Culture and Finance Manager

About Us

Issue One is committed to protecting the American rule of law and winning game-changing reforms to fix our broken political system and ensure it works for everyone.

Since 2014, Issue One has worked to educate the public and Congress to pass legislation to increase transparency, strengthen government ethics and accountability, reduce the influence of big money in politics, protect the freedom to vote, and strengthen U.S. elections.

Position Summary

The Culture and Finance Manager plays a critical role in maintaining and improving Issue One's people operations and organizational culture. This position oversees HR operations, benefits administration, and culture initiatives, and serves as the first point of contact for employee questions and concerns. The Manager ensures smooth execution of people-related processes while identifying opportunities to strengthen systems, improve efficiency, and enhance the employee experience.

This role requires someone who can balance operational excellence with strategic thinking, managing day-to-day HR functions while building the infrastructure and processes that will scale with the organization. The ideal candidate is a systems thinker who can see both the details and the bigger picture, someone who thrives on creating order and improving how work gets done.

Responsibilities

HR Operations & Employee Lifecycle Management (45%)

• Oversee all aspects of the employment lifecycle, including recruitment, onboarding, and offboarding
• Serve as first point of contact for employee questions, concerns, and personnel issues; escalate to VP of People and Culture when issues require senior leadership involvement
• Manage position description development and maintenance across the organization, working with supervisors to ensure PDs remain current and accurate
• Conduct exit interviews and analyze trends to inform retention strategies
• Lead HRIS system upgrade project, including vendor selection, implementation, and staff training
• Maintain HR systems (ADP, BambooHR) and ensure data accuracy and compliance
• Support the VP of People and Culture with HR policy development and implementation

Benefits Administration and Employee Support (15%)

• Manage all aspects of benefits administration, serving as primary liaison between staff, insurance broker, and benefits providers
• Lead annual open enrollment process, including communications, decision support, and system updates
• Respond to employee benefits questions and resolve issues in partnership with providers
• Monitor benefits utilization and costs, providing recommendations for plan design improvements
• Ensure compliance with benefits-related regulations and reporting requirements

Culture and Engagement Initiatives (15% of role)

• Support DEI committee operations, including agenda development, goal tracking, and facilitation of discussion groups
• Administer quarterly staff engagement surveys via Culture Amp and analyze results to inform culture initiatives
• Oversee the Fun Committee and coordinate team-building events throughout the year
• Partner with VP of People and Culture on culture-building initiatives and employee engagement strategies.

Internship Program Oversight (15% of role)

• Provide strategic oversight of Issue One's internship program across all departments
• Ensure program timelines are met for posting, recruiting, screening, and making offers
• Monitor program quality and identify opportunities for improvement
• Supervise the Operations & Administrative Specialist in day-to-day program execution
• Maintain relationships with universities and recruiting partners to ensure diverse candidate pipelines

Knowledge Management and Systems Improvement (15% of role)

• Lead organization-wide Google Drive reorganization and ongoing maintenance
• Develop and maintain an organizational knowledge library and HR documentation
• Create and maintain standard operating procedures for recurring HR processes
• Identify and implement process improvements across people operations
• Ensure staff complete monthly allocation reports and lobbying time tracking on schedule
• Provide ad hoc support to Senior Finance Director on projects as needed

Job-Related Experience

• 4-6 years of progressive HR or people operations experience, including at least 2 years in a role with independent decision-making authority
• Demonstrated experience managing HR systems (ADP, BambooHR preferred) and leading system implementations or upgrades
• Experience with benefits administration and employee lifecycle management
• Commitment to building inclusive and equitable workplace practices

Job-Related Knowledge, Skills, And Abilities

• Strong systems thinking and process improvement orientation
• Excellent interpersonal skills with ability to handle sensitive employee matters with discretion and sound judgment
• Strong written and verbal communication skills, including ability to write clear policies and procedures
• High proficiency with Google Workspace, Excel, HRIS platforms, and Mac iOS
• Exceptional organizational skills with ability to manage multiple priorities and deadlines
• Ability to work independently while knowing when to escalate issues
• Collaborative approach with ability to build relationships across all levels of the organization
• Project management skills with experience leading cross-functional initiatives

Work Coordination And Supervision

The Culture and Finance Manager reports to the VP of People and Culture and meets weekly for check-ins and strategic alignment. The Manager participates in regular operations team meetings and provides guidance and work direction to the Operations & Administrative Specialist on HR and internship program matters.

Decision Making

The Manager owns operational decisions related to HR processes, benefits administration, and routine people operations matters. They make independent decisions about process improvements, vendor selection for HR tools (within budget), day-to-day HR matters, and initial responses to employee concerns. They consult with the VP of People and Culture on policy changes, significant employee issues, compensation decisions, matters requiring disciplinary action, and issues with organizational impact. They obtain approval before making purchases over $1,000, implementing new systems or tools, or changing policies that affect multiple departments.

Development and Growth

This role provides a significant opportunity for professional growth in people operations and organizational development. The Manager will gain broad exposure to HR strategy, benefits design, culture initiatives, and systems implementation—building the foundation for future Director-level roles in People & Culture.

Structure and Location

This full-time, salaried, fully benefited position requires 40 hours per week. While it’s preferred for this role to be based in the Washington, D.C. area, it could become remote if the selected candidate is highly qualified. If based in DC, all staff are required to come to the office twice a week (Tuesdays and Wednesdays).

Benefits

Issue One has developed a comprehensive benefits package that invests in our staff to improve their health and promote a solid work-life balance:

• All full-time employees are eligible for a platinum health plan with 100% of the premium paid by Issue One. In addition, the organization covers 75% of the premium for all spouses and dependents of IO staff.
• Staff receives more than 50 paid days off annually, including holidays, vacation, personal time, and office-wide closures.
• Issue One provides reimbursements and stipends for commuting and any work-related travel.
• Issue One offers wellness reimbursements and student loan assistance. They are also eligible to be reimbursed for stepping outside of their comfort zone and doing something they have never done before.
• All staff are encouraged to participate in professional development throughout the year, and the organization hosts several opportunities for fun and fellowship.

Tentative Recruitment Timeline

Feb 3-13: The position is posted, and resumes are collected

Feb. 16-18: Resumes are screened and top candidates are identified for interviews.

Feb. 23-27: First-round panel interviews take place.

March 2-4: Second-round panel interviews with finalists take place.

March 5: Preferred candidate named and the role offered (contingent on a background check and verification of all educational credentials).

April 1: New candidate begins (flexible start date)

Special Note: While Issue One will do its best to follow the above timeline, there are instances where the selection process is shortened or delayed due to circumstances beyond our control. The organization will do its best to update all selected candidates on any changes to the timeline. In addition, while resumes may be submitted after July 14, there’s no guarantee they will be screened for a potential interview.

DEI Philosophy and Self-ID Questionnaire

At Issue One, diversity, equity, and inclusion (DEI) drive everything we do. We celebrate the unique perspectives and experiences that each individual brings to our team. Your voice matters to us, and we're committed to creating an environment where everyone feels valued and respected.

As part of our ongoing DEI efforts, we invite all applicants to voluntarily complete our self-identification questionnaire. Rest assured, your responses are confidential and have no impact on your job application. This survey helps us better understand our diverse community, ensuring that everyone has equal opportunities for success.

How to Apply

Interested applicants can apply by clicking here. Please include how you heard about the position.

Issue One is committed to the principles of equal employment. We are committed to complying with all federal, state, and local laws providing equal employment opportunities and all other employment laws and regulations. We intend to maintain a work environment that is free of harassment, discrimination, or retaliation because of age, race, color, national origin, ancestry, religion, sex, sexual orientation (including transgender status, gender identity, or expression), pregnancy (including childbirth, lactation, and related medical conditions), reproductive health decisions, marital status, personal appearance, matriculation, political affiliation, credit information, employment status, physical or mental disability, genetic information (including testing and characteristics), veteran status, uniformed servicemember status, status as a victim or family member of a victim of domestic violence, a sexual offense, or stalking, homeless status, or any other status protected by federal, state, or local laws. The Company is dedicated to the fulfillment of this policy in regard to all aspects of employment, including, but not limited to, recruiting, hiring, placement, transfer, training, promotion, rates of pay, fringe benefits, and other compensation, the application of disability and/or temporary disability policies, termination, and all other terms, conditions, and privileges of employment.