Senior Policy Analyst

About Us

Recognized as one of the most successful Black and Women owned credit unions in the nation, HOPE continues to build its brand and impact by expanding access to financial services and engaging in advocacy to mitigate the extent to which factors such as race, gender, birthplace and wealth limit one’s ability to prosper. Since 1994, HOPE has generated more than $3.6 billion in community development financing that has benefitted more than 2 million people in Alabama, Arkansas, Louisiana, Mississippi, Tennessee and nationwide. This work has supported small business owners struggling to gain access to capital, families seeking to own homes and individuals looking for a better way to manage their hard-earned money with a financial institution they can trust.

Job Summary

The Senior Policy Analyst works with a team of policy and communication experts in the HOPE Policy Institute in helping to coordinate and lead public policy efforts to advance economic opportunities for working families in the Deep South by using research, outreach, education and advocacy. HOPE’s policy and advocacy efforts are rooted in the experiences of HOPE’s members and communities, informed by the expertise of HOPE subject matter experts and function in tandem with its programmatic activities in order to amplify the organization’s overall impact.

Primary and Essential Functions

• Serve as project manager on social policy research and advocacy projects affecting low-income people and people of color living in the Deep South.
• Conduct quantitative and qualitative research, and lead, develop, and write policy reports and briefs.
• Present policy and research information to a variety of audiences, including policymakers, health and human service providers, advocacy organizations, and news media.
• Pursue a research and policy agenda and strategies that advance public policy that support working families across the Deep South that may include financial inclusion, financial services, community development finance, small business lending, and other areas.
• Provide quality assurance and support for the overall policy agenda, and lead internal projects that support the growth of the Policy Institute.
• Monitor, evaluate, and provide recommendations for key policy developments at the state and federal level.
• Conduct interviews, analyze data, and coordinate with teams across HOPE to ensure alignment of policy objectives with the needs and experiences of HOPE members and communities.
• Represent the Hope Policy Institute in advocacy coalitions.

Accountability for Business Results

• Submission of timely and high-quality projects.
• Responsive and accurate communication with external stakeholders, including coalition partners, makers, and other HOPE team members.
• Collaboration with and support of other members of the HOPE Policy and Advocacy Team towards the achievement of the team and organizational goals.

Specified Authority Level

• Opportunities to supervise interns or specific projects

Competencies/Skills

• Ability to provide project management and leadership to public policy projects
• Ability to problem solve and think critically (i.e. evaluate two competing public policy proposals);
• Strong writing skills.
• Skilled in Microsoft Word and Excel.
• Microsoft Access, Arc GIS and/or statistical package SAS, STATA, SPSS preferred.

Desired Qualifications

• Graduate degree in public policy, economics, business, law, public administration or related field
• At least five or more years in public policy research, preferably including advocacy and coalition experience.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)