Managing Director of Human Resources Service Delivery

ABOUT THE ROLE:

The Managing Director of Human Resources Service Delivery (MD HRSD) serves as a senior leader within the Talent Division responsible for leading HR Business Partner implementation practices leadership support structures and people partnership across KIPP Texas. The MD HRSD oversees the Human Resources Business Partner (HRBP) function and ensures talent initiatives organizational policies employee practices and leadership expectations are implemented consistently across schools and SSP teams.

Reporting to the Deputy Chief of Talent Human Resources & Talent Strategy this role establishes the implementation standards partnership expectations and support model for HRBP work across the network. The Managing Director leads the structures and practices that enable HRBPs to effectively support School Leaders SSP leaders and management teams in applying organizational policies talent systems and employee practices aligned to KIPP Texas priorities.

This role plays a critical role in strengthening leadership effectiveness organizational consistency employee experience and implementation quality across the organization. The Managing Director also serves as a key leader in mitigating organizational risk by ensuring employee relations practices organizational procedures and people-management expectations are implemented consistently and in alignment with organizational state and federal requirements.

Success in this role will be measured by:

• Strong implementation and consistent application of organizational policies talent initiatives and people-management practices across schools and SSP teams
• High-quality leadership partnership HRBP support and implementation consistency across the organization
• Strong stakeholder satisfaction and responsiveness across schools SSP teams and organizational leadership groups
• Effective management and resolution of employee relations matters organizational concerns and workforce risks across the network
• Strong execution quality accountability and implementation performance across HRBP functions
• Consistent leadership application of organizational expectations employee practices and Talent Division priorities across the network

ROLE RESPONSIBILITIES: 

Strategic Leadership and Partnership

• Partner with the Deputy Chief of Talent Human Resources & Talent Strategy and Talent Division leadership to translate talent priorities into aligned implementation practices partnership structures and leadership support models across KIPP Texas
• Lead the Human Resources Business Partner function across the network
• Lead strategic implementation efforts talent initiatives and cross-functional workstreams related to organizational priorities effectiveness talent initiatives leadership support and people-management practices
• Drive partnership structures and practices that strengthen leadership effectiveness organizational stability and employee experience across the network
• Leverage organizational talent data implementation trends and stakeholder feedback to inform priorities strengthen execution and support continuous improvement efforts
• Contribute to division-wide planning and organizational effectiveness initiatives across the Talent Division

Organizational Implementation and Leadership Partnership Alignment

• Establish robust leadership partnerships and support frameworks to guarantee that organizational policies talent programs and leadership standards are applied uniformly across all SSP and school teams.
• Strengthen leader capability and implementation readiness related to employee management practices organizational expectations and Talent Division priorities
• Identify implementation barriers structural gaps organizational trends and leadership support needs impacting organizational effectiveness and implementation quality
• Partner with School Leaders School Leader Managers Managing Directors and SSP leaders to address implementation concerns organizational challenges leadership support needs and employee matters across schools and SSP teams

Employee Relations and Organizational Risk Management

• Oversee employee relations strategy issue resolution practices and leadership consultation processes across KIPP Texas
• Maintain consistent implementation of people-management standards employee relations and organizational protocols in accordance with federal state and internal guidelines
• Partner with Human Resources Talent Operations team to monitor organizational risks employee concerns and implementation challenges to strengthen responsiveness consistency and risk mitigation efforts across the network
• Coach HRBP teams and organizational leaders in navigating complex employee matters organizational challenges and implementation concerns
• Provide escalation support and organizational guidance related to complex employee matters leadership concerns organizational transitions and implementation challenges
• Partner closely with Legal Talent Division leadership and organizational leaders to address investigations policy interpretation employee concerns and organizational risk matters

Team Leadership and Performance

• Lead and develop HRBP team members responsible for implementation support leadership consultation employee relations guidance and organizational partnership across the network
• Define team goals performance metrics and execution standards that align with the broader objectives of the organization and the Talent Division.
• Monitor team performance implementation quality stakeholder responsiveness partnership effectiveness and organizational execution across schools and SSP teams
• Build team capacity through coaching professional development implementation support and continuous improvement practices
• Ensure HRBP partnership practices are scalable responsive and aligned to evolving organizational priorities and workforce needs across the organization
• Foster a culture of accountability responsiveness collaboration partnership excellence and strong execution across HRBP functions

Performs other duties as assigned. Responsibilities and tasks outlined in this document are not exhaustive and may change as determined by the needs of the network

Qualifications :

• Bachelors degree required
• Minimum of 8 years of progressive experience in human resources employee relations talent management organizational leadership school leadership or HR Business Partnership leadership
• Minimum of 5 years of people leadership experience leading HRBP employee relations or organizational support teams
• Proven experience leading organization-wide implementation of people practices talent initiatives or workforce programs across multiple teams departments or regions
• Strong knowledge of employee relations practices employment law organizational policy implementation and people-management practices
• Demonstrated ability to coach and influence organizational leaders through complex workforce and organizational challenges
• Experience leading cross-functional implementation efforts and driving organizational consistency across large or complex organizations
• Experience working in education nonprofit public sector or other mission-driven organizations preferred
• PHR SPHR SHRM-CP or SHRM-SCP certification strongly preferred

COMPETENCY AND SKILLS:

• Strong organizational leadership and implementation management skills
• Strong leadership consultation coaching and partnership capabilities
• Ability to build trust and credibility with organizational leaders across functions
• Strong employee relations judgment and conflict resolution capabilities
• Strong ability to navigate complex organizational dynamics competing priorities and sensitive workforce matters
• Excellent communication facilitation and stakeholder management skills
• Strong analytical thinking and ability to leverage organizational and talent data to inform decision-making and implementation efforts
• Strong problem-solving execution management and continuous improvement capabilities
• Ability to lead through change and support organizational implementation efforts across large and complex teams
• Strong emotional intelligence professionalism and discretion when handling sensitive matters
• Ability to influence without direct authority and drive organizational alignment across multiple stakeholder groups
• Strong attention to detail accountability and execution quality

Additional Information :

What We Bring to the Table: 

• Comprehensive medical dental and vision plans with coverage options for employees and their families. 
• Competitive vacation and flexible paid time off (PTO) policies.
• Paid family leave.
• Flexible spending account or high-yield HSA.
• Employee assistance programs. 
• KIPP also offers the following employee-paid benefits: legal plans LifeLock identity protection life insurance and disability insurance.

Physical Requirements: 

• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• The person in this position needs to be able to move about inside and outside the school throughout the workday.
• The candidate is expected to attend conferences meetings and training sessions both virtually and in person within the Region. 

Additional Requirements:

• Reliable transportation is needed for travel between campuses
• Ability to maintain emotional control under stress.
• Work with frequent interruptions.

Work Environment: Hybrid work - Reports to the central office or schools three days a week

Travel Requirements: Moderate travel: Regular travel to school sites regional offices or external locations for professional learning meetings and other work related activities. Travel frequency may increase based on time of year.

EEO:
KIPP Texas is an Equal Opportunity Employer. KIPP Texas ensures equal employment opportunities regardless of race creed gender color national origin religion age sexual orientation or disability. Any individual needing assistance in making an application for any opening should contact the Talent Team.

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job duties. Examples of reasonable accommodation include making a change to the application process or work procedures providing
documents in an alternate format using a sign language interpreter or using specialized equipment.

Remote Work :

No

Employment Type :

Full-time