HR Partner (RFP) - Submissions Closed

About this role

Request for Proposals: HR Partner

About Campus Compact

Campus Compact is a national coalition of colleges and universities committed to the public purposes of higher education. As the largest national higher education association dedicated solely to higher education civic and community engagement, Campus Compact enables higher education institutions to develop students’ citizenship skills and forge effective community partnerships. Our resources support senior administrators, faculty, staff, and students as they pursue community-based teaching, scholarship, and action in the service of positive change.

Today, we stand at a defining moment: we are ready to scale our impact when the stakes for our work have never been higher. We know that higher education has a critical role to play in fostering democratic principles and culture by addressing polarization, strengthening civic participation, and ensuring students are prepared to navigate and shape our democracy. Thanks to the investment of philanthropic partners, Campus Compact is preparing for a period of significant growth and expansion, particularly in the areas of innovation, scaling, and coalition building.

Campus Compact operates with a fully remote workforce of approximately 45 staff members located across the United States. The organization’s leadership structure includes five executive team members, as well as a leadership team made up of an additional 6 directors.

Overview and Priorities

Campus Compact is seeking an HR partner to support the continued development of a strong, values-aligned organizational culture across a fully remote team. As we grow and evolve, we are prioritizing building shared practices that enable our staff and leadership to work through complexity, strengthen collaboration, and navigate organizational dynamics effectively.

We are working to strengthen the following organizational capacities, with particular attention to how they show up in day-to-day management, collaboration, and decision-making:

• Navigating tension productively, including recognizing and working with multiple truths

• Engaging in constructive conflict and effective change management

• Understanding and responsibly using positional power within a hierarchical organization

• Practicing both individual and organizational accountability

• Create multiple entry points for diverse perspectives and ways of working that are values-aligned and advance organizational priorities

We recognize that building these capacities requires both leadership development and broader organizational support. We are particularly interested in approaches that embed this work into ongoing practices and real-time application, rather than relying primarily on standalone trainings.

In particular, we see this work as foundational to how our senior leaders operate and to the conditions they create for all staff to engage effectively. At the same time, we recognize the importance of reinforcing these capacities across the organization in ways that are practical and aligned with day-to-day work.

To support these priorities, we envision partnering with an HR consultant through three primary methods:

• Executive coaching for senior leaders

• Ongoing consultation on employee relations and complex organizational dynamics

• Staff-wide trainings and professional development

While all three areas are in scope, we expect the majority of this partnership to focus on executive coaching and ongoing consultation. Staff-wide training is intended to play a more targeted, reinforcing role within this broader work.

We expect to work collaboratively with our HR partner to design and refine a set of activities across these areas that meaningfully advance these goals over time.

What we’re looking for

• HR consulting firms or small team of consultants to serve as a strategic HR partner to the organization’s leadership team.

• Firms/teams with a variety of executive coaches that can support different working styles and needs.

• Ability to build deep familiarity with organizational culture, leadership dynamics, and operating context over time

• Strong relationship-building skills and a consultative-coaching approach

• Experience working with nonprofit organizations and a demonstrated commitment to values-aligned leadership and workplace culture.

Scope of Work

1. Executive Coaching for Leadership

Campus Compact seeks executive coaching for select members of the executive team and leadership team.

Coaching should focus on strengthening leadership effectiveness within Campus Compact, rather than on general leadership development for career mobility outside the organization. Each individual’s coaching plan will be individualized based on their specific growth/development needs. We envision that all executive coaching will be time-bound for a specific purpose rather than ongoing and indefinite.

Examples may include:

• Strengthening management and supervision skills

• Addressing leadership skill gaps relevant to current roles and supporting leaders in leveling up to their capacity

• Improving team management and communication

• Supporting leaders in addressing organizational…