ABOUT THE JOB

Strategy and Management Alignment

  • Readiness to align with management including, collaborating with and sharing ownership of decisions made by the Project Director, Center Director, and Senior Staff
  • Assist Project Director with annual strategic planning and memoranda to senior staff
  • Rotate responsibility with Project Director for organizing agenda and leadership for monthly RJP Plus meetings
  • Assist Project Director with reviewing substantive filings
  • Manage special projects

Cross-Departmental Collaboration and Integrated Advocacy

  • Help implement the racial justice strategy, in partnership with the Project Director so that Legal and other ACLU department staff work closely together to leverage the ACLU’s substantive work in this area to maximize impact
  • Work with attorneys across the Legal Department to consider whether and how racial justice should be incorporated into litigation
  • Manage elements of the strategic plan as directed by Project Director, including, for example:
    • Collaborate with NPAD with regular meetings on key strategic priorities
    • Collaborate with Communications and Digital, including regular communications and messaging working group meetings
    • Develop and implement plan to coordinate with state affiliates and other partners
    • Ensure that RJP staff maintain and foster relationships with media, coalition partners, and other targets and allies
  • Represent RJP / ACLU in public-facing meetings / speaking events / media opportunities that cut across multiple issues / cases

Administration

  • Assume responsibility for ongoing administrative functions such as maintenance of the case docket, completion of the time survey, and recruitment of pro bono firms, among other work, as directed
  • Assist the Project Director and Development Department with fundraising and donor cultivation as directed
  • Assist the Project Director with expense tracking and budgeting as directed
  • Serve as point of contact for Administration and Finance division, in consultation with Director of Legal Operations

Staffing

  • Directly supervise junior project staff including legal fellows and administrative staff 
  • With an eye on developing and maintaining an excellent and diverse staff, undertake the following responsibilities:
    • Oversee process for hiring, onboarding, and managing new staff, fellows, and interns, which includes recruiting excellent candidates and furthering our board-mandated goal to increase the percentage of staff with disabilities and significant disabilities and to work in furtherance of our other announced diversity hiring initiatives.
    • Oversee sustained efforts to create and nurture pools of diverse candidates from which to recruit
  • Assist Project Director in making staffing decisions
  • Ensure balance of work across project staff, including opportunities for writing, discovery, witness examinations, arguments, and other professional growth

MINIMUM QUALIFICATIONS

  • J.D. degree and significant litigation experience
  • If not currently admitted to the New York Bar, candidate must be admitted to the bar of another state and agree to become admitted to the New York Bar within one year of hire
  • Commitment to the mission of the ACLU
  • Demonstrate a commitment to diversity within the office using a personal approach that values all individuals and respects differences in regards to race, ethnicity, age, gender identity and expression, sexual orientation, religion, disability and socio-economic circumstance
  • Commitment to work collaboratively and respectfully toward resolving obstacles and/or conflicts

PREFERRED QUALIFICATIONS

  • Experience in managing staff
  • Ability to work with a wide range of people and foster a team environment, working collaboratively and respectfully toward resolving obstacles and conflicts
  • Demonstrated commitment to racial justice
  • Excellent legal analytical and research skills
  • Demonstrated ability to conduct complex legal analysis and fact-finding
  • Demonstrated ability to write and speak clearly and persuasively

ABOUT THE ACLU

For almost 100 years, the ACLU has worked to defend and preserve the individual rights and liberties guaranteed by the Constitution and laws of the United States. Whether it’s ending mass incarceration, achieving full equality for the LGBT community, establishing new privacy protections for our digital age, or preserving the right to vote or the right to have an abortion, the ACLU takes up the toughest civil liberties cases and issues to defend all people from government abuse and overreach.

The ACLU is an equal opportunity employer. We value a diverse workforce and an inclusive culture. The ACLU encourages applications from all qualified individuals without regard to race, color, religion, gender, sexual orientation, gender identity or expression, age, national origin, marital status, citizenship, disability, veteran status and record of arrest or conviction.

The ACLU undertakes affirmative action strategies in its recruitment and employment efforts to assure that all qualified persons, including persons with disabilities, have full opportunities for employment in all positions.

The ACLU is committed to providing reasonable accommodation to individuals with disabilities. If you are a qualified individual with a disability and need assistance applying online, please e-mail benefits.hrdept@aclu.org.  If you are selected for an interview, you will receive additional information regarding how to request an accommodation for the interview process.

Apply for this Job

* Required
  
  


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at American Civil Liberties Union are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.


Form CC-305

OMB Control Number 1250-0005

Expires 1/31/2020

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities1. To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Blindness
  • Deafness
  • Cancer
  • Diabetes
  • Epilepsy
  • Autism
  • Cerebral palsy
  • HIV/AIDS
  • Schizophrenia
  • Muscular dystrophy
  • Bipolar disorder
  • Major depression
  • Multiple sclerosis (MS)
  • Missing limbs or partially missing limbs
  • Post-traumatic stress disorder (PTSD)
  • Obsessive compulsive disorder
  • Impairments requiring the use of a wheelchair
  • Intellectual disability (previously called mental retardation)
Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.