Managing Partner, People Operations

Full Time

The application deadline has passed, but your application will be kept on file should you choose to apply.

Have you spent your career operating with the understanding that the people in an organization are its greatest asset?  Are you an experienced leader who centers equity and justice and has led work in the life cycle of talent (planning, recruiting, selecting, hiring, onboarding, developing and supporting, retaining, offboarding)? If so, we want to talk to you! The Management Center (TMC) is seeking a Managing Partner, People Operations to join our Admin Team. We are looking for candidates who have a background in HR/Talent leadership and are excited to lead an organization’s people function.  

Please note the application deadline was on April 2nd 11:59PM EST. We will not actively screen those who apply after the deadline. However, if you apply after the deadline and the position is not filled, we will review your application.

Who We Are

Our mission is to help leaders working for social change build and run more equitable, sustainable, and results-driven organizations. Founded in 2006, we’re now a 50+ person, $13 million, remote organization.  We've helped shape the practices of hundreds of influential organizations and thousands of individual managers and staff, with a particular focus on social justice and educational equity organizations. Our clients work on critical issues, like advocating for educational equity; promoting immigration reform; fighting for racial, economic, and gender justice; and protecting voting rights. We aim to help them make their organizations as effective as possible by providing coaching, training, and resources for the broader field.

What We Do

We work with organizations to advance justice and equity in the United States. Achieving our mission will take well-crafted strategies, winning hearts and minds, building power, and transforming systems and structures that were never meant to value or serve our communities or our planet.  Our communities and schools need strong, well-resourced leaders, organizations, and movements that can resist harmful systems, root in their vision in transformative practices, build new structures and win key battles that advance our collective interest. Effective management is one crucial way to help build the strong, well-resourced organizations, leaders, and movements we need.

What You’ll Do

Managed by the Chief Operating Officer (COO), Valerie Evans, the Managing Partner, People Operations effectively manages the people function to ensure TMC’s life cycle of talent (i.e. planning, recruiting, selecting, hiring, onboarding, developing and supporting, retaining, and offboarding) centers our core values and attracts, develops and retains amazing and diverse team members (e.g. diversity of race, gender identity, ability status, sexual orientation, skills, prior experiences).

The role will likely evolve over time, but at a minimum, you will:

  • Manage the People Operations Team (50%)
    • Lead the People Operations team
      • Manage the sub-functions include talent acquisition, internal operations, human resources and staff experience
      • Attract, support, develop, manage, and retain a high-performing people function (currently a team of 5 FT staff) in a sustainable, equitable, and results-driven manner
      • Directly manage the Partner, HR & Staff Experience and the Vice President, Talent
        • Manage managers
        • Support managers on your team and hold them accountable for managing their direct reports effectively 
  • Support Organizational Leadership and Culture (25%) 
    • Own org-wide priorities and goals connected to continuous alignment of our org culture with TMC’s core values
      • Set, and manage the execution of, a people function vision and strategy that directly supports and positively impacts organizational priorities, initiatives, and goals 
      • Lead data-driven initiatives to continue to retain high performers and strengthen TMC’s culture that centers justice, exemplifies “excellence with heart”, and operates in a remote-first context
      • Serve as key thought partner to the Chief Operating Officer for Admin Team-wide planning, problem-solving, and structure 
  • Spearhead Staff Development (25%) 
    • Serve as the lead, and collaborate closely with the Partner, HR & Staff Experience and COO, on org-wide collective learning opportunities
      • Assess organizational needs and design/identify and implement coherent and scaffolded collective learning experiences for TMC staff and managers
      • Own the content development (delegating, as needed) for all staff gatherings (ASMs, learning days, etc.)
      • Regularly evaluate the impact and benefits of collective learning opportunities

Specific things this person would be doing now:

  • Supporting the VP, Talent as a manager who has recently taken over all talent acquisition and the Partner, HR & Staff Experience, who manages a direct report with responsibilities outside of the Partner’s main scopes of work 
  • Assessing 2022 EOY data related to culture to develop a plan that guides TMC in one of its 2023 priorities to be a great place to work
  • Developing guidance for, and working with, identity-based caucus facilitators to make caucuses sustainable and fully self-driven entities
  • Crafting a detailed scope and sequence for all staff engagements (to encompass all staff meetings, bi-weekly staff calls, and potential learning days)
  • Lead a Talent Subcommittee of organizational leaders tasked with bringing multiple perspectives to dive more deeply into talent priorities 

Potential down-the-line projects (1 - 3 years out):

  • Managing the HR and Talent leads in integrating and streamlining People Operations systems
  • Supporting the COO and head of finance and data to assess and improve TMC’s compensation and promotion practices with an eye towards equity, sustainability, clarity, and transparency
  • Analyzing team and management competencies to create more cohesion and shared expectations across the organization for what the work looks like at all levels within the organization 
  • Working with team heads, and function/sub-function leads, to develop clearly articulated career pathways and learning/development experiences for different roles within the organization

Who You Are

To be successful in this role, you will be someone who will positively contribute to how we think about our culture: excellence with heart. More specifically, you will be most of the following:

  • People operations function leader (i.e. human resources, talent acquisition, and/or learning and development) in nonprofits and/or school systems: You have held direct responsibility for, or managed others on, the people operations function. You have a track record of implementing and executing equitable, just, and people-centered policies, procedures, and practices for the life cycle of talent (i.e. planning, recruiting, selecting, hiring, onboarding, developing and supporting, retaining, and offboarding). You are also able to successfully balance the needs of the organization and the needs of individual team members. 
  • Effective manager of full-time staff and teams. You have demonstrated commitment to effective management, which means management that is equitable, sustainable, and results-driven. You have experience in effectively managing a high-performing and diverse (race, gender identity, ability status) team - specifically experience building trust; garnering followership; recognizing and countering disparate impact and bias; setting ambitious, yet realistic, goals, clearly communicating them, and holding self and others accountable to the goals without succumbing to perfectionism or false urgency; delegating true ownership while staying engaged; giving developmental feedback; proactively and thoughtfully addressing performance issues; and retaining top talent with no gaps across lines of identity.
  • Demonstrated track record of advancing racial and gender equity. You understand the impact of systemic and implicit biases and inequities related to race, gender, and other identities that can play out in workplaces; able to surface this in ways that allow others to hear what is being said without compromising the integrity/clarity of the message. You center equity, justice, inclusion, and belonging in all aspects of the work. You proactively spot issues of equity and inclusion in the work and can bring practical solutions by drawing on personal experience combating white supremacy, racism, and other interconnecting systems of oppression. You can name and grapple with how your own identities play out in the work. You create inclusive cultures where all members thrive and develop equitable and just processes and policies.
  • Strong judgment + discernment to identify practical solutions and solve problems. You keep the big picture in mind while managing the details. You can weigh multiple, and competing factors; the impact of various decisions; who may be helped or harmed as a result of those decisions; and identify practical options. You identify and troubleshoot problems as they develop, and are able to trace issues back to root causes to identify lasting solutions. You recognize when different circumstances require different actions. Charts useful, solutions-oriented paths forward in tough situations. You are also able to make decisions that may be unpopular in the short term in order to get to better overall outcomes.
  • Demonstrated strong interpersonal skills through excellent communication, collaboration, and relationship-building. You effectively develop and build trusting, authentic, and reciprocal relationships across lines of identity and power. You model and contribute to building an inclusive team culture centered on TMC’s values. Collaborative. You can engage and navigate multiple stakeholders (often with differing points of view and opinions). You manage effectively upwards / sideways / diagonally. You also communicate directly with clarity and kindness, particularly on tough or sensitive topics. You provide timely and responsive to all colleagues and external stakeholders. You are able to engage in constructive conflict, advocate for your own perspective, and still seek convergence and alignment with other decision-makers, as needed.

What Else You Should Know

We are an equal opportunity employer, are committed to racial and gender equity, and we make a particular effort to recruit candidates who identify as Black, Indigenous, people of color, and gender non-binary to apply for open positions. 

We also strive to ensure our hiring process, including the submission of the application, meets your needs. To submit an application to this post, you will need to upload a resume and answer a few questions (using open text and multiple choice answers). If there are accommodations that would help you in submitting the application, please email . For accommodations needed during the interview process, we have a section to indicate this in the application (no need to email). 

The position can be based anywhere in the U.S. and is full-time. Once it is safe to travel again, and TMC is doing in-person work, this position might involve travel 5-6 times a year.

The salary range for this role is between $162,322 - $195,420, with exact salary depending on experience.  We aim to offer competitive salaries and benefits and are committed to equity, trust, and transparency in compensation. Basing compensation on someone’s willingness and ability to negotiate or on their prior salary leads to wide inequities and bias in how people are paid, particularly for groups experiencing historical oppression. Therefore, we do not ask for prior pay history from our candidates and our offer-making process is negotiation-free for salaries and benefits.  We determine the best possible salary offer based on relevant experience and extent to which candidates demonstrate the competencies for the role during the entire hiring process. TMC also uses our annual performance evaluation process at the end of each year to determine raises and promotions.    

We also offer excellent benefits, including an additional 5% employer contribution to your retirement fund with no match required.



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