Lutheran Social Service of Minnesota is a dynamic social service organization serving children, youth and families, people with disabilities, older adults, and military veterans. Trustworthiness is a value and strength shared by our employees and recognized by the communities we serve. We offer an ALIVE Workplace (Supportive, Positive, and Fun) and careers that challenge, energize, and reward employees. Consider joining us!
Job Summary:
The Director of Social Justice Initiatives will work alongside the VP of Diversity, Inclusion and Social Justice to operationalize social justice in every Line of Service, provide anti-racism and social justice training and collaborate with staff and stakeholders as we advance the work of social justice in practical ways where all identities can thrive.
Qualifications and Requirements:
- Bachelor's degree or equivalent lived experience.
- Three years experience in social justice or nonprofit organization preferred.
- Excellent written and verbal communication skills.
- Commitment to racial equity, social justice and the ability to use a racial equity lens in all aspects of work.
- Computer proficient.
- Experience in training development and delivery.
- Excellent interpersonal skills; able to work with diverse groups; able and eager to work within a team.
- Ability to multi-task and balance competing priorities.
- Adept problem-solving skills.
- Ability to work independently and in team settings.
Lutheran Social Service of Minnesota is an Equal Opportunity and Affirmative Action Employer of all people regardless of gender, race, culture, religion, ethnicity, protected veteran status and/or disability. We actively foster an environment that is free of racism, discrimination, bias, and harassment where all individuals are treated with dignity, safety, and respect.
Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)