience in software engineering and architecture, building products and platforms with at least 5 years in a senior leadership or directorial capacity managing Architecture teams.
• Extensive Cloud Expertise: Proven track record of designing and deploying distributed, cloud-native architectures, especially AWS.
• AI First Product & Tech Strategies : Experience  with building AI Native products and technologies.
• Strategic Communication: Demonstrated ability to gain buy-in for large-scale technical shifts from both executive leadership and hands-on engineering teams.
• Change Management: Experience leading architectural digital transformations within a rapidly growing or “unstructured” corporate environment.
• Financial Acumen: Ability to analyze technology trade-offs through the lens of Total Cost of Ownership (TCO) and ROI.
• Education: Bachelor’s or Master’s degree in Computer Science, Engineering, or a related technical field.

The annual gross fixed pay range for this position is €160,800 - €201,000 plus variable compensation

Actual compensation for this position may vary and will depend on multiple factors such as relevant qualifications, experience, education, and geographic location. For Full-Time Regular Employees, this position is also eligible for additional compensation as follows:

• Sales Roles: This position is eligible for a commission structure in addition to base salary.
• Non-Sales Roles: This position is eligible for an annual bonus which is paid dependent on various factors, including and without limitation, individual and company performance in addition to base salary.

Benefits

G-P values its employees and offers excellent benefits and perks including generous paid parental leave, flexible time off, spending accounts, medical insurance, dental insurance, vision insurance, sabbatical after 5 years and more.

Individuals residing, or applying to work, in the United States: California or Philadelphia, Pennsylvania, please review the following additional information:

G-P will consider qualified applicants with arrest or conviction records in accordance with the California Fair Chance Act, Los Angeles City Fair Chance Act Ordinance, Los Angeles County Fair Chance Act Ordinance, and San Francisco Fair Chance Act Ordinance. Los Angeles applicants can review additional information regarding the Los Angeles City Fair Chance Act here:Fair Chance Initiative for Hiring Ordinance, and Philadelphia applicants can review information pertaining to Philadelphia’s Fair Criminal Record Screening Standards Ordinance here:Fair Chance Poster. Any consideration of a candidate’s background check with arrest or conviction records will include an individualized assessment based on the factors required by applicable law, including the candidate’s specific record and the duties and requirements of the specific job.

G-P. Global Made Possible.

G-P is a proud Equal Opportunity Employer, and we are committed to building and maintaining a diverse, equitable and inclusive culture that celebrates authenticity. We prohibit discrimination and harassment against employees or applicants on the basis of race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other legally protected status.

G-P also is committed to providing reasonable accommodations to individuals with disabilities. Individuals with disabilities are encouraged to apply for these positions. If you need an accommodation due to a disability during the interview process, please contact us at careers@g-p.com.

About Us

Our leading SaaS-based Global Employment Platform™ enables clients to expand into over 180 countries quickly and efficiently, without the complexities of establishing local entities. At G-P, we’re dedicated to breaking down barriers to global business and creating opportunities for everyone, everywhere.

Our diverse, remote-first teams are essential to our success. We empower our Dream Team members with flexibility and resources, fostering an environment where innovation thrives and every contribution is valued and celebrated.

The work you do here will positively impact lives around the world. We stand by our promise: Opportunity Made Possible. In addition to competitive compensation and benefits, we invite you to join us in expanding your skills and helping to reshape the future of work.

At G-P, we assist organizations in building exceptional global teams in days, not months—streamlining the hiring, onboarding, and management process to unlock growth potential for all.

About The Position: As the Sr. Director & Head of Architecture at G-P, you will be the visionary leader responsible for defining and executing the long-term technical strategy for our global products and AI platforms and influence technical decisions across the company. This is a high-impact, executive-level role that bridges the gap between complex engineering execution and high-level business objectives. You will oversee the evolution of our cloud-native ecosystem, ensuring our architecture is scalable, secure, and infused with cutting-edge AI/ML capabilities.

Reporting directly to the Head of Engineering, you will lead a high-performing team of Architects. You will work in close lockstep with Product Management, Engineering to harmonize technology decisions across the organization, ensuring our investment in technology translates directly into market-leading customer experiences

What You Will Do:

• Strategic Technical Leadership: Define and strongly influence the execution of a target-state, AI-native architecture that supports both core software services and advanced AI Agentic behaviors.
• Architectural Governance: Establish global standards for architecture consistency, ensuring all platform components maximize reuse and align with the long-term technology roadmap.
• AI First thinking: Oversee the architectural design of complex AI systems, AI enablement strategies, data engineering, and governance controls. Ensure that these are integrated into a cohesive strategy and implementation.
• Customer Centricity: Everything we do is to serve our customers. Understanding the customers and the business is the only way to build strategies for it’s success.
• Team Management & Mentorship: Lead, scale, and mentor a multidisciplinary team of architects, fostering a culture of engineering excellence and continuous learning.
• Security & Compliance: Define and create standards and governance mechanisms for software platform and infrastructure security to mitigate data breaches and ensure regulatory compliance.
• Technical Trade-offs: Act as a coach and decision maker with technical teams and business stakeholders, translating complex technical trade-offs when creating business impact.
• Innovation & Research: Serve as the ultimate “sounding board” for introducing new technologies, 3rd-party integrations, and open-source solutions to keep the platform at the forefront of the industry.
• Reliability & Performance: Ensure system and infrastructure architecture results in high reliability, low latency, and minimal outages as a primary measure of organizational success.
• Culture Builder: Help create a strong culture of innovation and technical excellence across the organization.

What We Are Looking For:

Minimum Requirements:

• 15+ years of experience in software engineering and architecture, building products and platforms with at least 5 years in a senior leadership or directorial capacity managing Architecture teams.
• Extensive Cloud Expertise: Proven track record of designing and deploying distributed, cloud-native architectures, especially AWS.
• AI First Product & Tech Strategies : Experience  with building AI Native products and technologies.
• Strategic Communication: Demonstrated ability to gain buy-in for large-scale technical shifts from both executive leadership and hands-on engineering teams.
• Change Management: Experience leading architectural digital transformations within a rapidly growing or “unstructured” corporate environment.
• Financial Acumen: Ability to analyze technology trade-offs through the lens of Total Cost of Ownership (TCO) and ROI.
• Education: Bachelor’s or Master’s degree in Computer Science, Engineering, or a related technical field.

The annual gross fixed pay range for this position is €160,800 - €201,000 plus variable compensation

Actual compensation for this position may vary and will depend on multiple factors such as relevant qualifications, experience, education, and geographic location. For Full-Time Regular Employees, this position is also eligible for additional compensation as follows:

• Sales Roles: This position is eligible for a commission structure in addition to base salary.
• Non-Sales Roles: This position is eligible for an annual bonus which is paid dependent on various factors, including and without limitation, individual and company performance in addition to base salary.

Benefits

G-P values its employees and offers excellent benefits and perks including generous paid parental leave, flexible time off, spending accounts, medical insurance, dental insurance, vision insurance, sabbatical after 5 years and more.

Individuals residing, or applying to work, in the United States: California or Philadelphia, Pennsylvania, please review the following additional information:

G-P will consider qualified applicants with arrest or conviction records in accordance with the California Fair Chance Act, Los Angeles City Fair Chance Act Ordinance, Los Angeles County Fair Chance Act Ordinance, and San Francisco Fair Chance Act Ordinance. Los Angeles applicants can review additional information regarding the Los Angeles City Fair Chance Act here:Fair Chance Initiative for Hiring Ordinance, and Philadelphia applicants can review information pertaining to Philadelphia’s Fair Criminal Record Screening Standards Ordinance here:Fair Chance Poster. Any consideration of a candidate’s background check with arrest or conviction records will include an individualized assessment based on the factors required by applicable law, including the candidate’s specific record and the duties and requirements of the specific job.

G-P. Global Made Possible.

G-P is a proud Equal Opportunity Employer, and we are committed to building and maintaining a diverse, equitable and inclusive culture that celebrates authenticity. We prohibit discrimination and harassment against employees or applicants on the basis of race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other legally protected status.

G-P also is committed to providing reasonable accommodations to individuals with disabilities. Individuals with disabilities are encouraged to apply for these positions. If you need an accommodation due to a disability during the interview process, please contact us at careers@g-p.com.

Position OverviewThe Chief Sales Officer (CSO) is responsible for leading the organization's global sales strategy, revenue generation, and business development initiatives.

About UsWe are Emerus, the leader in small-format hospitals.

Job Overview:

The VP of Field Operations for the West Coast of the United States plays a critical role in leading and optimizing practice operations, ensuring sustainable growth, and driving operational excellence across all regions. This position focuses on strategic relationship-building, team leadership, and implementing best practices. By setting a high standard in operations and growth management, the VP of Field Operations will ensure that Specialty1 Partners' practices meet business objectives, enhance productivity, and foster a culture of continuous improvement. 

 

About Us:

Specialty1 Partners is a practice services organization committed to providing non-clinical, business support services to the nation's leading specialty dental practices. The company was founded in 2019 by four endodontists who wanted to provide unique and differentiated support to specialty dental practices. Originally focusing on support for endodontics practices (under the Endo1 brand), Specialty1 Partners quickly expanded its support to periodontics and oral surgery practices.

Since its founding, Specialty1 Partners has grown rapidly to become one of the largest private owners of specialty dental practices in the U.S. Headquartered in Houston, TX, Specialty1 Partners is led by its founders and a management team focused on ongoing growth and delivering best-in-class services across its network of practices. Specialty1 Partners currently has over 225 locations across 28 states

 

Primary Responsibilities: 

• Develop and execute a quarterly practice visit plan, attend bi-weekly site visits to engage with practices, and lead direct reports by example to maximize the growth and practices financial performance. 
• Build strong and trusting relationships with partner and associate doctors, sharing Specialty1 Partners' vision and strategic goals, and addressing escalated doctor issues in partnership with the SVP of Operations. 
• Oversee onboarding and off-boarding processes for associates, including growth planning, associate-to-partner model design, and ensuring practice support during transitions that foster a rapid ramp in production 
• Coordinate and resolve payroll issues with SVP, HR, and Payroll teams. 
• Mentor and develop Regional Directors of Operations (RDOs) through regular 1:1s, with individual development plans (IDPs) for growth. 
• Realign and expand the RDO team as needed to drive organic and M&A growth and manage regional budgets effectively. 
• Conduct monthly operational reviews (MORs) with RDOs to create and monitor SMART action plans that support EBITDA optimization. 
• Prepare quarterly business reviews (QBRs) for SVP, COO, and Finance, covering achievements, challenges, and growth strategies. 
• Identify and resolve operational inefficiencies in practices, improving production and margins.  This includes ensuring doctors are working their contracted hours and optimizing scheduling templates to meet capacity utilization requirements and provide immediate access for patients. 
• Collaborate with corporate support department heads on strategic initiatives like doctor recruiting, marketing, practice transitions, procurement, technology, compliance, and FP&A. 
• Ensure compliance with policies and SOPs in partnership with the regional compliance team. 
• Focus on associate doctor retention by fostering engagement and supporting onboarding of the CLT associate mentorship program. 
• Lead and measure the outcomes of strategic initiatives, refining processes for impact.   
• Implement best practices across the various PMS systems for Scheduling, Insurance verification, payment collections and end-of-day reconciliations in support of revenue cycle standard operating procedure. 
• Develop and present business cases for regional growth opportunities, securing approvals through the SVP of Operations. 
• Knowledge of call center and telephone configurations to ensure patients are being seen in the most immediate manner. 
• Communicate KPI practice performance so that everyone is aligned with the budget expectations and performance.  Knowledge of Excel and pivot tables is an important skill set to aid in this effort. 
• Cascade change management and communications to RDO and practice administrators with focus on best practice operations and standardization. 
• Drive new practice openings, relocations, lease renewals, and major equipment acquisitions, maintaining alignment with the SVP. 

 

Requirements: 

• Bachelor's degree in business administration, Healthcare Management, or a related field. 
• Minimum of 7 years of experience in operations management within a healthcare or dental support environment. 
• Proven track record of leadership in multi-location management. 
• Strong leadership abilities, with experience in developing teams, mentoring, and setting clear objectives. 
• Expertise in operational planning, process optimization, and change management. 
• Excellent communication and relationship-building skills, with the ability to influence and engage partners and staff. 
• Data-driven mindset with strong analytical skills for KPI monitoring and reporting.   
• Using excel and advanced features like pivot tables and power point to present information. 
• Familiarity with HRIS systems (e.g., UKG), Smartsheet, and other workflow tools. 
• Familiarity with call center and telephone routing and configurations to ensure immediate access to scheduling an appointment with doctor is not delayed awaiting returns of voice mail (ie., Ring Central) 

Why Join Us?

This is a unique opportunity to lead and shape the operational success of practices within a growing company dedicated to excellence in patient care and practice management. Specialty1 Partners offers a dynamic environment with the chance to make a meaningful impact and contribute to our long-term success.

 Benefits:

• Strong Annual Performance-Based Bonus Plan
• BCBS High Deductible & PPO Medical Insurance Options 
• VSP Vision Coverage   
• BCBS PPO Dental Insurance   
• Complimentary Life Insurance Policy   
• Short-term & Long-Term Disability   
• Pet Insurance Coverage  
• 401(k) plan 
• HSA / FSA Account Access 
• Identity Theft Protection 
• Legal Services Package 
• Hospital/Accident/Critical Care Coverage 
• Paid Time Off   
• Diverse and Inclusive Work Environment

We believe in transparency through the talent acquisition process; we support our team members, past, future, and present, to make the best decision for themselves and their families. Starting off on the right foot with pay transparency is just one way that we are supporting this mission. 

Position Base Pay Range: $150,000 USD - $200,000 USD

Specialty1 Partners is the direct employer of non-clinical employees only. For clinical employees, the applicable practice entity listed above in the job posting is the employer. Specialty1 Partners generates job postings and offer letters to assist with human resources and payroll support provided to the applicable practice. Clinical employees include dental assistants and staff assisting with actual direct treatment of patients. Non-clinical employees include the office manager, front desk staff, marketing staff, and any other staff providing administrative duties.

Specialty1 Partners and its affiliates are equal-opportunity employers who recognize the value of a diverse workforce. All suitably qualified applicants will receive consideration for employment based on objective criteria and without regard to the following (which is a non-exhaustive list): race, color, age, religion, gender, national origin, disability, sexual orientation, gender identity, protected veteran status, or other characteristics in accordance with the relevant governing laws. Specialty1 Partners' Privacy Policy and CCPA statement are available for view and download at https://www.specialty1partners.com/privacy-policy/ 

Specialty1 Partners and all its affiliates participate in the federal government’s E-Verify program. Specialty1 further participates in the E-Verify Program on behalf of the clinical practice entities which are supported by Specialty1. E-Verify is used to confirm the employment authorization of all newly hired employees through an electronic database maintained by the Social Security Administration and Department of Homeland Security. The E-Verify process is completed in conjunction with a new hire’s completion of Form I-9, Employment Eligibility Verification upon commencement of employment. E-Verify is not used as a tool to pre-screen candidates. For up-to-date information on E-Verify, go to www.e-verify.gov and click on the Employees Link to learn more.

Specialty1 Partners and its affiliates uses mobile messages in relation to your job application. Message frequency varies. Message and data rates may apply. Reply STOP to opt-out of future messaging. Reply HELP for help. View our Privacy & SMS Policy here. By submitting your application you agree to receive text messages from Specialty1 and its affiliates as outlined above. 

 

Sprinklr is the definitive, AI-native platform for Unified Customer Experience Management (Unified-CXM), empowering brands to deliver extraordinary experiences at scale — across every customer touchpoint.

The National HR Director, Care Center Operations is a pivotal leadership role responsible for aligning HR initiatives with the operational and strategic goals of healthcare clinics across multiple markets, including the establishment of a strong identity and culture for this burgeoning vertical.

Muck Rack is the leading SaaS platform for public relations and communications professionals. Our mission is to enable organizations to build trust, tell their stories, and demonstrate the unique value of earned media. Muck Rack’s AI-powered, comprehensive, and integrated platform streamlines the PR workflow to help businesses generate positive media coverage, monitor mentions to manage brand reputation, and analyze PR’s impact on business outcomes. By combining media database, monitoring, and reporting into one dynamic platform, we empower teams to collaborate seamlessly, pitch effectively, and analyze results faster and more efficiently.

Founder-controlled, fully distributed, and growing sustainably, Muck Rack has received several awards for its unparalleled culture and product from organizations like Inc., Quartz, G2, and BuiltIn. We value resilience, transparency, ownership, and customer devotion, and infuse these values into everything we do.

We’re looking for a VP of Analytics to build and lead the team that powers how Muck Rack understands its business. This is our first dedicated analytics leadership hire at this level, and it represents an opportunity to shape the function from the ground up, owning the data platform, the metric definitions, and the analytical infrastructure that drives decision-making across every department.

You’ll lead a team of analytics engineers and business analysts, with the analysts embedded directly in departments. Your job is to make sure the entire company is working from the same numbers, that our operating cadences are powered by trustworthy and automated data, and that we are building toward an AI-native analytics experience where stakeholders can access insights on demand.

What makes this role distinctive is that it’s not just about building dashboards and answering data questions. You’ll act as a product manager for the analytics function, deeply understanding the workflows, decisions, and pain points of each business team your analysts serve, and proactively building the data products and tooling that help those teams perform at a higher level. You’ll balance the long tail of ad hoc requests against building the next layer of infrastructure, and you’ll own the prioritization framework that keeps the team focused on the highest-leverage work.

This role reports directly to the COO/CFO.

What you’ll do:

Own the data and metric definitions

• Define and maintain the single source of truth for every business metric at Muck Rack: from ARR and net retention to pipeline conversion and feature adoption
• Own the analytics engineering function: a small, high-leverage team that maintains our dbt project and builds the semantic layer that powers both human and AI-driven analytics and decides how data is modeled, curated and exposed
• Set the AI analytics roadmap: architect the path from today’s dashboard-driven reporting toward a natural language, self-service model where stakeholders can query metrics directly

Lead embedded business analysts as their “product manager”

• Manage and build a team of embedded business analysts each reporting to you while sitting functionally within their business team
• Deeply understand the workflows of each function your team serves. Map out what a CSM does in a given day, week, and quarter. Understand what the best-performing reps do differently. Identify where data and tooling can systematize what great looks like and build it
• Treat each department as a “customer” of the analytics team: understand their use cases, anticipate their needs, and proactively build the data products and dashboards that help them perform, rather than waiting for requests
• Set quality standards and methodology across all analysts to ensure consistency in metric definitions, analytical rigor, and output quality — regardless of which function they’re embedded in
• Build and run the BA community of practice: weekly syncs, peer review, shared learnings, and professional development

Manage the intake and prioritization of analytical work

• Build and operate the prioritization framework that balances the long tail of ad hoc requests against investment in infrastructure, automation, and proactive insight-building
• Be the gatekeeper: protect the team’s capacity for high-leverage work (semantic layer, AI tooling, automated reporting) while ensuring urgent business questions still get fast answers
• Make the trade-offs visible stakeholders should understand what the team is working on, why, and what’s in the queue

Drive the BI and AI analytics strategy

• Evaluate and evolve our BI tooling strategy, with a focus on enabling faster, more flexible report creation without tools and dashboards proliferating unchecked
• Build the semantic layer as the foundation for consistent metric definitions across every consumption layer including dashboards, ad hoc analysis, and AI agents
• Deliver a natural language querying capability that lets executives and operators get quick answers to metric questions without submitting a request

How success will be measured in this role:

• Every department leader says they have better, more reliable data support than they did 6 months ago
• The company operates from a single, trusted set of metric definitions — no more “my number says X but your number says Y”
• Key company input metric readings are automated and delivered on time every week, with minimal manual effort
• The semantic layer covers the top 30+ business metrics and is actively used by analysts and (over time) AI agents
• Ad hoc request turnaround time decreases as self-serve capabilities and proactive analytics increase
• The embedded BA model produces measurable improvements in the functions they serve — better pipeline forecasting, earlier churn identification, more efficient marketing spend
• The team ships AI analytics capabilities (natural language querying, automated variance commentary) that reduce manual reporting burden

If the details below describe you, you could be a great fit for this role:

• 8+ years of progressive analytics leadership experience, including managing both analytics engineers and business analysts at a B2B SaaS company
• Track record of building and scaling embedded or hub-and-spoke analytics models where analysts sit within business functions but report centrally
• Deep understanding of the modern data stack. You’ve worked with dbt, Snowflake (or equivalent), and at least one major BI tool. You have a point of view on semantic layers and how they change the analytics operating model
• Experience acting as a “product manager” for an analytics function, including mapping stakeholder workflows, proactively building data products, and making deliberate prioritization decisions about where the team spends its time
• You’ve managed the tension between ad hoc requests and long-term infrastructure investment, and you have a framework for how to balance them
• Demonstrated ability to partner with and influence C-level and VP-level stakeholders across Sales, Finance, Product, and Customer Success, with strong executive presence and business acumen
• Comfort with AI/LLM-enabled analytics. You don’t need to be an ML engineer, but you should have a clear and informed point of view on how AI changes the analytics function and the ambition to build toward it
• Strong opinions about BI tooling, data quality, and what “self-serve analytics” actually looks like in practice (not just a buzzword)
• You can translate a business question into a data model, and a data model into a business narrative. You’re as comfortable in a board meeting as you are reviewing a dbt pull request
• Alignment with Muck Rack’s core values: Customer Devotion, Resilience, Transparency, Ownership
• Proactively incorporate AI tools into day to day work to improve productively and accelerate delivery

Nice to haves:

• Background in or exposure to media, PR, communications, or content-oriented businesses
• Experience evaluating or leading a BI tool migration (e.g., from Looker to Hex, or from dashboard-heavy to semantic-layer-first architecture)
• Hands-on experience with dbt Semantic Layer, MetricFlow, or similar metric definition frameworks
• Experience building AI-powered analytics tools (text-to-SQL agents, automated reporting, anomaly detection)

Interview Overview

Here’s what you can expect from our process. We’ll keep you informed at every step and let you know if anything changes along the way.

• Intro call with a member of our Talent Team
• A video interview with the CFO/COO
• A case exercise: given a sample business scenario and dataset, walk us through how you would structure the analytics support, prioritize requests, and build toward proactive insight delivery
• Panel interviews with members of the executive team and key cross-functional stakeholders

Travel & Team Engagement Expectations

This role requires up to 10% travel for team collaboration, customer engagements, and company events. As part of our commitment to building strong connections across our fully distributed team, attendance at our annual company offsite (typically held in Mexico) is expected.

Salary

In the US, the on target earnings for this role is $250,000 – $300,000, depending on skills and experience. Total compensation for this role consists of base salary, bonus, and equity. We take a geo-neutral approach to compensation within the US, meaning that we pay based on job function and level, not location.

Individual compensation decisions are based on a number of factors, including experience level, skillset, and balancing internal equity relative to peers at the company. We expect the majority of the candidates who are offered roles at our company to fall healthily throughout the range based on these factors. We recognize that the person we hire may be less experienced (or more senior) than this job description as posted. If that ends up being the case, the updated salary range will be communicated with you as a candidate.

Why Muck Rack?

Remote Work, Forever

• Fully distributed team with a permanent remote setup
• Home office stipend, phone and internet reimbursement, coworking membership
• Virtual and in-person team bonding (lunches, events, competitions)

Transparent & Fair Compensation

• Competitive geo-neutral pay in the U.S.
• Annual reviews to ensure equity and market alignment
• Standardized bonus or commission structure
• 401(k) with employer contributions
• Equity opportunities

Health & Wellness

• Comprehensive medical, dental, vision, disability, and life insurance for employees and dependents
• 100% premium coverage for individuals on high-deductible plans
• 24⁄7 Virtual Care and Employee Assistance Program
• Employer-funded HSA contributions and other pre-tax benefits
• Quarterly wellness stipend and free Headspace subscription

Time Off & Family Benefits

• 4+ weeks of PTO, plus paid sick and mental health days
• 13 paid holidays with the option to swap for personal days
• Up to 16 weeks of fully paid parental leave

Learning and Development

• Transparent pathways for internal mobility and promotion
• Bi-annual performance reviews, team workshops, and leadership training
• Unlimited access to Coursera and O’Reilly
• 2 additional PTO days annually for learning and development

Inclusive, Customer-First Culture

• Commitment to equity and valuing diverse perspectives
• Agile, founder-led company focused on collaboration and innovation
• Trusted by 3,000+ companies worldwide

Note: Benefits and compensation reflect offerings for U.S.-based employees. Support is provided for employees in other locations, in compliance with local laws and regulations.

While we are a fully distributed team, we do have limitations on where we can hire and maintain a list of acceptable working locations based on job function. If we are unable to hire in your current location for the role for which you applied, you will be notified via email. While we enjoy many benefits as a permanently distributed and remote company, we cannot always support relocation or extended travel and have guidelines in place to ensure compliant work away from your designated permanent residence.

#LI-Remote

Please note: For detailed information regarding our GDPR and/or CCPA compliance policies, including how we handle personal data and privacy rights, kindly refer to the email correspondence accompanying this application.

Muck Rack does not accept unsolicited resumes from search firms or any other third parties. Any unsolicited resume sent to Muck Rack will be considered Muck Rack property, and Muck Rack will not pay a fee should it hire the subject of any unsolicited resume.

Muck Rack considers applicants for all positions on the basis of merit, qualifications, and business needs, and without regard to race, color, national origin, religion, sex, age, disability, sexual orientation, gender identity, alienage or citizenship status, ancestry, marital status, genetic predisposition or carrier status, veteran status, familial status, status as a victim of domestic violence, or any other status or characteristic protected by applicable federal, state, or local law.

Note to applicants/job seekers: We have recently been made aware of scams impersonating Muck Rack’s HR team. Please be cautious of these attempts to elicit banking or other financial or sensitive information. Muck Rack will never request financial information during the interview process, and follow ups for interviews or next steps will always come from an ‘@muckrack.com’ email address. If you are contacted by anyone from a different domain who claims to be from Muck Rack, please forward the communication to legal@muckrack.com.

Who we are

At CarGurus (NASDAQ: CARG), our mission is to give people the power to reach their destination. We started as a small team of developers determined to bring trust and transparency to car shopping. Since then, our history of innovation and go-to-market acceleration has driven industry-leading growth. In fact, we’re the largest and fastest-growing automotive marketplace, and we’ve been profitable for over 15 years.

What we do

The market is evolving, and we are too, moving the entire automotive journey online and guiding our customers through every step. That includes everything from the sale of an old car to the financing, purchase, and delivery of a new one. Today, tens of millions of consumers visit CarGurus.com each month, and ~30,000 dealerships use our products. But they’re not the only ones who love CarGurus—our employees do, too. We have a people-first culture that fosters kindness, collaboration, and innovation, and empowers our Gurus with tools to fuel their career growth. Disrupting a trillion-dollar industry requires fresh and diverse perspectives. Come join us for the ride!

Role overview

CarGurus is seeking a Vice President of Corporate Strategy to drive the company’s next phase of growth and transformation. This leader will oversee Corporate Strategy, Strategic Program & Project Execution (SPPE), Strategic Partnerships, and Leadership Operations, acting as both strategist and operator, shaping long-term vision, unlocking growth opportunities, and ensuring disciplined execution.

As a member of the senior management team, you’ll partner closely with the executive team to evaluate strategic opportunities, define company priorities, and translate them into actionable plans. You’ll guide how we set goals, measure success, and build alignment and accountability across the organization.

What you’ll do

Strategy:

• Define and refine the strategic roadmap, including growth opportunities, business model evolution, competitive positioning, and build/buy/partner strategies.
• Lead annual and quarterly strategic planning, including setting objectives, aligning cross-functional priorities, and translating strategy into operating plans and measurable KPIs.
• Partner cross-functionally to ensure strategy is grounded in market reality and informed by consumer, dealer, data, and AI trends. Make sure the business is implementing and applying learnings.
• Identify and size new market opportunities, leveraging market intelligence, customer research, and data trends to guide product and investment priorities.
• Develop and evolve business models across CarGurus, evaluating monetization and partnership structures that drive growth and profitability.
• Evaluate build, buy, and partner options to accelerate capability development, expansion into new segments, or differentiation of core offerings.
• Act as an internal consultant, leading small, high-impact projects that address key business questions, performance challenges, or emerging opportunities.

Strategic Program & Project Execution (SPPE)

• Lead the SPPE function to plan, orchestrate, and deliver enterprise-wide, business-critical programs through consistent, transparent practices that accelerate execution.
• Drive alignment, prioritization, and execution discipline across the strategic portfolio, ensuring clear ownership, integrated roadmaps, and proactive risk management.
• Champion organization-wide adoption of SPPE capabilities, embedding shared planning, measurement, and performance practices that foster execution excellence.

Strategic Partnerships

• Own the strategic partnerships agenda: identify, evaluate, and negotiate alliances that advance our product innovation and business growth goals.
• Manage the full partnership lifecycle — from selection and deal structuring through execution, governance, and performance measurement.
• Collaborate with Legal, Finance, Product, Operations, and business units to ensure partnerships are strategically aligned and value-accretive.

Leadership Operations

• Lead the company’s leadership operating rhythm, including leadership team meetings, strategic offsites, and quarterly reviews.
• Drive leadership effectiveness through structured governance, clear decision-making, and accountability frameworks.
• Enable cross-functional alignment and transparent communication of strategic priorities across the organization.

Team Leadership & Culture

• Build and lead a high-performing team of strategy, planning, and partnership professionals.
• Foster a culture of strategic clarity, accountability, and operational excellence.
• Develop team members to think critically, act with ownership, and deliver measurable business impact.

What you’ll bring

• Bachelor’s degree required; MBA or equivalent experience strongly preferred.
• 10+ years of experience, including 5+ years in management consulting or corporate strategy leadership in a high-growth environment, technology experience preferred.
• Proven success leading strategy development and execution, with deep expertise in strategic planning, portfolio management, and performance improvement.
• Strong financial acumen and analytical rigor, skilled in building business cases, scenario models, and ROI analyses.
• Demonstrated experience leading complex, cross-functional initiatives and organizational transformation.
• Exceptional communicator and influencer, able to translate complex strategy into clear, actionable narratives and engage senior leaders and the Board
• Entrepreneurial and adaptable, with a “roll up your sleeves” mindset and comfort leading through ambiguity.
• High integrity, sound judgment, and a results-driven orientation.
• Relationship builder and influence across the organization.
• Strategic thought partner who drives alignment, decision-making, and cross-functional collaboration.

The displayed range represents the expected annual base salary / On-Target Earnings (OTE) for this position. On-Target Earnings (OTE) is inclusive of base salary and on-target commission earnings, which applies exclusively to sales roles.

Individual pay within this range is determined by work location and other factors such as job-related skills, experience, and relevant education or training.

This annual base salary forms part of a comprehensive Total Rewards Package. In addition to benefits, this role may qualify for discretionary bonuses/incentives and Restricted Stock Units (RSUs).

Position Pay Range

$240,000—$300,000 USD

Working at CarGurus

We reward our Gurus’ curiosity and passion with best-in-class benefits and compensation, including equity for all employees, both when they start and as they continue to grow with us. Our career development and corporate giving programs, as well as our employee resource groups (ERGs) and communities, help people build connections while making an impact in personally meaningful ways. A flexible hybrid model and robust time off policies encourage work-life balance and individual well-being. Thoughtful perks like daily free lunch, a new car discount, meditation and fitness apps, commuting cost coverage, and more help our people create space for what matters most in their personal and professional lives.

We welcome all

CarGurus strives to be a place to which people can bring the ultimate expression of themselves and their potential—starting with our hiring process. We do not discriminate based on race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. We foster an inclusive environment that values people for their skills, experiences, and unique perspectives. That’s why we hope you’ll apply even if you don’t check every box listed in the job description. We also encourage you to tell your recruiter if you require accommodations to participate in our hiring process due to a disability so we can provide the appropriate support. We want to know what only you can bring to CarGurus. #LI-Hybrid

Who we are

At CarGurus (NASDAQ: CARG), our mission is to give people the power to reach their destination. We started as a small team of developers determined to bring trust and transparency to car shopping. Since then, our history of innovation and go-to-market acceleration has driven industry-leading growth. In fact, we’re the largest and fastest-growing automotive marketplace, and we’ve been profitable for over 15 years.

What we do

The market is evolving, and we are too, moving the entire automotive journey online and guiding our customers through every step. That includes everything from the sale of an old car to the financing, purchase, and delivery of a new one. Today, tens of millions of consumers visit CarGurus.com each month, and ~30,000 dealerships use our products. But they’re not the only ones who love CarGurus—our employees do, too. We have a people-first culture that fosters kindness, collaboration, and innovation, and empowers our Gurus with tools to fuel their career growth. Disrupting a trillion-dollar industry requires fresh and diverse perspectives. Come join us for the ride!

Role overview

CarGurus is seeking a Vice President of Corporate Strategy to drive the company’s next phase of growth and transformation. This leader will oversee Corporate Strategy, Strategic Program & Project Execution (SPPE), Strategic Partnerships, and Leadership Operations, acting as both strategist and operator, shaping long-term vision, unlocking growth opportunities, and ensuring disciplined execution.

As a member of the senior management team, you’ll partner closely with the executive team to evaluate strategic opportunities, define company priorities, and translate them into actionable plans. You’ll guide how we set goals, measure success, and build alignment and accountability across the organization.

What you’ll do

Strategy:

• Define and refine the strategic roadmap, including growth opportunities, business model evolution, competitive positioning, and build/buy/partner strategies.
• Lead annual and quarterly strategic planning, including setting objectives, aligning cross-functional priorities, and translating strategy into operating plans and measurable KPIs.
• Partner cross-functionally to ensure strategy is grounded in market reality and informed by consumer, dealer, data, and AI trends. Make sure the business is implementing and applying learnings.
• Identify and size new market opportunities, leveraging market intelligence, customer research, and data trends to guide product and investment priorities.
• Develop and evolve business models across CarGurus, evaluating monetization and partnership structures that drive growth and profitability.
• Evaluate build, buy, and partner options to accelerate capability development, expansion into new segments, or differentiation of core offerings.
• Act as an internal consultant, leading small, high-impact projects that address key business questions, performance challenges, or emerging opportunities.

Strategic Program & Project Execution (SPPE)

• Lead the SPPE function to plan, orchestrate, and deliver enterprise-wide, business-critical programs through consistent, transparent practices that accelerate execution.
• Drive alignment, prioritization, and execution discipline across the strategic portfolio, ensuring clear ownership, integrated roadmaps, and proactive risk management.
• Champion organization-wide adoption of SPPE capabilities, embedding shared planning, measurement, and performance practices that foster execution excellence.

Strategic Partnerships

• Own the strategic partnerships agenda: identify, evaluate, and negotiate alliances that advance our product innovation and business growth goals.
• Manage the full partnership lifecycle — from selection and deal structuring through execution, governance, and performance measurement.
• Collaborate with Legal, Finance, Product, Operations, and business units to ensure partnerships are strategically aligned and value-accretive.

Leadership Operations

• Lead the company’s leadership operating rhythm, including leadership team meetings, strategic offsites, and quarterly reviews.
• Drive leadership effectiveness through structured governance, clear decision-making, and accountability frameworks.
• Enable cross-functional alignment and transparent communication of strategic priorities across the organization.

Team Leadership & Culture

• Build and lead a high-performing team of strategy, planning, and partnership professionals.
• Foster a culture of strategic clarity, accountability, and operational excellence.
• Develop team members to think critically, act with ownership, and deliver measurable business impact.

What you’ll bring

• Bachelor’s degree required; MBA or equivalent experience strongly preferred.
• 10+ years of experience, including 5+ years in management consulting or corporate strategy leadership in a high-growth environment, technology experience preferred.
• Proven success leading strategy development and execution, with deep expertise in strategic planning, portfolio management, and performance improvement.
• Strong financial acumen and analytical rigor, skilled in building business cases, scenario models, and ROI analyses.
• Demonstrated experience leading complex, cross-functional initiatives and organizational transformation.
• Exceptional communicator and influencer, able to translate complex strategy into clear, actionable narratives and engage senior leaders and the Board
• Entrepreneurial and adaptable, with a “roll up your sleeves” mindset and comfort leading through ambiguity.
• High integrity, sound judgment, and a results-driven orientation.
• Relationship builder and influence across the organization.
• Strategic thought partner who drives alignment, decision-making, and cross-functional collaboration.

The displayed range represents the expected annual base salary / On-Target Earnings (OTE) for this position. On-Target Earnings (OTE) is inclusive of base salary and on-target commission earnings, which applies exclusively to sales roles.

Individual pay within this range is determined by work location and other factors such as job-related skills, experience, and relevant education or training.

This annual base salary forms part of a comprehensive Total Rewards Package. In addition to benefits, this role may qualify for discretionary bonuses/incentives and Restricted Stock Units (RSUs).

Position Pay Range

$240,000—$300,000 USD

Working at CarGurus

We reward our Gurus’ curiosity and passion with best-in-class benefits and compensation, including equity for all employees, both when they start and as they continue to grow with us. Our career development and corporate giving programs, as well as our employee resource groups (ERGs) and communities, help people build connections while making an impact in personally meaningful ways. A flexible hybrid model and robust time off policies encourage work-life balance and individual well-being. Thoughtful perks like daily free lunch, a new car discount, meditation and fitness apps, commuting cost coverage, and more help our people create space for what matters most in their personal and professional lives.

We welcome all

CarGurus strives to be a place to which people can bring the ultimate expression of themselves and their potential—starting with our hiring process. We do not discriminate based on race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. We foster an inclusive environment that values people for their skills, experiences, and unique perspectives. That’s why we hope you’ll apply even if you don’t check every box listed in the job description. We also encourage you to tell your recruiter if you require accommodations to participate in our hiring process due to a disability so we can provide the appropriate support. We want to know what only you can bring to CarGurus. #LI-Hybrid

Company Description

About the Organization

KIPP Public Schools is a national network of tuition-free public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 279 schools, nearly 16,500 educators, and nearly 210,000 students and alumni.

Our mission: Together with families and communities, we 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.

Our vision: Every child grows up free to create the future they want for themselves and their communities.

The KIPP Foundation is a nonprofit organization that supports KIPP public charter schools across the country. The KIPP Foundation helps to develop outstanding educators to lead KIPP schools; provides tools and resources for excellent teaching and learning; promotes innovation; and facilitates the exchange of insights and ideas across KIPP and other public schools and organizations.

About Our Values:

Excellent Results for Students: We value results over effort and know that our work is not finished until all students thrive. We maintain high expectations for self, team, and students. We drive outcomes by operating with agility, removing barriers, differentiating support, and prioritizing student-centered solutions—especially for those at the margins.

Collective Impact: We are one team. We win together. We embody a one-team mindset by working collaboratively across teams, aligning goals, and leveraging the strengths of all teammates. We build trust-based relationships and ensure inclusive decision-making by engaging those closest to the work. We provide clarity through simple, repeatable systems and goals that enable transformational outcomes.

Courageous Action: Our belief in what we can achieve is unwavering, fueling our optimism and commitment to overcome any challenge. We demonstrate an unwavering belief in students' potential and a commitment to addressing systemic inequities. We approach challenges with resilience, a solutions-focused mindset, and adaptability. We foster a psychologically safe environment centered on trust and accountability where feedback is encouraged. We leverage data to reflect on progress, own setbacks, celebrate successes, and continuously improve to maximize impact.

Job Description

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 service of students and communities. We are committed to setting a high 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 strategy that connects every part of the employee experience—from how we attract and onboard talent, to how we develop, engage, and retain our 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 support leaders, but empower them to deliver meaningful results and thrive.

At KIPP, we believe great outcomes are driven by great leaders operating within 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.

Responsibilities

Talent Strategy & Organizational Alignment

• 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.
  
  

Talent Systems & Organizational Effectiveness

• 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, 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 monitor organizational health, identify risks, and drive continuous improvement across talent systems.
  
  

Employee Relations, Policy & Risk Management

• 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.
  
  

Leadership & Team Management

• 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 and integration across talent systems, ensuring a seamless and consistent employee experience across both sub teams.
• Foster a high-performing, outcomes-driven culture across the Talent team that emphasizes accountability, collaboration, and continuous improvement.
• Build leadership capacity across the team by coaching senior leaders, strengthening decision-making, and ensuring 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 across the Foundation.
  
  

Organizational Talent Planning & Culture

• Partner with leadership to drive annual workforce planning, talent strategy, and culture priorities aligned to organizational goals.
• Ensure alignment between talent strategy, employee experience, and organizational culture, reinforcing a high bar for performance and development.
• Support the organization in building a strong, inclusive, and high-performing workforce, aligned to KIPP’s mission and values.
  
  

Qualifications

Skills And Mindsets

• Mission and Student Focus: Demonstrates passion and commitment to KIPP’s mission and possesses the desire and ability to uphold KIPP’s core values (Focus on Excellent Results, Collective Impact, and Courageous Action).
• Self-Management: Demonstrated record of setting and achieving ambitious goals for their departments in complex or ambiguous environment and effectively distributes and redistributes work among direct reports, teammates.
• Work Management: Sets a clear vision that ensures alignment of the teams work to organizational goals. Effectively prioritize and deliver work products that ensure sustainability and scalability of work.
• Data Driven Actions: Able to generate, implement, and evaluate solutions with a focus on scalability and sustainability.
• Problem Solving: Takes calculated risks to test and implements correct, scalable solutions.
• Change Management: Takes calculated risks to test and implements correct, scalable solutions. Addresses the root of problems and removes obstacles from work. Understands how solutions may unearth other obstacles further downstream.
• People Management and Development: Effectively ensures strong professional development and coaching for teammates directly and through layers. Proficient in the mechanics of succession management and performance management for teammates.
  
  

Experience And Qualifications

• 8+ years of senior HR and talent management leadership experience in nonprofit or education contexts at progressive levels of responsibility with evidence of successful development and organizational outcomes
• Understanding of current education climate and corresponding response strategies for the communities we serve
• 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
  
  

Additional Information

Work Conditions

• Travel: Moderate Travel: Up to 10% (up to 20 days per year)
• Full, exempt role
  
  

Location

It is preferred, but not mandatory for this role to be based out of a KIPP Foundation office. This role also has the option of working from a remote office full-time. KIPP Foundation offices are in NYC and Chicago.

Compensation And Benefits

In compliance with local law, we are disclosing the compensation, or a range thereof, for roles in locations where legally required. Actual salaries will vary based on several factors, including but not limited to external market data, internal equity, and relevant experience. The salary range for this position is $197,600-$236,500. In addition, KIPP Foundation provides a variety of benefits to employees, including: 

• 25 holidays for + 18 days additional flexible PTO days (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 and 75% for employee + family’s medical/dental/vision plans.
• Wellness benefits such as fitness reimbursements, discounted tickets to theme parks/attractions, backup care support for children and adults/elders, and our employee assistance program
• Finance Security benefits include such as a 401K retirement plan with 4% match, employer-sponsored legal plans, life/disability insurance, and flexible spending accounts
  
  

KIPP Foundation embraces the opportunity to build a workforce that reflects the diversity of the students and communities with whom we work and the world that’s around them. Being an equal opportunity employer means that we take seriously our responsibility to consider qualified candidates on the basis of merit, without regard to race, color, religion, national origin, gender, sexual orientation, gender identity or expression, age, mental or physical disability, and genetic information, marital status, citizenship status, military status, protected veteran status or any other category protected by law.

Company Description

About the Organization

KIPP Public Schools is a national network of tuition-free public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 279 schools, nearly 16,500 educators, and nearly 210,000 students and alumni.

Our mission: Together with families and communities, we 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.

Our vision: Every child grows up free to create the future they want for themselves and their communities.

The KIPP Foundation is a nonprofit organization that supports KIPP public charter schools across the country. The KIPP Foundation helps to develop outstanding educators to lead KIPP schools; provides tools and resources for excellent teaching and learning; promotes innovation; and facilitates the exchange of insights and ideas across KIPP and other public schools and organizations.

About Our Values:

Excellent Results for Students: We value results over effort and know that our work is not finished until all students thrive. We maintain high expectations for self, team, and students. We drive outcomes by operating with agility, removing barriers, differentiating support, and prioritizing student-centered solutions—especially for those at the margins.

Collective Impact: We are one team. We win together. We embody a one-team mindset by working collaboratively across teams, aligning goals, and leveraging the strengths of all teammates. We build trust-based relationships and ensure inclusive decision-making by engaging those closest to the work. We provide clarity through simple, repeatable systems and goals that enable transformational outcomes.

Courageous Action: Our belief in what we can achieve is unwavering, fueling our optimism and commitment to overcome any challenge. We demonstrate an unwavering belief in students' potential and a commitment to addressing systemic inequities. We approach challenges with resilience, a solutions-focused mindset, and adaptability. We foster a psychologically safe environment centered on trust and accountability where feedback is encouraged. We leverage data to reflect on progress, own setbacks, celebrate successes, and continuously improve to maximize impact.

Job Description

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 service of students and communities. We are committed to setting a high 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 strategy that connects every part of the employee experience—from how we attract and onboard talent, to how we develop, engage, and retain our 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 support leaders, but empower them to deliver meaningful results and thrive.

At KIPP, we believe great outcomes are driven by great leaders operating within 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.

Responsibilities

Talent Strategy & Organizational Alignment

• 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.
  
  

Talent Systems & Organizational Effectiveness

• 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, 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 monitor organizational health, identify risks, and drive continuous improvement across talent systems.
  
  

Employee Relations, Policy & Risk Management

• 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.
  
  

Leadership & Team Management

• 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 and integration across talent systems, ensuring a seamless and consistent employee experience across both sub teams.
• Foster a high-performing, outcomes-driven culture across the Talent team that emphasizes accountability, collaboration, and continuous improvement.
• Build leadership capacity across the team by coaching senior leaders, strengthening decision-making, and ensuring 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 across the Foundation.
  
  

Organizational Talent Planning & Culture

• Partner with leadership to drive annual workforce planning, talent strategy, and culture priorities aligned to organizational goals.
• Ensure alignment between talent strategy, employee experience, and organizational culture, reinforcing a high bar for performance and development.
• Support the organization in building a strong, inclusive, and high-performing workforce, aligned to KIPP’s mission and values.
  
  

Qualifications

Skills And Mindsets

• Mission and Student Focus: Demonstrates passion and commitment to KIPP’s mission and possesses the desire and ability to uphold KIPP’s core values (Focus on Excellent Results, Collective Impact, and Courageous Action).
• Self-Management: Demonstrated record of setting and achieving ambitious goals for their departments in complex or ambiguous environment and effectively distributes and redistributes work among direct reports, teammates.
• Work Management: Sets a clear vision that ensures alignment of the teams work to organizational goals. Effectively prioritize and deliver work products that ensure sustainability and scalability of work.
• Data Driven Actions: Able to generate, implement, and evaluate solutions with a focus on scalability and sustainability.
• Problem Solving: Takes calculated risks to test and implements correct, scalable solutions.
• Change Management: Takes calculated risks to test and implements correct, scalable solutions. Addresses the root of problems and removes obstacles from work. Understands how solutions may unearth other obstacles further downstream.
• People Management and Development: Effectively ensures strong professional development and coaching for teammates directly and through layers. Proficient in the mechanics of succession management and performance management for teammates.
  
  

Experience And Qualifications

• 8+ years of senior HR and talent management leadership experience in nonprofit or education contexts at progressive levels of responsibility with evidence of successful development and organizational outcomes
• Understanding of current education climate and corresponding response strategies for the communities we serve
• 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
  
  

Additional Information

Work Conditions

• Travel: Moderate Travel: Up to 10% (up to 20 days per year)
• Full, exempt role
  
  

Location

It is preferred, but not mandatory for this role to be based out of a KIPP Foundation office. This role also has the option of working from a remote office full-time. KIPP Foundation offices are in NYC and Chicago.

Compensation And Benefits

In compliance with local law, we are disclosing the compensation, or a range thereof, for roles in locations where legally required. Actual salaries will vary based on several factors, including but not limited to external market data, internal equity, and relevant experience. The salary range for this position is $197,600-$236,500. In addition, KIPP Foundation provides a variety of benefits to employees, including: 

• 25 holidays for + 18 days additional flexible PTO days (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 and 75% for employee + family’s medical/dental/vision plans.
• Wellness benefits such as fitness reimbursements, discounted tickets to theme parks/attractions, backup care support for children and adults/elders, and our employee assistance program
• Finance Security benefits include such as a 401K retirement plan with 4% match, employer-sponsored legal plans, life/disability insurance, and flexible spending accounts
  
  

KIPP Foundation embraces the opportunity to build a workforce that reflects the diversity of the students and communities with whom we work and the world that’s around them. Being an equal opportunity employer means that we take seriously our responsibility to consider qualified candidates on the basis of merit, without regard to race, color, religion, national origin, gender, sexual orientation, gender identity or expression, age, mental or physical disability, and genetic information, marital status, citizenship status, military status, protected veteran status or any other category protected by law.

Company Description

About the Organization

KIPP Public Schools is a national network of tuition-free public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 279 schools, nearly 16,500 educators, and nearly 210,000 students and alumni.

Our mission: Together with families and communities, we 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.

Our vision: Every child grows up free to create the future they want for themselves and their communities.

The KIPP Foundation is a nonprofit organization that supports KIPP public charter schools across the country. The KIPP Foundation helps to develop outstanding educators to lead KIPP schools; provides tools and resources for excellent teaching and learning; promotes innovation; and facilitates the exchange of insights and ideas across KIPP and other public schools and organizations.

About Our Values:

Excellent Results for Students: We value results over effort and know that our work is not finished until all students thrive. We maintain high expectations for self, team, and students. We drive outcomes by operating with agility, removing barriers, differentiating support, and prioritizing student-centered solutions—especially for those at the margins.

Collective Impact: We are one team. We win together. We embody a one-team mindset by working collaboratively across teams, aligning goals, and leveraging the strengths of all teammates. We build trust-based relationships and ensure inclusive decision-making by engaging those closest to the work. We provide clarity through simple, repeatable systems and goals that enable transformational outcomes.

Courageous Action: Our belief in what we can achieve is unwavering, fueling our optimism and commitment to overcome any challenge. We demonstrate an unwavering belief in students' potential and a commitment to addressing systemic inequities. We approach challenges with resilience, a solutions-focused mindset, and adaptability. We foster a psychologically safe environment centered on trust and accountability where feedback is encouraged. We leverage data to reflect on progress, own setbacks, celebrate successes, and continuously improve to maximize impact.

Job Description

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 service of students and communities. We are committed to setting a high 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 strategy that connects every part of the employee experience—from how we attract and onboard talent, to how we develop, engage, and retain our 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 support leaders, but empower them to deliver meaningful results and thrive.

At KIPP, we believe great outcomes are driven by great leaders operating within 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.

Responsibilities

Talent Strategy & Organizational Alignment

• 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.
  
  

Talent Systems & Organizational Effectiveness

• 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, 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 monitor organizational health, identify risks, and drive continuous improvement across talent systems.
  
  

Employee Relations, Policy & Risk Management

• 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.
  
  

Leadership & Team Management

• 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 and integration across talent systems, ensuring a seamless and consistent employee experience across both sub teams.
• Foster a high-performing, outcomes-driven culture across the Talent team that emphasizes accountability, collaboration, and continuous improvement.
• Build leadership capacity across the team by coaching senior leaders, strengthening decision-making, and ensuring 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 across the Foundation.
  
  

Organizational Talent Planning & Culture

• Partner with leadership to drive annual workforce planning, talent strategy, and culture priorities aligned to organizational goals.
• Ensure alignment between talent strategy, employee experience, and organizational culture, reinforcing a high bar for performance and development.
• Support the organization in building a strong, inclusive, and high-performing workforce, aligned to KIPP’s mission and values.
  
  

Qualifications

Skills And Mindsets

• Mission and Student Focus: Demonstrates passion and commitment to KIPP’s mission and possesses the desire and ability to uphold KIPP’s core values (Focus on Excellent Results, Collective Impact, and Courageous Action).
• Self-Management: Demonstrated record of setting and achieving ambitious goals for their departments in complex or ambiguous environment and effectively distributes and redistributes work among direct reports, teammates.
• Work Management: Sets a clear vision that ensures alignment of the teams work to organizational goals. Effectively prioritize and deliver work products that ensure sustainability and scalability of work.
• Data Driven Actions: Able to generate, implement, and evaluate solutions with a focus on scalability and sustainability.
• Problem Solving: Takes calculated risks to test and implements correct, scalable solutions.
• Change Management: Takes calculated risks to test and implements correct, scalable solutions. Addresses the root of problems and removes obstacles from work. Understands how solutions may unearth other obstacles further downstream.
• People Management and Development: Effectively ensures strong professional development and coaching for teammates directly and through layers. Proficient in the mechanics of succession management and performance management for teammates.
  
  

Experience And Qualifications

• 8+ years of senior HR and talent management leadership experience in nonprofit or education contexts at progressive levels of responsibility with evidence of successful development and organizational outcomes
• Understanding of current education climate and corresponding response strategies for the communities we serve
• 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
  
  

Additional Information

Work Conditions

• Travel: Moderate Travel: Up to 10% (up to 20 days per year)
• Full, exempt role
  
  

Location

It is preferred, but not mandatory for this role to be based out of a KIPP Foundation office. This role also has the option of working from a remote office full-time. KIPP Foundation offices are in NYC and Chicago.

Compensation And Benefits

In compliance with local law, we are disclosing the compensation, or a range thereof, for roles in locations where legally required. Actual salaries will vary based on several factors, including but not limited to external market data, internal equity, and relevant experience. The salary range for this position is $197,600-$236,500. In addition, KIPP Foundation provides a variety of benefits to employees, including: 

• 25 holidays for + 18 days additional flexible PTO days (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 and 75% for employee + family’s medical/dental/vision plans.
• Wellness benefits such as fitness reimbursements, discounted tickets to theme parks/attractions, backup care support for children and adults/elders, and our employee assistance program
• Finance Security benefits include such as a 401K retirement plan with 4% match, employer-sponsored legal plans, life/disability insurance, and flexible spending accounts
  
  

KIPP Foundation embraces the opportunity to build a workforce that reflects the diversity of the students and communities with whom we work and the world that’s around them. Being an equal opportunity employer means that we take seriously our responsibility to consider qualified candidates on the basis of merit, without regard to race, color, religion, national origin, gender, sexual orientation, gender identity or expression, age, mental or physical disability, and genetic information, marital status, citizenship status, military status, protected veteran status or any other category protected by law.

About The Organization

KIPP Public Schools is a national network of tuition-free public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 279 schools, nearly 16,500 educators, and nearly 210,000 students and alumni.

Our mission: Together with families and communities, we 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.

Our vision: Every child grows up free to create the future they want for themselves and their communities.

The KIPP Foundation is a nonprofit organization that supports KIPP public charter schools across the country. The KIPP Foundation helps to develop outstanding educators to lead KIPP schools; provides tools and resources for excellent teaching and learning; promotes innovation; and facilitates the exchange of insights and ideas across KIPP and other public schools and organizations.

About Our Values:

Excellent Results for Students: We value results over effort and know that our work is not finished until all students thrive. We maintain high expectations for self, team, and students. We drive outcomes by operating with agility, removing barriers, differentiating support, and prioritizing student-centered solutions—especially for those at the margins.

Collective Impact: We are one team. We win together. We embody a one-team mindset by working collaboratively across teams, aligning goals, and leveraging the strengths of all teammates. We build trust-based relationships and ensure inclusive decision-making by engaging those closest to the work. We provide clarity through simple, repeatable systems and goals that enable transformational outcomes.

Courageous Action: Our belief in what we can achieve is unwavering, fueling our optimism and commitment to overcome any challenge. We demonstrate an unwavering belief in students' potential and a commitment to addressing systemic inequities. We approach challenges with resilience, a solutions-focused mindset, and adaptability. We foster a psychologically safe environment centered on trust and accountability where feedback is encouraged. We leverage data to reflect on progress, own setbacks, celebrate successes, and continuously improve to maximize impact.

Job Description

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 service of students and communities. We are committed to setting a high 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 strategy that connects every part of the employee experience—from how we attract and onboard talent, to how we develop, engage, and retain our 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 support leaders, but empower them to deliver meaningful results and thrive.

At KIPP, we believe great outcomes are driven by great leaders operating within 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.

Responsibilities

Talent Strategy & Organizational Alignment

• 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.
  
  

Talent Systems & Organizational Effectiveness

• 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, 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 monitor organizational health, identify risks, and drive continuous improvement across talent systems.
  
  

Employee Relations, Policy & Risk Management

• 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.
  
  

Leadership & Team Management

• 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 and integration across talent systems, ensuring a seamless and consistent employee experience across both sub teams.
• Foster a high-performing, outcomes-driven culture across the Talent team that emphasizes accountability, collaboration, and continuous improvement.
• Build leadership capacity across the team by coaching senior leaders, strengthening decision-making, and ensuring 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 across the Foundation.
  
  

Organizational Talent Planning & Culture

• Partner with leadership to drive annual workforce planning, talent strategy, and culture priorities aligned to organizational goals.
• Ensure alignment between talent strategy, employee experience, and organizational culture, reinforcing a high bar for performance and development.
• Support the organization in building a strong, inclusive, and high-performing workforce, aligned to KIPP’s mission and values.
  
  

Qualifications

Skills and Mindsets

• Mission and Student Focus: Demonstrates passion and commitment to KIPP’s mission and possesses the desire and ability to uphold KIPP’s core values (Focus on Excellent Results, Collective Impact, and Courageous Action).
• Self-Management: Demonstrated record of setting and achieving ambitious goals for their departments in complex or ambiguous environment and effectively distributes and redistributes work among direct reports, teammates.
• Work Management: Sets a clear vision that ensures alignment of the teams work to organizational goals. Effectively prioritize and deliver work products that ensure sustainability and scalability of work.
• Data Driven Actions: Able to generate, implement, and evaluate solutions with a focus on scalability and sustainability.
• Problem Solving: Takes calculated risks to test and implements correct, scalable solutions.
• Change Management: Takes calculated risks to test and implements correct, scalable solutions. Addresses the root of problems and removes obstacles from work. Understands how solutions may unearth other obstacles further downstream.
• People Management and Development: Effectively ensures strong professional development and coaching for teammates directly and through layers. Proficient in the mechanics of succession management and performance management for teammates.
  
  

Experience And Qualifications

• 8+ years of senior HR and talent management leadership experience in nonprofit or education contexts at progressive levels of responsibility with evidence of successful development and organizational outcomes
• Understanding of current education climate and corresponding response strategies for the communities we serve
• 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
  
  

Additional Information

Work Conditions

• Travel: Moderate Travel: Up to 10% (up to 20 days per year)
• Full, exempt role
  
  

Location

It is preferred, but not mandatory for this role to be based out of a KIPP Foundation office. This role also has the option of working from a remote office full-time. KIPP Foundation offices are in NYC and Chicago.

Compensation And Benefits

In compliance with local law, we are disclosing the compensation, or a range thereof, for roles in locations where legally required. Actual salaries will vary based on several factors, including but not limited to external market data, internal equity, and relevant experience. The salary range for this position is $197,600-$236,500. In addition, KIPP Foundation provides a variety of benefits to employees, including: 

• 25 holidays for + 18 days additional flexible PTO days (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 and 75% for employee + family’s medical/dental/vision plans.
• Wellness benefits such as fitness reimbursements, discounted tickets to theme parks/attractions, backup care support for children and adults/elders, and our employee assistance program
• Finance Security benefits include such as a 401K retirement plan with 4% match, employer-sponsored legal plans, life/disability insurance, and flexible spending accounts
  
  

KIPP Foundation embraces the opportunity to build a workforce that reflects the diversity of the students and communities with whom we work and the world that’s around them. Being an equal opportunity employer means that we take seriously our responsibility to consider qualified candidates on the basis of merit, without regard to race, color, religion, national origin, gender, sexual orientation, gender identity or expression, age, mental or physical disability, and genetic information, marital status, citizenship status, military status, protected veteran status or any other category protected by law.

About The Organization

KIPP Public Schools is a national network of tuition-free public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 279 schools, nearly 16,500 educators, and nearly 210,000 students and alumni.

Our mission: Together with families and communities, we 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.

Our vision: Every child grows up free to create the future they want for themselves and their communities.

The KIPP Foundation is a nonprofit organization that supports KIPP public charter schools across the country. The KIPP Foundation helps to develop outstanding educators to lead KIPP schools; provides tools and resources for excellent teaching and learning; promotes innovation; and facilitates the exchange of insights and ideas across KIPP and other public schools and organizations.

About Our Values:

Excellent Results for Students: We value results over effort and know that our work is not finished until all students thrive. We maintain high expectations for self, team, and students. We drive outcomes by operating with agility, removing barriers, differentiating support, and prioritizing student-centered solutions—especially for those at the margins.

Collective Impact: We are one team. We win together. We embody a one-team mindset by working collaboratively across teams, aligning goals, and leveraging the strengths of all teammates. We build trust-based relationships and ensure inclusive decision-making by engaging those closest to the work. We provide clarity through simple, repeatable systems and goals that enable transformational outcomes.

Courageous Action: Our belief in what we can achieve is unwavering, fueling our optimism and commitment to overcome any challenge. We demonstrate an unwavering belief in students' potential and a commitment to addressing systemic inequities. We approach challenges with resilience, a solutions-focused mindset, and adaptability. We foster a psychologically safe environment centered on trust and accountability where feedback is encouraged. We leverage data to reflect on progress, own setbacks, celebrate successes, and continuously improve to maximize impact.

Job Description

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 service of students and communities. We are committed to setting a high 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 strategy that connects every part of the employee experience—from how we attract and onboard talent, to how we develop, engage, and retain our 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 support leaders, but empower them to deliver meaningful results and thrive.

At KIPP, we believe great outcomes are driven by great leaders operating within 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.

Responsibilities

Talent Strategy & Organizational Alignment

• 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.
  
  

Talent Systems & Organizational Effectiveness

• 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, 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 monitor organizational health, identify risks, and drive continuous improvement across talent systems.
  
  

Employee Relations, Policy & Risk Management

• 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.
  
  

Leadership & Team Management

• 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 and integration across talent systems, ensuring a seamless and consistent employee experience across both sub teams.
• Foster a high-performing, outcomes-driven culture across the Talent team that emphasizes accountability, collaboration, and continuous improvement.
• Build leadership capacity across the team by coaching senior leaders, strengthening decision-making, and ensuring 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 across the Foundation.
  
  

Organizational Talent Planning & Culture

• Partner with leadership to drive annual workforce planning, talent strategy, and culture priorities aligned to organizational goals.
• Ensure alignment between talent strategy, employee experience, and organizational culture, reinforcing a high bar for performance and development.
• Support the organization in building a strong, inclusive, and high-performing workforce, aligned to KIPP’s mission and values.
  
  

Qualifications

Skills and Mindsets

• Mission and Student Focus: Demonstrates passion and commitment to KIPP’s mission and possesses the desire and ability to uphold KIPP’s core values (Focus on Excellent Results, Collective Impact, and Courageous Action).
• Self-Management: Demonstrated record of setting and achieving ambitious goals for their departments in complex or ambiguous environment and effectively distributes and redistributes work among direct reports, teammates.
• Work Management: Sets a clear vision that ensures alignment of the teams work to organizational goals. Effectively prioritize and deliver work products that ensure sustainability and scalability of work.
• Data Driven Actions: Able to generate, implement, and evaluate solutions with a focus on scalability and sustainability.
• Problem Solving: Takes calculated risks to test and implements correct, scalable solutions.
• Change Management: Takes calculated risks to test and implements correct, scalable solutions. Addresses the root of problems and removes obstacles from work. Understands how solutions may unearth other obstacles further downstream.
• People Management and Development: Effectively ensures strong professional development and coaching for teammates directly and through layers. Proficient in the mechanics of succession management and performance management for teammates.
  
  

Experience And Qualifications

• 8+ years of senior HR and talent management leadership experience in nonprofit or education contexts at progressive levels of responsibility with evidence of successful development and organizational outcomes
• Understanding of current education climate and corresponding response strategies for the communities we serve
• 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
  
  

Additional Information

Work Conditions

• Travel: Moderate Travel: Up to 10% (up to 20 days per year)
• Full, exempt role
  
  

Location

It is preferred, but not mandatory for this role to be based out of a KIPP Foundation office. This role also has the option of working from a remote office full-time. KIPP Foundation offices are in NYC and Chicago.

Compensation And Benefits

In compliance with local law, we are disclosing the compensation, or a range thereof, for roles in locations where legally required. Actual salaries will vary based on several factors, including but not limited to external market data, internal equity, and relevant experience. The salary range for this position is $197,600-$236,500. In addition, KIPP Foundation provides a variety of benefits to employees, including: 

• 25 holidays for + 18 days additional flexible PTO days (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 and 75% for employee + family’s medical/dental/vision plans.
• Wellness benefits such as fitness reimbursements, discounted tickets to theme parks/attractions, backup care support for children and adults/elders, and our employee assistance program
• Finance Security benefits include such as a 401K retirement plan with 4% match, employer-sponsored legal plans, life/disability insurance, and flexible spending accounts
  
  

KIPP Foundation embraces the opportunity to build a workforce that reflects the diversity of the students and communities with whom we work and the world that’s around them. Being an equal opportunity employer means that we take seriously our responsibility to consider qualified candidates on the basis of merit, without regard to race, color, religion, national origin, gender, sexual orientation, gender identity or expression, age, mental or physical disability, and genetic information, marital status, citizenship status, military status, protected veteran status or any other category protected by law.

About The Organization

KIPP Public Schools is a national network of tuition-free public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 279 schools, nearly 16,500 educators, and nearly 210,000 students and alumni.

Our mission: Together with families and communities, we 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.

Our vision: Every child grows up free to create the future they want for themselves and their communities.

The KIPP Foundation is a nonprofit organization that supports KIPP public charter schools across the country. The KIPP Foundation helps to develop outstanding educators to lead KIPP schools; provides tools and resources for excellent teaching and learning; promotes innovation; and facilitates the exchange of insights and ideas across KIPP and other public schools and organizations.

About Our Values:

Excellent Results for Students: We value results over effort and know that our work is not finished until all students thrive. We maintain high expectations for self, team, and students. We drive outcomes by operating with agility, removing barriers, differentiating support, and prioritizing student-centered solutions—especially for those at the margins.

Collective Impact: We are one team. We win together. We embody a one-team mindset by working collaboratively across teams, aligning goals, and leveraging the strengths of all teammates. We build trust-based relationships and ensure inclusive decision-making by engaging those closest to the work. We provide clarity through simple, repeatable systems and goals that enable transformational outcomes.

Courageous Action: Our belief in what we can achieve is unwavering, fueling our optimism and commitment to overcome any challenge. We demonstrate an unwavering belief in students' potential and a commitment to addressing systemic inequities. We approach challenges with resilience, a solutions-focused mindset, and adaptability. We foster a psychologically safe environment centered on trust and accountability where feedback is encouraged. We leverage data to reflect on progress, own setbacks, celebrate successes, and continuously improve to maximize impact.

Job Description

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 service of students and communities. We are committed to setting a high 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 strategy that connects every part of the employee experience—from how we attract and onboard talent, to how we develop, engage, and retain our 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 support leaders, but empower them to deliver meaningful results and thrive.

At KIPP, we believe great outcomes are driven by great leaders operating within 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.

Responsibilities

Talent Strategy & Organizational Alignment

• 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.
  
  

Talent Systems & Organizational Effectiveness

• 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, 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 monitor organizational health, identify risks, and drive continuous improvement across talent systems.
  
  

Employee Relations, Policy & Risk Management

• 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.
  
  

Leadership & Team Management

• 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 and integration across talent systems, ensuring a seamless and consistent employee experience across both sub teams.
• Foster a high-performing, outcomes-driven culture across the Talent team that emphasizes accountability, collaboration, and continuous improvement.
• Build leadership capacity across the team by coaching senior leaders, strengthening decision-making, and ensuring 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 across the Foundation.
  
  

Organizational Talent Planning & Culture

• Partner with leadership to drive annual workforce planning, talent strategy, and culture priorities aligned to organizational goals.
• Ensure alignment between talent strategy, employee experience, and organizational culture, reinforcing a high bar for performance and development.
• Support the organization in building a strong, inclusive, and high-performing workforce, aligned to KIPP’s mission and values.
  
  

Qualifications

Skills and Mindsets

• Mission and Student Focus: Demonstrates passion and commitment to KIPP’s mission and possesses the desire and ability to uphold KIPP’s core values (Focus on Excellent Results, Collective Impact, and Courageous Action).
• Self-Management: Demonstrated record of setting and achieving ambitious goals for their departments in complex or ambiguous environment and effectively distributes and redistributes work among direct reports, teammates.
• Work Management: Sets a clear vision that ensures alignment of the teams work to organizational goals. Effectively prioritize and deliver work products that ensure sustainability and scalability of work.
• Data Driven Actions: Able to generate, implement, and evaluate solutions with a focus on scalability and sustainability.
• Problem Solving: Takes calculated risks to test and implements correct, scalable solutions.
• Change Management: Takes calculated risks to test and implements correct, scalable solutions. Addresses the root of problems and removes obstacles from work. Understands how solutions may unearth other obstacles further downstream.
• People Management and Development: Effectively ensures strong professional development and coaching for teammates directly and through layers. Proficient in the mechanics of succession management and performance management for teammates.
  
  

Experience And Qualifications

• 8+ years of senior HR and talent management leadership experience in nonprofit or education contexts at progressive levels of responsibility with evidence of successful development and organizational outcomes
• Understanding of current education climate and corresponding response strategies for the communities we serve
• 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
  
  

Additional Information

Work Conditions

• Travel: Moderate Travel: Up to 10% (up to 20 days per year)
• Full, exempt role
  
  

Location

It is preferred, but not mandatory for this role to be based out of a KIPP Foundation office. This role also has the option of working from a remote office full-time. KIPP Foundation offices are in NYC and Chicago.

Compensation And Benefits

In compliance with local law, we are disclosing the compensation, or a range thereof, for roles in locations where legally required. Actual salaries will vary based on several factors, including but not limited to external market data, internal equity, and relevant experience. The salary range for this position is $197,600-$236,500. In addition, KIPP Foundation provides a variety of benefits to employees, including: 

• 25 holidays for + 18 days additional flexible PTO days (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 and 75% for employee + family’s medical/dental/vision plans.
• Wellness benefits such as fitness reimbursements, discounted tickets to theme parks/attractions, backup care support for children and adults/elders, and our employee assistance program
• Finance Security benefits include such as a 401K retirement plan with 4% match, employer-sponsored legal plans, life/disability insurance, and flexible spending accounts
  
  

KIPP Foundation embraces the opportunity to build a workforce that reflects the diversity of the students and communities with whom we work and the world that’s around them. Being an equal opportunity employer means that we take seriously our responsibility to consider qualified candidates on the basis of merit, without regard to race, color, religion, national origin, gender, sexual orientation, gender identity or expression, age, mental or physical disability, and genetic information, marital status, citizenship status, military status, protected veteran status or any other category protected by law.