Vice President/Partner, Content

Please note the application is due June 9th at 5:00PM 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.

Are people always seeking your help with their management challenges? Are you your colleagues’ phone-a-friend for writing and editing support? Are you always looking for the simplest ways to explain complex ideas? And, on top of it all, are you excellent at working with and leading others to get great results while centering equity and sustainability? If so, we want to talk to you! The Management Center (TMC) is hiring a VP or Partner of Content. We’re looking to welcome a thoughtful, organized, and flexible leader who is excited to help TMC level up the accessibility, usefulness, and visibility of our content.

Who We Are

Our mission is to help leaders working for social change build and run 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 You’ll Do

Managed by TMC’s Chief Content Officer, Monna Wong, the VP or Partner, Content is the CEO of managing content projects and content creation so that we can continue to provide relevant, timely, and useful resources to our audience and engage them meaningfully.

Our small-but-mighty content team is responsible for wrangling and developing the best thinking, practices, and frameworks for managing towards a more just world. We create tools and resources to operationalize ideas and practices for running effective, equitable, and sustainable organizations.

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

• Own content creation and curation projects, including taking practitioner-developed content and making it “TMC official”
• Book launch: Support public launch of book contents.
• Book launch: Support public launch of book contents.
• Support our external communications through contributing content to our newsletters and social media
• Team/Organizational contributions and special projects (20%): Own and help on other projects as needed, such as new products, internal initiatives, etc. Contribute to the overall health and culture of the Content Team by helping to create or maintain systems, participating in meetings and retreats, and supporting teammates. Being an “H” and “C” on non-Content projects as needed.
• Initiate and engage in learning initiatives to deepen and sharpen our POV, experience, and knowledge about management in social justice and educational equity contexts
• Podcast: Drive research, development, and testing for a TMC podcast.
• Content Creation (45%): Rigorously research, develop, edit, curate, and update content, holding our values around antiracism, racial justice, and equity at the center.
• Work to continuously improve on both the form and substance of our content to advance equity and accessibility
• Project management (35%): Drive content projects with the aim to increase accessibility, innovation, and visibility of our content. These projects vary from year to year depending on organizational priorities and needs. 2023 projects include:
• Podcast: Drive research, development, and testing for a TMC podcast.

Specific things this person would be doing now (or might have done if you’d been in this role for the past year):

• Supporting other content projects this year, such as being a “C” (Consulted) on our Management Workouts revamp, responding to client/audience inquiries on Slack and email, and helping to roll out our style refresh.
• Researching podcasting how-tos, strategies, and best practices
• Partnering with the CCO to support the launch of our new book, including planning and coordinating an internal rollout for TMC staff
• Setting an individual learning goal around disability justice and accessibility (to support our team's priority of improving accessibility of our content, external communications, and internal practices).
• Assisting with the development of our annual editorial calendar and writing newsletter and social media content

Who You Are

To be successful in this role, you will contribute to how we embody our culture, which can be summed up with three words: excellence with heart. More specifically, you will bring most of the following:

• Management alignment and insight: You have demonstrated success in managing a diverse, high-performing, and human-centered organization, department, or team. You understand what it takes to manage equitably and sustainability to achieve great results, especially in at least one of our target sectors: progressive nonprofits, education, public agencies, and/or campaigns. You can empathize with people at all levels of an organization, including senior leaders (executive director, principal, superintendent, etc.), middle managers, new managers, and non-managerial staff. You draw on your experience and empathy to develop and share practical advice that goes beyond textbook approaches. You understand how systems of oppression, identity, mainstream/margin dynamics, and power can show up in workplaces and reflect it in your advice.
• Interpersonal skills and self-awareness: You build authentic relationships and engage effectively with others, including your fellow content team members, other TMC colleagues, and external stakeholders. People feel valued and respected when they interact with you. You communicate clearly and compassionately. You collaborate skillfully. You demonstrate self-awareness about how your identities may influence how you show up, interact with, and are perceived by others. You maintain healthy boundaries and encourage your teammates to do the same.
• Strong writing, editing, and design instincts: You write compellingly in a friendly, approachable, and knowledgeable manner (i.e. our organizational voice). You choose your words with care, knowing that language is powerful and nuanced. You have a strong grasp of American English writing conventions (and know when to go against them!). You may not have the word “writer” or “editor” in a previous job title, but you know how to get a piece of writing to be fluid and accessible, sharing ideas in digestible, relatable, and motivating ways. You can create resources using Google Suite apps that are user-friendly and visually appealing, and follow digital accessibility best practices. You bring rigor and humility to your writing; recognize your preferences and traditions; take feedback well; and know when to shift or throw out a draft if it’s not working. When needed, you bring an eagle eye—you spot typos, missing Oxford commas, and extra spaces.
• Project management: You get stuff done with a high degree of competence, integrity, and discernment. You keep the big picture in mind while juggling the details and moving parts, such as stakeholders to engage, timelines and deadlines, to-dos, and the occasional metric. You set realistic deadlines and hold teammates accountable while building trust, rapport, and buy-in. You exercise strong judgment and strategic thinking when things (inevitably) come up, holding and balancing equity, sustainability, and results in charting paths forward.
• Commitment to equity, inclusion, and accessibility: You can match and push our thinking on equity, especially with regard to race, gender identity, ability, and sexual orientation. You bring your commitment to equity, inclusion, and accessibility to all aspects of your work, including your management practice and advice; content creation; project management; relationship-building; and personal development. You draw on personal experiences of managing and building relationships across lines of racial and gender difference; creating inclusive cultures; leveraging your power to lift up those on the margins; and developing and refining processes and policies to be (more) equitable. You have a track record of not only disrupting systems of oppression in the workplace but of creating spaces that are rooted in the power and wisdom of people on the margins. You aren’t just against racism, heterosexism, cissexism, ableism, etc—you are pro-Black, pro-Indigenous, pro-Asian, pro-Latine, pro-LGBTQ, pro-disabled.

To be considered at the Partner level, in addition to what is named above, you will have the following skills:

• Management alignment and insight. You bring the "executive perspective" and can deeply empathize with senior leaders (EDs, principals, CEOs, etc.) in multi-layered organizations in the sectors we serve. As a result, you offer nuanced, thoughtful, and practical advice on the trickiest challenges that senior leaders and other managers face. You can tackle new and complex topics in a way that adds value and creates breakthrough new tools and resources. Partners are able to refine our TMC point of view and drive the development of our POV on new topics, with support from the CCO.
• Project management. You can drive multiple high-stakes projects/workstreams with a high degree of autonomy. (By high-stakes, we mean: involves a variety of internal and external stakeholders and will have long-lasting, broad, and/or deep impacts on our team or organizational strategy). You can (with support and guidance from the CCO) chart a long-term vision and strategy for the functions or products that you own.

Writing Sample

As part of the application you are asked to provide a writing sample that you’ve sent to share advice, make an announcement, and/or get the reader to take action. To make the implicit explicit about how we communicate here, we’re linking two samples , ) that meet this criteria.

Here are a few more helpful guidelines:

• We are asking for existing work only. Please do not create samples specifically for this application.
• Please share the context for the samples—why did you write it and who was it for? What was your goal?
• Aim for samples of 400-600 words
• We’ll only be evaluating samples based on the content/writing, so please don’t worry about formatting or design. We’d prefer to see writing samples that reflect your work in a professional/organizational setting, but samples of personal work (newsletters, blog posts, etc.) will also work.
• The sample should contain mostly (>80%) original writing and not be too heavily edited.
• We’d prefer to see samples that are similar in tone to TMC’s (warm, approachable, and knowledgeable) and aren’t super formal.

What Else You Should Know

TMC is an equal opportunity employer. We are committed to racial and gender equity, and we make a particular effort to recruit candidates who identify as Black, Indigenous, people of color, queer, trans, and/or 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 [email protected] . 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 full-time salary range for VP roles is between $101,825 - $135,098, and between $132,455 - $172,576 for Partner roles. 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 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 the extent to which candidates demonstrate the competencies for the role during the 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 (but not limited to):

• An additional 5% employer contribution to your retirement fund with no match required
• We support staff and loved ones in times of financial hardship through an additional Hardship Fund that staff can access as a wage supplement.
• Life and long-term disability insurance and an Employee Assistance Program at no cost to employees
• Generous time off (including 4 weeks of paid vacation for full-time staff) and we close for 2 weeks at the end of the year.
• 90% of premiums covered by TMC for employees; 80% covered for spouses, domestic partners, and dependents
• $100 per month stipend towards cell phone and internet
• Option to enroll in pre-tax health and dependent care flex spending accounts

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