About The Position The SVP, Growth is a role with direct accountability for the success of work that impacts the entire KIPP network. This role sets the vision, goals, and strategy for KIPP's growth function - stewarding the criteria and readiness frameworks that determine where growth should happen, shaping the long-term portfolio plan, and holding the network accountable for growing with rigor. Every new school, every expanded region, and every scale decision must be grounded in evidence, anchored in student outcomes, and designed to hold up over the long term.
Reporting to the Chief of Regional Impact, this role operates as a senior partner to the Chief Schools Officer and CEO-setting vision and strategy for the growth function and making network-level decisions on growth policy and priorities. The SVP is accountable for both defining the vision and ensuring its execution through their team. The SVP, Growth holds network-wide strategic accountability, partners with Chief-level leaders to make consequential organization wide decisions, and manages one Senior Director of Growth.
Responsibilities Enterprise Growth Strategy & Vision - Define and own KIPP's enterprise-wide growth and scale strategy-including multi-year targets, portfolio priorities, and the conditions required for sustainable expansion.
- Set the vision and standards for how KIPP grows as a network, ensuring every scale decision is evidence-based, equity-centered, and aligned with the One KIPP strategy.
- Establish the methodology and criteria by which regions are tagged as viability risks and oversee an assessment of those regions to determine what's required for long term sustainability and success.
- Serve as the primary senior voice on growth to the Chief Schools Officer, Chief of Regional Impact, CEO, and Board-providing strategic counsel, synthesizing landscape intelligence, and driving organizational alignment around growth priorities.
- Shape and steward cross-functional planning across the Office of the Chief Schools Officer and Chief of Regional Impact, ensuring that growth considerations are integrated into organizational and financial planning cycles.
Regional Growth Leadership & Accountability - Lead the Foundation's partnership with regions pursuing opportunistic growth-driving strategy, ensuring accountability, and working through peer leaders for thought partnership and analytical support to translate ambition into executable plans.
- Establish and lead the progress-monitoring systems that keep growth plans on track; exercise sound judgment about when course correction is needed and escalate risks to the Chief of Regional Impact and C-suite.
- Identify cross-regional growth patterns, scale effective practices across the portfolio, and address systemic gaps-ensuring that what works in one region becomes a learning opportunity for the full network.
- Serve as the senior escalation point for regions on growth-related matters, exercising judgment about when issues require the attention of the Chief of Regional Impact, Chief Schools Officer, or CEO.
People Management & Development - Lead, develop and manage the performance of the Senior Director of Growth to drive regional growth partnerships, readiness assessment, and landscape analysis.
- Build a culture of accountability, learning, and continuous improvement.
- Represent the Growth function in executive decision-making forums, cross-functional planning, and Board-level growth updates-serving as a credible, compelling senior presence.
QualificationsSkills and Mindsets - Mission and Student Focus: Demonstrates passion and commitment to KIPP's mission and possesses the desire and ability to uphold KIPP's core values (Focus on Excellent Results, Collective Impact, and Courageous Action)
- Self Management: Demonstrated record of setting and achieving ambitious goals for their departments in complex or ambiguous environment; uses data, research, and analysis to set a high bar of excellence for goal setting; effectively distributes and redistributes work among direct reports, teammates, and teams to optimizes goal attainments; effectively sets and fosters a culture that enables and celebrates teammates' achievements and goals attainment.
- Work Management: Sets a clear vision that ensures alignment of the teams work to organizational goals. Effectively prioritize and deliver work products that ensure sustainability and scalability of work. Develops and implements agile project plans that ensure cross functional collaboration and resource sharing to ensure achieving organizational goals; create and ensure systems are in place for knowledge management.
- Process Management: Able to build and align goals and project plans with organization priorities; Develops and codifies processes that promote coordination, efficiency and efficacy across KF and the Network; Prioritizes processes that ensure sustainability and scalability; ensures team is finding efficiencies through process implementation and improvement, resource sharing, or other methods
- Data-Driven Actions and Decisions: Effectively uses data to shape teamwide decisions and the learning agenda or evaluation of a function or significant initiative. Able to generate, implement, and evaluate solutions with a focus on scalability and sustainability.
- Communication and Change Management: Effectively articulates case for change to multiple functions, teams, and/or offices through clear and compelling presentations, tailoring communications and engagement approach for different audiences. Effectively translates vision into actionable plans among across team stakeholders; Champions KF and networkwide change with all stakeholders.
- Collaboration: Identifies and leverages opportunities with both internal and external stakeholders to increase impact. Leads successful collaboration across functions and evolves plans to get strong results. Has the interpersonal, diplomatic, relationships building and communication skills to connect and compel teammates across different functions to collaborate effectively toward shared goals.
- People Management & Development: Effectively ensures strong professional development and coaching for teammates directly and through layers. Proficient in the mechanics of succession management and performance management for teammates. Skilled at fostering a positive team culture in which teammates feel ownership and accountability for their own and the broader team's work and results.
Experience and Qualifications - 12+ years of progressive experience in strategy, growth, network
- development, or related enterprise leadership roles, ideally in K-12 education or a comparable mission-driven environment.
- Proven track record of managing and developing people managers across nested teams of 4 or more direct reports with measurable impact on their performance and the organizational outcomes they drive.
- Demonstrated ability to set vision, goals, and strategy for a function or multiple functions with executive-level autonomy, and to translate that vision into accountable execution through a team.
- Direct accountability for network-wide strategic priorities with demonstrated outcomes that impacted all regions or the full network.
- Proven track record of designing and maintaining readiness or assessment frameworks grounded in data, and translating quantitative and qualitative inputs into clear recommendations that drive network-wide organizational accountability.
- Strong analytical and strategic skills, including landscape analysis, financial modeling, and the ability to synthesize complex information into crisp strategic narratives for executive and Board audiences.
- Demonstrated executive presence and ability to make network-level decisions with autonomy while serving as a credible senior thought partner to C-suite leaders and regional boards.
- Demonstrated record of partnering with regional or field-based leaders to translate national strategy into executable plans tailored to local context, while maintaining network-wide coherence.
- Experience in K-12 education, charter school growth, or a comparable mission-driven environment strongly preferred.
Additional InformationWork Conditions - Travel requirements: High Travel: 21-30% (40-60 days per year)
- Job Type: Full time, Exempt
Location It is preferred, but not mandatory for this role to be based out of a KIPP Foundation office. This role has the option of working from a remote office full-time. KIPP Foundation offices are in NYC and Chicago.
Compensation and Benefits In compliance with local law, we are disclosing the compensation, or a range thereof, for roles in locations where legally required. Actual salaries will vary based on several factors, including but not limited to external market data, internal equity, and relevant experience. The salary range for this position is [$249,600 - $295,000]. In addition, KIPP Foundation provides a variety of benefits to employees, including:
- 25 holidays for + 18 days additional flexible PTO days (flexible PTO increases to 23 days for years 3 and 4 and to 28 days for years 5+).
- 100% coverage of the premium for employee and 75% for employee + family's medical/dental/vision plans.
- Wellness benefits such as fitness reimbursements, discounted tickets to theme parks/attractions, backup care support for children and adults/elders, and our employee assistance program
- Finance Security benefits include such as a 401K retirement plan with 4% match, employer-sponsored legal plans, life/disability insurance, and flexible spending accounts
