Company Summary
Learning Network is a growing, innovative, and customer-centric educational services company. We seek creative and tenacious individuals to help us drive success through service.
Service is very important to us. At Learning Network, you will be among people who care about their customers and colleagues. We prioritize service by ensuring the details are done and done well - every time. We make promises, and we keep those promises. We recognize that our customers and employees don’t have to choose us. As such, service is embedded deep within our culture - and providing white-glove service is an expectation of every employee.
At Learning Network, you’ll be a part of something special. You’ll sleep better knowing you make a difference by bringing the most innovative education to thousands of students. You’ll do this amongst a supportive community of people who care. In return, you’ll care. You’ll show you care by being teachable, doing your job well, and valuing the relationships with your colleagues. You’ll achieve your goals and play nicely in the sandbox with others while doing it. We don’t do drama, and neither should you.
Working at Learning Network isn’t for everyone. But for those who choose to commit to hard work, service, students, and colleagues, it’s an incredibly rewarding experience.
Impact & Why This Matters
In a world where too many students feel unseen, disconnected, or unsure of what they can achieve, exceptional leadership can change everything. When special programs leaders are properly supported and developed, they foster highly motivated, successful teams that drive student success.
As a Senior Director of Special Programs, you will provide district-level leadership and oversight of special education, Section 504, English Learner, Gifted and Talented, and McKinney-Vento programs across Learning Network’s schools. You will coach, develop, and elevate your team while strengthening the systems, processes, and organizational practices that support effective program delivery and positive student outcomes.
This role requires a leader who can look beyond day-to-day operations to identify opportunities for meaningful organizational improvement. You will evaluate existing structures and practices, establish clear priorities, and guide improvements that enhance operational effectiveness, leadership accountability, and program quality.
Your leadership will ensure consistent and efficient operations and prevent wasted effort by avoiding the need to reinvent the wheel. You will build systems, implement them, and model for your team how to use our processes effectively to drive strong leadership and, by extension, high student engagement and success.
Purpose
You bring stability, standardization, and support to a team of leaders responsible for specialized student services. Your mission is to develop your downline into high-performing employees who consistently drive positive student outcomes. Through coaching, accountability, encouragement, and unwavering standards, you will cultivate a team that delivers white-glove, heart-centered support—while maintaining the rigor, responsiveness, accountability, and instructional excellence students and leaders deserve.
You will build clarity where there is complexity, momentum where there is hesitance, and confidence where there is uncertainty.
Role Overview
Quality people using robust systems create an oasis of opportunity - for students, families, teachers, and employees. This role develops the skills of our special programs leaders and ensures they have stable, robust systems and processes that make it easy to drive success across our organization. Your impact is measured through the growth, consistency, and excellence of those you lead—and ultimately through improved student engagement, retention, progress, and confidence.
You will lead leaders who, in turn, lead or coordinate the work of teachers, paraprofessionals, specialists, and other academic personnel. Your role is to provide the structure that keeps your downline efficient, focused, and highly functional. You will ensure special programs uphold company standards and program-specific requirements. This is a critical position for driving the high-quality student outcomes our organization strives to achieve.
Your success requires extreme ownership, strong judgment, joyful persistence, relentless follow-through, and a tenacious willingness to lead by example. You must be equally comfortable coaching performance, navigating escalations, improving systems, and holding high standards—always with empathy, clarity, and conviction.
When you lead well, leaders improve, teachers grow stronger, families feel supported, and students thrive.
Core Responsibilities
- Lead strategic improvement initiatives that strengthen program quality, operational consistency, leadership effectiveness, and student outcomes.
- Coach and develop special programs leaders into confident, highly effective professionals who embody and convey our standards of service, responsiveness, and instructional excellence to their teams and partners.
- Monitor portfolio-level performance metrics across students, employees, and leaders, then proactively intervene to drive improved outcomes.
- Directly observe student/staff and staff/leader interactions, and provide feedback in partnership with the responsible supervisors to drive effective communication at all layers of the organization.
- Ensure program leaders drive strong student outcomes through compliant service delivery, instructional execution, student engagement, progress monitoring, and intervention planning—ensuring students receive the support, accountability, and encouragement needed to succeed.
- Set high expectations, coach candidly, celebrate wins enthusiastically, and foster a team culture rooted in ownership, humility, collaboration, and service.
Essential Duties
- Company Alignment and Process Governance. Enforce and document approved processes across programs, aligned with company standards for Tier I instruction, intervention, Buzz, grading, course maintenance, and management. Offer input into process design while ensuring the team adheres closely to only approved processes. Assign recurring work an owner, deadline, handoff, and definition of done. Correct conflicting practices and document legally necessary differences.
- Organizational Structure. Evaluate roles, reporting lines, supervisory layers, and staffing ratios for clear ownership and efficient use of existing resources. Ensure every function has qualified, accountable supervision. Recommend structural changes for VP approval; implement approved changes without creating overlapping authority.
- Data Governance and Performance Monitoring. In conjunction with senior leaders, establish business rules, definitions, required fields, and reconciliation controls in approved systems of record. Resolve process and data decisions within defined timeframes. Eliminate redundant trackers. Maintain dashboards and weekly exception reviews linking student obligations to assignments and completion evidence; verify resolution.
- Service Standards. Maintain an approved menu of services and accommodations with delivery, staffing, scheduling, documentation, and centrally approved cost parameters. Establish a prompt process for individualized needs beyond standard options. Standards and productivity targets must preserve required services, FAPE, and LRE. Identifying a service need does not authorize a financial commitment.
- Productivity and Resource Deployment. Set output, quality, and timeliness standards for each role. Review assigned versus completed work, utilization, backlog age, and rework weekly. Rebalance assignments and improve scheduling and workflows to meet obligations efficiently with provided staff and approved services.
- Leadership Accountability. Apply company observation, evaluation, coaching, and documentation standards across teams. Set leader scorecards and review them in regular one-to-ones. Require clear expectations, demonstrated staff proficiency, and documented follow-through. Address ineffective leadership and recurring staff failures through timely performance action with HR. Lead recruiting for authorized positions and role-specific training.
- Cross-Functional Partnership. Partner with Operations, IT, Data, and Curriculum and Instruction to align program practices with school operations. Translate needs into specific requests and recommendations. Coordinate course and system changes before implementation, resolve ownership conflicts, and drive approved improvements through verified adoption.
- Compliance and Service Delivery. Provide districtwide oversight of Special Programs compliance and service delivery across all schools and states. Direct and audit compliance with applicable federal, state, authorizer, and company requirements, ensuring consistent implementation of approved processes while accounting for state-specific obligations. Monitor service delivery, accommodations, student progress, and inclusion; require corrective action when deficiencies are identified. Ensure accurate assignments and service continuity through enrollment, transfers, reactivations, and staffing changes. Coordinate reporting, authorizer relationships, and new-state readiness with school leadership and legal.
- Resolution and Escalation. Own routine decisions and complex concern resolution within delegated authority. Escalate material risks with facts, attempted solutions, a recommendation, and the decision needed. Obtain VP approval for material operational or policy changes and verify results. Follow immediate safety and mandatory reporting requirements. Perform other assigned duties.
- Resource Utilization and Financial Controls. Operate within provided resources; monitor approved provider performance and reconcile delivered services with records and invoices. Supply EL fiscal-compliance evidence to Operations and the CFO. The role cannot set or change budgets, authorize spending or payment, add positions, sign contracts, change rates, or commit to new or expanded services or purchased hours. Financial decisions remain with designated approvers. Promptly report any unmet required service with evidence and attempted operational remedies; do not independently increase spending.
Performance Measures
- Maintain a monthly scorecard with VP-approved targets and source evidence for deadline compliance, service delivery, data accuracy, productivity, student progress, company alignment, leadership follow-through, and use of provided resources. Internal targets do not replace legal deadlines or individual student obligations.
Qualifications
- Master’s degree in Education, Special Education, or a related field (required); at least 10 years of special-services experience and 10 years of professional leadership experience (required).
- Demonstrated success leading organizational or operational improvements at the district or network level, including the evaluation and refinement of existing structures, processes, or service delivery models (required).
- Proven ability to assess complex operational challenges, identify opportunities for improvement, and implement solutions that produce measurable, sustainable results (required).
- Deep special education, Section 504, EL, GT, and McKinney-Vento expertise (required). CO, AZ, and WA experience (preferred).
- Demonstrated success leading directors or program leads, aligning teams with company standards (required).
- Strong analytical, communication, and organizational skills; proficiency with student information, learning management, IEP, and workflow systems (required).
- Online-school leadership experience (required).
- Professional private remote workspace with reliable high-speed internet (required).
- Ability to pass required background checks (required).
Benefits
- Medical, dental, and vision employee coverage for as little as $1 each per month;
- Personal paid time off in addition to major holidays;
- Short-term disability insurance, long-term disability insurance, life insurance, and AD&D insurance are all 100% paid by the employer; and
- 401(k) with employer contributing a dollar-for-dollar match of employee contributions up to 6% of employee earnings.