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Employment at TCFV

Manager, Policy Legal Sub-team

I. Purpose & Summary of Position

The Texas Council on Family Violence is the only 501(c)(3) nonprofit coalition in Texas dedicated solely to creating safer communities and freedom from family violence. With a state-wide reach and direct local impact, TCFV, with the collective strength of more than 1000 members, shapes public policy, equips service providers, and initiates strategic prevention efforts.

The Policy Manager reports directly to the Policy Director and is a member of the Policy Team. The Policy Team informs, supports and implements survivor-centered policy legislative, and regulatory initiatives; creates accessible opportunities and resources for improved stability and sustained well-being for survivors of domestic violence and their families; collaborates with allied partners and agencies; and provides liaison between family violence service providers and state agencies.

This position manages the TCFV Policy Legal Sub-team, including supervising, supporting, and overseeing work of on-site and remote employees on various projects and grants. The Legal Policy Manager provides training, technical assistance and systems advocacy to survivors, advocates, civil and criminal legal systems professionals, and other allies to support development and implementation of laws and policies that enhance safety and expand legal options and other important opportunities for survivors of family violence.

II. Essential Responsibilities/Duties

  •  Manage and implement statewide projects enhancing legal responses for survivors of family violence. Manager will provide oversight of a project portfolio including domestic violence high risk teams, fatality reviews, the legal advocate network, National Network to End Domestic Violence Census coordination, and other assigned projects related to civil and criminal justice responses.
  • Develop and provide training on issues related to family violence laws and best practice policies for advocates and other family violence program staff, judges, law enforcement, probation and parole personnel, civil and criminal lawyers, prosecutors, and other allied professionals and community members across the state, focusing on enhancing professional and systemic approaches to family violence which prioritize victim safety and maximize offender accountability.
  • Respond to requests for information and technical assistance on issues related to criminal and civil legal systems; and/or other public policy issues, via phone calls, emails and listserv posts; and follow-up as needed.
  • Develop technical assistance resource materials for family violence programs and allied professionals, including legal research and development of legal memoranda and policy recommendations; and document institutional responses to survivors seeking assistance. Consult and collaborate with legal experts and other allied professionals as needed.
  • Assist in creation, development and update of written materials and protocols or manuals as assigned.
  • Provide training to other technical assistance staff in own areas of expertise, to increase the capacity of the agency for providing technical assistance when requested.
  • Research, track, and provide recommendations about bills during legislative session, including TCFV’s priorities and other proposals that would impact family violence survivors and the allies who serve them.
  • Develop resources and offer expertise and training to guide implementation of new family violence laws following legislative session.
  •  Assist the Director in development of grant proposals, reports, and long-range planning for the Team’s grant activities.
  • Supervise Policy Coordinators as assigned, assist the Director in overall supervision of the Team and in achievement of goals.
  • Other projects and responsibilities may be added and/or changed at the discretion of the Director.

III. Minimum Knowledge, Skills, and Abilities Required

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

  • Minimum of Bachelor’s Degree in political science, public policy, or criminal justice or other related field, plus five years of progressively responsible experience in a leadership role, including budgeting and supervising staff, and a minimum of three years legal and/or systems advocacy experience on behalf of survivors or other special interests.
  • Juris Doctorate or Masters in a related field preferred. Experience providing direct services to individuals affected by domestic violence preferred.
  • Or any combination of related education and experience with a documented record of the ability to perform duties and responsibilities of the position. (Equivalency formula: two years of experience is equal to one year of education)
  •  Must be proactive, communicative, responsive, creative, flexible, and results-oriented to accomplish agency and program goals; and possess mission of service attitude with a strong commitment to and knowledge of constituent service and relations.
  • Strong and effective interpersonal skills to participate in, facilitate or lead teams to engage and/or partner with a wide variety of people and organizations, from state agency personnel to grassroots community organizers; develop and maintain strategic professional working relationships with community members, domestic violence program staff, agency staff and board, vendors, consultants, allied professionals, other stakeholders and general public.
  • Self-driven, self-directed to work independently and as part of a team and/or with minimal supervision, disciplined time management skills to coordinate and prioritize own and others’ activities; evaluate progress, provide feedback; and reallocate resources as needed.
  • Ability to respond with sensitivity and awareness to those with diverse cultural, ethnic, social backgrounds, values, attitudes, and languages.
  • Thorough knowledge of domestic violence issues and the circumstances faced by those experiencing it. Commitment to a non-violent perspective and willingness to work in such an environment.
  • Demonstrated program development, project management and supervisory skills.
  • Demonstrated interpersonal and professional skills in developing relationships with diverse audiences, including governmental agencies, funders, private sector interest groups, and/or other public interest advocacy groups.
  • Critical analytical skills to understand the political, social, financial and external issues affecting service providers; to foresee and interpret trends and dynamics changing needs of TCFV constituents; and to develop process and resources to respond effectively and in a timely manner.
  • Excellent written and oral communications skills suitable for training and speaking before groups.
  • Self-driven to manage time and complete multiple activities within deadlines.
  • Experience with Microsoft Office applications and can adeptly navigate new software and technology.
  • Ability to work collaboratively in a team, providing support and constructive feedback in interpersonal interaction with staff, board, and members.
  • Commitment to performing at the highest standards of excellence, including responsiveness to colleagues and to people outside the agency seeking assistance.

IV. Working Conditions and Environment/Physical Demands

Ability to read, write and converse in English, to travel as needed and tolerate prolonged sitting or standing. Must possess the emotional and physical stamina to deal with a variety of stressful situations, such as: responding to complaints; handling difficult internal and external interactions; effectively working long and, at times, odd hours; maintaining a sense of humor throughout.

The above statements are intended to describe the general nature and minimum level of work being performed. They are not intended to be construed as exhaustive of all duties, responsibilities and skills required for the position. The employee will be required to perform any other job-related duties as required by the job objectives, the CEO and mission and philosophy of TCFV.

Policy Coordinator Transitional Housing

Job Title: Policy Coordinator with the Program Policy Sub-Team
Reports To: Public Policy Manager
FLSA Status: Full Time / Non-Exempt
Approved By: CEO


I. Purpose & Summary of Position:
The Texas Council on Family Violence is a statewide organization representing a network of domestic violence programs that provide direct services to victims and their families, and serves as the voice of victims at the state level while working with local communities to create strategies to prevent family violence.

Policy Coordinators work on the Program Policy Sub-Team of the Policy Team within TCFV, reporting to the Policy Manager or Policy Director. This Policy Coordinator will focus on supporting best practices for transitional housing and voluntary service models. They will provide support, training, and technical assistance to agencies and professionals that directly advocate for survivors of family violence, including entities focused on the intersection of housing and homelessness, who develop and implement laws, regulations and policies to support survivors of family violence with safety and options for long-term stability.

II. Priority functions / Accountabilities:
• Provide technical assistance to advocates, family violence programs and other entities with a focus on survivor-centered transitional housing and voluntary service models as well as the intersection of housing and homelessness;
• In coordination with the Team, develop processes to monitor and analyze the effective implementation of family violence laws, rules and policies;
• Create, develop and update written materials and protocols as appropriate, for use by survivors, family violence programs and allied professionals, with particular emphasis on increasing access to transitional housing in the framework of voluntary services for survivors;
• Assist with planning, organizing and executing training events
• Support evaluation efforts related to transitional and other housing modalities
• In coordination with the Team, research, develop materials and provide support for the TCFV Public Policy Committee and the Policy Director prior to and during legislative session; and
• Perform other policy-related activities individually or in coordination with the Team as requested by the Policy Manager and/or Policy Director.


III. Minimum Knowledge, Skills, and Abilities Sought:
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below represent the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Strong and effective interpersonal and diplomacy skills to work collaboratively with a wide variety of people and organizations;
• Demonstrated knowledge of advocacy or housing and homeless services to survivors of family violence.
• Self-driven to work independently with minimal supervision and use disciplined time management skills;
• Ability to work within a team to offer support and collaborate on team projects;
• Ability to respond with sensitivity and awareness to those with diverse cultural, ethnic, social backgrounds, values, attitudes, and languages
• Thorough knowledge of domestic violence issues and the institutional response to survivors;
• Ability to maintain strict confidentiality of employee, donor, funder, survivor and case information;
• Demonstrated skill in development and presentation of adult education programs involving social change issues;
• Excellent organizational, written and oral communication skills;
• Ability to analyze and synthesize information; and
• Proficiency with Windows 2000 or above, Microsoft Office applications and Microsoft Outlook. Comfort with databases and use of additional technology.

IV. Education and Experience
• Bachelor’s degree in social work, public policy, public health or related field; and
• Prefer three years’ experience in public policy, legal or systems advocacy work, including at least one year in the domestic violence movement.
• Alternatively to the above, a combination of a lower degree of education beyond high school and additional years of experience with a documented record of the ability to perform duties and responsibilities of the position is acceptable.
• Must have a working understanding of the housing and homeless response system.


V. Working Conditions and Environment/Physical Demands:
• Ability to read, write and converse in English; Spanish in addition to English is desired but not required;
• Availability to travel, including some overnight trips; and
• Requires occasional bending, stooping, lifting and carrying objects up to 25 pounds, with or without accommodations.

The requirements of the Policy Coordinator’s position may exceed 40 hours per week and may require occasional adjustments in work hours, depending on assigned projects and activities.

TCFV expressly intends the above statements to describe the general nature and minimum level of work being performed. They do not represent an exhaustive list of all duties, responsibilities and skills required for the position. TCFV will require the employee to perform any other job-related duties as required by the job objectives, the supervisor and mission and philosophy of TCFV.

HR Director

Job Title: HR Director Approved By: CEO
Reports To: Chief Executive Officer Approved Date: June 30, 2018
FLSA Status: Exempt
Approved By: CEO
Approved Date: June 30, 2018

I. Purpose & Summary of Position:

The Texas Council on Family Violence is the only 501(c)(3) nonprofit coalition in Texas dedicated solely to creating safer communities and freedom from family violence. With a state-wide reach and direct local impact, TCFV, with the collective strength of more than 1,000 members, shapes public policy, equips service providers, and supports prevention initiatives.

The HR Director leads all human resource functions for TCFV to support and enable the strategic and operational performance of the organization. In conjunction with the CEO and leadership team, HR Director develops a comprehensive human capital strategy for the organization in alignment with the mission of TCFV and with a focus on attracting, developing, and retaining the talent required to achieve organizational goals.

II. Priority Functions/Accountabilities

A. Talent development

• Provide for staff and succession planning.
• Create employee development plans, training programs, and performance planning.
• Develop and put in place recognition structures.
• Employ tools such as Appreciative Inquiry, User Design Thinking, and Employee Experience Journey Mapping to facilitate an extraordinary employee experience.
• Identify training and development opportunities to meet the needs of leadership and other staff.
• Identify HR trends across the spectrum of similar non-profit organizations and propose programs to address these trends.

B. Employment practices

• Promote TCFV’s vision, values, and standards of conduct.
• Support TCFV’s efforts to be a trauma-informed, survivor-centered workplace with an emphasis on wellness.
• Coach leaders and employees about employment guidelines and ensure prompt, satisfactory resolution of validated issues/concerns/problems.
• Support all levels of management through such activities as supervisory training, Appreciative Inquiry approaches to supervision, as well as development and communication of leadership policies, practices, and guidelines.
• Consult with and advise supervisors on employment practices.
• Respond to inquiries from employees or leadership regarding policies, procedures, and administrative programs.
• Stay abreast of best practices and emerging trends in the field to remain compliant with employment laws and regulations while ensuring competitive total rewards.
• Interpret, and—in consultation with legal counsel, as appropriate—provide guidance on employment policies, procedures, and regulatory compliance.

C. Recruiting, hiring, onboarding, and employee recordkeeping

• Ensure recruiting and hiring practices are aligned with TCFV’s commitment to diversity and inclusion.
• Work with appropriate staff to keep in place and modify as needed recruiting functions through applicant screening, coordination of interviews, and selection support.
• Work with appropriate staff to plan, deliver, and facilitate employee orientation, conduct exit interviews, process employee action paperwork, and advise managers in employment decisions.
• Work with appropriate staff to develop and implement diversity and inclusion-informed strategies for employee recruitment, including updating job advertisements in various media, identifying and developing community contacts, and making presentations where appropriate.
• Work with appropriate staff to maintain systems for keeping HR information that complies with government reporting guidelines by tracking hires, promotions, transfers, performance evaluations, compensation practices, recognition, training, safety, and harassment.
• Utilize the HR information system to identify trends and analyze data for insight into engagement, retention, learning, and other priorities.

D. Administering compensation and benefits

• Conduct compensation surveys of comparable organizations and develop salary band recommendations to support TCFV’s Board of Directors’ decisions about appropriate pay ranges.
• Oversee the administration of benefits and time off programs in accordance with the organization’s Employee Handbook.
• Along with appropriate staff, collaborate with insurance and benefit broker providers.
• Conduct market analyses and make cost effective recommendations to leadership team.
• Along with appropriate staff, communicate employee benefits and process new enrollments, changes, and terminations.
• Administer the performance evaluation process and total compensation programs to ensure effectiveness, compliance, and equity within the organization.

III. Minimum Knowledge, Skills, and Abilities Required

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Experience in multiple human resource functions including, but not limited to, employee relations; workforce planning; recruiting and staffing; diversity, equity and inclusion; performance management; leadership and staff development; employee engagement; employee communications; compensation; and benefits.
• Ability to grasp and interpret the organization’s mission, vision, values, and services.
• Energy and ability to innovate, collaborate, problem-solve, and champion change both within the human resources function and with stakeholders across the organization.
• Impeccable integrity and judgment; ability to both inspire trust and be trustworthy.
• Presence and maturity to influence and/or lead others internally as well as to represent the organization positively in the greater Austin community.
• Ability and desire to learn the operations of the organization, think strategically, and operate tactically in a dynamic, mission-focused, and service-oriented environment.
• Proficiency analyzing data/metrics and using them to plan and improve.
• Competent use of Microsoft Office and ability to learn and utilize HR/payroll information systems.
• Excellent written, verbal, and interpersonal communication skills. Ability to interact effectively with all levels of the organization. Sensitive to various ethnic, social, cultural, and professional backgrounds.
• Ability to manage projects and serve as a collaborative member of multiple teams and task groups.
• Confident, empowering, and positive in coaching and training staff.

IV. Training, Skills, and Education

• Bachelor’s degree in Human Resources Management, Business Management, or related field required; advanced degree in HR Management, Business Management or related field preferred.
• Nonprofit experience preferred.
• PHR or SPHR certification preferred.
• Minimum 5 years of human resources professional (exempt) experience is required, including advanced generalist skills and proven ability to manage both day-to-day HR operations and to navigate organizational issues.
• Minimum 5 years’ leadership/supervisory experience.

V. Working conditions and environment/physical demands

Ability to read, write, and converse in English; to travel as needed; and, tolerate prolonged sitting or standing. Must possess the emotional and physical stamina to deal with a variety of stressful situations, such as: responding to complaints; handling difficult internal and external interactions; effectively working long and, at times, odd hours; and, maintaining a positive and generative perspective throughout.

TCFV intends the above statements as descriptors of the general nature and minimum level of work performed. These statements expressly do not represent an exhaustive of all duties, responsibilities, and skills required for the position. The employee should anticipate performing additional job-related duties as required by the job objectives, the CEO, and mission and philosophy of TCFV.