Juvenile Law Center fights for rights, dignity, equity, and opportunity for youth. We work to reduce the harm of the child welfare and justice systems, limit their reach, and ultimately abolish them so all young people can thrive.

Juvenile Law Center uses multiple approaches to accomplish our ends: legal advocacy, policy advocacy, youth-led advocacy, and strategic communications. Our strategies are interconnected. We pair impact litigation with policy advocacy and community organizing to push for lasting and transformative change. Our policy agenda is informed by—and often conducted in collaboration with—youth, family members, and grassroots partners. Our youth advocacy campaigns respond to legal and policy opportunities in the field. In all of our work, we seek out strategic communications opportunities to enhance the work and to shape public opinion. We seek opportunities across the country to work where we can respond to identified needs in the community, build on local partnerships, leverage legislative and legal reform opportunities and create momentum for change.

Current issues can be found here.

Position Purpose

The Director of Diversity, Equity, Inclusion and Human Resources (DEI & HR) will provide strategic vision for and leadership over Juvenile Law Center’s Diversity, Equity and Inclusion & Human Resources goals. The Director of DEI & HR is a hands-on and participative manager with responsibility for the organization’s human resource function, including staff engagement, recruitment and hiring, benefits administration and other HR functions. The Director of DEI & HR will plan, lead, direct, develop, and coordinate the policies, and activities, ensuring legal compliance and implementation of the organization’s mission, values and talent strategy. The Director of DEI & HR will also lead the organization’s internal Diversity, Equity and Inclusion efforts, ensuring ideas, planning, and policies are implemented within the organization with fidelity and integrity.

Every three years, Juvenile Law Center engages in strategic planning and we have recently launched our 2022-24 strategic plan. The plan centers race equity in our substantive work and internal practices. Over the past five years, the office has engaged in staff-wide training, updated our hiring policies, developed tools to assess our work and hold ourselves accountable to our equity values, and updated our bylaws and Board of Directors’ Nominations and Governances practices.

The Director of DEI & HR will play a critical role on the management team in strategic decision making and people management. All our work requires collaboration in a highly collegial atmosphere with communications, development, operations, and legal staff, and in partnership with colleagues around the state and country.

Essential Functions (include, but not limited to)

Diversity, Equity and Inclusion

  • Honor and support the staff’s DEI work by building on previous work creating shared values, language and definitions
  • Continue to strengthen equity in hiring, retention, and promotion including policies and procedures for hiring, updating performance expectations with a focus on equitable advancement, ensuring equitable compensation, and creating opportunities for inclusive decision-making and leadership
  • Ensure inclusive work environment committed to equity by developing internal expertise in diversity equity, inclusion and restorative practices, developing, sharing, and updating a transparent decision-making rubric, and creating systems to assess and improve our office culture
  • Work with the Operations team to develop a culture of community and inclusion where everyone can do their best work in a remote, hybrid or in-office environment
  • Develop, plan, and implement a learning agenda that promotes cultural awareness, cultural competency, cultural sensitivity, anti-racism and the core principles of diversity, equity, inclusion, engaging with consultants as needed
  • Review current practices and policies, assessing and analyzing the extent to which they support or hinder Juvenile Law Center’s Diversity, Equity and Inclusion goals

Human Resources

  • Administer human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development
  • Periodically review retirement plan options that align with the office’s mission and values
  • Ensure consistent implementation of Juvenile Law Center’s hiring and recruitment guide, ensuring recruiting processes are consistent, streamlined and reflect the values of Juvenile Law Center
  • Partner with the management team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, retention, leadership development, and succession planning
  • Manage staff training programs in collaboration with Juvenile Law Center’s management team to educate employees regarding staff tools, policies and procedures
  • Manage staff supervision, performance, professional development and evaluation process in consultation with the Managing Director
  • Monitor and ensure the organizations compliance with federal, state, and local employment laws and regulations, and recommended best practices; review and modify policies and practices to maintain compliance
  • In collaboration with the Director of Operations, develop and implement departmental budget

Qualifications

  • Bachelor’s degree in human resources or relevant field required; Master’s degree preferred
  • Progressive experience directly related to the primary duties of the role
  • Experience with and understanding of race equity work

Required Skills

  • Commitment to the mission and vision of Juvenile Law Center
  • Thorough knowledge of HR & DEI best practices and requirements with a proven ability to provide sound and ethical counsel to executive leadership
  • Excellent verbal and written communication skills
  • Strong analytical and problem-solving skills
  • Excellent organizational skills and attention to detail
  • Strong supervisory and leadership skills
  • Highly collaborative, including ability to work effectively with external partners and internal colleagues; ability to build strong rapport and relationships; ability to work collaboratively alongside youth
  • Strong sense of professionalism, including ability to manage multiple deadlines; strong work ethic and commitment to see assignments completed thoroughly and timely; flexibility to pitch in when needed; willingness to learn new skills and improve existing skills
  • A commitment to racial equity, including: a dedication to expanding analysis and knowledge about the role that racial inequity plays in our society and a commitment to building or deepening commitment to racial justice work and equity in all of our internal processes

Note: Juvenile Law Center has a commitment to professional development and will actively support candidates in further developing their skills in these areas.

Responsibility Level

This position is a director level position and reports to the Chief Executive Officer. This position serves as a member of the organization’s management team. This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the organization.

Salary

Salary is commensurate with experience. The minimum starting salary for this position is $115,000.

Juvenile Law Center offers excellent benefits, including employer paid health, dental and vision insurance for employees and their family, short- and long-term disability and life insurance, and employer contributions to 403b retirement plans. Paid time off includes fifteen (15) vacation days, five (5) personal days and twelve (12) sick days. Juvenile Law Center is closed for twelve holidays and for the week between Christmas and New Year’s Day.

Office Location

Juvenile Law Center’s physical office in Philadelphia is closed to full time use until further notice. Juvenile Law Center’s office is open to use only by employees who are fully vaccinated for COVID-19. Once the office reopens, individuals working temporarily remotely will be expected to travel to Philadelphia on a regular basis to be determined based on the needs of the position as identified by the individual’s supervisor and the needs of the organization. All remote working employees will be expected to travel to Philadelphia on a schedule to be determined.

COVID-19 Policy

At Juvenile Law Center, we believe that we must do all that we can to protect the safety, health, and well-being of employees, youth advocates, guests, our communities, and others with whom we interact. All offers of employment are contingent on the candidate showing proof of being fully vaccinated against COVID-19 to pass the pre-employment requirements. Individuals in need of an exemption from this policy due to medical reasons, or because of a sincerely held religious belief may request an exemption from this policy. Accommodations will be granted where they do not cause Juvenile Law Center undue hardship or pose a direct threat to the health and safety of others.

Application Process

Round 1: Submit your application in the form located here. A cover letter, resume and list of three references should also be submitted in a single PDF to hr@jlc.org. Applications will be accepted until the position is filled.

Round 2: Candidates will be invited to schedule a 45-minute video interview with members of the hiring team.

Round 3: Finalists will be invited to two 45-minute interviews with members of the hiring team, the Operations Manager, the CEO, and staff from the relevant departments for the position. Following this round of interviews, candidate references will be checked.

Equitable/Inclusionary Hiring Practices

Juvenile Law Center fights for rights, dignity, equity, and opportunity for youth. We work to reduce the harm of the child welfare and justice systems, limit their reach, and ultimately abolish them so all young people can thrive. The diversity of our staff is critical to fulfilling this mission.

Juvenile Law Center seeks to minimize bias and the impact of structural racism in the fields we work in within our hiring practices. To that end, we focus on relevant skills and experience, and aim to de-prioritize information that can allow for implicit bias.

Juvenile Law Center is committed to advancing equity both internally and in our advocacy work. We recognize the urgency and necessity of actively building and supporting diverse leadership at Juvenile Law Center and in the field more broadly. We are committed to actively recruiting and hiring from communities most impacted by our work. Applicants working to advance equity and who identify with these impacted communities are strongly encouraged to apply and self-identify during the application process.

Juvenile Law Center is committed to cultivating an inclusive space that affirms and celebrates the backgrounds, learned and lived expertise, whole identities, and individual perspectives of our staff. We are committed to the diversity of our staff as it pertains to race, color, ethnicity, class, sex, marital or parental status, gender identity or expression, sexual orientation, size, disability, religion, national origin, and/or child welfare or juvenile or criminal justice involvement, including prior record of arrest, adjudication, or conviction. Applicants of all backgrounds and experiences are encouraged to self-identify during the application process.

Juvenile Law Center is an equal opportunity employer.

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