How to Pitch a Job Share Proposal to Your Manager

So you've done the research, reflected on your goals, maybe even found a potential partner, and now you're ready to take the leap and propose a job share arrangement. First of all: amazing. You're advocating for more sustainable, people-centered work, and you’re not alone.

Here’s a step-by-step guide to help you prepare and present your job share proposal in a way that’s thoughtful, professional, and nonprofit-leader-approved.

Step 1: Do Your Homework

Before approaching your manager, make sure you’re clear on:

  • Why you’re interested in job sharing

  • How the arrangement would support your team and the organization

  • How you’ll maintain (or even improve) performance and continuity

  • What similar job share models look like in nonprofits or mission-driven orgs (like in this great read from SesameHR or this research from The Job Share Project)

Step 2: Draft a Simple Business Case

This doesn’t have to be fancy, but a 1-2 page proposal can go a long way in showing you’ve thought it through. Here’s what to include:

  • Overview: What you’re proposing and why

  • The Benefits: For you, your team, and the organization

  • The Plan: Proposed schedule, division of responsibilities, how you’ll communicate and stay accountable

  • Risk Mitigation: How you’ll handle transitions, deadlines, and shared ownership

  • Real Examples: Include links to case studies or articles that back up the model’s success (see links below!)

Step 3: Schedule the Conversation

Find a time when your manager isn’t buried in deadlines. Be open, collaborative, and ready to listen. You might say something like:

“I’ve been thinking about how I can continue to do great work here in a way that’s sustainable and flexible. I’d love to share an idea I’ve been exploring that I think could be a win-win for both of us.”

Be prepared for questions like:

  • “How would handoffs work?”

  • “What if one of you leaves?”

  • “How will we ensure nothing falls through the cracks?”

These aren’t objections, they’re opportunities to show how solid your plan is.

Step 4: Follow Up

After the conversation, send a follow-up email with your proposal attached. Reiterate that you’re open to piloting the arrangement and checking in regularly to make sure it’s working for everyone.

If they say yes - amazing! Time to start planning with your partner and HR (see our previous blog post: How to Launch a Job Share Program in Your Nonprofit). If they’re hesitant, don’t be discouraged. Ask what concerns they have and whether you could pilot the arrangement for a short time to prove the model.

Step 5: Keep the Momentum Going

If your proposal isn’t approved right away, keep the door open:

  • Suggest a job share trial (e.g. 3 months with regular check-ins)

  • Explore other flexibility options (reduced hours, compressed schedule)

  • Offer to help pilot job sharing in another role or department

Remember: Every job share arrangement that works helps pave the way for more sustainable, inclusive workplaces, especially in the nonprofit sector, where burnout is real and flexibility can mean the difference between staying and leaving.

Helpful Resources

You’ve got this, and you’re helping lead the charge toward nonprofit workplaces that actually work for working people.

Want feedback on your proposal? Let Talent-Elevated help. We offer proposal reviews and peer coaching to help nonprofit professionals bring bold ideas to life.

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