Company Description

About the Organization

KIPP Public Schools is a national network of tuition-free public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 279 schools, nearly 16,500 educators, and nearly 210,000 students and alumni.

Our mission: Together with families and communities, we create joyful, academically excellent schools that prepare students with the skills and confidence to pursue the paths they choose—college, career, and beyond—so they can lead fulfilling lives and build a more just world.

Our vision: Every child grows up free to create the future they want for themselves and their communities.

The KIPP Foundation is a nonprofit organization that supports KIPP public charter schools across the country. The KIPP Foundation helps to develop outstanding educators to lead KIPP schools; provides tools and resources for excellent teaching and learning; promotes innovation; and facilitates the exchange of insights and ideas across KIPP and other public schools and organizations.

About Our Values:

Excellent Results for Students: We value results over effort and know that our work is not finished until all students thrive. We maintain high expectations for self, team, and students. We drive outcomes by operating with agility, removing barriers, differentiating support, and prioritizing student-centered solutions—especially for those at the margins.

Collective Impact: We are one team. We win together. We embody a one-team mindset by working collaboratively across teams, aligning goals, and leveraging the strengths of all teammates. We build trust-based relationships and ensure inclusive decision-making by engaging those closest to the work. We provide clarity through simple, repeatable systems and goals that enable transformational outcomes.

Courageous Action: Our belief in what we can achieve is unwavering, fueling our optimism and commitment to overcome any challenge. We demonstrate an unwavering belief in students’ potential and a commitment to addressing systemic inequities. We approach challenges with resilience, a solutions-focused mindset, and adaptability. We foster a psychologically safe environment centered on trust and accountability where feedback is encouraged. We leverage data to reflect on progress, own setbacks, celebrate successes, and continuously improve to maximize impact.

Job Description

About The Position

KIPP Foundation is at a defining moment—an opportunity to deepen our impact by building a talent system that enables every leader and staff member to thrive in service of students and communities. We are committed to setting a high bar for excellence, strengthening leadership capacity, and ensuring our talent systems are clear, consistent, and built to scale.

The Vice President of People, reporting to the Senior Vice President of People Operations, will play a critical leadership role in bringing this vision to life. This leader will design and drive an integrated, insights-driven talent strategy that connects every part of the employee experience—from how we attract and onboard talent, to how we develop, engage, and retain our people.

By aligning the full talent lifecycle including recruitment, performance management, employee engagement, Total Rewards, professional development, and offboarding the Vice President will ensure that our systems not only support leaders, but empower them to deliver meaningful results and thrive.

At KIPP, we believe great outcomes are driven by great leaders operating within strong systems. In this role, you will ensure those systems are not only well-designed, but deeply embedded, building the capacity of leaders across the Foundation to lead effectively, develop their teams, and consistently meet a high bar for performance.

This is an opportunity for a strategic and systems-oriented leader who is energized by complexity, driven by impact, and committed to building the conditions for people and organizations to do their best work.

Responsibilities

Talent Strategy & Organizational Alignment

• Set and drive the overall talent strategy and talent philosophy for the KIPP Foundation workforce, ensuring alignment with organizational priorities, culture, and long-term goals.

• Partner with the SVP of People Operations and executive leadership to align talent strategy with organizational design, workforce planning, and operational priorities.

• Ensure a coherent, integrated talent system across the Foundation, including recruitment, onboarding, HR operations, performance management, development, engagement, and offboarding.

• Serve as a strategic advisor to leadership on organizational effectiveness, talent health, and workforce strategy, using data and insights to inform decision-making.

Talent Systems & Organizational Effectiveness

• Oversee the design and effectiveness of the full talent lifecycle, ensuring systems and processes drive strong performance, development, and retention outcomes.

• Set the vision for performance management and development systems, including goal setting, feedback cycles, and evaluation processes, in partnership with the Senior Director of Development & Growth.

• Ensure effective HR operations and infrastructure, including recruitment, onboarding, Total Rewards, and compliance, in partnership with the Senior Director of People Operations.

• Use workforce, engagement, and performance data to monitor organizational health, identify risks, and drive continuous improvement across talent systems.

Employee Relations, Policy & Risk Management

• Establish the vision, policies, and standards for employee relations, including performance management, conflict resolution, and policy compliance.

• Ensure consistent, fair, and compliant application of HR policies and practices across the organization.

• Advise senior leaders on complex employee relations matters and organizational risk, ensuring alignment with legal and organizational standards.

Leadership & Team Management

• Lead and develop the Talent function, setting the vision and strategic direction to ensure strong execution across both People Operations and Development & Growth.

• Oversee and coach Senior Directors, ensuring clear ownership, alignment, and accountability across:

• People Operations (HR systems, recruitment, Total Rewards, and HR operations)

• Development & Growth (goal setting, performance systems, manager development, and engagement)

• Set enterprise-level priorities and allocate resources to ensure the Talent function is focused on the highest-impact work and positioned to deliver against organizational goals.

• Drive alignment and integration across talent systems, ensuring a seamless and consistent employee experience across both sub teams.

• Foster a high-performing, outcomes-driven culture across the Talent team that emphasizes accountability, collaboration, and continuous improvement.

• Build leadership capacity across the team by coaching senior leaders, strengthening decision-making, and ensuring clear expectations and performance standards.

• Act as a visible culture leader and ambassador for KIPP, modeling organizational values and reinforcing a high bar for performance, equity, and impact across the Foundation.

Organizational Talent Planning & Culture

• Partner with leadership to drive annual workforce planning, talent strategy, and culture priorities aligned to organizational goals.

• Ensure alignment between talent strategy, employee experience, and organizational culture, reinforcing a high bar for performance and development.

• Support the organization in building a strong, inclusive, and high-performing workforce, aligned to KIPP’s mission and values.

Qualifications

Skills 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 and effectively distributes and redistributes work among direct reports, teammates.

• 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.

• Data Driven Actions:  Able to generate, implement, and evaluate solutions with a focus on scalability and sustainability.

• Problem Solving: Takes calculated risks to test and implements correct, scalable solutions.

• Change Management: Takes calculated risks to test and implements correct, scalable solutions.  Addresses the root of problems and removes obstacles from work.  Understands how solutions may unearth other obstacles further downstream.

• People Management and 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.

Experience and Qualifications

• 8+ years of senior HR and talent management leadership experience in nonprofit or education contexts at progressive levels of responsibility with evidence of successful development and organizational outcomes

• Understanding of current education climate and corresponding response strategies for the communities we serve

• Strong background in leading with equity at the center, especially through organizational change and growth

• Experience cultivating a work culture in a virtual environment that is value-driven, equitable, and inclusive

Additional Information

Work Conditions

• Travel: Moderate Travel: Up to 10% (up to 20 days per year)

• Full, exempt role

Location

It is preferred, but not mandatory for this role to be based out of a KIPP Foundation office. This role also 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 $197,600-$236,500. 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% paid parental leave

• 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

KIPP Foundation embraces the opportunity to build a workforce that reflects the diversity of the students and communities with whom we work and the world that’s around them. Being an equal opportunity employer means that we take seriously our responsibility to consider qualified candidates on the basis of merit, without regard to race, color, religion, national origin, gender, sexual orientation, gender identity or expression, age, mental or physical disability, and genetic information, marital status, citizenship status, military status, protected veteran status or any other category protected by law.

Company Description

About the Organization

KIPP Public Schools is a national network of tuition-free public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 279 schools, nearly 16,500 educators, and nearly 210,000 students and alumni.

Our mission: Together with families and communities, we create joyful, academically excellent schools that prepare students with the skills and confidence to pursue the paths they choose—college, career, and beyond—so they can lead fulfilling lives and build a more just world.

Our vision: Every child grows up free to create the future they want for themselves and their communities.

The KIPP Foundation is a nonprofit organization that supports KIPP public charter schools across the country. The KIPP Foundation helps to develop outstanding educators to lead KIPP schools; provides tools and resources for excellent teaching and learning; promotes innovation; and facilitates the exchange of insights and ideas across KIPP and other public schools and organizations.

About Our Values:

Excellent Results for Students: We value results over effort and know that our work is not finished until all students thrive. We maintain high expectations for self, team, and students. We drive outcomes by operating with agility, removing barriers, differentiating support, and prioritizing student-centered solutions—especially for those at the margins.

Collective Impact: We are one team. We win together. We embody a one-team mindset by working collaboratively across teams, aligning goals, and leveraging the strengths of all teammates. We build trust-based relationships and ensure inclusive decision-making by engaging those closest to the work. We provide clarity through simple, repeatable systems and goals that enable transformational outcomes.

Courageous Action: Our belief in what we can achieve is unwavering, fueling our optimism and commitment to overcome any challenge. We demonstrate an unwavering belief in students' potential and a commitment to addressing systemic inequities. We approach challenges with resilience, a solutions-focused mindset, and adaptability. We foster a psychologically safe environment centered on trust and accountability where feedback is encouraged. We leverage data to reflect on progress, own setbacks, celebrate successes, and continuously improve to maximize impact.

Job Description

About The Position

KIPP Foundation is at a defining moment—an opportunity to deepen our impact by building a talent system that enables every leader and staff member to thrive in service of students and communities. We are committed to setting a high bar for excellence, strengthening leadership capacity, and ensuring our talent systems are clear, consistent, and built to scale.

The Vice President of People Operations, reporting to the Senior Vice President of People Operations, will play a critical leadership role in bringing this vision to life. This leader will design and drive an integrated, insights-driven talent strategy that connects every part of the employee experience—from how we attract and onboard talent, to how we develop, engage, and retain our people.

By aligning the full talent lifecycle including recruitment, performance management, employee engagement, Total Rewards, professional development, and offboarding the Vice President will ensure that our systems not only support leaders, but empower them to deliver meaningful results and thrive.

At KIPP, we believe great outcomes are driven by great leaders operating within strong systems. In this role, you will ensure those systems are not only well-designed, but deeply embedded, building the capacity of leaders across the Foundation to lead effectively, develop their teams, and consistently meet a high bar for performance.

This is an opportunity for a strategic and systems-oriented leader who is energized by complexity, driven by impact, and committed to building the conditions for people and organizations to do their best work.

Responsibilities

Talent Strategy & Organizational Alignment

• Set and drive the overall talent strategy and talent philosophy for the KIPP Foundation workforce, ensuring alignment with organizational priorities, culture, and long-term goals.
• Partner with the SVP of People Operations and executive leadership to align talent strategy with organizational design, workforce planning, and operational priorities.
• Ensure a coherent, integrated talent system across the Foundation, including recruitment, onboarding, HR operations, performance management, development, engagement, and offboarding.
• Serve as a strategic advisor to leadership on organizational effectiveness, talent health, and workforce strategy, using data and insights to inform decision-making.
  
  

Talent Systems & Organizational Effectiveness

• Oversee the design and effectiveness of the full talent lifecycle, ensuring systems and processes drive strong performance, development, and retention outcomes.
• Set the vision for performance management and development systems, including goal setting, feedback cycles, and evaluation processes, in partnership with the Senior Director of Development & Growth.
• Ensure effective HR operations and infrastructure, including recruitment, onboarding, Total Rewards, and compliance, in partnership with the Senior Director of People Operations.
• Use workforce, engagement, and performance data to monitor organizational health, identify risks, and drive continuous improvement across talent systems.
  
  

Employee Relations, Policy & Risk Management

• Establish the vision, policies, and standards for employee relations, including performance management, conflict resolution, and policy compliance.
• Ensure consistent, fair, and compliant application of HR policies and practices across the organization.
• Advise senior leaders on complex employee relations matters and organizational risk, ensuring alignment with legal and organizational standards.
  
  

Leadership & Team Management

• Lead and develop the Talent function, setting the vision and strategic direction to ensure strong execution across both People Operations and Development & Growth.
• Oversee and coach Senior Directors, ensuring clear ownership, alignment, and accountability across:
• People Operations (HR systems, recruitment, Total Rewards, and HR operations)
• Development & Growth (goal setting, performance systems, manager development, and engagement)
• Set enterprise-level priorities and allocate resources to ensure the Talent function is focused on the highest-impact work and positioned to deliver against organizational goals.
• Drive alignment and integration across talent systems, ensuring a seamless and consistent employee experience across both sub teams.
• Foster a high-performing, outcomes-driven culture across the Talent team that emphasizes accountability, collaboration, and continuous improvement.
• Build leadership capacity across the team by coaching senior leaders, strengthening decision-making, and ensuring clear expectations and performance standards.
• Act as a visible culture leader and ambassador for KIPP, modeling organizational values and reinforcing a high bar for performance, equity, and impact across the Foundation.
  
  

Organizational Talent Planning & Culture

• Partner with leadership to drive annual workforce planning, talent strategy, and culture priorities aligned to organizational goals.
• Ensure alignment between talent strategy, employee experience, and organizational culture, reinforcing a high bar for performance and development.
• Support the organization in building a strong, inclusive, and high-performing workforce, aligned to KIPP’s mission and values.
  
  

Qualifications

Skills 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 and effectively distributes and redistributes work among direct reports, teammates.
• 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.
• Data Driven Actions: Able to generate, implement, and evaluate solutions with a focus on scalability and sustainability.
• Problem Solving: Takes calculated risks to test and implements correct, scalable solutions.
• Change Management: Takes calculated risks to test and implements correct, scalable solutions. Addresses the root of problems and removes obstacles from work. Understands how solutions may unearth other obstacles further downstream.
• People Management and 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.
  
  

Experience And Qualifications

• 8+ years of senior HR and talent management leadership experience in nonprofit or education contexts at progressive levels of responsibility with evidence of successful development and organizational outcomes
• Understanding of current education climate and corresponding response strategies for the communities we serve
• Strong background in leading with equity at the center, especially through organizational change and growth
• Experience cultivating a work culture in a virtual environment that is value-driven, equitable, and inclusive
  
  

Additional Information

Work Conditions

• Travel: Moderate Travel: Up to 10% (up to 20 days per year)
• Full, exempt role
  
  

Location

It is preferred, but not mandatory for this role to be based out of a KIPP Foundation office. This role also 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 $197,600-$236,500. 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% paid parental leave
• 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
  
  

KIPP Foundation embraces the opportunity to build a workforce that reflects the diversity of the students and communities with whom we work and the world that’s around them. Being an equal opportunity employer means that we take seriously our responsibility to consider qualified candidates on the basis of merit, without regard to race, color, religion, national origin, gender, sexual orientation, gender identity or expression, age, mental or physical disability, and genetic information, marital status, citizenship status, military status, protected veteran status or any other category protected by law.

About The Organization

KIPP Public Schools is a national network of tuition-free public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 279 schools, nearly 16,500 educators, and nearly 210,000 students and alumni.

Our mission: Together with families and communities, we create joyful, academically excellent schools that prepare students with the skills and confidence to pursue the paths they choose—college, career, and beyond—so they can lead fulfilling lives and build a more just world.

Our vision: Every child grows up free to create the future they want for themselves and their communities.

The KIPP Foundation is a nonprofit organization that supports KIPP public charter schools across the country. The KIPP Foundation helps to develop outstanding educators to lead KIPP schools; provides tools and resources for excellent teaching and learning; promotes innovation; and facilitates the exchange of insights and ideas across KIPP and other public schools and organizations.

About Our Values:

Excellent Results for Students: We value results over effort and know that our work is not finished until all students thrive. We maintain high expectations for self, team, and students. We drive outcomes by operating with agility, removing barriers, differentiating support, and prioritizing student-centered solutions—especially for those at the margins.

Collective Impact: We are one team. We win together. We embody a one-team mindset by working collaboratively across teams, aligning goals, and leveraging the strengths of all teammates. We build trust-based relationships and ensure inclusive decision-making by engaging those closest to the work. We provide clarity through simple, repeatable systems and goals that enable transformational outcomes.

Courageous Action: Our belief in what we can achieve is unwavering, fueling our optimism and commitment to overcome any challenge. We demonstrate an unwavering belief in students' potential and a commitment to addressing systemic inequities. We approach challenges with resilience, a solutions-focused mindset, and adaptability. We foster a psychologically safe environment centered on trust and accountability where feedback is encouraged. We leverage data to reflect on progress, own setbacks, celebrate successes, and continuously improve to maximize impact.

Job Description

About The Position

KIPP Foundation is at a defining moment—an opportunity to deepen our impact by building a talent system that enables every leader and staff member to thrive in service of students and communities. We are committed to setting a high bar for excellence, strengthening leadership capacity, and ensuring our talent systems are clear, consistent, and built to scale.

The Vice President of People Operations, reporting to the Senior Vice President of People Operations, will play a critical leadership role in bringing this vision to life. This leader will design and drive an integrated, insights-driven talent strategy that connects every part of the employee experience—from how we attract and onboard talent, to how we develop, engage, and retain our people.

By aligning the full talent lifecycle including recruitment, performance management, employee engagement, Total Rewards, professional development, and offboarding the Vice President will ensure that our systems not only support leaders, but empower them to deliver meaningful results and thrive.

At KIPP, we believe great outcomes are driven by great leaders operating within strong systems. In this role, you will ensure those systems are not only well-designed, but deeply embedded, building the capacity of leaders across the Foundation to lead effectively, develop their teams, and consistently meet a high bar for performance.

This is an opportunity for a strategic and systems-oriented leader who is energized by complexity, driven by impact, and committed to building the conditions for people and organizations to do their best work.

Responsibilities

Talent Strategy & Organizational Alignment

• Set and drive the overall talent strategy and talent philosophy for the KIPP Foundation workforce, ensuring alignment with organizational priorities, culture, and long-term goals.
• Partner with the SVP of People Operations and executive leadership to align talent strategy with organizational design, workforce planning, and operational priorities.
• Ensure a coherent, integrated talent system across the Foundation, including recruitment, onboarding, HR operations, performance management, development, engagement, and offboarding.
• Serve as a strategic advisor to leadership on organizational effectiveness, talent health, and workforce strategy, using data and insights to inform decision-making.
  
  

Talent Systems & Organizational Effectiveness

• Oversee the design and effectiveness of the full talent lifecycle, ensuring systems and processes drive strong performance, development, and retention outcomes.
• Set the vision for performance management and development systems, including goal setting, feedback cycles, and evaluation processes, in partnership with the Senior Director of Development & Growth.
• Ensure effective HR operations and infrastructure, including recruitment, onboarding, Total Rewards, and compliance, in partnership with the Senior Director of People Operations.
• Use workforce, engagement, and performance data to monitor organizational health, identify risks, and drive continuous improvement across talent systems.
  
  

Employee Relations, Policy & Risk Management

• Establish the vision, policies, and standards for employee relations, including performance management, conflict resolution, and policy compliance.
• Ensure consistent, fair, and compliant application of HR policies and practices across the organization.
• Advise senior leaders on complex employee relations matters and organizational risk, ensuring alignment with legal and organizational standards.
  
  

Leadership & Team Management

• Lead and develop the Talent function, setting the vision and strategic direction to ensure strong execution across both People Operations and Development & Growth.
• Oversee and coach Senior Directors, ensuring clear ownership, alignment, and accountability across:
• People Operations (HR systems, recruitment, Total Rewards, and HR operations)
• Development & Growth (goal setting, performance systems, manager development, and engagement)
• Set enterprise-level priorities and allocate resources to ensure the Talent function is focused on the highest-impact work and positioned to deliver against organizational goals.
• Drive alignment and integration across talent systems, ensuring a seamless and consistent employee experience across both sub teams.
• Foster a high-performing, outcomes-driven culture across the Talent team that emphasizes accountability, collaboration, and continuous improvement.
• Build leadership capacity across the team by coaching senior leaders, strengthening decision-making, and ensuring clear expectations and performance standards.
• Act as a visible culture leader and ambassador for KIPP, modeling organizational values and reinforcing a high bar for performance, equity, and impact across the Foundation.
  
  

Organizational Talent Planning & Culture

• Partner with leadership to drive annual workforce planning, talent strategy, and culture priorities aligned to organizational goals.
• Ensure alignment between talent strategy, employee experience, and organizational culture, reinforcing a high bar for performance and development.
• Support the organization in building a strong, inclusive, and high-performing workforce, aligned to KIPP’s mission and values.
  
  

Qualifications

Skills 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 and effectively distributes and redistributes work among direct reports, teammates.
• 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.
• Data Driven Actions: Able to generate, implement, and evaluate solutions with a focus on scalability and sustainability.
• Problem Solving: Takes calculated risks to test and implements correct, scalable solutions.
• Change Management: Takes calculated risks to test and implements correct, scalable solutions. Addresses the root of problems and removes obstacles from work. Understands how solutions may unearth other obstacles further downstream.
• People Management and 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.
  
  

Experience And Qualifications

• 8+ years of senior HR and talent management leadership experience in nonprofit or education contexts at progressive levels of responsibility with evidence of successful development and organizational outcomes
• Understanding of current education climate and corresponding response strategies for the communities we serve
• Strong background in leading with equity at the center, especially through organizational change and growth
• Experience cultivating a work culture in a virtual environment that is value-driven, equitable, and inclusive
  
  

Additional Information

Work Conditions

• Travel: Moderate Travel: Up to 10% (up to 20 days per year)
• Full, exempt role
  
  

Location

It is preferred, but not mandatory for this role to be based out of a KIPP Foundation office. This role also 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 $197,600-$236,500. 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% paid parental leave
• 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
  
  

KIPP Foundation embraces the opportunity to build a workforce that reflects the diversity of the students and communities with whom we work and the world that’s around them. Being an equal opportunity employer means that we take seriously our responsibility to consider qualified candidates on the basis of merit, without regard to race, color, religion, national origin, gender, sexual orientation, gender identity or expression, age, mental or physical disability, and genetic information, marital status, citizenship status, military status, protected veteran status or any other category protected by law.

This is a rare opportunity to build and shape a truly global People function at a pivotal, transformative stage of our growth as Global Head of People and Talent.

As GoGlobal enters its next chapter, you will play a critical role in defining how we scale; through our people, culture, and leadership. Working directly with the CEO and Chief of Staff, you will bring together strategy, execution, and creativity to help drive sustainable global expansion over the next 5+ years.

You’ll join a team of smart, ambitious, and creative thinkers, and be empowered to introduce fresh, innovative approaches that elevate both performance and employee experience.

Responsibilities

• Define and deliver a global People strategy that fuels growth.

• Build and lead a best-in-class, multi-region HR function across APAC, EMEA, and the Americas.

• Act as a trusted advisor to the CEO, Chief of Staff, and leadership team.

• Drive organisational design, talent strategy, and workforce planning globally.

• Introduce and scale AI-enabled HR transformation and innovation.

• Lead complex employee relations and global compliance across jurisdictions.

• Shape, embed, and evolve our award-winning culture through creative, strategic initiatives.

• Remain hands-on—building, improving, and shaping the function as you go.

• Proven HR leadership experience in a global, multi-country scale-up environment

• Strong exposure across APAC, EMEA, and the Americas

• A strategic HR Business Partner with strong commercial and financial acumen

• Experience building and scaling People functions from the ground up

• Deep expertise in employee relations, terminations, and global compliance

• Track record of delivering HR transformation and AI-enabled solutions

• Highly hands-on, thriving in ambiguity and combining strategy with execution

• A creative and forward-thinking mindset, with the ability to design unique, culture-shaping initiatives in a fast-growth environment

• Globally minded, culturally aware, and brings an engaging, authentic, and fun leadership style

ABOUT US:

GoGlobal is the leading professional services company to guide, establish and manage global operations with compliance and confidence. We bring the human touch to entering new markets and consolidating vendors through a single point of management. With a presence in over 140 countries on six continents and growing, we make running a global business easy.

Business & Corporate Services provided:

• Entity Solutions: Entity establishment, Corporate secretarial & directorship services, Domicile services, Dormancy/Liquidation
• HR Solutions: Global recruitment, Employer of Record (EOR), Agent of Record (AOR), Global benefits, Global payroll, International HR Consulting
• Finance Solutions: Accounting & Tax

For more information, please visit GoGlobal.com

OVERVIEW

At GoGlobal, we give you the autonomy to make decisions that create real impact.

As a privately owned company, we are free from the pressures of venture capital or private equity investors demanding exponential growth in unreasonable time frames.

Sometimes, things just take time to do well. In our business, delivering great results is a process - and we’re committed to doing it right.

We are not for sale. We believe that financial success is a natural outcome of our work, not the primary goal. Unlike many investors who view money as a goal, our focus is on long-term growth and sustainable success.

We are a global team, built for those who want to go further. Here’s what your career at GoGlobal looks like:

A company small enough for your voice to be heard meaningfully, yet large enough to make a global impact

Collaborating with a diverse, global and supportive team

Built for the long-haul - no VC or PE pressure, just a focus on sustainable growth

WHY WE ARE DIFFERENT

We Make Growing Your Career Possible

• We operate with the benefits of a partnership without the complexities of a partnership. Our hybrid partnership-corporate model offers all employees the opportunity to become a partner, while maintaining a streamlined corporate structure so that decisions are made quickly.

• We do not offer equity plans. As we are not for sale and are not chasing an exit, “stock options” hold little value in our business model. Instead, we provide opportunities for outstanding employees to make partner and share in the profits. We believe it’s better to build lasting value than to chase a one-time payout.

• We prioritize organic and sustainable growth. Expanding operations quickly by way of mergers and acquisitions might seem appealing, but the reality is integrating diverse cultures can be challenging. We’re proud of our own culture and prefer to grow it our way.

• We’re global. We offer career opportunities across the world-whether it’s new job roles or international locations

• English is our official language, but for many, it’s our second language. We embrace this and find it rewarding communicating with colleagues from all over the world.

• We are not a family. We operate more like a high-performing sports team where each individual’s contribution is crucial to our collective success.

• We keep things simple and collaborative. Our structure makes it easy for teams to work together across borders so we can serve our clients with global needs more effectively. Unlike big, siloed companies, we work seamlessly to handle international deals without the headaches of territorial ownership.

• We believe in transparency and trust. Every month, we share our financials with the team so everyone knows where we stand and what’s coming next. It’s all about open communication, building trust and empowering every individual to be part of our journey. We don’t tell you what to think - we provide the information you need to make your own informed decisions.

• We believe flexibility drives success. Our company is built on trust, and that’s why we embrace fully remote work, and hybrid options in some countries. Forget rigid office routines - it’s old school! This flexibility fuels productivity, strengthens our workforce, and ensures we remain agile in a fast-changing world.

Ready to take the next step in your career with us? Apply now!

**Kindly review the provided privacy notice ( LINK ) to gain a comprehensive understanding of our policies and practices governing the treatment of your Personal Data. By applying, you consent to background and reference checks, to the extent permissible by law.

This is a rare opportunity to build and shape a truly global People function at a pivotal, transformative stage of our growth as Global Head of People and Talent.

As GoGlobal enters its next chapter, you will play a critical role in defining how we scale; through our people, culture, and leadership. Working directly with the CEO and Chief of Staff, you will bring together strategy, execution, and creativity to help drive sustainable global expansion over the next 5+ years.

You’ll join a team of smart, ambitious, and creative thinkers, and be empowered to introduce fresh, innovative approaches that elevate both performance and employee experience.

Responsibilities

• Define and deliver a global People strategy that fuels growth.

• Build and lead a best-in-class, multi-region HR function across APAC, EMEA, and the Americas.

• Act as a trusted advisor to the CEO, Chief of Staff, and leadership team.

• Drive organisational design, talent strategy, and workforce planning globally.

• Introduce and scale AI-enabled HR transformation and innovation.

• Lead complex employee relations and global compliance across jurisdictions.

• Shape, embed, and evolve our award-winning culture through creative, strategic initiatives.

• Remain hands-on—building, improving, and shaping the function as you go.

• Proven HR leadership experience in a global, multi-country scale-up environment

• Strong exposure across APAC, EMEA, and the Americas

• A strategic HR Business Partner with strong commercial and financial acumen

• Experience building and scaling People functions from the ground up

• Deep expertise in employee relations, terminations, and global compliance

• Track record of delivering HR transformation and AI-enabled solutions

• Highly hands-on, thriving in ambiguity and combining strategy with execution

• A creative and forward-thinking mindset, with the ability to design unique, culture-shaping initiatives in a fast-growth environment

• Globally minded, culturally aware, and brings an engaging, authentic, and fun leadership style

ABOUT US:

GoGlobal is the leading professional services company to guide, establish and manage global operations with compliance and confidence. We bring the human touch to entering new markets and consolidating vendors through a single point of management. With a presence in over 140 countries on six continents and growing, we make running a global business easy.

Business & Corporate Services provided:

• Entity Solutions: Entity establishment, Corporate secretarial & directorship services, Domicile services, Dormancy/Liquidation
• HR Solutions: Global recruitment, Employer of Record (EOR), Agent of Record (AOR), Global benefits, Global payroll, International HR Consulting
• Finance Solutions: Accounting & Tax

For more information, please visit GoGlobal.com

OVERVIEW

At GoGlobal, we give you the autonomy to make decisions that create real impact.

As a privately owned company, we are free from the pressures of venture capital or private equity investors demanding exponential growth in unreasonable time frames.

Sometimes, things just take time to do well. In our business, delivering great results is a process - and we’re committed to doing it right.

We are not for sale. We believe that financial success is a natural outcome of our work, not the primary goal. Unlike many investors who view money as a goal, our focus is on long-term growth and sustainable success.

We are a global team, built for those who want to go further. Here’s what your career at GoGlobal looks like:

A company small enough for your voice to be heard meaningfully, yet large enough to make a global impact

Collaborating with a diverse, global and supportive team

Built for the long-haul - no VC or PE pressure, just a focus on sustainable growth

WHY WE ARE DIFFERENT

We Make Growing Your Career Possible

• We operate with the benefits of a partnership without the complexities of a partnership. Our hybrid partnership-corporate model offers all employees the opportunity to become a partner, while maintaining a streamlined corporate structure so that decisions are made quickly.

• We do not offer equity plans. As we are not for sale and are not chasing an exit, “stock options” hold little value in our business model. Instead, we provide opportunities for outstanding employees to make partner and share in the profits. We believe it’s better to build lasting value than to chase a one-time payout.

• We prioritize organic and sustainable growth. Expanding operations quickly by way of mergers and acquisitions might seem appealing, but the reality is integrating diverse cultures can be challenging. We’re proud of our own culture and prefer to grow it our way.

• We’re global. We offer career opportunities across the world-whether it’s new job roles or international locations

• English is our official language, but for many, it’s our second language. We embrace this and find it rewarding communicating with colleagues from all over the world.

• We are not a family. We operate more like a high-performing sports team where each individual’s contribution is crucial to our collective success.

• We keep things simple and collaborative. Our structure makes it easy for teams to work together across borders so we can serve our clients with global needs more effectively. Unlike big, siloed companies, we work seamlessly to handle international deals without the headaches of territorial ownership.

• We believe in transparency and trust. Every month, we share our financials with the team so everyone knows where we stand and what’s coming next. It’s all about open communication, building trust and empowering every individual to be part of our journey. We don’t tell you what to think - we provide the information you need to make your own informed decisions.

• We believe flexibility drives success. Our company is built on trust, and that’s why we embrace fully remote work, and hybrid options in some countries. Forget rigid office routines - it’s old school! This flexibility fuels productivity, strengthens our workforce, and ensures we remain agile in a fast-changing world.

Ready to take the next step in your career with us? Apply now!

**Kindly review the provided privacy notice ( LINK ) to gain a comprehensive understanding of our policies and practices governing the treatment of your Personal Data. By applying, you consent to background and reference checks, to the extent permissible by law.

Sonatype is the software supply chain security company. We provide the world’s best end-to-end software supply chain security solution, combining the only proactive protection against malicious open source, the only enterprise grade SBOM management and the leading open source dependency management platform. This empowers enterprises to create and maintain secure, quality, and innovative software at scale.

As founders of Nexus Repository and stewards of Maven Central, the world’s largest repository of Java open-source software, we are software pioneers and our open source expertise is unmatched. We empower innovation with an unparalleled commitment to build faster, safer software and harness AI and data intelligence to mitigate risk, maximize efficiencies, and drive powerful software development.

More than 2,000 organizations, including 70% of the Fortune 100 and 15 million software developers, rely on Sonatype to optimize their software supply chains.

The Director of Global People Operations & Total Rewards exists to design, build, and govern the modern operational backbone of Sonatype’s human capital infrastructure. This role is a strategic intersection of corporate data systems engineering, international compensation architecture, and scalable service delivery. As an M5 leader, you are responsible for transforming the People Operations function from a transactional support mechanism into an automated, high-fidelity business utility that drives organization-wide talent density and unit efficiency.

In this role, you will have absolute ownership over the global tech stack configuration, international total rewards structures, data integrity, and compliance guardrails across our distributed workforce. Operating as the organization’s preeminent compensation and systems authority, you will eliminate structural process noise and equip managers with the self-service tooling required to lead high-performance teams. Your success is measured by the scalability of our corporate operating model, the market competitiveness of our compensation architecture, and the removal of operational friction across the global employee lifecycle.

Key Responsibilities

Global People Operations Strategy & Scale

• Lead the evolution of the global People Operations operating model to improve scalability, consistency, operational leverage, and employee experience.

• Drive simplification and standardization of global HR processes, policies, workflows, and service delivery models.

• Reduce manual operational dependency through automation, process redesign, self-service enablement, and scalable governance models.

• Build operational infrastructure capable of supporting continued company growth, global expansion, and evolving business complexity.

• Partner cross-functionally to improve decision velocity, operational clarity, accountability, and execution consistency across People processes.

• Lead operational readiness and scalability planning associated with organizational transformation initiatives, global growth, and evolving workforce models.

• Support the development of scalable operating practices that reduce organizational friction while increasing speed, consistency, and operational effectiveness globally.

AI, Automation & HR Technology Leadership

• Lead the People function’s AI enablement and automation strategy across HR operations and employee support services.

• Identify, prioritize, and implement opportunities to automate, agentify, or streamline repeatable operational work across the employee lifecycle.

• Drive implementation of scalable manager and employee self-service capabilities.

• Lead roadmap development for AI-enabled HR support capabilities, workflow automation, reporting automation, and operational efficiency improvements.

• Partner with IT, Security, Legal, and enterprise AI leaders to ensure responsible, compliant, and scalable use of AI technologies within HR operations.

• Continuously evaluate emerging HR technologies, AI tools, workflow platforms, and service delivery models to improve organizational scalability and operating leverage.

• Help establish modern operational practices that enable HR to scale efficiently while improving responsiveness, consistency, and user experience.

People Systems, Architecture & Analytics

• Lead global People Systems, Analytics, and HR technology strategy, ensuring scalable architecture, strong governance, and reliable operational infrastructure.

• Own HRIS strategy, systems optimization, integrations, workflow design, data governance, and reporting scalability.

• Drive modernization of HR operational architecture, reducing fragmented workflows, duplicate processes, manual reporting dependencies, and operational inefficiencies.

• Establish scalable reporting and analytics capabilities that enable data-driven decision-making across workforce planning, compensation, engagement, organizational health, and operational performance.

• Partner with Finance and business leaders to improve workforce insights, operational reporting, forecasting, and organizational planning capabilities.

• Ensure operational data integrity, reporting accuracy, and strong governance standards globally.

• Develop scalable systems and operational workflows that support organizational growth without proportional increases in manual support requirements.

Total Rewards Strategy, Architecture & Governance

• Serve as the company’s primary compensation subject matter expert and strategic advisor across global compensation philosophy, architecture, governance, and operational execution.

• Design and scale global compensation frameworks, including job architecture, leveling, salary structures, market benchmarking, pay governance, and compensation planning processes.

• Lead annual compensation planning, including merit cycles, promotions, market adjustments, equity considerations, and compensation decision support.

• Provide analytical modeling and executive guidance related to workforce investment decisions, compensation tradeoffs, organizational scalability, and talent differentiation.

• Partner closely with Finance and executive leadership on compensation budgeting, workforce planning, operating leverage, and organizational design considerations.

• Ensure compensation programs are scalable, analytically grounded, operationally executable, and aligned with evolving business and talent strategies.

• Oversee global benefits strategy and administration in partnership with external vendors and regional stakeholders.

Global People Operations Delivery

• Oversee global payroll, benefits administration, employee lifecycle operations, and core People Operations processes across regions.

• Ensure operational excellence, compliance, accuracy, and scalability across all foundational HR delivery functions.

• Lead vendor strategy and governance across payroll, benefits, HR systems, and operational service providers.

• Continuously improve service delivery models, operational efficiency, employee experience, and cycle time reduction.

• Build operational resilience, redundancy, and scalable support models across the People Operations function.

• Drive operational governance, documentation, and process discipline to improve consistency, reduce rework, and strengthen execution quality globally.

Leadership & Cross-Functional Partnership

• Lead, develop, and scale a high-performing global People Operations, Total Rewards, Systems, and Analytics organization.

• Build strong operational discipline, accountability, prioritization, and execution consistency across the function.

• Partner closely with Finance, Legal, IT, Security, and executive leadership to align People infrastructure with broader business and transformation priorities.

• Act as a strategic advisor on organizational scalability, operational effectiveness, workforce infrastructure, and People-related transformation initiatives.

• Support enterprise-wide transformation priorities through strong program management, operational governance, and execution leadership.

• Influence organizational simplification efforts by helping improve operational clarity, scalable governance, decision support, and sustainable ways of working across the People function.

Qualifications

• Experience leading global People Operations, Total Rewards, HR systems, and operational infrastructure in a complex, global environment.

• Demonstrated experience modernizing, scaling, or rebuilding HR operational architecture, systems, workflows, and service delivery models.

• Deep compensation expertise required, including experience leading compensation strategy, job architecture, leveling, salary structures, market benchmarking, and annual compensation planning processes.

• Must be capable of operating as the senior compensation subject matter expert for the organization, including providing strategic guidance, analytical modeling, governance, and operational leadership without a dedicated internal compensation team.

• Strong experience leading HR technology strategy, HRIS optimization, systems implementation, workflow automation, operational process redesign, and data governance initiatives.

• Experience driving automation, AI enablement, self-service strategies, or digital transformation initiatives within HR or enterprise operations strongly preferred.

• Strong operational leadership experience across payroll, benefits, compliance, employee lifecycle operations, and global service delivery.

• Demonstrated ability to simplify complexity, reduce operational friction, and build scalable operational models in growing organizations.

• Strong analytical, systems-thinking, and problem-solving capabilities.

• Strong cross-functional leadership and stakeholder management skills across executive, technical, and operational teams.

• Experience operating in high-growth, transformation-oriented, or rapidly scaling environments preferred.

• Strong program management, prioritization, and execution leadership skills.

• Ability to balance strategic transformation work with operational execution and day-to-day delivery accountability.

Things that we are proud of

2025 AI Compliance Solution of the Year - AI Breakthrough Awards

2025 DEVIES Award to our SBOM Manager new product for its innovation and impact in developer technology

2024 Industry Leader in Forrester-Wave for Software Composition Analysis (2024 Q4 report)

2023 Fast Company Best Places for Innovators

2023 Gartner’s Magic Quadrant

2023 Software Report’s Top 100 Software Companies

2023 BuiltIn Best Places to Work

2022 Frost & Sullivan Technology Innovation Leader Award

2022 PeerSpot Silver Peer Award in Software Composition Analysis

2022 Tech Ascension Best DevOps Security Solution Award

2022 NVCT Cyber Company of the Year

Company Wellness Week - We shut down company operations for a week to enable all employees to pursue personal growth and enjoy a much-needed and deserved rest.

Paid Volunteer Time Off (VTO)

At Sonatype, we value diversity and inclusivity. We offer perks such as parental leave, diversity and inclusion working groups, and flexible working practices to allow our employees to show up as their whole selves. We are an equal-opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. If you have a disability or special need that requires accommodation, please do not hesitate to let us know.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Sonatype is the software supply chain security company. We provide the world’s best end-to-end software supply chain security solution, combining the only proactive protection against malicious open source, the only enterprise grade SBOM management and the leading open source dependency management platform. This empowers enterprises to create and maintain secure, quality, and innovative software at scale.

As founders of Nexus Repository and stewards of Maven Central, the world’s largest repository of Java open-source software, we are software pioneers and our open source expertise is unmatched. We empower innovation with an unparalleled commitment to build faster, safer software and harness AI and data intelligence to mitigate risk, maximize efficiencies, and drive powerful software development.

More than 2,000 organizations, including 70% of the Fortune 100 and 15 million software developers, rely on Sonatype to optimize their software supply chains.

The Director of Global People Operations & Total Rewards exists to design, build, and govern the modern operational backbone of Sonatype’s human capital infrastructure. This role is a strategic intersection of corporate data systems engineering, international compensation architecture, and scalable service delivery. As an M5 leader, you are responsible for transforming the People Operations function from a transactional support mechanism into an automated, high-fidelity business utility that drives organization-wide talent density and unit efficiency.

In this role, you will have absolute ownership over the global tech stack configuration, international total rewards structures, data integrity, and compliance guardrails across our distributed workforce. Operating as the organization’s preeminent compensation and systems authority, you will eliminate structural process noise and equip managers with the self-service tooling required to lead high-performance teams. Your success is measured by the scalability of our corporate operating model, the market competitiveness of our compensation architecture, and the removal of operational friction across the global employee lifecycle.

Key Responsibilities

Global People Operations Strategy & Scale

• Lead the evolution of the global People Operations operating model to improve scalability, consistency, operational leverage, and employee experience.

• Drive simplification and standardization of global HR processes, policies, workflows, and service delivery models.

• Reduce manual operational dependency through automation, process redesign, self-service enablement, and scalable governance models.

• Build operational infrastructure capable of supporting continued company growth, global expansion, and evolving business complexity.

• Partner cross-functionally to improve decision velocity, operational clarity, accountability, and execution consistency across People processes.

• Lead operational readiness and scalability planning associated with organizational transformation initiatives, global growth, and evolving workforce models.

• Support the development of scalable operating practices that reduce organizational friction while increasing speed, consistency, and operational effectiveness globally.

AI, Automation & HR Technology Leadership

• Lead the People function’s AI enablement and automation strategy across HR operations and employee support services.

• Identify, prioritize, and implement opportunities to automate, agentify, or streamline repeatable operational work across the employee lifecycle.

• Drive implementation of scalable manager and employee self-service capabilities.

• Lead roadmap development for AI-enabled HR support capabilities, workflow automation, reporting automation, and operational efficiency improvements.

• Partner with IT, Security, Legal, and enterprise AI leaders to ensure responsible, compliant, and scalable use of AI technologies within HR operations.

• Continuously evaluate emerging HR technologies, AI tools, workflow platforms, and service delivery models to improve organizational scalability and operating leverage.

• Help establish modern operational practices that enable HR to scale efficiently while improving responsiveness, consistency, and user experience.

People Systems, Architecture & Analytics

• Lead global People Systems, Analytics, and HR technology strategy, ensuring scalable architecture, strong governance, and reliable operational infrastructure.

• Own HRIS strategy, systems optimization, integrations, workflow design, data governance, and reporting scalability.

• Drive modernization of HR operational architecture, reducing fragmented workflows, duplicate processes, manual reporting dependencies, and operational inefficiencies.

• Establish scalable reporting and analytics capabilities that enable data-driven decision-making across workforce planning, compensation, engagement, organizational health, and operational performance.

• Partner with Finance and business leaders to improve workforce insights, operational reporting, forecasting, and organizational planning capabilities.

• Ensure operational data integrity, reporting accuracy, and strong governance standards globally.

• Develop scalable systems and operational workflows that support organizational growth without proportional increases in manual support requirements.

Total Rewards Strategy, Architecture & Governance

• Serve as the company’s primary compensation subject matter expert and strategic advisor across global compensation philosophy, architecture, governance, and operational execution.

• Design and scale global compensation frameworks, including job architecture, leveling, salary structures, market benchmarking, pay governance, and compensation planning processes.

• Lead annual compensation planning, including merit cycles, promotions, market adjustments, equity considerations, and compensation decision support.

• Provide analytical modeling and executive guidance related to workforce investment decisions, compensation tradeoffs, organizational scalability, and talent differentiation.

• Partner closely with Finance and executive leadership on compensation budgeting, workforce planning, operating leverage, and organizational design considerations.

• Ensure compensation programs are scalable, analytically grounded, operationally executable, and aligned with evolving business and talent strategies.

• Oversee global benefits strategy and administration in partnership with external vendors and regional stakeholders.

Global People Operations Delivery

• Oversee global payroll, benefits administration, employee lifecycle operations, and core People Operations processes across regions.

• Ensure operational excellence, compliance, accuracy, and scalability across all foundational HR delivery functions.

• Lead vendor strategy and governance across payroll, benefits, HR systems, and operational service providers.

• Continuously improve service delivery models, operational efficiency, employee experience, and cycle time reduction.

• Build operational resilience, redundancy, and scalable support models across the People Operations function.

• Drive operational governance, documentation, and process discipline to improve consistency, reduce rework, and strengthen execution quality globally.

Leadership & Cross-Functional Partnership

• Lead, develop, and scale a high-performing global People Operations, Total Rewards, Systems, and Analytics organization.

• Build strong operational discipline, accountability, prioritization, and execution consistency across the function.

• Partner closely with Finance, Legal, IT, Security, and executive leadership to align People infrastructure with broader business and transformation priorities.

• Act as a strategic advisor on organizational scalability, operational effectiveness, workforce infrastructure, and People-related transformation initiatives.

• Support enterprise-wide transformation priorities through strong program management, operational governance, and execution leadership.

• Influence organizational simplification efforts by helping improve operational clarity, scalable governance, decision support, and sustainable ways of working across the People function.

Qualifications

• Experience leading global People Operations, Total Rewards, HR systems, and operational infrastructure in a complex, global environment.

• Demonstrated experience modernizing, scaling, or rebuilding HR operational architecture, systems, workflows, and service delivery models.

• Deep compensation expertise required, including experience leading compensation strategy, job architecture, leveling, salary structures, market benchmarking, and annual compensation planning processes.

• Must be capable of operating as the senior compensation subject matter expert for the organization, including providing strategic guidance, analytical modeling, governance, and operational leadership without a dedicated internal compensation team.

• Strong experience leading HR technology strategy, HRIS optimization, systems implementation, workflow automation, operational process redesign, and data governance initiatives.

• Experience driving automation, AI enablement, self-service strategies, or digital transformation initiatives within HR or enterprise operations strongly preferred.

• Strong operational leadership experience across payroll, benefits, compliance, employee lifecycle operations, and global service delivery.

• Demonstrated ability to simplify complexity, reduce operational friction, and build scalable operational models in growing organizations.

• Strong analytical, systems-thinking, and problem-solving capabilities.

• Strong cross-functional leadership and stakeholder management skills across executive, technical, and operational teams.

• Experience operating in high-growth, transformation-oriented, or rapidly scaling environments preferred.

• Strong program management, prioritization, and execution leadership skills.

• Ability to balance strategic transformation work with operational execution and day-to-day delivery accountability.

Things that we are proud of

2025 AI Compliance Solution of the Year - AI Breakthrough Awards

2025 DEVIES Award to our SBOM Manager new product for its innovation and impact in developer technology

2024 Industry Leader in Forrester-Wave for Software Composition Analysis (2024 Q4 report)

2023 Fast Company Best Places for Innovators

2023 Gartner’s Magic Quadrant

2023 Software Report’s Top 100 Software Companies

2023 BuiltIn Best Places to Work

2022 Frost & Sullivan Technology Innovation Leader Award

2022 PeerSpot Silver Peer Award in Software Composition Analysis

2022 Tech Ascension Best DevOps Security Solution Award

2022 NVCT Cyber Company of the Year

Company Wellness Week - We shut down company operations for a week to enable all employees to pursue personal growth and enjoy a much-needed and deserved rest.

Paid Volunteer Time Off (VTO)

At Sonatype, we value diversity and inclusivity. We offer perks such as parental leave, diversity and inclusion working groups, and flexible working practices to allow our employees to show up as their whole selves. We are an equal-opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. If you have a disability or special need that requires accommodation, please do not hesitate to let us know.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Company Overview

Teachstone is the leader in improving interactions that matter most for children’s learning and development. Through research-based tools, professional development, and technology solutions, Teachstone helps organizations measure and strengthen the quality of interactions that drive better outcomes for educators and children.

Teachstone is actively evolving toward a more scalable, technology-enabled platform, including investments in digital delivery, data infrastructure, and AI-enabled insights.

As Teachstone, a 200-person organization, enters a critical phase of growth, the company is undertaking an important organizational and business transformation to expand its impact, accelerate innovation, and evolve toward a more scalable, technology-enabled platform.

The Opportunity

This is a defining executive leadership opportunity for a transformational people leader who thrives at the intersection of strategy, organizational performance, people operations and human-centered leadership. Reporting directly to the CEO, the Chief People Officer (CPO) will serve as Teachstone’s senior people executive and thought partner to the CEO, executive leadership team, and Board of Directors. They will provide insight and overall direction for Human Resources functions across the entire employee life-cycle through oversight of the day-to-day management of the people operations team, talent acquisition, performance management, employee engagement and development, benefits and compensation strategy and management and oversight of the team’s human resources information and capital management systems.

Key Responsibilities

• Lead People Strategy and Culture Team: Oversee HR business partnership, employee relations, benefits, and compliance, ensuring a strong foundation for consistent staff development, engagement  and execution of the people strategy that supports the organization’s mission, vision and values.

• Workforce Planning & Organizational Design: Lead strategic workforce planning to ensure the organization has the staffing capacity and skills to support the evolving strategy; using people analytics, partner with Teachstone’s leadership teams to make data-informed decisions.

• Organizational Effectiveness & Transformation: Partner with the CEO and executive team to strengthen organizational mission alignment by evaluating and transforming company structures; Lead the design of the company’s operating model including decision rights and execution rhythms.

• Talent Strategy & Leadership Development: Develop and execute a company-wide talent strategy to include, but not limited to, staffing and skills assessments, leadership development, succession planning, and championing equitable access to career development opportunities. Partner closely with the CEO on executive hiring and leadership effectiveness. This role requires an enterprise mindset and the ability to connect people strategy directly to business performance, organizational transformation, workforce modernization, and long-term company strategy.

• Performance & System Accountability: Design, implement and manage performance management systems that reinforce clear expectations, measurable outcomes, and leadership accountability aligned to Teachstone’s operating model; Oversee human resources information systems to ensure data accuracy and manage cross-departmental operational efficiency

2026 Strategic Priorities for Role

1. Enterprise Transformation & Change Leadership: Lead enterprise-wide transformation initiatives that strengthen organizational clarity, accountability, execution discipline, and long-term organizational effectiveness. Partner with executive leadership to operationalize decision-making, governance, prioritization, and change adoption across the organization.

2. Workforce Modernization & AI Readiness: Build organizational readiness through thoughtful communication, workforce planning, leadership alignment, and upskilling initiatives that position technology as a driver of innovation, growth, and employee success.

3. Leadership Development & Organizational Effectiveness: Strengthen leadership effectiveness, accountability, and organizational alignment through clear operating expectations, leadership coaching, decision-right clarity, performance discipline, and scalable management practices.

4. Compensation, Governance & Workforce Strategy: Lead compensation philosophy, executive compensation strategy, workforce planning, and governance practices that are equitable, competitive, and aligned with organizational priorities. Partner with Finance and Legal leadership to support long-term sustainability.

5. Employee Experience & Culture: Cultivate a culture grounded in trust, accountability, collaboration, and leadership consistency by strengthening organizational communication, role clarity, employee listening, and manager effectiveness.

6. Strategic Partnership & Organizational Growth: Serve as a strategic advisor to the CEO, executive leadership team, and Board on organizational effectiveness, workforce strategy, succession planning, operating model evolution, and enterprise transformation priorities.

Key Outcomes

• Strengthened Leadership Capability: Ensure leadership teams can execute company strategy by strengthening management effectiveness, executive alignment, and the ability to guide teams through ongoing change.

• Accountable, Scalable Organization: Establish structures and performance systems that promote clarity of roles, measurable outcomes, and effective decision-making through defined KPIs, decision rights, and performance cadences.

• Talent Aligned to Strategic Growth: Ensure the organization has the leadership talent and workforce structure required to support Teachstone’s evolving business model, aligned directly to revenue, product, and impact priorities.

Leadership Profile

Teachstone seeks a leader who can move the organization forward while remaining grounded in trust, inclusion, accountability, and human connection. The ideal candidate balances strategic leadership with operational execution, advising senior leaders and Boards while coaching managers and solving complex organizational challenges hands-on.

Required qualifications:

• 15+ years of progressive leadership across HR, People Strategy, Organizational Effectiveness, or Transformation functions
• Recent experience as a Chief People Officer, CHRO, Head of HR, or equivalent senior People executive in a small to mid-sized organization
• Deep expertise in compensation strategy, workforce planning, HRIS management, governance, compliance, and organizational effectiveness
• Demonstrated success building high-trust, people-centered cultures that strengthen engagement, retention, and performance. Proven ability to lead workforce modernization, AI adoption, and reskilling initiatives
• Executive presence and communication skills that inspire confidence with Boards, Compensation Committees, executive teams, employees, and external stakeholders, including the ability to effectively represent Teachstone at conferences, industry events, and in strategic partnerships
• Experience partnering with Boards and/or Compensation Committees on executive compensation and workforce strategy
• Experience with mergers, acquisitions, organizational integrations, or enterprise restructuring
• Strong technology acumen, including workforce analytics and AI-enabled HR tools
• Exceptional executive communication, relationship-building, and change leadership skills, with demonstrated ability to build trusted executive partnerships through candor, sound judgment, courage, and strategic influence
• Demonstrated success leading and scaling people strategy for a remote-first or distributed organization.
• Education, EdTech, mission-driven, nonprofit, or highly regulated environments

What We Offer

• Compensation: We ensure equal pay for equal work using consistent, market-aligned salary bands.The salary range for this role is $225,000 - $255,000

• Executive Incentive Plan: This role is eligible for an annual performance bonus, aligning your success with the long-term growth of Teachstone.

• Comprehensive Benefits: High-quality medical/dental/vision, 401(k) with company match, and flexible PTO.

• Executive Development: We invest in our leaders through dedicated professional development stipends and executive coaching.

Why This Role Matters

This role offers the opportunity to help shape the future of Teachstone by building an organization that combines purpose, innovation, and high performance in service of improving outcomes for educators and children.

Commitment To Equity and Inclusion

At Teachstone, we encourage all individuals to apply and bring their unique perspectives to our team. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sex, gender, gender identity, sexual orientation, protected veteran status, disability, age, or any other characteristic protected by law. We value the different experiences and ideas our team members bring and believe they are essential to solving complex challenges and driving our mission forward. Opportunity to shape a high-impact organization at scale, influencing outcomes for millions of children and educators globally.

Company Overview

Teachstone is the leader in improving interactions that matter most for children’s learning and development. Through research-based tools, professional development, and technology solutions, Teachstone helps organizations measure and strengthen the quality of interactions that drive better outcomes for educators and children.

Teachstone is actively evolving toward a more scalable, technology-enabled platform, including investments in digital delivery, data infrastructure, and AI-enabled insights.

As Teachstone, a 200-person organization, enters a critical phase of growth, the company is undertaking an important organizational and business transformation to expand its impact, accelerate innovation, and evolve toward a more scalable, technology-enabled platform.

The Opportunity

This is a defining executive leadership opportunity for a transformational people leader who thrives at the intersection of strategy, organizational performance, people operations and human-centered leadership. Reporting directly to the CEO, the Chief People Officer (CPO) will serve as Teachstone’s senior people executive and thought partner to the CEO, executive leadership team, and Board of Directors. They will provide insight and overall direction for Human Resources functions across the entire employee life-cycle through oversight of the day-to-day management of the people operations team, talent acquisition, performance management, employee engagement and development, benefits and compensation strategy and management and oversight of the team’s human resources information and capital management systems.

Key Responsibilities

• Lead People Strategy and Culture Team: Oversee HR business partnership, employee relations, benefits, and compliance, ensuring a strong foundation for consistent staff development, engagement  and execution of the people strategy that supports the organization’s mission, vision and values.

• Workforce Planning & Organizational Design: Lead strategic workforce planning to ensure the organization has the staffing capacity and skills to support the evolving strategy; using people analytics, partner with Teachstone’s leadership teams to make data-informed decisions.

• Organizational Effectiveness & Transformation: Partner with the CEO and executive team to strengthen organizational mission alignment by evaluating and transforming company structures; Lead the design of the company’s operating model including decision rights and execution rhythms.

• Talent Strategy & Leadership Development: Develop and execute a company-wide talent strategy to include, but not limited to, staffing and skills assessments, leadership development, succession planning, and championing equitable access to career development opportunities. Partner closely with the CEO on executive hiring and leadership effectiveness. This role requires an enterprise mindset and the ability to connect people strategy directly to business performance, organizational transformation, workforce modernization, and long-term company strategy.

• Performance & System Accountability: Design, implement and manage performance management systems that reinforce clear expectations, measurable outcomes, and leadership accountability aligned to Teachstone’s operating model; Oversee human resources information systems to ensure data accuracy and manage cross-departmental operational efficiency

2026 Strategic Priorities for Role

1. Enterprise Transformation & Change Leadership: Lead enterprise-wide transformation initiatives that strengthen organizational clarity, accountability, execution discipline, and long-term organizational effectiveness. Partner with executive leadership to operationalize decision-making, governance, prioritization, and change adoption across the organization.

2. Workforce Modernization & AI Readiness: Build organizational readiness through thoughtful communication, workforce planning, leadership alignment, and upskilling initiatives that position technology as a driver of innovation, growth, and employee success.

3. Leadership Development & Organizational Effectiveness: Strengthen leadership effectiveness, accountability, and organizational alignment through clear operating expectations, leadership coaching, decision-right clarity, performance discipline, and scalable management practices.

4. Compensation, Governance & Workforce Strategy: Lead compensation philosophy, executive compensation strategy, workforce planning, and governance practices that are equitable, competitive, and aligned with organizational priorities. Partner with Finance and Legal leadership to support long-term sustainability.

5. Employee Experience & Culture: Cultivate a culture grounded in trust, accountability, collaboration, and leadership consistency by strengthening organizational communication, role clarity, employee listening, and manager effectiveness.

6. Strategic Partnership & Organizational Growth: Serve as a strategic advisor to the CEO, executive leadership team, and Board on organizational effectiveness, workforce strategy, succession planning, operating model evolution, and enterprise transformation priorities.

Key Outcomes

• Strengthened Leadership Capability: Ensure leadership teams can execute company strategy by strengthening management effectiveness, executive alignment, and the ability to guide teams through ongoing change.

• Accountable, Scalable Organization: Establish structures and performance systems that promote clarity of roles, measurable outcomes, and effective decision-making through defined KPIs, decision rights, and performance cadences.

• Talent Aligned to Strategic Growth: Ensure the organization has the leadership talent and workforce structure required to support Teachstone’s evolving business model, aligned directly to revenue, product, and impact priorities.

Leadership Profile

Teachstone seeks a leader who can move the organization forward while remaining grounded in trust, inclusion, accountability, and human connection. The ideal candidate balances strategic leadership with operational execution, advising senior leaders and Boards while coaching managers and solving complex organizational challenges hands-on.

Required qualifications:

• 15+ years of progressive leadership across HR, People Strategy, Organizational Effectiveness, or Transformation functions
• Recent experience as a Chief People Officer, CHRO, Head of HR, or equivalent senior People executive in a small to mid-sized organization
• Deep expertise in compensation strategy, workforce planning, HRIS management, governance, compliance, and organizational effectiveness
• Demonstrated success building high-trust, people-centered cultures that strengthen engagement, retention, and performance. Proven ability to lead workforce modernization, AI adoption, and reskilling initiatives
• Executive presence and communication skills that inspire confidence with Boards, Compensation Committees, executive teams, employees, and external stakeholders, including the ability to effectively represent Teachstone at conferences, industry events, and in strategic partnerships
• Experience partnering with Boards and/or Compensation Committees on executive compensation and workforce strategy
• Experience with mergers, acquisitions, organizational integrations, or enterprise restructuring
• Strong technology acumen, including workforce analytics and AI-enabled HR tools
• Exceptional executive communication, relationship-building, and change leadership skills, with demonstrated ability to build trusted executive partnerships through candor, sound judgment, courage, and strategic influence
• Demonstrated success leading and scaling people strategy for a remote-first or distributed organization.
• Education, EdTech, mission-driven, nonprofit, or highly regulated environments

What We Offer

• Compensation: We ensure equal pay for equal work using consistent, market-aligned salary bands.The salary range for this role is $225,000 - $255,000

• Executive Incentive Plan: This role is eligible for an annual performance bonus, aligning your success with the long-term growth of Teachstone.

• Comprehensive Benefits: High-quality medical/dental/vision, 401(k) with company match, and flexible PTO.

• Executive Development: We invest in our leaders through dedicated professional development stipends and executive coaching.

Why This Role Matters

This role offers the opportunity to help shape the future of Teachstone by building an organization that combines purpose, innovation, and high performance in service of improving outcomes for educators and children.

Commitment To Equity and Inclusion

At Teachstone, we encourage all individuals to apply and bring their unique perspectives to our team. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sex, gender, gender identity, sexual orientation, protected veteran status, disability, age, or any other characteristic protected by law. We value the different experiences and ideas our team members bring and believe they are essential to solving complex challenges and driving our mission forward. Opportunity to shape a high-impact organization at scale, influencing outcomes for millions of children and educators globally.

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About Nabis

Nabis is the #1 licensed cannabis wholesale platform in the world, supplying $1B+ worth of cannabis products annually from hundreds of brands to retailers across California, New York, and Nevada. Our mission is to empower the world to discover cannabis by providing choice, access, and innovation. Through modern, scalable infrastructure, our mission is to empower the world to discover cannabis by providing choice, access, and innovation.

We’re at the forefront of this movement, building an innovative, technology-first platform to scale the entire cannabis industry. Backed by Y Combinator and investors, including DoorDash Co-Founder Stanley Tang, NFL Hall of Famer Joe Montana, Gmail creator Paul Buchheit, and Twitch co-founder Justin Kan, Nabis is rapidly expanding across the U.S. with the goal of becoming the largest and most influential cannabis distribution network globally.

About the Role

We’re hiring a VP People to lead our People function end-to-end. We want a leader who can do that hands-on while also showing up with the executive presence to be a real partner to the President, the operations leadership team, and the rest of the executive bench.

This is a player-coach role in the most literal sense. You will lead a small team and develop them, but you will also be deep in the work yourself: making the hard ER calls, owning the systems, closing critical hires, getting on the warehouse floor, and standing in the room when a manager needs to be coached through a tough conversation. We are not looking for a strategist who delegates execution. We are looking for an operator with the gravitas to lead.

If your instinct is to build a deck before you build the team, this is not your seat. If your instinct is to spend your first month walking the warehouses, sitting with managers, fixing the broken process you find on day three, and then bringing a sharp point of view to the executive team — keep reading.

Responsibilities:

• The function and the team. Assess where the People team is today, decide what it needs to become, and build it. Coach the team you keep, hire what’s missing, and set the bar for how this function operates inside Nabis.
• Employee relations across an hourly, multistate workforce. High-volume ER work is the reality of this role. Investigations, performance management, terminations, accommodations, and workers’ comp claims — owned with sound independent judgment, and used as the on-ramp to coach our managers into handling more of this themselves over time.
• Multistate compliance, with California depth. Filings, leave administration, wage and hour, classification, and the state-specific employment law footprint of a CA-heavy operator. Cannabis-industry compliance familiarity (or the appetite to learn it fast) is a plus.
• Recruiting outcomes across hourly, operations, and corporate roles. You’ll set the strategy and you’ll be hands-on for critical hires, We don’t need a VP People who has only managed TA from a distance.
• Warehouse and operations partnership. Build a real working relationship with our warehouse and logistics leaders. Spot people issues before they become incidents. Develop manager capability on the floor. Co-own workplace safety and workers’ comp programs alongside ops.
• Benefits, payroll, and total rewards. Vendor management, open enrollment, payroll operations, and the day-to-day employee experience. With rescheduling reshaping what’s possible (401(k), banking, benefits design), you’ll have a real opportunity to upgrade what we offer.
• Systems. HRIS, ATS, and the supporting stack — configuration, reporting, integrations. You can do this work yourself when you need to, and you know when to bring in implementation help versus when to just go.
• External partners. Brokers, EORs, employment counsel, safety consultants. Manage them like an operator, not a coordinator.
• Cross-functional people projects. Compensation reviews, policy rollouts, handbook updates, org changes, and post-acquisition integration work. Scope, drive, and land them.

What the First 12 Months Look Like

• Months 1–3: Listen, diagnose, and start moving. On the floor in the warehouses. In 1:1s with corporate managers and the exec team. Embedded with the People team you inherit. You leave this stretch with a clear, defensible point of view on what’s working, what’s not across both sides of the house, and your top three priorities — and you’re already executing on the most urgent.
• Months 3–6: Function reshaped, fundamentals tightened. You build the People team to match where the business needs support. ER caseload under control with a real triage model that works for both hourly and corporate populations. A recruiting machine producing across hourly, operations, and corporate roles at the volume the business needs. Compliance posture audited end-to-end and gaps closed.
• Months 6–12: Capability built, voice earned. Manager capability is noticeably stronger across the warehouse network and corporate teams — people leaders are running better 1:1s, handling their own tough conversations, and developing their people. Benefits and total rewards refresh in flight. Systems stack rationalized. You’re a trusted voice in the executive room on talent, org design, and people strategy — not just the function leader who shows up when something breaks.

Qualifications

• 12+ years in HR/People roles, with meaningful time inside a logistics, distribution, manufacturing, or similarly operationally heavy company. If your career has been salaried-knowledge-worker companies only, this isn’t the right seat.
• Direct experience supporting hourly and warehouse workforces at scale. You know what it means to manage ER volume, workers’ comp claims, and high-turnover hourly recruiting — not in theory, but because you’ve done it.
• Multistate compliance experience, with California depth strongly preferred. Cannabis industry experience is a plus but not required; comfort operating in a complex, fast-changing regulatory environment is required.
• Operator first, strategist second. This role is roughly 70% execution, 30% strategy, and you should want it that way. You build the deck because you’ve already built the thing.
• Executive presence to match. You can hold the room with the President, push back on the executive team when you need to, and be the senior voice managers and employees turn to in hard moments. Doing the work and showing up as a leader are not in tension for you.
• Builder mindset. You’ve taken a People function from informal/under-built to mature at least once. You know how to assess what’s there, keep what’s good, and rebuild what isn’t — without breaking the business while you do it.
• Hands-on recruiting chops. You’ve personally run searches end-to-end at some point. You can still close a candidate yourself when it matters.
• Tech-fluent. You can own HRIS and ATS configuration, reporting, and integrations directly. You don’t need IT or a vendor to make the system do what you need it to do.
• Comfortable with high autonomy and ambiguity. You set direction without heavy oversight, and you don’t wait for permission to fix what’s broken.

Compensation & Benefits:

• Unlimited PTO and paid holidays Competitive salary and equity packages.
• Base Salary: $220K–$250K range
• Additional compensation: Equity + bonus available, but dependent on job level
• Medical/Dental/Vision offered to all full-time employees
• 401(k) plan with a match.

Nabis is an Equal Opportunity Employer

*Nabis is seeking to create a diverse work environment because all teams are stronger with different perspectives and life experiences. We strongly encourage women, people of color, LGBTQIA individuals, people with disabilities, members of ethnic minorities, foreign-born residents, older members of society, and others from minority groups and diverse backgrounds to apply. We do not discriminate on the basis of race, gender, religion, color, national origin, sexual orientation, age, marital status, veteran status, or disability status. All employees and contractors of Nabis are responsible for maintaining a work culture free from discrimination and harassment by treating others with kindness and respect.*