Senior Director, HR/People Operations, People Team

Company Description

KIPP NYC Public Schools is a non-profit network of free, public charter schools that prepares students for success in college and life. In 1995 we started our first middle school, KIPP Academy, in The Bronx.  Our goal was to graduate students with the strength of character and academic abilities needed to succeed in high school, college and beyond – and in so doing, to prove what is possible for all students.  Today, our New York City network is comprised of eight elementary schools, nine middle schools, one high school, and KIPP Forward, a comprehensive support program for our alumni. KIPP NYC Public Schools currently serves more than 9,350 students and alumni and has a staff of more than 850. KIPP NYC is continuing to grow and opened two new middle schools and an elementary school August 2021!

Job Description

Position Overview

The KIPP NYC Senior Director of HR/People Operations is a critical leadership role on the People team responsible for managing our HR team and infrastructure. The Senior Director will lead the assessment of our current technology while driving integration efforts to enhance the way data is used across KIPP NYC. The Senior Director will be responsible for evaluating, implementing, and optimizing HR software and tools to improve efficiency and effectiveness in various HR processes.

This position reports directly to the Chief People Officer and also manages a team of HR professionals. In partnership with the People Leadership Team, the Senior Director will build strong relationships with school based and regional stakeholders across the KIPP NYC to drive seamless integration and alignment of HR technology solutions to support our organizational goals. Additionally, Senior Director will be responsible for identifying, presenting, and analyzing HR data to provide valuable insights for decision-making and strategic planning.

This job is ideal for a senior HR leader, who is passionate about staying up-to-date with industry trends and best practices in HR technology and data analytics and also interested in leading improvements in HR processes using data-driven decision-making capabilities.

This role is based in NYC and will require travel to our schools. Cadence and frequency of travel to schools is determined by your leadership team. If you relocate outside of a commutable distance or out of the state of NY, your employment will be subject to review, which may include separation from KIPP NYC. It is important that you notify HR if you move or have plans to relocate.

General Duties and Responsibilities, but not limited to:

• Strategy and Leadership: Develop and execute a comprehensive HR technology and data analytics strategy aligned with the organization’s overall goals and HR objectives. Provide leadership, guidance, and direction to the People Operations team.
• HR Technology Infrastructure: Oversee the selection, implementation, and maintenance of HR technology systems, such as HRIS (Human Resource Information System). Assess  current HR tools and systems landscape, identifying gaps and areas for improvement, and creating a long-term vision and strategy for HR technology.
• Data Analysis and Reporting: Utilize HR data and analytics tools to present actionable insights to HR and organizational leaders to support data-driven decision-making.
• Data Governance and Privacy: Establish and enforce data governance policies and ensure compliance with data privacy regulations to protect employee data and maintain data integrity.
• Team Management: Lead and manage the People Operations team, providing mentorship, performance evaluations, and fostering a collaborative and high-performing work environment. Operations team includes payroll and benefits areas. 
• Cross-Functional Collaboration: Collaborate with People team leadership, and regional leaders to drive change management related to HR tools and systems, including training and support to users, and driving adoption across the organization.
• Vendor Management: Oversee relationships with HR technology vendors and ensure service level agreements are met.
• Process Improvement: Identify opportunities for process improvement within HR operations and leverage technology and analytics to drive efficiency and effectiveness. Conducting thorough assessments of existing HR tools and systems, researching and evaluating new technologies, and making recommendations for system enhancements or replacements.
• Project Management: Manage HR technology and data analytics projects, ensuring they are delivered on time, within budget, and meeting predefined objectives.
• Continuous Learning: Stay updated with emerging HR tec