Associate Director, People Operations

About Run for Something

Run for Something recruits and supports young progressives running for down-ballot offices in the United States. Since launching in 2017, we’ve recruited 126,000+ young people who want to run, and we’ve endorsed over 2,300 candidates across all 50 states + DC. We’ve elected 793 candidates across 49 states – 57% are women, 57% are BIPOC, and 21% are LGBTQIA+. and all are age 40 or younger. Our alumni have meaningfully and intentionally made life better for millions of Americans across the country. We are a high-reaching, hungry team changing the face of politics in America. Learn more about our work in this clip.

The Run for Something network includes Run for Something (a 527 non-federal PAC), Run for Something Action Fund (a 501c4), and Run for Something Civics (a newly launched, non-partisan 501c3).

Essential Duties:

The Associate Director or People Operations will manage the following functions:

1. Compensation and Benefits
2. Talent and Performance Management
3. Employee Engagement and Culture

Position summary:

Run for Something is currently hiring for an Associate Director of People Operations. In this role, you will report to the Director of People & Culture. This is a new position, with the opportunity to make an impact on our mission and remote organization with staff across 20+ states. We are a rapidly growing organization that is building our People infrastructure as we grow. This is a role for you if you thrive in and enjoy change. Also, this is a role for you if you are both strategic and operationally minded where you can see the big picture, along with downstream impacts, while being in the details of People Operations. Lastly, this role is for you if you like to think beyond traditional HR practices and want to be part of a team that is laying the foundation that will support the transformation of the People function.

Your near-term responsibilities are twofold during this time of growth. First, you will be responsible for leading and executing the human resources information system (HRIS) transition to build a key component of our foundational needs in supporting staff, creating capacity and transforming how we work. Second, you will shape how we evolve our benefits based on staff feedback and peer benchmarking along with near- and long-term strategies and day-to-day benefits management and administration.

As a member of the People & Culture team, this position must also contribute, integrate, and hold themselves and their team accountable to the Diversity, Equity, and Inclusion (DEI) goals that Run for Something has established, and actively contribute towards the creation of a diverse, equitable, and inclusive culture.

Near-Term Responsibilities for 2023

HRIS Transformation [60% of time]

• Manage the established vendor relationship and the approved budget for this transformation
• Actively develop change management strategy, quick reference guides and training sessions to proactively launch new HRIS to optimize utilization
• Lead transition and implementation to new HRIS based on learning current and future processes, along with identifying and partnering with vendor to customize how future processes will function

Compensation and Benefits Evolution Management & Administration [25% of time]

• Provide near- and long- term benefits recommendations to build an innovative and progressive benefits program balancing staff asks and the organization’s resources
• Build annual employee survey that minimizes bias and gathers feedback from staff on their benefits utilization and feedback to assess potential new benefits
• Benchmark benefits of peer organizations to evaluate our offerings to ensure we remain competitive in our benefits offerings

Onboarding [15% of time]

• Dedicate time in the first 90 days to learn about Run for Something’s teams, policies, procedures, etc.
• Build relationships with direct manager, team and key stakeholders
• Assess current onboarding from a people operations perspective to identify areas of improvement to elevate existing process and build plans for further customized onboarding based on roles

6 months to 1 year+ Responsibilities

Depending on our growth, this role may have a direct report at a later date to support People Operations

Compensation and Benefits [25% of time]

• Own the payroll management relationship with our vendor and review payroll to ensure accurate payment to staff
• Support budgeting and budget versus actual for salaries & benefits (S&B) management
• Educate staff on benefits to raise awareness and utilization of benefits
• Periodically assess compensation to ensure equitable practices
• Manage our existing health care and 401K benefits through Professional Employer Organization (PEO)
• Assess utilization of internally managed benefits through analyzing budget versus actual spend
• Implement any new approved benefits recommendations through accessing vendors, scoping out pricing and rolling-out benefit(s)

Talent and Performance Management [25% of time]

• Lead and evolve performance management to new feedback process and utilize new HRIS to transition the process
• Partner across the People & Culture Team to evolve talent management in onboarding, leadership development, workforce planning, succession planning

Employee Engagement and Culture [25% of time]

• Opportunity to create and do something different from traditional HR to elevate culture and values within people operations. Space to own, create and develop new initiatives. Examples could include brainstorming ways to create a diverse, inclusive and psychologically safe work environment so all staff can thrive, fostering a sense of fun and community in a remote organization or other ideas based on staff feedback.
• Manage and prioritize updates to policies and the employee handbook based on organizational and/or legal needs
• Bring our culture and values to life in new HRIS through employee wellbeing, employee satisfaction and performance management

General People Operations [25% of time]

• Additional projects based on People & Culture and organizational priorities
• Serve as the subject matter expert of our People Operations systems to staff across the organization through troubleshooting and answering questions along with partnering with other system owners to sync relevant people data to other systems

Qualifications

• At least 5 years of People experience in Compensation & Benefits, Talent & Performance Management, and Employee Engagement & Culture. Does not need to have deep experience in all areas, rather exposure to all areas and strong strategic people experience with intellectual curiosity to learn and be agile in implementing change. Open to experiences with transferable skills related to Compensation & Benefits, Talent & Performance Management, and Employee Engagement & Culture .
• Ability to work independently for extended periods of time in a remote environment
• High level of integrity working with confidential information
• Proactive problem-solver with judgment and discretion
• Ability to navigate a soon to be 80+ person organization and build relationships across the organization in a remote environment
• Ability to pivot and reprioritize when time-sensitive people work surfaces
• Information systems management experience and end-to-end systems thinker that can translate business needs and use cases into user friendly systems. Not looking for a Technology person, rather someone who can translate People processes into a flexible and customizable HRIS.
• Demonstrated time management skills transferable to working a four day work week
• Prior experience integrating People Operations work with Diversity, Equity, Inclusion & Belonging lenses in people work including employee handbook, policies, benefits and/or talent management.
• Ability to demonstrate Run for Something’s organizational values: Bold & Fearless; Open & Honest; Supportive & Respectful; Progressive & Diverse; Long-term & Strategic.
• Experience with organizational change management and scaling organizations
• Strong commitment to the Run for Something mission
• Demonstrated ability to work in and contribute to a diverse, equitable, and inclusive environment
• Ability to effectively communicate to staff at all levels of the organization in a remote environment in an inclusive manner

Work Environment

Run for Something is (and always has been and will be) a remote office environment

Compensation & Benefits

Salary for this position is set at $120,000. In order to counter pay inequality and uphold internal parity, salaries are non-negotiable for new and current employees. Run for Something salary bands for a given staff level are benchmarked to the 75th percentile for our sector, and all new employees are paid at the entry point of those bands. Employees then have the opportunity to progress through current salary bands through annual cost of living increases and performance-based pay increases, and into new salary bands through promotions.

Benefits at Run for Something include:

• 401k
• ~ Four weeks in organization-wide holiday closures, including a two-week winter break
• Equipment Stipend
• Unlimited Paid Time Off policy
• Cell Phone/Internet Stipend
• Four Day Work Week (learn more here)
• Professional Development Stipend
• Transition payment for departing employees
• 12 weeks paid family leave
• Paid Sabbatical (after 3 years of service to RFS)
• Dental and Vision Insurance (99.9% of premium covered for both employees and dependents)
• Flexible, remote work environment
• Platinum Medical Insurance (100% of premium covered for employees; 50% of premium covered for dependents)
• Work from Home Stipend
• Treat Yourself Stipend ($500 a year to do something that brings you joy)