ABOUT THE ROLE
In this new senior leadership position, the Vice President is responsible for both the big picture strategic approach and in-the-weeds work of People Operations. As a strategic partner, they play a key role in the implementation and co-design of a plan to scale Women Donors Network. The Vice President is the architect of employee and member engagement for the entirety of the employee and member lifecycle, including the recruitment of outstanding talent and co-creation of a best-in-class culture that reflects core values around racial equity, diversity, belonging and fostering meaningful relationships in and outside of the organization. The Vice President approaches WDN’s change management with cultural strategies based in belonging as defined by the Othering and Belonging Institute, in order to “center the leadership, voices, storytelling, practices, and knowledge of people and communities who have been the target of oppressive ideologies and systems, and shift whose knowledge and vision is made actionable.”
WHAT YOU’LL DO
Initially, the VP of People, Culture, and Belonging will join the leadership team as they navigate transition and plan for the future, with key priorities in strategic planning, staff support, growing HR infrastructure, and carrying out operations such as payroll, benefits administration, recruitment, compliance, compensation practices and policies, performance management, learning and development with an emphasis on DEIJ and building trust and community across the network.
People, Culture, and Belonging Departmental Management (35%)
Build People infrastructure and carry out operations, including payroll, benefits administration, performance management, team engagement, recruitment and onboarding, and learning and development initiatives.
Ensure compliance with all state and federal regulations and develop and implement policies, processes, training, and initiatives to support human resource compliance.
Maintain people systems and ensure data integrity in all processes and applications.
Create and execute a plan to build an internal people and culture team that is fully staffed to support WDN’s growth trajectory.
Audit, enhance, and develop HR practices both with internal employees and external partners, including members.
Organizational Culture Building (30%)
Strengthen relationships through opportunities to connect, learn, and act, resulting in increased trust and organizational impact.
Develop and implement organizational culture building opportunities rooted in the psychology of change and learning.
Continue developing WDN’s DEIJ skills and practices. Build upon existing initiatives, develop and implement WDN’s racial justice, equity, diversity and inclusion efforts, integrating best-in-class practices into recruitment, hiring, team building, culture setting, and professional development/advancement, while centering equity in all programs and operations.
Own WDN’s values and culture work; ensure demonstrable intersectional, anti-racist, inclusive practices supported by regular reflection and iteration.
Audit, enhance, and develop employee-member relationship and capacity building initiatives.
Employee Lifecycle & Performance Management (35%)
Manage recruitment and hiring processes, including position definition, market research, outreach and posting, interviewing, and reference checking of qualified job applicants, collaborating with departmental managers to understand the skills and capacities required for hiring needs.
Develop and implement accessible onboarding and orientation processes and practices for employees and members.
Develop and iterate standards of skills and capacities at different position levels and commensurate salary bands; provide clarity of advancement opportunities and performance expectations.
Drive and support the evolution of WDN’s performance management and two-way feedback processes.
Provide guidance around best practice and current trends in supporting productivity, recognition, engagement, and team-building initiatives and practices.
Prioritize occupational health and safety and accessibility for WDN team members, providing training and regular support for employees’ remote work spaces.
Develop policies and tools to support performance improvement processes and oversee corrective action programs, terminations, and investigations.
REQUIRED QUALITIES AND CHARACTERISTICS
Experience in strategic planning as a senior leader in nonprofit HR / people operations
Demonstrated success in trust building and implementing values-aligned DEIJ skills and practices across a virtual, distributed team
Experience scaling nonprofit teams and supporting teams in transition
Expertise in anti-racist HR practices, compliance across states, and project management
WE ESPECIALLY SUPPORT APPLICATIONS FROM PEOPLE WHO HAVE THESE ADDITIONAL SKILLS AND CAPABILITIES
Learning and development background based in psychology of change
Experience fostering internal and external stakeholder engagement as a senior leader in a member-facing advocacy organization
Experience in philanthropy, donor networks, advocacy, justice movements and/or grassroots organizing
Familiarity with CSR software like Salesforce, Google Suite, virtual scheduling, teleconference platforms, QuickBooks, Culture Amp, HRIS platforms, etc
If your experience doesn’t exactly match the qualifications listed but you believe you would shine in this role, we want to hear from you! Please apply and tell us why you’re the right person for the job.
Black and Indigenous people of color, women and femmes, immigrants, LGBTQIA+ individuals, people with disabilities, neurodiverse people, and formerly incarcerated or systems-impacted people are highly encouraged to apply.
Reports to: Leena Barakat, President & CEO
Direct Reports: In the future, this role will supervise the People, Culture, and Belonging team
WORK ENVIRONMENT & ACCOMMODATIONS
WDN is a virtual, nationally distributed team with core collaboration hours of 9-1 PT | 11-3 CT | 12-4 ET during a full time, 40 hour work week.
WDN offers, upon request, accommodations for candidates with disabilities during the application, interview, and hiring process, such as additional time on hiring exercises, interview questions in advance, or closed captioning on Zoom. If you require accommodations during the application or interview process, please contact us directly.
BENEFITS & COMPENSATION
Compensation: The salary band for this level starts at $175,000, based on experience.
Benefits: 20 days annual paid time off in accordance with policy guidelines; 14 paid holidays, including 3 floating holidays; paid office closure for one week in late December; medical, dental, and vision insurance, covered at 100% for employee and 80% for dependents; life insurance; 401k retirement plan with voluntary employee contributions and matching contributions of up to 3% from WDN, plus fixed annual contribution of 4% of compensation from WDN; EAP; 3-month sabbatical after 8 years; home office stipend; ; reimbursement of up to $100/month for home office internet and phone expenses, and monthly reimbursement up to a capped amount for coworking space.
OUR HIRING PROCESS & TIMELINE
To apply: submit your resume, cover letter, and answer application questions using the link below
Application period: We will accept applications on a rolling basis until the position is filled. We will prioritize applications received prior to November 25, when we will begin our review.
Hiring process: We will begin scheduling screening interviews in November and December. Screening interviews will be conducted by DevelopWell and take place in video calls via Zoom.
After screening interviews, candidates moving forward in the interview process will be invited to complete a hiring exercise.
Starting in December, interviews with members of Women Donors Network Hiring Committee will be scheduled. Interviews will take place on Zoom.
Finalists will be invited to additional panel interviews. We will make an offer shortly thereafter.
Start date: We would like to have the selected candidate start in January 2023.
EQUAL OPPORTUNITY EMPLOYER
WDN is an equal opportunity employer that values a diverse workforce and an inclusive culture. WDN encourages applications from all qualified individuals without regard to race, color, religion, gender, sexual orientation, age, national origin, marital status, citizenship, disability, and veteran status.
Women Donors Network (WDN) is a national network of women with power and the courage to wield it to build a just world.
WDN was founded as a project of the Tides Foundation in 1990 by a group of women who had come into inherited wealth and wanted to invest it in philanthropy. At that time, limited options were available to women to learn the ins and outs of financial planning and philanthropic investments, and even less information was available about how to pair those with advocacy, activism, and working with grassroots movements. By creating WDN, our founders built an education and skills-building circle to support each other as they strove toward progress.Apply for this job online