Managing Director of Human Resources Service Delivery

Company Description

About KIPP Texas Public Schools

KIPP Texas Public Schools is a free, public charter school network with more than 45 Pre-K - 12 schools across Austin, Dallas-Fort Worth, Houston, and San Antonio. With over 30 years in Texas, we work together with our families and communities to prepare students for college, career, and beyond! Our schools provide a high-quality, well-rounded education built on academic success and personal growth, where all students learn and thrive in a productive, safe, and joyful way!

As one of the earliest charter networks in Texas—founded in Houston in 1994 and operating as KIPP Texas since 2018—we hire dynamic, collaborative, and dedicated individuals with an unyielding belief that every child will succeed. Join a Team and Family with an unwavering commitment to creating classrooms, offices, and communities rooted in academic success and joy. If you are passionate about joining a mission-driven community that wants every child to "run to school," the KIPP Texas Team and Family is for you!

KIPP Public Schools is a national network of 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 278 schools with nearly 16,500 educators and 190,000 students and alumni.

Job Description

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<