Human Resources Director: Big Brothers Big Sisters Independence


JOIN A FORWARD-THINKING ORGANIZATION THAT HAS BEEN PROVEN TO MAKE A POSITIVE IMPACT ON CHILDREN’S LIVES. Big Brothers Big Sisters Independence (BBBSI) is proud to have achieved a 4-star rating by Charity Navigator, their highest level of distinction. BBBSI is the largest BBBS agency in PA/NJ and fourth largest in the nation. Our mission is to build and support one-to-one relationships to ignite the biggest possible futures for youth. We also strive to strengthen the youth mentoring field through collaboration, training and technical assistance, data collection, and advocacy.


Reporting to the Vice-President, Administration, the Director, Human Resources acts as a strategic business partner to senior leadership on a variety of issues, including leadership development and talent management.  They will cultivate relationships to ensure that HR delivers value, service excellence and operational efficiency. They must be a deft communicator, fostering respect, trust, and collaboration among team members, and possess the ability to manage through change with flexibility and poise.


Leadership, Management, and Accountability

  1. Provide leadership and expertise for the full scope of Human resource functions, including talent management, HRIS, new-hire on-boarding and orientation, credentialing, compliance, employee benefits and compensation, employee relations, legal compliance, wage and hour (FLSA), ADA and FMLA compliance, workers compensation & unemployment administration, HRIS and recordkeeping administration, employee/supervisory training/development; performance management and HR policy development; payroll support
  2. Lead, manage, and inspire one direct report – Manager, Human Resources (Generalist) – toward accountable, goal-based outcomes with emphasis on a) Staff Recruitment, Hiring, Onboarding b) Compensation & Benefits Design/Administration & Payroll and c) Staff Engagement, Performance Management, and Training
  3. Develop annual individual & department goals and objectives; develop and monitor annual HR budget for HR related services and staff
  4. Maintain in-depth knowledge of changing employment regulations; implement policies, procedures and systems to ensure federal and state regulatory compliance and any impending changes; manage federal/state reporting (i.e., EEO, workers compensation, OSHA); ensure all notices and policies are communicated and updated; monitor tracking and prepare reports required for compliance
  5. Serve as primary contact for employment attorneys and Human Resources related government agencies; manage relationships with benefit brokers, obtaining and providing competitive and cost effective employee benefits plans and programs; ensure benefit plan orientations and training
  6. Identify and manage key metrics and analytics to support decisions driving the people agenda for the business. Accountable for ensuring legal and legislative compliance at all times

Organizational Development & Training

  1. Provide guidance and expertise in organization structure and design to ensure support of the short- and long-term goals of the organization. Support leadership on change management initiatives
  2. Provide counsel and leadership to develop training programs that align with Agency strategy and needs. Lead development of organizational training plan, acquire or create content where appropriate, deliver internal trainings, and monitor/evaluate success
  3. Develop and manage new hire orientation and onboarding
  4. Track survey data for training programs and orientation/onboarding; compile best practices data for improvement
  5. Maintain knowledge of industry trends and best practices in workforce development and change management. Assesses organizational need and recommends staff development for the organization

Talent Management & Acquisition

  1. Work with leadership to identify development needs, workforce challenges or talent gaps, and collaborate to develop solutions that address needs and support organizational development, effective talent management, and employee retention
  2. Coach and develop the leadership and management team to work cohesively and effectively, building on their management capabilities and ensuring that they improve the performance and output of their own people resources
  3. Lead talent acquisition for all staff positions, with emphasis on positions at the Director level and above. Interview management- and executive-level candidates, up to final selection
  4. Design and implement external candidate marketing and proactive recruitment programs. Anticipate strategic issues, understand and identify trends and best practices, implementing value added solutions
  5. Develop and maintain relationships with key employment agencies, placement firms, and recruiting job boards
  6. Work with Executive Leadership to review and enhance wage and salary policies and practices

HRIS/Payroll Systems

  1. Manage relationships with relevant technology vendors; maintain a human resource information system and implement other technology and procedural improvements to streamline the HR function
  2. Oversee payroll system, reporting, systems management, and inquiries
  3. Work with HR Generalist on all issues and day-to-day agency and Finance support

Employee Relations & Performance Management

  1. Provide performance management guidance to supervisors and support them in carrying out their responsibilities on all employee matters (coaching, mentoring professional development, disciplinary actions, terminations)
  2. Manage and resolve complex employee relations issues; where applicable, conduct effective, thorough and objective investigations
  3. Manage employee communication and legal issues, and ensure legal compliance
  4. Monitor Performance Management delivery and compliance
  5. Provide coaching and recommendations to management and leadership teams on employee relations and performance management issues
  6. Conduct employee exit surveys and interviews, track trends, and make recommendations to leadership

JOB QUALIFICATIONS: Bachelor’s degree required, preferably in Human Resources, Business, Psychology; Master’s degree in HR or business-related field preferred

Professional: Minimum of 10 years of comprehensive Human Resources management experience, with a minimum of 5 years supervisory experience, required. Prior experience leading an HR function in a non-profit, preferred. Deep understanding of current HR trends in compensation, benefits, and performance evaluation frameworks and fluency with primary HR functions.  Understanding of best practices and experience in building inclusive and engaged workplaces; cultural awareness and sensitivity with lens on racial and gender equity.  Demonstrated ability to foster trust & teamwork among direct reports, peers and throughout the organization. Ensure the professional development for all direct reports. Strong verbal, written communication skills, excellent interpersonal skills.  Able to work well with individuals at all levels, both within and outside the organization.  Able to successfully manage multiple tasks, projects and priorities simultaneously.

Personal Attributes:  Demonstrate leadership, dedication, and an interpersonal savvy that helps establish effective relationships and an appropriate rapport with people; attentive and active listening skills; results/outcome oriented; approachable, organized; and demonstrate sound judgment in a leadership capacity.  Function well in a fast-paced environment, display a strong level of commitment and enthusiasm, demonstrate flexibility, and team player.  Motivated to help deliver the core mission.  Our best employees 1) set the bar high 2) are intentional and thoughtful about their choices 3) collaborate as a means to community solutions 4) are positive, can-do, and solution-oriented 5) embrace diversity, equity, and inclusion, and 6) are accountable and get it done


Cover letters and resumes can be submitted online at:  Note: only those applicants believed to be viable candidates for this opportunity will be contacted. No phone calls or 3rd party solicitation please.

BBBSI promotes a culture of inclusion and seeks talented staff from diverse backgrounds.  BBBSI is an Equal Opportunity Employer and does not discriminate on the basis of race, color, sex, sexual orientation, gender identity, religion, national or ethnic origin, age, disability, veteran status or any other legally protected factor.

Director of Communications: Alliance for Decision Education

Position Description:

Reporting to the Executive Director (ED), the Director of Communications will set and guide the strategy for all communications (including earned media, branding, website, social media, and organizational collateral) to consistently articulate our mission and engage our stakeholders and the general public. The Director of Communications will significantly increase awareness of Decision Education and the organization with relevant stakeholders and the general public, and ensure that the Alliance is viewed as the primary reference and disseminator of information within our diverse constituency.

The Director of Communications will work closely with a senior peer group within the organization as the communications partner on a variety of strategic initiatives and will lead the Communications Department.


  • General
    • Develop, implement, and evaluate an annual communications plan across the network’s audiences in collaboration with the Alliance and constituents
    • Put communications vehicles in place to create momentum and brand awareness, as well as to test the effectiveness of communications activities
    • Track and measure the level of engagement within the network over time
  • Earned Media
    • Develop and manage all media contacts and significantly improve our organization’s visibility beyond its immediate constituency through earned media and other PR efforts
  • Content Creation and Management
    • Lead the generation of online content that engages audience segments and leads to measurable action. Decide who, where, and when to disseminate
    • Manage the development, distribution, and maintenance of all print and electronic collateral including, but not limited to, newsletters, brochures, annual report, e-newsletters, social media postings, and websites
  • Website/Social Media
    • Mentor and lead team members and vendors responsible for the Alliance for Decision Education’s websites’ administration and coordination
    • Coordinate webpage maintenance – ensure that new and consistent information (article links, stories, and events) is posted regularly
    • Coordinate social media engagement – ensure that new and consistent information is posted regularly


The Alliance for Decision Education is seeking an accomplished Director of Communications who has at least 7 years of communications experience, ideally in an “in-house” leadership role within a complex (based on number and variety of constituents) entity (nonprofit or for-profit). The ability to take knowledge and transform it into exciting and useful messages, and disseminate it to the right audiences through the best distribution channels is critical. The ultimate goal is to build an active, engaged, and growing community of interest.

Qualifications of an ideal candidate include:

  • Master communicator, story-teller, and brand ambassador
  • Exceptional writing/editing and verbal communication skills
  • Passion for Decision Education and the Alliance’s mission
  • Earned media expertise and significant experience with respect to other aspects of communications, including branding, content creation, stakeholder communications, website management, and social media
  • Experience building movements, coalitions, or networks and bringing together new constituents
  • Experience developing and implementing communications plans and strategies; a strong track record as an implementer who thrives on managing a variety of key initiatives concurrently
  • Sincere commitment to working collaboratively with all constituent groups, including staff and board members, donors, and other supporters and collaborators
  • Relationship builder with the flexibility and finesse to “manage by influence”
  • High energy, maturity, and leadership with the ability to serve as a unifying force and to position communications discussions at both the strategic and tactical levels
  • Self-starter and entrepreneurial; able to work independently; enjoys creating and implementing new initiatives
  • Experience or interest in education and/or cognitive science is a plus

About Us

Organization Description:

The Alliance for Decision Education is an educational nonprofit dedicated to the belief that better decisions lead to better lives and a better society. Our mission is to improve lives by empowering students with essential decision skills.

The Alliance for Decision Education is gathering education and industry leaders, researchers, policymakers, teachers, program providers, and parents from across the country to ensure Decision Education is part of every middle and high school student’s learning experience. We are building the field of Decision Education and creating a national movement that will make a difference in the lives of students for generations to come.

For more information, please visit

Apply for this job

Please email your resume, a cover letter (stating minimum salary requirements and where you learned about the job opportunity), and samples of previous communications work to by June 30, 2020. Salary is competitive and commensurate with experience. The Alliance for Decision Education is an equal opportunity employer.

Apply Now

Development Manager: Bread & Roses Community Fund

Do you love creating and maintaining systems? Are you known for your attention to detail? Are you a database maven? Do you value developing authentic relationships with a diverse range of people?

Bread & Roses Community Fund is the leading funder of grassroots organizing for racial, social, and economic justice in the Philadelphia area. We bring together a community of donors, community organizers, and other allies of movements for change around a shared goal of radically transforming individuals and society. Every year, we raise from the community nearly every dollar that we give out, and the community decides where those grants go.

Key responsibilities

  • Support creation and implementation of strategies for donor cultivation, stewardship, and engagement.
  • Manage constituent relations databases and any affiliated files.
  • Process all incoming gifts, including database entry and acknowledgment.
  • Oversee and conduct donor research.
  • Contribute to planning and successful execution of all fundraising events.

Skills and experience

  • Solid fundraiser: Fundraising experience, preferably with individual donors, paid or volunteer and with a community organizing mindset.
  • Database experience: data entry, report creation, advanced queries, and solid understanding of data integrity. Extraordinary attention to detail.
  • Event management: Experience planning a variety of events from start to finish. Strong project management skills and follow-through.
  • Customer service approach: Demonstrated ability to authentically build trust, credibility, and goodwill with a wide range of audiences and across race and class.
  • Mission alignment: Shares our vision of liberation for all people and our theory for change of movements as the key strategy to get us there.

This is a full-time position based in Philadelphia. The development manager will report to the director of communications & development. Occasional evenings and weekends are required.

Salary range is $40,000 to $45,000 based on experience; benefits package includes generous paid time off, 100% employer-paid health, dental, and vision coverage, FSA for health and childcare expenses, 401(k) with employer match after the first year, and more.

How to Apply
We strongly encourage Black people, indigenous people, people of color, women, LGBTQ people, elderly people, and people with disabilities to apply.
Email resume and cover letter as one pdf to No phone calls, please. The deadline to apply is July 10 with a projected start date of September 1. We appreciate all applicants, but we can only respond to those best qualified for the position.

Associate Chief Operating Officer: Uncommon Schools

Company Description

Uncommon Schools is a non-profit network of 54 outstanding public charter schools in grades K-12 across New York, New Jersey and Massachusetts. Our mission is to start and manage outstanding urban public charter schools that close the achievement gap and prepare students from low-income backgrounds for success in college and beyond. We are accomplishing that mission every day, with a college graduation rate that is well above the national average and thousands of stories of our students and alumni achieving their dreams.

Job Description

Location(s): within their placement region; travel to other Uncommon regions will be required


The Associate Chief Operating Officer (ACOO) oversees school and regional operations within their region, in conjunction with the Managing Director of Operations. The ACOO is responsible for ensuring that the schools in their region operate at the highest level, with systems in place that allow teachers and Principals to focus on instruction and academic achievement. The ACOO ensures excellent school operations through direct management of a “portfolio” of Directors of Operations (leaders in each school who manage all non-instructional aspects of the school). The ACOO reports to the Managing Director of Operations.


We are seeking an experienced operational leader who will set a high bar for school operations and will achieve that vision of excellence by managing and supporting a team of Directors of Operations. The ACOO must be able to effectively build their DOOs’ capacity to run high-functioning, operationally excellent schools. Key responsibilities include, but are not limited to:

School Management

  • Effectively support and develop a team of school-based Directors of Operations; ensure outstanding school operations through their core areas of responsibility, including but not limited to:
    • Daily School Systems
    • Facilities
    • Financial Management
    • Technology
    • Food and Transportation
    • Government Reporting
    • HR & Personnel
    • Assessment & Program Evaluation
    • Enrollment Management
    • Operations Leader Collaboration
    • Operations Team Management
    • Student & Staff Culture
  • Hold DOOs accountable to performance metrics (Operations Dashboard, Operations Inspections, Mid-Year Evaluations, etc.), and support them in improving performance and meeting goals.
  • Create, implement, and monitor cross-Uncommon operations initiatives in their regions (e.g. aligned toolkits for State Testing and School Launch; PD session facilitation and follow-up).
  • Steward a leadership culture for DOO teams within regions.
  • Ensure that school leaders are correctly implementing policies/procedures and intervene when needed if serious issues arise.
  • Oversee hiring, on-boarding, management, and evaluation of all operations staff, including Directors of Operations and school-based operations teams.

Leadership & Collaboration

  • Partner with ACOOs within and across regions to ensure consistent implementation of operations priorities.
  • Work seamlessly with Assistant Superintendent(s) to facilitate the support of Principal/DOO co-leader pairs for schools that they jointly manage.
  • Partner with regional school support team on all region-specific initiatives and systems (e.g. enrollment, Child Nutrition, government reporting, other projects identified through annual strategic planning).
  • Serve as the liaison between schools in their region and Home Office teams to identify issues and implement sustainable solutions.
  • Serve as an exceptional role model as a leader and manager, investing deeply in supporting and developing team members and growing their capacity to learn, contribute and engage in the work of the team and organization.



  • Significant experience in school operations management.
  • Demonstrates a high bar for excellence in school operations.
  • Able to effectively manage team members to concrete outcomes.
  • Excellent communication and relationship-building skills and ability to work towards a common vision with various stakeholders (e.g. school leaders, regional leaders, Home Office teams, Uncommon parents).
  • Able to effectively prioritize between multiple high-leverage, high-risk issues; impeccable judgment and understanding of the implications of decisions on schools and stakeholders.
  • Able to thrive in a fast-paced, high-change organization; flexible.
  • Excellent organization, time management, and follow-up skills; ability to demonstrate an appropriate sense of urgency.


·       3-5 years of experience in school or non-profit operations management

  • Experience managing a team to outcomes.
  • Strong commitment to the organizational mission.
  • A bachelor’s degree.

Additional Information

Uncommon Schools offers competitive salaries commensurate with experience and a comprehensive benefits package.  Aside from extensive professional development, all our staff members are equipped with a laptop computer, email, and all necessary supplies.

Uncommon believes in the importance of being a diverse, equitable and inclusive organization that enables our students and staff to thrive.  We are committed to building a talented team that reflects the diverse backgrounds and experiences of our students. At the same time, we work to ensure an inclusive community through creating a space for important dialogue about issues of race and identity for our staff and students.  As an equal opportunity employer, we hire without consideration to race, religion, creed, color, national origin, age, gender, sexual orientation, marital status, veteran status or disability.