Overview

Position Summary
REDF is a venture philanthropy that invests in social enterprises that employ and empower people overcoming barriers to work. REDF has over 20 years of experience collecting, analyzing, and using data to move the field forward, inform evidence-based public policy, and help tell the stories of people whose lives have been transformed by employment social enterprises (ESEs). More details about REDF’s evidence building history are available at https://redf.org/the-impact/measurement-evaluation/ .

The Learning and Evidence Director is a new role for REDF, leading implementation of REDF’s learning and evidence strategy guided by the organizational theory of change and related logic models for each program. The Director will play a key role in the organization’s efforts to strengthen its culture of learning and the evidence base for employment social enterprises, by leading activities and processes to ensure that REDF leadership, staff, and grantees can continuously generate and use evidence to improve outcomes for social enterprises and their employees and increase investment in the field.  The Director will help to raise the profile of the social enterprise field by developing external relationships and helping to widely disseminate evidence and learning.

This position is also an opportunity for professionals passionate about advancing racial equity in philanthropy and evaluation. The Director is the senior leader responsible for guiding measurement strategy to assess REDF’s progress against racial equity building goals.  This includes leading the strategy to assess whether outcomes are equitable for people of color (POC) exiting social enterprises as well as building REDF’s understanding of the experience of POC social enterprise leaders in its programs.

Reporting to the President, the Director will lead a 3-person team comprised of a Team Lead and two business analysts who develop and maintain REDF’s data and analysis systems. REDF prefers for the Director to be based at a REDF office in Los Angeles or San Francisco, California. Remote arrangements within the United States will be considered. Candidates working outside of commuting distance to the REDF offices should plan for occasional travel to California to work on-site with team members and attend staff-wide trainings and events.

Responsibilities
Lead and execute REDF’s impact measurement strategy

  • Build evidence for continuous improvement, strategy development, benchmarking, and storytelling: Building on REDF’s experience, develop and execute a strategic vision for the Learning and Evidence (LE) department. Lead the organization’s evidence building activities and measurement strategy to assess equity and impact of programs, guided by REDF’s theory of change and learning agenda. Leverage both quantitative and qualitative data for analysis and case studies.
  • Guide the measurement of REDF programs and grantee performance, balancing the tradeoffs of grantee burden and reporting experience with the value of the data to REDF and its stakeholders; design grantee reporting systems and feedback loops that are consistent with REDF’s goal of building equitable partnerships with ESEs by adopting best practices in racial justice in philanthropy (e.g., minimizing application and reporting burdens, centering ESE input in feedback loops for continuous improvement).
  • Collaborate with program teams and shared services to ensure that the systems, tools, and processes for data collection and analytics effectively support timely program implementation, performance measurement, internal learning, and external communications.

Facilitate a culture of learning at REDF and at employment social enterprises

  • Guided by REDF’s learning agenda, surface actionable insights from data that allow program teams and leadership to make evidence-informed decisions.  Use data and evidence to support REDF’s staff in advancing racial equity goals in programmatic work with ESEs.
  • Develop a knowledge management approach that complements REDF’s strategic goals, and establishes a systematic approach to capturing, managing, and sharing knowledge across the organization.
  • Create spaces, processes, and practices to engage staff and grantees in learning with data and evidence. Guide feedback loops with staff and grantees to capture insights and surface innovations. Understanding that not all innovation is evidence-based, help ESEs to build their capabilities and comfort in creating experimentation and in building a test and learn culture.
  • Engage program staff and leadership in continuously refining impact measurement frameworks and tools — including REDF’s theory of change, programmatic logic models, and learning agenda — to reflect emerging evidence and learning needs.

Share lessons with the field

  • Mobilize the employment social enterprise field towards both greater standardization and increased simplicity of measurement: standardization such that all employment social enterprises move towards shared measures that paint a strong picture of the field’s impact; and simplicity so that the way we communicate impact is understood by audiences outside of the work.
  • Collaborate with program, development, and communications teams to identify relevant lessons from REDF’s work and develop products that are accessible to internal and external audiences. Guide the creation of compelling narratives and stories through use of REDF’s data and evidence.
  • Monitor and analyze trends in the employment social enterprise landscape; develop relationships that increase the visibility of REDF’s learning and evidence initiatives; participate in movements for racial justice in philanthropy, using REDF’s evidence base to advocate for greater investment in models that produce equitable outcomes for low-income people of color.

Provide leadership and strategic direction

  • Provide deep and broad technical leadership and guidance to REDF teams in strengthening the evidence and learning capacity at REDF towards advancing its mission and to accelerate the success of employment social enterprises.
  • Make decisions resolving complex technical and operational problems efficiently and effectively in ambiguous challenging environments. Practice active listening, elicit and consider adequate and relevant information, alternative arguments, and diverse perspectives. Draw on the skills and experiences of others to fill gaps in understanding.
  • Provide support and development to the LE staff, both to ensure staff are receiving adequate supervision and development and to ensure that REDF has sufficient data and measurement capacity on staff. Mentor team members and model best practices.  Create a supportive departmental environment that promotes REDF’s values of teamwork and mutual respect.

Qualifications

  • Sufficient knowledge of data collection and data systems to lead technical elements of REDF’s evidence building work; competency in data visualization to help transform information to key insights.
  • Experience and expertise in social enterprise, employment and training services, or related fields to lead evidence building and guide decisions about what outcomes to measure, and how.
  • Experience creating and using theories of change and logic models in a foundation, nonprofit or academic setting to guide evidence building and use. Experience planning and applying evaluation methods and standards in the nonprofit sector. Comfort with Salesforce and Microsoft Excel.
  • Facilitation skills and experience guiding participatory decision-making processes
  • Requires master’s degree or equivalent in program evaluation, evaluation consulting, research, public policy or related field: 8-10 years of relevant experience and 5-10 years of people management experience.
  • Able to operate autonomously and make key strategic and operational decisions with minimal or no oversight for a department.  Leads and models outstanding collaboration for a department and companywide.
  • Solid organizational and time-management skills; ability to consistently deliver on established schedules, guidelines, protocols and deadlines.
  • Excellent analytical, reasoning, problem-solving and decision-making abilities.
  • Superb written and oral communication skills, including solid presentation and facilitation abilities. Demonstrated ability to communicate research and evaluation findings to both technical and non-technical audiences.
  • Effective leadership and interpersonal skills that lead to productive relationships with a diverse population of colleagues and associates.

The Rewards

  • Ability to help craft REDF’s next 20 years of impact
  • Work with passionate, dedicated people
  • Ability to apply your passion for social change in your career while using business as a force for good
  • Operate with a high degree of autonomy in a fast-paced, dynamic environment
  • 13 paid holidays and ample vacation time
  • A generous dollar-for-dollar match up to 4% of your base compensation
  • Opportunity to learn continuously by building your skills and broadening your perspectives at conferences, workshops, and more
  • Competitive, comprehensive benefits package

Join Us!

Please submit your resume and cover letter via REDF’s applicant portal. A personalized cover letter is required; applications without one will not be considered.

REDF is an equal opportunity employer and is committed to a policy of equal treatment and opportunity in every aspect of its relations with staff members and prospective employees, and will not discriminate against applicants for employment because of race, creed, color, national origin, age, disability, marital status, sex, or sexual orientation. REDF encourages employment applications from people who are representative of the culturally and ethnically diverse communities REDF serves. Pursuant to the San Francisco Fair Chance Ordinance, REDF will consider for employment qualified applicants with arrest and conviction records.

 

About REDF

REDF (the Roberts Enterprise Development Fund) is a pioneering venture philanthropy accelerating a national movement of employment social enterprises – mission-driven, revenue-generating businesses that invest the money they make into helping people striving to overcome employment barriers get jobs, keep jobs, and build a better life. Independent research shows this approach works. It leads to greater economic security and mobility and a significant rate of return to society—$2.23 in benefits for every $1 invested. For more information, visit www.redf.org