Managing Director, Human Resources and Talent Operations, Texas

Job Description

The Human Resources and Talent Operations Team at KIPP Texas provides human resources and talent operations administrative services to foster a high-performing, thriving, and compliant workplace. KIPP Texas is seeking a Managing Director of Human Resources and Talent Operations to drive excellence across human resources functions, including HR business partnership, employee relations, compliance, contingent staffing, and HR systems. As a key member of the Talent division leadership team, this individual will play a critical role in shaping and implementing a strategic talent vision with a focus on best-in-class human resource systems, contingent staffing, compliance, and business partnership services. Reporting to the Chief Talent Officer, this leader will oversee a high-performing team responsible for building and executing a comprehensive human resources and talent operations strategy that results in operational excellence, compliance, and a thriving workforce.  The MD, Human Resources and Talent Operations  develop and implement human resources and talent operation systems, policies, procedures, and processes, deliver quality business partnership services to drive a seamless and quality experience for all KIPP Texas Team and Family members. The ideal candidate is a strategic leader with strong strategic management skills, operational and human resources expertise, and a deep commitment to advancing KIPP Texas’ mission.

As the Managing Director of Human Resources and Talent Operations you will be held accountable to:

Staffing  all schools by the first day of school

Retention of high performers at KIPP TX

Staff Engagement on Two-Step Survey

Reducing human resource risk

 

Key Responsibilities

Strategic Division Leadership 

Serve as a key senior leader within the Talent Division, shaping overall human capital strategies to enable Big KIPPsters to flourish and lead students to exceptional personal and academic success.

Develop and oversee a statewide, multi-year human resource services and talent operations strategy aligned with the talent division’s strategic plan. 

Collaborate with other Talent Division senior leaders to ensure a seamless and effective talent lifecycle, particularly for prospective Big KIPPsters, candidates, and new to KIPP Big KIPPsters.

Serve as a thought partner to the Chief Talent Officer, providing reports and insights on human resources and talent operations trends, including industry, state, and federal labor laws.

Support the Chief Talent Officer in strategic and operational management of the talent division, including identifying and designing solutions to division opportunities, risks and challenges.

Champion KIPP Texas’ mission and core values, modeling our values in your work, decisions, and relationships.

Model the Talent Division’s culture to foster high-performance, inclusion, and belonging. Co-lead key division culture initiatives.

Manage human resource services and talent operations budgets and resource allocation, ensuring cost-effective strategies that yield high-impact results.

Build a network of engaged stakeholders and talent partners across the organization. Leverage a diverse set of perspectives to implement and strengthen our talent practices.

Serve as an expert in human resources, compliance, and employee relations practices, staying abreast of industry trends and innovations.

Provide reports and talent insights to the Board of Directors, CEO, Chiefs team to support effective management of the short and long term health of the organization.

Team Leadership & Development

Lead, mentor, and develop a high-performing team of human resource professionals, including business partners, specialists, directors, and managers fostering a culture of excellence and accountability to meet hiring goals.

Foster a collaborative, mission-driven culture within the team, aligning all efforts with the broader organizational mission and values.

Establish teamwide accountability measures, tracking progress toward human resource services and talent operations goals and celebrating successes.

Provide direct supervision to Human Resource Business Partners and the Sr. Dir of Talent Operations supporting their professional development and leadership effectiveness.

Set clear performance expectations, goals, and KPIs for each team member, providing regular coaching, feedback, and professional development opportunities.

Create structures for team learning, professional development, and performance management to drive results and innovation.

Encourage innovation and continuous improvement, empowering team members to test new ideas, streamline processes, and enhance recruitment strategies.

Human Resources and Talent Operations Strategy & Execution

Develop and oversee a statewide, multi-year, comprehensive human resources and talent operations strategy aligned with the organization’s multi-year plan.

Partner with the Chief Talent Officer and Talent division leadership to to translate business needs into people-focused human resource solutions.

Drive a human resources services strategy aimed at developing and implementing programs and solutions that build leaders capacity to reduce staff turnover and enhance employee satisfaction across a large network of schools and departments.

Leverage data to drive continuous improvement, including analyzing market trends, hiring needs, candidate pipelines, and retention data to inform decision-making.

Operational Management & Process Optimization

Oversee the full scope of HR operations, including employee lifecycle processes, HRIS, data integrity, and records management.

Lead the selection, implementation, and optimization of HR systems and tools to improve efficiency and employee experience.

Ensure the organization’s HR infrastructure scales with growth and complies with applicable regulations.

Oversee and optimize human resources workflows, ensuring efficiency, transparency, and strong employee experience.

Maintain accurate employee records in compliance with local, state, and federal labor laws and certification requirements.

Implement data-driven decision-making, leveraging human resources and talent operations analytics to refine strategies and forecast future needs.

HR and Talent Business Partnership

Lead a team of HR Business Partners to support leaders in organizational planning, workforce development, performance management, succession planning, and change management.

Serve as a trusted advisor to senior leaders, providing coaching and guidance on employee retention, engagement, and HR issues

Serve as the HR and Talent Business Partner to Regional Superintendents.

Coordinate and execute the Talent Review cycle on a recurring basis, ensuring we have the right people in seats and staff are placed in corresponding development plans.

Cascade-up trends and escalates staffing support needs for critical scenarios and situations to Talent Division Leadership.

Employee Relations & Compliance

Oversee employee relations strategies, investigations, conflict resolution, and sensitive employee issues to ensure fair and consistent outcomes.

Partners with the Chief Talent Officer, Director of Employee Relations & Investigation and/or legal counsel as needed/required to resolve employee grievances and complaints.

Serve as the Title IX coordinator for KIPP TX.

Manage teacher certification processes and recordkeeping, ensuring compliance with Texas education requirements.

Ensure compliance with federal, state, and local employment laws, as well as internal policies and procedures.

Develop and implement training and resources to build capacity among managers and employees.

Contingent Staffing

Develop and lead a comprehensive strategy for contingent staffing, including substitute teachers, long-term leaves, and other temporary roles.

Forecast contingent staffing needs across the network in alignment with academic calendars, staffing models, and historical trends.

Oversee end-to-end processes for sourcing, onboarding, deploying, and managing contingent staff across all campuses.

Ensure efficient scheduling and coverage systems that minimize instructional disruptions due to staff absences.

Monitor fill rates and implement real-time solutions for high-need campuses or roles.

Manage relationships with external staffing agencies, negotiating contracts, service-level agreements, and performance metrics.

Performs other duties as assigned. Responsibilities and tasks outlined in this document are not exhaustive and may change as determined by the needs of the network