Managing Director of Talent Development

KIPP Team and Family • Camden, NJ

8d • Hybrid

About The Position

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.

Requirements

• Bachelor's degree required
• Minimum 7 years of experience in K-12 education, with progressive leadership responsibility
• Demonstrated experience designing and/or leading teacher preparation, teacher development, or school leadership development programs
• Experience managing and developing staff with a track track record of building high-performing teams
• Experience with or strong conceptual grounding in talent planning, succession planning, or human capital strategy
• Experience managing budgets and external vendor or partner relationships
• Deep commitment to KIPP's mission and to educational equity
• Strategic program design and implementation across teacher and/or leader development
• Talent planning, succession planning, and high-potential talent identification and investment
• Team management and staff development, including goal-setting, coaching, and performance management
• Budget ownership and fiscal management
• Data analysis and program evaluation, including using evidence to drive decisions and communicate impact
• External partnership development and vendor/contract management
• Facilitation of professional learning for adult audiences
• Clear and persuasive written and verbal communication
• Ability to set a compelling organizational vision and build toward it systematically, adapting as conditions change
• Ability to manage and develop a high-performing team across multiple concurrent workstreams
• Ability to think at a systems level, designing scalable structures that connect individual programs to organizational outcomes
• Ability to build trust and alignment with a wide range of stakeholders including school leaders, principals, and senior colleagues
• Ability to hold and navigate complexity across two geographic regions with distinct school communities and contexts
• Ability to center racial equity and cultural responsiveness in program design, talent planning, and team culture
• Ability to operate effectively in a growing, evolving organization — comfortable with ambiguity and skilled at building from scratch

Nice To Haves

• Experience working in a charter management organization or multi-site education network preferred
• Experience working across geographically dispersed teams preferred

Responsibilities

• 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
• 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.
• 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.
• 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 residency models, with particular attention to the development and coaching of support provided to New Teacher Network coordinators and school-based staff (APs, instructional coaches, and others) who support and develop residents within their schools so that they are gaining valuable and transferable leadership skills.
• Monitor program data and use evidence to drive program improvements.
• Set the strategic vision for how teacher development evolves beyond the residency year, including whether and how KIPP NJ | KIPP Miami develops in-service support for year-one and beyond teachers, and builds toward that vision over time.
• Provide strategic oversight of KIPP NJ | KIPP Miami's Leader Residency program, which prepares aspiring instructional and operations leaders across both regions.
• Support the Director of Talent Development to ensure the programs are designed and implemented in alignment with best practices in leader residency models.
• Ensure the Leader Residency is designed to build the specific competencies required of KIPP leaders, with attention to the distinct contexts and needs of NJ and Miami schools.
• Provide support in managing program design, resident experiences, and principal/host school partnerships.
• Use data on leader readiness, placement rates, and on-the-job effectiveness to continuously strengthen the program model.
• Assess and steward existing external development partnerships, ensuring current partners are well-integrated into the broader talent development strategy
• Identify, vet, and develop new external partnerships — with universities, graduate schools of education, leadership development organizations, coaching providers, and others — to supplement areas where internal programming does not yet exist
• Ensure all external partnerships are outcomes-oriented, cost-effective, and aligned to the development needs of our teacher, leader, and central office populations
• Serve as the network's primary point of contact for external development partners, managing contracts and relationships with professionalism and strategic intent
• Oversee the strategy for two distinct summer training programs: new teacher summer training (serving all teachers new to the KIPP NJ | KIPP Miami network, including incoming residents and experienced teachers joining KIPP for the first time) and leader summer training.
• For leader summer training, serve as a collaborative partner with the academics team; work to clarify and formalize ownership of this program over time as the talent development team's role evolves.
• Ensure both summer training programs are coherent with the broader arc of development offered to new teachers and leaders throughout the year

Benefits

• Robust benefits that include medical, dental, and vision
• KIPP 403b retirement plan, including matching contributions
• A school-issued laptop
• Generous Time-Off Policy
• Up to 12 weeks 100% parental leave for primary caregivers
• Employer paid life insurance
• Extensive optional ancillary benefits including, short term and long term disability and accident and hospital indemnity

What This Job Offers

• Job Type: Full-time
• Career Level: Executive