Managing Director of Talent Development

KIPP Team and Family, Inc. is a network of charter schools committed to providing every student with an exceptional education that prepares them for college, career, and life. We believe that investing in our people is the single most powerful lever for student success. Our teammates are the heart of our mission, and we are building the infrastructure to grow and sustain exceptional talent at every level of our organization

Please Note: This role has an anticipated start date of January 2027

The Managing Director of Talent Development is a senior leadership role responsible for shaping and executing the organization's comprehensive talent development plan and strategy. This leader will own the vision, strategy and approach for how KIPPNJ-Miami prepares, develops and retains our exceptional teammates and for building the talent and succession planning infrastructure that ensures our pipeline of talent keeps pace with our growth and long-term organizational health.

This role is responsible for leading and managing the talent development team who is charged with operationalizing a network-wide talent planning and succession framework for our teachers, leaders, operations teammates, as well as our central office team.

Reporting to the Chief Talent Officer, this leader will serve as a strategic thought partner to school and central office leadership, driving a culture of continuous growth and excellence across the entire organization.

ORGANIZATIONAL DEVELOPMENT STRATEGY

Develop and articulate a multi-year vision and strategy for talent development across the network, encompassing teacher and teacher leader pipelines, school leader and operations leader development, central office development, and talent planning.

Ensure that our residency programs are designed with what comes next in mind — so that residents move into their first years with strong foundations, and the development we offer after the residency builds on that foundation to develop a strong and robust talent bench.

Design and manage an integrated teacher-to-leader pathway from teacher in residence to early-career teacher support through instructional coaching, assistant principal development, and school leader preparation.

Partner with the Chief Talent Officer and senior network leaders to align talent development priorities to broader organizational goals, ensuring responsiveness to school-level needs in both NJ and FL.

Serve as the primary thought partner to senior leadership on all matters related to educator and leader pipelines, professional learning systems, and organizational talent health.

Represent the talent development team in cross-functional senior leadership conversations, advocating for the resources and conditions needed to develop and retain exceptional people

TEAM LEADERSHIP AND MANAGEMENT

Build, lead and develop a high-performing Talent Development team

Establish clear individual goals, provide regular coaching and feedback, and conduct formal performance reviews for all direct reports.

Build a strong, mission-aligned team culture characterized by shared ownership, continuous learning, and commitment to equity.

Plan for and build capacity of the team to meet organizational growth needs,including support of central office talent development.

Own the talent development department budget, including annual budget planning, ongoing fiscal management, and stewardship of resources across all programs and partnerships.

TALENT PLANNING AND SUCCESSION

Design and implement KIPP NJ | KIPP Miami's first formal talent planning and succession framework, built to serve all 1,500 employees across teacher, school leader, and central office tracks.

Establish processes for conducting regular talent reviews across the network — in partnership with school leaders, principals, and the Chief Talent Officer to assess organizational talent health, identify gaps, and surface high-potential individuals.

Maintain a current, dynamic map of rising stars across all employee populations, ensuring that high-potential people at every level are known, tracked, and strategically invested in.

Design tailored development investments for high-potential employees, including stretch assignments, accelerated programming, mentorship, and access to external opportunities.

Build succession pipelines for critical roles — particularly school leadership positions and senior network roles — so that KIPP NJ | KIPP Miami is prepared as talent turns over or the organization grows into new positions.

Use talent planning data to inform hiring, promotion, and retention decisions in partnership with the Chief Talent Officer and recruiting team.

Continuously evolve the talent planning framework as the network scales.

TEACHER DEVELOPMENT PROGRAM OVERSIGHT

Provide strategic oversight of KIPP’s New Teacher Development Programs.

Support Director of Talent Development to ensure the Teacher in Residence program is designed and implemented in alignment with best practices in teacher reside…