Many go into Human Relations jobs because, of all things, they enjoy the challenge of building relationships with others to coach, support and teach them. But what do they end up building relationships with? Forms. Spreadsheets. Reports. Regulations.
Talent is often a company’s most valuable resource—that’s certainly true in the public policy industry. Yet it’s often not reflected in the positioning of the HR team, which is supposed to be entrusted with finding and developing the talent. Instead they are viewed as glorified bookkeepers that have little to do with company strategy.
If you’re looking for an opportunity to do HR—or talent development—in a different way, with all the book-keeping and spreadsheets delegated to others so that you can focus on the core task of maximizing the strengths of others and building high-functioning teams, read on.
The Foundation for Government Accountability has grown exponentially since it was founded in 2011. A few years ago, we were tackling one public policy issue in a handful of states, now we are educating leaders in more than thirty states and D.C. on health care, welfare reform, and job creation. Four years ago, the team was a hybrid on-site and remote team of 6 people, now it’s a fully remote staff of 40+ between employees and high-level contractors.
The Talent Director role is new, and its purpose is to enable FGA to maintain its culture of top performers and organizational excellence despite the increased size and complexity of the organization.
The Director would work alongside the COO and CEO to develop FGA’s talent strategy, and then be responsible for the day-to-day execution of the plan. That includes scouting for talent, hiring/recruiting, on-boarding new staff, regular coaching and training for existing staff, and creating clarity and alignment between our technology platforms and our organizational structure.
The role will have a strong business operations element as well, with the Talent Director playing a key part in launching new projects and managing growth in existing project teams.
We believe the role will be a good fit for someone who has a track record of:
- Identifying strengths in others and helping them capitalize on those strengths (both in hiring/recruiting and in working with existing peers or reports)
- Managing effective teams of peers and vendors that accomplished big goals
- Using systems to create clarity and trust within a team or organization
- Timely, consistent follow-up to build relationships and/or to accomplish shared goals
- Implementing new technology platforms for a team that resulted in better communication, better leverage, and/or greater efficiency
Foundation for Government Accountability promotes better lives for individuals and families by equipping policymakers with principled strategies to reform failed health and welfare programs nationwide.
Launched in June 2011, FGA is a dynamic and fast-growing free-market think tank headquartered in sunny Naples, Florida, and is known for its world-class team of welfare and health care policy experts and their innovative policy solutions.
The organization’s founder and CEO is Tarren Bragdon, former head of the Maine Heritage Policy Center and a former member of the Maine legislature. Tarren is a renowned expert on health care and welfare policy, and under his leadership, the FGA team has led the fight against ObamaCare’s Medicaid expansion in the states. But FGA’s trademark has become its willingness to tackle difficult, generational issues. Currently it is focused on transforming our welfare system to disrupt the cycle of dependency that takes away hope from generations of Americans, changing health care to actually make it affordable and accessible, and eliminating regulatory barriers that prevent people from realizing their entrepreneurial dreams.
Who should Apply?
If you’re interested in this role, ask yourself the following questions:
- Do you have a strong belief that a free market economic system is the best possible way to relieve poverty and give people the opportunity for a better life?
- Do you believe government has a minimal role to play in providing a welfare safety net for the poor?
- Do you think embracing the realities of politics is essential to advancing public policy ideas?
- Do you wish you could spend time and resources testing out various strategies and learning from the resulting data?
- Does it motivate you to be held to a very high standard of measurable, real-world results achieved?
- Are you ok with making mistakes in order to learn?
- Are you often the person in the room who asks the uncomfortable question that everyone is thinking?
- Do you like having lots of freedom about where and how you work?
- Do you tend to over-communicate with your colleagues and/or friends?
If you answered yes to all these questions, then you will likely be a great fit with the FGA team.
Timing, Location & Compensation
FGA is seeking to fill this position by mid-August or earlier. Many of FGA’s staff work remotely, and this position can be filled as a virtual office. But the Talent Director will need to regularly travel to Naples for training and meetings, so ease of travel to Florida will be important. FGA offers salary and benefits that are very competitive, including a health benefit and generous paid leave plan.
Qualified candidates should submit the following in one PDF file with your name in the file:
- Cover letter detailing the top three strengths you’d bring to FGA, why you are interested in joining our team, your preference for location, and your salary requirements.
Please include “Talent Director, FGA – Your Name” in the subject line of your email.
Materials should be emailed in one PDF document to Lauren Skiver with Talent Market, who is assisting with the search: email@example.com.
While we thank all applicants in advance for their interest in this position, we are only able to contact those to whom we can offer an interview. No phone calls, please.