Director of Recruitment and Retention (Part-Time Position)

Summary

Legal Aid at Work (LAAW) enforces and expands the employment and civil rights of low-wage workers, their families, and communities by engaging in outreach and education, providing clients with legal advice and representation, and advocating for policy reforms.

LAAW has seven core program areas: (1) Community Legal Services; (2) Disability Rights; (3) Gender Equity & LGBTQ Rights; (4) National Origin and Immigrants’ Rights; (5) Racial Economic Justice; (6) Wage Protection and (7) Work & Family. Through these programs, LAAW:

    • Provides free, individualized legal advice and counsel throughout California to thousands of low-income workers;
    • Pursues targeted enforcement and impact litigation to strengthen and clarify the law;
    • Conducts community outreach and education for workers, their advocates, their families, and their health and social service providers; and
    • Advocates for laws, regulations, and policies at the local, state, and national levels to strengthen civil and workplace rights.

As a social justice organization, Legal Aid at Work’s mission is rooted in the firm belief that all people deserve respect, dignity, and self-determination at work, at school, and in their communities. Structural and systemic racism—with the oppression of Black and Indigenous people at its core—and other forms of injustice shape the society and the civic, political and legal systems in which we work and live. Legal Aid at Work is committed to developing and nurturing an organizational culture that will dismantle systems of oppression, uplift people from underrepresented communities, and create a workplace that is truly equitable and inclusive. As such, we strongly encourage candidates from underrepresented communities to apply.

The advancement of diversity, equity, and inclusion principles through the development and implementation of policies are core to Legal Aid at Work- our organizational culture, labor relations and programmatic work- and all aspects of our operations. Essential to the vision and goals of the organization is the need for our staff, fellows, and law students to advance our ability and competency to advocate successfully for our clients by providing low-wage workers with skillful, culturally competent services and assistance. A staff that is reflective of our client communities can be achieved through the improvement and execution of marketing, outreach, relationship-building, recruitment, hiring and training strategies that along with an organizational plan to ensure inclusivity.

Legal Aid at Work is hiring for a part-time Director of Recruitment and Retention to lead Legal Aid at Work’s recruiting and hiring functions to advance the organization’s DEI initiatives and goals. The Director of Recruitment and Retention’s principal responsibility is the strategic design, development, and implementation of recruiting and hiring programs focused on diversity and inclusion for open staff positions, fellowships, and law clerk recruiting. The Director of Recruitment and Retention will provide critical, high-level support to the management team, especially as it relates to the organization’s recruiting, hiring and retention strategies as the organization continues to create a diverse workplace that is equitable and inclusive. This will include but not be limited to developing and improving organization-wide recruiting and hiring processes, systems, and infrastructure to support staff onboarding and retention.

The Director of Recruitment and Retention will be responsible for ensuring that Legal Aid at Work attracts, develops, and retains staff that is reflective of its client communities and advances its overall mission of social justice. The Director will create and implement a year- round process to hire, welcome and onboard staff, law students and fellows from all backgrounds to our organization, beginning with marketing the positions in the context of our work, developing key relationships, creating outreach programs, conducting recruitment, improving the hiring process including in the interview process, establishing thorough and inclusive onboarding processes, and conducting exit and retention interviews, as well as and providing valuable input on both DEI and other policy matters affecting staff (a life cycle with DEI at its core).

The Director of Recruitment and Retention, reporting and accountable directly to the Vice President of Human Resources, Labor Relations, and Diversity, Equity, and Inclusion, works closely with and is a member of the management team serving as a representative of the Vice President in key meetings and in the management of sensitive and confidential information. As a member of the management team, the Director of Recruitment and Retention is accountable to the Vice President for the successful human resources support of the mission, vision, and values of the LAAW, and providing recommendations and strategic input on policy matters affecting recruiting and hiring, human resources, labor relations and DEI management.

Responsibilities

The Director is accountable to the VP of Human Resources, Labor Relations, and DEI for the management of recruiting and hiring processes for open staff positions, fellowships and the law clerk program. Duties include:

    • Lead and establish innovative outreach and candidate sourcing strategies.
    • Review our hiring processes to ensure equity and inclusivity as to encourage applicants from all backgrounds to apply and feel supported throughout the process.
    • Develop new strategies to attract and engage a high quality, diverse talent pool and ensure that all open positions are filled in a timely manner.
    • Refine our selection process with a keen eye toward alignment between job requirements and our commitment to diversity, equity, and inclusion.
    • Define and evaluate our recruiting and sourcing metrics to continuously measure and improve our DEI outcomes and goals.
    • Lead and organize outreach efforts to develop strong partnerships with law schools, law professors, and minority law student associations to attract students from all backgrounds.
    • Further the organization’s mission to educate and inspire the next generations of public interest attorneys, and act independently as the organization’s face to important sectors of our legal community, pre-law and-law students, law school staff and faculty, sister organizations, former participants in our Workers’ Rights Clinic, Bar Associations, colleges, and funders.
    • Create an onboarding process where the organization’s DEI goals and expectations are clearly and consistently communicated to all new hires, fellows and law students.
    • Create feedback process, organizational surveys and conduct retention interviews to ensure inclusivity and belonging within organizational culture.
    • Train the staff on best practices regarding how to conduct interviews, especially as it relates to advancing the organization’s DEI-related goals.
    • Establish relationships with staff to ensure engagement, capture insights, receive feedback, and encourage involvement.
    • Participate in management team meetings and planning, evaluation, decision-making, and policy-making activities, including support with and participation in collective bargaining negotiations on DEI and other issues, and formulating, determining, and effectuating effective management DEI policies.

Provide Recruiting and Human Resources expertise in various operational matters. The Director of Recruitment and Retention provides management support and insight to the Vice President in the identification and development of recruiting, labor relations and human resources strategies and policies.

    • Ensure compliance with federal, state and local requirements and adherence to law school recruitment and selection guidelines.
    • Create job announcements and update job descriptions with an eye towards necessary qualifications for open positions that reflect the values and importance of DEI to the organization.
    • Monitor market compensation data and participate in salary surveys.
    • Benchmark and develop best practices to embed DEI objectives throughout recruiting, hiring, and retention policies and practices.
    • Assist and advise the Vice President on any performance-related matters including disciplinary action that may implicate DEI issues.
    • Strategize with management on CBA-related issues and labor negotiations.

Requirements

The ideal candidate for the Director of Recruitment and Retention position will share in a passion and commitment to LAAW’s mission and work serving people of color, survivors of domestic violence, members of the LGBTQ community, people with disabilities, and many other communities who are disproportionately affected by intimidating practices in the workplace.

The ideal candidate for the Director of Recruitment and Retention position will have:

    • Minimum 5 years’ experience in a leadership role with heavy recruitment/sourcing responsibilities.
    • Proven experience developing search strategies to identify and attract diverse talent and demonstrated ability to create candidate pipelines using various sourcing techniques.
    • Hands-on experience building and utilizing a DEI-focused recruitment pipeline strategy (recruitment marketing, job postings using LinkedIn, direct sourcing, and more).
    • Exceptional listening skills; ability to absorb all relevant and critical information from interviews to evaluate candidates’ qualifications.
    • Knowledge of applicable local, state and federal employment and labor laws as it pertains to compliance.
    • Awareness and sensitivity to the needs and concerns of individuals from all backgrounds.
    • Experience coaching, training and consulting staff to develop goals and practices that positively impact our recruiting and retention outcomes.
    • Ability to be self-directed and anticipate potential issues before problems arise.
    • Ability to be flexible and work in a team-oriented environment.
    • Strong and effective interpersonal and communication skills including the ability to deeply listen and empathize with others.
    • Demonstrated ability to take initiative and ownership of projects.
    • Ability to use tact and diplomacy when dealing with sensitive issues and to maintain confidentiality.
    • Strong relationship building skills and able to work closely with members of the staff.
    • Ability to make positive contributions towards a diverse, equitable and inclusive work culture that values and celebrates differences.
    • Ability to learn quickly, demonstrate critical thinking, and make situation-appropriate decisions using sound judgment.
    • Ability to manage multiple strategic responsibilities while exercising independent discretion and judgment.

Compensation

Legal Aid at Work offers salaries that are competitive in the Bay Area public interest law community. Benefits include health plans, long-term disability and life insurance, 403(b) retirement plan, and generous paid vacation and holidays. The approximate pay range for this part-time exempt position (70-80% FTE) is $80,000 to $94,000 annually depending on experience.

Application Process

We strongly encourage candidates from underrepresented communities to apply. Applications must include (1) a cover letter explaining your interest in this position and the ways in which you satisfy the qualifications specified above, (2) résumé, and (3) list of three professional references. All application materials should be submitted to:

Director of Recruitment and Retention Search Committee

Email: [email protected]

We strongly encourage candidates from underrepresented communities to apply. Applications must include (1) a cover letter explaining your interest in this position and the ways in which you satisfy the qualifications specified above, (2) résumé, and (3) list of three professional references. All application materials should be submitted to: Director of Recruitment and Retention Search Committee Email: [email protected]