Faith in Public Life - Interim Associate Director of HR & People

NOTE: THIS POSITION HAS BEEN FILLED AND WE ARE NO LONGER ACCEPTING APPLICATIONS

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About the Position

Faith in Public Life (FPL) and Faith in Public Life Action (FPLAF), our sister organization, is a national movement of clergy and faith leaders united in the prophetic pursuit of justice, equity, and the common good. Together, we are leading the fight to advance just policies locally, at state, and federal levels. Our network of faith leaders engages in bold moral action that affirms our values and the human dignity of all. We envision a nation where faith voices triumph so that equity, justice, and multiracial democracy prevail over systems of oppression, and all people live in peace, dignity, community, and abundance. FPL/A is based in Washington, DC, with additional Georgia, Florida, and Ohio staff. Our campaigns take on the leading moral issues of our time-- racial and economic equity, voting rights, saving our democracy, and reproductive justice

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FPL/A has been incredibly successful over the last five years and has experienced significant growth. This growth has challenged Faith in Public Life’s efforts to maintain a culture of nimbleness, experimentation, cross-departmental collaboration, and close-knit relationships between staff and teams. FPL/A is committed to investing in building its infrastructure, systems, and human capacity to ensure the organization can carry out its strategic priorities, live into its commitment to equity, and develop and nurture a talented team while being responsive and impactful.

The Associate Director of HR and People will work with the senior leadership to integrate equity principles and practices into our operational systems and performance management processes collaboratively and inclusively with other executive and operations team members. Candidates of all religious and political backgrounds are encouraged to apply.  Successful candidates should be committed to and aligned with FPL and the issues the organization is advocating for that have included voting rights, LGBTQ equality, reproductive health access and equity, and racial equity within our country’s systems and institutions. 

Duties Include

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Overall: Maintain the areas of hiring, annual reviews, employee relations and engagement, diversity, equity, inclusion and accessibility, policy and procedure implementation, and HR compliance. 

Operationalize an organization-wide diversity, equity, inclusion and accessibility (DEIA) program to advance our mission and values. This includes: 

• Creating and operationalizing a DEIA vision for all strategies, processes, and systems. 

• Addressing the human resources needs of every department at Faith in Public Life and the organization overall via the creation of accountability measures possibly including but not limited to surveying, benchmarking, analyzing data, and tracking and communicating metrics to all staff. 

• Under the direction of the CEO, serve as point for any consultants that FPL/A may contract with to help with aspects of staff culture work, including but not limited to our diversity, equity, inclusion and accessibility work. 

Work with FPL/A’s external HR consultants to manage payroll and benefit coordination for FPL staff. This includes: 

• Ensuring the timely submission of payroll, including any changes to benefits, withholdings, pay, etc. 

• With support from the Resources Manager, serving as a resource to staff regarding benefits and benefits related questions 

• Troubleshooting any issues that arise regarding payroll and/or benefits coordination. 

Work with senior leadership on ongoing development and refinement of clear organizational values and work to operationalize those values into the staff culture at FPL. This could include: 

• Clarifying expectations, building new systems and processes, and helping the team adopt and adapt into these new systems. 

Refine and create new tools that instill knowledge in staff as the organization grows, including: 

• Designing activities to help staff connect, building relationships, and nurturing an impactful values-driven, results-oriented culture. 

• Evaluate, refine and ensure clarity around existing and developing policies, compensation structures, benefits, and internal practices that enable staff to balance professional demands and personal and family commitments and keep with org-wide equity commitments. 

Revisit current and develop new recruitment, onboarding, and orientation systems to meet the increasing needs of the organization. Ensure a focus of DEIA in all talent acquisition, onboarding, and off-boarding, with a commitment to centering solutions, processes and systems that benefit staff with marginalized identities along the lines of race, class, age, gender identity, sexual orientation, and disability status. This could include: 

• Supporting and improving recruitment process using job posting sites, FPL/A's network, etc. 

• With support from the Resource Manager, leading a welcoming and engaging onboarding process for new staff 

• Supporting hiring committees comprised of leadership team members and other staff in developing interview questions and strategy assignments

• Understanding FPL/A's compensation structure and support the leadership team in determining salary level and making offers 

Refine current performance management systems to include annual evaluations, feedback, and leadership development and improvement with a view toward unified implementation at the team level. 

Develop a conflict resolution and ongoing feedback practice that helps FPL staff regularly engage in continuous feedback and develop healthy practices around conflict engagement and resolution. 

• Identify training and professional development opportunities that support FPL staff in engaging in courageous conversations 

• Build FPL’s practice of giving and receiving constructive feedback. 

Support staff development and leadership. 

• Promote skills development for staff in supervisory roles to include coaching, management, and leadership development 

• Provide relevant opportunities for professional development for all staff to build skills at the individual, team, or organizational level, including internal and external training; o Develop a continuous learning and knowledge sharing system that supports staff to be productive, creative, and collaborative, in keeping with org-wide equity commitments. 

Collaborate with staff leading internal communications to ensure our values of equity and inclusion are embedded in internal communications and practices.

Skills and Qualifications

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• The ideal candidate will have an organizational development background, which includes approximately four (4) years of experience providing organizational and team development leadership, ideally in an organization that has experienced substantial growth.

• Strong knowledge of current HR and DEI needs, including federal labor laws and required compliance, and working knowledge and interest in further exploring emerging thought on DEI cognizant HR practices, transformative justice, etc.

• Strong collaborative skills, which include working in a team setting to solve problems, increase efficiency, and achieve strategic goals with fellow executive and operations team members.

• Excellent interpersonal and communications skills (oral and written), including editing and writing; experience presenting to large groups as a subject matter expert and facilitating in- person and virtual group discussions

• The ability to balance diplomacy with pushing the envelope and speaking out, ensuring necessary topics are brought to the attention of the Operations Director and the senior leadership team.

• Strong strategic, big picture, analytical and problem-solving skills: The candidate will be able to use data to drive decision making, adapt plans, and measure progress but will be comfortable operating in an environment of ambiguity and uncertainty.

• Eagerness to work with faith leaders and people of faith from a wide range of backgrounds, including religious tradition, race, ethnicity, and class

• Commitment to and experience in advancing racial equity and inclusion in the workplace, as well as a commitment to a thoughtful, reflective, and intentional workplace culture

• Experience working in and with communities of color welcomed and prioritized

• Commitment to FPL’s mission and working with faith leaders and faith messaging in the pursuit of social justice

To Apply

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• ​Click below or email us at jobs@jmmstrategygroup.com with the subject line "FPL INTERIM ASSOCIATE DIRECTOR"

• Send your resume and a cover letter in one document in pdf format

• No calls, please

JMM Strategy Group and Faith in Public Life strongly encourage women, people of color, people with disabilities, and members of the LGBTQ+ community to apply. We do not tolerate discrimination on any level and are actively working to ensure that all people have access to the jobs and positions they are qualified to succeed in.