About Run for Something
Run for Something recruits and supports young progressives running for down-ballot offices in the United States. Since launching in January 2017, we have recruited more than 80,000 potential political candidates, endorsed over 1,800 and elected more than 600 — and over half of those candidates are women, over half of them are BIPOC, and 21% are LGBTQIA+. Our alumni have meaningfully and intentionally made life better for millions of Americans across the country. We are a high-reaching, hungry team changing the face of politics in America. Learn more about our work in this clip.
We have ambitious plans for 2021-2022. Read about them in our Strategic Plan here.
We highly encourage all job applicants to visit our Careers page to learn about our work environment, values, compensation and benefits policies, interview process, and more. The priority deadline for applications is August 14.
The primary responsibilities include management and leadership of the People & Culture team, execution of the end-to-end employee experience at RFS, and administration and compliance.
Run for Something is hiring a Director of People & Culture (DPC). This critical role will be trusted with two of our key organizational assets: our people and our culture. The DPC will build upon a strong foundation of culture and processes to recruit, retain, and develop the best talent in the progressive field. As a rapidly scaling organization, the DPC will step in at a critical moment to help grow both the organization at large and the People & Culture team that will support that growth. As the head of human resources and culture at Run for Something, this position must also contribute, integrate, and hold themselves and their department accountable to the Diversity, Equity, and Inclusion (DEI) goals that Run for Something has established, and actively contribute towards the creation of a diverse, equitable, and inclusive culture.
The Director of People & Culture will help RFS accomplish our strategic imperatives via:
Management & Leadership (40% of time):
- Lead the People & Culture department’s overall short- and long-term vision, strategy, and execution
- Build and execute a People & Culture department staffing plan to support an organization planning to scale scale rapidly
- Participate in annual and strategic planning for the organization and the department; set annual KPIs, including Diversity, Equity, and Inclusion-specific metrics
- Advise leadership and managers on issues such as performance management, management, employee relations, and strategic HR
- As member of RFS leadership, contribute to organization-wide strategy and initiatives; be an active leader and advocate for RFS’ philosophy, mission, values, culture, and DEI goals throughout the organization
- Manage, mentor, and coach People & Culture staff in line with RFS values and performance management standards to ensure relevant key performance indicators are met; identify and support areas for professional development
Execution of the end-to-end employee experience at Run for Something (40% of time):
- In partnership with the Senior Manager, Talent Acquisition, build upon RFS’ hiring process to create a best-in-class, data-minded talent acquisition operation; execute a high-volume hiring process that can scale without sacrificing team culture
- Ensure diversity, equity, and inclusion stays rooted in all talent acquisition processes and goals; find and implement continual improvements
Compensation & Benefits:
- Conduct compensation reviews as needed as RFS grows to ensure compensation matches the market and maintains internal equity; implement associated compensation systems
- Manage benefits systems, implementation, and renewals, including conducting regular assessments of current benefit offerings
Talent & Performance Management:
- Ensure ongoing implementation of high-quality onboarding and offboarding processes
- Oversee and implement improvements to a performance and talent management system that supports a culture of professional development and growth
- Provide support to RFS managers of varying levels of experience on management best practices and relevant HR tactics, such as organization-wide trainings or 1-on-1 consultations
Learning & Development
- Develop an overall Learning & Development strategy for RFS; create, facilitate, and/or outsource employee trainings for staff retreats, organization-wide learning initiatives, or other occasions as needed
- Develop a culture of learning and development among managers and staff
Employee Engagement, Culture, and Diversity, Equity, and Inclusion
- Build upon and uphold RFS’ best–in-class organization culture; implement employee engagement feedback surveys and other employee relations mechanisms, turning staff feedback into tangible actions
- Partner with DEI department and staff on internal DEI projects and goals relevant to People & Culture work; approach all projects with a DEI lens, with appropriate metrics and goals
Administration & Compliance (20% of time):
- Manage human resources technology and vendors, such as a PEO and ATS, maximizing each for data-driven insights and efficiencies
- Work in partnership with leadership and tech staff to identify and implement additional HR tech needs as RFS scales
- Vet, hire, and manage HR vendors, such as recruiters or compensation analysis firms; implement a vendor diversity strategy
- Oversee compliance and employment law requirements in a fully remote office; manage equitable processes for employee relations and personnel issues; update and develop organization-wide human resources policies and processes as needed
- Create and manage department budgets
- As Run for Something scales up, the organizational culture evolves strategically, with intentionality and remains visible throughout all People & Culture processes
- The People & Culture department staffing plan is built, executed, and meets the needs of the scaling organization
- Talent acquisition KPIs and timelines are met
- Talent management processes build toward a culture of professional development; employees are retained and promoted throughout the organization
- RFS leaders and staff feel a high level of support from the People & Culture team
- Broad experience across the core People & Culture functions (Talent Acquisition; Compensation & Benefits; Talent & Performance Management; Learning & Development; Employee Engagement, Culture, and Diversity, Equity, and Inclusion); or, deep experience in 2-3 of these areas and an eagerness to develop expertise in the others.
- An HR certificate or degree is not required, but a deep level of knowledge in the field and ability to provide counsel and advice to senior level staff across a variety of human resource issues is
- Demonstrated ability to coach, develop, and lead high-performing staff The ability to both build the vision and strategy, and translate that strategy into a plan for execution; experience leading and managing major projects
- Experience with organizational change management and scaling organizations
- Ability to work with internal and external stakeholders with a high level of trust, accountability, and transparence; an experienced leader who understands how to leverage their influence toward a collaborative, supportive culture of excellence
- Strong communicator and relationship builder, particularly in a remote environment; able to deliver sensitive feedback with directness and empathy
- Demonstrated ability to work in and contribute to a diverse, equitable, and inclusive environment; a successful candidate will have a track record of prioritization and success in implementing multiple DEI-related human resources initiatives, as well as previous success building and leading diverse teams with a spirit of equity and belonging
- Political or non-profit industry experience is not required, but a strong commitment to the Run for Something mission and a viewpoint on how to translate People & Culture processes to a progressive, mission-based organization is
- Ability to demonstrate Run for Something’s organizational values: Bold & Fearless; Open & Honest; Supportive & Respectful; Progressive & Diverse; Long-term & Strategic.
- Ability to work independently for extended periods of time in a remote environment
- Experience hiring and onboarding at rapidly scaling organizations
Run for Something is committed to building teams that reflect the diversity of our candidates, and to building equitable and inclusive environments that fully leverage the skills, potential, and unique perspectives of our employees. We strongly encourage applications from members of marginalized communities who have been disproportionately affected by lack of representation in elected office, including Black, Indigenous, and people of color, women, and the LGBTQIA+ and disabled communities. Learn more about our commitment here.
In order to prioritize the health and safety of our employees, all Run for Something employees are required to provide proof of COVID vaccination. Run for Something will discuss reasonable accommodations with employees who may be unable to receive a vaccine due to disability, the advice of a medical provider, or sincerely held religious beliefs.
Run for Something is (and always has been and will be) a remote office environment; you will collaborate with colleagues who are based across the United States. You should be prepared to either work from home or a location of your choosing. When it is safe to do so, this position will require attendance at approximately 2 all-staff events per year, which may include overnight travel.
This position requires the ability to work core hours, Monday through Thursday.
Learn more about what it’s like to work at Run for Something at our Careers page.
Essential Physical Requirements
- As this is a remote position, the person in this position must be able to communicate with colleagues and partners via phone, including conference and video calls, as well as written communication such as Slack and email.
- The position requires the ability to work on a computer for all or part of the work day.
- This position will include travel, as described above.
Compensation & Benefits
Salary for this position is set at $132,600. In order to counter pay inequality and uphold internal parity, salaries are non-negotiable for new and current employees. Run for Something salary bands for a given staff level are benchmarked to the 75th percentile for our sector, and all new employees are paid at the entry point of those bands. Employees then have the opportunity to progress through current salary bands through annual cost of living increases and performance-based pay increases, and into new salary bands through promotions.
Learn more about our compensation policy here.
Benefits at Run for Something include:
- Four Day Work Week (learn more here)
- Unlimited Paid Time Off policy
- Platinum Medical Insurance (100% of premium covered for employees; 50% of premium covered for dependents)
- Dental and Vision Insurance (99.9% of premium covered for both employees and dependents)
- Professional Development Stipend
- Treat Yourself Stipend ($500 a year to do something that brings you joy)
- Equipment Stipend
- Work from Home Stipend
- Cell Phone/Internet Stipend
- 12 weeks paid family leave
- Paid Sabbatical (after 3 years of service to RFS)
~ Four weeks in organization-wide holiday closures, including a two-week winter break
- Flexible, remote work environment
We will be reviewing applications on a rolling basis, with priority review given to earlier applications. The priority deadline for applications is August 14.
Learn more about our interview process here.
No phone calls, emails, or social media inquiries, please. Due to the volume of applications, we are unable to respond to individual inquiries. We know that applying to jobs is difficult, and we do our best to alert every applicant as to their status in the process. However, be aware that you may not receive a response from us until after the application deadline has passed.
This search is being led by NRG Consulting Group.
About Run for Something
Run for Something recruits and supports young progressives running for down-ballot offices in the United States. Since launching in January 2017, we have recruited more than 80,000 potential political candidates…