Vice President, Regional Performance

Overview

JOB SUMMARY:

The Vice President, RegionalPerformance is the senior leader accountable for the complete operating performance of ThinkTogether’sregional portfolio.Reporting to the Chief Operating Officer, this role translates organizational strategy into consistent, safe, financially disciplined, and high-quality execution across regions, hub offices, and program sites. The Vice President leads Area Vice Presidents and assigned regional leaders,establishesthe regional operating model and management disciplines, and creates clear accountability for business results at every level of the field organization.

This leader owns the regional operating conditionsrequiredto earn, realize, protect, grow, andretaincontract and grant revenue. Accountability includes operational quality, program implementation fidelity, partner health and contract renewal, workforce readiness, financial performance, attendance and enrollment execution, launches and expansions, compliance, risk management, and service recovery. The Vice President is expected toidentifyrisk early, maketimelyoperating decisions, require corrective action, and ensure performance gaps are resolved and sustained.

The Vice President serves as the senior voice of regionalperformancein organizational planning andcross-functional decision-making.Therole partners closely with Partner Success, Product and Student Experience, Talent and People, Quality and Compliance, Finance, Contracts, and other functions to ensure strategies, products, staffing models, standards, and support systems are executable in the field and responsive to partner needs.Centers of Excellence own enterprise standards, tools,expertise,and program design; Regional Performance owns field operating design,execution, implementation within established guardrails, and regionaloutcomes.The Vice President ensures clear decision rights and resolves ownership gaps that could delay execution.Cross-functional teams provideexpertise, standards, infrastructure, monitoring, and support; the Vice Presidentremainsaccountable for regional execution, corrective action, and sustained results.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

Enterprise RegionalPerformanceStrategy:

• In partnership with the COO, define and execute the regional operating strategy, structure, priorities, and annual business plan.

• Translate enterprise goals into clear regional outcomes, operating standards, decision rights, resource plans, and leadership expectations.

• Within established guardrails, exercise authority over regional priorities, resource and labor deployment, corrective action, and other operating decisionsrequiredto achieve portfolio outcomes.

Full Regional PortfolioPerformance:

• Hold Area Vice Presidents accountable for the complete performance of their portfolios.

• Drive revenue realization and retention, growth and expansion within existing partnerships, partner health, and contract renewal readiness.

• Ensure performance across operational quality, financial results, workforce readiness, attendance, compliance, and annual goals.

Earned Revenue and Contract Renewal:

• Own the regional executionrequiredto earn all availablecontractand grant revenue and position each contract for renewal.

• Ensure staffing, attendance, service delivery, documentation, compliance, partner responsiveness, and operational commitments are fulfilled.

• Lead intervention when performance places revenue or renewal at risk.

Operating Model andManagement Disciplines:

• Establishconsistent scorecards, forecasts, business-review cadences, escalation protocols, root-cause analysis, corrective-action routines, and performance-management practices across all regions.

• Establish an integrated view of regional performance across key functions to supporttimelydecision-making and accountability.

• Ensure leaders usetimelyandaccuratedata, including leading indicators, toidentifyemerging risks early and intervene before issues escalates.

• Set clear timelines, escalation thresholds, and closure expectations for performance issues and corrective actions.

Quality and Program Implementation Execution:

• Own regional achievement of established quality standards, program models,operatingnon-negotiables, and student-experience expectations.

• Require immediatecorrective-actionplans when performance is below target and ensure measurable, sustained improvement.

• Surface field insights and implementation barriers to Product and Student Experience and Quality and Compliance.

• Maintain clear distinction between regionalexecutionaccountability and centralized curriculum or program-product design.

PartnerHealth, Retention, and Service Recovery:

• Own the regional operating performance that drives partner confidence and retention.

• Ensure AVPs and regional leaders proactively manage district relationships,maintainregular engagement with keydecision-makers, and understand partner priorities and opportunities.

• Build andmaintainrelationships with senior district leaders and serve as an executive partner in strengthening partner advocacy, retention, and growth.

• Identifypartner risk early,maintainclear account-health plans, resolve escalated concerns, and execute service-recovery plans in coordination with Partner Success and executive sponsors.

Area and Site Operations:

• Ensure reliable and efficient execution across regional hubs and program sites.

• Establish clear expectations for safety, staffing, scheduling, attendance, enrollment, service delivery,facilitiescoordination, and documentation.

• Ensure consistent day-to-day operational readiness across regions and sites.

Financial and Resource Stewardship:

• Own regional budgets, labor deployment, resourceutilization, cost-management disciplines, margin performance, and forecast accuracy.

• Make or recommendtimelyresource tradeoffs within established guardrails.

• Balance program, partner, workforce, revenue, and organizational sustainability requirements in regional resource decisions.

Workforce Readiness and Talent Execution:

• Own the regional workforce outcome, including workforce planning, hiring-manager execution, labor deployment, and local retention.

• Hold regional leaders accountable for the workforce actions required to meet operational commitments.

• Partner with Talent and People, which owns enterprise talent strategies, systems, standards, andexpertise.

• Ensure regions are staffed and prepared to meet operational commitments.

Launch and Expansion Execution:

• Own regional operational readiness for new partners, sites, programs, and expansions in partnership with Emerging Areas.

• Ensure regional staffing, infrastructure, and operating requirements are in place prior to launch.

• Identify and mitigate readiness risks and provide clear launch-readiness recommendations.

• Assume accountability for sustained performance once ownership transitions to Regional Performance.

Quality, Compliance, Safety, and Risk Management:

• Partner with Quality and Compliance to ensure adherence to grant, contract, safety, and regulatory requirements.

• Own regional corrective action,accuratedocumentation, and fulfillment of partner and funder obligations.

• Lead response to significant operational, workforce, safety, financial, partner, and reputational risks through resolution.

Area Vice President Leadership andAccountability:

• Recruit, coach, develop, and evaluate a high-performing team of Area Vice Presidents and regional leaders.

• Develop AVPs as business and portfolio leaders with accountability for operational, financial, partner, workforce, and growth outcomes.

• Set clear portfolio expectations and address performance gaps.

• Strengthen succession and bench readiness.

• Build a culture of accountability, transparency, inclusion, continuous improvement, and ownership for results.

Cross-Functional Enterprise Leadership:

• Represent regional performance in organizational planning and decision-making.

• Clarify interdependencies and decision rights across Regional Performance and centralized functions.

• Influence shared priorities and ensure centralized strategiesand support functionsenableeffective field execution.

• Escalate and help resolve structural barriers that prevent regions from delivering commitments.

QUALIFICATIONS AND REQUIREMENTS:

• Master’s degree in business, educational leadership, public administration, organizational leadership, or a related field; equivalent executive experience may be considered.

• Fifteen or more years of progressive leadership experience, including significant senior responsibility for regional, field, or multi-site operations.

• Demonstrated experience leading large teams through senior leaders and managing complex, geographically distributed service-delivery operations.

• Demonstrated accountability for budgets, financial analysis, workforce planning, operational performance, quality improvement, and customer or partner retention.

• Experience in education, expanded learning, youth development, public-sector contracting, or another highly regulated service environment strongly preferred.

• Proficiencyin a language other than English, with Spanish preferred.

COMPENSATION:

Salary $250K-$255K

This is the targeted compensation for the position. A range of factors, including but not limited to; location, skills, experience, will be considered. Actual compensation may vary.

Think Together is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, color, national origin, ancestry, sex, gender, gender identity, gender expression, pregnancy, childbirth or related medical conditions, religious creed, physical disability, mental disability, age for individuals age 40 and over, medical condition (as defined by state law (for example, cancer or genetic characteristics or HIV/AIDS), marital status, military and veteran status, sexual orientation, genetic information, citizenship status or any other characteristic protected by federal, state or local law. Our management team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment.