Strategic Partner to the CEO

• Serve as a trusted thought partner to the CEO on organizational design, leadership
  effectiveness, and scaling decisions.
• Translate strategic priorities into clear roles, accountability, and decision structure
• Identify people and organizational risks early including capacity gaps, leadership strain,
  and burnout.
• Support leadership planning with data driven insights

Organizational Design and Effectiveness

• Design and evolve org structure, role clarity, and reporting models
• Implement RACI or similar accountability frameworks across departments
• Partner with team leaders to ensure clean handoffs between execution and people
  systems
• Support restructuring, growth phases, and change initiatives with clear communication
  and transition planning
• Culture and change management
  • Translate Food Connect’s values into clear behaviors and expectations
  • Ensure culture shows up in how leaders lead, teams communicate, and decisions
    are made
  • Lead change management efforts during periods of growth or transition
  • Monitor culture health and intervene early when misalignment appears
• Audit and refine organizational structure to support growth
• Define and document decision structures and escalation pathways
• Partner with senior leaders to reduce bottlenecks and strengthen delegation
• Ensure major transitions are supported by structured communication plans

Performance Management

• Design and operationalize a clear, consistent, and measurable performance management
  system that reinforces accountability, growth, and fairness.
• Build and implement a structured annual goal-setting process aligned to organizational strategy
• Establish performance check-ins and leadership review rhythms
• Standardize documentation practices for feedback, performance improvement, and corrective action
• Develop clear guidelines for managing underperformance, including formal Performance
• Improvement Plan (PIP) frameworks
• Train managers on delivering candid, constructive, and well-documented performance conversations
• Ensure performance decisions are consistent, transparent, and aligned with documented expectations
• Track performance trends and identify systemic capability or capacity gaps
• Create clear job descriptions with measurable expectations and success metrics

Employee Relations

• Serve as a trusted resource for employees and leaders to navigate workplace concerns
  constructively.
• Establish clear channels for employee relations and communication
• Lead employee and team building activities that support a thriving culture aligned with
  organizational values
• Implement safeguards and reporting pathways
• Ensure consistent and legally sound handling of workplace issues
• Design manager training programs focused on communication, feedback, and accountability
• Implement structured learning plans tied to role expectations in partnership with managers leading it
• Build training systems for compliance, performance management, and workplace conduct

Recruitment & Hiring

• Improve hiring readiness by ensuring roles are clearly defined with measurable success criteria
• Partner with hiring managers to design structured interview processes
• Implement standardized evaluation tools and scoring frameworks
• Implement and refine onboarding and offboarding processes to support strong work culture and organizational values
• Train managers on objective candidate assessment and management
• Ensure employment decisions are aligned with best practices and well-communicated

HR & Compliance

• Audit and maintain employment compliance practices across markets
• Develop internal controls for HR processes
• Partner with Finance and Operations to ensure regulatory compliance alignment
• Ensure required state and federal compliance standards are met across markets
• Serve as liaison to employment counsel
• Align HR policy updates with evolving legal standards

‍

If you are someone who thrives at the intersection of systems, leadership psychology, and
mission-driven growth, and you are excited by the challenge of transforming a scaling nonprofit
into a high-performing institution, this role is the right fit.

• Paid Vacation Leave (10 days/year after 3 months)
• Paid Sick Leave (5 days after 3 months)
• Paid Birthday Leave (1 day/year after 3 months)
• Paid Work Anniversary (1 day/year after 3 months)
• 12 Paid US Holidays
• 4-week paid leave at 5-year work anniversary
• 401k benefits
• Healthcare benefits
• Work from home with as-needed in-person meetings
• Flex-time options
• Supportive work/life balance in a high-performing, friendly team environment