Chief of Staff & Sr. Legal Counsel

ABOUT THE ACLU FOUNDATION OF SOUTHERN CALIFORNIA

Founded in 1923, the ACLU Foundation of Southern California (“ACLU SoCal”) has been at the forefront of many major efforts to protect civil liberties, civil rights, and equal justice in California. Principled and nonpartisan, ACLU SoCal has offices in Los Angeles, the Inland Empire (San Bernardino), and Kern County (Bakersfield). ACLU SoCal tackles a vast array of issues, including the criminal legal system, police practices, First Amendment rights, voting rights, gender equity, reproductive justice, LGBTQ rights, immigrants’ rights, education equity, and economic justice.

POSITION SUMMARY

The Chief of Staff/Senior Counsel (COS/SC) develops and executes programs and policies to support the day-to-day operations and long-term planning of ACLU of Southern California senior management. The COS/SC is responsible for three key functions and their integration with each other in alignment with ACLU SoCal’s mission, values and strategy. The three domains are: 1) Organizational Management and Culture, 2) Administration, Mitigating Risk and Monitoring Compliance, 3) Human Resources Oversight, ensure compliance with state and federal labor laws and ACLU policies, and supports all senior management to assure strong departmental coordination, accountability, and the ongoing advancement of ACLU’s mission and strategic initiatives.

This full-time, exempt executive position directly reports to the Executive Director, and serves as a member of the Senior Leadership Team. Additional coordination with and support of other senior managers will be required. This position is not a bargaining unit position in the National Organization of Legal Services Workers Union.

JOB RESPONSIBILITIES:

1. Organizational Management and Culture

• Strategic Planning
  • Staff Supervision and Mentorship
  • Budget Management
  • Staff Meetings
  • Staff Morale
  • Organizational Culture
  • Senior Management Communication
  • Thought Partnership

1. Administration, Mitigating Risk and Monitoring Compliance

• Insurance
• Contract Management
• Legal Counsel
• Organizational Policy Oversight
• Reporting
• Ensure that the c3 and c4 entities have sufficient and necessary separation, while benefiting from sharing resources to advance their missions
• Executive Support
• Real Estate
• Governance Support

III. Human Resources Oversight

• • Human Resources Information System
  • Training and Development
  • Labor Relations
  • Performance Management
  • Legal Compliance
  • Procurement and Independent Contractors
  • Health and Safety

RACIAL EQUITY COMPETENCIES:

Takes the lead in implementing a culture of equity, inclusion and belonging including

ensuring that Racial Equity Competencies are incorporated and integrated into recruitment,

promotions, training and development, on-boarding, and performance management and

performance reviews as follows:

Understanding and Applying Racial Equity

• Demonstrate commitment to building or deepening understanding of racial equity.
• Core terms and concepts such as structural racism, white privilege, and anti-Blackness.
• The role that racial inequity has played and continues to play in our society.
• How race impacts supervisory relationships, team dynamics, and organizational culture.
• Personal/implicit/unconscious bias.

Working for Racial Equity

• • Consistently assess structural implications and racially disproportionate impacts of policies, activities, and decisions within the context of their job responsibilities; This applies not only in terms of race/ethnicity, but also at the intersection of race/ethnicity, gender identity, and/or sexual orientation, to name a few.
  • Consistently adhere to organization’s racial equity policies and procedures, including those that relate to hiring, retention, and promotion.
  • Consistently identify and disrupt ways in which bias plays out in work and/or team.

Leading on Racial Equity

• • Effectively encourage people to have honest conversations about racial equity, and accept feedback openly, non-defensively, and from a posture of learning.
  • Consistently address structural implications and racially disproportionate impacts of policies, activities, and decisions by identifying and implementing changes that can produce more equitable outcomes. This applies not only in terms of race/ethnicity, but also at the intersection of race/ethnicity, gender identity, and/or sexual orientation.
  • Consistently set racial equity outcomes, goals, and performance measures for team, department, or organization, and develop and successfully implement plans to achieve them.

This position directly reports to the Executive Director, and serves as a member of the Senior Leadership Team. Additional coordination with and support of other senior managers will be required.

QUALIFICATIONS

• A J.D., and a member in good standing of the California State Bar.
• Minimum 7 years of relevant experience that includes working with unions and preferably in a non-profit organization.
• Ability to provide competent legal advice and counsel to senior management on a wide range of legal and policy issues.
• Knowledge of human resources concepts, practices, policies, and procedures.
• Knowledge of the range of applicable laws and regulations which impact on all facets of ACLU policy and operations.
• Demonstrated ability to spot potential issues, research new areas, develop new expertise and tap internal and external resources to find solutions across a broad array of issues while meeting tight deadlines and managing resources effectively.
• Ability to represent ACLU of Southern California in litigation or administrative proceedings.
• Ability to draft legal documents, such as pleadings, legal responses, affidavits, position statements, and briefs.
• Ability to analyze and interpret legal issues and develop and implement appropriately responsive strategies and solutions.
• Skill in reading, analyzing, and interpreting complex documents to respond effectively to sensitive inquiries or complaints.
• Ability to foster a cooperative work environment.
• Ability to provide clear direction, delegation, and responsibility with an approach to leadership that emphasizes clear communication and transparency.
• Ability to supervise and support highly effective leaders with proven team processes and project management experience.
• Experience and demonstrated track record advancing diversity, equity, and inclusion in HR processes and organizational culture.
• Self-motivation and an ability to manage and complete a complex workload with minimal supervision.

Knowledge of:

• Employment law, compensation, employee relations, employee engagement, and employee development.
• Methods of handling and resolving complex employee relations issues.
• Nonprofit governance.
• The judicial system and procedures.
• The principles and procedures of legal research.
• Institutional policies and procedures and the regulatory environment within which they operate.
• Contract law.
• Legal documentation procedures and requirements.

COMPENSATION AND BENEFITS

The salary range for this position is $217,500 - $239,119 based on number of years of experience.

Benefits include medical, vision, and dental insurance for staff members and their eligible dependents; life and long-term, short-term disability insurance; 401(k) plan with employer match; ample vacation and sick leave and twenty-two paid holidays.

Benefits include medical, vision, and dental insurance for staff members and their eligible dependents; life and long-term, short-term disability insurance; 401(k) plan with employer match; ample vacation and sick leave and twenty-two paid holidays.

English proficiency required

Spanish proficiency desired