2024-05: Editorial Manager

In consultation with the Publications Director, the Editorial Manager is responsible for managing the day-to-day editing and production of MDRC publications, and for overseeing the work of the Publications Department with that of project teams and the Finance Department. This person will be collaborating with the Publications Director at a time of transition, when the department is seeking to work with project teams on potential new workflows and will be adopting new project management software. The Editorial Manager will therefore have a prime opportunity to shape how the department operates in the coming years. The Editorial Manager will also supervise the Editorial Coordinator.

Essential functions:

• Managing the Publication Department’s calendar, which is maintained by the Editorial Coordinator, and the deployment of editors and production staff members
• In consultation with the Publications Director, assigning editorial and production staff to editing, production, and draft review tasks
• Managing the trafficking of reports among authors, research assistants, editors, designers, and production managers. Monitoring the tracking of the stages of production for all deliverables in the production queue, generally around 30 to 40 at some stage of work in the department, and at least as many on the upcoming calendar.
• Advising Resource Managers on budget estimates for projects (answering questions and reviewing estimates)
• Advising project teams on scheduling (answering questions and reviewing work plans) and on meeting demands of funders
• Providing managerial support for the Editorial Coordinator on fiscal/contracts issues, including hiring freelance editors, designers, and illustrators as needed (on a per-project basis); arranging for outside vendors to complete 508 compliance work (on a per-project basis); resolving delays, miscommunication, etc.
• Working with the Publications Director to summarize hours spent on various projects, with an eye toward identifying outsized or unnecessary sources of expense
• Working with the Publications Director to develop guidance documents about publications processes and providing training to project teams about the processes

Skills/experience:

• Five years of project management that includes managing multiple schedules and estimating work levels for new projects based on previous ones. Management in an editorial or publishing context strongly preferred.
• Bachelor’s degree or equivalent experience.

• Excellent written and verbal communications skills.
• Ability to manage multiple tasks, supervise employees, and negotiate with internal and external stakeholders at various levels.

• Must be organized, comfortable working against deadlines, and able to pay careful attention to detail.
• Familiarity with the Microsoft Office suite
• Familiarity with project management software, in particular Smartsheet
• Familiarity with Adobe InDesign helpful but not required

This position is part of a collective bargaining unit under Social Policy Worker United (SPWU) – Local 57 of the American Federation of State, County & Municipal Employees (AFSCME).

Timing: Applications should be submitted by day Friday, April 5, 2024. Please see What to expect from MDRC’s recruitment process” for more information.

Location: The position is ideally based in MDRC’s New York City or Washington, DC, offices. MDRC is also open to remote work.

Compensation and benefits: Salary range is $96K - $99K and will be commensurate with experience. Comprehensive benefits and relocation assistance offered. Some on-the-job training will be provided

Instructions: When submitting your application, please include:

• Resume
• Cover letter

Only candidates selected for further consideration will be contacted. Please note that the health and safety of our employees and candidates is very important to us and that interviews (when scheduled) will be conducted via video conferencing.

MDRC is an Equal Opportunity/Affirmative Action employer. No qualified applicant, employee, intern, volunteer, or apprenticeship trainee will be discriminated against on the basis of his, her, or their race (including traits historically associated with race, including but not limited to hair texture and protective hairstyles), color, national origin (including physical, cultural or linguistic characteristics), marriage to or association with persons of a national origin group, tribal affiliation, membership in or association with an organization identified with or seeking to promote the interests of a national origin group, name that is associated with a national origin group, accent, language use, immigration status, citizenship, possession of a driver’s license issued to persons unable to prove their lawful presence in the United States, and other definitions under California or other states’ laws, ancestry, creed, religion, religious creed (including religious dress and grooming practices), age, citizenship, veteran and/or military status, sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), sexual orientation, gender, gender identity (including transgender status), gender expression, gender transitioning or perceived gender transitioning, marital status or civil partnership/union status, physical or mental disability (actual or perceived), medical condition (including cancer and genetic characteristics), genetic information, protected medical leaves (requesting or being approved for leave under the Family and Medical Leave Act) or similar state family medical leave laws, domestic violence victim status, political affiliation, or any other basis prohibited by applicable federal, state or local law. Legal work authorization is required. To request a reasonable accommodation during any stage of MDRC’s employment process due to a disability, please contact HRQuestions@mdrc.org.

MDRC’s dedication to Diversity, Equity, and Inclusion exceed compliance requirements. We believe that recruiting and retaining a diverse workforce of all backgrounds and perspectives improves the quality and relevance of our research, as well as the daily experiences of our staff. By fostering an equitable culture of inclusivity and belonging, we seek an environment in which staff feel welcomed, valued, and engaged in their work.