Chief People Officer

About This Role

This executive leadership position is responsible for being the chief architect of the organization's talent strategy, culture, and employee experience. It involves owning all aspects of the People function within a complex, multi-entity organization serving thousands of students and families, and requires both strategic leadership and operational excellence.

Responsibilities

• Strengthen and build areas of an integrated, data-driven People function capable of supporting a $300M+, multi-entity, three-borough organization
• Modernize core HR systems (HRIS, performance management, applicant tracking) and explore AI and modern people-analytics tools
• Partner closely with the CFO on the transition of payroll into Finance, and establish a durable, well-defined operating partnership between People and Finance
• Build a school-leader and central-office leadership pipeline strong enough to support continued growth, with clear succession planning
• Strengthen recruitment, onboarding, and retention strategies for school-based educators
• Embed equity and belonging as operating disciplines across hiring, compensation, promotion, and performance management
• Serve as a strategic thought partner to the CEO, Board, and Executive Leadership Team, translating organizational vision into an actionable, multi-year talent strategy
• Own workforce planning across a complex, multi-entity structure
• Build and protect a culture of high performance, accountability, and belonging at every level of the organization
• Advise the CEO and executive team on the people implications of major strategic decisions
• Lead the people and change-management strategies required for successful implementation
• Champion a leadership philosophy grounded in clear expectations, coaching, and empowerment
• Serve as a senior advisor on organizational risk, governance, and compliance
• Lead a team of approximately 18 across functions of recruitment, employee experience and talent development, people operations and transformation
• Design and lead an end-to-end talent lifecycle strategy
• Build a rigorous, equitable performance management approach
• Build a leadership development pipeline for school leaders and rising central-office executives
• Own total rewards strategy
• Lead equity and belonging strategy across hiring practices, compensation structures, promotion pathways, and performance management
• Build listening infrastructure (engagement surveys, exit interviews, stay interviews) and translate findings into concrete action
• Ensure managers across the network are equipped to lead, develop, and retain their teams effectively
• Modernize HR infrastructure and systems (HRIS, ATS, performance and compensation platforms)
• Establish and oversee strong governance, compliance, and organizational risk-management processes across the People function
• Ensure consistent, sound employee and labor relations practices across the organization
• Partner with Finance to execute the transition of payroll into the finance function
• Build people-analytics capability
• Recruit, develop, and lead a high-performing People team
• Establish a rigorous operating cadence for the People function

Requirements

• Track record of serving as a trusted strategic advisor to CEOs, executive teams, and boards on talent and organizational strategy
• Demonstrated ability to lead organizational design and enterprise-wide change
• Significant experience building and scaling people functions within large, complex, multi-site organizations (ideally 1,000+ employees and $100M+ operating budgets)
• Demonstrated ability to build workforce plans that anticipate organizational needs
• Empowering leadership style that develops high-performing teams
• Exceptional communication and relationship-building skills
• High degree of emotional attunement
• Ability to pair genuine empathy with high accountability
• Executive presence and warmth
• Sense of humor and levity
• Collaborative, enterprise-wide mindset
• Demonstrated, substantive commitment to equity in hiring, compensation, and advancement
• Deep expertise in human resources (HR), compliance, and engagement with complex legal employment matters
• Demonstrated track record of building effective performance management, talent development, and succession-planning strategies
• Strong command of total rewards strategy
• Demonstrated track record of modernizing HR systems, processes, and technology
• Experience leveraging HR technology and people analytics
• Strong operational judgment
• Demonstrated commitment to KIPP NYC's mission of providing high-quality public education and advancing social justice and racial equity
• Authenticity, humility, and sound judgment
• Intellectual curiosity, resilience, and comfort navigating complexity within a fast-paced, mission-driven organization
• Highest standards of integrity, professionalism, and discretion

Benefits

• Robust benefits that include medical, dental, and vision
• 403(b) retirement plan with a 50% match after 6 months
• Generous Time-Off aligned with the school calendar
• Up to 12 weeks of 100% parental leave
• Bright Horizon Back-up Child and Elder care
• Employer-paid Life Insurance and Short-term/Long-term disability
• Employee incentives include 8 Weeks paid Sabbatical after 10 years, annual professional development funds, and tuition reimbursement

Important Details

• Schedule: hybrid (three days in-office, two days remote)
• Travel: occasional travel to KIPP NYC
• Team: three direct reports (Managing Director, Talent; Managing Director, People Operations; and Managing Director, People Transformation)

Application Process

• Submit your materials through the application link provided by DSG|Koya team

About the Company

KIPP NYC Public Schools is a non-profit network of 18 free, public charter schools located in the Bronx, Brooklyn, and Manhattan. Founded in 1995, it partners with families and communities to create joyful, academically excellent schools. KIPP NYC serves more than 9,400 students and supports 4,700 alumni, employing over 1,100 dedicated team members. The organization approaches a $300M annual operating budget and has nearly doubled enrollment, expanded its presence across New York City, and celebrated its 30th anniversary.