Chief of Staff

JOB PURPOSE:

Propel Operations is seeking a Chief of Staff. Reporting to the CEO, the Chief of Staff will plan and direct all administrative and operational activities for both Ed Farm and Propel. The Chief of Staff serves as a thought partner and advisor to the CEO and the Senior Team, providing high-level strategic support and insight, guiding initiatives with organization-wide impact, along with overseeing and maximizing the effective operations of organizational priorities. This role will work with both internal and external stakeholders to ensure priority projects and strategic objectives are met. The Chief of Staff will act as a change agent, raising issues that impact employees, and external stakeholders. This role will manage multiple dynamic projects across the organization; develop high-level administrative reports, and presentations; and collect, analyze and interpret data as needed. The Chief of Staff will be a thought partner to the CEO and executive leadership team, and engage in strategic projects with other senior leaders of the organization by executing upon the vision of the organization. This role will seek to intentionally build collaborative partnerships internally and externally to deliver value-added service to leaders and employees in a manner that reflects Ed Farm and Propel workplace values and service standards.

EXPECTATIONS:

The day-to-day job responsibilities will fluctuate depending upon business needs. Below is a list of the job responsibilities overall.

• Serves as a conduit and advisor to the CEO on major projects to assist the CEO with leveraging time constraints, reducing roadblocks, increasing impact and accelerating progress.

• Advises and supports leadership in approaching organizational change in a way that engages employees at all levels of the organization and achieves desired results most effectively and efficiently.

• Identifies opportunities to engage the Board of Directors on strategic issues/high priority topics and partners with the CEO on agendas and communication for the Board, committee and task force meetings

• Introduce best practices and better ways of managing work and creating processes that will clarify where Ed Farm | Propel stands on key projects/initiatives/org metrics.

• Partners with the executive leadership team to manage annual and quarterly planning processes to ensure alignment with strategic plan and priorities.

• Ensures that all members of the executive leadership team are informed in a timely manner of critical issues that require their attention and decision-making; ensure complete and accurate information, as well as a thorough analysis of options.

• Proactively jumps into the debate and share opinions, working collaboratively across the organization in the development of strategy, goals, and priorities; drive strategy implementation and clear barriers to action..

• Identifies opportunities to integrate across functional teams; leverage strengths to take advantage of new opportunities and/or to address organizational challenges

• Together with senior leaders, through project management and key initiative oversight, work to meet strategic goals with clear communication, elimination of silos, integrated work-plans, and implementation with an eye towards coordinated accountabilities, objectives and associated budgets.

• Leads the People & Culture initiatives and development of an organizational DEI strategy that is in alignment with the organization's future state strategy.

• Partners with Communications Team to develop and communicate culture development strategies to internal and external audiences; through this work, thus strengthening Ed Farm | Propel’s culture building strategies

• Champions a culture of accountability in relation to culture building strategies and initiatives and works to ensure that equity is interwoven throughout the organization's policies and strategic initiatives.

• Performs other related duties as assigned.

GOALS/OUTCOMES:

*The goals outlined measure success on responsibilities and will only be applicable once the

Chief of Staff has assumed responsibility for the items detailed below.

Measurable Goals/Outcomes

Tasks or Duties to Accomplish Outcomes

Deadline

Strategic Planning and Execution

1. Facilitate the strategic planning process and ensure the timely completion of 80% of strategic plans for each business unit or department.

2. Monitor and track progress on strategic initiatives and achieve a 90% completion rate of key milestones.

3. Implement a reporting mechanism to provide 100% regular updates on strategic initiative progress to executives and stakeholders.

4. Provide assistance in change management and communication to ensure 90% smooth transitions.

5. Monitor change adoption rates and achieve a 70% or higher adoption rate for key changes.

Quarterly

Operational Efficiency

Identify and implement measures to improve operational efficiency by

1. Conduct 5 operational assessments and identify key areas for improvement and efficiency gains.

2. Implement process optimization initiatives and achieve a 10% reduction in turnaround time or cycle time for critical processes.

3. Track operational metrics and achieve a 5% improvement in key performance indicators related to operational efficiency.

Bi-annually

Cross-Functional Collaboration

1. Facilitate cross-functional meetings or workshops to encourage collaboration and knowledge sharing.

2. Implement a communication platform or tool to facilitate cross-departmental information exchange and achieve a 90% adoption rate.

3. Measure the effectiveness of cross-functional collaboration efforts through employee surveys or feedback mechanisms.

Monthly

Employee Culture & Performance

1. Implement and facilitate employee engagement initiatives (e.g., surveys, recognition programs) and achieve a 10% increase in overall employee engagement scores.

2. Support the development and implementation of performance management frameworks and systems by ensuring 100% follow-ups.

3. Monitor and track performance metrics and achieve a 90% completion rate for performance evaluations.

4. Facilitate performance discussions between managers and employees and achieve a 90% satisfaction rate from participants.

Bi-annually

HOW POSITION WILL BE EVALUATED (include frequency):

Evaluations will occur twice yearly. Informal evaluations will also be conducted as needed during 1:1 meetings.

REQUIRED SKILLS, BEHAVIOR, OR KNOWLEDGE

1. Advanced degree in Human Resources, Law, Organizational Leadership, Industrial/Organizational Psychology, Business Administration, or similar field of study from an accredited college

1. At least ten (10) years of Human Resources or business experience with at least five (5) years in a senior level role;

1. At least five (5) years of demonstrated leadership and management skills with an emphasis on setting direction, executing goals, and providing coaching to inspire success;

1. At least five (5) years of experience working in a highly matrixed, complex organization; experience in nonprofit organizations,

1. Ability to work in a fast-paced, results-oriented culture

1. Willingness to be flexible and contribute across departments and get tasks accomplished

1. Comfortable in a virtual environment