Lead, People Partner

Success Academy Charter Schools•New York, NY

11d•$170,000 - $190,000

About The Position

Success Academy is seeking a visionary, highly strategic, and battle-tested HR leader to join our People team as the Lead, People Partner. Reporting directly to the Head, People, you will lead the talent strategy, organizational design, and change management initiatives for the Success Academy Network Office. At SA, we love ambitious people and seek to—as generously as we can—compensate all. In this role, you will not just execute existing programs—you will own them. As a trusted advisor to senior executive leaders, you will drive continuous improvement, design with scalability in mind, and ensure our culture remains healthy, robust, and fiercely aligned with our mission.

Requirements

8 to 10+ years of progressive HR experience, with at least 4+ years in a dedicated strategic HRBP or People Partner leadership role supporting complex, high-growth, or transforming environments.
A track record of directly managing and developing a team of HR professionals (ideally 3+ years managing a team of ~4 or more, including other managers/senior contributors).
You do not seek to be a people-pleaser. You have a proven track record of successfully guiding teams through massive organizational changes with courage, empathy, and high professional standards.
You act with high integrity, proactively address gaps, and refuse to make others scramble on your behalf.
Excellent capabilities moving effortlessly from big-quote strategy to detailed operational execution, backed by data-backed problem-solving.

Nice To Haves

Proactive Ownership: Identifies systemic organizational pain points and builds complex solutions that impact multiple teams or functions across the network.
Executive Leadership Capability: Manages and coaches other managers. Drives consensus and successfully implements cross-functional process changes without needing direct authority.
End-to-End Navigation: Expertly manages complex stakeholder relationships (up, down, and laterally). Simplifies structural complexity and ensures seamless cross-collaboration.
Learning & Resilience: Models professional resilience for the entire team. Proactively mitigates strategic people risks and coaches peers on how to receive and implement tough feedback.
Domain Mastery: Translates complex technical people challenges into clear, actionable strategic options for non-technical executive leaders.

Responsibilities

Directly manage and coach a team of ~4 People professionals, including the Team Lead, People Partner and specialized individual contributors. Own their career development, drive continuous performance improvement, and foster deep team engagement. Set sky-high standards for your team's work products while actively celebrating their true wins and contributions.
Act as the primary architect for organizational change management. Design and innovate with scalability and excellence in mind, driving the rollout of network-wide transformations and structural evolutions across multiple business lines.
Model and champion a healthy, robust feedback culture. We do not tiptoe around issues; we lean in, address conflict directly with the trust that we can resolve it, and always choose "ethics first" by taking the high road.
Ensure our people strategies are fiercely output and data-driven. Constantly evaluate workflows to practice "strategic subtraction"—eliminating redundant or inefficient practices to keep our teams lean, productive, and highly efficient.
Use predictive analytics to diagnose organizational health. Set a standard where we are tolerant of mistakes but absolutely intolerant of a failure to own them. Promote a culture where accountability is a moral imperative and team members reject a victim mentality.
Lead by example when it comes to speed and communication. Drive your team to be FAST on the things that can be done fast, ensuring we over-communicate and meet our commitment to respond to communications within 24 hours.