Work at the Council

Our staff-created operating principles guide us in building a trusting and inclusive culture.

• Create a culture where everyone belongs - Because when we honor our differences and unique talents, and recognize each other’s lived experiences, identities and full contributions, everyone thrives.
• Communicate clearly, openly, and often - Because open, honest communication is at the heart of strong relationships, positive organizational cultures and rewarding partnerships.
• Continually learn and reflect - Because that’s how we continue to grow together.
• Do what we do well - Because when we focus on what we can best contribute, we deliver more value and impact.
• Act collaboratively - Because by collaborating inside and outside our organization, we make more progress on the challenges facing our organization, field, and world.

We recognize that the collective sum of our individual differences, life experiences, knowledge, innovation, self-expression, unique capabilities, and talent, represent a significant part of our culture, and are fundamental to achieving the Council’s mission. We are committed to fostering and cultivating a workplace where REDI is integrated into the Council’s DNA.

Four pillars guide our REDI journey and serve as a framework to accelerate change, create equitable outcomes, and track our progress: 

• Shared Vision: The Council maintains and communicates a clear commitment to building REDI into its culture and operational DNA.
• Engaged Leadership: The Council’s Board of Directors, President and CEO, and Leadership Team live the values and practices inherent to the Council’s commitment and facilitates a culture that elevates REDI.
• Systems and Policies: REDI is integrated into all operational and people systems, policies, and processes to eliminate discriminatory barriers and provide an equitable work environment for all staff. 
• Staff Practices: All staff have a responsibility to participate in the REDI efforts in order to create a culture where inclusivity and equity are ingrained in our daily practices.

We offer competitive salaries and market-leading benefits that reflect the foundation's values and mission. Our benefits are designed to support a culture of health and financial well-being in addition to the salary to create a total compensation package.

• Health and Wellness: We provide generous health insurance plans through a well-known, national health care provider for you and your family – spouses, domestic partners, and children. We offer medical, dental, vision, and flexible spending/dependent care accounts, with up to 95% of monthly premiums paid by the Council depending on selected plan.
• Financial Security: We have competitive salaries with opportunities for performance-based salary increases, 403b contribution of 7% effective the first day of employment for all staff, and fully fund life and disability insurance.  We also offer an Employee Assistance Programs with access to free mental health counseling, financial and legal consulting services.
• Generous Time Off: We value our staff and encourage taking personal time for vacations, self-care, and wellness. We provide 20 days of paid time off each year, plus most federal holidays, and we close our offices each year for a winter break. Staff are also provided three Personal days a year, sick time, parental leave, and access to paid and unpaid leave options.
• Professional Development: We believe in continuous growth and encourage professional development. Team members are eligible to use up to $2,000 annually towards continued learning, certification, classes, etc., to continue their growth and development.  In addition, we cultivate a culture of professional growth through learning communities, performance reviews, days of service, and team retreats.

For all roles, we aim to create a dynamic hiring experience that gives candidates a clear picture of our organization, our teams, and the work to be done. Though each role may differ to some degree, the following represents our typical hiring process.

• Applying: When you apply, we first review your application materials and conduct a phone screening to determine if you’ll move forward to the interview rounds.
• Getting Acquainted: Hiring managers will conduct a 45-minute phone interview to learn more about your prior work experience, expertise, and your interest in our work. This is also an opportunity for us to answer any questions you may have about the role or next steps in the hiring process.
• Experience Our People: You may be invited to interview with a few potential team members and other internal stakeholders. This will help us learn more about you and give you a chance to learn more about us
• Showing Us Your Talent: After the interviews, you may receive a role-specific project (usually taking a couple of hours to complete) to demonstrate your skills and fit for the role. We typically provide 3-5 days to complete this exercise.
• Talking With Your Fans: After you interview with us, we will speak with your references - former managers, peers, and direct reports.

The Council on Foundations is an equal opportunity employer. Applicants are considered for all roles without regard to race, color, religious creed, sex (including pregnancy and gender identity), national origin, political affiliation, citizenship status, genetic information, age, membership in a professional organization, retaliation, physical or mental disability, sexual orientation, marital, parental, veteran or military status, unfavorable military discharge, body shape/size, or any other status protected by applicable federal, state or local law.