About the Children’s Law Center
We help children and families tackle insurmountable challenges that no child should face. No child should have to wonder who to live with when his parent can no longer safely care for him. No child should have to fight for the special education services she needs so she can learn. No child should have to go to court to ensure his landlord fixes the heat and water in his basement apartment during the frigid winter months. We believe that low-income children of color in DC face these problems because of the structural impact of poverty, trauma, and racism on our community.
Founded 23 years ago, we reach more than 5,000 children and families each year -including 1 of every 9 children living in the city’s poorest neighborhoods. Using the expertise and experience we gain from working with so many children, we advocate with the Mayor and DC Council for systemic solutions. Knowing that we are stronger when we work in partnership, we multiply our impact by working closely with hundreds of pro bono lawyers, pediatricians and social justice allies. As a result of our advocacy both in and out of the courtroom, more District children are on the path to a better education, good health and a stable, loving family.
For more information on Children’s Law Center please visit the website.
The Chief Talent and Equity Officer
The Chief Talent and Equity Officer (CTEO) is a newly created leadership role that will report directly to the Executive Director of Children’s Law Center (CLC). The Chief Talent and Equity Officer will serve as a member of CLC’s leadership team and will partner with other senior leaders to drive the organization forward. This role is ideal for a leader who is committed to social justice, who views all things through the lens of diversity, equity, and inclusion (DEI), and who sees talent management as a key lever for improving internal culture.
This person will lead CLC’s commitment and strategy to be a diverse, anti-racist, equitable, and inclusive organization with solid talent and HR policies, practices, and procedures that undergird all of their work. The Chief Talent and Equity Officer is a strategist, a content expert, and a collaborative partner with other senior leadership team members as they think through how to best weave DEI into the fabric of all the organization’s efforts.
At their core, the Chief Talent and Equity Officer (CTEO) creates strategic alignment between the organization’s goals and values and the people who implement them. They realize that attracting and keeping diverse talent creates a positive, creative, and affirming culture. This individual will serve as the organization’s resident expert and thought leader on all areas of diversity, equity inclusion, and talent among their colleagues internally. The CTEO will be an expert and leader of CLC’s talent and DEI strategies while leading a team responsible for the implementation of these strategies organization-wide.
This person will bring a deep level of empathy and emotional intelligence to an organization with a people-first and inclusive culture. The CTEO reports to the Executive Director, is a member of the leadership team, and directly manages the Director of Equity, Inclusion and Talent as well as the Office Manager whose work touches on multiple HR functions.
Ideal candidates will have significant experience advancing both a diversity, equity and inclusion plan/program and various talent-related programs within an organization that includes many internal and external stakeholders. They will have an understanding of, sensitivity to, and respect for diverse racial, socio-economic, ethnic, academic, religious and cultural backgrounds as well as identities - gender identity, sexual orientation, disability, etc. of staff. The right candidate will have significant experience in talent management and an understanding of labor and employment law. They will possess a minimum of seven+ years of leadership experience with a plus being prior experience in a nonprofit setting. This is a full-time position located in Washington DC.
The Chief Talent and Equity Officer’s role will be comprised of the following key areas of responsibility and will be expected to demonstrate the following competencies:
Internal Talent Management and Development
- Develop strategies for attracting, developing, and retaining diverse talent (especially in under-represented identity groups) through leadership of talent initiatives and in partnership with the leadership team
- Establish a talent scouting and recruitment strategy to be implemented across the organization
- Train and support hiring managers throughout the recruiting and interview process to ensure a diverse candidate pool, equitable hiring practices and consistency across the organization
- Establish external partnerships with organizations to build a diverse talent pipeline
- Explore potential hiring needs and build long-term recruitment and succession plans
- Develop and roll out an onboarding process that efficiently and effectively builds new staff skills and knowledge and strengthens the organization’s values and culture
- Develop employee retention programs as well as track, analyze and report on turnover rates
- Foster equitable and promote inclusive career pathway and performance development processes
- Design opportunities for professional growth through a variety of learning opportunities
- Create intentional opportunities for career growth throughout the organization
- Oversee supervisor and manager training, development and the performance review cycle
DEI Strategy Development and Execution
- Spearhead the development of a high level strategic plan for a diverse workplace that fully realizes its potential as an inclusive and equitable work environment
- Serve as a thought leader and champion of the importance and value of a diverse, equitable, and inclusive organizational environment
- Lead the ongoing development of organizational culture to ensure a safe, inclusive and emotionally supportive environment
- Evaluate the most efficient and effective delineation of responsibilities between the CTEO and the DEIT with regard to DEI and Talent initiatives
- Establish goals and metrics to monitor progress of DEI initiatives
- Design and support internal learning on DEI, including identifying needs and planning DEI focused learning sessions, identifying external partners to supplement internal trainings, and organizing affinity groups
- Support department leads and program heads to establish DEI commitments and maintain focus on DEI in relation to their work and the organization’s mission
- Ensure organizational policies and practices align with DEI commitments
- In partnership with the communications director, develop a comprehensive internal communication strategy for all DEI efforts
- Ensure that all programs, both internal and external, bring cultural humility, awareness and action in a way that centers the children and communities served – this includes the way everyone speaks about their work, their clients, and the DC community; how colleagues communicate with one another, and how the organization formally frames their work for various external stakeholders
The Chief Talent and Equity Officer of the Children’s Law enter will possess the following attributes and competencies:
DEI Experience and Expertise: The Chief Talent and Equity Officer will be an experienced professional in the DEI space, with knowledge of DEI standard methodologies, state of the profession, and current research. As an internal resource and consultant, this person will be an experienced advocate for DEI topics and will be comfortable both challenging and educating senior leadership and staff. This individual will also be experienced in the definition, implementation, improvement and/or leadership of diversity, equity and inclusion programs. Additionally, the CTEO will have the ability to analyze, measure, and report on the efficacy of DEI programs and activities. This person will ensure that the DEI efforts extend to all aspects of the Children’s Law Center.
Talent Development Expertise: The CTEO will lead the Talent team which will develop and manage strategies and systems for equitable, effective and innovative hiring processes. It is critical for this team to evaluate and then introduce improvements to all processes and procedures along the employee life cycle from recruitment to onboarding, internal development, retention, all the way through offboarding.
Strategic Leadership Skills: This DEI leader will have experience executing a large-scale DEI strategy within a fast-paced, multi-program organization. This content expert will need to develop the structure and strategy, management principles and practices, and theory of organizational change that centers DEI in all of the Children’s Law Center systems and processes, including programming, planning, training, policies, and best practices. They will require the vision to develop this process and the strategic outlook for successful implementation.
Collaborative Relationship Building Skills: The Chief Talent and Equity Officer will have the ability to cultivate and develop collaborative working relationships. This leader will be seen as accessible, approachable, and will find opportunities to educate staff on topics within DEI both formally and informally as often as possible.
Exceptional Communication Skills: This person will be required to join the Children’s Law Center with a listening-first approach, devoting a significant amount of time to a comprehensive needs assessment and analysis of the state of DEI within the organization, including past efforts and initiatives. The CTEO will need to be a patient and thoughtful communicator as they lead the Children’s Law Center’s efforts to establish shared vocabulary and norms around DEI. This individual will have experience designing and working with a range of knowledge management, communication and project management tools, processes and policies as well as comfort with adopting new tools and supporting staff learning.
Change Management Experience: At a time when CLC is experiencing change in its leadership structure and in the distribution of leadership and ownership of critical work initiatives, it is imperative that the Chief Talent and Equity Officer be familiar with and knowledgeable about best practices to support change management throughout the organization. They will promote activities and learning that enable CLC to build change competency while helping individuals to strengthen their own competency and ability to actively manage change.
Compensation & Benefits
Salary is competitive and commensurate with experience. Children’s Law Center offers a competitive benefits package amidst a culture that boasts a flexible, family-friendly, inclusive environment for all staff. When pairing the culture with the mission-driven work of CLC, this unique opportunity is ideal for the leader who seeks to find a career home with an organization that speaks to both their professional and personal needs.
Miecha Ranea Forbes and Christy Farrell of Koya Leadership Partners have been exclusively retained for this search. To express your interest in this role please submit your materials here. Email Miecha Ranea Forbes and Christy Farrell directly at firstname.lastname@example.org and email@example.com. All inquiries and discussions will be considered strictly confidential.
Children’s Law Center is an equal opportunity employer and strongly encourages applications from people of color, persons with disabilities, women, and LGBTQ+ applicants.
About Koya Leadership Partners
Koya Leadership Partners, a member of the Diversified Search Group, is a leading executive search and strategic advising firm dedicated to connecting exceptionally talented people with mission-driven clients. Our founding philosophy—The Right Person in the Right Place Can Change the World—guides our work as we partner with nonprofits & NGOs, institutions of higher education, responsible businesses, and social enterprises in local communities and around the world.
Koya is an equal opportunity employer fully committed to creating an environment and team that represents a variety of backgrounds, perspectives, styles, and experiences. We encourage all to apply because we believe a diversity of voices leads to better discussions, decisions, and outcomes for everyone. For more information about Koya Leadership Partners, visit www.koyapartners.com.