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Program Manager, New Economy

Posted: August 1, 2016

About the Roosevelt Institute

Until economic and social rules work for all Americans, they’re not working. Inspired by the legacy of Franklin and Eleanor, the Roosevelt Institute re-imagines the rules to create a nation where everyone enjoys a fair share of our collective prosperity. We are a 21st century think tank bringing together multiple generations of thinkers and leaders to drive the economic and social debate of the nation and have local and national impact. We advance this mission through the work of our staff, Fellows and network of students and alumni.

Position Overview

The program manager will be a key member of the Institute’s small think tank team of five staff and 18 fellows, and will manage two programs: the Next American Economy, and the Universal Income Project. Both projects focus on the changing nature of the US economy and the need to re-imagine government, civil, and business institutions to provide opportunity and security for all Americans. The projects include a specific analysis of how the changing nature of work impacts women and people of color. The program manager will be responsible for planning and facilitating expert convenings, commissioning outside research and writing policy papers with the goal of influencing the long-term national debate on relevant issues. Because of the topic area, the program manager must be creative and willing to consider the redesign of existing public policies.

New Economy Work

The United States is at a point of significant economic transformation which presents both opportunities and challenges for working Americans. Some see the continued disaggregation of workplaces and workplace benefits as heralding further decline of the American middle class at great economic and social cost. Others believe that in a future of rapid change and democratized technology, more Americans will control their own lives—perhaps identifying as entrepreneurs as opposed to workers—and the U.S. economy will thrive. While the twin forces of technology and globalization are powerful and transformative, their impacts are not predestined. Their effects will be determined by the degree to which new institutions expand opportunity across class, race, and gender—and mitigate against increased insecurity.

  • The Next American Economy Project, run by Senior Fellow Bo Cutter, identifies the trends and challenges that will shape our economy in the next 25 years. We are particularly focused on the ways technological and policy change have changed the nature of an employer-. Among other topics, in 2017, the project will specifically investigate the potential of financial technology to expand equity financing to businesses often ignored by venture capital – those owned by women or people of color, or those located outside of geographic VC hubs.
  • The Universal Income Project investigates the potential of unconditional cash transfers as a tool to smooth income volatility, increase opportunity and enhance long-term economic performance given increased employment insecurity for a broad US population. In the first year of work, the Program Manager will commission external research to model the impact of a universal income on labor markets and/or consumer spending and GDP. In addition, the program manager will manage events and write policy briefs.

Roles & Responsibilities

The program manager will work with relevant fellows and the senior leadership team to identify strategic programmatic goals and will then execute on those goals. This will involve a range of tasks including long term planning, research, writing, budgeting and event planning. The ideal candidate will be a team player with background in economic policy debates. Core responsibilities will be:

  • Program Management

Each program must achieve a set of goals related to the core mission of the organization. The program manager will work with relevant fellows and researchers to identify and assess the goals and measure our success toward the stated objectives. Responsibilities will include developing annual plans, managing budgets, enforcing deadlines, helping with grant proposals and grant reports. We are also hiring for a program assistant role and the program manager may be required to manage that staff member. 

  • Product Management

The program manager will work with the fellows and the communications team to develop and coordinate program-related products. These products range from academic working papers and policy notes to more accessible policy reports and web content. Responsibilities will include: coordinating fellows and researchers to meet deadlines and adhere to goals, managing graphic design and print vendors, helping to develop product ideas and research, and writing internally produced content. For example: Untamed: How to Check Corporate, Financial and Monopoly Power, or Rewrite the Racial Rules: Building an Inclusive American Economy. 

  • Research and Writing

The program manager will contribute to written products released through the relevant programs. This includes writing policy briefs, supporting fellows by providing research assistance and contributing to papers, reports and rapid response products.

  • Event Management

The program manager will work with the relevant fellows on all aspects surrounding the implementation and management of program-related events. These events range from small expert convenings to large-scale public conferences. Responsibilities will include: developing the event purpose and program, finding vendors, managing contracts and invoices and managing communication with participants.

Required Qualifications and Skills

  • A B.A. or M.A./M.S. with 3-5 years experience in policy development, advocacy, and/or government.
  • Proven ability to multitask, manage deadlines, and think strategically.
  • Excellent research and writing skills.
  • Background in economics and familiarity with key economic policy issues currently debated at the national level.
  • A commitment to diversity and inclusion both in the policy we produce and in the way we work together within Roosevelt.
  • Keen sense of detail and organization.
  • Ability to think creatively, learn quickly, try new things, and remain flexible.
  • Humility to pitch-in wherever needed and the ambition to seek out increased responsibility.
  • Sense of humor.
  • Passion for the Roosevelt Institute’s work and mission.

The above statements are intended to describe the general nature and level of work being performed by the person holding this position. It is not an exhaustive list of all duties and responsibilities. The Roosevelt Institute reserves the right to amend and change responsibilities to meet organizational needs as necessary.

The Roosevelt Institute is an Equal Opportunity Employer; people of color, people with disabilities, women, and LGBT candidates are strongly encouraged to apply. There is a handicap accessible, all gender/gender neutral bathroom on site. We offer competitive salaries, a rewarding, supportive, collaborative work environment, excellent health insurance coverage, paid time off, and an employer-matched 403b plan if eligible.

Please submit a cover letter and resume via email to jobs[at]rooseveltinstitute[dot]org with “Program Manager” in the title. No phone calls please.

 


Director of Human Resources

Posted: June 17, 2016
Location: New York, NY
Availability: June 17, 2016

About the Roosevelt Institute

Until economic and social rules work for all Americans, they’re not working. Inspired by the legacy of Franklin and Eleanor, the Roosevelt Institute reimagines the rules to create a nation where everyone enjoys a fair share of our collective prosperity. We are a 21st century think tank bringing together multiple generations of thinkers and leaders to help drive key economic and social debates and have local and national impact. We advance this mission through the work of our staff, Fellows, and network of students and alumni.

Roosevelt is taking on some of the biggest issues facing our economy and society and putting out bold, cutting-edge research and policies. Our work ranges from thinking about how we restructure the world of finance to changing the way colleges and universities invest in their communities. In the past year alone we released a bold agenda to rewrite the rules of the American economy, which the Washington Post called a new manifesto for fighting inequality; framed the issues of financialization and corporate short-termism and issued a policy agenda that influenced key decision makers; crowdsourced a blueprint for what young people want from candidates in 2016; and completed a comprehensive rebranding of the organization, including a revamped website. We have a lot more planned in 2016 and beyond!

About the Position

We are seeking a skilled, smart, sophisticated, and supportive human resources professional to become our Director of Human Resources. The Director will provide guidance and professional expertise to senior management and services to staff on matters related to HR and organizational development. This person will work closely with staff across the organization and is often an active participant in institution-wide initiatives. These include collaborating with senior management to develop a vision and plan to deepen a culture of inclusion and diversity within the organization.

The Director will be a highly intelligent self-starter who has a shared commitment to our mission and organizational development goals. They will possess excellent speaking and writing skills and be able to communicate successfully and persuasively within the organization and with outside contacts, consultants, vendors, and legal counsel, when necessary. The successful candidate will be highly organized and diplomatic and will possess sound judgment, honed interpersonal skills, and a sense of humor under stress. The Director of Human Resources should be familiar with HR technology and systems.

Specific duties include:

Recruitment and Retention

  • Developing position descriptions that are consistent across the organization.
  • Establishing recruitment guidelines and best practices for hiring managers, and generally supporting managers in the recruiting and hiring process.
  • Creating and executing onboarding and orientation procedures for new staff, interns, and fellows (note that the content of the procedure will vary across positions; e.g., staff who supervise other staff vs. those who do not; staff vs. interns; staff vs. fellows).
  • Creating and managing an annual performance review process.
  • Creating a performance improvement process that is standard across the organization, including appropriate termination procedures (as needed).
  • Providing managers with at least annual in-person training opportunities to improve their management skills, including facilitating retreats for different teams;
  • Identifying and providing regular virtual training opportunities to managers.
  • Creating and executing a professional development program.
  • Building a diverse and inclusive environment across the organization by supporting the efforts of the Diversity and Inclusion Committee.

Other duties and responsibilities

  • Keeping current on HR practices and concepts; ensuring legal compliance with state and federal regulations; and maintaining an effective network of HR professionals.
  • Mediating internal disputes as a neutral arbiter/identifying and solving emerging conflicts.
  • Monitoring and exploring on a regular basis potential changes to employment, personnel, and benefits policies, and facilitating the consideration, adoption, and/or implementation of any changes.
  • Answering general HR questions, including those related to benefits.
  • Seeking and/or providing guidance to managers on a range of employment issues, including but not limited to immigration and visa procedures, overtime rules, determining employee or contractor status, etc.
  • Serving as the point person for contracts with consultants, as well as managing vendors.
  • Evaluating existing internship hiring program and making needed changes and improvements.
  • Overseeing office space issues, including assigning staff and fellow seating arrangements and identifying improvements to space utilization.
  • Establishing an “exit” process for staff, fellows, and interns who leave the organization, including conducting an exit interview for all departures (this process will vary based on whether the departing individual is staff, a fellow, or an intern).
  • Identifying opportunities and developing events/systems/processes to enhance staff communication and interaction.
  • Helping to establish and then maintaining an office culture that is grounded in principles of collegiality, inclusion, transparency, and efficiency.
  • Coordinating social/team-building activities.

Qualifications

  • Bachelor’s degree required; Master’s Degree in Human Resources or other related discipline preferred.
  • Minimum of five years supervisory experience at a management level for a complex organization.
  • Must have a high level of personal and professional integrity.
  • Broad knowledge of and experience with various HR functional areas.
  • Strong working knowledge of state and federal employment law.
  • Strategic, analytical, and operational thinker; creative problem-solver.
  • High level of professional and personal judgment and discretion; ability to serve as HR counsel to members of management and staff.
  • Excellent interpersonal, communication, and diplomacy skills to establish a comfortable environment for staff to discuss confidential issues and information.
  • Ability to collaborate effectively and collegially.
  • Ability to accurately analyze and evaluate data and make appropriate recommendations for action.
  • Ability to work independently and manage multiple diverse projects simultaneously; must be flexible and able to prioritize appropriately.
  • High level of attention to accuracy, detail, organization, and follow through.

The above statements are intended to describe the general nature and level of work being performed by the person holding this position. It is not an exhaustive list of all duties and responsibilities. The Roosevelt Institute reserves the right to amend and change responsibilities to meet organizational needs as necessary. This is a full-time, salaried position.

The Roosevelt Institute is an Equal Opportunity Employer; people of color, people with disabilities, women, and LGBTQ candidates are strongly encouraged to apply. There is a handicapped-accessible, all gender/gender neutral bathroom on site. We offer competitive salaries, a rewarding, friendly, supportive, and collaborative work environment, excellent health insurance coverage, paid time off, and employer pension contributions when eligibility criteria are met.

Please submit a cover letter and resume via email to jobs[at]rooseveltinstitute[dot]org with “Director of Human Resources” in the title. No phone calls please.