Leadership Development and Equity Program Manager
United for Respect (UFR) is a national organization building an industry voice of people working for the country’s largest retail corporations. We are a multiracial movement of working people advancing a vision of an economy where corporations respect our work and recognize our humanity. We are building an economy that allows us to live and work in dignity. Through scaled leadership development and base-building, UFR’s growing network is challenging major corporations and policymakers to provide family-sustaining jobs for all working people. We leverage technology — social media and our digital platform, WorkIt — and bring the retail workforce into a shared community of support and advocacy.
About the Position
We are building the 21st Century labor movement, and we need a phenomenal and innovative Leadership Development and Equity Program Manager to mentor, support, and develop United for Respect member leaders, fellows, and organizers-in-training(OITs). This person will implement a training program to create an environment where fellows and OITs can thrive. This is a mid-level manager position managing the fellowship program as a component of our organization-wide equity and liberation work. This position will be responsible for administering a high-level leadership development program and training curriculum, as well as supporting fellows and OITs as they matriculate through the organization as staff members.
This is not a 9-5 job. We are looking for someone who is highly independent, able to manage a remote team, and capable of taking initiative. In this political climate, we are often working in rapid response moments, and we’re looking for someone who thrives in that environment. Most importantly, we are looking for someone who can support our OITs with compassion and understanding while curating an environment that develops their leadership and empowers them to hold us accountable to this component of our work. We have a culture of experimentation;we want you to propose big and wacky ideas that sometimes fail and sometimes succeed, and we want you to innovate and make adjustments as needed.
Because our fellows and OITs are positioned all over the organization, you will have to be attentive to some of our key organizing initiatives such as:
The Women’s Economic Stability Initiative, which spotlights the struggles of women in low-wage retail jobs and drives policy solutions to enhance their quality of life at home and work. UFR’s leaders have been at the forefront of fighting for fair scheduling, paid family and sick leave, and more comprehensive sexual harassment protections.
Emerging areas of interest and relevance in corporate and campaign strategy, including worker representation, future of work, automation, data and surveillance, and anti-trust/anti-monopoly.
Developing and supporting a racial justice and equity initiative that aligns with our vision and values of being an anti-racist organziation.
Developing and implementing a leadership development program, utilizing our unique online-to-offline organizing model that will build and leverage a broad base of UFR members and leaders in support for workplace and economic stability.
Member Engagement and Development
Ensures creation of training curriculum and professional development processes
Creates a process for growing and developing our fellowship program, including thinking about actions, trainings, and other opportunities to transition leaders into the program
Develops system of accountability for fellows and OITs to mobilize and track engagement of members and activists in their turf
Ensures the professional development of fellows and OITs and other member leaders through popular education, reflection, leadership training, and development of appropriate educational materials
Provides ongoing and deep support and mentorship to all UFR OITs, leaders, and fellows
Contributes and implements innovative ideas to improve leadership development and collective impact
Ensures that fellows, OITs, and member leaders feel empowered to serve as liaisons between UFR staff and members
Connects UFR fellows and OITs to job opportunities beyond UFR that are in alignment with their professional development and career goals
Maintains a running job bank for job positions in other movement organizations, including UFR
Works with fellows and OITs to explore different opportunities and understand individual needs for development
Trains and supports members in navigating technical aspects of career development
Staff Supervision and Mentorship
Co-supervises the fellows and OITs by providing support and accountability, alongside their department manager
Manages OITs success in meeting goals and deadlines by supporting them to create and meet goals in detailed work plans for themselves
Identifies training and development needs, opportunities, and resources for the OIT team; this includes hands-on training in the field, in the office, and with external partners
Provides ongoing constructive and compassionate feedback to fellows and OITs
Develops, implements, and enforces a system of practices to address equity and access in our organization for fellows and OITs
Supports development, implementation, and execution of leadership development
Supports OITs in building and running sharp organizing plans based on detailed power analyses and a strong theory of change
Provides strategic guidance to fellows and OITs on organizing plans, leadership development, and other projects
Prepares timely written reports and meeting summaries
Allies and Organizational Relations
Seeks out and creates opportunities for the organizing work to connect and build power, alliances, and solidarity toward shared vision and politics
Supports fellows and OITs in developing relationships with other partner organizations, particularly those aligned with their individual interests or career aspirations
Connects OITs to promising job prospects
Participates with fellows and OITs in coalitions and builds key relationships with movement allies
Ensures functional cross-team coordination between Leadership Development + Equity Program and UFR field team and other teams/departments at the organization
Works with the Director of Organizing and Deputy Directors to refine leadership development goals and help align organizing work to achieve those goals
Fosters a climate of innovation, cohesion, and integration amongst UFR members, leaders, and staff
This is not a place where we wish to rattle off a long list of “must haves.” We are looking for a creative and mature leader with vision and insight, recognizing that person could come from a range of backgrounds. We know that this is not a traditional program manager role and that it is most important to hire the best candidate that is also aligned with our values as an organization and as organizers.
Some or all of these would be great to see in the ideal candidate’s background:
At least 7 years of relevant experience in the labor movement, progressive organization, or political campaign
Experience in training and facilitation in regards to worker organizing, racial justice and equity, and professional development
Possess a strong aptitude for project management skills, and ability to work on tight timelines, with internal and external partners
Ability and energy to build deep connections and relationships with members and leaders of organizations
Demonstrated experience managing and developing staff from our membership base, seamlessly
The ability to prioritize among competing priorities and multi-task across a broad spectrum of collaborators to meet deadlines
Experience managing a team
Deep and extensive experience in leadership development and understanding of issues working people face in the world day-to-day
Excellent written and verbal communication skills with a sharp attention to detail and process and willingness to give (and receive) feedback.
Faith in working people’s ability to lead
Experience winning concrete community advocacy or policy campaigns, mobilizing and coordinating large numbers of people into action
Deep dedication to the leadership of directly affected people
Other qualifications we consider:
Commitment to confidentiality and the ability to exercise absolute discretion and independent judgment
Demonstrated alignment with United for Respect’s mission and campaigns, and an interest in deepening your commitment to economic, racial and gender justice
An organizing spirit, adaptability, and a positive attitude
Strong problem-solving, relationship-building, and interpersonal skills across a range of tasks and audiences
Ability to work with different people across multiple teams effectively
Demonstrated ability to be a proactive team player and take initiative
Exceptional interpersonal skills, ability to empathize, connect, and work with people who work in low-wage jobs from diverse backgrounds.
Highly motivated individual with a passion for transforming the lives of working people in low-wage jobs.
Comfortable with a remote work culture
A demonstrated commitment to social and racial justice issues and understanding of challenges facing immigrant communities, communities of color, and low-and moderate income families.
Location: Remote, National
Salary Range: $65,000 to $85,000 salary, depending on experience and geography.
Competitive benefits package provided for full-time employees and eligible dependents, including health, dental, vision, and prescription coverage and 401k. Ability to travel is a must.
United for Respect is an Equal Employment Opportunity employer and actively recruits people of color, women, individuals with disabilities, and members of the LGBTQ community. United for Respect provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.