Director of Evaluation and Learning

POSITION PROFILE - DIRECTOR OF EVALUATION AND LEARNING

kpCompanies is partnering with Greater Twin Cities United Way (GTCUW) to find a highly passionate Director of Evaluation and Learning. This role will be pivotal in advancing our mission to unite changemakers, advocate for social good, and develop solutions to the complex challenges faced by our community.

Are you passionate about driving systems change and advancing equity through innovative evaluation strategies? Do you thrive in dynamic environments where your strategic mindset, analytical abilities, and collaborative spirit can make a significant impact? Greater Twin Cities United Way is seeking a strategic professional to join our team as the Director of Evaluation and Learning. This role offers a unique opportunity to lead the development and implementation of evaluation and measurement frameworks that support systemic, equity-driven change.

THE ORGANIZATION - GREATER TWIN CITIES UNITED WAY

Mission

Unite changemakers, advocate for social good, and develop solutions to address the challenges no one can solve alone.

Vision

A community where all people thrive regardless of income, race, or place.

Values

Equity, Collaboration, Agility, and Transparency.

At Greater Twin Cities United Way, we are dedicated to creating a community where everyone has the opportunity to succeed. We work with courageous leaders, responsive services, and collaborative partnerships to disrupt systems, unlock human potential, and create lasting change.

POSITION SUMMARY

The Director of Evaluation and Learning will strengthen Greater Twin Cities United Way’s evaluation efforts by aligning processes and workflows, identifying innovative system solutions, and overseeing the implementation of impact evaluation, measurement, and shared learning initiatives within the Community Impact team. In collaboration with the Senior Vice President of Community Impact, this role will develop efficient evaluation workstreams, maintain high-quality management standards, and provide strategic guidance to increase agility and consistency in impact measurement. As a key resource for both internal and external stakeholders, the Director will ensure that Community Impact’s insights are integrated across the organization’s initiatives.

REPORTING STRUCTURE

The Director of Evaluation and Learning reports directly to the Senior Vice President of Community Impact and works closely with the broader Community Impact and Learning & Impact Strategy teams.

JOB RESPONSIBILITIES

Leadership and Advising (40%)

• Serve as a strategic thought partner to the Senior Vice President of Community Impact on cross-departmental projects, collaboration opportunities, process improvements, and solutions for impact evaluation, measurement, and learning.
• Lead the Evaluation and Learning & Impact Strategy team in developing impact strategies, designing evaluation frameworks, creating effective reporting and data collection processes, and identifying software and data warehousing solutions.
• Ensure consistent application of FSG’s Water of Systems Change model in strategy alignment, operations, and accountability procedures.
• Provide leadership and mentorship to team members, fostering continuous learning and professional development.
• Lead statewide strategies for integrating ALICE (Asset Limited, Income Constrained, Employed) data into evaluation metrics, aligning with 211 and 988 data streams, and informing grantmaking.
• Participate in committees related to data and evaluation, such as the Data and Digital Integration Committee, the Data Governance Committee, and the Steering Committee for MNCompass.

Impact Measurement/Evaluation (35%)

• Supervise, train, and mentor Learning & Impact Strategy staff in designing formative, process, and summative evaluations for grantmaking activities, systems-level change, and advocacy initiatives, while assessing overall organizational community impact.
• Consult on the design of surveys and strategies to understand community needs and experiences across the systems that Greater Twin Cities United Way is working to change; collect and analyze both quantitative and qualitative data.
• Provide strategic oversight and partnership to the Learning & Impact Strategy Manager in identifying consistent themes within the qualitative data to communicate Greater Twin Cities United Way’s regional impact and develop shared learning agendas internally and within the community.
• Collaborate with the Learning & Impact Strategy Manager to create theories of change, data collection, and analysis strategies, and responsive approaches to evolving community needs throughout the evaluation processes.
• Support the evaluation team in disseminating findings across Community Impact, other Greater Twin Cities United Way departments, and within the community.
• Ensure that all measurement, evaluation, operations, and project management systems align with the Community Impact department’s needs.
• Build internal capacity and understanding of best and promising practices in evaluation through relationship-building, regular training opportunities, and the development and maintenance of the Evaluation Hub and Data Library.
• Work with leadership to foster a culture of learning throughout the Greater Twin Cities United Way.

Facilitate Collaboration 25%

• Lead the management of complex or new initiatives requiring cross-departmental collaboration or the development of new directions.
• Ensure the Community Impact team utilizes a standardized set of project management guidelines and recommended tools.
• Assist the Senior Vice President of Community Impact in enhancing collaboration within the Community Impact team by improving and iterating on monitoring and tracking systems as needed, while supporting a consistent check-in cycle.
• Engage with the organization to identify opportunities for improving collaboration that can drive greater outcomes and deepen impact.
• Strengthen and maintain strong working relationships with key functional leaders and stakeholders across the Greater Twin Cities United Way.

QUALIFICATIONS

Below are some of the typical requirements for a Director of Evaluation and learning. We recognize that skill sets can be a complex combination of experiences. Even if your background does not exactly match these requirements but you have a passion for our work, we would love to hear from you and we recognize the value of transferable skills.

Education

• Bachelor’s degree required; advanced degree or coursework in evaluation, public policy, or related fields preferred.

Experience

• Minimum of 7 years of experience in research, evaluation strategy, project management, or consulting.
• Proven track record in designing and implementing equity-centered evaluation frameworks.
• Experience with both quantitative and qualitative data analysis.
• Strong project management skills, with a history of leading cross-functional teams and managing complex systems.

Knowledge, skills, traits, and abilities

• Demonstrated strategic thinking with the ability to drive results through actionable evaluation strategies.
• Excellent written and verbal communication skills, with the ability to convey complex ideas clearly.
• Ability to build and sustain relationships with a wide range of partners, including community organizations, government agencies, and nonprofit leaders.
• In-depth understanding of evaluation frameworks that center on equity and systems change.
• Comfortable working in dynamic, complex environments and navigating ambiguity.
• Strong interpersonal skills, with the ability to collaborate effectively across teams and departments.
• Physical requirements and work environment
• Hybrid working environment, with a requirement to work in the organization's offices at least one day per week, specifically on Wednesdays.
• Flexibility to work nights and weekends as needed.

Travel

• Ability to travel within the nine-county metro area and occasionally statewide or nationally. Reasonable accommodations may be made to enable employees with disabilities to perform the principal duties and responsibilities for the position.

EQUITY AND SALARY DISCLOSURE

We believe in practices that create real equity and pay parity regardless of background or identity. We freely discuss compensation with all qualified candidates the first time we interview them. Saving the salary discussion for the first conversation allows us to understand the needs of each candidate fully and to ensure that qualified candidates, even those who’ve historically been overlooked and/or underpaid, don’t self-select out of the processes based on salary alone, as our experience and research suggest. In addition to those who opt out because they fear the salary may be out of reach for them, we equally don’t want to miss out on conversations with candidates who are slightly over the range when, in some cases, the total compensation, including factors such as bonuses, flexibility, and better health benefits, etc. may exceed expectations. Finally, as a search firm, we always look for top-notch talent to introduce to our clients. Should the salary or any other requirement not be fit, there is often a chance that someone on our team is working on another position you may be a better fit for. If you would like to discuss your qualifications for this role and salary and compensation, just call us, and we’d be happy to discuss!

EQUAL OPPORTUNITY EMPLOYER

Greater Twin Cities United Way and kpCompanies are equal opportunity employers and all employees and applicants for employment are afforded equal opportunity in every area of hiring and employment without regard to race, color, ethnicity, religious creed, national origin, ancestry, sex, gender identity, age, disability, mental illness, sexual harassment, sexual orientation, genetics, military/veteran status, citizenship, arrest record, and any other legally protected characteristic.