Founding Director, Employee & Student Success

Job Description

Job Description

Description:

Position Overview

The Director of Employee & Student Success is responsible for designing and leading systems that ensure employees are supported, developed, and held to high standards of performance and integrity. This role sits at the intersection of employee experience and organizational accountability—building equitable, anti-racist, people-centered structures while ensuring compliance, consistency, and excellence across the employee lifecycle.

This leader oversees key Human Resources workstreams including employee relations, the KIPP NC Employee Handbook and policy governance, professional development, unemployment claims, and talent performance and integrity systems. The Director plays a critical role in shaping a healthy, high-performing culture where people can grow and KIPP NC can thrive.

The Director, Employee & Student Success will sit on the Human Capital Team and report to the Managing Director, Talent & People Operations.

Responsibilities

The below is not an exhaustive list of responsibilities for this role and KIPP North Carolina reserves the right to add to these responsibilities at any time.

Employee Relations

• Lead and manage employee relations strategy, ensuring fair, equitable, consistent, and legally compliant practices
• Provide guidance and coaching to leaders on performance management, conflict resolution, and disciplinary processes
• Conduct investigations, documentation, and resolution of employee grievances and concerns
• In collaboration with the Associate Director, Talent Acquisition & Retention, identify trends and proactively recommend solutions to strengthen culture and reduce risk
• Develop automated systems within the HRIS and Monday.com that can be scaled and make the work more efficient for the team
• Ensure all necessary documentation is filed on employee records on the HRIS for future reference
• Build systems around collecting, documenting, handling, and reporting on employee relations situations
• KPI: Success in this role will be measured by the timeliness of handling employee relations issues and the accuracy of the documentation

Professional Development

• Design and facilitate staff professional development that has been developed by KIPP Foundation and is required to implement
• Coordinate teacher and staff recognition and awards to celebrate excellence across the organization
• Facilitate PD for people managers that targets identified skill gaps and trains them on necessary tools to manage their teams equitably and effectively
• Ensure development offerings align with organizational goals and employee career pathways
• Monitor effectiveness of professional development and adjust strategy based on outcomes

Talent Performance & Integrity

• In collaboration with the Director, Leadership Development, build a performance management process for Teachers, Leaders, and SST members where people managers are held accountable to deadlines
• KPI: For the 26-27 school year ensure all people managers at the school level and SST level follow the performance management lifecycle over the course of the fiscal year with fidelity
• Train people managers on the timelines for performance management to ensure they’re planning ahead throughout the fiscal year
• Support the Director, Leadership Development with ensuring performance expectations are clear, rigorous, and aligned to organizational priorities
• Review performance improvement plans (PIPs) and corrective action plans (CAPs) for equity, clarity, and alignment providing people managers with approval before implemented
• Ensure all PIPs and CAPs are filed on employee records
• Oversee and represent KIPP NC in all EEOC claims and employee litigation and hearings including unemployment claims and hearings
• Promote a culture of accountability, continuous improvement, and integrity

Leadership & Strategy

• Serve as a strategic thought partner to senior leadership on people-related matters using a people-centered score card for teams, including data on employee relations matters, performance management completion, and staff retention (in collaboration with Talent & Retention)
• Use data and insights to drive decision-making and continuous improvement
• Build and manage systems that are scalable, equitable, and user-centered
• Lead cross-functional projects that enhance employee experience and organizational effectiveness
• Regular meetings with KIPP people managers to support them through the employee performance cycle and any discipline they may be struggling with
• Work in partnership with supervisors to ensure follow-through on discipline and correct documentation

Employee & Student Handbook & Policy Governance

• Own the development, revision, and implementation of the Employee Handbook on an annual basis
• KPI: Completing the annual Employee Handbook update between February - May with the board of directors reviewing and passing it in June
• Ensure policies are clear, equitable, and anti-racist ensuring we are creating a culture of DEIB while enabling managers to consistently implement policies for all staff. In addition, all policies should be compliant with federal, state, and local regulations
• Partner with people managers across KIPP North Carolina to align policies with organizational values and priorities
• Drive clarity and accessibility of policies for all staff through Professional Development, making the EH accessible across platforms, and ensuring all staff are aware of the KIPP NC expectations
• Compile and track student discipline data across the state
• Student Success Indicators - student/family surveys and empathy interviews
• Maintain the Student Behavior Response Plan with school and Board of Directors feedback and input
• Facilitate Student Suspension Hearings to ensure equity and compliance

Unemployment

• Oversee unemployment claims process, ensuring timely and accurate responses
• Manage all communications in conjunction with unemployment claims, including representing KIPP NC at hearings
• Partner with legal and finance teams as needed to mitigate risk and manage claims effectively
• Analyze trends and recommend strategies to reduce organizational exposure

KIPP Forward

• Collaborate with KIPP Foundation to support KIPP Forward initiatives at KIPP Pride High School

Qualifications

• High levels of integrity and confidentiality
• Bachelors degree required; Masters degree in Human Resources, Communications, Education or similar field preferred
• 5–8+ years of progressive Human Resources experience, including employee relations and performance management (people management / Principal experience a plus)
• Completed training and experience in conflict resolution, mediation, and employee disputes required
• Strong knowledge of employment law and HR best practices
• Adept at analyzing data, intermediate to advanced skills in Excel
• Demonstrated ability to lead complex, sensitive situations with sound judgment and discretion
• Experience building systems and processes that improve organizational effectiveness
• Exceptional communication, coaching, and relationship-building skills
• Must live in North Carolina and be willing to travel around the state; advantageous to live in Durham, Chapel Hill, or Raleigh

Additional Notes:

• Some travel is required to maintain relationships and attend in-person meetings
• Budgeted Travel: 1 visit per school per quarter (no reimbursement for home school travel)
• Human Capital Team quarterly meetings (usually in Durham)
• School Support Team meetings

Total Rewards

• Salary Range: $80,000 - $100,000 based on years of experience, competency, and educational attainment
• Benefits: medical, dental, and vision through Cigna with an HRA of $1200 each year
• Retirement: optional 403b with employer match
• Paid Time Off: 17 days PTO and 6 days of sick leave to start; 8 weeks of 100% paid parental leave for mothers and 4 weeks of 100% paid parental leave for fathers