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About Run for Something 

Run for Something recruits and supports young, diverse progressives running for down-ballot races to build sustainable power nationwide. Since 2017, RFS has engaged nearly 150,000 potential candidates, endorsed over 3,000, and celebrated 1,000+ election victories. RFS alumni drive impactful changes in housing, abortion access, and education, shaping the Democratic Party's future.

RFS fosters a culture emphasizing work-life balance, sustainability, and a deep commitment to diversity, equity, and inclusion. With strategic, year-round initiatives, RFS is dedicated to long-term democracy-building.

Learn more about our work and values on our Careers page.

Position Name: Director of People & Culture

Reporting Structure: This position reports to the Chief People & Equity Officer

Location: Remote (U.S.)

Job Classification: Full Time, Exempt

Position Summary:

The Director of People & Culture is a member of the People & Equity team responsible for managing the operations, policies, and systems that govern the employee lifecycle at Run for Something. Reporting to the Chief People & Equity Officer (CPEO), this role will manage compensation and benefits, employee relations, labor and employment compliance, performance management, people analytics, total well-being, and PEO and vendor management. The Director will manage contractor(s) for People & Culture operations to build a supportive, high-performing culture.

As a member of RFS, this position must also contribute to, integrate, and hold themselves accountable for the Diversity, Equity, and Inclusion (DEI) goals set by RFS, while playing an active role in fostering a diverse, equitable, and inclusive organizational culture.

Responsibilities:

Director, People & Culture will help RFS accomplish our strategic imperatives via:

Management & Leadership (20%)

• Operationalize the People & Culture strategy by executing the Chief People & Equity Officer’s vision into actionable goals, initiatives, and tactics.
• Partner with CPEO for annual People & Culture planning, including KPIs and goal-setting to address organizational or department needs and gaps.
• Collaborate with the CPEO and DEI Director to align People & Culture initiatives with DEI, ensuring a unified and coordinated organizational approach.
• Identify, assess, and, as appropriate, escalate people-related risks in partnership with the CPEO.
• Proactively review and recommend policies, guidelines, and workflow changes to the CPEO, ensuring alignment with the organization’s vision and goals.
• Serve as the subject matter expert (SME) and manage performance management, employee relations, and HR initiatives.
• Own employee relations strategy and execution, including conflict resolution, investigations, lead scenario planning, and draft sensitive communications.
• Coach supervisors and staff on people-related challenges, ensuring fairness, consistency, and alignment with policy.
• Collaborate with the CPEO and other People & Equity team members to co-design and facilitate manager/supervisor meetings that build leadership capacity across RFS, with a focus on strengthening manager’s understanding of policies and compliance. 
• Ensure consistent documentation standards, audit readiness, and adherence to established SOPs and workflows.
• Co-lead change management efforts related to People & Culture initiatives, policy updates, and organizational transitions.

Execution of the End-to-End Employee Experience (30%)

• Oversee equitable compensation and benefits systems that support organizational growth and retention.
• Foster a culture of professional growth through performance management systems.
• Assess and adapt strategies to address emerging People and Culture challenges and opportunities.
• People Analytics: Design, administer, and analyze People & Culture surveys (engagement, onboarding, well-being, exit), dashboards, and metrics to inform and improve end-to-end employee experience and to support organization strategy and performance 
• Translate workforce and organizational insights into operational improvements, identifying opportunities to strengthen systems, workflows, and cross-team collaboration, and regular reporting to leadership and staff.
• Create and lead culture-building initiatives that foster belonging and connection across a fully remote workforce (e.g., wellness programs, recognition efforts, etc.)
• Design and manage programs, initiatives, and benefits that prioritize mental, physical, social, and financial well-being based on employee feedback and peer benchmarking.
• Collaborate with the Director of Talent and Learning & Development to build scalable, inclusive hiring, onboarding, People & Culture-related learning & development, and strategy.

People Operations (25%)

• Lead PEO and vendor relationships, including compensation, benefits, and compliance partners (i.e., ADP TotalSource, benefits administrators).
• Manage vendor performance, contracts, renewals, and issue resolution to ensure high-quality service and compliance.
• Serve as the primary point of coordination between vendors, staff, and leadership, ensuring communication and alignment. 
• Collaborate with the Finance & Compliance team on compensation, benefits, and HR compliance matters. 
• Ensure full utilization of PEO/HRIS systems. 
• Lead progressive benefits strategy and administration, including 401K, health, and wellness programs.
• Drive employee engagement through innovative HR practices, surveys, and cultural initiatives.
• Serve as the subject matter expert in People Operations, overseeing troubleshooting, updates, and staff training.

Administration & Compliance (15%)

• Ensure compliance with employment laws and remote work policies.
• Partner with the CPEO to update HR policies to meet legal requirements and support organizational culture.

Labor Relations (10%)

• Support union-management relations in partnership with the CPEO, including preparation for collective bargaining agreement (CBA), implementation, and grievance processes.
• Assist as a liaison, maintaining constructive relationships and open channels of communication.
• Ensure compliance with the collective bargaining agreement (CBA) by interpreting provisions and advising managers and leadership on their application.
• Support grievance and arbitration processes, ensuring timely, fair, and consistent handling in alignment with the employee handbook and the CBA.
• Provide training and guidance to managers and supervisors on working effectively in a unionized environment, ensuring clarity on rights, responsibilities, and collaboration.
• Monitor labor relations trends and emerging issues to proactively address potential conflicts and sustain a positive employee–management relationship.



Your role responsibilities may evolve to ensure they align with organizational priorities and that you can continuously contribute to our mission of recruiting and supporting young progressives running for down-ballot offices.

Key Competencies and Qualifications:

• At least 7–10 years of relevant HR experience, with a proven track record in leadership roles, ideally within social impact, nonprofit, or mission-driven organizations.
• Ability to translate People & Culture strategy into day-to-day operations.
• Trusted advisor with strong judgment in people operations, performance management, employee relations, conflict resolution, and risk escalation.
• Experience working in unionized environments, navigating labor relations, and fostering positive union-management relationships.
• Experience in People & Culture functions, with expertise in Compensation & Benefits, Employee Relations, Performance Management, and Employee Engagement.
• Experience managing Professional Employer Organization (PEO) and vendors related to compensation, benefits, and HR operations. 
• Deep understanding of employment law, multi-state compliance, and PEO/HRIS environments.
• Proven leadership in strategic planning, change management, and organizational scaling.
• Effective relationship-builder with leadership and cross-functional teams.
• Ability to embed equity, inclusion, and belonging into people policies, practices, and systems.
• Strong collaborator and skilled communicator who builds trust, coaches staff of all levels, and handles sensitive and confidential information with discretion.
• Strong time management, prioritization, project management, and collaboration skills.
• Commitment to DEI, organizational values, and the mission of Run for Something.
• Ability to work independently in a remote setting.

Compensation & Benefits

Salary for this position is set at $132,600. In order to counter pay inequality and uphold internal parity, salaries are non-negotiable for new and current employees. Run for Something salary bands for a given staff level are benchmarked to the 75th percentile for our sector, and all new employees are paid at the entry point of those bands. Employees then have the opportunity to progress through current salary bands through annual cost of living increases and performance-based pay increases, and into new salary bands through promotions. 

Learn more about our compensation policy here. 

Benefits at Run for Something include: 

• Four-Day Work Week (learn more here)
• Unlimited Paid Time Off policy 
• Platinum Medical Insurance (100% of premium covered for employees; 50% of premium covered for dependents) 
• Dental and Vision Insurance (100% of premium covered for both employees and dependents) 
• Professional Development Stipend
• Treat Yourself Stipend ($500 a year to do something that brings you joy)
• Equipment Stipend
• 401k with matching
• Work from Home Stipend
• Cell Phone/Internet Stipend  
• 12 weeks paid family leave
• Paid Sabbatical (after 3 years of service to RFS)
• Employee Assistance Program
• ~ Four weeks in organization-wide holiday closures, including a two-week winter break
• Flexible, remote work environment
• Transition payment for departing employees