KIPP NYC Associate Director, Employee Experience, People Team

Company Description

KIPP NYC Public Schools is a non-profit network of 18 free, public charter schools in the Bronx, Brooklyn and Manhattan. We partner with families and communities to create joyful and rigorous schools in pursuit of a more just world. In 1995, we started our first middle school, KIPP Academy, in the Bronx, with a vision that every child grows up free to create the future they want for themselves and their communities. Today, our network consists of eight elementary schools, nine middle schools, one high school, and KIPP Forward, a comprehensive program to support our students and alumni in choosing and preparing for the educational and career paths that fit their goals and sense of purpose. KIPP NYC currently serves more than 11,000 students and alumni, has a staff of more than 1,000 (11 % of whom are alumni), and continues to grow!

Job Description

Job Summary:

The Associate Director, Employee Experience (ADEE) is an essential member of the KIPP NYC People Team who will manage  the development and implementation of Employee Experience policies, practices, and initiatives to promote a positive and inclusive workplace culture across KIPP NYC schools and regional team. 

An ideal candidate for the Associate Director, Employee Experience role will be an experienced Human Resources Business Partner who is able to provide subject matter expertise and guidance to school leaders and regional teams regarding Employee Relations, ensuring compliance with employment and labor laws in alignment with organizational values.  Demonstrated excellence in managing investigations, leaves, and accommodation requests will be critical to success in this role.  The Associate Director will also be integral in improving employee engagement and retention by fostering collaboration, addressing workplace concerns, and driving regional initiatives.

Duties/Responsibilities:

Strategic Partnership:

• Serve as a trusted advisor to school and shared services leaders, providing proactive guidance on employee relations matters, workforce engagement, and policy adherence.
• Partner with the Managing Director, Employee Experience to align initiatives with organizational priorities and strategic goals.

Policy Implementation and Compliance:

• Create and manage the review and implementation of employee relations policies and procedures, ensuring clarity, consistency, and compliance with federal, state, and local labor laws.
• Act as a key resource for interpreting organizational policies, providing clear guidance to leaders and teams.

Conflict Resolution and Investigations:

• Manage and conduct thorough, unbiased employee  investigations, policy violations, and workplace concerns, ensuring timely and fair resolution.
• Provide hands-on support to leaders and teams in navigating sensitive employee matters, promoting equitable outcomes that foster trust and accountability.
• Collaborate with legal counsel when necessary to address compliance and risk mitigation concerns.

Training and Development:

• Develop and deliver targeted training programs for school and shared services leaders on effective employee relations practices, conflict resolution, and workplace conduct.
• Coach and support leaders in handling complex workplace challenges, fostering a culture of proactive problem-solving and open communication.

Employee Engagement and Experience:

• Partner with People Team colleagues to design and implement initiatives that enhance the employee experience and support retention across schools and shared services teams.
• Use employee feedback tools (e.g., surveys, interviews) to identify trends and provide actionable insights that improve workplace culture and engagement.

Collaboration and Partnership:

• Collaborate with HR colleagues, school leaders, and shared services teams, including Legal  to address systemic challenges and ensure alignment in employee relations approaches.
• Represent the organization in meetings or discussions with employee groups or unions, when needed.

Continuous Improvement:

• Regularly evaluate employee relations processes, identifying opportunities for efficiency, consistency, and alignment with best practices.
• Stay informed on emerging trends and legal developments in employee relations, applying insights to organizational policies and practices.

Qualifications

• Bachelor’s degree in Human Resources, Employee Relations, Business Administration, or a related field required. Masters Degree, highly preferred
• A minimum of 5+ years of professional HR experience, including a focus on employee relations, investigations, or conflict resolution, with an in-depth knowledge of federal, state, and local labor and employment la