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About Urban Teachers Urban Teachers is a nationally recognized, non-profit, teacher development program that specifically prepares and supports novice teachers to meet the needs of public school students in urban settings, currently operating in Baltimore, Washington, D.C. and Dallas. Unlike most teacher preparation programs and professional development providers, Urban Teachers is uniquely focused on delivering a thorough, rigorous, and cohesive experience to future teachers, ensuring that they are prepared through clinically-based coursework and classroom experiences, placed in teaching positions within schools that will foster their growth, and then supported to remain in the classroom long term as highly effective teachers. Urban Teachers does this by recruiting outstanding candidates dedicated to serving urban populations, and then deeply investing in their development by providing an immersive 14-month residency that includes 80+ hours of one-on-one coaching; participants in the program receive a master’s degree from Johns Hopkins, as well as dual-teaching certification (including Special Education). Since 2009, they have developed over 1,200 highly effective educators impacting over 134,000 students. Over the last decade, Urban Teachers has had an intentional focus on attracting and retaining teachers of color to better reflect the students and communities they serve. In 2019, building upon their beliefs and consistently ensuring that their aspiring-teacher cohorts include 50%+ people of color, they launched the Black Educator Initiative, with the goal of preparing and placing 1,000 new black teachers in classrooms by 2023. Learn more about Urban Teachers’ program and their impact   here . About the Opportunity With a 10-year history and a program that has been recognized for best-in-class quality, Urban Teachers is looking to significantly grow - with a specific emphasis on growing the number of aspiring Black and Latinx teachers in the program - and increase their reach and impact over the next decade. To accomplish that, the VP of Recruitment & Admissions will be responsible for the full life cycle of identification, outreach, recruitment, selection, and enrollment of Urban Teachers’ annual cohort of aspiring teachers. The VP will report directly to the CEO and serve on the executive team, collaboratively leading the design and implementation of the organization’s strategy for growth, impact, financial sustainability, brand awareness, and public policy influence. How You’ll be Measured: Executive Leadership:   As a leader at Urban Teachers, collaborate with other leaders in the organization to drive and implement strategies to grow the footprint of Urban Teachers and improve operational efficiency. Strategic Thinking, Implementation, and Program Growth:   Develop and execute a vision and strategy to significantly grow annual enrollment, with a minimum goal of doubling annual enrollment in the next five years and a specific focus on increasing the numbers of Black and Latinx candidates. Budget Management:   Manage and tactically allocate a budget of over $2M and drive towards efficiencies in terms of dollar and yield. Team Leadership:   Build, manage, develop, and coach the recruitment and admissions team to meet and exceed goals; set goals to drive team performance, maximizing the efficiency and effectiveness of the team; build management capacity of team members. Equity, Diversity, and Inclusion:   Model, embody, and lead Urban Teachers’ value of being an anti-racist organization, threading this value through all of your team’s work and the work of the organization. Continuous Improvement:   Keep a pulse on best-in-practice recruitment strategies with the desire and ability to learn from other organizations (within industry, adjacent to industry, and outside of industry); monitor long-term applicant and teacher performance trends and use findings to refine strategic operations. External Partnership Management:   Identify, build, and manage external partnerships with feeder organizations like City Year and the Breakthrough Collaborative, as well as Teach For America and Johns Hopkins. External Representation:   Represent the organization externally (as needed), serving as a brand ambassador and expert in your field.

About Common Justice: Common Justice develops and advances solutions to violence that transform the lives of those harmed and foster racial equity without relying on incarceration. Locally, they operate the first alternative-to-incarceration and victim-service programs in the United States to focus on violent felonies in the adult courts. Nationally, they leverage the lessons from their direct service to transform the justice system through partnerships, advocacy, and elevating the experience and power of those most impacted. Rigorous and hopeful, they build practical strategies to hold people accountable for harm, break cycles of violence, and secure safety, healing, and justice for survivors and their communities. Common Justice knows that communities impacted by crime and violence—and crime survivors in particular—have essential expertise about what produces safety, what constitutes accountability, and what facilitates healing. They believe that any social change platform—including a policy agenda, budgetary priorities, local social service needs, and community mobilizations—must be deeply rooted in the wisdom, power, and engagement of the people whose lives are at stake in these changes. About the Opportunity: There are a wide range of extraordinary advocacy groups in New York State, most of which are intently focused on winning critical, shorter-term victories in the various movements for criminal justice reforms. Common Justice’s policy work does not compete with these efforts, but rather builds a longer-term policy vision that transforms current ineffective responses to violence ranging from criminal justice and sentencing reform to increasing access to healing services to housing. To do this, they are beginning to lay the foundation for the long haul ahead, building the relationships and resources necessary to shift power and secure transformative change. A newly created role, the Vice President for Organizing and Policy (VP) is responsible for developing and leading this healing equity movement-building dimension of Common Justice’s work. Through both on-the-ground organizing and strategy development that is deeply connected to the needs of people impacted by violence, the VP drives the effort to ensure that people of color have the power and capacity to ensure healing equity, and that systems and structures act in support of every community’s inherent right to heal. Reporting to the Executive Director, the VP will play a key role on the executive leadership team, contributing to overall organizational health and strategy. The VP manages the National Director and Project Manager of United for Healing Equity, and has the opportunity to build a team, selecting the people and tools to effectively structure and deliver this work. How The VP will be Measured: Organizing & Healing Equity Leadership: Lead Common Justice’s base-building strategy; develop membership and leaders among people impacted by violence. Conduct foundational listening sessions with directly impacted people in New York City to co-develop a long-term advocacy and policy agenda to address violence in a way that ensures healing equity, reflects learnings from listening sessions, and directly connects to the needs of those impacted (i.e. does not rely on incarceration); secure those changes at state and municipal levels. Expand and lead a national network of people and organizations committed to healing equity. Work collaboratively with the Director of Communications to elevate the voices of those impacted by violence. Oversee the training and technical assistance efforts related to organizing for healing equity; support targeted allied efforts nationally. Build out the organizing and policy healing equity team, providing the right resources, tools, support, and development for the team to optimally and accountably deliver the work. Executive & Organizational Leadership: Collaborate with the executive leadership team to determine organizational strategy, priorities, decisions, and initiatives. Provide thought partnership and leadership on organizational health and culture matters (i.e. leadership development and manager capacity building; employee policy and practice, etc.). Develop and manage departmental budget.

Do you love building relationships with social justice leaders? Is networking your jam? Have people praised your ability to spot and hire superstars? The Management Center (TMC) is seeking a Director of Talent to ensure our recruiting and hiring processes continue to yield the amazing talent we need to achieve our mission (see below!). We’re looking for candidates who have a discerning eye for talent, who apply racially equitable and inclusive talent practices to finding great hires, who are excited to support the progressive and educational equity movements, and who love both the out front work of getting to know candidates AND the behind-the-scenes work process of systems management and improvement.   Who We Are Our mission is to help social change leaders learn how to build and run more effective organizations so they can deliver great results. Founded in 2006, we’re now a 45+ person, $10 million organization (and growing!). We've helped shape the practices of hundreds of influential organizations and thousands of individual managers, with a particular focus on social justice organizations.  Our clients work on issues – like promoting immigration reform, fighting for racial, economic and gender justice, advocating for educational equity, and protecting voting rights – where they face an inherently uphill battle and so must fight more effectively than their opponents if they are going to win. We aim to help them do that by making their organizations as effective as possible, by providing coaching, training, and publications for the broader field. The Director of Talent will be a critical and integral member of the team who will work across programs and sectors within the organization to grow our staff with colleagues who can help us meet our goals and achieve our mission.   What You’ll Do As the demand for TMC’s services has grown, so too has our team -- and we still have more need for our services than we have people on the team to deliver, which is the reason why you’re reading this posting right now!  You will report directly to TMC’s Partner for Talent & Equity, Valerie Evans, and be responsible for project managing the filling of immediate openings and supporting the efforts of growing our talent pipelines for future needs.  The role will evolve over time as we continue to build out our teams, but in the first year the core of your work will be: Managing a significant portion of our hiring processes -- approximately 50% of your tim e Provide a welcoming experience for candidates so they feel valued throughout their process Ensure candidates, whether hired or not, leave their hiring experiences bigger fans of TMC Owning Administrative Team hiring processes and serving as a helper for other roles: Work with hiring managers to craft the must-haves, evaluations, job descriptions, interviews, and exercises for new roles Strategize on how to recruit and support hiring managers in their efforts Conduct weekly meetings with hiring managers to check status, troubleshoot, and strategize toward making a successful hire Owning job postings Serving as primary initial screener for most/all open roles Scheduling candidates and interviewers throughout hiring processes Managing TMC’s applicant tracking system (JazzHR) -- including training hiring teams on its use  Supporting process improvements -- approximately 30% of your time Thought-partnering with the Partner, Talent & Equity and hiring managers regarding ongoing improvements and initiatives (e.g. revamping current hiring processes, developing hiring processes for new roles, creating and maintaining talent pipelines for future talent needs) Keeping an eye on the numbers to ensure no gaps in our hiring processes across racial and gender identity lines (or other identity differences) Proposing and implementing more equitable and inclusive solutions to our hiring challenges Supporting special projects/initiatives related to TMC’s internal racial equity and inclusion work   Increasing our pipelines -- approximately 20% of your time Contribute to increasing our pipeline of applicants and candidates moving into final rounds who are people of color, indigenous people, and gender non-binary people Cultivating relationships with prospective candidates for entry- and mid-level roles (both for immediate and longer-term hiring plans) Conducting informational interviews Own our monthly hiring informational calls What Else You Should Know We are an equal opportunity employer, are committed to racial equity, and we make a particular effort to recruit people of color, indigenous people, and gender non-binary people to apply for open positions.  This position is based in Washington, D.C., and is full-time.  We also offer the opportunity to work from home at least one day per week.  The salary range for this role is between $71,400 - $102,000, with exact salary depending on experience and new staff rarely starting at the top of the range.  We also offer excellent benefits, including an additional 5% employer contribution to your retirement fund with no match required.

Senior Major Gifts Officer Development Department Union of Concerned Scientists Cambridge, MA The Senior Major Gifts Officer (MGO) has responsibility for advancing the major gifts program through the successful identification, cultivation, solicitation, stewardship, and retention of major gift prospects and donors in an assigned region. Reporting to the Director of Major Gifts, the Senior MGO will have primary responsibility for managing a portfolio of $25k+ donors and prospects in that region; developing and implementing customized strategies for each assigned prospect/donor; monitoring the progress of individual prospect plans; and actively prospecting to build a robust major donor pipeline. The Senior MGO will work closely and strategically with Planned Giving and Stewardship teams, the President, senior UCS staff, board members, and volunteers.   Development Resources,  inc.  (DR i ) is leading this search for the Union of Concerned Scientists. Candidates who meet the minimum qualifications are invited to learn more and apply by visiting  http://driconsulting.com/position/senior-major-gifts-officer-ucs/ or via email at  search@driconsulting.com . Please, do not submit application through UCS’ website.  

Portland Public Schools is seeking a Director of Budget and Analysis to join our Business and Operations team. This important role is responsible for directing and managing the financial forecast processes as well as providing financial analyses and recommendations for important district decisions. This role will oversee the preparation and management of the annual budget, regular forecast cycles, revenue forecasting and reconciliations, and the maintenance of systems and processes in support of these objectives. Of paramount importance in this role is the responsibility to build a strong team partnering with leaders in Business and Operations, central Teaching and Learning as well as the leaders within the PPS school buildings to ensure that we are collectively able to deliver on our District goals.

About BPI: Formed in 1999 to address the mass incarceration crisis, the Bard Prison Initiative (BPI) defies expectations of who college is for and where it might lead. For twenty years, BPI has reimagined and redefined questions of availability, affordability, and expectations typically associated with college in America. One of the most rigorous and effective college-in-prison programs in the country, BPI is now extending its radical intervention in educational inequity outside of prison through the Bard Microcollege. BPI currently enrolls 400 women and men across six New York State prisons and two microcollege campuses. To date, students have earned 550 Bard college degrees. About the Opportunity : The Director of Finance and Operations serves as the de facto chief financial and human resources officer of BPI and reports directly to the Executive Director. The Director’s main charge is in identifying and implementing the infrastructure and systems needed to support BPI’s growth. The Director ensures that BPI responsibly manages its finances and financial responsibilities; that it can enter into and maintain effective contractual relationships; that it can expand its infrastructure and staff size; and that staff can rely on consistent and equitable administrative policies and practices, as well as support opportunities for professional development. Key Responsibilities & Outcomes: BPI’s contractual and financial relationships are centralized, organized, and optimal BPI employees recognize the fairness, logic, and transparency of employee policies Develop comprehensive knowledge and communicate all BPI’s contractual obligations with colleagues to ensure that those contractual obligations are met Establish new BPI office buildings or spaces in Annandale and NYC Conduct financial reconciliations on a quarterly basis with appropriate record-keeping BPI always satisfies financial reporting and auditing requirements Develop a smooth and efficient process to communicate necessary budget information for grant proposals and reports with the BPI Development team Handle invoices and payments in an efficient and organized manner Effectively manage the negotiation of new contracts, including leases Manage all new staff positions in an organized process from initial announcement and recruitment to appointment details and on-boarding Oversee process and timeline of staff evaluations and reappointments, working with supervisors, ED, and the Bard College Human Resources office Develop a BPI employee handbook to include established policies concerning reimbursement, time off, confidentiality, conduct, etc. Supervisors follow consistent policies to create meaningful opportunities for staff professional development

Web Content Manager Communications Department Union of Concerned Scientists Cambridge, MA   The Position Are you good at cutting through internet clutter with captivating messages? Can you think strategically about moving the needle on important social and environmental issues? Do you care about making meaningful change in the world? If so, the Union of Concerned Scientists (UCS) invites you to apply to our open Web Content Manager position.   As a Web Content Manager, you’ll work hand-in-hand with scientists, campaigners, and lobby staff in our transportation and nuclear weapons campaigns, offering strategic communications advice and helping them distill their messages for a broad audience. You’ll join a creative digital team in the UCS Communications department, tasked with creating, project-managing, and maintaining our organization’s digital media presence. The content you’ll be responsible for can range from written articles to visual and video-based storytelling projects.   The Union of Concerned Scientists (UCS) is an independent national nonprofit working to solve some of our planet’s most pressing environmental and safety problems. Our work ranges from combating global warming and developing sustainable ways to  feed ,  power , and  transport  ourselves, to fighting misinformation,  advancing racial equity , and reducing the threat of nuclear war.   Responsibilities The Web Content Manager: Provides day-to-day web content oversight and support for select UCS programs and campaigns Offers high-level strategic input on online communications efforts Writes, edits, and maintains content for a general audience, following established workflow and editorial processes. Ensures content is technically accurate, reflective of our diversity, equity, and inclusion efforts, and aligned with UCS strategies and branding guidelines Either creates by themselves or project-manages multimedia projects, including interactive media and video. In collaboration with the web team, defines the best format for content initiatives, and serves as the primary contact for project vendors Edits, proofreads, and publishes blog posts, often in a time-sensitive manner. Ensures staff bloggers are posting with sufficient frequency and adhering to best practices. Holds regular meetings with staff bloggers and provides guidance as needed Oversees or helps with other sections of the website as assigned, or with broader organizational initiatives Maintains an understanding of UCS issues and positions, particularly in assigned content areas   Qualifications and Experience Candidates must have strong project management skills, demonstrated knowledge of communications strategies, and familiarity with creating or project-managing basic online mediums: HTML, video, and interactive features.   Candidates should also have expert-level writing and editing skills. They should be proficient with the PC/Windows environment, especially MS Office. Knowledge of Adobe Photoshop, Google Analytics, and SEO best practices a plus. Familiarity with a CMS such as Drupal and WordPress a plus. Bachelor’s degree or equivalent preferred.   Work requires at least five years’ experience in web writing and digital media, content curation, and communications strategy. Candidates should be able to interpret complex scientific/technical content for general audiences.   Successful candidates will be very organized self-starters who possess outstanding attention to detail, and who can manage multiple projects/deadlines and thrive in a fast-paced, quickly evolving environment. The ability to communicate clearly and work effectively in a team environment is required. Experience in online advocacy is a plus.   At UCS, comparable training and/or experience can be substituted for degrees when appropriate.   May spend extended periods at a computer.  Occasional overnight travel required, roughly 5 days per year.     UCS is an equal opportunity employer continually seeking to diversify its staff. In particular, we’re dedicated to broadening opportunities for individuals from demographic groups that are historically underrepresented in the sciences and in environmental advocacy. We’re also committed to building an inclusive workplace culture where talented people of widely diverse backgrounds can thrive. We've adopted this commitment because we believe the inclusion of culturally diverse perspectives will improve our work and produce better societal and environmental outcomes for all, including historically disenfranchised communities. We are actively seeking people who bring diverse backgrounds and perspectives to join us in this work.   Compensation, Hours, and Location: This is a full-time position based in UCS’s Cambridge, MA office. For those who meet all position requirements, the salary is around $60,000 annually. UCS offers excellent benefits and a rewarding work environment. Information about the organization is available at http://www.ucsusa.org . A listing of all open jobs is available at https://www.ucsusa.org/about/jobs-ucs .   To Apply: Please go to https://www.workable.com/j/88BCD2B04B , and upload a cover letter, resume, and writing sample. In your cover letter or resume, please highlight any digital media that you’ve been involved with. Please also include salary requirements in the cover letter. Upload materials in Word or PDF format only. No phone calls, please.   Deadline : July 7, 2019, or until filled.

About The Center: The Lesbian, Gay, Bisexual, & Transgender Community Center (The Center) has been a comprehensive resource and refuge for LGBTQ individuals and communities in New York City since 1983. With their doors open 365 days a year, they welcome 6,000 unique visitors weekly, providing: health and wellness programs; career development; family and parenthood support services; and arts and cultural events. With a long history of advocacy and advancing the rights of LGBTQ New Yorkers, The Center is deeply connected to the community and held as a premier, historically significant institution. They continue to evolve their program offerings and impact in the community, having doubled their budget over the past six years. They are also a leader in developing cutting-edge, community-responsive programming that is widely replicable. Learn more about their history and work at   gaycenter.org . The Opportunity:   The Center is staffed by approximately 130 full- and part-time employees that make up eight departments, including programs, development, finance, people, advocacy, communications, and operations. Beginning in 2017, The Center underwent a multi-step process to transition nearly all of its data to the Salesforce platform. As part of the transition, The Center has committed to more intentionally utilizing data to inform decision making and better understand the organization’s effectiveness and impact at fulfilling its mission. As a key member of the senior leadership team reporting to the Chief Operating Officer, the Senior Director of Data and Evaluation (SDDE) will develop the vision to ensure The Center becomes a data-driven organization. To do this, the SDDE, in partnership with the Executive Team, will create the strategy and facilitate the change management process to ensure the commitment to, and adoption of, a data-driven culture and practice throughout the Center.  The SDDE will manage a team of four, including the Revenue Systems Data and Evaluation Manager, Program Systems Data and Evaluation Manager, Salesforce Administrator, and Data Quality and Training Coordinator. This team is charged with overseeing all enterprise systems at The Center, including the collection, analysis, and reporting of data with a focus on performance metrics and continuous improvement across the organization. How The SDDE Will Be Measured: Leadership & Vision:   In partnership with the senior leadership team, set the vision and create the strategy for data and evaluation in order to improve The Center’s collection and use of data across the entire organization. Change Management:   Align people, systems, and improvement projects by connecting the data and evaluation work to The Center’s mission while building trusting and collaborative relationships with Center staff to create a shared vision and buy-in. Enterprise Systems Assessment & Development:   Working across departments, design an enterprise system roadmap through ongoing needs assessments, comparing systems’ current state to desired future state, developing nuanced understanding of The Center’s goals, and planning for risks and opportunities. Team Management:   Effectively translate goals into strategies and tactics for the team; support and hold the team accountable for achieving those goals. Metrics and Outcomes:   Work with the senior leadership team to establish measurable outcomes for each department, define what teams measure, and provide the tools, support and oversight to achieve outcomes.

The Management Center (TMC) is continuing to grow! We’ve been steadily expanding, and we are seeking an experienced educational equity leader to work with our clients (e.g. school leaders and other educational equity leaders who have managed senior level people in a school system or network of schools).  You will lead coaching engagements and serve as a teacher/coach/trainer/nudge/confidante/advisor/thought-partner to client executives, with the aim of helping them build their teams into high performing organizations that deliver great results. Ideal candidates won’t be lifelong consultants or necessarily have any consulting experience at all.  Rather, we seek experienced managers who have produced results and who have a passion for teaching other leaders from diverse backgrounds how to do the same. Who We Are We view educational equity as much-needed social change, and our mission is to help social change leaders learn how to build and run more effective organizations so they can deliver great results. Founded in 2006, we have helped shape the practices of hundreds of influential organizations and thousands of individual managers, focusing in particular on leading progressive organizations working for social change. Several years ago, we expanded our reach to include the educational equity sector.  This sector development is still in start-up mode as we build our support of superintendents, organizations advocating for more equitable educational policies, school leaders responsible for the children and adults in their buildings, among other leaders in the education space.  Our clients work on issues where they face an inherently uphill battle and so must fight more effectively if they are going to achieve their missions and do their best for children.  We aim to help them by making their organizations as effective as possible. A great deal of our work involves direct coaching of clients, and we also offer publications and training to the broader field. Along the way, we have built a strong reputation:  on our most recent anonymous survey, 95% of clients said they “Strongly Agree” (the top choice on a 7-point scale) that they would recommend TMC to a friend.  Such positive word-of-mouth has created fairly explosive demand for our services that the new coach will help us meet. What You’ll Do Your job will be to instill the management practices that will help your educational equity clients build higher-performing organizations that deliver great results.  You will work with principals, superintendents, executive directors and their senior teams to help them define ambitious goals; manage for execution; implement rigorous “people practices,” including selecting and retaining a diverse team of the best talent and letting go of people who don’t meet a high bar; and build cultures that reinforce a high bar for performance, constant improvement, and values like equity and transparency. At any given time, you will lead roughly four to six intensive client engagements and several other less intensive relationships.  Your work with clients might include: Observing them in action, diagnosing their needs, and designing the scope of our work with them; Delivering services to clients, including coaching senior executives one-on-one, designing new organization-wide systems, providing advice on challenges of the day, and conducting trainings for senior teams; Serving as the primary point of contact for clients and developing strong working relationships with them; In the friendliest way possible, nagging client leaders to make sure they are following-up on their commitments; and Prioritizing across client needs to ensure we spend our energy wisely. Beyond your work with clients, you will help build and grow TMC.  This means you will leverage your networks and cultivate strong relationships to identify additional educational equity leaders and organizations that could benefit from TMC’s services.  You also might develop new tools for all of our clients to use, identify better approaches for how we engage with clients, or help us come up with more effective ways to assess our progress.  You will also help shape the organization’s strategic direction, and serve as an external ambassador with key constituents. You will report to one of our senior coaches, who will measure your success primarily by improvement in your clients’ practices, client satisfaction, revenue generated, and fit with our culture. Who You Are To be successful in this job, you will excel in four areas: Management instincts :   You will have a demonstrated track record of success in managing a high-performing organization, department, or team, and will therefore bring a deep understanding of what it takes to produce results, instincts for going beyond the “textbook” to get to solutions that will work, and an appreciation for the CEO perspective and what it’s like to be in a senior management role. Critical thinking skills :   You will need the smarts to quickly become “fluent” in your clients’ contexts, analyze situations to see beyond the surface of challenges, and effectively customize general practices to fit clients’ particular needs. Interpersonal ability and a strong lens on issues of racial equity :   You must be able to build trust and goodwill with clients and demonstrate deep respect for the clients’ work.  You’re the kind of person who thrives on teaching and developing others, while bringing a healthy impatience to see progress. And because our clients and their teams come from a wide range of backgrounds, you can thoughtfully navigate issues related to racial and gender (and other) diversity, equity, and inclusion and bring a deep commitment to advancing these values. Business development :  You are comfortable pitching TMC services to potential educational equity clients.  You can negotiate pricing and contracts for your coaching services, understanding how to navigate supporting high-priority clients who might need additional assistance. We are more interested in these four qualities than in any particular type of experience. However, because you will need to be able to relate as a peer to school leaders and other senior leaders in the education sector, you will also presumably bring experience yourself having operated as a principal/building leader or managed senior level people in a school system or network of schools.  We know that there are other types of senior educational equity leaders who may not have run a school, but they could be successful in this role (e.g. Chief Operating Officers, Chief Financial Officers, Managing Directors of Program).  Please apply! Finally, you need to fit well with our culture, which we like to think combines excellence with heart (and a keen sense of humor helps). What Else You Should Know Our coaching roles comes in two varieties – a more junior position (Vice President) and a more senior position (Partner), with the difference between the two being the executive experience you bring and the type of clients with whom you work. Our most urgent current need, given our current client demand and staff makeup, is for a Partner-level coach based anywhere in the United States. This position is full-time and requires moderate travel 1 – 4 days per month). The full-time salary range for VP roles is between $91,800 to $128,520, and between $122,400 to $166,400 for Partners, with exact salary depending on experience and new staff rarely starting at the top of the range. We also offer excellent benefits, including an additional 5% employer contribution to your retirement fund with no match required. We are an equal opportunity employer, are committed to racial equity and social justice, and we make a particular effort to recruit people of color to apply for open positions.  What Now? If this seems like you, please complete an application!

Do people who know you refer to you as “The Connector” or some other type of network aficionado nickname?  Does your commitment to every child’s education drive you to do whatever needs to be done to ensure that education is of the quality they deserve?  Have you seen the difference effective and equitable management practices can make in how well teams can deliver results for the children they educate?  We’d like a word with you! The Management Center (TMC) is seeking our first Partner, Education Sector Engagement & Partnerships to contribute to the ever-expanding work of our Educational Equity (Ed Equity) Team.  The Partner will leverage their, and TMC’s, networks of leaders, schools, and organizations committed to the success of every child to build and grow partnerships with TMC to offer our services of management coaching and training.    Who We Are We view educational equity as much-needed social change, and our mission is to help social change leaders learn how to build and run more effective organizations so they can deliver great results.  Founded in 2006, we have helped shape the practices of hundreds of influential organizations and thousands of individual managers, focusing in particular on leading progressive organizations working for social change.  In 2015, we expanded our reach to include the educational equity sector. This sector development is still in start-up mode as we build our support of superintendents, school leaders responsible for the children and adults in their buildings, among other leaders in the education space, and organizations advocating for more equitable educational policies.  Our clients work on issues where they face an inherently uphill battle and so must fight more effectively if they are going to achieve their missions and do their best for children.  We aim to help them by making their organizations as effective as possible. The Ed Equity Team has ambitious goals to support as many school leaders and organizations that educate some of our most vulnerable populations (students of color and low-income students) as possible.  We are particularly committed to serving schools/organizations led by and for leaders of color and indigenous leaders.   What You’ll Do Reporting to the head of the educational equity sector, the Partner will be an integral member of the team who will create an outreach game plan and execute it by quickly identifying and winning over strategic clients who have high expectations for our work with them.  This individual will cut through all red tape to get the job done and secure future partnerships/business for our ed sector coaches and trainers in order to help us reach our ambitious goals. This newly developed role will evolve over time, but you’ll have 2 major areas of responsibility: Strategic engagement and partnership-building – approximately 70% of your time Build and maintain relationships across the education sector to generate business (primarily in schools, school districts, and non-profits/foundations that support either). Secure and/or maintain at least 7 Ed Equity partnerships within the first year with at least 1 being an organization lead by a person of color or indigenous person. Team support – approximately 30% of your time Identify/develop internal systems that make the building and maintenance of relationships with external partners easier to scale. Steward strategic partnerships that help us accomplish our goals around impact and number of managers trained, including Acting as a liaison between external partners and the rest of the Ed Equity team. Delegating logistical aspects of partnerships (e.g. writing contracts, conducting intake calls, scheduling onsite trainings) to the relevant TMC team member Collaborating with the Administrative Team and the Ed Equity Sector Head to ensure everyone has the information they need to move forward Lead trainings for select clients; including the majority of trainings at education conferences TMC attends If you were a member of the team this year, you would have been Networking with school and district leaders, hearing their needs, and recommending resources to them (TMC and others). Identifying and pursuing potential new partnerships that TMC’s Ed Equity Sector should pursue. Setting up the initial systems for new partnerships and analyzing the systems for current partnerships to ensure client needs met and all members our team understand their roles with the client. Creating an outreach plan to secure school leader management trainings for the summer. Partnering with large public school districts when big and tricky issues arise.   What Else You Should Know We are an equal opportunity employer, are committed to racial equity, and we make a particular effort to recruit people of color, indigenous people, and gender-non-conforming people to apply for open positions.  This position is full-time, can be based anywhere in the United States, and requires moderate travel (1 – 4 days per month).  The full-time salary range is between $122,400 to $166,400 for Partners, with exact salary depending on experience and new staff rarely starting at the top of the range.  We also offer excellent benefits, including an additional 5% employer contribution to your retirement fund with no match required.   What Now? If this seems like you, please complete an application!