We Are

Headquartered in downtown Washington, DC, the American Immigration Lawyers Association (AILA) is an organization comprised of nearly 17,000 individual attorney members who practice and teach immigration law. For our members, we provide continuing legal education, information, advocacy, professional services, and expertise. Founded in 1946, AILA's mission is to promote justice, advocate for fair and reasonable immigration law and policy, advance the quality of immigration and nationality law and practice, and enhance the professional development of its members.

Department Summary

The Governance Department supports AILA’s leadership and decision-making structures, including the Board of Directors, Regions, Chapters, and key committees. It leads efforts related to leadership cultivation and recognition, manages committee selection processes, and ensures governance activities are inclusive, transparent, and aligned with AILA’s values.

Position Summary

The Component Relations Manager serves as the primary operational liaison between AILA’s National Office and its five Regions and 39 volunteer-led Chapters, supporting effective chapter operations, ensuring consistency and alignment with established national policies, procedures and governance guidance.

This position ensures all components are equipped to deliver value to their members while meeting key administrative and governance requirements.

Key Responsibilities

Chapter Officer Support - 50%

• Serve as the primary point of contact for Chapter leadership, providing timely, and well-informed guidance on operational and procedural matters.
• Serve as a frontline responder to Chapter officer inquiries, often involving nuanced association management, policy, or procedural questions.
• Monitor and respond to a high-volume shared Chapter Support inbox, addressing multiple deadline-driven inquiries with accuracy and consistency.
• Research and reference existing bylaws, policies, and guidance to provide accurate responses and escalate complex governance matters as appropriate.
• Compile relevant information from existing sources and seek guidance from senior governance staff when clarification, interpretation or precedent-setting decisions are required.
• Exercise sound judgement in identifying operational issues that can be resolved within established guidance versus governance matters that require escalation to senior staff.
• Coordinate Council of Chapter Chair meetings, including meeting scheduling, agenda development, preparation of meeting materials, meeting minutes, and follow-up.
• Maintain and update Chapter Leader Resources, including regularly updating templates, FAQs, and training materials to reflect current policies and practices.
• Manage onboarding, transitions and orientation for new Chapter Leadership.

Component Compliance - 10%

• Communicate and follow up with component leadership regarding required administrative and fiscal processes, including annual filings and compliance related items.
• Manage the annual Chapter Liaison appointment and tracking process, in collaboration with the Governance Coordinator.
• Ensure timely and accurate delivery of new member notifications to Chapters.
• Collaborate with the Governance Coordinator to manage and maintain component webpages, officer listings and listservs.

Component Engagement - 10%

• Monitor component listservs to identify trends, surface emerging issues, and share opportunities with staff to improve guidance and resources.
• Strengthen the component leader communities through staff-supported forums that encourage collaboration and adherence to AILA standards.
• Maintain close coordination with internal departments to ensure components receive accurate and consistent tools and information.

Regional Coordination - 30%

• Provide operational and administrative support to the Regional Coordination Committees, including meeting scheduling, agenda development, meeting minutes, and follow-up.
• Support AILA’s regional structure by coordinating established processes, timelines and communications directed by senior governance staff.
• Identify opportunities to streamline workflows, clarify guidance, and reduce administrative burden for volunteer leaders and staff.

The Component Relations Manager exercises initiative, sound judgment, and discretion in managing day-to-day chapter support functions within established policies, procedures, and governance frameworks. The role independently researches, synthesizes, and applies existing guidance to respond to routine and moderately complex inquiries, while identifying issues that require consultation or escalation.

Priorities and goals are set in collaboration with the Director of Governance, Equity, and Leadership Strategy. The position requires the ability to manage workload, meet deadlines, and problem-solve in real time, with regular check-ins and strategic guidance provided. Supervisor oversight focuses on alignment, consistency, and outcomes rather than on daily methods, with appropriate escalation for complex, novel, or sensitive matters.

Component Relations Manager may provide functional oversight to an assistant- or coordinator-level staff member, including assigning work, offering guidance, and providing informal feedback. Any formal performance management, evaluations, or personnel decisions will be handled in coordination with and under the direction of department leadership.

Remote – The role is eligible for Remote work

Our Remote Work Strategy is designed to ensure connection while minimizing costs and inconvenience. Talent residing within 50 miles of our National Office, located in Washington, D.C., located in the nation’s capital, will be given preference. For roles outside this, we seek candidates within 50 miles of a major airport. This strategy helps us enhance collaboration, optimize travel costs, and strengthen in-person engagement while ensuring we remain cost-effective and mission-driven. Candidates outside these areas may be considered on a case-by-case basis based on role requirements and organizational needs.

This role requires maintaining a professional demeanor in a hybrid/office work setting. Responsibilities include extended periods of sitting at a desk, frequent use of a PC workstation for prolonged hours, occasional verbal communication with team members and stakeholders via virtual platforms, and the possibility of lifting or moving items up to 25 pounds, though this is not likely to be a frequent requirement.

• Bachelor’s degree or equivalent work experience
• Minimum of 3–5 years of experience supporting or managing chapter/component relations or volunteer engagement, within an association environment
• Strong understanding of association best practices for working with volunteer leaders
• Exceptional interpersonal and communication skills, with the ability to build trust-based relationships with volunteer leaders and internal staff
• Proven project management and organizational skills, including the ability to manage multiple deadlines and coordinate logistics for calls, meetings, and resource updates
• Attention to detail and follow-through in a remote or hybrid environment
• Proficiency in Microsoft Office Suite (Word, Excel, Outlook, PowerPoint, SharePoint); familiarity with tools such as Zoom, Teams, and project management systems, such as Smartsheet, to track deadlines, manage workflows, and coordinate across teams
• Strong analytical and critical-thinking skills; able to apply existing policies and guidance to chapter scenarios is required
• Excellent written communication skills, with the ability to convey policies and procedures, and complex information clearly and diplomatically
• Proven ability to research, synthesize, and summarize information for different audiences
• Sound judgment and comfort escalating complex or sensitive matters appropriately
• Ability to work independently in a fast-paced, deadline-driven environment

Preferred:

• Experience managing a network of 30+ volunteer-led chapters or affiliates
• Familiarity with financial policies and reporting requirements for nonprofit operations, ideally with volunteer-run components
• Experience developing leadership onboarding, training materials, or toolkits
• Comfort facilitating meetings, moderating peer discussions, or presenting to groups of volunteers

Occasional travel is required related to job responsibilities. Participation in the AILA annual conference and quarterly in-person board meetings is a job requirement. This travel could involve both domestic and international destinations, with overnight stays and weekend events included.

Compensation and Benefits The salary range provided reflects a reasonable estimate of the annual salary based on AILA's commitment to equitable and market-competitive pay. The actual salary offered will depend on several factors, including, but not limited to, relevant education, qualifications, years of experience, certifications or professional licenses, job-related skills, internal equity, and business needs.

Our compensation structure is based on industry-specific market data for similar-sized nonprofit organizations. Typically, individuals are hired at or near the starting point of the salary range for their role. Compensation decisions are made on a case-by-case basis, considering the unique facts and circumstances of each applicant.

Additionally, full-time and part-time employees working at least 20 hours per week on a regular basis are eligible to participate in AILA's comprehensive benefits program, which includes medical, dental, and vision insurance, an employee assistance program, a 401(k) retirement savings plan with matching contributions after 3 months of employment, generous paid time off, paid parental leave, professional development opportunities, and employer-paid life insurance and disability benefits.

Application Process

To ensure a complete application, all candidates must submit the required materials, including a resume and cover letter, through our application portal. As part of our interview process, candidates may be asked to participate in virtual interviews, which will require on-camera presence.

We are committed to creating an inclusive and accessible interview experience. If you require accommodations due to a disability or sincerely held religious beliefs, such as an alternative format or assistance during the interview, please let us know in advance, and we will make every effort to support your needs.

Eligibility to Work In compliance with the Immigration Reform and Control Act of 1986, we are required to hire only individuals who are authorized to work in the United States. Applicants selected for employment will need to provide documentation verifying their eligibility to work in the U.S. without the need for employer sponsorship. AILA participates in E-Verify to confirm work authorization. For more information on E-Verify, please visit dhs.gov/E-Verify.

The American Immigration Lawyers Association ("AILA") is an equal-opportunity employer. We are committed to fostering a diverse and inclusive workplace where all individuals are treated with respect and dignity. We prohibit discrimination and harassment of any kind based on race, color, religion, sex, national origin, age, disability, genetic information, sexual orientation, gender identity, or any other characteristic protected by applicable federal, state, or local law. We are committed to providing equal employment opportunities to all qualified applicants and employees, and we encourage individuals from all backgrounds to apply.