workingfamilies - Working Families Party - Equity, People, Inclusion, and Culture Director
Requirements
• At least 10 years of work experience, including 5 years in leadership roles within nonprofit or political organizations. • Extensive experience within human resources operations including compliance management, employee relations, and labor law. • Proven track record in adult learning theory, leadership development, organization development, and/or organizational psychology. • A strong commitment to economic, racial, and gender justice. • Demonstrated experience managing staff, including supervising performance, providing feedback, and supporting team development. • Strong expertise in creating and implementing equitable and inclusive policy, with demonstrated success in driving organizational change and holding leaders accountable. • Excellent interpersonal communication skills, with the ability to mediate conflicts and build consensus. • Expert group facilitation skills and an ability to lead engaging, effective meetings virtually and in person. • Ability to work in a fast-paced, mission-driven environment, • Demonstrates exceptional self-awareness, emotional intelligence, and interpersonal acumen • Ability to build trust across diverse teams, navigate complex dynamics with empathy and clarity, and give and receive feedback in ways that strengthen relationships and organizational culture. • Preferably brings experience leveraging data, analysis, and strategic insight to set priorities, inform decision-making, and continuously improve people and culture initiatives • Preferably brings experience representing management in a unionized workplace • ## LOCATION AND TRAVEL • You may work remotely from anywhere in the United States. You may need to travel for major events and all staff meetings a few times per year. • The position is permanent and full time. • ## UNION AFFILIATION • WFP is a unionized workplace. This is a managerial position, not included in our bargaining unit. WFP's union employees are represented by the New York Metropolitan Area Joint Board, Workers United union. • ## APPLICATION DEADLINE
Responsibilities
• Leadership & People Strategy • Leads the strategy for building a fair, supportive, and high-performing workplace. • Ensure evaluations and the progressive discipline policy are utilized effectively to improve performance. • Monitor staff morale and organizational culture, identifying strengths to build on and areas where additional coaching and support are needed to strengthen teams and leadership. • Implement systems to bring visibility in supervision chains of onboarding, probationary periods, performance improvement plans, and grievances. • Implement practices that strengthen an impactful, collaborative, and values-driven workplace. • Ensure policies, systems, and day-to-day practices are aligned, and proactively anticipate when changes are needed. • Ensure equity and inclusion are built into systems, policies, and everyday practices. • Build strong, trusting, and collaborative relationships with Division Directors and Department Directors and EpicWorks partners. • Advise Division Directors and Department Directors on people strategy, organizational design, and culture to support impact. • Management & Culture Support • Oversee staff development across the full lifecycle, including hiring, onboarding, six month probationary period, growth, and retention. • Lead and support the full hiring process, including managing the Lever applicant tracking system, advising hiring managers, strengthening recruitment strategies, and supporting priority searches as needed. • Serve on the salary committee and coordinate offers for new hires and current staff role reviews. • Lead performance management systems, including role description updates, annual work planning and evaluations through Small Improvements, a culture of regular feedback, and the progressive discipline policy. • Set and uphold clear management and leadership standards, including leading the 360 evaluation process for managers, and lead the development of a new managers handbook. • Lead consistent communication and engagement rhythms for managers. • Lead regular Department Director and Manager meetings, manager onboarding, and annual training programs. • Lead cross-organization sabbatical planning in partnership with department leaders. • Staff Communication & Alignment • Lead the onboarding experience for new staff to ensure a strong and clear start. • Lead monthly all-staff calls and biannual in-person gatherings, including facilitating agenda-setting, content development, and coordination with key stakeholders. • Collaborate with the Executive Projects Manager on all-staff communication and engagement rhythms so staff understand priorities, progress, and how their work connects to larger goals. • Partner with the Executive Office Director on staff-facing communications from the National Director. • Lead the annual engagement survey and use staff feedback, including interviews and exit data, to improve the staff experience. • Track and share key staff data, including demographics, compensation, retention, and development. • Own the updating of the Employee Handbook and oversee other systems that help staff navigate the organization, access resources, and understand and do their jobs effectively. • Supervise tools and platforms such as the internal resource “Library” and “Wolfgang Botzart” chatbot to ensure information is clear and accessible. • Partner with EpicWorks teams to ensure staff can easily access HR, finance, and operations support. • Employee & Labor Relations • Serve as a key point of contact for staff on HR-related questions and concerns, in partnership with the EpicWorks People Team. • Support managers through employee relations processes, including coaching and documentation. • Oversee investigations, performance improvement plans, corrective actions, and terminations as needed. • Maintain a strong, respectful relationship with the Workers United Working Families Party Staff Union. • Serve on the Joint Labor Management Committee with the Senior Advisor and EpicWorks Counsel and collaborate with union representatives. • Oversee implementation of the Collective Bargaining Agreement and ensure compliance. • Partner with EpicWorks Counsel to ensure alignment with labor and employment policies and laws.
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