Job Description

Position Title: People and Culture Director
Position Location:Remote (Washington D.C. area strongly preferred)
Salary Range: $110-$120k/yr.
The Opportunity
Faith in Public Life (FPL) is a progressive multifaith, multiracial organization seeking an experienced
People and Culture Director to shape FPL’s policies, ensure an equitable and healthy culture, and build
for the future. The People and Culture Director will play an instrumental role in helping to design and
implement the new organizational structure and helping to create a talent development strategy that
embeds our commitment to diversity, equity, and inclusion. The People and Culture Director will oversee
FPL’s human resource and staff development function. They will report to the COO and supervise the
Staff Resource Manager (working title).
About the Organization:
Faith in Public Life (FPL) and Faith in Public Life Action (FPLAF), our sister organization, is a national
movement of clergy and faith leaders united in the prophetic pursuit of justice, equity, and the common
good. Together, we are leading the fight to advance just policies locally, at state, and federal levels. Our
network of faith leaders engages in bold moral action that affirms our values and the human dignity of all.
We envision a nation where faith voices triumph so that equity, justice, and multiracial democracy prevail
over systems of oppression, and all people live in peace, dignity, community, and abundance. FPL is
based in Washington, DC, with additional Georgia, Florida, and Ohio staff. Our campaigns take on the
leading moral issues of our time– racial and economic equity, voting rights, saving our democracy, and
reproductive justice
FPL has been incredibly successful over the last five years and has experienced significant growth. This
growth has challenged Faith in Public Life’s efforts to maintain a culture of nimbleness, experimentation,
cross-departmental collaboration, and close-knit relationships between staff and teams. FPL is committed
to investing in building its infrastructure, systems, and human capacity to ensure the organization can
carry out its strategic priorities, live into its commitment to race equity, and develop and nurture a
talented team while being responsive and impactful.
The People and Culture Director will work with the senior leadership to integrate equity principles and
practices into our operational systems and performance management processes collaboratively and
inclusively with other executive and operations team members.

Position Responsibilities:
• Operationalize an organization-wide diversity, equity, and
o Create and execute a diversity, equity, and inclusion practice into all strategies, processes,
and systems.
o Ensure the plan addresses the needs of every department at Faith in Public Life and the
organization overall via the creation of accountability measures possibly including but
not limited to surveying, benchmarking, analyzing data, and tracking and communicating
metrics to all staff.

• Lead the ongoing development and refinement of clear organizational values and how these
are operationalized in our culture, e.g.,
o Clarify expectations, build new systems and processes, and weave them into our way of
operating.

• Refine and create new tools that instill knowledge in staff as the organization grows,
including designing activities to help staff connect, build relationships, and nurture an impactful
values-driven, results-oriented culture.
o Evaluate, refine, and ensure clarity around existing and developing policies,
compensation structures, benefits, and internal practices that enable staff to balance
professional demands and personal and family commitments and keep with org-wide
equity commitments.

• Revisit current and developing new recruitment, onboarding, and orientation systems to
meet the increasing needs of the organization as it enters its next phase of growth. Ensure a focus
of DEI in all talent acquisition, onboarding, and offboarding, with a targeted focus on staff from
marginalized groups.
• Refine current performance management systems to include, potentially, 360-degree
evaluations, with a view toward flexible implementation at the team level.
• Develop conflict resolution and ongoing feedback systems to help FPL staff regularly engage in
continuous feedback and develop healthy practices around conflict engagement and resolution.
o Identify training and professional development needed to support FPL staff in engaging
in courageous conversations and build institutional muscle to give and receive feedback.

• Support staff development and leadership.
o Promote skills development for staff in supervisory roles to include coaching,
management, and leadership development
o Provide relevant opportunities for professional development for all staff to build skills at
the individual, team, or organizational level, including internal and external training;
o Develop a continuous learning and knowledge sharing system that supports staff to be
productive, creative, and collaborative, in keeping with org-wide equity commitments.
• Collaborate with staff leading internal communications to ensure equity is embedded in
internal communications.

Position Qualifications:
● The ideal candidate will have an organizational development background, which includes over
seven (7) years of experience providing organizational and team development leadership, ideally
in an organization that has experienced substantial growth.
● Strong knowledge of current HR and DEI needs, including federal labor laws and required
compliance, and working knowledge and interest in further exploring emerging thought on DEI
cognizant HR practices, transformative justice, etc.
● Strong collaborative skills, which include working in a team setting to solve problems, increase
efficiency, and achieve strategic goals with fellow executive and operations team members.
● Excellent interpersonal and communications skills (oral and written), including editing and

writing; experience presenting to large groups as a subject matter expert and facilitating in-
person and virtual group discussions

● The ability to balance diplomacy with pushing the envelope and speaking out, ensuring necessary
topics are brought to the attention of the COO and the senior leadership team.
● Strong strategic, big picture, analytical and problem-solving skills: The candidate will be able to
use data to drive decision making, adapt plans, and measure progress but will be comfortable
operating in an environment of ambiguity and uncertainty.
● Eagerness to work with faith leaders and people of faith from a wide range of backgrounds,
including religious tradition, race, ethnicity, and class
● Commitment to and experience in advancing racial equity and inclusion in the workplace, as well
as a commitment to a thoughtful, reflective, and intentional workplace culture
● Experience working in and with communities of color welcomed and prioritized
● Commitment to FPL’s mission and working with faith leaders and faith messaging in the pursuit
of social justice
Equal Opportunity Statement:
Faith in Public Life provides equal employment opportunities to all employees and applicants for
employment and prohibits discrimination and harassment of any type without regard to race, color,
religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation,
gender identity or expression, or any other characteristic protected by federal, state or local laws.

How to Apply

Job Categories: Equal Opportunities. Job Types: Full-Time. Job Tags: administrative, DEI, Diversity, Equity, HR, and inclusion. Salaries: 100,000 and above.

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