Status:

Full-time, fixed term – January 5, 2026 to October 2026

Reports to:

Executive Office

Supervises

: Coordinator, PEC; Project Manager, PEC

Language(s):

English

Location:

Remote, within Canada

Starting

Salary Range:

$125,000 - $140,000/year

Deadline for Applications:

21 October 2025, 11:59pm ET

ABOUT THE EQUALITY FUND

The Equality Fund (EF) is transforming the way that resources—and power—flow into the hands of women, girls, and trans people worldwide. Designed by feminists for feminists, it is a model for sustainably resourcing feminist movements everywhere, through global grantmaking, gender-lens investing, policy, advocacy, and feminist philanthropy. Launched in 2019, the Equality Fund has activated $100 million to date which flows to more than 1,000 organizations working across 100 countries.

THE OPPORTUNITY

The Associate Vice President (AVP), People, Equity, and Culture (PEC) is a key leadership role responsible for defining, shaping, and driving the Equality Fund’s (EF) people strategy and organizational culture. This includes designing and stewarding a people-centered ecosystem that nurtures equity, resilience, and organizational adaptability, ensuring that the needs of both individuals and the organization are met. 

Reporting to the Executive Office, the AVP, PEC will ensure that Equality Fund’s People, Equity, and Culture (including HR) practices, policies, and culture are deeply aligned with its values of feminist leadership; accountability; anti-racism, anti-oppression, and intersectionality (ARAOI); and radical love. This role is both strategic and operational, overseeing day to day operations while focusing on long-term organizational development, culture building, and fostering of a workplace culture and structure that embodies our values.

The AVP, PEC will lead the PEC team, including the Coordinator and Project Manager, and will act as a trusted advisor to the CEO and senior leadership on all people-related matters. This role requires a deep commitment to feminist principles, equity, and inclusion, as well as the ability to drive transformative change within the organization. Additionally, the AVP, PEC will play a critical role in ensuring that EF’s workforce operates sustainably, with a focus on safeguarding staff capacity and well-being, and ensuring that resources and systems are aligned with organizational priorities.

SCOPE & RESPONSIBILITIES

Continuity of Strategic Leadership and Vision

• Enact and iterate as needed on EF’s people strategy, ensuring alignment with the organization’s feminist, anti-racist, and anti-oppressive values.
• Drive forward short- and long-term organizational development initiatives that foster a culture of feminist leadership, equity, and inclusion across EF, such as an ARAOI learning arc and values-aligned integration of AI.
• Act as a key advisor to the CEO and senior leadership on people-related matters, providing strategic guidance on talent management and development, organizational culture and learning, and employee engagement.
• Foster a culture of bold, people-centered leadership that encourages innovation, creativity, proactive problem-solving, sustainability, and adaptive thinking within the team.
• Drive forward and iterate as needed on forward-looking strategies, policies, systems, practices, and rituals that embody a feminist, agile, and people-centered organizational culture.

Culture Building and Feminist Leadership

• Lead efforts to build and sustain a workplace culture that embodies EF’s values.
• Drive forward and iterate as needed on strategies to promote equity, diversity, and inclusion across all levels of the organization.
• Foster a culture of collaboration, self-care, and empathy, ensuring that EF’s values are lived out in daily practices and interactions.

Organizational Development and Change Management

• Continue and lead organizational change initiatives, ensuring that EF’s values and principles are embedded in all aspects of the employee experience.
• Partner with senior leadership to drive and iterate on programs that support EF’s growth and development, including leadership development, succession planning, and talent management, especially those related to ARAOI.
• Oversee the development and delivery of learning and development programs that align with EF’s feminist principles and organizational goals, many of which are in progress.
• Serve on multiple cross-organizational teams, including Senior Leadership (Team Leads), Safe and Respectful Workplace Committee, and Joint Health & Safety Committee

Team Leadership and Management

• Supervise and support the Coordinator, PEC and Project Manager, PEC, fostering a collaborative, accountable, sustainable, independently operating, and high-performing team environment.
• Provide mentorship and coaching within and beyond the PEC team, helping them to grow, learn, and develop.
• Promote a culture of respect, equity, and inclusion within the PEC team and across the organization, ensuring that EF’s values are reflected in all PEC practices.
• Manage PEC team workplan and budget, which will be drafted but not finalized at the time this contract begins.

Workforce Capacity and Resource Stewardship

• Act as the organizational steward for staff capacity and well-being, ensuring that workloads are sustainable and aligned with EF’s mission and values.
• Partner with the CEO and senior leadership to continue our assessment of and improvement to workforce/workload capacity challenges, ensuring that staff have the resources and support needed to thrive.
• Ensure that EF’s safeguarding policies and practices are effectively implemented across the organization, promoting a safe, respectful, and inclusive work environment for all staff. Proactively identify and address risks related to safeguarding, including harassment, discrimination, and other forms of harm.
• Drive forward and iterate as needed on strategies to monitor and balance workloads, ensuring that EF’s workforce remains agile, responsive, and resilient in a fast-paced environment.
• Support CFO on payroll strategy, ensuring smooth execution and optimizing payroll function within organization objectives to enhance compliance and employee experience
• Oversee resource allocation within the PEC team, ensuring that budgets, tools, and systems are aligned with organizational priorities and feminist principles.

Specific foci within the fixed term of the role

• Design and implement an organizational learning plan for fiscal year 2026-2027 including specific learnings for ARAOI and development of the Director-level community
• Strategically train and socialize adaptive competencies across the organization and across employee life cycles
• Drive forward and iterate as needed on organizational work planning, decision making, and sustainability through training and socializing related frameworks and advising on systems and processes
• Model and drive integration of adaptive leadership through experimentation with AI integrations, play, and creativity

Experience

• 7 years of progressive human resources, organizational learning, and/or DEI experience, which could include time spent obtaining relevant degrees and/or certifications.
• At least some experience must be in Human Resources.
• Experience in a non-profit, feminist, or mission-driven organization is preferred.
• CHRP and/or degree in Human Resources, Business Administration, Organizational Development, or a related field is an asset
• Joint Health & Safety Committee certification is an asset
• 3 years in a leadership role
• At least some experience must be at the senior leadership level
• At least some experience must involve direct people management
• Demonstrated experience in all aspects of HR management, including recruitment, employee relations, performance management, and compliance with employment legislation.
• Working knowledge of HR functions, legislation (Ontario required, others are an asset), and best practices
• Demonstrated experience in organizational learning, including recruitment, employee relations, performance management, and compliance with employment legislation.
• Deep understanding of feminist principles, anti-racism, and anti-oppressive practices, with a commitment to embedding these values into HR practices and organizational culture.
• Strong facilitation and/or training skills, ideally in a remote, multicultural context
• Ability to manage multiple, ongoing projects while maintaining clarity of vision and attention to detail
• Demonstrated high ethical standards and ability to work with sensitive information in a confidential manner; ability and willingness to conduct oneself at work with high standards of ethics, integrity, and honesty
• Commitment to the work and values of the Equality Fund, which include Anti-Racism, Anti-Oppression, and Intersectionality; Feminist Leadership; Accountability; and Radical Love
• Ability to navigate and utilize HRIS, project management platforms, and Google Workplace (or similar business collaboration suite)
• Professional working proficiency in English is required; French, Spanish, or other language skills are an asset

Adaptive Competencies

• High emotional intelligence with the ability to build trust, foster collaboration, and navigate complex interpersonal dynamics.
• Ability to thrive in a nuanced, dynamic, complex environment and respond effectively to changing priorities and challenges.
• Exceptional communication skills, with the ability to articulate complex ideas clearly and persuasively to diverse audiences.
• Strong analytical and problem-solving skills, with the ability to address systemic issues and implement innovative solutions.
• Ability to influence and collaborate with stakeholders at all levels of the organization, fostering a culture of shared purpose and accountability.

REQUIREMENTS

• Must be legally eligible to work in Canada
• Available to travel 3-6 times per year for up to 6 weeks total per year.
• Occasional evening and/or weekend work may be required when coordinating with people in other time zones
• Willing and able to work remotely on mostly computer-based work