Senior Vice President, Growth

Role Description

The SVP, Growth is a role with direct accountability for the success of work that impacts the entire KIPP network. This role sets the vision, goals, and strategy for KIPP’s growth function, stewarding the criteria and readiness frameworks that determine where growth should happen, shaping the long-term portfolio plan, and holding the network accountable for growing with rigor.

Reporting to the Chief of Regional Impact, this role operates as a senior partner to the Chief Schools Officer and CEO—setting vision and strategy for the growth function and making network-level decisions on growth policy and priorities. The SVP is accountable for both defining the vision and ensuring its execution through their team.

Responsibilities

• Enterprise Growth Strategy & Vision:
  • Define and own KIPP’s enterprise-wide growth and scale strategy—including multi-year targets, portfolio priorities, and the conditions required for sustainable expansion.
  • Set the vision and standards for how KIPP grows as a network, ensuring every scale decision is evidence-based, equity-centered, and aligned with the One KIPP strategy.
  • Establish the methodology and criteria by which regions are tagged as viability risks and oversee an assessment of those regions to determine what’s required for long-term sustainability and success.
  • Serve as the primary senior voice on growth to the Chief Schools Officer, Chief of Regional Impact, CEO, and Board—providing strategic counsel, synthesizing landscape intelligence, and driving organizational alignment around growth priorities.
  • Shape and steward cross-functional planning across the Office of the Chief Schools Officer and Chief of Regional Impact, ensuring that growth considerations are integrated into organizational and financial planning cycles.
• Regional Growth Leadership & Accountability:
  • Lead the Foundation’s partnership with regions pursuing opportunistic growth—driving strategy, ensuring accountability, and managing a team of directors who provide thought partnership, analytical support, and project management to translate ambition into executable plans.
  • Establish and lead the progress-monitoring systems that keep growth plans on track; exercise sound judgment about when course correction is needed and escalate risks to the Chief of Regional Impact and C-suite.
  • Identify cross-regional growth patterns, scale effective practices across the portfolio, and address systemic gaps—ensuring that what works in one region becomes a learning opportunity for the full network.
  • Serve as the senior escalation point for regions on growth-related matters, exercising judgment about when issues require the attention of the Chief of Regional Impact, Chief Schools Officer, or CEO.
• People Management & Development:
  • Lead, develop and manage the performance of the Senior Director of Growth to drive regional growth partnerships, readiness assessment, and landscape analysis.
  • Build a culture of accountability, learning, and continuous improvement.
  • Represent the Growth function in executive decision-making forums, cross-functional planning, and Board-level growth updates—serving as a credible, compelling senior presence.

Qualifications

• Demonstrates passion and commitment to KIPP’s mission and possesses the desire and ability to uphold KIPP’s core values (Focus on Excellent Results, Collective Impact, and Courageous Action).
• Demonstrated record of setting and achieving ambitious goals for their departments in complex or ambiguous environments.
• Sets a clear vision that ensures alignment of the team's work to organizational goals.
• Able to build and align goals and project plans with organization priorities.
• Effectively uses data to shape teamwide decisions and the learning agenda or evaluation of a function or significant initiative.
• Effectively articulates case for change to multiple functions, teams, and/or offices through clear and compelling presentations.
• Identifies and leverages opportunities with both internal and external stakeholders to increase impact.
• Effectively ensures strong professional development and coaching for teammates directly and through layers.

Requirements

• 12+ years of progressive experience in strategy, growth, network development, or related enterprise leadership roles, ideally in K-12 education or a comparable mission-driven environment.
• Proven track record of managing and developing people managers across nested teams of 4 or more direct reports with measurable impact on their performance and the organizational outcomes they drive.
• Demonstrated ability to set vision, goals, and strategy for a function or multiple functions with executive-level autonomy.
• Direct accountability for network-wide strategic priorities with demonstrated outcomes that impacted all regions or the full network.
• Proven track record of designing and maintaining readiness or assessment frameworks grounded in data.
• Strong analytical and strategic skills, including landscape analysis, financial modeling, and the ability to synthesize complex information into crisp strategic narratives for executive and Board audiences.
• Demonstrated executive presence and ability to make network-level decisions with autonomy.
• Experience in K-12 education, charter school growth, or a comparable mission-driven environment strongly preferred.

Benefits

• 25 holidays for + 18 days additional flexible PTO days (flexible PTO increases to 23 days for years 3 and 4 and to 28 days for years 5+).
• 100% paid parental leave.
• 100% coverage of the premium for employee and 75% for employee + family’s medical/dental/vision plans.
• Wellness benefits such as fitness reimbursements, discounted tickets to theme parks/attractions, backup care support for children and adults/elders, and our employee assistance program.
• Finance Security benefits include a 401K retirement plan with 4% match, employer-sponsored legal plans, life/disability insurance, and flexible spending accounts.