Chief Operating Officer

Chief Operating Officer

Posted 03.23.2022

Owen Jones is seeking an experienced, professional COO to continue our work building a sustainable business, an inclusive culture, and a place where everyone can do their best work.

Job Overview

Salary range: $160,000-$180,000 per year

The COO at Owen Jones & Partners is a key member of the leadership team and is responsible for building and maintaining equitable operational systems that support the overarching agency vision, center the employees’ needs, and allow for growth. This role reports directly to the CEO and acts on their behalf when the CEO is out of the office or otherwise unavailable for an extended period of time.

The COO is a member of the Owen Leadership Team and is the direct manager for the people operations and agency operations teams.

Areas of Responsibility


  • Design and deliver operational strategies that align with the agency vision as set by the Founder and the CEO
  • As a member of the Leadership Team, co-create, maintain and amplify company values (and propose edits when needed); ensure they're reflected in Owen’s practices, processes, policies, and programs
  • Implement agency-wide practices and policies that center equity and inclusion throughout all company processes, decision-making (internal-facing and external-facing), values, mission, and across the entire employee life cycle

Operations & Finance

  • Provide the infrastructure to ensure all other teams are able to do their best work and support future agency growth
  • Develop and define the collective process for how workflows through the agency and evolve the process as needed
  • Work with the CEO to set the annual operating budget to align with the overall strategic priorities and growth plan
  • Oversee agency finances including annual forecasting, cash flow management, profitability reporting

People Operations

  • Oversee the development and implementation of equitable policies for the entire employee life cycle including recruitment, hiring, onboarding, development, and offboarding
  • Ensure sustainability of equitable and inclusive management practices used by the Team Leads and Managers, with an emphasis on core needs
  • Utilize data, feedback and insights gathered from employee surveys, exit interviews, and individual conversations to evolve policies and procedures as needed
  • Oversee Performance Reviews/employee growth including the creation, maintenance, training of content/metrics used for employee annual reviews and support to Team Leads for other feedback checkpoints (30-60-90 day, 1:1s)
  • Serve as the primary contact with consultants who partner with the agency on issues related to people operations. Ex. Affirma (equity & inclusion and HR consultancy), The Goodness Collaborative (professional coaching)
  • Ensure employees have clear and consistent channels for providing feedback and that there is a clear plan for addressing feedback and implementing changes when needed
  • Define, develop and implement company-wide professional development initiatives: coaching program, training/workshops, etc.

Areas of Influence

  • Provide clear and objective advice to the CEO and other executive leaders on agency operations
  • Advise the CEO in expansion activities
  • Collaborate with the CFO on financial projections and planning
  • Collaborate with the CFO on total compensation programs, salary & equity structure, market analysis, and overall compensation philosophy; educate leads on pay practices.
  • Coordinate staffing and hiring plans with the CFO and Team Leads
  • Support conflict resolution and discipline with all employees
  • Prioritize equitable and inclusive practices across the agency; hold accountability for such practices.
  • Model a culture of transparency, empowerment, authenticity, inclusivity, accountability, and empathy.
  • Expand awareness of psychological safety within teams and the agency, as a whole

Areas of Growth

  • Continuous training + development in all matters of workplace culture, emotional intelligence, emotional leadership, equity, and inclusion including power and privilege
  • Continually grow people leadership skills and management strategies
  • Continuous self-education of business best practices and how they apply to the agency
  • Collaboration and mentorship with DEI, HR/culture, and operations professionals to deliver improved stewardship of Owen Jones
  • Presentation skills/public speaking

Note that you don't need to possess 100% of the qualities to be considered. Women, BIPOC, LGBTQ, and other under-represented groups are highly encouraged to apply.

Owen Jones' General Expectations

  • Commitment to the best possible work, especially when the well feels dry or it feels like “just another project.”
  • Honest, direct, and detailed communication.
  • Perpetually evolve your own skills; try new things and work inventively.
  • Use your unique experiences and skills to help push Owen Jones' creative executions.
  • Get to the heart of what it is you’re trying to solve; dig in deep and research.
  • Courage and wisdom to ask for help.
  • Be flexible and willing to assist in an array of tasks.
  • Attention to detail in everything you touch. The details are the end product.
  • Respect for your Owen teammates. Treat others as they would like to be treated. Lend a hand, pick up your slack, and don’t leave anyone behind. Remember that we will spend more waking time together than with almost anyone else, so make that relationship healthy and productive.


  • Quarterly profit-sharing bonus.
  • Annual Personal Growth Budget: $300 per year at Owen (maximum of $1,500).
  • Leadership/executive coaching support.
  • Monthly Inspiration Day to be used on an inspirational activity of your choosing
  • Full benefits include company-paid medical, dental, vision, and life insurance, plus optional group life and disability insurance. FSA plan (for both medical and dependent care), life insurance, and comprehensive leave policies including family care leave, hardship leave, medical leave, and 12 weeks paid leave (plus 8 weeks unpaid) for new parents.
  • 401k participation after 90 days with immediate vesting and company match.
  • Annual paid time off, 15 days annually (prorated based on start date), ten Owen company holidays, plus Owen Holiday/Winter Break (December 24 – January 1)
  • Home office equipment budget.
  • Transportation/working from home expenses and cell phone reimbursement.
  • Physical offices in both Portland and Hood River. However, Owen embraces a hybrid work model and we want you to work where your work is best done. There are no minimum required days in-office and relocation is not required.

Welcome to All

Minds and hearts are what matter. Our unique experiences are what make us stronger. That’s why we’re proud to be an equal opportunity workplace. Owen Jones welcomes everyone regardless of race, ethnicity, color, religion, political affiliation, country of origin, marital status, parental status, sexual orientation, gender identity, gender expression, age, military affiliation, or ability.

Sound Like You?