Director, People Systems and Operations
KIPP NYC · New York, NY · 1 mo ago
HybridEducation$105k–$132k/yrFull-time
We need to output HTML fragment with sections: About the role? Actually we need to use for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title as heading. We must include sections only when posting has real specific content. We need to extract content.
From posting:
- About KIPP NYC: description of organization. Could be "About the role"? Actually "About KIPP NYC" is about organization, not role. But we can treat as "About the role"? The instruction: use
for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title as heading. We must include sections only when posting has real specific content. We need to extract content.
From posting:
- About KIPP NYC: description of organization. Could be "About the role"? Actually "About KIPP NYC" is about organization, not role. But we can treat as "About the role"? The instruction: use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have sections like About the role (maybe summarizing position overview). Responsibilities (Duties and Responsibilities). Qualifications (Qualifications). Benefits (Compensation and Benefits). Pay (Compensation and Benefits includes salary range). Schedule (This is a full-time position with a hybrid schedule, requiring a minimum of three in-person days per week...). Also maybe "Skills" not explicitly listed; we could omit if no specific skills list. We have qualifications includes skills but not separate.
We must not create sections with filler like "commensurate with experience". We have actual salary range, so Pay section is valid. Schedule: we have hybrid schedule details. Benefits: we have benefits list.
We need to preserve all substantive information; do not invent or summarize away detail. So we need to include details from each section.
We must remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. At end there is EEO statement, visa sponsorship, etc. Remove those.
Also remove "This description is intended to describe the type of work..." etc. That's boilerplate? Might be considered generic; but it's part of job description. Might be considered boilerplate but it's not EEO. However it's a generic disclaimer; maybe we should remove as it's not substantive? The instruction: remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. That disclaimer is not exactly those categories, but could be considered legal boilerplate. Safer to remove? It says "This description is intended to describe the type of work being performed by a person assigned to this position. It is not an exhaustive list..." That's typical boilerplate; I'd remove it.
Also remove "If you are not in a school-based position..." etc. That's also maybe policy; could be considered legal. Might remove.
We need to keep substantive: Position Overview, Duties and Responsibilities, Qualifications, Compensation and Benefits (including salary range and benefits), Schedule (hybrid). Also maybe "About KIPP NYC" as About the role? Actually About KIPP NYC is about organization; we could put under "About the role" or maybe a separate section "About KIPP NYC". But instruction only lists example headings; we can use others? It says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but we should stick to those. So we can put organization description under "About the role". That seems okay.
Thus sections:
About the role
with paragraph(s) containing Position Overview and maybe About KIPP NYC.
But we need to not repeat job title as heading. So we just put content.
We need to use - for any list of duties/requirements/benefits. So for Responsibilities we need list. For Qualifications we need list? It's a list of qualifications; we can use
- . For Benefits we need list.
We need to preserve all substantive information; not summarizing away detail. So we need to include each bullet point from duties and responsibilities, qualifications, benefits.
Let's extract duties and responsibilities bullet points:
From "Duties and Responsibilities: General responsibilities include (but are not limited to):"
Then subheadings:
People Systems Strategy, Design & Optimization
- Serve as the systems leader and subject-matter expert for KIPP NYC’s HCM ecosystem, including Core HR, Payroll, Time & Attendance, Benefits, Recruiting, Onboarding, Compensation, Performance Management, and related People technologies.
- Develop and execute a multi-year People technology roadmap aligned with organizational strategy, evolving business needs, and the employee and manager experience.
- Lead the design, configuration, integration, testing, implementation, and ongoing optimization of People systems, workflows, and automation, ensuring technology solutions simplify and strengthen business processes rather than replicate inefficient legacy practices.
- Oversee integrations across HCM, Payroll, Finance, benefits, recruiting, identity and access management, and other enterprise systems; diagnose and lead the resolution of complex system and integration issues.
- Establish and maintain standards for system architecture, configuration, testing, documentation, release management, security, and ongoing system maintenance.
Data Governance, Controls & People Operations
- Establish and maintain People data governance standards, including data definitions, ownership, authoritative sources, role-based access and security, validation, quality controls, and recurring audits and reconciliations.
- Ensure the accuracy and integrity of employee and organizational data across the employee lifecycle, including jobs, positions, compensation, locations, reporting relationships, and employment status.
- Develop and maintain processes and controls that support data integrity and payroll accuracy, including appropriate segregation of duties, automation, reconciliations, documentation, and standard operating procedures; ensure the accurate preparation, review, and approval of required federal, state, local, and other regulatory People data reporting.
- Develop scalable reporting, analytics, dashboards, and service metrics, and translate workforce and service data into actionable insights, identifying trends and areas of risk or opportunity, and using those insights to inform People Team priorities and broader organizational strategy.
- Strengthen People service delivery and the employee experience through employee and manager self-service, workflow improvements, service metrics, and technology-enabled support, including the Payroll inquiry and ticketing strategy.
Project Management & Change Leadership
- Lead complex, cross-functional People technology implementations, upgrades, integrations, and operational improvement initiatives from scoping through implementation and stabilization.
- Establish disciplined project governance, including clear ownership, timelines, milestones, dependencies, risks, decision-making, implementation readiness, and measures of success.
- Coordinate work across People, Payroll, Finance, IT, Communications, school-based teams, and other stakeholders to ensure clear accountability, effective handoffs, successful execution, and a seamless, high-quality employee experience.
- Lead change management for significant system and process changes, including stakeholder engagement, communications, training, documentation, and post-launch support.
- Select and manage technology vendors and consultants, including project scope, Statements of Work, deliverables, timelines, performance, costs, and escalation of implementation or service issues.
We need to keep all these bullet points.
Qualifications list:
- 9+ years of progressively responsible experience in Human Resources, People Operations, Employee Experience, Organizational Effectiveness, Project Management, or a related field, including significant ownership of enterprise HR technology.
- 3+ years of experience leading complex HR technology projects, teams, or functions.
- Deep experience with a major enterprise HCM platform; UKG Pro and UKG Workforce Management experience strongly preferred.
- Demonstrated experience with HRIS configuration, integrations, data governance, testing, reporting, and system controls.
- Demonstrated experience leading complex cross-functional initiatives and operational improvements.
- Demonstrated ability to diagnose complex system issues and translate business requirements into scalable technical solutions.
- Strong project management and process improvement capabilities.
- Exceptional stakeholder engagement, change management, documentation, and communication skills.
- Strong systems-thinking, analytical, and problem solving skills.
- Experience working in complex, multi-location organizations; experience in education, nonprofit, or other mission-driven organizations is a plus.
- Strong understanding of HR and payroll business processes and the employee lifecycle.
- Experience managing HR technology vendors, consultants, implementations, and Statements of Work.
- Bachelor’s degree or equivalent professional experience.
- Demonstrated ability to manage multiple priorities, exercise sound judgment, and lead complex work in a dynamic, fast-paced environment.
Benefits list:
From "Compensation and Benefits: KIPP NYC offers a salary ranging from $105,060 - $131,840 per year." That's pay.
Then benefits: "KIPP NYC offers a generous benefits package, including, but not limited to, the following:"
- Robust benefits that include medical, dental, and vision.
- 403(b) retirement plan with a 50% match after 6 months.
- Generous Time-Off aligned with the school calendar
- Up to 12 weeks of 100% parental leave.
- Bright Horizon Back-up Child and Elder care.
- Employer-paid Life Insurance and Short-term/Long-term disability.
- Employee incentives include 8 Weeks paid Sabbatical after 10 years, annual professional development funds, and tuition reimbursement.
We need to keep all.
Schedule: "This is a full-time position with a hybrid schedule, requiring a minimum of three in-person days per week based out of our KIPP NYC Midtown Manhattan office. The role also includes travel to KIPP NYC campuses across the Bronx, Brooklyn, and Manhattan. The cadence and frequency of school visits will be determined by your leadership team."
We need to put that in Schedule section.
Now About the role: combine About KIPP NYC and Position Overview.
Position Overview paragraph: "KIPP NYC is seeking a Director, People Systems and Operations to lead the design, innovation, implementation, and maintenance of HR and People systems that are reliable, secure, integrated, and strengthen the organization’s people, payroll, and workforce operations. At KIPP NYC, we believe strong people systems create the conditions for our employees to do their best work in service of students and families. The Director, People Systems and Operations will play a critical role in building the systems, processes, and data infrastructure that support a seamless and high-quality employee experience across our schools and Shared Services Team. Reporting to the Managing Director, People Operations & Total Rewards, the Director serves as the organization’s architect and owner of the Human Capital Management (HCM) platform and related HR technologies, partnering closely with teams across People, Payroll, Finance, IT, and organizational leaders. This individual will bring strong project management, systems thinking, operational excellence, and employee-centered design to complex cross-functional workstreams. They will drive employee lifecycle governance, improve service delivery, strengthen operational handoffs, and create scalable processes that support employees across the network. This role is responsible not only for maintaining systems, but also for ensuring technology and business processes work together to deliver an accurate, efficient, compliant, and high-quality employee experience. The Director will also bring KIPP NYC’s People data to life—moving beyond reporting to interpret trends, surface insights, identify opportunities, and translate data into actionable recommendations that inform People Team strategy and broader organizational priorities."
About KIPP NYC paragraph: "Founded in 1995, KIPP NYC Public Schools is a non-profit network of 18 free, public charter schools located in the Bronx, Brooklyn, and Manhattan. We partner with families and communities to create joyful, academically excellent schools where every child grows up free to create the future they want for themselves and their communities. From our first middle school, KIPP Academy in the Bronx, to today’s network of eight elementary schools, nine middle schools, and one high school, KIPP NYC provides students with engaging academics, arts, athletics, and social–emotional learning that prepare them for college, career, and beyond. Our commitment doesn’t end at graduation. Through KIPP Forward, we continue to support our alumni as they navigate college, career, and life, helping them define success on their own terms and pursue the paths that align with their goals and sense of purpose. Together, we serve more than 9,400 students, support 4,700 alumni, and employ over 1,100 dedicated team members who bring passion
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but we should stick to those. So we can put organization description under "About the role". That seems okay.
Thus sections:
About the role
with paragraph(s) containing Position Overview and maybe About KIPP NYC.
But we need to not repeat job title as heading. So we just put content.
We need to use - for any list of duties/requirements/benefits. So for Responsibilities we need list. For Qualifications we need list? It's a list of qualifications; we can use
- . For Benefits we need list.
We need to preserve all substantive information; not summarizing away detail. So we need to include each bullet point from duties and responsibilities, qualifications, benefits.
Let's extract duties and responsibilities bullet points:
From "Duties and Responsibilities: General responsibilities include (but are not limited to):"
Then subheadings:
People Systems Strategy, Design & Optimization
- Serve as the systems leader and subject-matter expert for KIPP NYC’s HCM ecosystem, including Core HR, Payroll, Time & Attendance, Benefits, Recruiting, Onboarding, Compensation, Performance Management, and related People technologies.
- Develop and execute a multi-year People technology roadmap aligned with organizational strategy, evolving business needs, and the employee and manager experience.
- Lead the design, configuration, integration, testing, implementation, and ongoing optimization of People systems, workflows, and automation, ensuring technology solutions simplify and strengthen business processes rather than replicate inefficient legacy practices.
- Oversee integrations across HCM, Payroll, Finance, benefits, recruiting, identity and access management, and other enterprise systems; diagnose and lead the resolution of complex system and integration issues.
- Establish and maintain standards for system architecture, configuration, testing, documentation, release management, security, and ongoing system maintenance.
Data Governance, Controls & People Operations
- Establish and maintain People data governance standards, including data definitions, ownership, authoritative sources, role-based access and security, validation, quality controls, and recurring audits and reconciliations.
- Ensure the accuracy and integrity of employee and organizational data across the employee lifecycle, including jobs, positions, compensation, locations, reporting relationships, and employment status.
- Develop and maintain processes and controls that support data integrity and payroll accuracy, including appropriate segregation of duties, automation, reconciliations, documentation, and standard operating procedures; ensure the accurate preparation, review, and approval of required federal, state, local, and other regulatory People data reporting.
- Develop scalable reporting, analytics, dashboards, and service metrics, and translate workforce and service data into actionable insights, identifying trends and areas of risk or opportunity, and using those insights to inform People Team priorities and broader organizational strategy.
- Strengthen People service delivery and the employee experience through employee and manager self-service, workflow improvements, service metrics, and technology-enabled support, including the Payroll inquiry and ticketing strategy.
Project Management & Change Leadership
- Lead complex, cross-functional People technology implementations, upgrades, integrations, and operational improvement initiatives from scoping through implementation and stabilization.
- Establish disciplined project governance, including clear ownership, timelines, milestones, dependencies, risks, decision-making, implementation readiness, and measures of success.
- Coordinate work across People, Payroll, Finance, IT, Communications, school-based teams, and other stakeholders to ensure clear accountability, effective handoffs, successful execution, and a seamless, high-quality employee experience.
- Lead change management for significant system and process changes, including stakeholder engagement, communications, training, documentation, and post-launch support.
- Select and manage technology vendors and consultants, including project scope, Statements of Work, deliverables, timelines, performance, costs, and escalation of implementation or service issues.
We need to keep all these bullet points.
Qualifications list:
- 9+ years of progressively responsible experience in Human Resources, People Operations, Employee Experience, Organizational Effectiveness, Project Management, or a related field, including significant ownership of enterprise HR technology.
- 3+ years of experience leading complex HR technology projects, teams, or functions.
- Deep experience with a major enterprise HCM platform; UKG Pro and UKG Workforce Management experience strongly preferred.
- Demonstrated experience with HRIS configuration, integrations, data governance, testing, reporting, and system controls.
- Demonstrated experience leading complex cross-functional initiatives and operational improvements.
- Demonstrated ability to diagnose complex system issues and translate business requirements into scalable technical solutions.
- Strong project management and process improvement capabilities.
- Exceptional stakeholder engagement, change management, documentation, and communication skills.
- Strong systems-thinking, analytical, and problem solving skills.
- Experience working in complex, multi-location organizations; experience in education, nonprofit, or other mission-driven organizations is a plus.
- Strong understanding of HR and payroll business processes and the employee lifecycle.
- Experience managing HR technology vendors, consultants, implementations, and Statements of Work.
- Bachelor’s degree or equivalent professional experience.
- Demonstrated ability to manage multiple priorities, exercise sound judgment, and lead complex work in a dynamic, fast-paced environment.
Benefits list:
From "Compensation and Benefits: KIPP NYC offers a salary ranging from $105,060 - $131,840 per year." That's pay.
Then benefits: "KIPP NYC offers a generous benefits package, including, but not limited to, the following:"
- Robust benefits that include medical, dental, and vision.
- 403(b) retirement plan with a 50% match after 6 months.
- Generous Time-Off aligned with the school calendar
- Up to 12 weeks of 100% parental leave.
- Bright Horizon Back-up Child and Elder care.
- Employer-paid Life Insurance and Short-term/Long-term disability.
- Employee incentives include 8 Weeks paid Sabbatical after 10 years, annual professional development funds, and tuition reimbursement.
We need to keep all.
Schedule: "This is a full-time position with a hybrid schedule, requiring a minimum of three in-person days per week based out of our KIPP NYC Midtown Manhattan office. The role also includes travel to KIPP NYC campuses across the Bronx, Brooklyn, and Manhattan. The cadence and frequency of school visits will be determined by your leadership team."
We need to put that in Schedule section.
Now About the role: combine About KIPP NYC and Position Overview.
Position Overview paragraph: "KIPP NYC is seeking a Director, People Systems and Operations to lead the design, innovation, implementation, and maintenance of HR and People systems that are reliable, secure, integrated, and strengthen the organization’s people, payroll, and workforce operations. At KIPP NYC, we believe strong people systems create the conditions for our employees to do their best work in service of students and families. The Director, People Systems and Operations will play a critical role in building the systems, processes, and data infrastructure that support a seamless and high-quality employee experience across our schools and Shared Services Team. Reporting to the Managing Director, People Operations & Total Rewards, the Director serves as the organization’s architect and owner of the Human Capital Management (HCM) platform and related HR technologies, partnering closely with teams across People, Payroll, Finance, IT, and organizational leaders. This individual will bring strong project management, systems thinking, operational excellence, and employee-centered design to complex cross-functional workstreams. They will drive employee lifecycle governance, improve service delivery, strengthen operational handoffs, and create scalable processes that support employees across the network. This role is responsible not only for maintaining systems, but also for ensuring technology and business processes work together to deliver an accurate, efficient, compliant, and high-quality employee experience. The Director will also bring KIPP NYC’s People data to life—moving beyond reporting to interpret trends, surface insights, identify opportunities, and translate data into actionable recommendations that inform People Team strategy and broader organizational priorities."
About KIPP NYC paragraph: "Founded in 1995, KIPP NYC Public Schools is a non-profit network of 18 free, public charter schools located in the Bronx, Brooklyn, and Manhattan. We partner with families and communities to create joyful, academically excellent schools where every child grows up free to create the future they want for themselves and their communities. From our first middle school, KIPP Academy in the Bronx, to today’s network of eight elementary schools, nine middle schools, and one high school, KIPP NYC provides students with engaging academics, arts, athletics, and social–emotional learning that prepare them for college, career, and beyond. Our commitment doesn’t end at graduation. Through KIPP Forward, we continue to support our alumni as they navigate college, career, and life, helping them define success on their own terms and pursue the paths that align with their goals and sense of purpose. Together, we serve more than 9,400 students, support 4,700 alumni, and employ over 1,100 dedicated team members who bring passion
- . For Benefits we need list. We need to preserve all substantive information; not summarizing away detail. So we need to include each bullet point from duties and responsibilities, qualifications, benefits. Let's extract duties and responsibilities bullet points: From "Duties and Responsibilities: General responsibilities include (but are not limited to):" Then subheadings: People Systems Strategy, Design & Optimization - Serve as the systems leader and subject-matter expert for KIPP NYC’s HCM ecosystem, including Core HR, Payroll, Time & Attendance, Benefits, Recruiting, Onboarding, Compensation, Performance Management, and related People technologies. - Develop and execute a multi-year People technology roadmap aligned with organizational strategy, evolving business needs, and the employee and manager experience. - Lead the design, configuration, integration, testing, implementation, and ongoing optimization of People systems, workflows, and automation, ensuring technology solutions simplify and strengthen business processes rather than replicate inefficient legacy practices. - Oversee integrations across HCM, Payroll, Finance, benefits, recruiting, identity and access management, and other enterprise systems; diagnose and lead the resolution of complex system and integration issues. - Establish and maintain standards for system architecture, configuration, testing, documentation, release management, security, and ongoing system maintenance. Data Governance, Controls & People Operations - Establish and maintain People data governance standards, including data definitions, ownership, authoritative sources, role-based access and security, validation, quality controls, and recurring audits and reconciliations. - Ensure the accuracy and integrity of employee and organizational data across the employee lifecycle, including jobs, positions, compensation, locations, reporting relationships, and employment status. - Develop and maintain processes and controls that support data integrity and payroll accuracy, including appropriate segregation of duties, automation, reconciliations, documentation, and standard operating procedures; ensure the accurate preparation, review, and approval of required federal, state, local, and other regulatory People data reporting. - Develop scalable reporting, analytics, dashboards, and service metrics, and translate workforce and service data into actionable insights, identifying trends and areas of risk or opportunity, and using those insights to inform People Team priorities and broader organizational strategy. - Strengthen People service delivery and the employee experience through employee and manager self-service, workflow improvements, service metrics, and technology-enabled support, including the Payroll inquiry and ticketing strategy. Project Management & Change Leadership - Lead complex, cross-functional People technology implementations, upgrades, integrations, and operational improvement initiatives from scoping through implementation and stabilization. - Establish disciplined project governance, including clear ownership, timelines, milestones, dependencies, risks, decision-making, implementation readiness, and measures of success. - Coordinate work across People, Payroll, Finance, IT, Communications, school-based teams, and other stakeholders to ensure clear accountability, effective handoffs, successful execution, and a seamless, high-quality employee experience. - Lead change management for significant system and process changes, including stakeholder engagement, communications, training, documentation, and post-launch support. - Select and manage technology vendors and consultants, including project scope, Statements of Work, deliverables, timelines, performance, costs, and escalation of implementation or service issues. We need to keep all these bullet points. Qualifications list: - 9+ years of progressively responsible experience in Human Resources, People Operations, Employee Experience, Organizational Effectiveness, Project Management, or a related field, including significant ownership of enterprise HR technology. - 3+ years of experience leading complex HR technology projects, teams, or functions. - Deep experience with a major enterprise HCM platform; UKG Pro and UKG Workforce Management experience strongly preferred. - Demonstrated experience with HRIS configuration, integrations, data governance, testing, reporting, and system controls. - Demonstrated experience leading complex cross-functional initiatives and operational improvements. - Demonstrated ability to diagnose complex system issues and translate business requirements into scalable technical solutions. - Strong project management and process improvement capabilities. - Exceptional stakeholder engagement, change management, documentation, and communication skills. - Strong systems-thinking, analytical, and problem solving skills. - Experience working in complex, multi-location organizations; experience in education, nonprofit, or other mission-driven organizations is a plus. - Strong understanding of HR and payroll business processes and the employee lifecycle. - Experience managing HR technology vendors, consultants, implementations, and Statements of Work. - Bachelor’s degree or equivalent professional experience. - Demonstrated ability to manage multiple priorities, exercise sound judgment, and lead complex work in a dynamic, fast-paced environment. Benefits list: From "Compensation and Benefits: KIPP NYC offers a salary ranging from $105,060 - $131,840 per year." That's pay. Then benefits: "KIPP NYC offers a generous benefits package, including, but not limited to, the following:" - Robust benefits that include medical, dental, and vision. - 403(b) retirement plan with a 50% match after 6 months. - Generous Time-Off aligned with the school calendar - Up to 12 weeks of 100% parental leave. - Bright Horizon Back-up Child and Elder care. - Employer-paid Life Insurance and Short-term/Long-term disability. - Employee incentives include 8 Weeks paid Sabbatical after 10 years, annual professional development funds, and tuition reimbursement. We need to keep all. Schedule: "This is a full-time position with a hybrid schedule, requiring a minimum of three in-person days per week based out of our KIPP NYC Midtown Manhattan office. The role also includes travel to KIPP NYC campuses across the Bronx, Brooklyn, and Manhattan. The cadence and frequency of school visits will be determined by your leadership team." We need to put that in Schedule section. Now About the role: combine About KIPP NYC and Position Overview. Position Overview paragraph: "KIPP NYC is seeking a Director, People Systems and Operations to lead the design, innovation, implementation, and maintenance of HR and People systems that are reliable, secure, integrated, and strengthen the organization’s people, payroll, and workforce operations. At KIPP NYC, we believe strong people systems create the conditions for our employees to do their best work in service of students and families. The Director, People Systems and Operations will play a critical role in building the systems, processes, and data infrastructure that support a seamless and high-quality employee experience across our schools and Shared Services Team. Reporting to the Managing Director, People Operations & Total Rewards, the Director serves as the organization’s architect and owner of the Human Capital Management (HCM) platform and related HR technologies, partnering closely with teams across People, Payroll, Finance, IT, and organizational leaders. This individual will bring strong project management, systems thinking, operational excellence, and employee-centered design to complex cross-functional workstreams. They will drive employee lifecycle governance, improve service delivery, strengthen operational handoffs, and create scalable processes that support employees across the network. This role is responsible not only for maintaining systems, but also for ensuring technology and business processes work together to deliver an accurate, efficient, compliant, and high-quality employee experience. The Director will also bring KIPP NYC’s People data to life—moving beyond reporting to interpret trends, surface insights, identify opportunities, and translate data into actionable recommendations that inform People Team strategy and broader organizational priorities." About KIPP NYC paragraph: "Founded in 1995, KIPP NYC Public Schools is a non-profit network of 18 free, public charter schools located in the Bronx, Brooklyn, and Manhattan. We partner with families and communities to create joyful, academically excellent schools where every child grows up free to create the future they want for themselves and their communities. From our first middle school, KIPP Academy in the Bronx, to today’s network of eight elementary schools, nine middle schools, and one high school, KIPP NYC provides students with engaging academics, arts, athletics, and social–emotional learning that prepare them for college, career, and beyond. Our commitment doesn’t end at graduation. Through KIPP Forward, we continue to support our alumni as they navigate college, career, and life, helping them define success on their own terms and pursue the paths that align with their goals and sense of purpose. Together, we serve more than 9,400 students, support 4,700 alumni, and employ over 1,100 dedicated team members who bring passion