Chief of Staff

Pregnancy Justice seeks a Chief of Staff (CoS) to strategically advise and drive key functions and projects during a pivotal moment in the reproductive justice movement and for the organization.

As a member of the Leadership Team, the Chief of Staff (CoS) acts as a strategic advisor and coordinator, driving key functions and projects, overseeing operations and administration, and ensuring effective communication, collaboration, and integration across operations, administration, and programs. The CoS serves as a bridge for communication between the leadership team and other departments, stakeholders, and partners. The CoS reports directly to the President and oversees the Operations and Administration teams, which currently consists of the Operations Manager, Executive Assistant, HR Consultant, and IT Consultant.

The ideal candidate will embody a blend of strategic acumen, operational expertise, and interpersonal skills, effectively bridging the gap between the leadership team and the broader organization. This member will be a proactive, results oriented leader who thrives in a dynamic environment, excels in strategic planning and execution, and is dedicated to fostering a collaborative and inclusive workplace.

ORGANIZATIONAL OVERVIEW

Pregnancy Justice defends the civil and human rights of pregnant people, focusing on those most likely to be targeted for investigation, arrest, detention, or family separation: people who are poor or have low income, people of color, and people who use drugs, as examples. The organization and staff are guided by the principles of reproductive justice, which is defined by SisterSong Women of Color Reproductive Justice Collective as: the human right to maintain personal bodily autonomy, have children, not have children, and parent the children we have in safe and sustainable communities.

We believe that the criminal legal system and family policing system, commonly known as the child welfare system, should never be involved in pregnancy and pregnancy-related outcomes; that all people are entitled to dignity, equality, and respect; and that the threat of pregnancy criminalization, like the criminal legal system itself, is deeply rooted in racism and targets communities of color and people who are poor.

While Pregnancy Justice must operate within the criminal legal system and the family policing system, we also recognize that we must work to dismantle all discriminatory systems of oppression. Since its founding over 20 years ago, Pregnancy Justice has worked across disciplines including reproductive rights and justice, public health, drug policy, criminal justice reform, racial justice, and prosecutorial accountability, among others, to achieve its mission.

In 2023, Pregnancy Justice continued its vital work in advocating for the rights of pregnant individuals and fighting the ways that people’s rights are threatened because of pregnancy or any pregnancy outcome, including pregnancy loss, abortion, or birth. The organization trained more than 3,000 professionals—including healthcare providers, legal experts, and policymakers—providing discipline-specific guidance on how they can take action against pregnancy criminalization. Pregnancy Justice also provided legal support to 60 individuals facing pregnancy-related criminal charges, family separation or other violations of their rights across 15 states, while partnering and publishing impactful reports and actively engaging in policy work by supporting or opposing 16 pieces of legislation. Additionally, the organization contributed to 4 amicus briefs in key legal cases across multiple states, offering direct assistance and resources to nearly 200 individuals seeking help. These efforts highlight Pregnancy Justice’s ongoing commitment to promoting reproductive justice and dismantling discriminatory systems that disproportionately affect communities of color. For more information on their work, visit Pregnancy Justice's Impact Report.

OPPORTUNITIES AND CHALLENGES FACING THE NEW LEGAL DIRECTOR

The new Chief of Staff will have the opportunity to lead in the following ways:

Strategic Plan and Implementation

• Serves as member of the Leadership Team and acts as a thought partner to help identify priorities, as well as challenges and brainstorming solutions, strategically aligning the Leadership Team’s time and focus for greatest impact.
• Takes the lead on building and overseeing organizational infrastructure, processes and systems to deepen impact.
• Assists in leadership decision-making processes by gathering and analyzing information and making recommendations. Revisits priorities routinely to assess progress and recommends adjustments as needed.
• Partners with the Senior Vice President, to develop and implement annual organizational goals and performance metrics and reporting to drive results on the strategic plan.
• Takes the lead to plan organization wide meetings and events, including staff meetings, leadership and staff retreats, developing agendas, coordinating with Executive Assistant and Office and Operations Manager on logistics.
• Ensures integration of DEI principles and organizational values and culture throughout systems and strategies.

Project Management

• Drives or manages a variety of short-term and long-term projects across all of the organization’s departments and helps to fill gaps as needed.
• Tracks progress of organizational priorities and makes recommendations to revise as needed.
• Routinely updates Leadership Team on progress of strategic initiatives and projects.

Board Management and Liaison

• Oversees meeting and committee preparation and planning for the Board of Directors, taking lead in Board communications, supporting the Leadership Team in preparing for Board meetings, and supervising the Operations and Office Manager in managing interactions with the Board Chair, Executive Committee, and committee leaders.

Operational and Administration Oversight

• Oversees the development and implementation of systems and protocols that facilitate high-functioning organizational performance and compliance.
• Oversees office operations and security functions, including facilities and IT systems.
• Oversees potential expansion of Pregnancy Justice regional office(s) infrastructure, systems and policies.
• Oversees Human Resources functions and projects, in partnership with HR Consultant and President.
• Develops and implements crisis management plans and protocols.

Internal Communications, Coordination, and Training

• Takes the lead on planning staff meeting agendas and other avenues to reinforce organizational culture and values, ensures appropriate staff input and inclusion on key decisions, provides key organizational updates, and shares work highlights across departments, and develops and implements an organization-wide training and learning calendar.
• Provides internal communications leadership and support by creating an internal communications strategy and calendar, and drafting or ensuring emails, reports, memos, presentations, as needed.
• Oversees and manages, with the Executive Assistant, internal and external stakeholders’ communications on behalf of the President.

QUALIFICATIONS OF THE IDEAL CANDIDATE

While no one candidate will embody all the qualifications enumerated below, the ideal candidate will possess many of the following professional and personal abilities, attributes, and experiences:

• Versatile, with experience in wide-ranging or cross-functional areas, and an eagerness to learn new skills.
• Adept at staying calm, with the ability to focus on priorities in face of many demands; translates ideas into practical, actionable plans.
• Excels at applying strategic thinking and in assessing and executing organizational priorities.
• Excels at building relationships and influencing others to achieve desired results.
• Strong written and verbal communication skills; listens well and can learn to communicate in someone else’s written voice.
• Comfortable working behind the scenes and thrives on helping others be their best selves.
• Exercises discretion at all times; vigilantly safeguards sensitive information and data.
• Demonstrated experience in effectively managing, developing and championing staff.

CRITICAL COMPETENCIES

Integrity: Acts with honesty, transparency, equity, and in accordance with the highest ethical standards. Follows through on all commitments.

Strategic Thinking: Applies big-picture thinking to achieve long-term outcomes, while also focusing on the details of short- to mid-term implementation.

Sound Judgment: Uses common sense and factual data to make decisions in a timely manner.

Problem Solving: Identifies, foresees, and helps to resolve conflicts or problems constructively to reach the best solutions for the organization and in furtherance of our priorities. Proposes solutions to effectively address underlying issues. Accurately differentiates between important and unimportant issues.

Collaboration: Works effectively with various and diverse individuals and groups, with a willingness to actively listen and invite different views and opinions to build alignment in support of a common goal. Works to ensure a thoughtful, effective, and strategic approach that values and incorporates all relevant voices, perspectives, and areas of expertise.

Commitment to Learning: Applies a growth mentality to one’s own and their team member(s) development. Models inquisitiveness and an openness to learn and improve. Demonstrates willingness and capacity to receive and provide positive and constructive feedback to all levels of staff with emotional intelligence. Takes ownership of individual growth to achieve full potential.

Nimbleness: Demonstrates comfort with ambiguity, needing to be flexible and adaptable, consistently reassessing priorities to make sound decisions and take strategic risks in furtherance of our mission and priorities.

Education and Other Requirements

• Minimum of 10 years’ experience in business management, corporate or general counsel and/or strategic operations with oversight across state lines. Nonprofit leadership experience is preferred.
• Master’s in business administration, Juris Doctor, or other advanced degree in a related field.
• Knowledge and experience working with anti-discrimination protections in employment is a plus.
• Knowledge and awareness of diversity and inclusion best practices is a plus.
• Certificate in Project Management is a plus.
• Proof of eligibility to work in the United States is required.

COMPENSATIONS & BENEFITS

The salary range for the Chief of Staff role is $175,000 – 195,000.

Benefits Include: Medical, Dental, and Vision Insurance, Group Term Life and AD&D Insurance; FSA; Commuter Benefits; 403(b) Retirement Plan with matching; annual paid time-off (20 vacation days; 10 sick days; 5 personal days; end of year office closure Dec. 25-Jan. 1); 4 months of paid family leave; professional development funding.

LOCATION, TRAVEL, WORK ENVIRONMENT & ACCESSIBILITY STANDARDS

This is a hybrid role and the Chief of Staff is expected to be in-office at Pregnancy Justice’s headquarters in New York City several times a week. The work is primarily performed in an office setting and/or remotely, with offsite meetings and events. Occasional travel may be required.

Suitable candidates must be able to read, write, and interpret documents and perform highly detailed work. This is largely a sedentary position that requires the employee to sit, stand, walk, and bend, and may occasionally require moving files and other equipment.

As operational needs allow and with supervisory approval, staff are able to sign off early on Friday afternoons, typically at 1pm for 9am start, or 2pm for a 10am start so long as deadlines and operational needs are met. Staff are not eligible for comp time for time worked beyond a half-day on a Friday. Pregnancy Justice endeavors to avoid internal meetings on Fridays to allow for quiet focused work time.

Deadlines and operational demands of the organization will sometimes require employees to work longer hours, including nights and weekends. When this occurs, the employee’s direct supervisor may authorize occasional alterations to their start and/or end times. Any schedule changes lasting more than five (5) business days must be approved by the Senior Vice President, Legal Director, or President.

Flexible Work Scheduling is not a substitute for, or interchangeable with, any other form of paid time off, and may not result in a full day's absence from work.