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About NLA and TCS
New Left Accelerator (NLA) and its 501(c)(3) affiliate, The Capacity Shop (TCS), lead operational capacity-building programs that empower social justice organizations and movements to execute bold work safely. We bridge the gap between ambitious strategy and operational excellence, scaling structures and impact without sacrificing legal compliance or integrity. To achieve systemic change, organizations must use every tool in their toolbox effectively—including multi-entity structures.
Through deep collaboration with field experts, we build the financial and compliance training systems that allow movement organizations to manage risk and remain resilient. Our work is rooted in a commitment to:
Power Building For Systemic Change: Equipping organizations to build power to dismantle oppressive structures.
Operational Power: Building the "operational" capacity to execute bold work and to strategically manage risk.
A Multi-Entity Lens: Optimizing the diverse legal structures necessary to win critical battles.
Transformative Partnerships: Prioritizing those working at the intersections of race, gender, and class.
At NLA, our work is guided by a Theory of Change. We accompany organizations and movements in building sustainable, resilient ecosystems prepared to win the most ambitious fights of our time.
Overview of Project
Background
NLA and TCS develop training on a range of operations topics, focused on what multi-entity organizations need to know. We are developing foundational content for a training module for HR staff at mid-size, multi-entity social justice organizations that do election-year work. The content will focus on the HR issues specific to these organizations when they hire for organizing positions during an election cycle and then end those positions afterward.
Scope of Work
The HR Subject Matter Lead will work under the direction of the TCS, Senior Director of Training and Curriculum to develop a four-part, role-based education module for HR specialists. The module will:
Apply a nonprofit multi-entity Human Resources lens throughout
Apply a social justice lens to HR in the organizing and election year context
Build on existing NLA/TCS content
Incorporate NLA's learning frameworks and practices
Be customizable for state content
Deliverables and Outcomes
December 2026 through June 2027
Content Audit Report: An assessment of existing NLA/TCS HR content that sorts it into what can be used as is, what needs updating, and what's missing. It will include recommendations for the Content Lead.
Co-Design Program Line with NLA: Work with TCS and NLA staff to propose the format of the TCS HR pilot program line; consider implications for integration of content into other NLA/TCS program lines.
Module Design Proposal: A proposed outline for how we might break out role-based HR education modules segmenting existing content and identifying modifications or needed updates, propose for each training, learning objectives, key topics, and clarity which pre-existing source content that training will draw on and how content will hold together to create an integrated learning experience (define elements like office hours)
Training Materials (one set for each of the four trainings): Facilitator guides, slide decks, tools and resources and participant materials, all finalized with the NLA/TCS T&C and content team.
Supporting Tools & Resources: Work with content team to co-create HR focused tools, guides, and templates that go with each training in the module.
Delivery of Four Trainings (pilot): Conduct live training and facilitation of the module in collaboration with TCS training team; document what works and what does not for improvement.
Pilot Debrief and Revision Recommendations: A summary of what was learned from the pilots, with recommended changes. It will also include updated materials that reflect the changes the Content Lead approves.
Steers Start with what exists. Adapt and strengthen current materials rather than redesigning by default.
Learn and apply the NLA/TCS competencies (Attitudes & Beliefs, Knowledge & Skills, People & Resources, Systems & Processes) as a diagnostic lens.
Prioritize practical application. Use realistic scenarios, decision points, and tools that participants can apply in their organizations.
Make distinctions clear. Identify when an issue is a routine management matter, an HR matter, or one that requires employment counsel or other specialized expertise.
Design for adult learners with varied levels of HR responsibility and experience. Ensure the content and guides are useful for organizations with limited HR infrastructure as well as those with dedicated HR staff.
Keep organizational decisions internal. The consultant will advise and develop content in partnership with staff; NLA/TCS retains final approval.
Keep the scope focused on content development, training delivery, and transfer. New legal research, state-by-state guidance, or broader HR consulting must be separately approved.
Engage in quality control process and help ensure accuracy and compliance of products
What We Are Looking For
10 years HR experience within multi-entity election-cycle workforces, including employee relations, people management, HR operations, and employment compliance
Experience translating complex HR concepts into clear, practical training for non-HR audiences.
Training and curriculum development and adult-learning facilitation skills, including virtual training experience (can be public or within organizations).
Significant experience supporting movement-building organizations, especially 501(c)(3)s, 501(c)(4)s, campaigns, and/or PACs, with a strong understanding of shared staffing structures and multi-entity operations.
Ability to work with HR attorneys to translate legal advice into training content; ability to distinguish general HR education from legal advice and to flag areas requiring review by employment counsel and help manage compliance, accuracy and quality of content.
A collaborative working style and demonstrated ability to incorporate feedback without losing technical accuracy or instructional coherence.
Proposal Requirements
Please submit:
Letter of Interest (1 page maximum) that covers:
Your experience with multi-entity Human Resources including in an election year context.
Proposed approach to the scope of work and why you are best positioned to execute this work
A fee proposal, including your assumptions about level of effort (for example, estimated hours per deliverable)
Resume showing relevant experience in:
Human resources in the nonprofit, movement or social justice space, election-cycle settings
Curriculum and training development
Facilitation
Movement building
Multi-entity organizations (for example, 501(c)(3), 501(c)(4), and PAC structures)
Submission Information
Submissions will be reviewed on a rolling basis. Priority deadline is November 6, 2026 Originally posted on Himalayas
