Chief Schools Officer

KIPP Capital Region is a part of a national network of high-performing public Charter Schools committed to creating joyful, academically excellent, and prepared students with the skills, ability, and confidence to pursue their paths to college, career, and beyond. Located in both Albany and Troy, NY, KIPP Capital Region serves 2,500+ students in grades K-12 across seven schools. We believe every individual walks through the doors of schools bearing gifts. Talent. Perspective. Drive. Inspiration. So at KIPP Capital Region, we support every student and educator to see those gifts, then build the skills and confidence they need to thrive. We are committed to furthering anti-racism, equity, and racial justice in all our efforts, and expect all of our stakeholders to participate in this work so that we can create a future without limits for our students, together. Position Overview KIPP Capital Region seeks a Chief Schools Officer (CSO) to serve as the senior-most leader accountable for school-level results across the region. Reporting directly to the Chief Executive Officer and serving as a key member of the Executive Team, the CSO ensures tight alignment of systems, expectations, and accountability across all KIPP Capital schools and leads the disciplined execution of regional initiatives that drive student achievement. The CSO will lead the Schools Team, which includes Principal Managers and Principals, to implement systems, not design them, a responsibility held by the Chief Academic Officer (CAO). Through close partnership with the CAO and a clear delineation of roles, the CSO will eliminate fragmentation, ensure consistency and accountability across schools, and drive measurable results through disciplined execution, data-informed decision-making, and rigorous evaluation of people, programs, and initiatives. Duties / Responsibilities Academic Outcomes Achievement of annual New York State assessment goals in Reading and Math Achievement of K-8 DIBELS benchmarks and literacy goals Strong high school academic outcomes, including Regents passage rates, GPA targets, SAT goals, and graduation indicators Principal Leadership and Talent Development and retention of high-performing school principals Year-over-year movement in the principal Bar of Excellence tier distribution, which tiers principals based on being on-track to achieve five key goals: ELA and Math state assessments (or graduation outcomes and SAT for high school), student persistence year over year, attendance (both ADA and Chronic Absenteeism), and staff satisfaction, as measured by TNTP survey data Retention of Tier 1 / Tier 2 principals Timeliness of underperformance interventions (no year-of-delay) Organizational Coherence and Execution Strong execution and alignment across school-facing systems and initiatives Effective implementation of the School's Team operating cadence and accountability systems Coherence of Schools Team operating systems and leadership execution Qualifications of KIPP Capital Region Leadership Role Modeling and Integrity: Leads with authenticity, ethical decision-making, and alignment to KIPP’s mission, values, and commitment to equity. Ownership and Accountability: Takes responsibility for outcomes, monitors progress toward goals, and holds self and others accountable with candor and urgency. Strategic Thinking: Translates regional priorities into actionable systems and structures that drive sustainable improvement. People Development: Develops principals and leadership teams through high-leverage coaching, direct feedback, and rigorous performance management. Communication and Influence: Communicates clearly and directly, builds trust-based relationships, and navigates complexity with transparency and professionalism. Reflection and Growth: Demonstrates self-awareness, seeks feedback, and engages in continuous learning to strengthen leadership practice and organizational effectiveness. School Support and Accountability Directly supervise and coach Managing Directors of Schools, who coach and manage Principals. Lead how the region monitors, diagnoses, and intervenes with school performance. Conduct rigorous evaluations, implement improvement plans, and make high-stakes leadership decisions in the service of student outcomes. Demonstrated track record of giving principals direct, evidence-based feedback in real time — including the timely removal or transition of principals who do not meet the Bar of Excellence. The CSO does not let underperformance pattern across years. Steward the regional principal Bar of Excellence system, including differentiated accountability structures, autonomy levels, and leadership expectations attached to each tier designation. Responsible for successful school launch, including the first four weeks of school, and monitoring key school performance metrics to determine support tier. Academic Leadership and Results Responsible for the academic performance of KIPP CAP’s seven schools. Partner with the Chief Academic Officer to ensure alignment between academic vision and execution and execute KIPP CAP’s academic vision, instructional standards, and cohesive coaching systems through Managing Directors of Schools and Principals. Lead execution of instructional systems, including academic progress monitoring and cohesive coaching cycles across all schools. Conduct classroom and system-level observations to identify gaps, implement data-driven solutions, and continuously improve teaching and learning. Cultivate and sustain learning environments where students feel supported, engaged, challenged, and valued. Architect and steward a clear regional vision for school instructional culture and student experience. Develop and equip Principals and Principal Managers to lead culture effectively. Leadership Development and Support Develop and retain high-performing school principals. Develop and oversee network-wide professional learning initiatives to strengthen leader and teacher effectiveness. The CSO sets explicit success criteria and pre-inspection checkpoints for all Schools Team-facing professional learning. Materials reach the CEO’s desk only after they have met those criteria and received peer feedback from C-team colleagues. Partner with the Director of Leader Development to implement and execute a successful Principal-in-Residence program and secondary leader development programs. Organizational Leadership and Collaboration Serve on the Executive Team, contributing to overall organizational strategy and decision-making. Partner closely with the KIPP Foundation on academic priorities. Co-lead the Board Academic Committee with the Chief Academic Officer. Present academic progress and school performance updates to the Board and external stakeholders. Commit to furthering anti-racism, equity, and racial justice in all efforts and expect all stakeholders to participate in this work so that KIPP Capital Region can create a future without limits for students. Comply with all charter, federal, state, and local laws and regulations, including NYS Department of Education, Department of Health, and NYS Office of Children and Family Services requirements. Adhere to organizational policies and procedures and support mission, vision, and values, including participation in internal surveys and continuous improvement initiatives. Perform other duties as assigned by the Chief Executive Officer. Cultural Competencies Integrity above all: Transparent communication, even when uncomfortable. No parallel conversations, no triangulation, no surprise pivots. Direct, specific candor: Names patterns to colleagues in real time. Gives hard feedback as easily as praise. Receives feedback as a leadership skill: Asks for it; uses it; comes back. Owns the day end-to-end: When the CSO is accountable for a session, decision, or initiative, they own the diagnosis, the design, the execution, and the after-action. Stewards the team’s vision, not their own: Decisions are made in service of KIPP Capital Region’s mission and the CEO’s priorities, not personal positioning. Commitment to equity and anti-racism: Leads with an explicit commitment to racial and educational equity and advances inclusive, affirming environments for students and adults. Qualifications Required Experience, Knowledge, and Skills Bachelor’s degree from an accredited four-year institution; master’s degree in education or a related field preferred. Minimum of 10 years of professional K-12 experience, including at least five years as a successful K-12 principal with demonstrated student achievement results. At least two years of network, district, senior, or chief-level leadership experience with demonstrated student achievement results. Experience teaching and leading in a high-performing charter or district school serving a student population similar to KIPP Capital Region. Strong instructional leadership, people management, coaching, and systems leadership skills. Ability to work outside of business hours when needed to achieve goals. Aptitude to create and work within an inclusive environment that honors and supports a diversity of backgrounds and perspectives. Preferred Experience, Knowledge, and Skills Experience scaling leadership systems across multiple schools or campuses. Experience managing differentiated principal autonomy and accountability systems. Experience supporting high school leadership teams and graduation-cohort outcomes. Deep familiarity with data-driven school improvement systems and instructional leadership practices. Additional Information Work Perks Flexible Work Arrangement Industry-leading medical, dental, and vision coverage Aggressive employer 403b contribution match Childcare benefits Unparalleled work/life integration Casual dress code Relocation stipend (conditions apply) Learn More KIPP Capital Region offers a competitive salary range for this role is 200000 – 225000, based on years of experience. Additionally, the position is eligible for a signing bonus of up to 20 percent and relocation support. Salaries are determined using an equitable compensation scale that accounts for years of experience relevant to the role and longevity within the KIPP network. KIPP Capital Region will evaluate and determine the step/level at which a new hire will be placed within our salary grade scale at the point of hire. This is a full-time, exempt position with competitive compensation and a comprehensive benefits package. KIPP Capital Region Public Charter Schools is an equal opportunity employer and strongly encourages applications from candidates of all backgrounds. All staff and educators at KIPP Capital Region are committed to anti-racism and inclusion, are part of a close-knit diverse community, and are encouraged to show up authentically, inspiring our children to do the same. Learn more about what it’s like to work at KIPP Capital Region: kippcapital.org/join-our-team/ #J-18808-Ljbffr KIPP Capital Region Public Schools