Description

Director of Policy
Job Category: Executive
Requisition Number: DIREC001089
October 30, 2025
Full Time
~' '~to~' '~Ardmore, OK 73401, USA

How to Apply

Russell Reynolds Associates, the global leadership advisory and executive search firm, has been exclusively engaged to lead this search. All inquiries and discussions will be considered strictly confidential.

Interested candidates are invited to apply via the Russell Reynolds Engage platform, accessible through this link: https://engage.russellreynolds.com/#/job/2510-073NA

Candidates will first be asked to register and create a profile. From the home page, navigate to "Job Post", "Apply for a Position", then enter the following JobID: 2510-073NA to submit a resume and cover letter for consideration.

The Russell Reynolds team can be contacted directly at nobleri@russellreynolds.com for nominations or with any questions.

The Role
The Director of Policy is a newly established, mission-critical role at Noble Research Institute, responsible for developing, leading, and executing the organization's advocacy and policy agenda. S/he will serve as the principal architect and champion of Noble's efforts to shape public policy at the intersection of regenerative agriculture, grazing land management, conservation, and rural producer viability.

Strategizing policy planning and development

• Leading the development and execution of Noble's policy strategy and annual agenda in coordination with the President and leadership team
• Assuring Noble has a long-range advocacy and policy plan to achieve its goals and objectives
• Aligning internal resources around strategic policy objectives, including budgeting, calendaring, staffing, and implementation
• Establishing systems for internal reporting, evaluation, and communication to track progress and foster a culture of learning and innovation
• Providing communication to the governing body of Noble when requested by the President

Researching, monitoring and analyzing

• Researching and staying abreast of developments in sustainable agriculture and, specifically, ranching, as well as policy perspectives, options, threats, and opportunities.
• Monitoring policy positions of peer advocacy organizations.
• Monitoring and analyzing relevant state and federal legislative and administrative activities, including pending legislation, advisory processes, and emerging regulatory opportunities.

Coordinating advocacy and governmental affairs

• Identifying and building durable relationships with federal and state policymakers, staff, and advocates for Noble policy proposals
• Advocating Noble priorities and policy proposals to federal and state policymakers, staff, and advocates.
• Coordinating all such direct advocacy, whether by Noble employees or third-party service providers.
• Developing (or contributing to), as needed, draft legislation, amendments, report language, testimony, letters to Congress, regulatory proposals, and comments on proposed rules, their interpretation, and program implementation decisions
• Representing Noble in legislative coalitions and with policymakers, maintaining integrity and credibility of Noble's voice

Building partnerships and strategic relationships

• Building and managing strategic partnerships that expand Noble's influence or align with Noble's policy strategy
• Vetting coalition positions, sign-ons, or joint actions to ensure consistency with Noble's purpose, mission, and policy strategy
• Serving on advisory boards, commissions, and other similar bodies when appropriate to advance
• Noble's policy strategy
• Representing Noble at conferences, events, and in the media to elevate the organization's
• thought leadership and expand its visibility

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)

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