Senior Manager, Culture & People Experience

Notice

This role is not subject to a Collective Bargaining Agreement and is not eligible to receive union representation. Employees of Black Feminist Future work across the 501(c)(3) organization and its 501(c)(4) arm, Black Feminist Future Action Fund, to maintain alignment and cohesion of organizational strategy and objectives across both entities, as established by the Executive Director.

Staffing Philosophy:
Black Feminist Future is a movement organization grounded in a left, queer, anti-capitalist Black feminist politic. We are seeking senior leaders who are deeply grounded in Black feminist praxis and committed to ongoing development. All staff are organizers who understand their role as an assignment rather than simply a job, and who work within structures guided by our BEACON plan to advance systemic change through coordinated c3 and c4 strategies. Senior leaders are responsible for stewarding organizational coherence and people-centered leadership across the institution.

Position Summary
The Senior Manager of Culture and People Experience is an internal implementer who stewards organizational culture, embodied praxis, and staff experience, ensuring the organization’s values are consistently reflected throughout the container. This role bridges external HR strategy and internal operations, translating policies, processes, and frameworks into actionable, culturally aligned practices that shape the day-to-day experience of staff. By embedding somatic practice, collective care, and embodied praxis into organizational systems, they ensure staff are supported, recognized, and able to thrive.

Key Responsibilities

People Experience and Organizational Health

• Staff Development Alignment: Partner with leadership to ensure professional growth opportunities are implemented in alignment with individual workplans for the advancement of the organization’s BEACON strategy.
• Pathways for Promotions: Establish, maintain, and communicate clear, equitable pathways for staff advancement. Ensure promotion criteria are transparent, consistently applied, and aligned with both individual development plans and organizational needs. Track and support staff progression over the employee lifecycle.
• Culture Pulse Tracking: Maintain ongoing mechanisms to monitor staff satisfaction, morale, and engagement outside of formal survey cycles. Translate trends into actionable insights for leadership and operations teams.
• Feedback Loops: Implement, and steward feedback systems that allow staff to provide continuous input on culture, processes, and workplace experience. Ensure staff voices meaningfully shape day-to-day operations.
• Exit and Transition Insights: Conduct and analyze exit interviews to capture institutional knowledge and identify systemic gaps in culture and operational practices.
• Recognition and Rituals: Develop structures to celebrate contributions and milestones meaningfully, including recognition programs and cultural acknowledgments beyond anniversaries.
• Policy Experience Translation: Act as a cultural interpreter for policies, processes, and structures, translating HR guidance into experiences that support inclusion, belonging, and collective care.

Culture Stewardship and Embodied Praxis

• Workplace Guidebook and Culture Playbook: Maintain and iterate on the living document of "who we are" and "how we work together." This is not a personnel handbook, but a guide to cultural norms, communication lineages, and shared practices.
• Care Practices Team: Start up and lead the Care Practices team, shifting focus from individual self-care to collective organizational care. Build systems of cross-team support, and ensure internal structures are consistent with our ways of being and organizational code of conduct.
• Somatic Practice Integration: Facilitate and weave somatic practices into the fabric of the workday, ensuring staff experience and pace reflect care, sustainability, and well-being.
• Employee Engagement and Satisfaction: Launch comprehensive staff surveys to gauge the health of internal culture. Use data analysis to identify gaps between current reality and our ideal culture, and outline concrete actions to move the organization closer to that vision.
• Fortification Calendar: Create and finalize the annual organizational and employee engagement calendar, mapping cycles of rest, celebration, and communal connection to reinforce culture and cohesion.

Tactical People Operations

• New Hire Integration: Execute the First 90 Days check-in sequence for all new staff, ensuring onboarding is seamless, supportive, and aligned with organizational culture.
• Onboarding and Transitions: Lead the deployment of Onboarding Surveys and conduct Exit Interviews to capture institutional wisdom and identify areas for refinement.
• Annual Org Review Cycle: Manage the implementation of the annual performance review process. Shift the organization from anniversary-based reviews to a unified Organizational Review Cycle, including scheduling, tracking, and ensuring all next steps are documented.
• Professional Development Tracking: Track the Professional Development budget for all staff, ensuring equitable access to growth opportunities.
• Staff Rituals and Milestones: Manage the tracking and celebration of staff anniversaries and milestones

Accessibility and Support

• Accommodation Management: Serve as the primary point of contact for Accommodation Request Forms. Maintain the Accommodation Tracking Log to ensure all staff have the tools and environment necessary to show up fully to their assignment.

Qualifications and Competencies

• Master Implementer: Finds deep satisfaction in the doing. Master of tracking, scheduling, and following through on cycles that maintain organizational stability.
• Grounded in Praxis: Applies Black feminist frameworks, queer and anti-capitalist approaches, and embodied practices to daily organizational life.
• Somatic Practice: Experience or strong commitment to somatic practices and understanding of how nervous system regulation impacts organizational health.
• Operational Rigor: High attention to detail. Clear containers, whether tracking logs or calendars, create the safety necessary for collective work.
• Discretion and Boundaries: Ability to hold sensitive information with care and maintain the integrity of organizational culture.
• Collaborative Bridge: Comfortable translating external HR strategy into internal practice without owning HR strategy or advisement.

What This Role Is Not

• Not a traditional HR role focused on compliance or administration