Founding Director, Employee & Student SuccessRaleigh - Human Capital - School Support TeamPosition OverviewThe 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.ResponsibilitiesThe 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 RelationsLead and manage employee relations strategy, ensuring fair, equitable, consistent, and legally compliant practicesProvide guidance and coaching to leaders on performance management, conflict resolution, and disciplinary processesConduct investigations, documentation, and resolution of employee grievances and concernsIn collaboration with the Associate Director, Talent Acquisition & Retention, identify trends and proactively recommend solutions to strengthen culture and reduce riskDevelop automated systems within the HRIS and Monday.Com that can be scaled and make the work more efficient for the teamEnsure all necessary documentation is filed on employee records on the HRIS for future referenceBuild systems around collecting, documenting, handling, and reporting on employee relations situationsKPI: Success in this role will be measured by the timeliness of handling employee relations issues and the accuracy of the documentationProfessional DevelopmentDesign and facilitate staff professional development that has been developed by KIPP Foundation and is required to implementCoordinate teacher and staff recognition and awards to celebrate excellence across the organizationFacilitate PD for people managers that targets identified skill gaps and trains them on necessary tools to manage their teams equitably and effectivelyEnsure development offerings align with organizational goals and employee career pathwaysMonitor effectiveness of professional development and adjust strategy based on outcomesTalent Performance & IntegrityIn collaboration with the Director, Leadership Development, build a performance management process for Teachers, Leaders, and SST members where people managers are held accountable to deadlinesKPI: 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 fidelityTrain people managers on the timelines for performance management to ensure they’re planning ahead throughout the fiscal yearSupport the Director, Leadership Development with ensuring performance expectations are explicit, rigorous, and aligned to organizational prioritiesReview performance improvement plans (PIPs) and corrective action plans (CAPs) for equity, clarity, and alignment providing people managers with approval before implementedEnsure all PIPs and CAPs are filed on employee recordsOversee and represent KIPP NC in all EEOC claims and employee litigation and hearings including unemployment claims and hearingsPromote a culture of accountability, continuous improvement, and integrityServe 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 improvementBuild and manage systems that are scalable, equitable, and user‑centeredLead cross‑functional projects that enhance employee experience and organizational effectivenessRegular meetings with KIPP people managers to support them through the employee performance cycle and any discipline they may be struggling withWork in partnership with supervisors to ensure follow‑through on discipline and correct documentationEmployee & Student Handbook & Policy GovernanceOwn the development, revision, and implementation of the Employee Handbook on an annual basisKPI: Completing the annual Employee Handbook update between February - May with the board of directors reviewing and passing it in JuneEnsure 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 regulationsPartner with people managers across KIPP North Carolina to align policies with organizational values and prioritiesDrive 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 expectationsCompile and track student discipline data across the stateStudent Success Indicators - student/family surveys and empathy interviewsMaintain the Student Behavior Response Plan with school and Board of Directors feedback and inputFacilitate Student Suspension Hearings to ensure equity and complianceUnemploymentOversee unemployment claims process, ensuring timely and accurate responsesManage all communications in conjunction with unemployment claims, including representing KIPP NC at hearingsPartner with legal and finance teams as needed to mitigate risk and manage claims effectivelyAnalyze trends and recommend strategies to reduce organizational exposureKIPP ForwardCollaborate with KIPP Foundation to support KIPP Forward initiatives at KIPP Pride High SchoolQualificationsHigh levels of integrity and confidentialityBachelors degree required; Masters degree inHumanResources, Communications, Education or similar field preferred5–8+ 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 requiredStrong knowledge of employment law and HR best practicesAdept at analyzing data, intermediate to advanced skills in ExcelDemonstrated ability to lead complex, sensitive situations with sound judgment and discretionExperience building systems and processes that improve organizational effectivenessExceptional communication, coaching, and relationship‑building skillsMust live in North Carolina and be willing to travel around the state; advantageous to live inDurham, Chapel Hill, or RaleighAdditional NotesSome travel is required to maintain relationships and attend in‑person meetingsBudgeted Travel: 1 visit per school per quarter (no reimbursement for home school travel)Human Capital Team quarterly meetings (usually in Durham)Total RewardsSalary Range:$80,000 - $100,000 based on years of experience, competency, and educational attainmentBenefits:medical, dental, and vision through Cigna with an HRA of $1200 each yearRetirement:optional 403b with employer matchPaid 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#J-18808-Ljbffr

📌 Founding Director, Employee & Student Success - $80,000 - $100,000 A Year (Winnipeg)
🏢 KIPP North Carolina
📍 Winnipeg