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Title: Writer/Researcher
Reports to: Managing Director
REMOTE WORK FROM ANYWHERE IN THE UNITED STATES
Job Summary
Jhana (jhana.com) is FranklinCovey’s performance support tool to help managers and individual employees become more effective at work — a result that benefits not only them, but also their teams and companies.
As Jhana’s Writer/Researcher, you’ll play a critical role in developing and launching our content via our renowned weekly newsletters. That’s a big deal, because superior content is the heart and soul of our product.
Our learners (team-level managers and individual contributors) are incredibly busy and discerning. They want practical help on leadership, communication, and interpersonal work issues — with no fluff or platitudes — as quickly as possible and in a voice that speaks to them.
Jhana’s content recipe is one part learning design, one part service journalism, and one part instructional manual. You’ll need critical thinking and creative firepower to bring it all together into helpful, enticing weekly tips, articles, job aids, and videos.
Remote work okay. Please submit two samples of your writing with your resume or cover letter.
Job responsibilities
Company Information
FranklinCovey is a global company specializing in performance improvement. We help organizations achieve results that require a change in human behavior. Our expertise is in seven areas: Leadership, Execution, Productivity, Trust, Sales Performance, Customer Loyalty, and Education. Our mission statement is “We enable greatness in people and organizations everywhere.” We fulfill this mission by hiring “Achievers with Heart.”
Visit our website at www.franklincovey.com for more information regarding our organization.
FranklinCovey is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law.
Reasonable Accommodation Notice
Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job by emailing us at . Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.
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© Copyright 2020 FranklinCovey - Privacy | We are an Equal Opportunity Employer / Veterans / Disabled
FranklinCovey is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law.
Please click here for additional information regarding our Equal Employment Opportunity policies.
Reasonable Accommodation Notice
Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job by emailing us at accommodations@franklincovey.com. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.
Pay Transparency Nondiscrimination Provision
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.
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