PURPOSE OF POSITION

The Program Manager, Student Programs & Grants position is critical to ensuring AGU student programs meets or exceeds organizational goals and metrics. The incumbent in this role will lead the alignment of existing student programs towards AGU’s strategic goals, using a belonging, accessibility, justice, equity, diversity and inclusion (BAJEDI)-centered approach, and incorporate this lens into the development of future programs.

In coordination with the Meetings and Learning department leadership, the Program Manager will be responsible for creating timelines, processes, and procedures needed to ensure student and early career scientist programs adhere to high standards of program effectiveness and efficiency. This position will lead the management and implementation of AGU’s scholarships, grants and competitions for students and early career professionals, with a focus on optimizing business rules and ensuring measurable program outcomes. This position will also be responsible for providing management and high-level coordination for the student programs and events during AGU conferences, including supporting the planning and development for the annual Student & Early Career Scientist Conference and workshops in the career center. 

ESSENTIAL JOB DUTIES

•               Manages AGU’s student and early career grants and scholarships programs, including the implementation of new programs and administering financial awards and other benefits.

•               Serves as the program manager for the AGU Outstanding Student Presentation Award (OSPA) program AGU Michael H. Freilich Student Visualization Competition Program and other student/early career scientist competitions.

•        Serves as the staff lead and primary AGU liaison for the OSPA advisory group.

•               Manages relationships with software vendors for grant and competition programs.

•               Works with Development staff in planning and implementing new grants and scholarships.

•               Serves as the department liaison to funders and other key outside stakeholders for AGU’s student grants, scholarships, and competitions.

•               Provides oversight of judging forms and data, serves a physical presence for OSPA at AGU meetings, and oversees OSPA winner certificates and prizes.

•               Performs data management and oversees execution of Section student award certificates and prizes.

•               Provides efficient and proactive communications to AGU leadership, members, and other stakeholders.

•               Works with AGU Ethics and Equity Center staff and others to ensure student and early career grants, scholarships, and competitions align with AGU’s goals for diversity, equity, and inclusion.

•               Works with Marketing and Communications to promote programs and to coordinate product/service alignment.

•               Manages and coordinates the student and early career programming at AGU conferences, including the Student and Early Career Scientist Conference and skills-building workshops. Advises and manages the planning committee for the Student and Early Career Scientist Conference.

•               Builds engagement journeys for awardees and other student program participants across AGU programs.

•               Identifies linkages and builds programming in alignment with AGU’s Strategic Plan.

•               Other duties as assigned.

ESSENTIAL VALUES

• Accountability: Own it.
  • Prioritize work and schedule to accomplish tasks on time and at or above expectations.
  • Communicate early and frequently regarding goals, action items, workload levels, and potential roadblocks.

• Excellence: Give your all
  • Performs responsibilities independently in a high-quality manner.
  • Strives to be outstanding in the pursuit of AGU’s mission.

• Member & Customer Service:Members & Customers first.

-       Commit to provide proactive and efficient communication to customers, vendors and AGU staff.

• Teamwork: Together everyone achieves more.
  • Must be able to work collaboratively with others to achieve shared goals and outcomes that contribute to the mission, vision, and strategic plan of AGU.
  • Serves as an effective team player who adds complementary skills and contributes valuable ideas, opinions, and feedback.

QUALIFICATIONS: 

• Familiarity with best practices for administering grants, scholarships, and competitions.
• Familiarity with award application management systems like OpenWater, and award selection processes.
• Familiarity with the best practices and resources to promote belonging, accessibility, justice, equity, diversity, and inclusion (BAJEDI) in grants, competitions, and other programs.
• Ability to prioritize and manage multiple, complex projects while meeting competing deadlines.
• Ability to identify and evaluate resources and plan for their utilization through the execution of long-range plans
• Ability to devise new approaches to make improvements and solve problems
• Ability to initiate actions based on one’s own interpretation or understanding of a situation
• Ability to follow through on commitments and accept ownership of responsibilities and with utmost professionalism.
• Must be able to perform responsibilities with composure under the stress of deadlines / requirements for accuracy and quality and / or fast pace.
• Excellent written and verbal communication skills and the ability to communicate easily and effectively with staff and external audiences.
• Demonstrated customer service skills.
• Strong organizational skills and analytical skills.
• Strong project management skills.
• Strong computer skills to include word processing and spreadsheet software.
• Ability to interpret, analyze, organize, and apply program policies.
• Must be capable of exercising highest level of discretion on both internal and external confidential matters.
• Ability to travel.

EXPERIENCE: 

• 5+ years of experience with a Bachelor’s Degree, or equivalent education and work experience.
• Previous experience managing student programs is a plus.

PHYSICAL ENVIRONMENT:

• Repetitive motion, substantial movements of the wrist, hands, and fingers
• Walking and standing occasionally required, sitting a majority of the time
• Using computer screen and/or read for extensive periods of time
• Occasional lifting, carrying, pushing, or pulling of up to 10 lbs.
• Extended working hours and travel (up to 10%) may be necessary

WORKING ENVIRONMENT:

All employees are responsible for their own safety, as well as that of others in the workplace. To help us maintain a safe workplace, everyone must be safety-conscious at all times. This position is performed in a typical office environment. The noise level in the work environment is usually quiet to moderate.  

DISABILITY SPECIFICATIONS:

AGU will make reasonable accommodations in compliance with the Americans with Disabilities Act of 1990.

Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment atnonprofithr.com/deinow.

About Marsha P. Johnson Institute:

The Marsha P. Johnson Institute (MPJI) protects and defends the human rights of BLACK transgender people. We do this by organizing, advocating, creating an intentional community to heal, developing transformative leadership, and promoting our collective power. We intend to reclaim Marsha P. Johnson and our relationship as BLACK trans people to her life and legacy. In our reclaiming of Marsha, we give ourselves permission to reclaim autonomy to our minds, to our bodies, and to our futures. We were founded both as a response to the murders of BLACK trans women and women of color and how that is connected to our exclusion from social justice issues, namely racial, gender, reproductive justice, and gun violence.

We invite members to learn about who Marsha P. Johnson was while exploring themselves. MPJI seeks to eradicate systemic, community, and physical violence that silences our community from actualizing freedom, joy, and safety.

We were created to elevate, support, and nourish the voices of BLACK trans people. Our community is made up of BLACK trans people and those committed to undoing white supremacy in all of its forms. Our space is intended for the sole purpose of bettering the BLACK trans community across the diaspora.

We are committed to this organization, always being led by the most radical BLACK trans people whose imaginations exist beyond the confines of the state. We believe that BLACK people are the future. We invite all qualified BLACK trans people to apply to be a part of our passionate staff.

The Opportunity:

The Marsha P. Johnson Institute is seeking a highly motivated and flexible Human Resources Manager. This individual will report to the Director of Operations and work closely to ensure the quality and timeliness of human resources activities. They will be responsible for managing all human resources activities for MPJI. The primary responsibilities of this position include but are not limited to:

Primary Responsibilities:

· Oversee the daily workflow of the HR department projects and tasks.

· Partners with CEO team to lead change management and establishment of organizational culture.

· Leads diversity, equity, and inclusion (DEI) efforts at the organization and facilitates DEI training and growth opportunities for the organization.

· Provide support and act as a subject matter expert to provide guidance to management and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as facilitating interactive process discussions, investigations, and corrective actions action and terminations.

· Provide strong leadership and people management that reflects MPJI’s values, including mutual respect, compassion, and integrity.

· Manage talent acquisition process, which may include recruiting, interviewing, and hiring qualified job applicants, and collaborate with hiring managers to understand the skills and competencies required for job openings.

· Analyze trends in compensation and benefits; research and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.

· Maintain employee files and data utilizing the HRIS platform.

· Collaborate with cross-functional leadership to review and evaluate current HR systems and processes and develop, implement, and integrate new or updated HR processes and systems to ensure essential aspects of employee administration are executed on time, accurately, and efficiently.

· Create, maintain and update HR policies; update the Employee Handbook annually.

· Manage the annual Performance Review cycle and processes.

· Create learning and development programs and initiatives that provide internal development opportunities for employees.

· Partner with Accounting and Payroll on HR-related matters, including payroll processing, benefits premiums and changes, and timekeeping issues.

· Administer Leaves of Absence, including FMLA and ADA.

· Maintains compliance with Federal, State, and local laws and regulations and recommended best practices; reviews policies and practices to maintain compliance.

· Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

· Propose changes to existing policies & practices and introduce new approaches to improve HR systems and functions.

· Manage third-party consultants, vendors, and contractors.

· Perform other duties as assigned.

Skills Required:

· BS/BA in Management, Human Resources, Business Administration, Organizational Psychology or related field required.

· A minimum of five years of human resource management experience is preferred.

· Professional HR Certification (SHRM CP/SCP or PHR/SPHR) is highly desired.

· Previous experience with nonprofit human resources preferred.

· Ability to act with integrity, professionalism, and confidentiality.

· Excellent organizational skills and attention to detail.

· Proficiency with Microsoft Office Suite or related software.

· Thorough knowledge of employment-related laws and regulations.

· Ability to listen openly, think strategically, and influence across all levels of an organization.

· Excellent verbal and written communication skills.

· Excellent interpersonal, negotiation, and conflict resolution skills.

· Ability to work collaboratively in a team, promote mutual accountability, inspire trust and confidence from HR colleagues and business leaders alike, and influence key stakeholders.

· Strong analytical, critical thinking and problem-solving skills.

· Proven experience identifying and leading change and building this capability in others.

· Strong project-management skills, from concept to planning to implementation.

· Attention to detail.

Salary & Benefits:

During the COVID-19 pandemic, this position is remote. The salary range is between $85,000 and $95,000 annually based on experience.

All MPJI staff should be:

· Personable with a good sense of humor

· Must be passionate about and able to relate to under-represented individuals in the LGBTQIA+ community.

· Solution-oriented with the ability to counterbalance problems with creative solutions.

· Energetic and committed to working in an entrepreneurial environment with the ability to prioritize responsibilities while delivering timely and accurate work products.

ADA Specifications:

· The physical demands described here represent those that an individual must meet to perform the essential functions of this job successfully. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

· While performing the duties of this job, the individual is regularly required to sit and talk or hear. The individual is occasionally required to stand or walk; use hands to handle or feel; stoop, kneel, crouch, or crawl; and reach with hands and arms. The individual must occasionally lift and/or move up to 50 pounds. Specific vision abilities required include close vision.

· The above statements are intended to describe the general nature and level of work being performed by the individual(s) assigned to this position. They are not intended to be an exhaustive list of all duties, responsibilities, and skills required. Management reserves the right to modify, add, or remove duties and assign other tasks as necessary. In addition, reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position.

Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment atnonprofithr.com/deinow.

Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment atnonprofithr.com/deinow.

About PolicyLink

This position, available immediately, is an exciting opportunity to join the staff at PolicyLink. PolicyLink is a national research and action institute advancing racial and economic equity by Lifting Up What Works®. We are dedicated to improving the lives of the 100 million people in America who live in or near poverty, particularly those facing the barriers of structural racism. We are currently working remotely. Please visit our website at: www.policylink.org.

Position Overview

The power to frame, create meaning, and foster belonging. This is the invitation for the role of the Director of Communications at PolicyLink. With a passion for thinking strategically from idea to evaluation to iteration, the Director of Communications will understand the full scale of capacities within and outside of our organization, our organizational and project goals, and work to develop plans that get us closest to our goals. Developing processes where none exist, refining processes where historic systems have opportunities for greater success, and dreaming up ways to be in best relationship with one another and the work, the Director of Communications serves a vital role in the organization.

The Director of Communications doesn’t bristle at the idea of “keeping the trains moving,” they love the opportunity and challenge of creating cohesive systems that ensure projects meet goals and adhere to timelines. Serving as the glue across all communications functions in the organization, this role is dedicated to results, allowing results to drive strategies and tactics. Working closely with the Vice President of Communications, the Director of Communications leads in establishing and executing the organization’s communications plan.

The Director of Communications must believe in the power of communication, understand its role in movements, and believe that we truly can win.

Responsibilities

· Develops and implements a communications strategy for organization, including each of the programmatic areas.

· Understands programmatic needs in order to develop and execute campaign and release strategies.

· Directs organizational messaging.

· Creates communications policies and procedures for the organization and supports compliance.

· Provides writing and editing support for a variety of organizational needs.

· Identifies and assesses communications opportunities and vehicles that could advance the objectives of PolicyLink and its partners, including thought leadership and knowledge dissemination.

· Responsible for identifying and tracking key metrics, both vanity for reporting and actionable for improving our strategies. Analyzes the effectiveness of strategies and implements improvements.

· Vendor management, working to build our vendor bench, request contracts, and submit invoices for approval.

· Leading internal and external meetings and trainings.

· Able to lead autonomously to advance key aspects of work.

Skills, Abilities, and Knowledge Required

· Developing communications strategy for national organizations, including digital, editorial, and campaign strategies.

· Passionate about both communication and equity, with a deep understanding of their interdependence.

· Skilled at executing developed strategies, iterating nimbly when needed to increase impact.

· Passionate about storytelling, narrative shift, and racial justice.

· Skilled in project management, setting and meeting deadlines, and time management.

· Adept at developing strategic partnerships.

Experience Qualifications

· Proven experience in strategic communications (having worked in a communications leadership role at an organization or agency where you were responsible for developing and executing communications strategies and plans).

· Experience leveraging communications as a tool for advocacy.

· Experience using communications as a tool to shift culture in organizations or communities.

Additional Candidate Characteristics

· Resourceful, willing to self-start and work with little direction.

· Able to manage a constantly evolving landscape, and shift priorities accordingly.

· Operating from an asset-based communications framework.

· Passionate about ethical storytelling and developing strategies to mitigate extraction.

· Sense of humor and a passion for prioritizing joy.

Work Environment

· Housed on the PolicyLink communications team.

· Reports to the Vice President of Communications.

· This position is a remote position, with travel required.

Position Type

Exempt, 100% full-time, 40 hours per week.

Compensation and Benefits

The salary range for this position is $110,000 - $130,000, dependent upon experience. Additionally, PolicyLink provides an excellent and comprehensive benefits package that includes medical, dental, vision, 401k match, ancillary benefits, access to Flexible Spending Accounts, commuter expenses, and generous leave benefits.

To Apply:

We accept online applications only.

***Please check your spam folder for correspondence related to this position***

Please note: No phone calls please. Only those selected to participate in our hiring process will be contacted.

EQUAL OPPORTUNITY EMPLOYMENT

PolicyLink strongly values equity and believes in a just and fair society where all can participate, prosper, and reach their full potential. We work towards a more inclusive world and as such we are an equal opportunity employer and do not discriminate against any employee or applicant for employment because of race, skin color, ethnicity, religion, gender, sexual orientation, national origin, disability, age, marital status, military status, pregnancy, or parenthood. PolicyLink is committed to maintaining a diverse and multicultural working environment.

***Please check your spam folder for correspondence related to this position***

Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment atnonprofithr.com/deinow.

Full-Time

REMOTE

$90,000 - 100,000

Job Description  

PAEA’s Salesforce Administrator will be responsible for utilizing their Salesforce expertise, applied experience, problem-solving abilities, and creative flair to support, advise, design, build, deliver, and maintain our Salesforce ecosystem end to end. This will require the candidate to be involved in developing business requirements, specifications, process flows, application design, maintenance and security protocol, and configuration, alongside testing and deployment.  The successful candidate will have a track record of success in improving business processes and adoption using the Salesforce platform. The administrator will work closely with a broad range of functions within the association, including finance, IT, external vendor partners, and various subject matter experts to develop and deploy new enhancements to our implementation of Salesforce. This role has supervisory responsibilities. 

Objectives of this Role 

• Design, operate, and integrate Salesforce systems to enable efficiencies in key areas of the business 

• Manage, mentor and develop employees on the digital team to support the achievement of the overall vision 

• Provide consulting and coaching around best practices in Salesforce administration and implementation to enhance user experience 

• Work on Salesforce automation to streamline processes 

• Manage multiple stakeholders' engagements and work with associated team members to understand projects, facilitate business process analysis sessions, and develop technology solutions for these teams 

• Identify project issues/risks and present alternatives to alleviate or resolve them 

Key Responsibilities 

Tasks may include but are not limited to the following: 

• Configuration & Administration 

• Own, manage, and drive optimization of the entire SFDC platform. 

• Establish and implement best practices regarding system maintenance, configuration, development, testing, and data integrity 

• Understand, analyze, and improve upon the business systems in place, as well as integrated applications. 

• Work in tandem with company leadership to design, document, build, test, and deploy enhancements to Salesforce custom objects, page layouts, workflows, alerts, reports, and complex dashboards. 

• Experience in analyzing business requirements, Entity Relationship diagram and implementing them to Salesforce Custom Objects, Junction Objects, Master-Detail relationships, Lookup relationships. 

• Maintain and support custom objects, formulas, validation rules, workflows, flows, process builder, approvals, and assignment rules. 

• Create and manage custom objects, fields, formulas, validation rules, custom workflows, custom flows, custom processes, and approval processes. 

• Utilize SF administrator skills to continuously deliver business solutions while maintaining existing functionality in Salesforce. 

• Partner with management, analytics and end-users to create and manage Salesforce functionality 

• Follow and maintain best practices in change management. 

• Test all new functionality before it is added into production. 

• Evaluate new releases of Salesforce to determine functionality requirements and provide detailed information on how changes will apply to all affected departments/users. 

• Research changes in upcoming versions of Salesforce.com and other integrated applications and provide recommendations for enhancing sales efficiency and productivity. 

• Design a plan and ensure the overall maintenance of the database for integrity and accuracy including cleansing and duplicate record management. 

• Identify new solutions that will improve sales and marketing effectiveness. 

• Design, implement and maintain a governance structure including establishing and modifying permission sets to support data security. 

• Dashboards & Reporting 

• Work with business insights/intelligence and management to create dashboards to help provide insight into business performance. 

• Develop and maintain customized reports and dashboards to improve system usability and support business functions. 

• Process & Workflows 

• Identify solutions to inefficient workflows. 

• Maintain required documentation and proactively identify improvement opportunities through systematic measurements and analysis. 

• Training 

• Mentor, teach, and instruct SFDC users in CRM best practices. Work with team on core operational processes and uses of SFDC. 

• Develop training materials and provide training and support to SFDC users. 

• Develop onboarding plan and materials specific to permission sets and role definitions. 

Perform other duties as assigned. The duties and responsibilities listed above are representative of the nature and level of work assigned and are not necessarily all-inclusive. 

EXPERIENCE REQUIRED: 

• Minimum five years of experience as a Salesforce.com administrator 

• Certified Salesforce Administrator 

• Experience supervising direct reports 

• Proven ability to design and implement new processes and facilitate user adoption. 

• Strong understanding of the platform, with the ability to build custom apps and objects, formula fields, workflows, custom views, and other content of intermediate complexity 

• Strong understanding of Salesforce.com best practices and functionality 

• Strong data management abilities 

• A documented history of successfully driving projects to completion 

• A demonstrated ability to understand and articulate complex requirements 

• Self-motivated with a tenacious drive for results. 

• Demonstrated communication skills, a positive attitude, a team player, and the ability to achieve set targets. 

• Demonstrated ability to establish and maintain effective internal and external relationships. 

• Understanding of relational databases and data integration tools 

Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment atnonprofithr.com/deinow.

Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment atnonprofithr.com/deinow.

POSITION ANNOUNCEMENT

Executive Director

About Us

At Miles4Migrants, we envision a world where displaced persons of all backgrounds find safety and community in their new homes. We are a 501(c)(3) charity, dedicated to using donated frequent flyer miles, credit card points, and money to help people impacted by war, persecution, or disaster start a new beginning in a new home. We partner with other nonprofits to identify refugees, asylees, asylum-seekers, and their immediate family members who have legal approval to travel but cannot afford airfare. Together, we can transform miles into a life-changing force for good. The individuals that we support have survived extraordinary situations for the betterment of their families and to live in a safe environment. We are honored to play a small part in their journey to a new life and community. Our values of empowerment, compassion, collaboration, and accountability reflect our commitment to and respect for displaced persons and our community of donors, volunteers, colleagues, and partners. See our latestannual reportto learn how we have flown over 4,500 people using donated frequent flyer miles to reunite with their families since we began in 2016.

About the Role

Miles4Migrants seeks an inaugural Executive Director who is passionate about leading our efforts to bring displaced people to safe new homes. The Executive Director will serve as the chief administrator, providing leadership, management, and creating and implementing policies and programs to carry out the work of the organization. The Executive Director will be a key developer of our extensive nonprofit partner network, ensuring our ability to provide our network with transportation services, while communicating stakeholder needs to our organization. This is an opportunity to lead a rapidly growing organization committed to providing a small but essential service for the most vulnerable of our global communities. The incoming leader will solidify a culture of trust and empathy, embody the core values of our organization, and develop the staff and volunteers to become effective leaders.

Reporting to the Board of Directors, the Executive Director will maintain open communication and disclosure of the conditions, operations, and needs of the organization via regular presentations, briefings, and meetings. Oversight and preparation of the annual budget, facilitation of periodic audits, compliance, and execution of the three-year strategic plan are all critical focus areas for the role. Additionally, the Executive Director is the chief spokesperson and coalition builder proactively raising awareness, funding, and cross-sector collaboration in support of our mission. Critical to the success of the role will be the ability to lead and drive development campaigns; grow, unify, and inspire our community of partners; and lead and manage our growing team with humility and ashared power philosophy. During these turbulent and ambiguous times, the Executive Director is steadfast, accountable, and leads with grace.

About You

You are the ideal candidate if you have at least three years of relevant experience and a Bachelor's or graduate degree in human services, health, or a public policy field such as social work, human development and/or family sciences, public health, or international relations. We would be blown away if you have three or more years of experience working specifically with refugees, immigrants, and/or asylum-seekers.

The ideal candidate is adept at relationship management, both internally and externally, and demonstrates effective staff and client management, as well as the ability to manage a remote staff and volunteer base. This work requires a knowledge of trauma-informed practices as well as hard skills such as proficiency in Microsoft Office, Salesforce, and other technology and software platforms. The ideal executive is an experienced speaker and enjoys addressing diverse audiences in varied sectors, from the intimate and informal, to formal presentations to large audiences.

The Executive Director will possess an advanced personal anti-racism framework, and center equity, diversity, justice, and inclusion in both their lived experience and throughout their professional journey. Strong communication skills in both English and an additional language that is spoken by the refugee or migrant community such as Spanish, French, Arabic, or Dari would be highly valued, although not required.The annual salary range for this position starts at $100,000 and is commensurate based on experience.In addition, we offer  a competitive benefits package and the flexibility to work from home full time.

Apply Now!

Miles4Migrants has exclusively retained Impact Search Advisors by Nonprofit HR to assist in the recruitment efforts for our inaugural Executive Director. For consideration, all interested candidates should submit a completed application, cover letter and resume. Your cover letter must address your experience and the qualifications being sought. Interested individuals are encouraged to apply immediately. Applications received by May 31, 2021 will be prioritized.

Visitmiles4migrants.orgfor more information about our organization. Please follow the instructions above to submit your application. To obtain further details or inquire about this opportunity, contactDanisha Martin, Executive Search Consultant atImpact Search Advisors by Nonprofit HR.

Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment atnonprofithr.com/deinow.

Our Mission: 4-H believes in young people and giving all youth equal access to opportunity. For over 100 years, 4-H has supported the next generation of true young leaders. National 4 H Council (Council) is committed to providing leadership and resources so that 4 H programs are available to youth across the US. As the nation’s largest youth development organization, 4-H grows confident young people who are empowered for life today and prepared for a career tomorrow. Our team is dedicated to helping kids – nearly 6 million every year – achieve their boldest dreams, empowering not only them but their communities through programs in STEM, Agriculture, Healthy Living and Civic Engagement. The 4-H experience consistently results in youth 2x more likely to excel in school; 4x more likely to take action in their communities; 2x more likely to make healthier choices; and 2x more likely to pursue STEM education or careers. Together, we can create #opportunity4all.

Position Summary

Talent is everywhere – opportunity is not. We want to change that. The youth we serve come from all walks of life, and so do we. Our goal is to empower young people in ways that are as unique as they are, so we hire great people from a wide variety of backgrounds, not just because it’s the right thing to do, but because it makes our organization more robust and more diverse.

National 4-H Council is seeking an experienced front-end web developer and web administrator to join our team. The person in this role will play a hands-on role in managing 4-H.org content, and front-end user interface development. They will interface with all departments within National 4-H Council to establish content needs and strategy and our various web development and content vendors. They will be able to receive input from multiple stakeholders and output a project plan, including timelines, content strategy, wireframes, budgets, and staging pages for review as necessary.

 The ideal candidate will be comfortable working in a fast-paced environment and be able to manage several ongoing projects at any given time. They will be experts in WordPress content management, user interface development, PHP, CSS, HTML, and Javascript. They will ensure that their code and content and vendor code and content follow best practices for organization, efficiency, effectiveness, performance, security, and accessibility. Agency experience is preferred.

Responsibilities

Collaborate with the Senior Interactive Producer, marketing leadership, and stakeholders to ensure the website drives revenue, leads, organic traffic and delivers a superior user experience through technical implementation.

• Review, prioritize and assign projects and tasks to development teams (external).
• Evaluate the technical feasibility of UI/UX designs and translate them into functional specifications for the development team.
• Develop new web pages, components, or modules to meet functionality requirements.
• Collaborate with leadership to ensure development objectives are known, support strategic initiatives, and reflect the larger needs of the organization.
• Analyze website metrics to determine opportunities to optimize applications for usability, performance, security, and scalability.
• Work with Council teams and vendors to maintain website infrastructure, including servers, platform and plugin licensing, integrations, and security.
• Stay up to date on web-based application design and development standards.
• Responsible for all front-end development and management of back-end operations.
• Write and review website code, ensuring mobile-responsive websites.
• Produce, maintain and modify website and user interface.
• Develop web templates based on Interactive Producer designs.
• Validate UX/UI designs through requirements and technical specifications.
• Incorporate applications, graphics, audio, and video clips into the website – including resizing, reformatting, etc. (Photoshop, Canva, or InDesign).
• Ensure the website is accessible across all major platforms, including desktops, laptops, tablets, and smartphones.
• Fix any website issues or bugs that arise.
• Routinely test website for ease of use, performance, and other quality factors.
• Manage website user management and permissions.

Expected Deliverables

Create and update web pages

• Development of additional website features, user interfaces, and back-end systems
• Effective, consistent leadership of development and project management related to updating, analysis, maintenance, and optimization of web-based technology solutions utilized by Council’s Marketing & Brand department, including, but not limited to, 4-H.org and 4HCenter.org.
• Create and integrate tools that enhance the user’s website experience.
• Develop and implement code for website analytics and marketing campaign tracking.
• Develop lead acquisition and donation forms and CRM mapping (in collaboration with the CRM project manager)
• Identify new technologies/plugins to improve website usability, performance, and engagement.

Skills and Qualifications

Must Have

• • BSc or MSc in computer science or related discipline.
  • Minimum five years’ programming experience including HTML/HTML5/XHTML, CSS, JavaScript, and jQuery.
  • Minimum three years’ experience using WordPress platform features, functionality, and customization.
  • Minimum one year experience as team lead or supervisor of web development teams.
  • Experience supporting multiple device screens (Mobile and Desktop Responsive).
  • Experience with client-side scripting and JavaScript frameworks, including jQuery.
  • Experience converting design files (Figma, XD, PSD, Sketch) to HTML/CSS web pages.
  • Expert understanding of SEO principles and driving application compliance.
  • Deep knowledge of code versioning tools, including Git.
  • In-depth knowledge of front-end programming languages.
  • Experience using common WordPress tools and plugins, including import/export, Advanced Custom Field, SSO, Gravity Forms, SMTP, etc.
  • Experience with using WordPress page-building tools, such as Beaver Builder.
  • Understanding of performance analysis using Google Analytics, Google Page Speed, and GT Metrix.
  • Basic knowledge of image / video editing tools to be able to crop, resize, or perform small adjustments.
  • Proficiency in MS Office 365 applications (Word, Excel, PowerPoint, Outlook, SharePoint, OneDrive, Teams).
  • Ability and desire to perform Quality Assurance analysis on own work and that of vendors.
  • Strong communication skills to work effectively with a variety of internal and external stakeholders.
  • Ability to lead and perform in a team-oriented environment.
  • Strong organizational skills and the ability to prioritize effectively using project management tools such as Smartsheet, Asana, or Jira.

Nice to Have

• • Experience with mockup and UI tools for wireframing and prototyping.
  • Proficient understanding of asynchronous request handling, partial page updates, and AJAX.
  • Proficient understanding of navigating cross-browser compatibility issues.
  • Shopify e-commerce integration experience.
  • Understanding of server-side CSS pre-processing platforms, such as LESS and SASS.
  • Experience creating and managing Learning Management Systems (LMS)

Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment atnonprofithr.com/deinow.

Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment atnonprofithr.com/deinow.

Mission

ADA Requirements

The physical demands described here are representative of those that must be met to perform the essential functions of this role successfully. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

For Administrative and Office Associates:

This role routinely uses standard office equipment such as computers, telephones, photocopiers, filing cabinets and fax machines.

• May require some filing.
• May require the ability to lift files, open filing cabinets and bend or stand asnecessary.
• Basic math skills needed to calculate formulas, commissions, discounts, and so forth.
• Must be able to lift up to 10 pounds.

Travel Requirements:

Travel may be necessary, up to 20% of the time (local, regional, national, international). Would require travel by air, car, rail.

Career Ladder

This position typically has the following career ladder:

• Sr. AccountManager
• Program Director

Competencies

Disclaimer

This job description indicates, in general, the nature and levels of work, knowledge, skills, abilities and other essential functions (as covered under the Americans with Disabilities Act) expected of an incumbent. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of an incumbent. An incumbent may be asked to perform other duties as required.

Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment atnonprofithr.com/deinow.

●   Dental + vision insurance

●   401K Plan with 3% employer contribution

●   LifeInsurance

●   Short-term/Long-termDisability

●   EmployeeAssistance Program(EAP)

●   Professionaldevelopment

●   Paid Time Off

●   Paid Family Leave

●   Technology stipend foryour home office

MajorityAction is committed to the inclusion of all individuals, so if there is any reasonable accommodation we can provide  for you for interviewing or any other element of this hiring process, please let us know.

This is a full-time exempt  position. Majority Action is an equal opportunity employer. Majority Action prohibits unlawful discrimination against any employee or applicant for employment based on race, color, religion, sex, gender identity, age, national origin,  genetic characteristics, disability, status  as a special disabled veteran or veteran, marital status, sexual orientation, sexual identity or any other basis prohibited by law.

Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment atnonprofithr.com/deinow.

ABOUT EVERYBODY VOTES CAMPAIGN

Everybody Votes Campaign (EVC) is a national non-partisan, not-for-profit hiring staff for a large-scale coordinated civic engagement campaign active through the 2024 election cycle. The campaign aims to create a more representative democracy by registering millions of underrepresented voters across the country. This effort focuses on voter registration in a targeted fashion by conducting at-scale, effective, efficient, metrics-driven registration work. Through this work, we seek to fundamentally change the make-up of the electorate and to increase the political power of traditionally underrepresented communities in our democracy.

We directly fund organizations who execute voter registration and run quality control operations. We are dedicated to being active participants with the organizations to ensure their programs are effective and promote an investment in the future of emerging communities.

ABOUT THE OPPORTUNITY

The organization seeks to hire an experienced Senior Human Resources Manager who will be responsible for managing employee relations, benefits administration, compensation analysis, recruitment and talent management. This position will set objectives for the organization and track the progress. The position requires the utmost professionalism when dealing with staff and human resources vendors. We will be seeking a candidate who will operate with discretion and work within deadlines to improve existing human resources processes for the organization and manage recruitment with the ultimate goal is to ensure that a company attracts and hires qualified candidates. This position will work as part of the Finance and Operations team reporting to the Deputy Director of Operations.

WHAT YOU WILL DO IN YOUR ROLE

This position will enhance the organization's human resources by planning, implementing, and evaluating employee relations and human resources policies, programs and practices. This includes:

Employee Relations

• Plan, monitor, and appraise HR activities by scheduling management conversations and trainings with employees, hearing and resolving employee grievances, training managers to coach and discipline employees, and counseling employees and supervisors
• Lead the performance management process including creating a plan to manage annual reviews; conduct training on goal-setting and performance feedback; and manage annual performance reviews.
• Advises and trains managers and supervisors in best employee relations practices and strategies for managing supervisor problems and employee grievances.

Compliance & Benefits Administration

• ​​Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements.
• Retains historical human resource records by designing a filing and retrieval system and keeping past and current records.
• Enforces management guidelines by preparing, updating, and recommending human resource policies and procedures, and code of conduct.
• Manages open enrollment process and ensures benefits communication and compliance requirements are met throughout the year.
• Conduct regular total compensation market analysis and make recommendations for compensation structure and market competitiveness for each position and function.

Recruitment and Talent Management

• Oversee full cycle recruitment process of new employees; employ innovative sourcing strategies, actively network and employ creative recruiting methods to hire the best talent in accordance with HR methodologies and labor laws.
• Coordinate vacancy posting in internal and external media as appropriate.
• Regularly organize staff training sessions for learning and interdepartmental interaction.
• Research industry compensation standards and governing bodies to update salary structures and administer employee benefits in partnership with the leadership team.
• Lead the performance management process including creating a plan to manage annual reviews; conduct training on goal-setting and performance feedback; and manage annual performance reviews.
• Manage offboarding and exit interviews
• Retains historical human resource records by designing a filing and retrieval system and keeping past and current records.

CORE COMPETENCIES

• Growth mindset: demonstrated ability to take and receive feedback with professionalism and grace from peers and staff as well as supervisors.
• Relentlessly goal-oriented:enjoys working toward and achieving ambitious goals; willing to go over, under, around, or through any obstacle that gets in the way of meeting goals with a proven track record of creating and executing/managing comprehensive strategic goals.
• Cultural competency:able to build relationships and collaborate with colleagues, partners, and stakeholders across multiple lines of identity difference.
• Keeps Calm in Stressful Situations: demonstrated capacity and willingness to work long hours during peak season, rolling up their sleeves and getting the work done.

REQUIREMENTS FOR THIS ROLE

• Knowledge and familiarity with DEI principles: Recognizes ways that race and other identities intersect in the work, especially with communities we serve. Comfortable talking about identities such as race, ethnicity, sexual orientation, class, ability, or gender in plain, specific terms. Understands the historical context for racial inequity and its present-day implications.
• Self-awareness and emotional intelligence: Able to reflect on and describe the impact of one’s own identities—and those of others—in a given situation, decision, or process. Demonstrates awareness of growing edges. Able to hear, reflect, act on, and learn from feedback regarding identity and equity.
• Manages a high volume of work with efficiency: Has, or can create, a system for keeping tasks from slipping through the cracks. Able to juggle competing demands and prioritize without sacrificing quality. Plans backwards to make deadlines. Asks for help when needed. Strong command over various Applicant Tracking Systems and other management human resource information systems (HRIS) such as SmartRecruiters, Bamboo HR, Google Suite;
• Attentive, empathetic leadership: Enthusiasm for meeting and engaging with people. Empathizes with the communities we serve. Able to put people at ease, especially when there are lines of difference. Listens closely to understand needs or concerns and takes steps based on that input. Gets back to people in a timely manner. Takes pride in providing clear, helpful information.
• Trustworthiness and collaborative: Comes across as genuine. Says what they mean. Builds authentic relationships across lines of difference, such as race, ethnicity, sexual orientation, class, ability, gender identity, citizenship status, or other identities. Follows through on commitments. Protects employees’ privacy when managing sensitive issues. Track record of effective working relationships with diverse stakeholders and ability to work as a part of a team and across departments.
• Industry expertise: Sound knowledge of labor/tax laws and regulations. Demonstrated success as an HR generalist supporting remote employees in multiple states across the United States. Experience with analyzing data to guide strategic employment planning.
• Adaptable and organized: Demonstrated ability to work, manage, and meet competing deadlines in a fast-paced, high volume environment. Aptitude for problem solving and decision making needed.
• Excellent interpersonal, analytical, and communication skills, both written and spoken;
• Commitment to and passion for the organization's mission.

Helpful but not required:

• HR Certification preferred.
• Experience with Kelly Total Benefits Solution (KTBS)
• Experience working in the fields of voter registration or voting rights.

BENEFITS AND CULTURE

We offer flexible remote forward work, and a generous benefits package; including 100% cost coverage of employee health benefits, 401K with an automatic employer contribution regardless of employee contribution level, virtual therapy, stipend for ergonomic office set ups and generous vacation and leave policies.

All employees must be eligible to work lawfully within the United States upon the commencement of employment. The organization does not sponsor visa applications for prospective or current staff.

Our work is centered on creating a deeply inclusive and significantly more representative electorate. In order to be successful in this role, the candidate must have the cultural competence to successfully work with a diverse group of staff, partners and stakeholders. We especially strongly encourage applicants with close ties to Black, Latinx, Indigenous, non-English-speaking, disability, and LGBTQ+ communities to apply. We are proudly an Equal Opportunity Employer.

Salary: $95,000  - $105,000 annually

Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment atnonprofithr.com/deinow.

Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment atnonprofithr.com/deinow.

ABOUT EVERYBODY VOTES CAMPAIGN

Everybody Votes Campaign (EVC) is a national non-partisan, not-for-profit hiring staff for a large-scale coordinated civic engagement campaign active through the 2024 election cycle. The campaign aims to create a more representative democracy by registering millions of underrepresented voters across the country. This effort focuses on voter registration in a targeted fashion by conducting at-scale, effective, efficient, metrics-driven registration work. Through this work, we seek to fundamentally change the make-up of the electorate and to increase the political power of traditionally underrepresented communities in our democracy.

We directly fund organizations who execute voter registration and run quality control operations. We are dedicated to being active participants with the organizations to ensure their programs are effective and promote an investment in the future of emerging communities.

ABOUT THE OPPORTUNITY

The organization seeks to hire an experienced Senior Human Resources Manager who will be responsible for managing employee relations, benefits administration, compensation analysis, recruitment and talent management. This position will set objectives for the organization and track the progress. The position requires the utmost professionalism when dealing with staff and human resources vendors. We will be seeking a candidate who will operate with discretion and work within deadlines to improve existing human resources processes for the organization and manage recruitment with the ultimate goal is to ensure that a company attracts and hires qualified candidates. This position will work as part of the Finance and Operations team reporting to the Deputy Director of Operations.

WHAT YOU WILL DO IN YOUR ROLE

This position will enhance the organization's human resources by planning, implementing, and evaluating employee relations and human resources policies, programs and practices. This includes:

Employee Relations

• Plan, monitor, and appraise HR activities by scheduling management conversations and trainings with employees, hearing and resolving employee grievances, training managers to coach and discipline employees, and counseling employees and supervisors
• Lead the performance management process including creating a plan to manage annual reviews; conduct training on goal-setting and performance feedback; and manage annual performance reviews.
• Advises and trains managers and supervisors in best employee relations practices and strategies for managing supervisor problems and employee grievances.

Compliance & Benefits Administration

• ​​Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements.
• Retains historical human resource records by designing a filing and retrieval system and keeping past and current records.
• Enforces management guidelines by preparing, updating, and recommending human resource policies and procedures, and code of conduct.
• Manages open enrollment process and ensures benefits communication and compliance requirements are met throughout the year.
• Conduct regular total compensation market analysis and make recommendations for compensation structure and market competitiveness for each position and function.

Recruitment and Talent Management

• Oversee full cycle recruitment process of new employees; employ innovative sourcing strategies, actively network and employ creative recruiting methods to hire the best talent in accordance with HR methodologies and labor laws.
• Coordinate vacancy posting in internal and external media as appropriate.
• Regularly organize staff training sessions for learning and interdepartmental interaction.
• Research industry compensation standards and governing bodies to update salary structures and administer employee benefits in partnership with the leadership team.
• Lead the performance management process including creating a plan to manage annual reviews; conduct training on goal-setting and performance feedback; and manage annual performance reviews.
• Manage offboarding and exit interviews
• Retains historical human resource records by designing a filing and retrieval system and keeping past and current records.

CORE COMPETENCIES

• Growth mindset: demonstrated ability to take and receive feedback with professionalism and grace from peers and staff as well as supervisors.
• Relentlessly goal-oriented:enjoys working toward and achieving ambitious goals; willing to go over, under, around, or through any obstacle that gets in the way of meeting goals with a proven track record of creating and executing/managing comprehensive strategic goals.
• Cultural competency:able to build relationships and collaborate with colleagues, partners, and stakeholders across multiple lines of identity difference.
• Keeps Calm in Stressful Situations: demonstrated capacity and willingness to work long hours during peak season, rolling up their sleeves and getting the work done.

REQUIREMENTS FOR THIS ROLE

• Knowledge and familiarity with DEI principles: Recognizes ways that race and other identities intersect in the work, especially with communities we serve. Comfortable talking about identities such as race, ethnicity, sexual orientation, class, ability, or gender in plain, specific terms. Understands the historical context for racial inequity and its present-day implications.
• Self-awareness and emotional intelligence: Able to reflect on and describe the impact of one’s own identities—and those of others—in a given situation, decision, or process. Demonstrates awareness of growing edges. Able to hear, reflect, act on, and learn from feedback regarding identity and equity.
• Manages a high volume of work with efficiency: Has, or can create, a system for keeping tasks from slipping through the cracks. Able to juggle competing demands and prioritize without sacrificing quality. Plans backwards to make deadlines. Asks for help when needed. Strong command over various Applicant Tracking Systems and other management human resource information systems (HRIS) such as SmartRecruiters, Bamboo HR, Google Suite;
• Attentive, empathetic leadership: Enthusiasm for meeting and engaging with people. Empathizes with the communities we serve. Able to put people at ease, especially when there are lines of difference. Listens closely to understand needs or concerns and takes steps based on that input. Gets back to people in a timely manner. Takes pride in providing clear, helpful information.
• Trustworthiness and collaborative: Comes across as genuine. Says what they mean. Builds authentic relationships across lines of difference, such as race, ethnicity, sexual orientation, class, ability, gender identity, citizenship status, or other identities. Follows through on commitments. Protects employees’ privacy when managing sensitive issues. Track record of effective working relationships with diverse stakeholders and ability to work as a part of a team and across departments.
• Industry expertise: Sound knowledge of labor/tax laws and regulations. Demonstrated success as an HR generalist supporting remote employees in multiple states across the United States. Experience with analyzing data to guide strategic employment planning.
• Adaptable and organized: Demonstrated ability to work, manage, and meet competing deadlines in a fast-paced, high volume environment. Aptitude for problem solving and decision making needed.
• Excellent interpersonal, analytical, and communication skills, both written and spoken;
• Commitment to and passion for the organization's mission.

Helpful but not required:

• HR Certification preferred.
• Experience with Kelly Total Benefits Solution (KTBS)
• Experience working in the fields of voter registration or voting rights.

BENEFITS AND CULTURE

We offer flexible remote forward work, and a generous benefits package; including 100% cost coverage of employee health benefits, 401K with an automatic employer contribution regardless of employee contribution level, virtual therapy, stipend for ergonomic office set ups and generous vacation and leave policies.

All employees must be eligible to work lawfully within the United States upon the commencement of employment. The organization does not sponsor visa applications for prospective or current staff.

Our work is centered on creating a deeply inclusive and significantly more representative electorate. In order to be successful in this role, the candidate must have the cultural competence to successfully work with a diverse group of staff, partners and stakeholders. We especially strongly encourage applicants with close ties to Black, Latinx, Indigenous, non-English-speaking, disability, and LGBTQ+ communities to apply. We are proudly an Equal Opportunity Employer.

Salary: $95,000  - $105,000 annually

Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment atnonprofithr.com/deinow.

JOB TITLE:Clergy Organizing Co-Directors

FLSA STATUS/CLASSIFICATION:Exempt/Full-time

REPORTS TO:Director of Organizing

LOCATION: Remote

About Faith in Action

Faith in Action is the largest grassroots faith-based community organizing network in the United States. For 40 years Faith in Action (formerly known as PICO National Network) has brought people of faith together to advance racial and economic justice. Through a network of 60 faith-based organizations and 1,200 religious congregations, Faith in Action provides an opportunity for thousands of volunteer leaders to stand up and be heard on the public and corporate decisions that most directly shape their lives. Faith in Action organizations have successfully changed public policies at the local, state and federal level that have helped families obtain affordable health coverage for themselves and their children, provide their children with a better education, protect their homes from foreclosure and secure good jobs. Through an innovative campaign infrastructure that ties together grassroots people-led organizing in more than 200 cities and towns and 18 states with large-scale efforts to change federal policy, Faith in Action is currently leading campaigns to help with citizenship for 11 million aspiring Americans, end mass-incarceration and make sure that no one is excluded from the benefits of health reform.

Position Overview

Faith in Action is looking for 2 seasoned clergy organizers to serve as our national clergy organizing co-directors . A successful candidate will possess 5+ years experience working with clergy leaders to develop their capacity as change agents, innovators, and proven champions of racial, gender and economic justice. The ideal candidate will:

1. Have a deep appreciation for the role of clergy as spiritual and congregational leaders charged with the care of their congregants in life and death, the physical and virtual meeting space, resource management, and the compounding social and environmental issues that affect the lives of their members daily.

2. Have a clear analysis of the compounding systems and tactics of oppression that conspire to create the poor and the powerless. These systems include but are not limited to: white supremacy, racism, sexism, capitalism, environmental degradation and their contributing forces.

3. Have the fierce urgency of now understanding the moral arc of the universe is long and bends towards justice; therefore it’s our responsibility to do our part in bending that arc.

4. Have an evidenced and experienced critique of the role of faith in this country along with a clear perspective and ongoing curiosity around how we turn faith into power for systems change through community organizing.

5. Have the skills and experience to educate clergy and clergy organizers on the multiple forms of power; and how to build liberation power (power with) for systems change as opposed to dominating power (power over) through strategic community organizing.

6. Understands how to lead and build power through an ethic of love as opposed to violence and hate.

7. Have proven skills and experience in organizational and institutional development with committed volunteer leaders.

8. Be a spiritually accountable steward of financial and human resources.

9. Knows how to win! Reporting to the Director of Organizing and in collaboration with the Clergy Organizing Advisory Board the Clergy Organizing Co-Director position will focus on all Faith in Action federations and states and is devoted to growing the clergy and tribal leader capacity of each local federation along with the development of a comprehensive clergy organizing strategy. The Clergy Organizing Co-Directors will also strategize, coordinate, and co-create national campaigns in partnership with the national organizing team.

Essential Duties & Responsibilities

● Oversee the development and implementation of long and short-term campaigns and organizing goals, strategies and tactics for FIA Clergy.

● Oversee, coordinate and manage a Black Clergy and faith leader led Voting Rights Campaign.

● Develop and implement fundraising strategies for organizing through clergy and tribal leaders and their federations.

● Assists with communicating region and federation level clergy organizing priorities to the national team.

● Assists with communicating and implementing national priorities for clergy at the regional level.

● In coordination with campaign teams in each state, works with coalition partners to develop and implement clergy strategies at the state and region level.

● Manage the clergy organizing budget.

● Provides strategic guidance, support, coaching and mentoring to federations organizers, clergy, working on local issues either by phone or in person as needed for transformational leadership development.

● Implement national organizing trajectory on a state and local level including but not limited to: training, coaching, goals and plan incorporation.

● Support field organizers as they work toward local and national campaign goals through clergy and tribal leaders in relationship with federation senior staff and key leaders, and provide support as needed in order to do so.

● Provides regular reports and updates to the national organizing director and federation directors regarding progress toward campaign goals in individual cities and states.

● Provides training for field organizers, clergy, and impacted populations as needed and related to campaign goals and strategies.

KNOWLEDGE, SKILLS, AND ABILITIES (required)

● A minimum of 5 years experience as a change agent, innovator, and a proven champion of racial, gender and economic justice through community organizing.

● A proven track record of leadership through faith based community organizing models that build power through clergy and faith, leadership development, team building and grassroots leadership at the local

level.

● Relational competency and experience with clergy leaders

● Proven leadership ability in an established organization or company with key management experience leading teams and work groups

● Strong coaching skills expressed through an ability to push people’s thinking and learning in productive ways

● Demonstrated ability to foster productive conversations about race, racial analysis, and power with a spiritual narrative

● Excellent relational skills to communicate and build powerful alliances, coalitions, and partnerships

● Self-directed, requiring minimal supervision and guidance to manage work and meet deadlines

● Proven ability to prioritize across competing priorities, delivering upon all assignments and projects fully.

● Finance and budgeting experience.

● Solid project management, organizational and customer service skills.

CORE COMPETENCIES

● Commitment to Faith in Action’s mission, vision, purpose and core values

● Proven ability to work in a variety of culturally diverse settings, particularly working with purposely ignored and marginalized communities such as clergy, tribal leaders, formerly incarcerated, immigrants, poverty-stricken families, black women, etc.

● Action-oriented, solution driven, with a high-level of personal and professional integrity and trustworthiness, along with a strong work ethic

● Ability to establish and maintain effective relationships, with the innate ability to communicate effectively, both written and orally

● Excellent interpersonal and people skills

Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment atnonprofithr.com/deinow.

HIRING RANGE: $110,000-$160,000

The Senior Learning and Development Consultant, Strategy & Advisory and Diversity Equity and Inclusion provides strategic guidance, insight, development and direction on a variety of complex client engagements and talent management projects.  These projects are primarily learning and development projects which involve conducting needs assessments, designing curriculum and program plans, delivering training session(s), and measuring effectiveness.  The Senior Consultant provides strategic thought partnership to clients and internal team members and represents Nonprofit HR by presenting and writing in areas of subject matter expertise.  This is a remote position with local and/or national travel on occasion.

DUTIES & RESPONSIBILITIES

Client Leadership 

• Partner with clients to lead complex, time-bound learning and development projects from “kick-off” through completion of high-quality project deliverables, including training materials and learning aids. 
• Lead learning and development projects by conducting needs assessment, designing curriculum, deliver training session(s), and measuring effectiveness.  May lead others to execute aspects of these projects, particularly large, complex engagements.
• Provide subject matter expertise and thought leadership externally to clients and to internal team members.
• Partner with other firm subject matter experts to coordinate multi-disciplinary projects in other areas of talent management to align objective and strategy.
• Establish and build trusting relationships with key stakeholders for new and existing clients; provide subject matter expertise to client executives, helping to identify the nature of

specific issues they are facing and enabling client-driven solutions.

People Leadership 

• May lead client engagement teams comprised of Consultants, Associates, and/or Assistants. 
• Actively participate in hiring panels and new hire orientation programs to ensure incoming talent aligns with Nonprofit HR’s culture, values, and expectations.
• Coach and provide frequent, ongoing feedback to consultants assigned to project teams.

Subject Matter Expertise and Thought Leadership
 

• Actively listen to gain understanding of clients’ changing business and operational needs in order identify opportunities to deepen the client engagement.
• Collaborate with Managing Director, Strategy & Advisory and DEI practices to upsell and cross-sell client service solutions to ensure achievement of existing client objectives and firm revenue goals.
• Contribute to Strategy & Advisory and DEI practice areas’ content development and attend and/or develop content and facilitate public speaking opportunities in specific subject matter expertise which aligns with Nonprofit HR’s marketing and business development strategies ( including but not limited to, client roundtables, firm-sponsored events and webinars)
• Keep abreast of L&D/DEI best practices and trends and participate in creating collateral to share and market expertise (e.g., blogs, case studies, white papers)

KNOWLEDGE, SKILLS & ABILITIES:

• Experienced learning and development (L&D)/DEI practitioner with ten plus years of experience with demonstrated functional/strategic expertise, particularly with full talent management lifecycle learning and development
• Demonstrated expertise in curriculum design, instructional methods, and training techniques, including the ability to provide innovative learning solutions
• Experience as a DEI practitioner with demonstrated expertise in principles and practices of DEI and systems thinking
• Prior experience leading, managing and performing work in a consulting environment, particularly leading large, complex training programs
• Demonstrated track record of success in partnering across organizational functions and teams to develop and manage DEI/L&D strategies and programs that support engagement and advancement of organizational goals
• Experience leading teams to accomplish strategic objectives and deliver effective training programs
• Demonstrated in-person and virtual facilitation and learning design skills specifically in the area of DEI
• Experience providing strategic L&D/DEI guidance and advisory support to executive leaders at mid and/or large sized nonprofit organizations preferred but not required
• Strong project management skills, with demonstrated ability to plan for and manage large, complex programs
• Ability to effectively manage multiple and changing priorities
• Demonstrated commitment to valuing diversity and contributing to an inclusive working and learning environment
• Outstanding interpersonal and communication skills including ability to communicate orally, write effectively, and present effectively and concisely to a wide variety of audiences including management, staff, boards of directors and potential client organizations
• Experience effectively distilling findings and recommendations into written reports and compelling presentations for senior leadership
• Adept at collaborating with and leading diverse internal teams and client engagements
• Outstanding client service orientation to include a demonstrated understanding of the social impact sector
• Demonstrated proficiency with all MS office applications and experience with HCMS

ADA SPECIFICATIONS:

This position is largely sedentary in nature however one must possess the ability to speak, hear, and write as well as the ability to use a computer and related software programs. Ongoing local and/or national travel periodically required.

Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment atnonprofithr.com/deinow.

Who We Are

The ​Marsha P. Johnson Institute (MPJI)​ protects and defends the human rights of ​BLACK transgender people. We do this by organizing, advocating, creating an intentional community to heal, developing transformative leadership, and promoting our collective power. We intend to reclaim ​Marsha P. Johnson ​and our relationship as ​BLACK ​trans people to her life and legacy. It is in our reclaiming of Marsha that we give ourselves permission to reclaim autonomy to our minds, to our bodies, and to our futures. We were founded both as a response to the murders of ​BLACK trans women and women of color and how that is connected to our exclusion from social justice issues, namely racial, gender, and reproductive justice, as well as gun violence.

We invite members to learn about who Marsha P. Johnson was while exploring themselves as well. MPJI seeks to eradicate systemic, community, and physical violence that silences our community from actualizing freedom, joy, and safety.

We were created to elevate, support, and nourish the voices of Black trans people. Our community is made up of BLACK trans people and those committed to undoing white supremacy in all its forms. Our space is intended for the sole purpose of bettering the BLACK trans community across the diaspora.

We believe that Black people are the future. We are committed to this organization always being led by the most radical BLACK trans people whose imaginations exist beyond the confines of the state. We invite all qualified BLACK trans people to apply to be a part of our passionate staff.

Position Summary

The Director of Communications will report to the Executive Director and is responsible for driving strategic marketing and communications efforts to increase the MPJI brand, voice, and influence; deepen engagement with current and prospective partners and stakeholders, and strengthen and protect the organization’s brand and reputation. The Director of Communications oversees a team of consultants and vendors, and develops the department’s goals, activities, and annual budget. The Director of Communications works collaboratively with senior leadership to ensure an integrated, leveraged, digital-first marketing approach with key positioning and alignment of messaging and themes for internal and external audiences. The Director of Communications oversees the creation of MPJI’s collateral, website, digital marketing, storytelling assets, video production, and outreach activities, and provides strategic direction for partnerships, media and public relations, influencer strategies, and thought leadership to expand and amplify MPJI’s impact and influence in the social change field – more specifically, black trans people. The Director of Communications works particularly closely with the Executive Director to build a holistic partner funnel, with a focus on using marketing strategies to bring new partnership leads into the funnel. The Director of Communications also works with the Executive Director to direct and support their communications, visibility, and outreach efforts. The Director of Communications oversees execution of internal communications strategies and programs to help build culture, inspire, and motivate staff and facilitate healthy organizational change management. This individual is also responsible for leading crisis communications planning and preparedness planning to protect MPJI’s brand and reputation and that of our partners as necessary.

Communications Strategy

• Develop & maintain MPJI’s overall communications strategy, including setting key goals, identifying & refining key target audiences, and setting objectives for each of the communications, marketing, and PR functions to work towards.

• Develop & maintain MPJI’s integrated communications, marketing, and PR plan, a coherent and consistent set of Executive Director ordinated activities across each of the communications, marketing, and PR functions aimed at delivering on the overall communications strategy.

• Work closely with the Executive Director to ensure that this strategy and plan are
  aligned with MPJI’s overall strategy, vision, mission, and approach.

• Work closely with the Executive Director to support the goals and objectives set forth
  by the Board of Directors.

Communications

• Maintain the MPJI brand, the MPJI brand, including its visual identity, verbal identity, narrative, & positioning on key issues, and key themes to focus on.

• Develop strategies and tactics to build MPJI’s profile with MPJI’s key target audiences and priority partners.

• Develop & maintain MPJI’s content strategy for owned communication channels, including our website, newsletter, social media, and other channels as needed.

• Identify and assess opportunities for new owned communications channels (e.g., new social media channels, new newsletters, etc.) and work with key team members to implement new channels as needed.

• Develop & maintain MPJI’s thought leadership strategy & plan, including working with MPJI’s senior leadership team to identify thought leadership opportunities in their areas of expertise, setting an overall thought leadership publication schedule, and managing the development of thought leadership content. (e.g., co-developing talking points, testimony, op-eds, and infographics for MPJI policy communications and outreach)

• Manage the production of MPJI’s creative content and assets, including marketing & communications assets, website, videos, and other assets as needed.

• Manage the production of speeches & presentations to support members of the MPJI leadership team in their public appearances.

Marketing

• Develop & maintain strategies to increase awareness about MPJI with key target audiences and particularly with our priority partner segments, including policy and thought leadership opportunities, sponsorships, and other tactics.

• Work closely with the Executive Director to develop & implement strategies to bring new partnership opportunities into our funnel from potential new partners within our partner segments.

• Work closely with the Executive Director and external communications team to develop & implement strategies to increase engagement with existing partners, including developing marketing strategy to meet partnership goals and measuring/reporting to quantify impact.

Public Relations

• Develop & maintain MPJI’s strategic approach to public relations, including audiences we want to engage, priority target outlets and reporters to reach those audiences, and the stories we want to tell.

• Work closely with MPJI external consultants to oversee development of PR assets including, press releases, media lists, talking points, and other assets as needed.

• Develop & maintain MPJI’s crisis communications strategy to protect the organization’s reputation against threats and oversee crisis communications as needed.

• Work with MPJI’s designated spokespeople to provide media training support as needed.

• Speak directly with the media on behalf of MPJI, as needed.

• Provide crisis communications support to MPJI partners as needed.

Management

• Oversee the work of the MPJI external communications consultants, ensuring the highest level of service and best possible price, managing vendors to performance targets, and selecting and onboarding new vendors as needed.

• Working closely with the Executive Director, manage MPJI’s marketing, communications & PR budget, ensuring the organization’s resources are spent judiciously.

Requirements

Knowledge, Skills and Abilities

• A strong understanding and alignment with MPJI’s vision, mission, and approach.

• Ability to work effectively with people from different cultures, backgrounds, and perspectives.

• Strong strategic communications & marketing acumen.

• Strong interpersonal skills and an ability to build trust and rapport with internal stakeholders, including executive management, the Board of Directors, and staff.

• Excellent, proactive team player. Strong leader and manager of people and processes. Exceptional and persuasive written, oral, interpersonal, and presentation skills.

• Demonstrated ability to prioritize amongst multiple commitments, and to drive multiple high profile and complex projects simultaneously in a challenging and fluid environment. Fluency in using and incorporating new and emerging technologies to facilitate internal communications.

• Innovative thinker, with a track record for translating strategic thinking into flawless execution.

• A motivated, high-energy self-starter with a strong work ethic.

• Process-oriented, with a high attention to detail.

• Production and event management experience is a plus.

Education and Experience

• Bachelor’s degree in marketing, journalism, communications, or related field required(master’s degree is preferred).

• 15+ years of relevant and applicable work experience required, including experience developing, executing, and evaluating results-oriented communications and marketing strategies and tactics.

• Demonstrated passion for community organizing and nature. Experience working with social causes in a nonprofit, government, or related field is a plus, but not required.

• Experience leading broadly skilled, high-performing communications and marketing teams is required.

• Experience selecting and managing independent marketing and communications contractors, consultants, and vendors is required.

• Deep experience with Google and Salesforce suite of products is required.

Compensation: $75,000 to $90,000, depending on candidate experience. MPJI offers a competitive benefits package including 401k, medical, dental, life insurance, and paid time off.

All MPJI staff should be:

• Personable with a good sense of humor

• Must be passionate about and able to relate to under-represented individuals in the LGBTQIA+ community.

• Solution-oriented with the ability to counterbalance problems with creative solutions.

• Energetic and committed to working in an entrepreneurial environment with the ability to prioritize responsibilities while delivering timely and accurate work product.

ADA SPECIFICATIONS

• The physical demands described here are representative of those that must be met by an individual to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• While performing the duties of this job, the individual is regularly required to sit and talk or hear. The individual is occasionally required to stand or walk; use hands to handle, or feel; stoop, kneel, crouch, or crawl; and reach with hands and arms. The individual must occasionally lift and/or move up to 50 pounds. Specific vision abilities required include close vision.

• The above statements are intended to describe the general nature and level of work being performed by the individual(s) assigned to this position. They are not intended to be an exhaustive list of all duties, responsibilities, and skills required. Management reserves the right to modify, add, or remove duties and to assign other duties as necessary. In addition, reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position.

Commitment to Disability, Diversity, Equity, & Inclusion: The Marsha P Johnson Institute is an equal opportunity employer, we value and seek a diverse workforce.

Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment atnonprofithr.com/deinow.