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Managing Director

Organization Overview

As the nation’s leading pro-choice advocacy group, NARAL Pro-Choice America is dedicated to protecting and expanding reproductive freedom for all Americans, including abortion access.

Along with more than 2 million member activists from all 50 states and network of state affiliates, NARAL works to guarantee that each woman has access to the full range of reproductive freedoms. This means we’re on the front lines in the fight to expand access to abortion, make contraception more affordable, prohibit discrimination against pregnant women, and ensure all parents have access to paid leave. In recognition of our work defending the constitutional right to abortion, Fortune Magazine rated NARAL as “one of the top 10 advocacy groups in America.”

At NARAL, we don’t operate or litigate; we organize and mobilize. Working together, we push our friends to be bolder, lift up the champions fighting with us on the front line for true reproductive freedom, and we shine a spotlight of accountability on bad actors that work to impose their ideological agenda on others.


Reporting to the President, the Managing Director will serve a critical role managing the day-to-day work of the organization and ensure that we’re meeting our ambitious goals. The Managing Director will manage the executive lead of four critical departments: campaigns and strategy; development and partnerships; communications and strategic research; and human resources. The Managing Director will also create and sustain new internal systems and structure to match our needs as a growing organization; lead organizational-wide initiatives, including our diversity initiative and our professional development initiative; and ensure strong communication and coordination between departments. This is an ideal role for a strong manager with an entrepreneurial spirit who can lead the organization through organizational change and is largely content to remain outside the spotlight.

This is a new position, created as a result of NARAL’s significant organizational growth, having tripled in budget and staff under the current President’s tenure.


  1. Manage the day-to-day to ensure we deliver on our goals.
  • Oversee the day-to-day work of the organization.
  • Manage the Senior Vice President for Campaigns and Strategy; Chief Development Officer; Vice President of Communications and Strategic Research; and Vice President of Human Resources and Operations:
    • Ensure that these executive staff have created ambitious goals and have plans in place to meet them with their respective teams;
    • Develop their skills, including providing clear and useful feedback so they get better and better at what they do;
    • Serve as a thought partner and resource to these executive staff in their realms of responsibility, including on issues related to the management of their teams.
  • Ensure we hit our programmatic, development, and administrative goals each year. Lead our annual goal-setting process and develop a robust set of metrics and systems to track our progress against goals.
  • Work with executive staff to ensure that our performance management systems match our needs as a much larger organization.
  • Lead the operations of the executive team, including developing meeting agendas, facilitating meetings, and building a culture of collective problem-solving. Build a stronger sense of trust and collaboration within this team.
  1. Develop new systems and structures to ensure strong communication and coordination across the organization. Drive cross-departmental initiatives.
  • Work with the President and executive staff to create and sustain new internal systems and structure (e.g., communication systems, meeting structure, consistency of titles across departments) to match our needs as a much larger organization.
  • Ensure smooth communication and coordination across departments, including developing a system for internal communication inside the organization.
  • Resolve cross-departmental challenges, directly or by working with executive staff to figure out solutions that work.
  • Lead our organizational-wide diversity initiative (e.g., determining long- and short-term goals for this work, hiring consultants, and driving the work internally).
  • Drive additional cross-departmental internal initiatives (e.g., developing stronger professional development systems, amending our broader meeting structure).
  • Lead day-to-day conflict resolution and serve as a final decision-maker, as needed.
  • Ensure that decisions are communicated to the appropriate staff.
  • Lead (directly or indirectly) staff meetings and all-staff retreats.
  1. Serve as a senior leader of the organization
  • Work closely with the President, Board and the executive staff to develop, articulate and implement overall organizational strategy.
  • Act as Chief Problem Solver to resolve ad hoc challenges arise and develop and implement solutions that work.
  • Work closely with the Chief Financial Officer on financial issues that could have implications for staff across the organization.
  • Work closely with the Chief of Staff to ensure the President has the information and resources she needs to engage appropriately with development, program, and communications work.


  • Direct, supervise and manage the heads of four different departments providing ongoing guidance, direction and motivation; hire staff as needed; delegate appropriately and ensure strong internal communication and coordination; evaluate performance and provide opportunities for personal and professional growth; and provide oversight to consultants.
  • Lead by example; set high performance standards for self and staff.  Foster a positive, team environment of achievement and ensure staff accountability through clearly defined and measurable goals.
  • Build a sense of teamwork and ownership, empowering staff through active communication and delegation.
  • Create systems for intradepartmental and interdepartmental collaboration and hold department heads accountable for participating in those systems and working towards a greater sense of team.
  • Create an environment that welcomes differences of opinion and promotes respect for others, and fosters trust and cooperation.
  • Where appropriate, oversee relationships with outside vendors and consultants; play an active role in planning and execution, set clear expectations for achieving goals and accountability, and maintain clear and consistent communication.


  • A drive to make things happen. Proven experience managing high-performing, racially diverse teams; high standards for success and a healthy impatience for progress.
  • Very strong critical thinking and problem-solving skills, with excellent judgment and a strong ability to communicate in writing and in person. Proven ability to listen deeply to what people are saying (while understanding what they aren’t) to identify and resolve challenges. Ability to make tough and strategic decisions when confronted with difficult choices and in highly complex situations and in fast-moving environments.
  • Proven ability to lead organizational change, with a keen sense for getting to an end result that sticks and through a process that strengths trust and relationship.
  • Ability to quickly build trust, credibility, and goodwill, with executive staff, staff as a whole, and board members and across lines of race, sexuality, gender and other identities.
  • Commitment to and strong lens on equity and diversity. Proven ability to thoughtfully navigate issues related to diversity, equity and inclusion and a deep commitment to advancing these values.
  • Proven ability to successfully manage up and sideways, with an eagerness and ability to figure out what high-level stakeholders need; ability deliver on it.

Required Experience and Qualifications:

The successful candidate for this position will be an energetic, innovative, positive and outgoing professional with many of the following attributes:

  • A minimum of 15 years of professional experience with a clear track record in managing teams; experience in non-profit and/or reproductive rights is a plus.
  • Strong management skills and experience, both strategic and operational, and a demonstrated ability to build, motivate, mentor, and supervise a team of 8 or more staff.
  • Broad professional experience with organizational systems.
  • Excellent communication skills and a proven track record in conflict management in teams.
  • Experience with diversity and inclusion initiatives in organizational settings.
  • A deep commitment to professional development initiatives.
  • A personal passion and commitment to the organization’s mission and an understanding of the choice issue.
  • A commitment to contributing to a workplace environment in which diversity is valued and supported.
  • A Bachelor’s degree is required.

Application Process

NARAL Pro-Choice America does not discriminate on the basis of race, ethnicity, national origin, religion, socioeconomic status, sex, sexual orientation, gender identity and expression, age, disability, marital status, veteran status, or political affiliation.  Candidates from diverse backgrounds are encouraged to apply.

To apply for this position, please send a resume and a substantive cover letter to:

Email: directorjobs@prochoiceamerica.org

Subject line: Managing Director

Everyone should be able to decide if, when, how, and with whom they start or grow a family.

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