Manager, Program & Impact

About Robin Hood

Robin Hood fights poverty in New York City. Since 1988, we have invested more than $3 billion to help elevate New Yorkers out of poverty by identifying and supporting high-impact community organizations, partnering with government, and advocating for what works so that New York City can be an engine for upward mobility for all. We focus relentlessly on results, and are committed to using research, data, and evidence throughout our work. Because Robin Hood’s Board of Directors covers 100% of all administrative, fundraising, and evaluation costs, every dollar donated to Robin Hood goes directly to organizations helping New Yorkers in need. Robin Hood is the largest philanthropic organization focused on poverty in New York City, raising and granting about $130 million to local organizations in our most recent year.

Position Overview

The Manager, Program & Impact helps develop and coordinate strategic initiatives to advance Robin Hood’s programmatic goals. The focus of the work will include both grantmaking efforts to make progress in specific areas of importance to poverty-fighting as well as special projects to enhance Robin Hood’s programmatic practices and partnerships.

Increasingly, Robin Hood’s philanthropic work integrates multiple disciplines, including grants for direct services and policy advocacy, lobbying, research, community engagement, capacity building and other activities. Working with other subject matter experts on Robin Hood’s staff, the Manager helps to develop and support cross-functional initiatives that extend across and/or beyond Robin Hood’s current grantmaking portfolios; facilitates high-performing cross-functional work groups; and helps shepherd initiatives from conception to measurable impact.

The Manager also oversees specific grants, working with grantees to establish, monitor and achieve program and/or policy related goals.

The ideal Manager has content expertise in one or more poverty-related issue areas and a generalist orientation for working in new areas. The Manager should also have a strong background and interest in project management methods and practice.

Reporting Relationship

The Manager will serve on the Program & Impact team under the direction of the Chief Program & Impact Officer. The direct supervisor for the Manager will vary according to the nature of a project. At any given time, the Manager may report directly to one or more senior leaders.

Responsibilities

Key responsibilities include, but are not limited to:

Initiatives

• Facilitate programmatic and/or cross-functional workgroups to create a vision, theory of action, strategy, activities and measurable goals for an initiative. Help workgroups produce high quality deliverables by creating workplans, leading planning sessions and discussions, and individually producing high-quality work products.
• Track progress and report results of an initiative to relevant stakeholders, including senior leadership, funders, colleagues, partners and others. Produce updates and ensure project and goal tracking remains current and useful.

Project management

• Directly project manage key initiatives and workstreams as assigned by the Chief Program & Impact Officer.
• Help develop and evolve department-wide project management best practices and serve as an internal resource for Program & Impact staff to apply processes that enable high-performing workgroups.
• Help cross-team workgroups implement relevant frameworks and tools to run effectively by orienting and training colleagues and troubleshooting challenges.
• Oversee relevant tools (software, documents etc.) used by the department to manage and track workstreams.
• Work with colleagues to identify opportunities to improve how the department operates, including how it develops initiatives, communicates internally and externally, and fosters cross-team collaboration.

Grant management

• Manage a portfolio of grants as needed to support active initiatives or grant strategies.
• Develop a clear articulation of the strengths and weaknesses of a potential grant and capture them in write-ups and presentations delivered to program staff and board committees.
• Develop contracts and negotiate annual objectives and goals with community partners.
• Monitor grantee performance through analysis of outcomes data, site visits, and independent assessment of progress or setbacks in management and financial reports.
• Build relationships of trust and mutual respect with nonprofit leaders to support them in delivering on their mission.

Competencies

Project management

• Supports on the implementation of projects; monitors progress against milestones
• Creates project plans with key deadlines and deliverables and ensures that projects are successfully executed
• Demonstrates strong project management skills including the development of project goals, core project components, project milestones, timelines and data requirements; demonstrates ability to monitor project performance and meet established deadlines
• Runs meetings with clear purpose, agenda, time management, focus and leadership
• Facilitates effective collaboration among colleagues in working groups, generating active engagement and producing well-reasoned recommendations and/or high-quality deliverables
• Outstanding ability to collect, synthesize, and communicate program information to varied audiences, including supervisors, external partners, funders, and senior officials
  

Relationship Building

• Excellent relationship-building skills, facilitation skills, and the ability to support teams to advance their strategic goals.
• Approaches work with a stakeholder-focused mindset, considers the experience of stakeholders when executing tasks and proactively identifies solutions
• Emotional intelligence and empathy. The ability to acknowledge the achievements of others, to share credit and to welcome feedback
• Establishes trust with internal and external stakeholders and leaders
  

Taking Initiative

• Demonstrates a willingness to accept ownership of tasks and projects, acknowledging the impact of individual actions on overall team and organizational goals
• Proactively identify opportunities for improvement, anticipate needs, problem solve and seize responsibility to create positive change
• Identifies what needs to be done and acts before being asked or the situation requires it; takes independent action to improve the ultimate outcome
  

Flexibility/Adaptability

• Capacity to multitask, switch directions and assume new or additional assignments quickly and graciously with shifting priorities and conditions
• Comfortable with change and ambiguity. Ability to adjust to changing circumstances, and to identify assumptions, make forecasts and make decisions, if required, with limited information

Qualifications

• Undergraduate degree and at least 4 years prior experience in consulting, strategy development, operations and/or administration in the public, nonprofit and government sectors
• Background in one or more human service issue areas is preferred (e.g., early childhood, education, workforce development, health, etc.)
• Proven ability in program and/or project management and history of effectively facilitating teams and engaging colleagues, including senior leaders, to achieve objectives
• Familiarity and prior experience with project management tools and methodologies
• Fluent in using software and digital tools to produce presentations, manage projects and facilitate team-based communications
• Strong communication abilities, including writing and verbal presentations

Diversity, Equity, and Inclusion

Robin Hood is committed to promoting diversity, equity, inclusion, and representation in all aspects of its work. As New York City’s largest poverty-fighting organization, Robin Hood believes that building a diverse team is fundamental to its ability to effectively serve and strengthen organizations serving the most vulnerable communities in the city, and to influence the policies that affect them.

Robin Hood believes in the potential that diversity creates – deep and responsive relationships with its community partners; the ability to solve complex problems efficiently and effectively; and, most importantly, the ability of its diverse staff to work to its full capacity.

Robin Hood builds diversity, inclusion, and equity practices into all aspects of its work. Its practices, values, traditions, and beliefs are embedded in the inclusive culture that it creates. Operationally, its formal and informal structures support a work environment that advances the professional development of staff at all levels, allows for innovation, and grounds its work as poverty fighters.

In the workplace, diversity equals representation. Robin Hood seeks to attract and retain staff that reflects the communities that it serves. Racial and ethnic diversity matter to it, as does diversity among other cultural identifiers (ability, educational background, generation, gender, gender expression religion, immigration status, military status, sexual orientation, socioeconomic status).

Diversity within Robin Hood's staff is enhanced by its efforts at meaningful inclusion. It ensures that team members are empowered to make decisions, offer actionable feedback, and share credit for team success. Further, Robin Hood seeks to develop talent professionally and has created an intentional focus on mentorship and sponsorship, particularly of junior staff. Its goal is to encourage long term talent retention and engagement, while fostering a culture of innovation.

Robin Hood Guiding Principles

As an organization committed to economic mobility, our work is grounded in the following Guiding Principles:

• Diversity, equity, and inclusion
• Proximity and humanity
• Risk-taking and innovation

Our professional community reflects myriad demographic characteristics, perspectives, and backgrounds, which include various identities that reflect diversity in gender identity and expression, race, ethnicity, religion, sexual orientation, ability, and socioeconomic status. Our colleagues have access to opportunity and advancement, as we promote fair and equitable treatment and have encouraged participation by underrepresented groups. As a team, we promote a sense of belonging, high levels of engagement, and shared respect.

• Robin Hood puts people first. Always.
• Robin Hood is unafraid to take action and create solutions.
• Robin Hood is data driven and heart led.
• Robin Hood works the coat check.

Salary and Benefits

Robin Hood offers a competitive compensation package, with a salary range determined by years of experience, skills, and abilities. Each candidate’s placement within the range will be based on these factors while ensuring alignment with our commitment to equitable internal pay practices.

Our extensive benefits include medical, dental, vision, and life insurance, a 403(b) retirement plan with employer match, and a 12% employer contribution to a 401(a) retirement plan. We also support a healthy work-life balance by providing new hires with 20 days of accrued paid time off. This position is based in New York City and follows a hybrid work environment, with employees generally expected to work in the office two days per week, though some teams may require additional in-office days based on operational needs.

The salary range for this role is $97,736 - $119,670.

To Apply

Please visit our website to complete our online application.

Robin Hood is an equal opportunity employer. Applicants from diverse backgrounds and identities are encouraged to apply.

Please note that Robin Hood Foundation has adopted a COVID-19 vaccination policy to safeguard the health and well-being of our employees. As a condition of employment, Robin Hood employees are required to be fully vaccinated for COVID-19, unless a reasonable accommodation is approved or as otherwise required by law.