Vice President, Regional Performance

   JOB SUMMARY: 

The Vice President, Regional Performance is the senior leader accountable for the complete operating performance of Think Together’s regional portfolio. Reporting to the Chief Operating Officer, this role translates organizational strategy into consistent, safe, financially disciplined, and high-quality execution across regions, hub offices, and program sites. The Vice President leads Area Vice Presidents and assigned regional leaders, establishes the regional operating model and management disciplines, and creates clear accountability for business results at every level of the field organization.  

This leader owns the regional operating conditions required to earn, realize, protect, grow, and retain contract and grant revenue. Accountability includes operational quality, program implementation fidelity, partner health and contract renewal, workforce readiness, financial performance, attendance and enrollment execution, launches and expansions, compliance, risk management, and service recovery. The Vice President is expected to identify risk early, make timely operating decisions, require corrective action, and ensure performance gaps are resolved and sustained.  

The Vice President serves as the senior voice of regional performance in organizational planning and cross-functional decision-making. The role partners closely with Partner Success, Product and Student Experience, Talent and People, Quality and Compliance, Finance, Contracts, and other functions to ensure strategies, products, staffing models, standards, and support systems are executable in the field and responsive to partner needs. Centers of Excellence own enterprise standards, tools, expertise, and program design; Regional Performance owns field operating design, execution, implementation within established guardrails, and regional outcomes. The Vice President ensures clear decision rights and resolves ownership gaps that could delay execution.  Cross-functional teams provide expertise, standards, infrastructure, monitoring, and support; the Vice President remains accountable for regional execution, corrective action, and sustained results.  

ESSENTIAL DUTIES AND RESPONSIBILITIES:  

Enterprise Regional Performance Strategy: 

• In partnership with the COO, define and execute the regional operating strategy, structure, priorities, and annual business plan.  

• Translate enterprise goals into clear regional outcomes, operating standards, decision rights, resource plans, and leadership expectations.  

• Within established guardrails, exercise authority over regional priorities, resource and labor deployment, corrective action, and other operating decisions required to achieve portfolio outcomes. 

Full Regional Portfolio Performance:  

• Hold Area Vice Presidents accountable for the complete performance of their portfolios. 

• Drive revenue realization and retention, growth and expansion within existing partnerships, partner health, and contract renewal readiness. 

• Ensure performance across operational quality, financial results, workforce readiness, attendance, compliance, and annual goals. 

Earned Revenue and Contract Renewal:  

• Own the regional execution required to earn all available contract and grant revenue and position each contract for renewal.  

• Ensure staffing, attendance, service delivery, documentation, compliance, partner responsiveness, and operational commitments are fulfilled. 

• Lead intervention when performance places revenue or renewal at risk.  

Operating Model and Management Disciplines:  

• Establish consistent scorecards, forecasts, business-review cadences, escalation protocols, root-cause analysis, corrective-action routines, and performance-management practices across all regions.  

• Establish an integrated view of regional performance across key functions to support timely decision-making and accountability.  

• Ensure leaders use timely and accurate data, including leading indicators, to identify emerging risks early and intervene before issues escalate. 

• Set clear timelines, escalation thresholds, and closure expectations for performance issues and corrective actions. 

Quality and Program Implementation Execution:  

• Own regional achievement of established quality standards, program models, operating non-negotiables, and student-experience expectations. 

• Require immediate corrective-action plans when performance is below target and ensure measurable, sustained improvement. 

• Surface field insights and implementation barriers to Product and Student Experience and Quality and Compliance. 

• Maintain clear distinction between regional execution accountability and centralized curriculum or program-product design. 

Partner Health, Retention, and Service Recovery:  

• Own the regional operating performance that drives partner confidence and retention. 

• Ensure AVPs and regional leaders proactively manage district relationships, maintain regular engagement with key decision-makers, and understand partner priorities and opportunities. 

• Build and maintain relationships with senior district leaders and serve as an executive partner in strengthening partner advocacy, retention, and growth. 

• Identify partner risk early, maintain clear account-health plans, resolve escalated concerns, and execute service-recovery plans in coordination with Partner Success and executive sponsors. 

Area and Site Operations:  

• Ensure reliable and efficient execution across regional hubs and program sites. 

• Establish clear expectations for safety, staffing, scheduling, attendance, enrollment, service delivery, facilities coordination, and documentation. 

• Ensure consistent day-to-day operational readiness across regions and sites. 

Financial and Resource Stewardship:  

• Own regional budgets, labor deployment, resource utilization, cost-management disciplines, margin performance, and forecast accuracy. 

• Make or recommend timely resource tradeoffs within established guardrails. 

• Balance program, partner, workforce, revenue, and organizational sustainability requirements in regional resource decisions. 

Workforce Readiness and Talent Execution:  

• Own the regional workforce outcome, including workforce planning, hiring-manager execution, labor deployment, and local retention. 

• Hold regional leaders accountable for the workforce actions required to meet operational commitments.  

• Partner with Talent and People, which owns enterprise talent strategies, systems, standards, and expertise.  

• Ensure regions are staffed and prepared to meet operational commitments. 

  Launch and Expansion Execution:  

• Own regional operational readiness for new partners, sites, programs, and expansions in partnership with Emerging Areas. 

• Ensure regional staffing, infrastructure, and operating requirements are in place prior to launch.  

• Identify and mitigate readiness risks and provide clear launch-readiness recommendations.  

• Assume accountability for sustained performance once ownership transitions to Regional Performance. 

  Quality, Compliance, Safety, and Risk Management:  

• Partner with Quality and Compliance to ensure adherence to grant, contract, safety, and regulatory requirements. 

• Own regional corrective action, accurate documentation, and fulfillment of partner and funder obligations. 

• Lead response to significant operational, workforce, safety, financial, partner, and reputational risks through resolution.

       Area Vice President Leadership and Accountability:  

• Recruit, coach, develop, and evaluate a high-performing team of Area Vice Presidents and regional leaders. 

• Develop AVPs as business and portfolio leaders with accountability for operational, financial, partner, workforce, and growth outcomes.  

• Set clear portfolio expectations and address performance gaps.  

• Strengthen succession and bench readiness.  

• Build a culture of accountability, transparency, inclusion, continuous improvement, and ownership for results. 

Cross-Functional Enterprise Leadership:  

• Represent regional performance in organizational planning and decision-making. 

• Clarify interdependencies and decision rights across Regional Performance and centralized functions.  

• Influence shared priorities and ensure centralized strategies and support functions enable effective field execution.  

• Escalate and help resolve structural barriers that prevent regions from delivering commitments. 

QUALIFICATIONS AND REQUIREMENTS:  

• Master’s degree in business, educational leadership, public administration, organizational leadership, or a related field; equivalent executive experience may be considered.  

• Fifteen or more years of progressive leadership experience, including significant senior responsibility for regional, field, or multi-site operations.  

• Demonstrated experience leading large teams through senior leaders and managing complex, geographically distributed service-delivery operations.  

• Demonstrated accountability for budgets, financial analysis, workforce planning, operational performance, quality improvement, and customer or partner retention.  

• Experience in education, expanded learning, youth development, public-sector contracting, or another highly regulated service environment strongly preferred.  

• Proficiency in a language other than English, with Spanish preferred.  

COMPENSATION:  

Salary $250K-$255K

This is the targeted compensation for the position. A range of factors, including but not limited to; location, skills, experience, will be considered. Actual compensation may vary.