State Voices is a national network – built from the states up – that helps grassroots organizations win civic engagement victories and build long-term political power. Since 2008, we’ve been employing the principles of collective impact, building the capacity of partners with data analysis and shared resources, and strengthening our democracy by amplifying the voices of marginalized communities.
State Voices sustains a dynamic ecosystem of 23 state tables comprised of 784 partner organizations. We provide the organizations in our network with the data, tools, and support they need to help create a healthy and thriving democracy through a racial equity lens. We advance this work through three national programs: Civic Engagement (voter registration and turnout, issue advocacy and constituency engagement), Civic Access (voting rights and election administration) and Civic Representation (census and redistricting).
It is our collective duty to end the systemic, relentless disenfranchisement targeting communities of color, young adults, LGBTQ people, and single women. That is why State Voices works year-round to create a more accessible, inclusive, and representative democracy.
The Chief Talent Officer (CTO) will collaborate with the CEO in managing human resources and the work of “EPIC” -- Equity, Personnel, Inclusion and Culture -- implementing a comprehensive culture strategy within the organization. The CTO will lead our efforts around recruiting, developing and retaining an effective team to achieve our ambitious goals. The successful candidate will be an accomplished leader who has successfully built and supported high-performing teams in our field, has a high bar for performance, a demonstrated commitment to gender and racial equity and an overall diversity, equity and inclusion framework, and is an outstanding developer of people.
Responsibilities include but are not limited to:
Talent Strategy & Leadership
- Collaborate with the CEO, the Executive Team and the Senior Leadership Team to develop an effective 3-5 year strategic vision with established priorities for the talent function;
- Participate at the executive level in decisions about strategic priorities and planning, ensuring talent considerations are fully integrated;
- Develop and support all managers to become effective “talent champions;”
- Manage Human Resources team member(s) to ensure the organization maintains compliance with federal, state and local laws and company policy and guidelines.
Recruitment and Selection
- Develop a recruitment strategy that actively promotes the organization as a great place to work and builds our “employer brand” with potential hires;
- Increase the success rate of new hires;
- Develop, implement, and oversee best practices that will decrease the time to fill and decrease the time and energy it takes for hiring managers to identify and onboard the best candidates.
- Continuously build and manage a diverse applicant pool of outstanding candidates for current and future potential positions;
- Develop systems to better assess successful performance and promote sound hiring practices;
- Ensure “that both the required and preferred knowledge, skills and abilities are articulated and effectively assessed during the hiring cycle.
Performance Management & Training
- Promote the development of employees at all levels of the organization.
- Develop onboarding and new employee training practices that provides new hires the tools needed to be successful at SV;
- Revamp the performance management program to
- Ensure annual goals are established; work plans are designed and development plans are created and implemented for all employees;
- Focus on immediate and longer-term organizational needs ;
- Provide training on technical skills;
- Develop stretch assignments for growth and assessment;
- Review current staff evaluation and compensation processes and ensure that they are transparent and equitable;
- Develop trainings for national department leads to ensure that all have guidance and support around how best to manage people;
- Support state directors by designing a program that brings them together for learning opportunities to build management skills. Work to understand the needs in the states and potentially work with external resources to better support state tables.
Employee Relations & Culture
- Develop engagement and retention efforts to promote a healthy working culture within the organization;
- Own and manage our internal Culture Committee, ensure policies and practices are reflective of our values, and work closely with the CEO on a series of trainings on gender, race and equity issues;
- Serve as the #1 internal coach, making yourself available as staff members need support with conflict resolution, giving feedback, acting on feedback, being more effective in their roles and a wide range of other possible workplace issues;
- In particular, serve as a coach to all levels of managers so that they are able to effectively show up as leaders and supervisors of people;
- Partner with the CEO to continue developing the culture of the Board.
Internal Equity and Inclusion
- Oversee initiatives and activities to advance internal equity and inclusion goals;
- Assist with the development and implementation our Diversity, Equity, Inclusion and Justice (DEIJ) competencies organization-wide;
- Ensure that equity and inclusion are woven into all our talent-related activities;
- Set goals, activities and programs to push us forward on our equity and inclusion journey.
Oversight of Talent Management Systems
- Own special projects, as needed, to identify and source the right technologies to support our talent initiatives;
- Ensure evaluations are conducted on-time and promotion and compensation decisions are timely and communicated well;
- Operationalize other processes and policies as needed (e.g. Remote work policy).
Who You Are & Keys to Success
- Bachelor’s Degree from an accredited university in Human Resources, Business Management or a related field
- Master’s Degree preferred
- 7-10 years of HR experience of increasing responsibility
- SPHR, SHRM-SCP or PHR, SHRM-CP
- Experience working in a multi-unit or multi-state organization is a plus
- Supervisory experience
- Excellent communication skills
- Experience working with MS Office, Human Resource Management and Applicant Tracking Systems
- Ability to work a flexible schedule and travel as needed
To be successful in this job, you possess these five qualities:
- A very high bar for performance. You have demonstrated the ability to recruit, hire and develop extraordinary teams, never settling for mediocrity.
- A deep understanding of our mission and our work. Your instincts on who can be successful in the areas we need most as well as your credibility with other senior leaders on the team.
- Deep commitment to gender and racial equity and justice. Measuring performance and potential is full of landmines based on implicit bias and existing power dynamics. Building high quality, diverse pools and teams doesn’t happen by accident—it takes intention and commitment at every level in the organization, starting with you. You can devise and implement creative, concrete and pragmatic ways to address or prevent potential equity challenges.
- An inclusive and collaborative approach. Your success is highly dependent on other senior leaders and managers—people who are not direct reports. Genuine partnership and ability to motivate and influence others without hierarchical power is essential.
- Boundless energy for meeting, recruiting and engaging with people. The lion’s share of your time will be spent deeply engaging with others, whether potential recruits or existing staff members.
In addition to these core qualities, you are someone who can effectively:
- Make the Executive Director (and/or) #2 your key client/partner. They may be the boss, but their ongoing learning and development is key to the organization’s success though often overlooked in the daily grind. And as one of the few people with full organizational scope, the more successfully you two collaborate, the more strategic you can be in future-oriented talent development.
- Keep a bird’s eye view of the entire organization, short and long-term. You are one of the few people who touches every single part of the organization and it’s your job to ensure talent flourishes, living out its highest purpose wherever it can in the organization, today and tomorrow.
- Manage Human Resources team member(s) to ensure that the organization maintains compliance in accordance with state and federal law.
Compensation: Compensation is $110,000 - $130,000 based on experience.
Location: Washington, DC (with some national travel)
Reports To: State Voices’ Chief Executive Officer (CEO)
● Send your resume, cover letter, and salary requirements to: email@example.com.
● To ensure your submission is properly routed, use the subject line “State Voices Chief Talent Officer”
● Resumes will be accepted until the position is filled; however, preference will be given to resumes received by 31 January 2020.
● No calls please.