Mind Share Partners (MSP) is a national nonprofit that is changing the culture of workplace mental health so that both employees and organizations can thrive. It does this for two reasons: to normalize what it looks like to have a mental health challenge at work--which is everyone at some point in their lives--and to address the workplace factors that can cause poor mental health for all employees/workers. MSP believes that if workplaces commit to reducing stigma, supporting their employees with mental health challenges, and addressing related workplace factors, they can drastically improve individual lives, company cultures, and workplace productivity.
MSP has been at the start of a growing movement to support mentally healthy workplaces and is poised to grow its impact with offerings that meet the increasingly complex needs of employers with customized workplace training, strategic advising, and implementation as well as its advocacy work. Over 50% of MSP’s revenue is from client services earned income, with the remainder from a range of philanthropic sources. As one of the only nonprofits exclusively focused on workplace mental health in an increasingly competitive space, MSP brings a unique mission and value proposition to this important work as both a trusted service provider and a movement builder. In close concert with the Board of Directors and the team, the CEO will guide the development of a newly refreshed vision to drive revenue growth and increased impact.
The next CEO will be an authentic storyteller, entrepreneurial visionary, exceptional fundraiser, and sales strategist who will drive the co-creation of MSP’s next iteration of a vision and strategic plan. They will demonstrate the ability to set clear priorities and goals, formulate and execute new revenue generation strategies, and stay agile to pivot in response to external conditions and impact data. The CEO will bring a nuanced, asset-based understanding of mental health as a spectrum, including an understanding of the intersectionality with DEIBJ concepts and the experiences of people with marginalized identities. They will be able to speak personally and openly about their own mental health experience and inspire others to support the organization and the movement. They will bring exceptional communications skills, sales and fundraising expertise, team management and leadership, and an entrepreneurial mindset to the work of elevating MSP’s mission and nurturing connectivity and culture among the team and stakeholders.
HISTORY AND VALUES
Mind Share Partners grew out of the idea that both employees and organizations should and could thrive in working relationships. Founder Kelly Greenwood knew that mental health is integral to the future of work as well as to diversity, equity, and inclusion. Old systems, practices, and styles that were negatively impacting employee mental health needed to be reevaluated in an effort to improve the future of work and DEIBJ in our country. Since 2020, workplace mental health has moved from a nice-to-have to a must-have, but few workplaces know how to execute well in this area. The pandemic’s lasting effects, racial reckoning, the political divide, and other factors created an unprecedented awareness of the mental health challenges and has normalized the conversation. MSP seeks to eliminate stigma and create more mentally healthy workplaces. MSP tripled its impact during 2020 and is seeking significant growth this year and beyond.
OPPORTUNITIES AND EXPECTATIONS FOR THE CEO
The CEO will be a seasoned executive leader (10+ years in a senior leadership role) who can passionately and authentically speak to current challenges in workplace mental health, the demands that C-Suite leadership and employees are facing to create and sustain supportive environments, and advocate for practical solutions. In collaboration with the Board and team, the CEO will create a 3–5-year strategic plan to grow and position MSP in an increasingly competitive client services landscape of well-resourced for-profit market players. Essential to success will be: (1) networks and relationships to drive business opportunity in client services and with new major donors, (2) examination and evolution of the client services portfolio to drive growth and maximize earned revenue, and (3) capacity and skill to drive thought leadership, movement building, and communications activities to support strategic growth and impact.
Revenue Generation: Fundraising & Sales The CEO will demonstrate skill in fundraising and resource development, including securing major gifts from high-net-worth individuals, foundation grants, corporate sponsorships, and the like to fuel growth. A core responsibility of the CEO will also be to drive sales and effective market positioning for the client services work. In addition to bringing networks and relationships for potential new work, they will build on a unique mission identity as a nonprofit and support development of new offerings that meet the moment for companies looking for tailored, flexible tools and strategies to measurably improve workplace mental health.
Movement Building The CEO will be an impactful spokesperson who can speak personally to the importance of mentally healthy workplaces across a range of external stakeholders including historically underrepresented communities, cross-sector thought leaders, advocates, and other strategic partners and influencers such as national press/media, nonprofits, companies, and coalitions – to share and build support for MSP’s vision and mission. In close partnership with the marketing and communications team the CEO will support strategic communications and movement building activities including building a social media presence focused on workplace mental health that will engage and grow an audience of followers, bylined articles, and other published contributions.
People Management & Culture Development MSP’s passionate team is the heart of the organization. Throughout the COVID pandemic, racial reckoning, national and global challenges, and internal organizational change, the team has tirelessly pushed to think differently about the changing and increased needs of MSP and its offerings. Aligned with MSP’s mission and vision, the CEO will build and nurture honest, authentic, and accountable relationships. They will embody and actualize an organization-wide commitment to listening to, working with, and learning from internal and external partners. The CEO will be a people-centered leader and strong manager with experience in hiring, coaching, and resourcing managers in a values-driven environment as well as implementing effective performance management practices to facilitate the team’s growth and success.
The CEO will support the development and growth of the team and a healthy organizational culture. Specifically, continued development and measurable progress on DEIBJ integration is critical, such that both MSP’s culture and its programmatic work reflects the organization’s collective understanding of intersectionality and centers the experiences and needs of people with marginalized identities. They will work to foster a culture that values equity, transparency, trust, clear communication, and collaboration across MSP while maintaining a healthy, flexible, and caring culture.
Financial Management & Stewardship In partnership with the senior leadership team, the CEO will lead and nurture a deeply committed team of 14 and bring strong business and financial acumen to manage an operating budget of $2 million and will advance effective business operations. This includes aligning growth with mission, planning for sustainability, and advancing internal policies and practices that reflect the organization’s core values.
Board Relations & Governance The CEO will partner with the Board to ensure transparency and accountability in organizational governance, financial health, and compliance, and identify current and future leadership needs. The CEO will also leverage the experience, relationships, and wisdom of the board to mobilize and motivate champions for the movement.
DESIRED EXPERIENCE AND QUALIFICATIONS
While no one candidate will embody all the qualifications enumerated below, the ideal candidate will possess many of the following professional and personal abilities, attributes, and experiences:
Personal Connection to Mental Health
A personal mental health story that can be told from the “I-voice”/personal lived experience (rather than from a friend or family perspective) and made broadly relevant and engaging, as well as shared in an authentic and vulnerable way.
Understanding of mental health as a broad spectrum of experiences in a strengths-based frame, both inextricable and intersectional to personal identity and lived experiences. Demonstrated depth of understanding of relevant fields and spaces, such as workplace mental health, human resources, learning and development, and diversity, equity, inclusion, belonging, and justice (DEIBJ).
Revenue Generator
Experience and orientation toward other types of revenue generation. Background in client services, sales, and/or earned income revenue strategies, including market positioning, services business development, and connecting with senior leaders around MSP’s unique value proposition.
Strategic fundraising orientation to effectively nurture, build, and sustain relationships with mission aligned donors as well as experience raising significant investments from public and private sources, including high net worth individuals, companies, corporate sponsorships, and foundations.
Inspiring Thought Leader
Experience with thought leadership, advocacy, and external relations via writing and speaking, building strategic partnerships, and establishing effective messaging and organizational voice.
Powerful communicator in writing, one on one, in small group settings, and with large audiences. Ability to authentically share the mission of MSP that draws in others. A natural brand-builder, connector, and networker to help expand the MSP network and motivate others. Models humility, vulnerability (especially around mental health) and authenticity.
Strategist and Scaler
Entrepreneurial and audacious spirit with demonstrated organizational, financial, and operational management expertise of a similarly sized or larger organization. Experience with scaling organizations is highly desirable.
Proven experience developing strategic plans, operationalizing effective planning processes, and implementing action steps that align programs and resources with mission and values.
Capacity to take multiple pieces of data, identify trends, risks and opportunities and make strategic recommendations for a path forward.
Team Culture Builder
Collaborative and compassionate leadership mindset, an openness to shared leadership with the Board and team, as well as an effective internal management style with both individuals and teams that breaks down silos and fosters mutual learning and cross team collaboration. A record of bringing a holistic lens to leadership regarding race, socioeconomic status, gender, sexuality, religion, nationality, and other identities impacted by equity barriers.
Strong relationship-building skills and a genuine interest in listening to and learning from others. Ability to establish trust, engage partners, as well as act with intentionality and accountability.
Empathy, emotional intelligence, and expertise in change management to guide and further cultivate a values-centered, positive, supportive, and transparent work environment.
The Basics
Ability and willingness to travel as needed for MSP meetings, fundraising events, conferences, and speaking engagements.
Combination of educational, professional, and lived experience aligned with MSP’s mission and values.
This full-time, exempt role can be based anywhere in the United States; MSP has a nationally distributed and fully remote team.
COMPENSATION, BENEFITS, AND LOCATION
MSP seeks to live its vision of a mentally healthy and inclusive workplace and below are just some examples of what that looks like in practice:
PTO (Paid Time Off) : Four weeks of PTO and 12 paid holidays plus an office shutdown the week prior to New Year’s—more importantly, MSP encourages team members to completely sign off from work when they are on vacation and at the end of their workdays.
Flexibility : MSP has always been a nationally distributed team that puts employees first with flexible work practices. Team members connect often and convene in person for two in-person retreats each year and when necessary.
Benefits : MSP has strong medical (including mental health), dental, and vision benefits, life insurance, a 401k with 2% matching, professional development funds, and a stipend to set up a home office.
Culture : The MSP team is made up of good humans who strive for excellence with balance—they recognize the whole person at work.
The location of this role is flexible within the United States as it is a remote position. The salary for this role will be $220,000.
TO APPLY
More information about Mind Share Partners may be found at: www.mindsharepartners.org
This search is being led with support from the national executive search firm NPAG . We invite interested candidates to submit a cover letter that includes: (1) what draws you personally to care about the mission of Mind Share Partners, and (2) a brief outline of your qualifications and relevant professional and lived experiences, along with a resume or CV via NPAG’s website .
Mind Share Partners’ Hiring Values We look at the whole picture : We recognize that neither job descriptions nor people are perfect. If you think you can be successful in this role but don’t meet every listed qualification, we encourage you to apply—we’d love to get to know you and see what you have to offer. We look for “culture adds” not “culture fits.” We want people who push our thinking and who bring a unique perspective to our work.
We seek to build an inclusive team : Mental health is a new frontier of DEIBJ and an intersectional issue that affects groups differently. At Mind Share Partners, we seek to reflect this in our team. We are an equal opportunity employer deeply committed to building an inclusive team with diverse perspectives and experiences from a range of backgrounds and cultures. We actively seek out identities, experiences, and perspectives that we don’t have represented on our team and do not discriminate based on race, religion, color, national origin, gender identity, sexual orientation, age, marital status, veteran status, or disability. We strongly encourage people from underrepresented communities within the workplace mental health space to apply.
Full Time
Mind Share Partners (MSP) is a national nonprofit that is changing the culture of workplace mental health so that both employees and organizations can thrive. It does this for two reasons: to normalize what it looks like to have a mental health challenge at work--which is everyone at some point in their lives--and to address the workplace factors that can cause poor mental health for all employees/workers. MSP believes that if workplaces commit to reducing stigma, supporting their employees with mental health challenges, and addressing related workplace factors, they can drastically improve individual lives, company cultures, and workplace productivity.
MSP has been at the start of a growing movement to support mentally healthy workplaces and is poised to grow its impact with offerings that meet the increasingly complex needs of employers with customized workplace training, strategic advising, and implementation as well as its advocacy work. Over 50% of MSP’s revenue is from client services earned income, with the remainder from a range of philanthropic sources. As one of the only nonprofits exclusively focused on workplace mental health in an increasingly competitive space, MSP brings a unique mission and value proposition to this important work as both a trusted service provider and a movement builder. In close concert with the Board of Directors and the team, the CEO will guide the development of a newly refreshed vision to drive revenue growth and increased impact.
The next CEO will be an authentic storyteller, entrepreneurial visionary, exceptional fundraiser, and sales strategist who will drive the co-creation of MSP’s next iteration of a vision and strategic plan. They will demonstrate the ability to set clear priorities and goals, formulate and execute new revenue generation strategies, and stay agile to pivot in response to external conditions and impact data. The CEO will bring a nuanced, asset-based understanding of mental health as a spectrum, including an understanding of the intersectionality with DEIBJ concepts and the experiences of people with marginalized identities. They will be able to speak personally and openly about their own mental health experience and inspire others to support the organization and the movement. They will bring exceptional communications skills, sales and fundraising expertise, team management and leadership, and an entrepreneurial mindset to the work of elevating MSP’s mission and nurturing connectivity and culture among the team and stakeholders.
HISTORY AND VALUES
Mind Share Partners grew out of the idea that both employees and organizations should and could thrive in working relationships. Founder Kelly Greenwood knew that mental health is integral to the future of work as well as to diversity, equity, and inclusion. Old systems, practices, and styles that were negatively impacting employee mental health needed to be reevaluated in an effort to improve the future of work and DEIBJ in our country. Since 2020, workplace mental health has moved from a nice-to-have to a must-have, but few workplaces know how to execute well in this area. The pandemic’s lasting effects, racial reckoning, the political divide, and other factors created an unprecedented awareness of the mental health challenges and has normalized the conversation. MSP seeks to eliminate stigma and create more mentally healthy workplaces. MSP tripled its impact during 2020 and is seeking significant growth this year and beyond.
OPPORTUNITIES AND EXPECTATIONS FOR THE CEO
The CEO will be a seasoned executive leader (10+ years in a senior leadership role) who can passionately and authentically speak to current challenges in workplace mental health, the demands that C-Suite leadership and employees are facing to create and sustain supportive environments, and advocate for practical solutions. In collaboration with the Board and team, the CEO will create a 3–5-year strategic plan to grow and position MSP in an increasingly competitive client services landscape of well-resourced for-profit market players. Essential to success will be: (1) networks and relationships to drive business opportunity in client services and with new major donors, (2) examination and evolution of the client services portfolio to drive growth and maximize earned revenue, and (3) capacity and skill to drive thought leadership, movement building, and communications activities to support strategic growth and impact.
Revenue Generation: Fundraising & Sales The CEO will demonstrate skill in fundraising and resource development, including securing major gifts from high-net-worth individuals, foundation grants, corporate sponsorships, and the like to fuel growth. A core responsibility of the CEO will also be to drive sales and effective market positioning for the client services work. In addition to bringing networks and relationships for potential new work, they will build on a unique mission identity as a nonprofit and support development of new offerings that meet the moment for companies looking for tailored, flexible tools and strategies to measurably improve workplace mental health.
Movement Building The CEO will be an impactful spokesperson who can speak personally to the importance of mentally healthy workplaces across a range of external stakeholders including historically underrepresented communities, cross-sector thought leaders, advocates, and other strategic partners and influencers such as national press/media, nonprofits, companies, and coalitions – to share and build support for MSP’s vision and mission. In close partnership with the marketing and communications team the CEO will support strategic communications and movement building activities including building a social media presence focused on workplace mental health that will engage and grow an audience of followers, bylined articles, and other published contributions.
People Management & Culture Development MSP’s passionate team is the heart of the organization. Throughout the COVID pandemic, racial reckoning, national and global challenges, and internal organizational change, the team has tirelessly pushed to think differently about the changing and increased needs of MSP and its offerings. Aligned with MSP’s mission and vision, the CEO will build and nurture honest, authentic, and accountable relationships. They will embody and actualize an organization-wide commitment to listening to, working with, and learning from internal and external partners. The CEO will be a people-centered leader and strong manager with experience in hiring, coaching, and resourcing managers in a values-driven environment as well as implementing effective performance management practices to facilitate the team’s growth and success.
The CEO will support the development and growth of the team and a healthy organizational culture. Specifically, continued development and measurable progress on DEIBJ integration is critical, such that both MSP’s culture and its programmatic work reflects the organization’s collective understanding of intersectionality and centers the experiences and needs of people with marginalized identities. They will work to foster a culture that values equity, transparency, trust, clear communication, and collaboration across MSP while maintaining a healthy, flexible, and caring culture.
Financial Management & Stewardship In partnership with the senior leadership team, the CEO will lead and nurture a deeply committed team of 14 and bring strong business and financial acumen to manage an operating budget of $2 million and will advance effective business operations. This includes aligning growth with mission, planning for sustainability, and advancing internal policies and practices that reflect the organization’s core values.
Board Relations & Governance The CEO will partner with the Board to ensure transparency and accountability in organizational governance, financial health, and compliance, and identify current and future leadership needs. The CEO will also leverage the experience, relationships, and wisdom of the board to mobilize and motivate champions for the movement.
DESIRED EXPERIENCE AND QUALIFICATIONS
While no one candidate will embody all the qualifications enumerated below, the ideal candidate will possess many of the following professional and personal abilities, attributes, and experiences:
Personal Connection to Mental Health
A personal mental health story that can be told from the “I-voice”/personal lived experience (rather than from a friend or family perspective) and made broadly relevant and engaging, as well as shared in an authentic and vulnerable way.
Understanding of mental health as a broad spectrum of experiences in a strengths-based frame, both inextricable and intersectional to personal identity and lived experiences. Demonstrated depth of understanding of relevant fields and spaces, such as workplace mental health, human resources, learning and development, and diversity, equity, inclusion, belonging, and justice (DEIBJ).
Revenue Generator
Experience and orientation toward other types of revenue generation. Background in client services, sales, and/or earned income revenue strategies, including market positioning, services business development, and connecting with senior leaders around MSP’s unique value proposition.
Strategic fundraising orientation to effectively nurture, build, and sustain relationships with mission aligned donors as well as experience raising significant investments from public and private sources, including high net worth individuals, companies, corporate sponsorships, and foundations.
Inspiring Thought Leader
Experience with thought leadership, advocacy, and external relations via writing and speaking, building strategic partnerships, and establishing effective messaging and organizational voice.
Powerful communicator in writing, one on one, in small group settings, and with large audiences. Ability to authentically share the mission of MSP that draws in others. A natural brand-builder, connector, and networker to help expand the MSP network and motivate others. Models humility, vulnerability (especially around mental health) and authenticity.
Strategist and Scaler
Entrepreneurial and audacious spirit with demonstrated organizational, financial, and operational management expertise of a similarly sized or larger organization. Experience with scaling organizations is highly desirable.
Proven experience developing strategic plans, operationalizing effective planning processes, and implementing action steps that align programs and resources with mission and values.
Capacity to take multiple pieces of data, identify trends, risks and opportunities and make strategic recommendations for a path forward.
Team Culture Builder
Collaborative and compassionate leadership mindset, an openness to shared leadership with the Board and team, as well as an effective internal management style with both individuals and teams that breaks down silos and fosters mutual learning and cross team collaboration. A record of bringing a holistic lens to leadership regarding race, socioeconomic status, gender, sexuality, religion, nationality, and other identities impacted by equity barriers.
Strong relationship-building skills and a genuine interest in listening to and learning from others. Ability to establish trust, engage partners, as well as act with intentionality and accountability.
Empathy, emotional intelligence, and expertise in change management to guide and further cultivate a values-centered, positive, supportive, and transparent work environment.
The Basics
Ability and willingness to travel as needed for MSP meetings, fundraising events, conferences, and speaking engagements.
Combination of educational, professional, and lived experience aligned with MSP’s mission and values.
This full-time, exempt role can be based anywhere in the United States; MSP has a nationally distributed and fully remote team.
COMPENSATION, BENEFITS, AND LOCATION
MSP seeks to live its vision of a mentally healthy and inclusive workplace and below are just some examples of what that looks like in practice:
PTO (Paid Time Off) : Four weeks of PTO and 12 paid holidays plus an office shutdown the week prior to New Year’s—more importantly, MSP encourages team members to completely sign off from work when they are on vacation and at the end of their workdays.
Flexibility : MSP has always been a nationally distributed team that puts employees first with flexible work practices. Team members connect often and convene in person for two in-person retreats each year and when necessary.
Benefits : MSP has strong medical (including mental health), dental, and vision benefits, life insurance, a 401k with 2% matching, professional development funds, and a stipend to set up a home office.
Culture : The MSP team is made up of good humans who strive for excellence with balance—they recognize the whole person at work.
The location of this role is flexible within the United States as it is a remote position. The salary for this role will be $220,000.
TO APPLY
More information about Mind Share Partners may be found at: www.mindsharepartners.org
This search is being led with support from the national executive search firm NPAG . We invite interested candidates to submit a cover letter that includes: (1) what draws you personally to care about the mission of Mind Share Partners, and (2) a brief outline of your qualifications and relevant professional and lived experiences, along with a resume or CV via NPAG’s website .
Mind Share Partners’ Hiring Values We look at the whole picture : We recognize that neither job descriptions nor people are perfect. If you think you can be successful in this role but don’t meet every listed qualification, we encourage you to apply—we’d love to get to know you and see what you have to offer. We look for “culture adds” not “culture fits.” We want people who push our thinking and who bring a unique perspective to our work.
We seek to build an inclusive team : Mental health is a new frontier of DEIBJ and an intersectional issue that affects groups differently. At Mind Share Partners, we seek to reflect this in our team. We are an equal opportunity employer deeply committed to building an inclusive team with diverse perspectives and experiences from a range of backgrounds and cultures. We actively seek out identities, experiences, and perspectives that we don’t have represented on our team and do not discriminate based on race, religion, color, national origin, gender identity, sexual orientation, age, marital status, veteran status, or disability. We strongly encourage people from underrepresented communities within the workplace mental health space to apply.
Middle School Director Brentwood School – Los Angeles, CA July 2024
THE SCHOOL Brentwood School in Los Angeles, California, is an independent, coeducational, college-preparatory day school in the Brentwood neighborhood of west Los Angeles. The school, a community of 1200+ Kindergarten through 12th grade students and 151 faculty members, is situated on two campuses. The three-acre West Campus (K-5) is four blocks away from the original 28-acre East Campus (6-12). In its relatively short history of 50 years, Brentwood has grown to be one of the premier independent day schools in California. Students describe a warm and caring atmosphere where they are known and valued as individuals. Embracing high standards of academic excellence, character development, and emotional intelligence, Brentwood encourages students to think critically and creatively and to act ethically.
Brentwood School is fully accredited by the California Association of Independent Schools and the Western Association of Schools and Colleges, and is a member of the National Association of Independent Schools (NAIS), the California Association of Independent Schools, INDEX, A Better Chance, and the Independent School Alliance for Minority Affairs.
HISTORY Founded as a non-profit corporation in 1972, Brentwood School acquired the Brentwood Military Academy, which had existed on the land now known as Brentwood’s East Campus, and opened a co-educational, college preparatory day school with grades 6-10. Grade 11 was added in fall 1973 and Brentwood’s first senior class graduated in June 1975. In 1994, Brentwood purchased the nearby Marymount Junior School campus and opened a Kindergarten through grade 6 campus in the fall of 1995. As the 2019-2020 school year began, Brentwood opened a new Middle School building and reconfigured the division to include grades 6-8. LOCATION AND SETTING Visitors to Brentwood’s two campuses are immediately struck by their beauty and warmth. The setting is a well-integrated blend of old and new buildings, red-tiled roofs, intimate courtyards, ivy-covered walls and green fields. Brentwood’s East Campus, housing grades 6-12, is situated on 28 acres with Mission-style historic buildings, a new 73,000 square foot Middle School building, renovated Upper School classrooms, and sustainable landscaping. The five story Middle School building houses not only general classrooms but also includes dedicated spaces for music, art, science, fabrication and design, theater rehearsal, film, dance, a separate theater, a library, and dining hall/kitchen. The Middle School also has its own playing field and outdoor commons areas adjacent to the Middle School building. The Upper School facilities, including classrooms, laboratory space, a cafeteria, a bookstore, faculty and administrative offices and courtyards, are on the hillside with sweeping views across Los Angeles to the ocean. The 22-acre East Campus Athletics Complex was completed in 2001 and the Caruso Watt Aquatics Center opened in the spring of 2008. No other school in the Los Angeles area boasts such an expansive, state-of-the-art facility that encompasses such a wide variety of sports. Lying at the base of the Santa Monica Mountains at the western edge of Los Angeles, the community of Brentwood is gracious and welcoming, with comfortable homes on leafy, well-maintained streets. Nearby neighborhoods and cities include Pacific Palisades, Santa Monica, Westwood, and Bel Air. The UCLA campus is about one mile east of the school. The Brentwood area is also home to the Getty Center, one of the world’s most comprehensive arts, conservation, and education institutions.
COMMUNITY Brentwood School has always been a community where students and teachers know and care about each other. The closeness and longevity of these relationships is evident in the close ties many teachers still share with alumni/ae. The vibrant faculty draws on a wealth of teaching experiences. Fifty-nine faculty members have been at Brentwood for 10 or more years and 91 hold advanced degrees. Brentwood’s student body is diverse and lively. Students of color comprise 46% of the population. Tuition for the 2023-2024 school year is $50,880 (grades 6-12) and Brentwood is strongly committed to an aggressive financial support program. The school has budgeted $9.7 million annually for financial support and 17% of the East Campus students receive support. With the school’s close proximity to three major freeways, Brentwood is easily accessible to students from a wide geographical area served by eleven school bus routes and an extensive carpool system. DIVERSITY, EQUITY, AND INCLUSION Every single person in our community brings something different. Their unique background and personal experiences represent a value added to our community. Brentwood is intentional, purposeful, and strategic about honoring people in all their differences which is reflected in Diversity as a core value. Equity is being conscious and cognitive of our efforts to best meet the needs of all members of our community. Inclusion means creating an environment where all participants and constituents can be their best selves, irrespective of background, experience, and lifestyle. We do this with a variety of measures, policies, and programs. We do this through our curriculum—in what we teach and how we teach it. We work together as students, parents, faculty, and administration to maintain an inclusive community. All of this is motivated and inspired by our recognition that diversity is advantageous now and in the future.
ACADEMIC AND CO-CURRICULAR PROGRAMS The child-centered philosophies of learning and teaching, the emphasis on a broad-based and diverse liberal arts curriculum that is connected and sequential between grades and divisions, and the unwavering quest for excellence are all common features of the Brentwood K-12 experience. The school provides a core curriculum that is primarily traditional and classical emphasizing language, communication, mathematical reasoning, and computation. The goal of both curriculum and pedagogy is to foster intellectual curiosity, excitement for learning, and a desire to fulfill individual potential.
THE MIDDLE SCHOOL (GRADES 6-8) On the East Campus, the 352 Middle School students learn to assume more responsibility for their own education. The 6th grade class is composed of 42 Brentwood Lower School students plus 34 new students while the 7th grade class of 137 welcomed 74 new students this past year. The ideal class size means students benefit not only from a great deal of personal attention, but also from a feeling of being closely connected to the school, to one another, and to the faculty. In this nurturing, supportive environment, students are exposed to a broad range of subjects that allow them to explore their interests, develop new ones, and experience both personal and intellectual growth. See the Middle School Curriculum Guide for more information. The weekly meetings of the Middle School Advisory Program allow students to develop more fully connections with faculty members in small, intimate groups. In faculty-moderated sessions, students explore topics that include core values, organization and study skills, coping with peer pressure, and ethical decision-making. In addition, the Middle School Family Groups are designed to build community and leadership, combining students from 6th - 8th grades in groups. Each group of approximately 14 students participates in activities including Advisory Olympics/Games and Community Discussions that range from challenging subjects to fun topics that are relevant to Middle School age students. CO-CURRICULAR ACTIVITIES Brentwood encourages active participation in extracurricular activities in order to engage students in the life of the school and enable students to discover and purse their passions. It is a goal to provide students with as many areas as possible in which to develop their talents and to experience success. Opportunities abound for participation in art, athletics, debate, drama, dance, jazz band, orchestra, rhythm section workshop, chorus, student government, and service learning.
THE ARTS The arts programs at Brentwood foster a supportive atmosphere that promotes questioning, individuality, and diversity. The Middle School arts at Brentwood offer instruction in visual arts, dance, music, film, and drama. Working in observational, abstract, and/or inventive ways, students learn to manipulate ideas, techniques, and materials through a thoughtful, evolving application of the elements and principles of art and design as they work toward creative goals.
THE ATHLETIC PROGRAM A tradition of wide and enthusiastic participation in physical education and athletics has developed alongside athletic success. Brentwood fields highly competitive teams and prizes character, sportsmanship, and teamwork. Approximately 80% of students in the Middle School participate on at least one Middle School team, and many play on two or three different teams during the school year. There are 29 Middle School interscholastic teams representing the Middle School in 14 sports. Each year Brentwood teams attain numerous league and sectional championships as well as many playoff berths. A “no-cut” policy applies to 6th-8th grade teams. The program is designed to engender an understanding of commitment, sportsmanship, hard work, and responsibility.
SERVICE LEARNING Brentwood’s service learning program ensures the development of social awareness, and inspires students to be lifelong learners with a self-motivated sense of responsibility to the local, national, and global communities. The school is a caring and conscientious neighbor, to both the nearby VA and broader Los Angeles communities.
BELLDEGRUN CENTER FOR INNOVATION LEADERSHIP (BCIL) The Belldegrun Center for Innovative Leadership prepares community members in grades K – 12 to engage with real world challenges and explore solutions within and beyond the classroom. Work with BCIL impacts the entire Brentwood School community, cultivating innovative problem solvers, courageous risk takers, effective managers, adept communicators, and inspired community builders. Through their involvement in BCIL, students and faculty seek answers in creative, collaborative ways and discover that their work can have an impact. PARENT INVOLVEMENT Brentwood believes in partnering with parents in the education of their child and encourages and welcomes parents to actively participate in the life of the school. The children benefit from sharing their school world with their parents; the school benefits from parents who contribute their talents, interests, and energy to support and enrich the school’s programs; and the parents benefit from experiencing first-hand the environment in which their children are educated. Parents are strongly encouraged to participate in the Parents Association and Eagles organizations and to attend parent education events including guest lectures and breakfasts with the Middle School Director.
STRENGTHS OF THE MIDDLE SCHOOL One of the hallmarks of the Brentwood Middle School is a passionate, vibrant, and child-centered faculty who are committed to the following: ● A culture of collegiality, professionalism, and interdisciplinary collaboration ● A commitment to equity, inclusion, and cross-cultural competency ● Vigorous college-preparatory academic program that fosters critical and creative thinking and provides rich extracurricular offerings ● Students who are happy, self-confident, well-rounded, and caring ● High quality educational and athletic facilities on a magnificent campus ● Core values that emphasize character, personal responsibility, and service to the greater community
● A balance of hard work and fun, and of high expectations and nurturing, with a strong focus on the quality of student life ● An enviable stature and high demand for admissions in the universe of greater Los Angeles independent schools
THE POSITION The Middle School Director is responsible for all aspects of the program and personnel in the Middle School. The Middle School Leadership Team is comprised of the Director, Assistant Middle School Director, Middle School Director of Service Learning, Learning Specialist, the counselors/School Psychologist, Assistant Director of Equity and Inclusion, and the Associate Athletic Director.
EXPECTATIONS The Middle School Director will lead a robust division that has constructed its programs and operations with careful attention to Brentwood’s mission and values. The Director of the Middle School will accomplish the following:
● Provide leadership through the support and collaboration with an excellent faculty, attending to the curriculum, and ensuring the Middle School’s overall vitality ● Work with the faculty and administration to sustain systems and structures that support and increase the effectiveness of the school’s curriculum and programs ● Strengthen collaboration and foster transparency and trust through open communication, clear expectations and full engagement- working closely with the Middle School leadership, faculty, staff, parents, and students ● Foster an environment that encourages open discussion with the freedom to express varied points of view ● Create a culture where critical feedback is seen and experienced as a catalyst for professional and personal growth
● Engage fully in the daily life of the school and support students of varied identifies, lifestyles, and beliefs ● Provide educational leadership and be a skilled spokesperson for the school’s vibrant, educational program ● Work closely with the Head of Brentwood School and the members of the School Leadership Team to foster the strength of the entire school
PROFESSIONAL QUALITIES Brentwood School is interested in candidates who can support, articulate, and promote a mission-driven, child-centered model of education. Along with excellent organizational and leadership skills, ideal candidates will have backgrounds that demonstrate most, if not all, of the following:
● A warm, approachable presence on campus that invites and respects the views of others yet is decisive when needed ● Visible and accessible on campus, knowing and enjoying the faculty, staff, parents, and especially the students of the school ● Engage actively with students, faculty, staff, and families in the daily life of the school, preserving and promoting the warmth and closeness that defines the Middle School’s culture ● Knowledge and understanding of developmentally appropriate and inclusive curriculum and instructional practices ● Strong familiarity with significant educational, DEI, and technology trends in independent schools ● Effective communication with faculty members, students, and parents, in a clear concise, and timely manner, keeping these groups appropriately informed of potential issues and or needs ● Experience evaluating faculty ● Cross-cultural competency and a commitment to equity and inclusion ● Ability to synthesize and articulate the school’s educational vision and to inspire and motivate others towards further strengthening the Middle School ● Teaching and administrative experience at the Middle School level ● An advanced degree is preferred ● Collaborative approach to leadership balanced with the ability to make decisions ● A lifelong learner who uses the latest research to complement their own experiences ● The ability to motivate, inspire, and support faculty and staff PERSONAL QUALITIES The favored candidate is an outgoing, energetic, confident person of keen intellect and integrity who will enjoy developing and guiding the Middle School community. The frequency with which parents and teachers are on campus working together requires a leader who is the soul of discretion. The Middle School will be best served by a leader who is self-aware; has a hands-on, approachable style; a sense of humor; and a true love and appreciation for educating middle school-age children.
TO APPLY: Brentwood School is dedicated to the creation of a diverse faculty and staff that best represents our student body and the city of Los Angeles. Information about our school can be found at www.bwscampus.com. Please submit a letter of interest and resume to the contact person listed below. In your letter, highlight your education and experience specifically related to diversity, equity, and inclusion.
Kim Hutchings Senior Executive Assistant and Administrative Liaison to the Board of Trustees 100 S. Barrington Place Los Angeles, CA 90049 Email: khutchings@bwscampus.com
COMPENSATION: Brentwood School's employment requirements vary, from positions requiring no experience to those needing 20+ years of expert experience. Our salary range includes all levels of experience, from $175,000 to $225,000. Salaries are determined based on years of experience, education, full- or part-time status, the category of the role, and the number of months of worked per school year. Salary ranges do not include benefits, i.e. 403b retirement matching, paid lunch time, free breakfast and lunch, free parking, subsidy toward medical, dental, vision, life/AD&D plans, and generous time off. The pay range is an estimate and is not guaranteed. If hired, your actual base salary will be determined by your education, experience, and category.
Full Time
Middle School Director Brentwood School – Los Angeles, CA July 2024
THE SCHOOL Brentwood School in Los Angeles, California, is an independent, coeducational, college-preparatory day school in the Brentwood neighborhood of west Los Angeles. The school, a community of 1200+ Kindergarten through 12th grade students and 151 faculty members, is situated on two campuses. The three-acre West Campus (K-5) is four blocks away from the original 28-acre East Campus (6-12). In its relatively short history of 50 years, Brentwood has grown to be one of the premier independent day schools in California. Students describe a warm and caring atmosphere where they are known and valued as individuals. Embracing high standards of academic excellence, character development, and emotional intelligence, Brentwood encourages students to think critically and creatively and to act ethically.
Brentwood School is fully accredited by the California Association of Independent Schools and the Western Association of Schools and Colleges, and is a member of the National Association of Independent Schools (NAIS), the California Association of Independent Schools, INDEX, A Better Chance, and the Independent School Alliance for Minority Affairs.
HISTORY Founded as a non-profit corporation in 1972, Brentwood School acquired the Brentwood Military Academy, which had existed on the land now known as Brentwood’s East Campus, and opened a co-educational, college preparatory day school with grades 6-10. Grade 11 was added in fall 1973 and Brentwood’s first senior class graduated in June 1975. In 1994, Brentwood purchased the nearby Marymount Junior School campus and opened a Kindergarten through grade 6 campus in the fall of 1995. As the 2019-2020 school year began, Brentwood opened a new Middle School building and reconfigured the division to include grades 6-8. LOCATION AND SETTING Visitors to Brentwood’s two campuses are immediately struck by their beauty and warmth. The setting is a well-integrated blend of old and new buildings, red-tiled roofs, intimate courtyards, ivy-covered walls and green fields. Brentwood’s East Campus, housing grades 6-12, is situated on 28 acres with Mission-style historic buildings, a new 73,000 square foot Middle School building, renovated Upper School classrooms, and sustainable landscaping. The five story Middle School building houses not only general classrooms but also includes dedicated spaces for music, art, science, fabrication and design, theater rehearsal, film, dance, a separate theater, a library, and dining hall/kitchen. The Middle School also has its own playing field and outdoor commons areas adjacent to the Middle School building. The Upper School facilities, including classrooms, laboratory space, a cafeteria, a bookstore, faculty and administrative offices and courtyards, are on the hillside with sweeping views across Los Angeles to the ocean. The 22-acre East Campus Athletics Complex was completed in 2001 and the Caruso Watt Aquatics Center opened in the spring of 2008. No other school in the Los Angeles area boasts such an expansive, state-of-the-art facility that encompasses such a wide variety of sports. Lying at the base of the Santa Monica Mountains at the western edge of Los Angeles, the community of Brentwood is gracious and welcoming, with comfortable homes on leafy, well-maintained streets. Nearby neighborhoods and cities include Pacific Palisades, Santa Monica, Westwood, and Bel Air. The UCLA campus is about one mile east of the school. The Brentwood area is also home to the Getty Center, one of the world’s most comprehensive arts, conservation, and education institutions.
COMMUNITY Brentwood School has always been a community where students and teachers know and care about each other. The closeness and longevity of these relationships is evident in the close ties many teachers still share with alumni/ae. The vibrant faculty draws on a wealth of teaching experiences. Fifty-nine faculty members have been at Brentwood for 10 or more years and 91 hold advanced degrees. Brentwood’s student body is diverse and lively. Students of color comprise 46% of the population. Tuition for the 2023-2024 school year is $50,880 (grades 6-12) and Brentwood is strongly committed to an aggressive financial support program. The school has budgeted $9.7 million annually for financial support and 17% of the East Campus students receive support. With the school’s close proximity to three major freeways, Brentwood is easily accessible to students from a wide geographical area served by eleven school bus routes and an extensive carpool system. DIVERSITY, EQUITY, AND INCLUSION Every single person in our community brings something different. Their unique background and personal experiences represent a value added to our community. Brentwood is intentional, purposeful, and strategic about honoring people in all their differences which is reflected in Diversity as a core value. Equity is being conscious and cognitive of our efforts to best meet the needs of all members of our community. Inclusion means creating an environment where all participants and constituents can be their best selves, irrespective of background, experience, and lifestyle. We do this with a variety of measures, policies, and programs. We do this through our curriculum—in what we teach and how we teach it. We work together as students, parents, faculty, and administration to maintain an inclusive community. All of this is motivated and inspired by our recognition that diversity is advantageous now and in the future.
ACADEMIC AND CO-CURRICULAR PROGRAMS The child-centered philosophies of learning and teaching, the emphasis on a broad-based and diverse liberal arts curriculum that is connected and sequential between grades and divisions, and the unwavering quest for excellence are all common features of the Brentwood K-12 experience. The school provides a core curriculum that is primarily traditional and classical emphasizing language, communication, mathematical reasoning, and computation. The goal of both curriculum and pedagogy is to foster intellectual curiosity, excitement for learning, and a desire to fulfill individual potential.
THE MIDDLE SCHOOL (GRADES 6-8) On the East Campus, the 352 Middle School students learn to assume more responsibility for their own education. The 6th grade class is composed of 42 Brentwood Lower School students plus 34 new students while the 7th grade class of 137 welcomed 74 new students this past year. The ideal class size means students benefit not only from a great deal of personal attention, but also from a feeling of being closely connected to the school, to one another, and to the faculty. In this nurturing, supportive environment, students are exposed to a broad range of subjects that allow them to explore their interests, develop new ones, and experience both personal and intellectual growth. See the Middle School Curriculum Guide for more information. The weekly meetings of the Middle School Advisory Program allow students to develop more fully connections with faculty members in small, intimate groups. In faculty-moderated sessions, students explore topics that include core values, organization and study skills, coping with peer pressure, and ethical decision-making. In addition, the Middle School Family Groups are designed to build community and leadership, combining students from 6th - 8th grades in groups. Each group of approximately 14 students participates in activities including Advisory Olympics/Games and Community Discussions that range from challenging subjects to fun topics that are relevant to Middle School age students. CO-CURRICULAR ACTIVITIES Brentwood encourages active participation in extracurricular activities in order to engage students in the life of the school and enable students to discover and purse their passions. It is a goal to provide students with as many areas as possible in which to develop their talents and to experience success. Opportunities abound for participation in art, athletics, debate, drama, dance, jazz band, orchestra, rhythm section workshop, chorus, student government, and service learning.
THE ARTS The arts programs at Brentwood foster a supportive atmosphere that promotes questioning, individuality, and diversity. The Middle School arts at Brentwood offer instruction in visual arts, dance, music, film, and drama. Working in observational, abstract, and/or inventive ways, students learn to manipulate ideas, techniques, and materials through a thoughtful, evolving application of the elements and principles of art and design as they work toward creative goals.
THE ATHLETIC PROGRAM A tradition of wide and enthusiastic participation in physical education and athletics has developed alongside athletic success. Brentwood fields highly competitive teams and prizes character, sportsmanship, and teamwork. Approximately 80% of students in the Middle School participate on at least one Middle School team, and many play on two or three different teams during the school year. There are 29 Middle School interscholastic teams representing the Middle School in 14 sports. Each year Brentwood teams attain numerous league and sectional championships as well as many playoff berths. A “no-cut” policy applies to 6th-8th grade teams. The program is designed to engender an understanding of commitment, sportsmanship, hard work, and responsibility.
SERVICE LEARNING Brentwood’s service learning program ensures the development of social awareness, and inspires students to be lifelong learners with a self-motivated sense of responsibility to the local, national, and global communities. The school is a caring and conscientious neighbor, to both the nearby VA and broader Los Angeles communities.
BELLDEGRUN CENTER FOR INNOVATION LEADERSHIP (BCIL) The Belldegrun Center for Innovative Leadership prepares community members in grades K – 12 to engage with real world challenges and explore solutions within and beyond the classroom. Work with BCIL impacts the entire Brentwood School community, cultivating innovative problem solvers, courageous risk takers, effective managers, adept communicators, and inspired community builders. Through their involvement in BCIL, students and faculty seek answers in creative, collaborative ways and discover that their work can have an impact. PARENT INVOLVEMENT Brentwood believes in partnering with parents in the education of their child and encourages and welcomes parents to actively participate in the life of the school. The children benefit from sharing their school world with their parents; the school benefits from parents who contribute their talents, interests, and energy to support and enrich the school’s programs; and the parents benefit from experiencing first-hand the environment in which their children are educated. Parents are strongly encouraged to participate in the Parents Association and Eagles organizations and to attend parent education events including guest lectures and breakfasts with the Middle School Director.
STRENGTHS OF THE MIDDLE SCHOOL One of the hallmarks of the Brentwood Middle School is a passionate, vibrant, and child-centered faculty who are committed to the following: ● A culture of collegiality, professionalism, and interdisciplinary collaboration ● A commitment to equity, inclusion, and cross-cultural competency ● Vigorous college-preparatory academic program that fosters critical and creative thinking and provides rich extracurricular offerings ● Students who are happy, self-confident, well-rounded, and caring ● High quality educational and athletic facilities on a magnificent campus ● Core values that emphasize character, personal responsibility, and service to the greater community
● A balance of hard work and fun, and of high expectations and nurturing, with a strong focus on the quality of student life ● An enviable stature and high demand for admissions in the universe of greater Los Angeles independent schools
THE POSITION The Middle School Director is responsible for all aspects of the program and personnel in the Middle School. The Middle School Leadership Team is comprised of the Director, Assistant Middle School Director, Middle School Director of Service Learning, Learning Specialist, the counselors/School Psychologist, Assistant Director of Equity and Inclusion, and the Associate Athletic Director.
EXPECTATIONS The Middle School Director will lead a robust division that has constructed its programs and operations with careful attention to Brentwood’s mission and values. The Director of the Middle School will accomplish the following:
● Provide leadership through the support and collaboration with an excellent faculty, attending to the curriculum, and ensuring the Middle School’s overall vitality ● Work with the faculty and administration to sustain systems and structures that support and increase the effectiveness of the school’s curriculum and programs ● Strengthen collaboration and foster transparency and trust through open communication, clear expectations and full engagement- working closely with the Middle School leadership, faculty, staff, parents, and students ● Foster an environment that encourages open discussion with the freedom to express varied points of view ● Create a culture where critical feedback is seen and experienced as a catalyst for professional and personal growth
● Engage fully in the daily life of the school and support students of varied identifies, lifestyles, and beliefs ● Provide educational leadership and be a skilled spokesperson for the school’s vibrant, educational program ● Work closely with the Head of Brentwood School and the members of the School Leadership Team to foster the strength of the entire school
PROFESSIONAL QUALITIES Brentwood School is interested in candidates who can support, articulate, and promote a mission-driven, child-centered model of education. Along with excellent organizational and leadership skills, ideal candidates will have backgrounds that demonstrate most, if not all, of the following:
● A warm, approachable presence on campus that invites and respects the views of others yet is decisive when needed ● Visible and accessible on campus, knowing and enjoying the faculty, staff, parents, and especially the students of the school ● Engage actively with students, faculty, staff, and families in the daily life of the school, preserving and promoting the warmth and closeness that defines the Middle School’s culture ● Knowledge and understanding of developmentally appropriate and inclusive curriculum and instructional practices ● Strong familiarity with significant educational, DEI, and technology trends in independent schools ● Effective communication with faculty members, students, and parents, in a clear concise, and timely manner, keeping these groups appropriately informed of potential issues and or needs ● Experience evaluating faculty ● Cross-cultural competency and a commitment to equity and inclusion ● Ability to synthesize and articulate the school’s educational vision and to inspire and motivate others towards further strengthening the Middle School ● Teaching and administrative experience at the Middle School level ● An advanced degree is preferred ● Collaborative approach to leadership balanced with the ability to make decisions ● A lifelong learner who uses the latest research to complement their own experiences ● The ability to motivate, inspire, and support faculty and staff PERSONAL QUALITIES The favored candidate is an outgoing, energetic, confident person of keen intellect and integrity who will enjoy developing and guiding the Middle School community. The frequency with which parents and teachers are on campus working together requires a leader who is the soul of discretion. The Middle School will be best served by a leader who is self-aware; has a hands-on, approachable style; a sense of humor; and a true love and appreciation for educating middle school-age children.
TO APPLY: Brentwood School is dedicated to the creation of a diverse faculty and staff that best represents our student body and the city of Los Angeles. Information about our school can be found at www.bwscampus.com. Please submit a letter of interest and resume to the contact person listed below. In your letter, highlight your education and experience specifically related to diversity, equity, and inclusion.
Kim Hutchings Senior Executive Assistant and Administrative Liaison to the Board of Trustees 100 S. Barrington Place Los Angeles, CA 90049 Email: khutchings@bwscampus.com
COMPENSATION: Brentwood School's employment requirements vary, from positions requiring no experience to those needing 20+ years of expert experience. Our salary range includes all levels of experience, from $175,000 to $225,000. Salaries are determined based on years of experience, education, full- or part-time status, the category of the role, and the number of months of worked per school year. Salary ranges do not include benefits, i.e. 403b retirement matching, paid lunch time, free breakfast and lunch, free parking, subsidy toward medical, dental, vision, life/AD&D plans, and generous time off. The pay range is an estimate and is not guaranteed. If hired, your actual base salary will be determined by your education, experience, and category.
ABOUT THE ORGANIZATION:
Commonpoint Queens is a multifaceted community center dedicated to sustaining and enhancing the quality of individual, family and communal life throughout Queens, offering services to people of all ages, ability levels, stages of life and backgrounds. They strive to meet the evolving needs of their community of over 77,000 members ranging from providing in-school and after-school programs, professional and career development, assistance with food insecurity, legal services, financial counseling, mental health services, senior classes, dementia care programs, and tax preparation assistance to name a few. Commonpoint Queens has grown tremendously in the last five years and now has a budget of about $70 MM, a mission-driven staff of 3,000 and close to 70 sites in the five boroughs (although mainly concentrated in Queens).
ABOUT THE OPPORTUNITY:
Within our holistic, strength-focused, and family-supported practice framework, the Chief Financial Officer (CFO) will report to the President and Chief Executive Officer (CEO) and manage a team of roughly 15. The CFO has primary responsibility for overseeing and directing fiscal strategy, financial management, accounting, compliance, and investment activities in support of the goals and mission of Commonpoint Queens.
The successful candidate will partner with the senior leadership and the Board of Directors to develop strategies that support organizational growth, financial stability, and agency impact goals. The CFO also seeks ways to continuously improve the finance department to align with organizational values and expand community investment opportunities. The CFO ensures compliance with relevant laws and contractual requirements and manages organizational risks and liabilities.
Key responsibilities include:
Financial Oversight and Management
Develop credibility for the agency’s financial operations by providing practical, timely, and accurate analysis of budgets, financial reports, cash management, and financial trends and by effectively managing solutions to agency challenges to assist the CEO, the Board, and others on the Leadership Team in leading the organization and fulfilling the mission.
Oversee the comptroller and accounting department to ensure timely completion of monthly general ledger management and accounting close, e.g., accruals, deferred revenue, sub-ledger reconciliation and other monthly closing procedures.
Lead and manage the different branches of the accounting department to ensure accurate and timely budget reporting and financial projections.
Supervise, train, and develop the management of Accounts Receivable, Accounts Payable, Contracts Management, and Payroll.
Maintain all banking relationships and initiate strategies to strengthen cash position.
Collaborate with the accounting department to leverage financial software to ensure the precision of information, facilitate informed decision-making and guide the formulation of effective policies.
Financial Analysis, Strategy, and Budgeting
Spearhead financial growth strategies that respond to the dynamic landscape of Commonpoint Queens. Provide strategic financial input and leadership on issues affecting the organization and its mission, values, and programs.
Establish budget and forecast preparation guidelines and prepare the annual budget in collaboration with the CEO, Senior Leaders, and the Board of Directors.
Drive strategy around continually improving the budgeting process by educating department directors and managers on financial issues impacting department budgets.
Develop a reliable cash flow projection process and reporting mechanism with a minimum cash threshold to meet operating needs.
Engage and play a leadership role in the Board Finance and Investment Committees to develop short, and long-term financial plans and projections.
Compliance and Internal Controls
Oversee the agency audit process and manage the relationship with external auditors. Ensure smooth processes for contract audits.
Monitor compliance with grant record-keeping and billing requirements in alignment with local, state, and federal guidelines, including an annual A-133.
Oversee the finance department’s grants management division to ensure that grants are tracked and matched with corresponding expenses within the accounting system.
ABOUT THE SUCCESSFUL CANDIDATE:
The ideal CFO will be forward-thinking, people-focused, and strategic about financial management and budgeting, community building, team development, and urban engagement. The successful candidate will be a highly credible and accomplished financial strategist, leader and manager, committed to the mission, vision, and values of Commonpoint Queens and energized by its impact in the community.
Qualifications:
Minimum of 15 years senior level financial experience in the nonprofit sector and/or equivalent business experience, with at least 10 years in a senior management position.
A strong track record of understanding and managing government contracts, including regulatory compliance, negotiation, and change management.
Possess strong analytical skills and have a data-driven approach; adept at informing, creating, and managing budgets.
Demonstrated success leveraging exceptional strategic thinking and creative problem-solving skills to improve systems and processes, navigate complexity, overcome challenges, and achieve impact. Strong systems skills required.
Ability to balance the demands of big-picture strategy with day-to-day orientation to details.
Record of accomplishments building and leading effective teams and coaching/developing others to maximize their potential.
A high EQ, and a capacity for embracing change, fostering a team culture that is adaptable, and skillfully guiding individuals through transitions with a reassuring and steady leadership approach.
Clear and effective communicator with extensive experience presenting to executives and boards.
Approachable with strong interpersonal skills and ability to work effectively with a wide variety of people; ability to inspire trust and motivate staff.
Experience intentionally using financial software to produce timely and accurate data.
High standard of ethics, integrity, respect, and humility.
The incoming CFO will bring the following professional and personal attributes to Commonpoint Queens:
Not-for-profit experience: You’ve worked in a not-for-profit agency, understand regulatory compliance expectations of public funding (Federal, State and City-level) and understand some of the unique challenges and opportunities that come with the territory.
Strategic and financial expertise : You will bring experience, insight and a data-driven approach to the executive and board meetings. This insight will provide you with the ability to creatively problem-solve, make decisions, and implement changes quickly and soundly.
Growth and innovation : You will be energized by the potential for compelling opportunities and tackling new problems through programs. You will have the ability to evaluate long-term budgetary strategic direction, help develop strategy, and build the team to execute on it. You also thrive in a fast-paced, dynamic, and inclusive environment.
Building high-performing teams: You have a framework for how organizations build, manage, retain, and inspire great teams. You know leading a team requires incredible communication skills, attention to detail, and the ability to assimilate a high volume of information across disciplines and departments.
Inspiring and thoughtful communications: Your ability to craft the right message to the team in a variety of situations will help the organization stay connected, aligned, and focused.
EDUCATION: BA/BS required; MBA, CPA, CFA, CFP or equivalent advanced accounting and financial experience preferred.
COMPENSATION & BENEFITS: Salary range for this role is $225,000 - $240,000 commensurate with experience.
Commonpoint Queens provides a suite of competitive benefits including health insurance (including dental & vision), FSA, a 403(b) Plan and Pension Plan, Life Insurance, and a generous and flexible PTO system.
LOCATION & EXPECTATIONS: This position reports to offices located in Little Neck, and Forest Hills, Queens with some flexibility. Presence at other locations within NYC may be required, in addition to evening/weekend hours as needed.
HOW TO APPLY: Submit a cover letter AND resume in confidence here .
Commonpoint Queens provides equal employment opportunities to all applicants without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, genetic information (including family medical history), political affiliation, military service in accordance with applicable federal, state, and local laws. We encourage candidates from the local Eastern Queens/Western Long Island communities to consider applying for this employment opportunity.
Full Time
ABOUT THE ORGANIZATION:
Commonpoint Queens is a multifaceted community center dedicated to sustaining and enhancing the quality of individual, family and communal life throughout Queens, offering services to people of all ages, ability levels, stages of life and backgrounds. They strive to meet the evolving needs of their community of over 77,000 members ranging from providing in-school and after-school programs, professional and career development, assistance with food insecurity, legal services, financial counseling, mental health services, senior classes, dementia care programs, and tax preparation assistance to name a few. Commonpoint Queens has grown tremendously in the last five years and now has a budget of about $70 MM, a mission-driven staff of 3,000 and close to 70 sites in the five boroughs (although mainly concentrated in Queens).
ABOUT THE OPPORTUNITY:
Within our holistic, strength-focused, and family-supported practice framework, the Chief Financial Officer (CFO) will report to the President and Chief Executive Officer (CEO) and manage a team of roughly 15. The CFO has primary responsibility for overseeing and directing fiscal strategy, financial management, accounting, compliance, and investment activities in support of the goals and mission of Commonpoint Queens.
The successful candidate will partner with the senior leadership and the Board of Directors to develop strategies that support organizational growth, financial stability, and agency impact goals. The CFO also seeks ways to continuously improve the finance department to align with organizational values and expand community investment opportunities. The CFO ensures compliance with relevant laws and contractual requirements and manages organizational risks and liabilities.
Key responsibilities include:
Financial Oversight and Management
Develop credibility for the agency’s financial operations by providing practical, timely, and accurate analysis of budgets, financial reports, cash management, and financial trends and by effectively managing solutions to agency challenges to assist the CEO, the Board, and others on the Leadership Team in leading the organization and fulfilling the mission.
Oversee the comptroller and accounting department to ensure timely completion of monthly general ledger management and accounting close, e.g., accruals, deferred revenue, sub-ledger reconciliation and other monthly closing procedures.
Lead and manage the different branches of the accounting department to ensure accurate and timely budget reporting and financial projections.
Supervise, train, and develop the management of Accounts Receivable, Accounts Payable, Contracts Management, and Payroll.
Maintain all banking relationships and initiate strategies to strengthen cash position.
Collaborate with the accounting department to leverage financial software to ensure the precision of information, facilitate informed decision-making and guide the formulation of effective policies.
Financial Analysis, Strategy, and Budgeting
Spearhead financial growth strategies that respond to the dynamic landscape of Commonpoint Queens. Provide strategic financial input and leadership on issues affecting the organization and its mission, values, and programs.
Establish budget and forecast preparation guidelines and prepare the annual budget in collaboration with the CEO, Senior Leaders, and the Board of Directors.
Drive strategy around continually improving the budgeting process by educating department directors and managers on financial issues impacting department budgets.
Develop a reliable cash flow projection process and reporting mechanism with a minimum cash threshold to meet operating needs.
Engage and play a leadership role in the Board Finance and Investment Committees to develop short, and long-term financial plans and projections.
Compliance and Internal Controls
Oversee the agency audit process and manage the relationship with external auditors. Ensure smooth processes for contract audits.
Monitor compliance with grant record-keeping and billing requirements in alignment with local, state, and federal guidelines, including an annual A-133.
Oversee the finance department’s grants management division to ensure that grants are tracked and matched with corresponding expenses within the accounting system.
ABOUT THE SUCCESSFUL CANDIDATE:
The ideal CFO will be forward-thinking, people-focused, and strategic about financial management and budgeting, community building, team development, and urban engagement. The successful candidate will be a highly credible and accomplished financial strategist, leader and manager, committed to the mission, vision, and values of Commonpoint Queens and energized by its impact in the community.
Qualifications:
Minimum of 15 years senior level financial experience in the nonprofit sector and/or equivalent business experience, with at least 10 years in a senior management position.
A strong track record of understanding and managing government contracts, including regulatory compliance, negotiation, and change management.
Possess strong analytical skills and have a data-driven approach; adept at informing, creating, and managing budgets.
Demonstrated success leveraging exceptional strategic thinking and creative problem-solving skills to improve systems and processes, navigate complexity, overcome challenges, and achieve impact. Strong systems skills required.
Ability to balance the demands of big-picture strategy with day-to-day orientation to details.
Record of accomplishments building and leading effective teams and coaching/developing others to maximize their potential.
A high EQ, and a capacity for embracing change, fostering a team culture that is adaptable, and skillfully guiding individuals through transitions with a reassuring and steady leadership approach.
Clear and effective communicator with extensive experience presenting to executives and boards.
Approachable with strong interpersonal skills and ability to work effectively with a wide variety of people; ability to inspire trust and motivate staff.
Experience intentionally using financial software to produce timely and accurate data.
High standard of ethics, integrity, respect, and humility.
The incoming CFO will bring the following professional and personal attributes to Commonpoint Queens:
Not-for-profit experience: You’ve worked in a not-for-profit agency, understand regulatory compliance expectations of public funding (Federal, State and City-level) and understand some of the unique challenges and opportunities that come with the territory.
Strategic and financial expertise : You will bring experience, insight and a data-driven approach to the executive and board meetings. This insight will provide you with the ability to creatively problem-solve, make decisions, and implement changes quickly and soundly.
Growth and innovation : You will be energized by the potential for compelling opportunities and tackling new problems through programs. You will have the ability to evaluate long-term budgetary strategic direction, help develop strategy, and build the team to execute on it. You also thrive in a fast-paced, dynamic, and inclusive environment.
Building high-performing teams: You have a framework for how organizations build, manage, retain, and inspire great teams. You know leading a team requires incredible communication skills, attention to detail, and the ability to assimilate a high volume of information across disciplines and departments.
Inspiring and thoughtful communications: Your ability to craft the right message to the team in a variety of situations will help the organization stay connected, aligned, and focused.
EDUCATION: BA/BS required; MBA, CPA, CFA, CFP or equivalent advanced accounting and financial experience preferred.
COMPENSATION & BENEFITS: Salary range for this role is $225,000 - $240,000 commensurate with experience.
Commonpoint Queens provides a suite of competitive benefits including health insurance (including dental & vision), FSA, a 403(b) Plan and Pension Plan, Life Insurance, and a generous and flexible PTO system.
LOCATION & EXPECTATIONS: This position reports to offices located in Little Neck, and Forest Hills, Queens with some flexibility. Presence at other locations within NYC may be required, in addition to evening/weekend hours as needed.
HOW TO APPLY: Submit a cover letter AND resume in confidence here .
Commonpoint Queens provides equal employment opportunities to all applicants without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, genetic information (including family medical history), political affiliation, military service in accordance with applicable federal, state, and local laws. We encourage candidates from the local Eastern Queens/Western Long Island communities to consider applying for this employment opportunity.
Outreach and Marketing Coordinator
R0138993
Medicine, Reno - University of Nevada School of Medicine
The University of Nevada, Reno (UNR) appreciates your interest in employment at our growing institution. We want your application process to go smoothly and quickly. Final applications must be submitted prior to the close of the recruitment.
If you need assistance or have questions regarding the application process, please contact our recruitment helpline at (775) 784-1495 or https://nam04.safelinks.protection.outlook.com/?url=http%3A%2F%2Fjobs%40unr.edu%2F&data=04%7C01%7Cmichellebriggs%40unr.edu%7C3fc56ddb0d3143705f1c08d9932205df%7C523b4bfc0ebd4c03b2b96f6a17fd31d8%7C1%7C0%7C637702596595879550%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=f3IzAEa5H3%2FeLS%2BymU9ZqLPkGDVrZukYCBVy8XHJYe0%3D&reserved=0. For UNR Med professional job postings, please contact the Office of Professional Recruitment at (775) 784-6778.
Job Description
The Outreach and Marketing Coordinator shares responsibility for building a pipeline of well-prepared
and diverse applicants to UNR Med's MD and MD Pathway Programs and for recruitment programs
resulting in the annual enrollment of new students.
Responsibilities include:
• The coordination and promotion of outreach events that inspire and prepare prospective students for the admissions process by exposing them to healthcare careers and educating them about the medical school admissions process, application and program requirements, and selection criteria. Tasks include: development of informational presentations and handouts, coordinating event logistics and coordinating with speakers.
• Marketing, communications, and recruitment programs that showcase UNR Med's programs, curriculum, facilities, and research opportunities to increase the number of applicants who accept our offers of admission. Tasks include: Development and updating of admissions website, social media accounts, a monthly e-newsletter, development of brochures and flyers to promote events and use of various software platforms to recruit and provide resources to prospective applicants and admitted students.
• Supporting initiatives and engaging with external partners to develop and deliver programming that inspires high school and college students from medically underserved communities to pursue careers in medicine.
• Supervision of student employees, student interns and/or administrative assistants.
• Tracking of outreach event and marketing budget expenditures.
• Collection of data and information about event attendance to improve return on investment of outreach and recruitment strategies.
The Outreach and Marketing Coordinator works closely with the Director of Admissions, the Coordinator for Diversity Initiatives, and with School of Medicine Marketing, Communications, and Events professionals along with our partners on the undergraduate campus, regional high schools, and other organizations committed to encouraging young people to pursue STEM-focused education and careers.
The ideal candidate will demonstrate the ability to build and maintain interpersonal relationships with institutional and external partners and to build and promote events from start to finish. We seek a team member with the capacity to adapt to in-the-moment considerations, a strong detail orientation, and the capacity to independently manage events. Important skills include being able to develop creative digital content for the web and social media accounts, and the ability to communicate effectively in writing as well as verbally one-on-one and in front of groups. Other qualities include a passion for education and for working with students from underrepresented backgrounds, a service orientation, a collaborative team-based work style, and alignment with UNR Med's core values.
Required Qualifications
Bachelor's Degree and two years of related work experience OR
Master's Degree and one year of related work experience
Related experience: student affairs, recruitment, marketing, sales, event planning, event planning, admissions, student advising, education or diversity outreach programs.
Preferred qualifications:
Knowledge of medical school application process
Experience working with diverse student populations
Experience coordinating events.
Knowledge of best practices in marketing and promotions, including graphic design experience and prior experience using social media to promote events.
This position requires occasional travel and a variable schedule due to evening and weekend events.
Compensation Grade
B
https://www.unr.edu/hr/compensation-evaluation/salary-schedules
Faculty Dual Career Assistance Program
The University of Nevada, Reno recognizes the importance of addressing dual-career couples' professional needs. We offer a dual career assistance program to newly hired faculty spouses/partners that provides resources and assists them to identify career opportunities in Northern Nevada. https://www.unr.edu/hr/jobs/dual-career-program
Department Information
For more information on the University and the School of Medicine, please visit http://med.unr.edu/why-faculty
For more information on the Office of Admissions, please visit https://med.unr.edu/admissions
Department Contacts
Tara Klement
Search Coordinator
mailto:tklement@med.unr.edu
Exempt Yes
Full-Time Equivalent 100.0%
Required Attachment(s)
Attach the following four documents to your application
1) Resume/CV
2) Letters of Application (Cover letter)
3) Three professional references (include name, title, company/organization, email address, phone number)
4) One-page personal diversity statement: Fostering a diverse and inclusive environment is one of the core missions of UNR Med. We recognize that diversity promotes excellence in education, research, service, and health care. As we train future providers to care for, and researchers to address the needs of, an increasingly diverse patient population, we value developing a leadership team and faculty body that reflect and honor the diversity of the world in which we live. Through a school-wide process, UNR Med has selected specific mission-based diversity groups, including individuals who are underrepresented in medicine and those who identify as first generation, rural, or from low income backgrounds. When faculty bring a range of their personal and professional experiences to UNR Med, this diversity enriches the learning experiences of our students, expands the breadth and impact of research inquiries, and assists the members of our community in breaking down stereotypical thinking and personal biases and become more comfortable with the scope of human experiences beyond our own. Given the value UNR Med places on diversity, equity and inclusion, we ask that you submit a one-page personal diversity statement outlining your thoughts on each of the following:
• Describe your beliefs in regard to how diversity can advance the missions of a medical school (please provide specific examples); • Explain your professional background and experiences in contributing toward a climate of diversity, equity and inclusion at a previous institution or organization (such as how you have come to understand the history of historically marginalized communities in the United States; how you have ensured inclusivity in your classroom or other teaching; programs you have developed in the area of diversity; mentoring of diverse students, faculty, and staff; how you have addressed diversity issues such as health care disparities in your research or teaching; service work that promotes diversity, equity and inclusion; and/or how you have promoted an environment where diversity is welcomed and fostered); and • Delineate how your background and experiences would qualify you to advance UNR Med's mission of diversity, equity and inclusion in the position for which you are applying (please include specific examples pertinent to your desired role).
Required UNR Med Recruitment Survey
Please complete the survey at the link below; this 1-2 minute survey will allow us to understand our current status and the effectiveness of our efforts in promoting diversity and inclusion at UNR Med. Survey data will not be accessible by the department for which you are applying or the recruitment team.
https://unr.az1.qualtrics.com/jfe/form/SV_5uwa6f4UdCXFzOB?RID=MLRP_8wvvyes5WZVKBaR
University of Nevada, Reno School of Medicine (UNR Med)
For nearly 50 years the University of Nevada, Reno School of Medicine (UNR Med) has trained physicians who are leading the way to ‘A Healthy Nevada,' nation, and world. Community-based and research-intensive, UNR Med was founded upon a three-part mission of education, research, and service and is committed to the values of compassion, diversity, excellence, integrity, respect, safety, service, and stewardship. The University of Nevada, Reno School of Medicine is an inclusive and engaged community. We recognize that diverse faculty and leaders add value to the educational experience and promote excellence in our teaching, patient care, and research missions. We seek applications from candidates with diverse backgrounds and experiences who can contribute to our mission and uphold our core values.
Our mission has guided our growth in graduating the next generation of primary and specialty care physicians and medical researchers while maintaining personalized instruction. We are building new residencies to train medical specialists and expanding technologically-advanced infrastructure to keep pace with our world-class research to meet the needs of students, patients, and researchers. The School of Medicine has statewide outreach with a local touch providing patient care, health services, and training physicians in Reno, Nevada and in the state's rural communities. We seek to create an environment that serves all who enter our doors, from the physicians who teach our learners to our employees and patients, whose health we seek to improve.
This posting is open until filled
Qualified individuals are encouraged to apply immediately. Lists of eligible candidates will be established and hiring may occur early in the recruiting process. Recruitment will close without notice when a sufficient number of applications are received, or a hiring decision has been made
Posting Close Date
Note to Applicant
A background check will be conducted on the candidate(s) selected for hire.
HR will attempt to verify academic credentials upon receipt of hiring documents. If the academic credentials cannot be verified, HR will notify the faculty member that an official transcript of their highest degree must be submitted within thirty days of the faculty member's first day of employment.
References will be contacted at the appropriate phase of the recruitment process.
Applicants hired on a federal contract may be subject to E-Verify.
As part of the hiring process, applicants for positions in the Nevada System of Higher Education may be required to demonstrate the ability to perform job-related tasks.
For positions that require driving, evidence of a valid driver's license will be required at the time of employment and as a condition of continued employment.
Schedules are subject to change based on organizational needs.
University of Nevada, Reno School of Medicine
To apply, visit https://apptrkr.com/4732590
Founded in 1874, the University of Nevada, Reno is the State of Nevada’s land grant institution with a statewide mission and presence. The University of Nevada, Reno is a Carnegie I Research Institution and has been recognized as a “Top Tier” Best National University by U.S. News & World Report. With an enrollment of nearly 21,000 students we offer 145 Tier 1 accredited degree programs. Located in the picturesque Truckee Meadows the University of Nevada, Reno is surrounded by numerous state and national parks, is 45 minutes from beautiful Lake Tahoe, and four hours from San Francisco.
The University of Nevada, Reno recognizes that diversity promotes excellence in education and research. We are an inclusive and engaged community and recognize the added value that students, faculty, and staff from different backgrounds bring to the educational experience.
The Nevada System of Higher Education (NSHE) is committed to providing a place of work and learning free of discrimination on the basis of a person’s age, disability, whether actual or perceived by others (including service-connected disabilities), gender (including pregnancy related conditions), military status or military obligations, sexual orientation, gender identity or expression, genetic information, national origin, race, or religion.
Full Time
Outreach and Marketing Coordinator
R0138993
Medicine, Reno - University of Nevada School of Medicine
The University of Nevada, Reno (UNR) appreciates your interest in employment at our growing institution. We want your application process to go smoothly and quickly. Final applications must be submitted prior to the close of the recruitment.
If you need assistance or have questions regarding the application process, please contact our recruitment helpline at (775) 784-1495 or https://nam04.safelinks.protection.outlook.com/?url=http%3A%2F%2Fjobs%40unr.edu%2F&data=04%7C01%7Cmichellebriggs%40unr.edu%7C3fc56ddb0d3143705f1c08d9932205df%7C523b4bfc0ebd4c03b2b96f6a17fd31d8%7C1%7C0%7C637702596595879550%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=f3IzAEa5H3%2FeLS%2BymU9ZqLPkGDVrZukYCBVy8XHJYe0%3D&reserved=0. For UNR Med professional job postings, please contact the Office of Professional Recruitment at (775) 784-6778.
Job Description
The Outreach and Marketing Coordinator shares responsibility for building a pipeline of well-prepared
and diverse applicants to UNR Med's MD and MD Pathway Programs and for recruitment programs
resulting in the annual enrollment of new students.
Responsibilities include:
• The coordination and promotion of outreach events that inspire and prepare prospective students for the admissions process by exposing them to healthcare careers and educating them about the medical school admissions process, application and program requirements, and selection criteria. Tasks include: development of informational presentations and handouts, coordinating event logistics and coordinating with speakers.
• Marketing, communications, and recruitment programs that showcase UNR Med's programs, curriculum, facilities, and research opportunities to increase the number of applicants who accept our offers of admission. Tasks include: Development and updating of admissions website, social media accounts, a monthly e-newsletter, development of brochures and flyers to promote events and use of various software platforms to recruit and provide resources to prospective applicants and admitted students.
• Supporting initiatives and engaging with external partners to develop and deliver programming that inspires high school and college students from medically underserved communities to pursue careers in medicine.
• Supervision of student employees, student interns and/or administrative assistants.
• Tracking of outreach event and marketing budget expenditures.
• Collection of data and information about event attendance to improve return on investment of outreach and recruitment strategies.
The Outreach and Marketing Coordinator works closely with the Director of Admissions, the Coordinator for Diversity Initiatives, and with School of Medicine Marketing, Communications, and Events professionals along with our partners on the undergraduate campus, regional high schools, and other organizations committed to encouraging young people to pursue STEM-focused education and careers.
The ideal candidate will demonstrate the ability to build and maintain interpersonal relationships with institutional and external partners and to build and promote events from start to finish. We seek a team member with the capacity to adapt to in-the-moment considerations, a strong detail orientation, and the capacity to independently manage events. Important skills include being able to develop creative digital content for the web and social media accounts, and the ability to communicate effectively in writing as well as verbally one-on-one and in front of groups. Other qualities include a passion for education and for working with students from underrepresented backgrounds, a service orientation, a collaborative team-based work style, and alignment with UNR Med's core values.
Required Qualifications
Bachelor's Degree and two years of related work experience OR
Master's Degree and one year of related work experience
Related experience: student affairs, recruitment, marketing, sales, event planning, event planning, admissions, student advising, education or diversity outreach programs.
Preferred qualifications:
Knowledge of medical school application process
Experience working with diverse student populations
Experience coordinating events.
Knowledge of best practices in marketing and promotions, including graphic design experience and prior experience using social media to promote events.
This position requires occasional travel and a variable schedule due to evening and weekend events.
Compensation Grade
B
https://www.unr.edu/hr/compensation-evaluation/salary-schedules
Faculty Dual Career Assistance Program
The University of Nevada, Reno recognizes the importance of addressing dual-career couples' professional needs. We offer a dual career assistance program to newly hired faculty spouses/partners that provides resources and assists them to identify career opportunities in Northern Nevada. https://www.unr.edu/hr/jobs/dual-career-program
Department Information
For more information on the University and the School of Medicine, please visit http://med.unr.edu/why-faculty
For more information on the Office of Admissions, please visit https://med.unr.edu/admissions
Department Contacts
Tara Klement
Search Coordinator
mailto:tklement@med.unr.edu
Exempt Yes
Full-Time Equivalent 100.0%
Required Attachment(s)
Attach the following four documents to your application
1) Resume/CV
2) Letters of Application (Cover letter)
3) Three professional references (include name, title, company/organization, email address, phone number)
4) One-page personal diversity statement: Fostering a diverse and inclusive environment is one of the core missions of UNR Med. We recognize that diversity promotes excellence in education, research, service, and health care. As we train future providers to care for, and researchers to address the needs of, an increasingly diverse patient population, we value developing a leadership team and faculty body that reflect and honor the diversity of the world in which we live. Through a school-wide process, UNR Med has selected specific mission-based diversity groups, including individuals who are underrepresented in medicine and those who identify as first generation, rural, or from low income backgrounds. When faculty bring a range of their personal and professional experiences to UNR Med, this diversity enriches the learning experiences of our students, expands the breadth and impact of research inquiries, and assists the members of our community in breaking down stereotypical thinking and personal biases and become more comfortable with the scope of human experiences beyond our own. Given the value UNR Med places on diversity, equity and inclusion, we ask that you submit a one-page personal diversity statement outlining your thoughts on each of the following:
• Describe your beliefs in regard to how diversity can advance the missions of a medical school (please provide specific examples); • Explain your professional background and experiences in contributing toward a climate of diversity, equity and inclusion at a previous institution or organization (such as how you have come to understand the history of historically marginalized communities in the United States; how you have ensured inclusivity in your classroom or other teaching; programs you have developed in the area of diversity; mentoring of diverse students, faculty, and staff; how you have addressed diversity issues such as health care disparities in your research or teaching; service work that promotes diversity, equity and inclusion; and/or how you have promoted an environment where diversity is welcomed and fostered); and • Delineate how your background and experiences would qualify you to advance UNR Med's mission of diversity, equity and inclusion in the position for which you are applying (please include specific examples pertinent to your desired role).
Required UNR Med Recruitment Survey
Please complete the survey at the link below; this 1-2 minute survey will allow us to understand our current status and the effectiveness of our efforts in promoting diversity and inclusion at UNR Med. Survey data will not be accessible by the department for which you are applying or the recruitment team.
https://unr.az1.qualtrics.com/jfe/form/SV_5uwa6f4UdCXFzOB?RID=MLRP_8wvvyes5WZVKBaR
University of Nevada, Reno School of Medicine (UNR Med)
For nearly 50 years the University of Nevada, Reno School of Medicine (UNR Med) has trained physicians who are leading the way to ‘A Healthy Nevada,' nation, and world. Community-based and research-intensive, UNR Med was founded upon a three-part mission of education, research, and service and is committed to the values of compassion, diversity, excellence, integrity, respect, safety, service, and stewardship. The University of Nevada, Reno School of Medicine is an inclusive and engaged community. We recognize that diverse faculty and leaders add value to the educational experience and promote excellence in our teaching, patient care, and research missions. We seek applications from candidates with diverse backgrounds and experiences who can contribute to our mission and uphold our core values.
Our mission has guided our growth in graduating the next generation of primary and specialty care physicians and medical researchers while maintaining personalized instruction. We are building new residencies to train medical specialists and expanding technologically-advanced infrastructure to keep pace with our world-class research to meet the needs of students, patients, and researchers. The School of Medicine has statewide outreach with a local touch providing patient care, health services, and training physicians in Reno, Nevada and in the state's rural communities. We seek to create an environment that serves all who enter our doors, from the physicians who teach our learners to our employees and patients, whose health we seek to improve.
This posting is open until filled
Qualified individuals are encouraged to apply immediately. Lists of eligible candidates will be established and hiring may occur early in the recruiting process. Recruitment will close without notice when a sufficient number of applications are received, or a hiring decision has been made
Posting Close Date
Note to Applicant
A background check will be conducted on the candidate(s) selected for hire.
HR will attempt to verify academic credentials upon receipt of hiring documents. If the academic credentials cannot be verified, HR will notify the faculty member that an official transcript of their highest degree must be submitted within thirty days of the faculty member's first day of employment.
References will be contacted at the appropriate phase of the recruitment process.
Applicants hired on a federal contract may be subject to E-Verify.
As part of the hiring process, applicants for positions in the Nevada System of Higher Education may be required to demonstrate the ability to perform job-related tasks.
For positions that require driving, evidence of a valid driver's license will be required at the time of employment and as a condition of continued employment.
Schedules are subject to change based on organizational needs.
University of Nevada, Reno School of Medicine
To apply, visit https://apptrkr.com/4732590
Founded in 1874, the University of Nevada, Reno is the State of Nevada’s land grant institution with a statewide mission and presence. The University of Nevada, Reno is a Carnegie I Research Institution and has been recognized as a “Top Tier” Best National University by U.S. News & World Report. With an enrollment of nearly 21,000 students we offer 145 Tier 1 accredited degree programs. Located in the picturesque Truckee Meadows the University of Nevada, Reno is surrounded by numerous state and national parks, is 45 minutes from beautiful Lake Tahoe, and four hours from San Francisco.
The University of Nevada, Reno recognizes that diversity promotes excellence in education and research. We are an inclusive and engaged community and recognize the added value that students, faculty, and staff from different backgrounds bring to the educational experience.
The Nevada System of Higher Education (NSHE) is committed to providing a place of work and learning free of discrimination on the basis of a person’s age, disability, whether actual or perceived by others (including service-connected disabilities), gender (including pregnancy related conditions), military status or military obligations, sexual orientation, gender identity or expression, genetic information, national origin, race, or religion.
NPAG
Remote (preference for Washington, DC or Los Angeles, CA)
The Climate + Clean Energy Equity Fund (Equity Fund) is a philanthropic fund dedicated to supporting a multi-state infrastructure of community-based organizations building power to advance an equitable clean energy future. With a proven approach to driving impact and a highly effective set of stakeholders and investors, the Equity Fund is facing a number of exciting opportunities. With the field that the Equity Fund supports growing quickly and public investments in clean energy transition accelerating, the Fund is spinning out of its fiscal sponsorship and establishing a new, independent institution that can meet the needs of the growing and dynamic ecosystem of grassroots organizations and expand their collective impact. Poised for significant growth, the Equity Fund has evolved and is growing its executive leadership structure and operating model to lead effective strategy, systems, and culture for the team. To that end, the Equity Fund invites nominations and applications for the position of Vice President of Programs , who will provide important, executive leadership to both its 501(c)(3), and the Climate Equity Action Fund, 501(c)(4), and the field of climate philanthropy during this dynamic time.
The Vice President of Programs will be responsible for driving the Equity Fund/Action Fund’s grantmaking and programmatic strategies to achieve its mission of building the power of racially diverse communities to advance equitable climate policies. Immediate opportunities for impact include:
Programmatic Leadership
Lead staff on the Grants and PowerBuilding team to develop grantmaking goals and strategies to win equitable climate policies and campaigns by prioritizing grassroots organizing and building power in the Equity Fund’s 13 portfolio states.
Lead staff on the Policy Accelerator and Communications Accelerator teams to support grantee partners to build key policy and communications capacities and campaigns that leverage and maximize the power of community-led solutions.
Lead the Program team to sharpen, integrate, and refine its strategies to accelerate success across the Fund’s portfolio through continual analysis, learning, and innovation.
Field Leadership
Advance grantmaking approaches and models that prioritize organizing, equity, building power, and building deep partnerships and trust with grantee organizations.
Drive philanthropy to support and accelerate social change impact through innovation, creativity, and bold action.
Staff Leadership and Management
Inspire, mentor, and manage staff by guiding the Program Team through change and continued growth while maintaining high standards of professionalism and impact.
Foster a culture that promotes trust, respect, equity, integrity, and operates with a movement-building orientation.
The ideal candidate for VP of Programs will be a seasoned, mature manager and skilled communicator who thrives in a complex, diverse, and multi-stakeholder environment within a start-up culture; and has demonstrated success developing and deploying philanthropic resources to implement a multipronged strategy for successful outcomes in a campaign or public policy environment. They will have executive experience managing high-performing teams and driving collaborative decision-making, and will be able to shift appropriately between the roles of skilled tactician, team coach, manager, and visionary leader. They will ideally bring experience in community-driven processes of passing and implementing climate policy, organizing and power building experience, grantmaking or re-granting experience, and additional lived and professional experience relevant to the Equity Fund’s work. They will be an entrepreneurial, results-driven, relationship builder who is committed to the Equity Fund’s mission and values of power building to accelerate the transition to an equitable clean energy future.
ABOUT THE ORGANIZATION
The Climate + Clean Energy Equity Fund (the Equity Fund) is supporting a multi-state infrastructure of community-based organizations building power needed to advance an equitable clean energy future. The Equity Fund is strategically building power by:
Investing in the leadership and organizing of diverse communities (Black, Latinx, AAPI, Indigenous people, and communities bearing the brunt of climate change);
Engaging voters in these communities through nonpartisan civic engagement campaigns; and
Winning climate and clean energy policy solutions that reflect the priorities of communities and advance racial, economic, and environmental justice.
Founded in 2016, the Equity Fund partners with organizations in 13 states (Arizona, Colorado, Florida, Georgia, Illinois, Maryland, Michigan, Minnesota, Nevada, New Mexico, North Carolina, Pennsylvania, and Virginia), and will expand its reach to additional states in the coming years.
Grassroots groups advocating for and organizing communities of color, Indigenous, working class and rural communities – often people hardest hit by climate change – are accomplishing critical work to build the collective power of communities. These communities are often the strongest supporters of climate policy and are a key political force to advance community demands and win durable policy change. The Equity Fund serves as a conduit for foundations and donors to partner with and support these grassroots organizations across the country. Because of Equity Fund’s expertise and deep relationships with community-led groups working at the intersection of climate change and economic, racial, and environmental justice, the Equity Fund can identify and nurture local grantee partners that have large-scale bases of members and track records of winning policy victories in their cities and states. The team then works to synthesize and share lessons learned from their grantee partners so that foundations and donors can better understand how grassroots groups can more effectively build power to advance climate solutions and then develop and coordinate funding strategies that will have the greatest results.
OPPORTUNITIES & EXPECTATIONS FOR THE VICE PRESIDENT OF PROGRAMS
The Vice President of Programs will serve as a critical member of the Executive Team and advance the Equity Fund’s mission by leading the Equity Fund and Action Fund’s programmatic priorities. Reporting to the President, and in collaboration with the President and program leads, the VP of Programs will drive the planning and execution of the Equity Fund’s Grants and Power Building, Communications Accelerator, and Policy Accelerator program strategies and goals.
As an experienced and decisive leader who knows how to foster relationship building and collaboration across teams to drive progress, the VP of Programs will advance a strategy for climate equity that is centered around building the power of diverse communities to advance equitable climate policies. This role is internal-strategy oriented, driving the big picture strategy and prioritization of the Funds’ programmatic work alongside external relationship building with funders, allied organizations, and grantee partners. The successful candidate will refine and clarify process for each programmatic function, ensuring that the Program Team understands the details of a sharpening theory of change, the process through which their input is received and considered, and how their work connects to the organization's mission and impact.
The VP of Programs will be responsible for providing leadership and driving success in the following key areas:
Organizational & Strategic Leadership
Work closely with the President and other Executive Team members to develop a clear, long-term vision and strategic direction for all Equity Fund and Action Fund program strategies and priorities.
Serve as an executive manager and decision-maker, providing the organizational leadership required to establish processes for team input to strategy, while driving positive change and ensuring strategic alignment, integration, and execution across programs and departments.
Support fundraising and cultivation of funder relationships to drive the organization’s theory of change, anchor the organization’s role in the climate movement, and to gain visibility and opportunities for the Equity Fund and Action Fund.
Ensure strong cross-organizational collaborative approaches and strong communication, transparency and information sharing are nurtured and deepened.
Partner with the President on the strategic direction and agendas for Board meetings, including the creation of memos, reports, and presentations.
Support a positive organizational culture of collaboration, dedication to equity, values, creativity, and respect for a wide range of voices and perspectives.
Program Management & Execution
In partnership with the directors on the program team, develop, implement, and execute cohesive program-wide and state-specific strategies across programmatic areas to support mission impact by translating strategies into actionable workplans with measurable outcomes.
Oversee grantmaking and creation of docket memos, strategy papers, and reports for the program team.
Drive Equity Fund and Action Fund organizational planning, prioritization, and budgeting processes by working collaboratively with leaders across Equity Fund and Action Fund to ensure priorities are successfully executed and objectives met on time.
Ensure cross-departmental work is cohesive and working groups hold strategic priorities at the core, ensuring program leadership is aligned around bodies of work.
Foster a collaborative and results-oriented culture supported by systems and processes that help drive agile executive decision-making and reinforce accountability for those directly carrying out Equity Fund and Action Fund strategies.
Assess progress on strategic objectives and communicate that progress to the Executive Team, the Board, and staff.
Supervisory Responsibilities
Support, coach, supervise, and develop program leadership and team members, and maintain a trusting, inclusive, equitable, high-performing team culture.
Provide mentorship and constructive and timely feedback to foster a collaborative environment that develops strengths, improves weaknesses, and encourages continuous learning.
Directly manage 2-3 employees and indirectly oversee a program department of 13, with the potential for additional team growth.
Oversee the daily workflow of direct program leadership reports.
Recruit, interview, hire, and train staff, including managing discipline and termination of employees in accordance with organization’s policy.
Establish a regular meeting cadence for the program team to support alignment and efficiency in the work.
Shared Organization Responsibilities
Champion the Equity Fund and Action Fund’s theory of change and mission of empowering the communities most disproportionately impacted by climate change.
Develop relationships with and support colleagues across all teams, recognizing that each individual brings a unique background and perspective to the work.
Model and nurture a growth mindset and continuous learning posture when facing new situations by collaborating to find fresh solutions, taking on the challenge of unfamiliar tasks, and externalizing lessons learned from failures and mistakes.
In recognition of the fluidity of the work and ecosystem that the Equity Fund operates in, other duties may be assigned based on organizational needs.
QUALIFICATIONS OF THE IDEAL CANDIDATE
The VP of Programs will be committed to racial, economic, and social justice. While no one candidate will embody all the qualifications enumerated below, the ideal candidate will possess many of the following professional and personal abilities, attributes, and experiences:
Strategic Vision and Core Knowledge
Broad knowledge of the climate philanthropy field and an understanding of the historical context, institutions, and systems that combine to compound the effects of climate change on people of color and other disenfranchised groups in the United States.
Ability to apply both a macro and state-level view on relevant trends in climate change organizing, politics, policy, and communications, with a strong curiosity and interest in tracking the needs and developing areas of the field.
A proven thought leader with an understanding of and ability to articulate the value proposition for the emergent role that intermediary funders play in supporting nonprofit infrastructure and capacity building in communities.
Demonstrated passion for and investment in advancing justice and equity. Highly developed critical consciousness and a combination of professional and lived experience aligned with the Equity Fund’s mission and values.
Program Leadership
A background in organizing, power building, and/or community-driven processes of passing and implementing climate policy.
10+ years of demonstrated leadership experience in strategy, programming, and other related fields within the social justice movement and/or philanthropy.
10+ years of deep supervisory and management experience in leadership of large, complex, and multidisciplinary teams.
A track record in managing complex plans, projects, budgets, and deadlines that require coordination across multiple stakeholders and with minimal support.
Experience building relationships and working in partnership with diverse audiences and stakeholders, including funders, elected officials, community leaders, grassroots organizations, and coalition partners.
Experience working within the broader climate movement and in state-level political landscape, including working with state, local, and federal decision makers, partner groups, communities, and/or with 501(c)(4) organizations.
Superb communication and external relations skills and demonstrated success in building an organization’s profile and reputation in regional, state, national, and professional communities.
Management and Team Leadership
Experience mentoring, developing, and providing leadership to high-performing, multi-disciplinary teams to achieve project/program goals.
Cultivation of a relational work environment that builds trust, collaboration, communication, and seeks to foster a culture of equity, transparency, accountability, and integrity.
Commitment to creating a strong and healthy workplace that centers diversity, equity, inclusion, and belonging and reflects internally the values the Equity Fund advocates for externally.
Systems and Processes
Experience designing and building systems and processes to support multidisciplinary programs and a willingness to rethink or improve upon established systems and processes.
Ability to assess and identify pain points in a growing organization and devise strategies to ensure that processes and systems are being developed in a strategic manner to guide growth.
An inclusive, collaborative, and agile management style and the ability to bring joy, good humor, and purpose to the work environment.
COMPENSATION, BENEFITS & LOCATION
The Equity Fund offers a competitive and holistic total rewards package that includes salary and benefits. Comprehensive benefits package that includes 100% employer-paid health, dental, and vision insurance; 3% automatic contribution and a 3% employer match on 401(k) contributions; pre-tax transportation benefits; and paid holiday, vacation, sick, and volunteer time off. The target salary range for this role is $200,000 – $245,000.
This role is remote with a preference for Washington, DC or Los Angeles, CA.
TO APPLY
More information about The Climate + Clean Energy Equity Fund may be found at: www.theequityfund.org
This search is being conducted with assistance from Katherine Jacobs and Sharon Gerstman of NPAG . Due to the pace of this search, candidates are strongly encouraged to apply as soon as possible. Candidates may submit their cover letter, outlining their interest and qualifications, along with their resume via NPAG’s website .
The Climate + Clean Energy Equity Fund is a project of New Venture Fund (NVF), a 501(c)(3) public charity that incubates new and innovative public-interest projects and grant-making programs. NVF is committed to attracting, developing, and retaining exceptional people, and to creating a work environment that is dynamic, rewarding, and enables each of us to realize our potential. NVF’s work environment is safe and open to all employees and partners, respecting the full spectrum of race, color, religious creed, sex, gender identity, sexual orientation, national origin, political affiliation, ancestry, age, disability, genetic information, veteran status, and all other classifications protected by law in the locality and/or state in which you are working.
To center the safety and well-being of its employees, New Venture Fund requires that any employee who is required to conduct in-person activities for their job must be fully vaccinated against COVID-19 within four weeks of their start date. This position may require candidates to be fully vaccinated against COVID-19. Accommodations may be sought and approved in accordance with the law by contacting human resources at HR@newventurefund.org .
Full Time
The Climate + Clean Energy Equity Fund (Equity Fund) is a philanthropic fund dedicated to supporting a multi-state infrastructure of community-based organizations building power to advance an equitable clean energy future. With a proven approach to driving impact and a highly effective set of stakeholders and investors, the Equity Fund is facing a number of exciting opportunities. With the field that the Equity Fund supports growing quickly and public investments in clean energy transition accelerating, the Fund is spinning out of its fiscal sponsorship and establishing a new, independent institution that can meet the needs of the growing and dynamic ecosystem of grassroots organizations and expand their collective impact. Poised for significant growth, the Equity Fund has evolved and is growing its executive leadership structure and operating model to lead effective strategy, systems, and culture for the team. To that end, the Equity Fund invites nominations and applications for the position of Vice President of Programs , who will provide important, executive leadership to both its 501(c)(3), and the Climate Equity Action Fund, 501(c)(4), and the field of climate philanthropy during this dynamic time.
The Vice President of Programs will be responsible for driving the Equity Fund/Action Fund’s grantmaking and programmatic strategies to achieve its mission of building the power of racially diverse communities to advance equitable climate policies. Immediate opportunities for impact include:
Programmatic Leadership
Lead staff on the Grants and PowerBuilding team to develop grantmaking goals and strategies to win equitable climate policies and campaigns by prioritizing grassroots organizing and building power in the Equity Fund’s 13 portfolio states.
Lead staff on the Policy Accelerator and Communications Accelerator teams to support grantee partners to build key policy and communications capacities and campaigns that leverage and maximize the power of community-led solutions.
Lead the Program team to sharpen, integrate, and refine its strategies to accelerate success across the Fund’s portfolio through continual analysis, learning, and innovation.
Field Leadership
Advance grantmaking approaches and models that prioritize organizing, equity, building power, and building deep partnerships and trust with grantee organizations.
Drive philanthropy to support and accelerate social change impact through innovation, creativity, and bold action.
Staff Leadership and Management
Inspire, mentor, and manage staff by guiding the Program Team through change and continued growth while maintaining high standards of professionalism and impact.
Foster a culture that promotes trust, respect, equity, integrity, and operates with a movement-building orientation.
The ideal candidate for VP of Programs will be a seasoned, mature manager and skilled communicator who thrives in a complex, diverse, and multi-stakeholder environment within a start-up culture; and has demonstrated success developing and deploying philanthropic resources to implement a multipronged strategy for successful outcomes in a campaign or public policy environment. They will have executive experience managing high-performing teams and driving collaborative decision-making, and will be able to shift appropriately between the roles of skilled tactician, team coach, manager, and visionary leader. They will ideally bring experience in community-driven processes of passing and implementing climate policy, organizing and power building experience, grantmaking or re-granting experience, and additional lived and professional experience relevant to the Equity Fund’s work. They will be an entrepreneurial, results-driven, relationship builder who is committed to the Equity Fund’s mission and values of power building to accelerate the transition to an equitable clean energy future.
ABOUT THE ORGANIZATION
The Climate + Clean Energy Equity Fund (the Equity Fund) is supporting a multi-state infrastructure of community-based organizations building power needed to advance an equitable clean energy future. The Equity Fund is strategically building power by:
Investing in the leadership and organizing of diverse communities (Black, Latinx, AAPI, Indigenous people, and communities bearing the brunt of climate change);
Engaging voters in these communities through nonpartisan civic engagement campaigns; and
Winning climate and clean energy policy solutions that reflect the priorities of communities and advance racial, economic, and environmental justice.
Founded in 2016, the Equity Fund partners with organizations in 13 states (Arizona, Colorado, Florida, Georgia, Illinois, Maryland, Michigan, Minnesota, Nevada, New Mexico, North Carolina, Pennsylvania, and Virginia), and will expand its reach to additional states in the coming years.
Grassroots groups advocating for and organizing communities of color, Indigenous, working class and rural communities – often people hardest hit by climate change – are accomplishing critical work to build the collective power of communities. These communities are often the strongest supporters of climate policy and are a key political force to advance community demands and win durable policy change. The Equity Fund serves as a conduit for foundations and donors to partner with and support these grassroots organizations across the country. Because of Equity Fund’s expertise and deep relationships with community-led groups working at the intersection of climate change and economic, racial, and environmental justice, the Equity Fund can identify and nurture local grantee partners that have large-scale bases of members and track records of winning policy victories in their cities and states. The team then works to synthesize and share lessons learned from their grantee partners so that foundations and donors can better understand how grassroots groups can more effectively build power to advance climate solutions and then develop and coordinate funding strategies that will have the greatest results.
OPPORTUNITIES & EXPECTATIONS FOR THE VICE PRESIDENT OF PROGRAMS
The Vice President of Programs will serve as a critical member of the Executive Team and advance the Equity Fund’s mission by leading the Equity Fund and Action Fund’s programmatic priorities. Reporting to the President, and in collaboration with the President and program leads, the VP of Programs will drive the planning and execution of the Equity Fund’s Grants and Power Building, Communications Accelerator, and Policy Accelerator program strategies and goals.
As an experienced and decisive leader who knows how to foster relationship building and collaboration across teams to drive progress, the VP of Programs will advance a strategy for climate equity that is centered around building the power of diverse communities to advance equitable climate policies. This role is internal-strategy oriented, driving the big picture strategy and prioritization of the Funds’ programmatic work alongside external relationship building with funders, allied organizations, and grantee partners. The successful candidate will refine and clarify process for each programmatic function, ensuring that the Program Team understands the details of a sharpening theory of change, the process through which their input is received and considered, and how their work connects to the organization's mission and impact.
The VP of Programs will be responsible for providing leadership and driving success in the following key areas:
Organizational & Strategic Leadership
Work closely with the President and other Executive Team members to develop a clear, long-term vision and strategic direction for all Equity Fund and Action Fund program strategies and priorities.
Serve as an executive manager and decision-maker, providing the organizational leadership required to establish processes for team input to strategy, while driving positive change and ensuring strategic alignment, integration, and execution across programs and departments.
Support fundraising and cultivation of funder relationships to drive the organization’s theory of change, anchor the organization’s role in the climate movement, and to gain visibility and opportunities for the Equity Fund and Action Fund.
Ensure strong cross-organizational collaborative approaches and strong communication, transparency and information sharing are nurtured and deepened.
Partner with the President on the strategic direction and agendas for Board meetings, including the creation of memos, reports, and presentations.
Support a positive organizational culture of collaboration, dedication to equity, values, creativity, and respect for a wide range of voices and perspectives.
Program Management & Execution
In partnership with the directors on the program team, develop, implement, and execute cohesive program-wide and state-specific strategies across programmatic areas to support mission impact by translating strategies into actionable workplans with measurable outcomes.
Oversee grantmaking and creation of docket memos, strategy papers, and reports for the program team.
Drive Equity Fund and Action Fund organizational planning, prioritization, and budgeting processes by working collaboratively with leaders across Equity Fund and Action Fund to ensure priorities are successfully executed and objectives met on time.
Ensure cross-departmental work is cohesive and working groups hold strategic priorities at the core, ensuring program leadership is aligned around bodies of work.
Foster a collaborative and results-oriented culture supported by systems and processes that help drive agile executive decision-making and reinforce accountability for those directly carrying out Equity Fund and Action Fund strategies.
Assess progress on strategic objectives and communicate that progress to the Executive Team, the Board, and staff.
Supervisory Responsibilities
Support, coach, supervise, and develop program leadership and team members, and maintain a trusting, inclusive, equitable, high-performing team culture.
Provide mentorship and constructive and timely feedback to foster a collaborative environment that develops strengths, improves weaknesses, and encourages continuous learning.
Directly manage 2-3 employees and indirectly oversee a program department of 13, with the potential for additional team growth.
Oversee the daily workflow of direct program leadership reports.
Recruit, interview, hire, and train staff, including managing discipline and termination of employees in accordance with organization’s policy.
Establish a regular meeting cadence for the program team to support alignment and efficiency in the work.
Shared Organization Responsibilities
Champion the Equity Fund and Action Fund’s theory of change and mission of empowering the communities most disproportionately impacted by climate change.
Develop relationships with and support colleagues across all teams, recognizing that each individual brings a unique background and perspective to the work.
Model and nurture a growth mindset and continuous learning posture when facing new situations by collaborating to find fresh solutions, taking on the challenge of unfamiliar tasks, and externalizing lessons learned from failures and mistakes.
In recognition of the fluidity of the work and ecosystem that the Equity Fund operates in, other duties may be assigned based on organizational needs.
QUALIFICATIONS OF THE IDEAL CANDIDATE
The VP of Programs will be committed to racial, economic, and social justice. While no one candidate will embody all the qualifications enumerated below, the ideal candidate will possess many of the following professional and personal abilities, attributes, and experiences:
Strategic Vision and Core Knowledge
Broad knowledge of the climate philanthropy field and an understanding of the historical context, institutions, and systems that combine to compound the effects of climate change on people of color and other disenfranchised groups in the United States.
Ability to apply both a macro and state-level view on relevant trends in climate change organizing, politics, policy, and communications, with a strong curiosity and interest in tracking the needs and developing areas of the field.
A proven thought leader with an understanding of and ability to articulate the value proposition for the emergent role that intermediary funders play in supporting nonprofit infrastructure and capacity building in communities.
Demonstrated passion for and investment in advancing justice and equity. Highly developed critical consciousness and a combination of professional and lived experience aligned with the Equity Fund’s mission and values.
Program Leadership
A background in organizing, power building, and/or community-driven processes of passing and implementing climate policy.
10+ years of demonstrated leadership experience in strategy, programming, and other related fields within the social justice movement and/or philanthropy.
10+ years of deep supervisory and management experience in leadership of large, complex, and multidisciplinary teams.
A track record in managing complex plans, projects, budgets, and deadlines that require coordination across multiple stakeholders and with minimal support.
Experience building relationships and working in partnership with diverse audiences and stakeholders, including funders, elected officials, community leaders, grassroots organizations, and coalition partners.
Experience working within the broader climate movement and in state-level political landscape, including working with state, local, and federal decision makers, partner groups, communities, and/or with 501(c)(4) organizations.
Superb communication and external relations skills and demonstrated success in building an organization’s profile and reputation in regional, state, national, and professional communities.
Management and Team Leadership
Experience mentoring, developing, and providing leadership to high-performing, multi-disciplinary teams to achieve project/program goals.
Cultivation of a relational work environment that builds trust, collaboration, communication, and seeks to foster a culture of equity, transparency, accountability, and integrity.
Commitment to creating a strong and healthy workplace that centers diversity, equity, inclusion, and belonging and reflects internally the values the Equity Fund advocates for externally.
Systems and Processes
Experience designing and building systems and processes to support multidisciplinary programs and a willingness to rethink or improve upon established systems and processes.
Ability to assess and identify pain points in a growing organization and devise strategies to ensure that processes and systems are being developed in a strategic manner to guide growth.
An inclusive, collaborative, and agile management style and the ability to bring joy, good humor, and purpose to the work environment.
COMPENSATION, BENEFITS & LOCATION
The Equity Fund offers a competitive and holistic total rewards package that includes salary and benefits. Comprehensive benefits package that includes 100% employer-paid health, dental, and vision insurance; 3% automatic contribution and a 3% employer match on 401(k) contributions; pre-tax transportation benefits; and paid holiday, vacation, sick, and volunteer time off. The target salary range for this role is $200,000 – $245,000.
This role is remote with a preference for Washington, DC or Los Angeles, CA.
TO APPLY
More information about The Climate + Clean Energy Equity Fund may be found at: www.theequityfund.org
This search is being conducted with assistance from Katherine Jacobs and Sharon Gerstman of NPAG . Due to the pace of this search, candidates are strongly encouraged to apply as soon as possible. Candidates may submit their cover letter, outlining their interest and qualifications, along with their resume via NPAG’s website .
The Climate + Clean Energy Equity Fund is a project of New Venture Fund (NVF), a 501(c)(3) public charity that incubates new and innovative public-interest projects and grant-making programs. NVF is committed to attracting, developing, and retaining exceptional people, and to creating a work environment that is dynamic, rewarding, and enables each of us to realize our potential. NVF’s work environment is safe and open to all employees and partners, respecting the full spectrum of race, color, religious creed, sex, gender identity, sexual orientation, national origin, political affiliation, ancestry, age, disability, genetic information, veteran status, and all other classifications protected by law in the locality and/or state in which you are working.
To center the safety and well-being of its employees, New Venture Fund requires that any employee who is required to conduct in-person activities for their job must be fully vaccinated against COVID-19 within four weeks of their start date. This position may require candidates to be fully vaccinated against COVID-19. Accommodations may be sought and approved in accordance with the law by contacting human resources at HR@newventurefund.org .
CHIEF FINANCIAL OFFICER
What We Do
SBCS has been committed to supporting the well-being and prosperity of San Diego children, youth, and families for over 50 years. SBCS’ services and support – based on the strengths of local communities – assist those throughout the region to reach their fullest potential. With a budget of nearly $61 million, the support of over 1,200 community volunteers, and a staff of 500 dedicated professionals working in schools, police departments, family resource centers, and affordable housing locations, SBCS is truly transforming the community. Through comprehensive and coordinated initiatives focused on the areas of child well-being, youth development, family wellness, and community engagement, SBCS responds to the needs of the community with a strengths-based approach, serving more than 50,000 clients each year. For more information, please visit: www.sbcssandiego.org
LEADERSHIP & CULTURE
The Chief Financial Officer (CFO) will join a dedicated, experienced, and exceptionally talented team working collaboratively to serve the community. In 2021, SBCS was honored to receive the inaugural “Inspire & Enable Award” from the San Diego Foundation for its incredible achievement in enabling community solutions to improve the quality of life in the San Diego region. A well-respected leader in the community, President & CEO, Kathryn Lembo attributed the recognition to the hard work and commitment of SBCS’ staff. Since joining SBCS in 1982, Kathryn has transformed the organization from a tiny drop-in center for drug-abusing teens, into one of the largest social service and community development agencies serving San Diego County. The organization has achieved tremendous organic growth, based on a highly supportive family-like culture focused on the personal and professional growth of each team member.
COMPENSATION & BENEFITS
• Salary – $250,000 - $275,000 DOE/Neg. • Medical, dental, vision, AD&D, and life insurance. • 403(b) retirement plan, SBCS will match 100% of the employee contribution up to 10%, vested at 100% on the 6th year of employment. • 18 paid days off, 10 days of accrued paid sick days per year, and 13 paid holidays. • Flexible spending accounts and dependent care.
LOCATION
This is a hybrid role based out of SBCS’ main office at 430 F Street, Chula Vista, CA 91910.
POSITION SUMMARY
This is an exciting time to join SBCS as the organization embarks on its most ambitious fundraising and branding campaign ever. In addition to investing in programs, the campaign includes ground-up construction of a new administration and services center, located in the heart of Downtown Chula Vista. Reporting to the President & CEO, the CFO will manage a $61 million annual operating budget, with overall strategic and operational responsibility for SBCS’ Finance and Accounting department, including payroll. They will lead an exceptionally talented team, managing one direct report and a team of 15 staff. Serving as a key thought partner to the CEO, the CFO will work across every area of the organization, partnering with the Board, leadership, and staff on organizational planning, development, and assessment activities. This high-profile and extremely collaborative position will also represent the organization externally, partnering with executives at other leading organizations on coordinated initiatives that align with SBCS’ mission. This is a tremendous opportunity for a strategic financial leader with a track record of supporting a growing organization to meet future expansion.
Priority areas in the first 12 months include:
• Build a deep understanding of the community, cultivating relationships with stakeholders. • Become ingrained in the organization, building relationships with the team, and becoming familiar with SBCS’ history, programs, partners, and contracts. • Analyze SBCS’ current organizational structure, with a focus on the finance and accounting systems; recommend opportunities for streamlining and modernization.
DUTIES & RESPONSIBILITIES
• Serve as an internal consultant to the CEO, Board, VP of Program Operations, VP of Business Operations, and other key stakeholders on all financial matters, making recommendations and suggesting proactive strategies to keep SBCS on track. • Prepare, monitor, and update the annual operating budget. • Coordinate and compile all necessary documents for the annual agency audit. • Prepare and monitor contract budgets, forecasts, and internal financial plans and processes. • Support accounting, general ledger, and operations functions, ensuring that systems are in place to guarantee timeliness and accuracy. • Drive best financial practices within SBCS through standard operating procedures, and keep the senior leadership team, Board, and staff up to date on SBCS' financial status. • Serve as a point of reference for all growth plans and projects within SBCS. • Generate weekly, monthly, quarterly, and annual reports as needed to monitor, evaluate, and optimize cash flow and liquidity. • Build relationships with stakeholders and service providers including banks, funders, vendors, and outside consultants. • Utilize technology to optimize all reporting and analytical functions. • Ensure SBCS meets critical regulatory and legal compliance benchmarks. • Supervise, coach, and mentor staff to achieve individual and organizational success. • Anticipate organizational needs and proactively propose solutions.
BACKGROUND PROFILE
• Committed to SBCS’ mission of service and support. • Strategic and hands-on approach to finance, accounting, and operations; adept at analysis, business planning, budget development, and forecasting. • Successful leadership and management experience in finance and business operations and proficiency with accounting software. • Demonstrated experience with audit, contract/grants management, legal compliance, and regulatory oversight. • Excellent communication skills, both written and oral, with the ability to effectively communicate complex financial concepts and technical data to stakeholders from non-finance related backgrounds. • Effective public speaker, including presentations to senior management, the Board, and outside stakeholders/partners. • Strong leadership skills with the ability to mentor and motivate staff to achieve goals.
FOR MORE INFORMATION OR TO APPLY, PLEASE CONTACT:
Sarah Thompson, Senior Director, Blair Search Partners 1855 1st Ave., Suite 300, San Diego, CA 92101 sarah@blairsearchpartners.com
Full Time
CHIEF FINANCIAL OFFICER
What We Do
SBCS has been committed to supporting the well-being and prosperity of San Diego children, youth, and families for over 50 years. SBCS’ services and support – based on the strengths of local communities – assist those throughout the region to reach their fullest potential. With a budget of nearly $61 million, the support of over 1,200 community volunteers, and a staff of 500 dedicated professionals working in schools, police departments, family resource centers, and affordable housing locations, SBCS is truly transforming the community. Through comprehensive and coordinated initiatives focused on the areas of child well-being, youth development, family wellness, and community engagement, SBCS responds to the needs of the community with a strengths-based approach, serving more than 50,000 clients each year. For more information, please visit: www.sbcssandiego.org
LEADERSHIP & CULTURE
The Chief Financial Officer (CFO) will join a dedicated, experienced, and exceptionally talented team working collaboratively to serve the community. In 2021, SBCS was honored to receive the inaugural “Inspire & Enable Award” from the San Diego Foundation for its incredible achievement in enabling community solutions to improve the quality of life in the San Diego region. A well-respected leader in the community, President & CEO, Kathryn Lembo attributed the recognition to the hard work and commitment of SBCS’ staff. Since joining SBCS in 1982, Kathryn has transformed the organization from a tiny drop-in center for drug-abusing teens, into one of the largest social service and community development agencies serving San Diego County. The organization has achieved tremendous organic growth, based on a highly supportive family-like culture focused on the personal and professional growth of each team member.
COMPENSATION & BENEFITS
• Salary – $250,000 - $275,000 DOE/Neg. • Medical, dental, vision, AD&D, and life insurance. • 403(b) retirement plan, SBCS will match 100% of the employee contribution up to 10%, vested at 100% on the 6th year of employment. • 18 paid days off, 10 days of accrued paid sick days per year, and 13 paid holidays. • Flexible spending accounts and dependent care.
LOCATION
This is a hybrid role based out of SBCS’ main office at 430 F Street, Chula Vista, CA 91910.
POSITION SUMMARY
This is an exciting time to join SBCS as the organization embarks on its most ambitious fundraising and branding campaign ever. In addition to investing in programs, the campaign includes ground-up construction of a new administration and services center, located in the heart of Downtown Chula Vista. Reporting to the President & CEO, the CFO will manage a $61 million annual operating budget, with overall strategic and operational responsibility for SBCS’ Finance and Accounting department, including payroll. They will lead an exceptionally talented team, managing one direct report and a team of 15 staff. Serving as a key thought partner to the CEO, the CFO will work across every area of the organization, partnering with the Board, leadership, and staff on organizational planning, development, and assessment activities. This high-profile and extremely collaborative position will also represent the organization externally, partnering with executives at other leading organizations on coordinated initiatives that align with SBCS’ mission. This is a tremendous opportunity for a strategic financial leader with a track record of supporting a growing organization to meet future expansion.
Priority areas in the first 12 months include:
• Build a deep understanding of the community, cultivating relationships with stakeholders. • Become ingrained in the organization, building relationships with the team, and becoming familiar with SBCS’ history, programs, partners, and contracts. • Analyze SBCS’ current organizational structure, with a focus on the finance and accounting systems; recommend opportunities for streamlining and modernization.
DUTIES & RESPONSIBILITIES
• Serve as an internal consultant to the CEO, Board, VP of Program Operations, VP of Business Operations, and other key stakeholders on all financial matters, making recommendations and suggesting proactive strategies to keep SBCS on track. • Prepare, monitor, and update the annual operating budget. • Coordinate and compile all necessary documents for the annual agency audit. • Prepare and monitor contract budgets, forecasts, and internal financial plans and processes. • Support accounting, general ledger, and operations functions, ensuring that systems are in place to guarantee timeliness and accuracy. • Drive best financial practices within SBCS through standard operating procedures, and keep the senior leadership team, Board, and staff up to date on SBCS' financial status. • Serve as a point of reference for all growth plans and projects within SBCS. • Generate weekly, monthly, quarterly, and annual reports as needed to monitor, evaluate, and optimize cash flow and liquidity. • Build relationships with stakeholders and service providers including banks, funders, vendors, and outside consultants. • Utilize technology to optimize all reporting and analytical functions. • Ensure SBCS meets critical regulatory and legal compliance benchmarks. • Supervise, coach, and mentor staff to achieve individual and organizational success. • Anticipate organizational needs and proactively propose solutions.
BACKGROUND PROFILE
• Committed to SBCS’ mission of service and support. • Strategic and hands-on approach to finance, accounting, and operations; adept at analysis, business planning, budget development, and forecasting. • Successful leadership and management experience in finance and business operations and proficiency with accounting software. • Demonstrated experience with audit, contract/grants management, legal compliance, and regulatory oversight. • Excellent communication skills, both written and oral, with the ability to effectively communicate complex financial concepts and technical data to stakeholders from non-finance related backgrounds. • Effective public speaker, including presentations to senior management, the Board, and outside stakeholders/partners. • Strong leadership skills with the ability to mentor and motivate staff to achieve goals.
FOR MORE INFORMATION OR TO APPLY, PLEASE CONTACT:
Sarah Thompson, Senior Director, Blair Search Partners 1855 1st Ave., Suite 300, San Diego, CA 92101 sarah@blairsearchpartners.com
Our Production team of 150+ is committed to bringing great work to life. They oversee our projects from beginning to end, and balance financial and delivery success, while helping navigate our teams and clients towards those goals. They are collaborators and team leaders who bring people together and who inspire their team members with their solution-oriented approach.
As Group Director, Production, you will lead and manage a portfolio of large client engagements and own direct client relationships at least at the VP, SVP or EVP level. The Group Director, Production is responsible for developing the engagement strategy and successfully executing it across their business, ensuring smooth overall account operations, profitability and growth. The Group Director, Production acts as a trusted business partner to clients and is recognized by senior clients as a key advisor and is a key member of the broader agency group leadership team. In the context of their direct reports, the Group Director, Production creates and effectively executes a plan for talent that motivates, trains, guides, and delivers excellence from the team. Additionally, the Group Director is directly involved in steering the Production discipline at R/GA.
Here’s what you should know if you want to be an Group Director, Production at R/GA:
On any given day you might
Develop and implement thought leadership, training materials, process improvements and innovative solutions and services for the department and the company
Oversee multiple work streams concurrently and provide production guidance by helping build scopes, advising on timelines, and problem solving project roadblocks.
Mentor and manage Production staff across all aspects of Production excellence including delivery and client satisfaction
Partner with team leadership and engage with our most senior clients to develop, sustain, and grow the scope of the business across both organic and new business
Oversee team capacity planning and collaboration with discipline leads
Steward group/office P&L including (but not limited to) revenue targets, bill-ability and utilization, SRS targets, freelance targets and gross margin targets. And support and innovates around our financial model
Guide the group/office portfolio towards world-class work
The ideal person
Builds strong relationships and engenders trust, inspires and develops colleagues across capabilities through contagious passion for clients and their businesses
Is committed to curating smart and lean teams and processes to meet and exceed margin targets
Always thinking creatively and strategically - makes sound business decisions that balance competing priorities (great work, satisfied client, profitability, cohesive team, and good process), as if they were running it as their own self-funded business.
Demonstrates flexibility, calmness, consideration, openness to new ideas and intellectual curiosity
Actively champions equity, diversity and inclusion
Can negotiate like a pro with the most senior partners
You bring
12+ years industry experience, including agency-side experience running large engagements with Fortune 500 clients across multiple business sectors
Deep understanding across business transformation, experiential, digital products and services, and marketing work types
Leadership experience and financial responsibility in the $10MM+/annual range.
Successful management of networked teams across multiple geographies
This role can be performed remotely anywhere in the United States with the exception of Alabama, Hawaii, Indiana, New Mexico, Pennsylvania, and Tennessee. We ideally are looking for
The hiring range for this position is $199,000 to $215,000. Where an employee or prospective employee is paid within this range will depend on, among other factors, actual ranges for current/former employees in the subject position; budgetary considerations; tenure and standing with the company (applicable to current employees); as well as the employee’s/applicant’s applicable skills, pertinent experience, and qualifications.
Full Time
Our Production team of 150+ is committed to bringing great work to life. They oversee our projects from beginning to end, and balance financial and delivery success, while helping navigate our teams and clients towards those goals. They are collaborators and team leaders who bring people together and who inspire their team members with their solution-oriented approach.
As Group Director, Production, you will lead and manage a portfolio of large client engagements and own direct client relationships at least at the VP, SVP or EVP level. The Group Director, Production is responsible for developing the engagement strategy and successfully executing it across their business, ensuring smooth overall account operations, profitability and growth. The Group Director, Production acts as a trusted business partner to clients and is recognized by senior clients as a key advisor and is a key member of the broader agency group leadership team. In the context of their direct reports, the Group Director, Production creates and effectively executes a plan for talent that motivates, trains, guides, and delivers excellence from the team. Additionally, the Group Director is directly involved in steering the Production discipline at R/GA.
Here’s what you should know if you want to be an Group Director, Production at R/GA:
On any given day you might
Develop and implement thought leadership, training materials, process improvements and innovative solutions and services for the department and the company
Oversee multiple work streams concurrently and provide production guidance by helping build scopes, advising on timelines, and problem solving project roadblocks.
Mentor and manage Production staff across all aspects of Production excellence including delivery and client satisfaction
Partner with team leadership and engage with our most senior clients to develop, sustain, and grow the scope of the business across both organic and new business
Oversee team capacity planning and collaboration with discipline leads
Steward group/office P&L including (but not limited to) revenue targets, bill-ability and utilization, SRS targets, freelance targets and gross margin targets. And support and innovates around our financial model
Guide the group/office portfolio towards world-class work
The ideal person
Builds strong relationships and engenders trust, inspires and develops colleagues across capabilities through contagious passion for clients and their businesses
Is committed to curating smart and lean teams and processes to meet and exceed margin targets
Always thinking creatively and strategically - makes sound business decisions that balance competing priorities (great work, satisfied client, profitability, cohesive team, and good process), as if they were running it as their own self-funded business.
Demonstrates flexibility, calmness, consideration, openness to new ideas and intellectual curiosity
Actively champions equity, diversity and inclusion
Can negotiate like a pro with the most senior partners
You bring
12+ years industry experience, including agency-side experience running large engagements with Fortune 500 clients across multiple business sectors
Deep understanding across business transformation, experiential, digital products and services, and marketing work types
Leadership experience and financial responsibility in the $10MM+/annual range.
Successful management of networked teams across multiple geographies
This role can be performed remotely anywhere in the United States with the exception of Alabama, Hawaii, Indiana, New Mexico, Pennsylvania, and Tennessee. We ideally are looking for
The hiring range for this position is $199,000 to $215,000. Where an employee or prospective employee is paid within this range will depend on, among other factors, actual ranges for current/former employees in the subject position; budgetary considerations; tenure and standing with the company (applicable to current employees); as well as the employee’s/applicant’s applicable skills, pertinent experience, and qualifications.
United Way of Central Indiana
Indianapolis, IN, USA
Senior Director Impact – Sector Support
Impact Department: Sector Support
We partner to design, support and grow systems that accelerate financial stability and upward mobility for individuals and families living in or near poverty and striving for a brighter future. Our vision is that Central Indiana will be a community where children, individuals and families thrive; neighbors care for each other; and we are proud of all our residents' quality of life.
We pursue this vision in all we do as we ask our community to give, advocate and volunteer. We believe that vision can only be achieved if pursued with shared values, and therefore place great emphasis on building a team that will pursue this vision together with ICARE. This is an exciting time to be part of United Way of Central Indiana's team as we embark on a new strategic framework that fosters innovation, builds community partnerships, and integrates across traditional functional areas
I nclusion -C ourage- A ccountability- R espect- E xcellence
Position Summary
United Way of Central Indiana recognizes that the key to success is a strong and cohesive team that works through shared values to achieve our mission. The Senior Director Impact – Sector Support is a senior member of our Impact department responsible for leading our Sector Support strategy with the goal of ensuring our internal team, external community partners and community at large can best work together to support individuals and families to distance themselves from poverty and achieve economic mobility. This work includes but is not limited to managing our grantmaking and community investments in infrastructure, building capacity of and engaging with organizations to deliver organizational development technical assistance, advocating for human services and the supports and barrier removal in local and state policy , staying up-to-date and engaged in research and track results around the sector and best practices in operations and organizational development, convening others and providing thought leadership around the human service sector, and developing and implementing program and initiatives aligned with opportunities to elevate the work of the sector. The Senior Director also works closely with other departments to provide opportunities to grow revenue, support donor engagement, and communicate widely with internal and external audiences.
Position Duties & Responsibilities
The following statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified.
Strategy Conceptualization, Execution and Analysis : Develop the vision for UWCI's Sector Support strategy in conjunction with UWCI Impact leadership and community partners. Execute on said strategy and refine as needed to continue to best meet organizational goals.
Leadership and Team Development: Collaboratively lead around community-informed strategic decision making and team culture across the Impact Team and the organization as a whole.
Community Voice: Actively engage with individuals, families, community partners, and others to understand first-hand the opportunities and challenges in our service area.
Equity: Ensure that race, equity, diversity, and inclusion are the lens through which challenges are analyzed and solutions identified.
Cross-functional Engagement: Work closely with other departments to provide opportunities around UWCI's Sector Support strategy to grow revenue, support donor engagement, and communicate widely with internal and external audiences.
Revenue Support: Collaborate with fundraising team to secure strategy supporting dollars that advance and scale initiatives and investments support children, youth, and families throughout Central Indiana
UWCI Impact Toolkit: Implement and execute on UWCI's Impact Toolkit while collaborating with internal and external stakeholders on the following (6) functions:
Grantmaking and Community Investments: Lead and execute investment strategy around Sector Support to ensure impact and progress toward strategic, organizational, and community impact goals (i.e. capital projects, facilities maintenance, technology, contingency and capacity funds). Lead on operations around grantmaking across the organization to ensure smooth and helpful process for internal and external stakeholders, including grant contracts, compliance, and project management.
Capacity Building and Engagement: Work alongside community-based organizations to identify and implement mechanisms for United Way to support their organizational development (i.e. Nonprofit Learning Center).
Advocacy and Public Policy: Collaborate with internal and external partners to identify opportunities for and advocate for advances in public policy that support the sector.
Data and Research: Ensure effective systems to track progress, evaluate program components, measure success, and initiate quality improvements. Stay abreast of local and national research around the human service sector and share best practices (i.e. Accreditation).
Thought Leadership and Convening: Use external presence and relationships to develop cross-sector community partnerships, bring together diverse stakeholders to create sector-wide solutions for community problems, and elevate the United Way brand.
Programs and Initiatives: Identify, develop, and implement sector support programs and initiatives in collaboration with corporate and community partners (i.e. Human Services Professional Renewal Program).
Performs special assignments and other work, on an as-needed basis.
Qualifications
To perform this job successfully, an individual must be able to perform each essential job function satisfactorily and be present in the office while performing those functions. The requirements listed are representative of the basic knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The individual in this role must display the highest level of integrity and confidentiality. United Way also values innovative thinking, and a successful candidate will be a self-starter who can work within the team to achieve goals and objectives. The individual should have effective communication skills, attention to detail and organization, and flexibility and adaptability. The individual will also maintain knowledge of trends in his/her area of responsibility and reviews literature to understand key issues.
Education and/or Experience
Bachelor's degree required. Master's degree preferred. Work experience may substitute for education requirements on a case by case basis.
At least eight (8) years of experience working in a relevant field, including human services, small business development, or community affairs.
Experience leading a cross-functional team toward shared goals.
Experience with fundraising. Experience making the case for support to individual donors preferred.
Experience with grantmaking and community investments preferred.
Experience using systems thinking to identify barriers and levers for change.
Ability to acquire a baseline level of knowledge about UWCI's other strategic priorities so Sector Support efforts can both build upon and contribute to the success of other areas.
Ability to make decisions and advance work with incomplete information and to thrive in an outcomes oriented, continuously evolving work environment.
Capable of applying adaptive problem-solving skills in response to unforeseen challenges and new assignments.
Ability to prioritize a wide range of duties and responsibilities, organize tasks, and remain flexible to changing and multiple requests.
Excellent verbal communication skills, with the ability to communicate accurately, effectively, and in ways appropriate to different audiences.
Strong writer, with the ability to review, revise and synthesize a variety of information and help connect UWCI's work to broader discussions within the relevant landscape.
Ability to work collegially and diplomatically across the organization and audience groups.
Knowledge of the Central Indiana region highly desirable.
Physical Demands:
The physical demands described here are general representations of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to sit, reach with hands and arms, talk, and hear. The employee frequently is required to use hands to touch and handle objects. The employee frequently stands or walks.
The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision and the ability to adjust focus.
Work Environment:
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Office setting, with sustained use of a computer.
The noise level in the work environment is minimal to moderate.
Maintains personal/professional competency and works to create an environment of courtesy, respect, enthusiasm, and a positive attitude in all interactions both internal and external to the organization.
Position Leader: Chief Impact Officer
Position Leads: Multiple Direct Reports
FLSA Status: Exempt, Salaried, Full-time, 37.5 hours weekly
Salary Range: $80K to Upper $90's depending on experience
Benefits: Complete Benefits Package Available
Equal Opportunity Employer
Please apply at uwci.org/careers
This position description does not constitute a contract of employment or a guarantee of any terms or conditions of employment. UWCI employees are employed on an at-will basis. In addition, nothing in this position description restricts UWCI's right to assign or reassign duties and responsibilities to this position at any time.
Full Time
Senior Director Impact – Sector Support
Impact Department: Sector Support
We partner to design, support and grow systems that accelerate financial stability and upward mobility for individuals and families living in or near poverty and striving for a brighter future. Our vision is that Central Indiana will be a community where children, individuals and families thrive; neighbors care for each other; and we are proud of all our residents' quality of life.
We pursue this vision in all we do as we ask our community to give, advocate and volunteer. We believe that vision can only be achieved if pursued with shared values, and therefore place great emphasis on building a team that will pursue this vision together with ICARE. This is an exciting time to be part of United Way of Central Indiana's team as we embark on a new strategic framework that fosters innovation, builds community partnerships, and integrates across traditional functional areas
I nclusion -C ourage- A ccountability- R espect- E xcellence
Position Summary
United Way of Central Indiana recognizes that the key to success is a strong and cohesive team that works through shared values to achieve our mission. The Senior Director Impact – Sector Support is a senior member of our Impact department responsible for leading our Sector Support strategy with the goal of ensuring our internal team, external community partners and community at large can best work together to support individuals and families to distance themselves from poverty and achieve economic mobility. This work includes but is not limited to managing our grantmaking and community investments in infrastructure, building capacity of and engaging with organizations to deliver organizational development technical assistance, advocating for human services and the supports and barrier removal in local and state policy , staying up-to-date and engaged in research and track results around the sector and best practices in operations and organizational development, convening others and providing thought leadership around the human service sector, and developing and implementing program and initiatives aligned with opportunities to elevate the work of the sector. The Senior Director also works closely with other departments to provide opportunities to grow revenue, support donor engagement, and communicate widely with internal and external audiences.
Position Duties & Responsibilities
The following statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified.
Strategy Conceptualization, Execution and Analysis : Develop the vision for UWCI's Sector Support strategy in conjunction with UWCI Impact leadership and community partners. Execute on said strategy and refine as needed to continue to best meet organizational goals.
Leadership and Team Development: Collaboratively lead around community-informed strategic decision making and team culture across the Impact Team and the organization as a whole.
Community Voice: Actively engage with individuals, families, community partners, and others to understand first-hand the opportunities and challenges in our service area.
Equity: Ensure that race, equity, diversity, and inclusion are the lens through which challenges are analyzed and solutions identified.
Cross-functional Engagement: Work closely with other departments to provide opportunities around UWCI's Sector Support strategy to grow revenue, support donor engagement, and communicate widely with internal and external audiences.
Revenue Support: Collaborate with fundraising team to secure strategy supporting dollars that advance and scale initiatives and investments support children, youth, and families throughout Central Indiana
UWCI Impact Toolkit: Implement and execute on UWCI's Impact Toolkit while collaborating with internal and external stakeholders on the following (6) functions:
Grantmaking and Community Investments: Lead and execute investment strategy around Sector Support to ensure impact and progress toward strategic, organizational, and community impact goals (i.e. capital projects, facilities maintenance, technology, contingency and capacity funds). Lead on operations around grantmaking across the organization to ensure smooth and helpful process for internal and external stakeholders, including grant contracts, compliance, and project management.
Capacity Building and Engagement: Work alongside community-based organizations to identify and implement mechanisms for United Way to support their organizational development (i.e. Nonprofit Learning Center).
Advocacy and Public Policy: Collaborate with internal and external partners to identify opportunities for and advocate for advances in public policy that support the sector.
Data and Research: Ensure effective systems to track progress, evaluate program components, measure success, and initiate quality improvements. Stay abreast of local and national research around the human service sector and share best practices (i.e. Accreditation).
Thought Leadership and Convening: Use external presence and relationships to develop cross-sector community partnerships, bring together diverse stakeholders to create sector-wide solutions for community problems, and elevate the United Way brand.
Programs and Initiatives: Identify, develop, and implement sector support programs and initiatives in collaboration with corporate and community partners (i.e. Human Services Professional Renewal Program).
Performs special assignments and other work, on an as-needed basis.
Qualifications
To perform this job successfully, an individual must be able to perform each essential job function satisfactorily and be present in the office while performing those functions. The requirements listed are representative of the basic knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The individual in this role must display the highest level of integrity and confidentiality. United Way also values innovative thinking, and a successful candidate will be a self-starter who can work within the team to achieve goals and objectives. The individual should have effective communication skills, attention to detail and organization, and flexibility and adaptability. The individual will also maintain knowledge of trends in his/her area of responsibility and reviews literature to understand key issues.
Education and/or Experience
Bachelor's degree required. Master's degree preferred. Work experience may substitute for education requirements on a case by case basis.
At least eight (8) years of experience working in a relevant field, including human services, small business development, or community affairs.
Experience leading a cross-functional team toward shared goals.
Experience with fundraising. Experience making the case for support to individual donors preferred.
Experience with grantmaking and community investments preferred.
Experience using systems thinking to identify barriers and levers for change.
Ability to acquire a baseline level of knowledge about UWCI's other strategic priorities so Sector Support efforts can both build upon and contribute to the success of other areas.
Ability to make decisions and advance work with incomplete information and to thrive in an outcomes oriented, continuously evolving work environment.
Capable of applying adaptive problem-solving skills in response to unforeseen challenges and new assignments.
Ability to prioritize a wide range of duties and responsibilities, organize tasks, and remain flexible to changing and multiple requests.
Excellent verbal communication skills, with the ability to communicate accurately, effectively, and in ways appropriate to different audiences.
Strong writer, with the ability to review, revise and synthesize a variety of information and help connect UWCI's work to broader discussions within the relevant landscape.
Ability to work collegially and diplomatically across the organization and audience groups.
Knowledge of the Central Indiana region highly desirable.
Physical Demands:
The physical demands described here are general representations of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to sit, reach with hands and arms, talk, and hear. The employee frequently is required to use hands to touch and handle objects. The employee frequently stands or walks.
The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision and the ability to adjust focus.
Work Environment:
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Office setting, with sustained use of a computer.
The noise level in the work environment is minimal to moderate.
Maintains personal/professional competency and works to create an environment of courtesy, respect, enthusiasm, and a positive attitude in all interactions both internal and external to the organization.
Position Leader: Chief Impact Officer
Position Leads: Multiple Direct Reports
FLSA Status: Exempt, Salaried, Full-time, 37.5 hours weekly
Salary Range: $80K to Upper $90's depending on experience
Benefits: Complete Benefits Package Available
Equal Opportunity Employer
Please apply at uwci.org/careers
This position description does not constitute a contract of employment or a guarantee of any terms or conditions of employment. UWCI employees are employed on an at-will basis. In addition, nothing in this position description restricts UWCI's right to assign or reassign duties and responsibilities to this position at any time.
United Way of Central Indiana
Indianapolis, IN, USA
Manager of Major Gifts
Major Gifts
Fundraising
We partner to design, support and grow systems that accelerate financial stability and upward mobility for individuals and families living in or near poverty and striving for a brighter future. Our vision is that Central Indiana will be a community where children, individuals and families thrive; neighbors care for each other; and we are proud of all our residents' quality of life.
We pursue this vision in all we do as we ask our community to give, advocate and volunteer. We believe that vision can only be achieved if pursued with shared values, and therefore place great emphasis on building a team that will pursue this vision together with ICARE . This is an exciting time to be part of United Way of Central Indiana's team as we embark on a new strategic framework that fosters innovation, builds community partnerships, and integrates across traditional functional areas.
I nclusion -C ourage- A ccountability- R espect- E xcellence
Position Summary
United Way of Central Indiana recognizes that the key to success is a strong and cohesive team that works through shared values to achieve our mission by deepening and maintaining relationships with major donors and prospects. The manager will identify, qualify, engage, cultivate, solicit and steward current and prospective major donors. The manager will be responsible for meeting various benchmarks and an annual revenue target. This role supports the Tocqueville Society's ability to reach its goals through support of the Director of Major Gift's management of the Tocqueville Council. This role also manages the creative and engaging stewardship of Tocqueville donors and/or leads the non-workplace portfolio efforts, including setting goals, developing, and executing upon an annual communications and solicitations plan, and stewarding donors.
United Way of Central Indiana's Tocqueville Society was formed in 1990 and is made up of hundreds of individuals, each making annual contributions of $10,000 or more. Society members reflect extraordinary dedication to inspiring a better way of life for everyone in our community.
Position Duties & Responsibilities
The following statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified.
Fundraising: Work closely with the Major Gifts Director to reach defined Tocqueville goals around donor retention, acquisition, and growth. Be an active member of the Transformational Giving Team, driving attainment of personal goals within the donor pipeline. Actively and creatively engage and steward Tocqueville donors who do not desire traditional donor call stewardship and cultivation. Create and execute strategies to meet and exceed personal donor portfolio goals. Complete a minimum of 120 meaningful donor interactions per year with assigned portfolio, focusing on Tocqueville members and prospects. Portfolio will consist of donors and prospects both within and outside of UWCI corporate partner companies. Management of an assigned portfolio of current and prospective individual donors and/or reaching the strategic goals set for the non-workplace portfolio through development and execution of an annual communications and solicitations plan supports our ability to reach the strategic goals set for the Tocqueville Society. Portfolio management includes development of a communications plan and regular outreach through phone, email, mail, and meetings to ensure donors progress through the moves management continuum.
Constituent Relationships: Work with UWCI's Community Impact and Fundraising team to identify, develop and implement opportunities to communicate community impact work and UWCI goals and priorities to key stakeholders. Be knowledgeable about UWCI's work in Central Indiana and be an effective and compelling communicator to advance engagement and brand value. Ensure acknowledgement of gifts is sent in a timely manner. Ensure all donor recognition is tracked and implemented in SCRM and through regular maintenance of the Tocqueville and Meridian Societies master list.
Relationships: Develop and maintain regular contact with existing and prospective donors. Identify and communicate with appropriate UWCI team members regarding opportunities to leverage these relationships more broadly. Support the Director of Major Gifts in providing leadership, strategy, and support to the Tocqueville Society Council.
Annual Goals: Achieve established goals for annual fundraising, engagement, and donor calls. Work with other members of the UWCI team to ensure goals reflect and align and contribute to the broader goals of the organization. Lead and support work group and short-term project efforts related to strengthening major gifts strategies.
Flexibility: UWCI is evolving with our changing external environment. Flexibility is a key attribute for this position. A willingness to take on additional duties to ensure the success of the team is essential.
Performs special assignments and other work, on an as-needed basis.
Qualifications
To perform this job successfully, an individual must be able to perform each essential job function satisfactorily. The requirements listed are representative of the basic knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The individual in this role must display the highest level of integrity and confidentiality. United Way also values innovative thinking, and a successful candidate will be a self-starter who can work within the team to achieve goals and objectives. The individual should have effective communication skills, attention to detail and organization, flexibility, adaptability and the ability to multi-task and be open-minded in a fast-paced environment. The individual will also maintain knowledge of trends in his/her area of responsibility and reviews literature to understand key issues.
This individual routinely reads , interprets and analyzes financial reports, general business periodicals, professional journals, technical procedures, and/or governmental / legal regulations. Routinely writes complex and detailed reports and business correspondence. Routinely presents information and responds to questions from groups of managers (may include Top Management), clients, customers, and the general public. Routinely solves practical problems and deals with a variety of concrete variables in situations where standardization exists. Is able to interpret a variety of instructions furnished in written, oral, diagram, or schedule form. Makes day-to-day and/or daily decisions used to support strategic direction . Decisions often require thought and are structured . Decisions tend to be short term (one year or less) and usually moderate to high cost.
Education and/or Experience
Bachelor's degree required. Master's degree preferred. CFRE preferred. Two to four years major gift fundraising experience required. Experience soliciting and securing gifts of $10,000 or more is preferred. Knowledge of the central Indiana community and the human service sector is preferred.
Must have excellent written and verbal communication skills, a strong reputation for integrity and professionalism, ability to resolve conflict constructively, strong performance management and evaluation capabilities including the willingness and ability to ensure accountability, ability to build strong relationship both inside and outside UWCI, ability to think strategically, commitment to fostering an inclusive environment consistent with UWCI's commitment to diversity and inclusion. Must have the ability to prepare, explain, and monitor performance, manage a diverse group of donors and volunteers, manage projects and workload, and engage constructively with the other members of the UWCI team.
*Work experience may substitute for education requirements on a case-by-case basis.
Position Leader: Major Gifts Director
Position Leads: N/A
FLSA Status: Exempt, Full-time
Salary Range : Mid 60's to Low 70's
Benefits: Complete Benefits Package Available
Reviewed: June 2023
Equal Opportunity Employer
Please apply at uwci.org/careers
This position description does not constitute a contract of employment or a guarantee of any terms or conditions of employment. UWCI employees are employed on an at-will basis. In addition, nothing in this position description restricts UWCI's right to assign or reassign duties and responsibilities to this position at any time.
Full Time
Manager of Major Gifts
Major Gifts
Fundraising
We partner to design, support and grow systems that accelerate financial stability and upward mobility for individuals and families living in or near poverty and striving for a brighter future. Our vision is that Central Indiana will be a community where children, individuals and families thrive; neighbors care for each other; and we are proud of all our residents' quality of life.
We pursue this vision in all we do as we ask our community to give, advocate and volunteer. We believe that vision can only be achieved if pursued with shared values, and therefore place great emphasis on building a team that will pursue this vision together with ICARE . This is an exciting time to be part of United Way of Central Indiana's team as we embark on a new strategic framework that fosters innovation, builds community partnerships, and integrates across traditional functional areas.
I nclusion -C ourage- A ccountability- R espect- E xcellence
Position Summary
United Way of Central Indiana recognizes that the key to success is a strong and cohesive team that works through shared values to achieve our mission by deepening and maintaining relationships with major donors and prospects. The manager will identify, qualify, engage, cultivate, solicit and steward current and prospective major donors. The manager will be responsible for meeting various benchmarks and an annual revenue target. This role supports the Tocqueville Society's ability to reach its goals through support of the Director of Major Gift's management of the Tocqueville Council. This role also manages the creative and engaging stewardship of Tocqueville donors and/or leads the non-workplace portfolio efforts, including setting goals, developing, and executing upon an annual communications and solicitations plan, and stewarding donors.
United Way of Central Indiana's Tocqueville Society was formed in 1990 and is made up of hundreds of individuals, each making annual contributions of $10,000 or more. Society members reflect extraordinary dedication to inspiring a better way of life for everyone in our community.
Position Duties & Responsibilities
The following statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified.
Fundraising: Work closely with the Major Gifts Director to reach defined Tocqueville goals around donor retention, acquisition, and growth. Be an active member of the Transformational Giving Team, driving attainment of personal goals within the donor pipeline. Actively and creatively engage and steward Tocqueville donors who do not desire traditional donor call stewardship and cultivation. Create and execute strategies to meet and exceed personal donor portfolio goals. Complete a minimum of 120 meaningful donor interactions per year with assigned portfolio, focusing on Tocqueville members and prospects. Portfolio will consist of donors and prospects both within and outside of UWCI corporate partner companies. Management of an assigned portfolio of current and prospective individual donors and/or reaching the strategic goals set for the non-workplace portfolio through development and execution of an annual communications and solicitations plan supports our ability to reach the strategic goals set for the Tocqueville Society. Portfolio management includes development of a communications plan and regular outreach through phone, email, mail, and meetings to ensure donors progress through the moves management continuum.
Constituent Relationships: Work with UWCI's Community Impact and Fundraising team to identify, develop and implement opportunities to communicate community impact work and UWCI goals and priorities to key stakeholders. Be knowledgeable about UWCI's work in Central Indiana and be an effective and compelling communicator to advance engagement and brand value. Ensure acknowledgement of gifts is sent in a timely manner. Ensure all donor recognition is tracked and implemented in SCRM and through regular maintenance of the Tocqueville and Meridian Societies master list.
Relationships: Develop and maintain regular contact with existing and prospective donors. Identify and communicate with appropriate UWCI team members regarding opportunities to leverage these relationships more broadly. Support the Director of Major Gifts in providing leadership, strategy, and support to the Tocqueville Society Council.
Annual Goals: Achieve established goals for annual fundraising, engagement, and donor calls. Work with other members of the UWCI team to ensure goals reflect and align and contribute to the broader goals of the organization. Lead and support work group and short-term project efforts related to strengthening major gifts strategies.
Flexibility: UWCI is evolving with our changing external environment. Flexibility is a key attribute for this position. A willingness to take on additional duties to ensure the success of the team is essential.
Performs special assignments and other work, on an as-needed basis.
Qualifications
To perform this job successfully, an individual must be able to perform each essential job function satisfactorily. The requirements listed are representative of the basic knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The individual in this role must display the highest level of integrity and confidentiality. United Way also values innovative thinking, and a successful candidate will be a self-starter who can work within the team to achieve goals and objectives. The individual should have effective communication skills, attention to detail and organization, flexibility, adaptability and the ability to multi-task and be open-minded in a fast-paced environment. The individual will also maintain knowledge of trends in his/her area of responsibility and reviews literature to understand key issues.
This individual routinely reads , interprets and analyzes financial reports, general business periodicals, professional journals, technical procedures, and/or governmental / legal regulations. Routinely writes complex and detailed reports and business correspondence. Routinely presents information and responds to questions from groups of managers (may include Top Management), clients, customers, and the general public. Routinely solves practical problems and deals with a variety of concrete variables in situations where standardization exists. Is able to interpret a variety of instructions furnished in written, oral, diagram, or schedule form. Makes day-to-day and/or daily decisions used to support strategic direction . Decisions often require thought and are structured . Decisions tend to be short term (one year or less) and usually moderate to high cost.
Education and/or Experience
Bachelor's degree required. Master's degree preferred. CFRE preferred. Two to four years major gift fundraising experience required. Experience soliciting and securing gifts of $10,000 or more is preferred. Knowledge of the central Indiana community and the human service sector is preferred.
Must have excellent written and verbal communication skills, a strong reputation for integrity and professionalism, ability to resolve conflict constructively, strong performance management and evaluation capabilities including the willingness and ability to ensure accountability, ability to build strong relationship both inside and outside UWCI, ability to think strategically, commitment to fostering an inclusive environment consistent with UWCI's commitment to diversity and inclusion. Must have the ability to prepare, explain, and monitor performance, manage a diverse group of donors and volunteers, manage projects and workload, and engage constructively with the other members of the UWCI team.
*Work experience may substitute for education requirements on a case-by-case basis.
Position Leader: Major Gifts Director
Position Leads: N/A
FLSA Status: Exempt, Full-time
Salary Range : Mid 60's to Low 70's
Benefits: Complete Benefits Package Available
Reviewed: June 2023
Equal Opportunity Employer
Please apply at uwci.org/careers
This position description does not constitute a contract of employment or a guarantee of any terms or conditions of employment. UWCI employees are employed on an at-will basis. In addition, nothing in this position description restricts UWCI's right to assign or reassign duties and responsibilities to this position at any time.
United Way of Central Indiana
Indianapolis, IN, USA
Manager of Community Engagement
Issue Area Impact Team – Impact Division
We partner to design, support and grow systems that accelerate financial stability and upward mobility for individuals and families living in or near poverty and striving for a brighter future. Our vision is that Central Indiana will be a community where children, individuals and families thrive; neighbors care for each other; and we are proud of all our residents' quality of life.
We pursue this vision in all we do as we ask our community to give, advocate and volunteer. We believe that vision can only be achieved if pursued with shared values, and therefore place great emphasis on building a team that will pursue this vision together with ICARE . This is an exciting time to be part of United Way of Central Indiana's team as we embark on a new strategic framework that fosters innovation, builds community partnerships, and integrates across traditional functional areas.
I nclusion -C ourage- A ccountability- R espect- E xcellence
Position Summary
United Way of Central Indiana recognizes that the key to success is a strong and cohesive team that works through shared values to achieve our mission. The Manager of Community Engagement's primary responsibilities include management of a project and/or grantee portfolio that includes partnership collaboration and facilitation among stakeholders and grantees, technical assistance identification, coordination and support, facilitation of shared learning amongst stakeholders and grantees, and more. Additionally, this position works in a collaborative and integrated manner across the Impact Team as well as across all other areas of UWCI to ensure that the organizational goals and strategies are realized, and to assist Central Indiana in making significant progress toward meeting its poverty reduction goals.
Position Duties & Responsibilities
The following statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified.
Grantmaking Management: Collaborate with Director of Impact Funds on grant administration; Review and assess grant proposals to reflect UWCI's values and impact priorities; Convene internal and external stakeholders as part of a review team to make grant recommendations; Conduct site visits to grantees and potential grantees to assess program relevance, organizational integrity, and stability; Review and approve funded grantees' evaluation reports and monitor grantees' progress in achieving key objectives; Serve as primary contact for grantees; Provide technical assistance to grantees and potential grantees to develop strategic approaches to systemic issues.
Community Engagement and Thought Leadership: Facilitate and manage issue-area focused community events and engagements; Regularly convene and engage with community-based organizations, system-level partners, and other stakeholders to uplift best practices, identifynew solutions, and inform and shape strategy and impact.
*Peer Learning and Technical Assistance Management: Manage UWCI's Peer Learning calendar including content identification and creation with CBO partners, partnership spotlights, and facilitation of the monthly meetings; Identify training needs and supports that allow grantees to progress in achieving key goals and objectives; Identify and provide technical assistance to grantees and potential grantees, in partnership with and supplemental to other bodies of work (e.g. CWF); Oversee and manage UWCI's 2Gen Resource Hub and Collaboration Portal
*Parent Advisory Council Management: Manage UWCI's Parent Advisory Council including internal and external stakeholder management and facilitation/coordination of monthly meetings; Serve as liaison for council to UWCI leadership and community stakeholders; Lead all aspects of PAC grantmaking including facilitation of RFP, application process and review, and execution of contracts and grant payments
Integration and Collaboration : Collaborate in an intentional and forward-thinking way with colleagues within UWCI's Impact Team and across the organization to maximize the impact of UWCI's resources.
Research and Evaluation: Constantly stay abreast of key issues, evidence-based best practices, and research to inform and shape current and future investments, initiatives, and programs that support outcomes for individuals and families. Connect with Strategic Information & Intelligence Team to understand reports, adapt approach/strategy in response to reports, and give feedback on reports.
Performs special assignments and other work, including temporary and/or back-up support of other Issue-Area or Impact Team functions and priorities, on an as-needed basis.
*Specific work will be assigned to specific individuals fulfilling the Manager of Community Engagement role
Qualifications
To perform this job successfully, an individual must be able to perform each essential job function satisfactorily. The requirements listed are representative of the basic knowledge, skills, and/or abilities required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. The individual in this role must display the highest level of integrity and confidentiality. United Way also values innovative thinking, and a successful candidate will be a self-starter who can work within the team to achieve goals and objectives. The individual should have effective communication skills, attention to detail and organization, flexibility, adaptability, and the ability to multi-task and be open-minded in a fast-paced environment.
Excellent partnership building skills forming and maintaining external relationships is required. Ability to manage multifaceted projects across multiple environments is required. Must possess effective organizational and interpersonal skills, the ability to work independently, and an attitude toward achieving outcomes. Initiative, attention to detail, and a sense of urgency are essential.
Reads and interprets documents such as operating instructions and procedure manuals. Routinely writes detailed reports and correspondence and responds to questions. Routinely speaks effectively before groups of customers, clients, and managers and/or employees of UWCI and external partner organizations.
Routinely solves practical problems and deals with a variety of concrete variables in situations where standardization exists. Able to interpret a variety of instructions furnished in written, oral, diagram, or schedule form. Makes decisions on how to carry out specific day-to-day tasks. Typically consults with supervisor on anything out of the ordinary.
Education and/or Experience
Bachelor's degree in education, social work, or similar related area, with a focus on nonprofit management and/or governance preferred*
Minimum of five years of relatable experience in the education, nonprofit or public sector preferred*
Project and/or program management experience with a demonstrated ability to develop, implement and execute to achieve intended results, by following through on commitments, prioritizing work, and managing time and resources well required
Must possess excellent interpersonal, writing, and oral communication skills, as well as a sense of humor, diplomacy and discretion, critical thinking, and judgment
Experience working within and across a broad range of human service providers including interfacing with community-based organizations, government institutions, and/or system stakeholders preferred
Experience with large-scale (e.g., community-wide) program and/or project management across a broad range of stakeholders highly preferred
Ability to and/or experience in facilitating convenings, workshops, focus groups, etc.
Knowledge of the Central Indiana region is highly preferred.
*Work experience may substitute for education requirements on a case-by-case basis.
Position Leader: Impact Funds Director
Position Leads: n/a
FLSA Status: Exempt, Salaried, Full-time
Salary Range : Low to Mid 60's
Benefits: Complete Benefits Package Available
Equal Opportunity Employer
Please apply at uwci.org/careers
This position description does not constitute a contract of employment or a guarantee of any terms or conditions of employment. UWCI employees are employed on an at-will basis. In addition, nothing in this position description restricts UWCI's right to assign or reassign duties and responsibilities to this position at any time.
Full Time
Manager of Community Engagement
Issue Area Impact Team – Impact Division
We partner to design, support and grow systems that accelerate financial stability and upward mobility for individuals and families living in or near poverty and striving for a brighter future. Our vision is that Central Indiana will be a community where children, individuals and families thrive; neighbors care for each other; and we are proud of all our residents' quality of life.
We pursue this vision in all we do as we ask our community to give, advocate and volunteer. We believe that vision can only be achieved if pursued with shared values, and therefore place great emphasis on building a team that will pursue this vision together with ICARE . This is an exciting time to be part of United Way of Central Indiana's team as we embark on a new strategic framework that fosters innovation, builds community partnerships, and integrates across traditional functional areas.
I nclusion -C ourage- A ccountability- R espect- E xcellence
Position Summary
United Way of Central Indiana recognizes that the key to success is a strong and cohesive team that works through shared values to achieve our mission. The Manager of Community Engagement's primary responsibilities include management of a project and/or grantee portfolio that includes partnership collaboration and facilitation among stakeholders and grantees, technical assistance identification, coordination and support, facilitation of shared learning amongst stakeholders and grantees, and more. Additionally, this position works in a collaborative and integrated manner across the Impact Team as well as across all other areas of UWCI to ensure that the organizational goals and strategies are realized, and to assist Central Indiana in making significant progress toward meeting its poverty reduction goals.
Position Duties & Responsibilities
The following statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified.
Grantmaking Management: Collaborate with Director of Impact Funds on grant administration; Review and assess grant proposals to reflect UWCI's values and impact priorities; Convene internal and external stakeholders as part of a review team to make grant recommendations; Conduct site visits to grantees and potential grantees to assess program relevance, organizational integrity, and stability; Review and approve funded grantees' evaluation reports and monitor grantees' progress in achieving key objectives; Serve as primary contact for grantees; Provide technical assistance to grantees and potential grantees to develop strategic approaches to systemic issues.
Community Engagement and Thought Leadership: Facilitate and manage issue-area focused community events and engagements; Regularly convene and engage with community-based organizations, system-level partners, and other stakeholders to uplift best practices, identifynew solutions, and inform and shape strategy and impact.
*Peer Learning and Technical Assistance Management: Manage UWCI's Peer Learning calendar including content identification and creation with CBO partners, partnership spotlights, and facilitation of the monthly meetings; Identify training needs and supports that allow grantees to progress in achieving key goals and objectives; Identify and provide technical assistance to grantees and potential grantees, in partnership with and supplemental to other bodies of work (e.g. CWF); Oversee and manage UWCI's 2Gen Resource Hub and Collaboration Portal
*Parent Advisory Council Management: Manage UWCI's Parent Advisory Council including internal and external stakeholder management and facilitation/coordination of monthly meetings; Serve as liaison for council to UWCI leadership and community stakeholders; Lead all aspects of PAC grantmaking including facilitation of RFP, application process and review, and execution of contracts and grant payments
Integration and Collaboration : Collaborate in an intentional and forward-thinking way with colleagues within UWCI's Impact Team and across the organization to maximize the impact of UWCI's resources.
Research and Evaluation: Constantly stay abreast of key issues, evidence-based best practices, and research to inform and shape current and future investments, initiatives, and programs that support outcomes for individuals and families. Connect with Strategic Information & Intelligence Team to understand reports, adapt approach/strategy in response to reports, and give feedback on reports.
Performs special assignments and other work, including temporary and/or back-up support of other Issue-Area or Impact Team functions and priorities, on an as-needed basis.
*Specific work will be assigned to specific individuals fulfilling the Manager of Community Engagement role
Qualifications
To perform this job successfully, an individual must be able to perform each essential job function satisfactorily. The requirements listed are representative of the basic knowledge, skills, and/or abilities required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. The individual in this role must display the highest level of integrity and confidentiality. United Way also values innovative thinking, and a successful candidate will be a self-starter who can work within the team to achieve goals and objectives. The individual should have effective communication skills, attention to detail and organization, flexibility, adaptability, and the ability to multi-task and be open-minded in a fast-paced environment.
Excellent partnership building skills forming and maintaining external relationships is required. Ability to manage multifaceted projects across multiple environments is required. Must possess effective organizational and interpersonal skills, the ability to work independently, and an attitude toward achieving outcomes. Initiative, attention to detail, and a sense of urgency are essential.
Reads and interprets documents such as operating instructions and procedure manuals. Routinely writes detailed reports and correspondence and responds to questions. Routinely speaks effectively before groups of customers, clients, and managers and/or employees of UWCI and external partner organizations.
Routinely solves practical problems and deals with a variety of concrete variables in situations where standardization exists. Able to interpret a variety of instructions furnished in written, oral, diagram, or schedule form. Makes decisions on how to carry out specific day-to-day tasks. Typically consults with supervisor on anything out of the ordinary.
Education and/or Experience
Bachelor's degree in education, social work, or similar related area, with a focus on nonprofit management and/or governance preferred*
Minimum of five years of relatable experience in the education, nonprofit or public sector preferred*
Project and/or program management experience with a demonstrated ability to develop, implement and execute to achieve intended results, by following through on commitments, prioritizing work, and managing time and resources well required
Must possess excellent interpersonal, writing, and oral communication skills, as well as a sense of humor, diplomacy and discretion, critical thinking, and judgment
Experience working within and across a broad range of human service providers including interfacing with community-based organizations, government institutions, and/or system stakeholders preferred
Experience with large-scale (e.g., community-wide) program and/or project management across a broad range of stakeholders highly preferred
Ability to and/or experience in facilitating convenings, workshops, focus groups, etc.
Knowledge of the Central Indiana region is highly preferred.
*Work experience may substitute for education requirements on a case-by-case basis.
Position Leader: Impact Funds Director
Position Leads: n/a
FLSA Status: Exempt, Salaried, Full-time
Salary Range : Low to Mid 60's
Benefits: Complete Benefits Package Available
Equal Opportunity Employer
Please apply at uwci.org/careers
This position description does not constitute a contract of employment or a guarantee of any terms or conditions of employment. UWCI employees are employed on an at-will basis. In addition, nothing in this position description restricts UWCI's right to assign or reassign duties and responsibilities to this position at any time.
ABOUT THE HOUSING PARTNERSHIP NETWORK
Housing Partnership Network (HPN) is an award-winning membership network of 100 of the nation’s leading affordable housing and community development nonprofits. Together, our mission is to help millions of people gain access to affordable homes and thriving communities that offer economic opportunity and an enhanced quality of life. We firmly believe everyone deserves to live in a vibrant community where housing fosters dignity, opportunity, and well-being.
Since our founding in 1992, HPN has collectively served over 11 million people; developed, rehabilitated, or preserved about 400,000 affordable homes; and launched 14 successful social enterprises. Our work has been recognized with honors including the MacArthur Award for Creative & Effective Institutions and Wells Fargo NEXT Award for Opportunity Finance. Learn more at www.housingpartnership.net .
Through practitioner-driven peer exchange, policy and innovation, the Housing Partnership Network’s mission is to leverage the individual strengths and mobilize the collective power of our member organizations.
Our vision is that all people live in vibrant and inclusive communities where access to affordable homes creates opportunity and economic mobility.
OUR COMMITMENT TO DIVERSITY AND EQUITY
HPN is committed to creating a diverse and equitable environment and is proud to be an equal opportunity employer. HPN recruits, employs, trains, compensates, and promotes regardless of race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status and other protected status. We believe that the more inclusive we are, the better our work will be. We aspire to build a diverse team, one that better reflects the people and communities we serve. Applicants who contribute to this diversity are strongly encouraged to apply.
WE VALUE
Racial Equity - We are committed to diversity, equity and inclusion at HPN, and helping members advance initiatives that dismantle long-standing systemic racial biases and discrimination to achieve economic and social justice.
Collaboration - We are a true network. We believe in the power and benefits of broad engagement, empowerment and collaboration.
Connection - We actively build relationships that connect people, ideas, and organizations to forge new paths for improving communities.
Inclusion - We recognize our power comes from the collective and cooperative nature of our work, based on an environment that is inclusive of diverse experiences, backgrounds and perspectives.
Respect - We are open, honest, and respectful in all of our interactions which strengthens our relationships, our mission, our work with colleagues and members, and ultimately the lives of the people we all serve.
Transformation - We work with our members to transform our industry by creating systemic solutions to help people who live in our communities to thrive.
VICE PRESIDENT, BUSINESS DEVELOPMENT & INNOVATION OVERVIEW
The Housing Partnership Network is a national membership organization with a deep commitment to new business development and innovation. With over 30 years of developing new social enterprises that help address gaps in the affordable housing sector for scaled impact, our innovation work is central to who we are. This work primarily grows out of peer exchange, which distinguishes HPN and is how we explore, create, and manage social enterprises.
The VP, Business Development & Innovation is responsible for spearheading this work with HPN staff and members to advance new businesses, and some program concepts, that fulfill a collective HPN member need, strategically address needs in the affordable housing and community development marketplace, and support HPN and member sustainability. This role has a particular focus on creating businesses that generate recurring revenue for HPN, in addition to the primary objective of creating member value. With a number of HPN businesses recently spinning off our platform, the person in this position will have primary responsibility for establishing the next generation of new HPN social enterprises.
The Housing Partnership Network has launched fourteen business enterprises to date, demonstrating a long and successful track record of creating social enterprises that stem from and benefit its members and the sector. The VP Business Development & Innovation will continue this legacy by working closely with HPN members and staff to identify, shape and evolve enterprise opportunities that will cover a broad range of areas, with many focusing on advancing initiatives that further HPN’s commitment to social justice and racial equity. The VP Business Development & Innovation is a member of the Peer Exchange Team and will oversee Associate, Senior Associate and/or Director level staff on the Team who are charged with assisting in this work. Additionally, the VP is a valued member of HPN’s Senior Leadership Team that helps strategize around essential business operations, guide core initiatives, and establish organization-wide policies and procedures.
The VP will work with internal HPN business line and program leads, industry partners, and member organizations from across the country to explore, research, design, pilot, incubate and launch new business ventures. Elements that are critical to success in this role include, among others, strong business development skills; business acquisition and valuations, significant experience with business and program innovation; connecting with HPN members through peer exchange and direct engagement; mining and tracking innovation ideas; working with multi-disciplinary groups through a collaborative process to address and reconcile the wide range of stakeholder needs for a new business to succeed; and working across HPN and its membership to ensure that staff and members can easily connect and collaborate around innovative ideas.
The VP will be a mission-driven leader who will utilize their expertise across housing, innovation, public policy, and racial and economic equity to scale the impact of HPN and its members through collective social enterprise. The VP will be nimble, flexible, and adaptable, be a creative non-linear thinker who is comfortable with ambiguity and pursuing multiple paths and be able to quickly figure out new and complicated business areas. Additional qualities and skills include:
Demonstrated ability to create sustainable business solutions that address pressing issues and challenges;
Ability to scan the market for opportunities to purchase businesses that would complement HPN/Member efforts, needs, or opportunities, and provide near term profitability to HPN;
Aptitude for facilitating and managing groups, and commitment to collaborate with peers and existing business partners;
Considerable ingenuity and an ability to understand systems, detect patterns and create effective approaches to new initiatives and businesses;
Experience in and energized by group problem solving, leveraging expertise in a group rather than being the “expert”;
Strong motivational and organizational skills; equally comfortable leading business explorations and coaching other staff to do so;
Empathetic leader and change agent, oriented toward a human centered perspective on effective business and program design and development; and
Committed to building HPN’s knowledge base, innovation and social enterprise.
MAJOR DUTIES AND RESPONSIBILITIES
Building off HPN’s distinguished peer learning and social entrepreneurship models, the VP, Business Development & Innovation will be responsible for the development of future businesses and innovations that emerge from member peer exchange and common interests. Working closely with the Peer Exchange Team, business line and program leads, and other HPN staff the VP will:
Develop and coordinate an efficient and effective process for discovering and evaluating new business and program concepts emerging from members, partners, and existing business lines, as well as maintaining awareness for possible business acquisitions and mergers that would accelerate a response to an innovation, need, or opportunity.
Work collaboratively with the VP, Membership & Peer Exchange to devise and implement forums and opportunities to learn of innovation interests from HPN’s members.
Leverage technology to catalogue new ideas and manage innovation pipeline; gather materials and data from members to inform new business ideas; evaluate progress on explorations; identify support and resources needed to advance business concepts; and determine midcourse corrections in explorations, including when a business concept should be discontinued.
Analyze market needs and opportunities by conducting and/or overseeing qualitative and quantitative market research and data collection from several sources to determine market size, growth potential, financial viability and profitability, and competition.
Solicit ongoing member input regarding explorations by overseeing the formation and facilitation of member design groups, vetting concepts with members through individual and small group conversations, and meeting with HPN and external content experts. Work continually with member design groups from concept to launch.
Produce (or support the production of) business plans, with assistance from HPN’s Finance staff and in conjunction with business line leads (as appropriate), to develop preliminary budgets, financial statements and business models; conduct stress testing; undertake market, relationship and reputational risk assessment; identify key resources required including internal capacity, HPN investment, other capital/funding needs, and operating/investment partners; define member and HPN roles, responsibilities and retained rights; and complete all other elements of a standard business plan to determine feasibility and contribution to HPN sustainability.
Work with members and partners to identify business opportunities that advance HPN’s commitment to racial and economic equity.
Update HPN’s Executive Team to advance and make decisions about business opportunities.
Monitor financial expenditures and schedules to ensure that explorations advance in a timely and sustainable manner.
Work with HPN’s fundraising team to match potential funding opportunities with emerging business concepts and encourage philanthropic support that advances HPN’s innovation work by participating in funder meetings and providing supporting materials regarding solicitation of funding and impact of grant awards.
Prepare and track the Innovations annual budget and participate in regular Finance meetings to review revenue and expenses, including stewardship of philanthropic funding sources.
Prepare investment proposals for review and decisions by the HPN Board Investment and Asset Management (IAM) Committee. Produce quarterly and other ad-hoc reports as needed for the IAM Committee. Assist with collecting data that help HPN leadership, funders, and partners quickly view progress, challenges, and trends.
Develop feedback loops to learn from and integrate current and past HPN business successes and setbacks into HPN’s innovation process.
QUALIFICATIONS
BA with advanced degree/MBA preferred, and minimum of 8-10 years of relevant work experience.
Strong analytical skills with an ability to thoroughly assess market opportunities and business viability using both quantitative and qualitative data and inputs.
Business development and/or business acquisition experience, including preparation of business plans, creation of business models, and launching new enterprises.
Ability and interest in relating to and empathizing with populations from different cultures, backgrounds, and lived experiences, and in approaching the work through a racial equity lens.
Interest and experience in cultivating collaborative processes, with emphasis on engagement to inform and accelerate innovation and drive positive change.
Strong facilitation and listening skills, and the ability to work with a diverse set of stakeholders to extract, synthesize, and communicate key insights.
Excellent project management skills and ability to work under multiple deadlines and competing priorities.
Creativity, curiosity, and an entrepreneurial mindset with the ability to be flexible and adapt effectively to change.
Strong interpersonal and networking skills to interact with HPN members, staff, and partners to inspire thoughtful communication and engender trust and collaboration.
Comfort with the use of technology tools, and the ability to quickly learn new tools and systems.
Knowledge of a wide range of housing and community development concepts and related opportunities for innovation, such as finance, real estate acquisition and development, property operations, technology products and familiarity working with low-income populations and understanding common challenges and needs.
OTHER
This position reports to the Executive Vice President of Peer Exchange, Policy & Innovation.
Preference for this position to be based in Boston, Massachusetts, but location may be flexible.
A moderate amount of travel is required to attend biannual member meetings, and other meetings as needed.
HPN is a remote-first company. “Remote-first” is an organizational strategy that makes working remotely the primary option for most employees. All new employees will be required to be onsite at HPN headquarters or in the Boston area multiple days during weeks designated as All-Staff weeks. There may be additional times when teams are required to travel by their leadership based on scheduled events, team meetings, and business needs.
New employees need to either (1) provide proof that they are fully vaccinated against COVID-19 or (2) granted an exemption prior to beginning work at HPN. At this time, HPN considers an employee “fully vaccinated” when they have completed their primary COVID-19 vaccination series and received a COVID-19 booster. Employees will have four weeks from their “due date” (five or six months, depending on vaccine type, from completing their primary COVID-19 vaccination series) to get the COVID-19 booster.
COMPENSATION
Starting Salary: $153,600 to $192,000 commensurate with education and experience with a bonus potential.
BENEFITS:
20 vacation days, 12 sick days, 12 paid holidays, paid personal day, medical, dental and vision insurance, health savings account, flexible spending account, dependent care flexible spending account, retirement and savings plan/401(k) match, group life insurance, short- and long-term disability, parental leave, sabbatical leave, professional development and much more!
TO APPLY
Please submit required documents; cover letter and resume
Full Time
ABOUT THE HOUSING PARTNERSHIP NETWORK
Housing Partnership Network (HPN) is an award-winning membership network of 100 of the nation’s leading affordable housing and community development nonprofits. Together, our mission is to help millions of people gain access to affordable homes and thriving communities that offer economic opportunity and an enhanced quality of life. We firmly believe everyone deserves to live in a vibrant community where housing fosters dignity, opportunity, and well-being.
Since our founding in 1992, HPN has collectively served over 11 million people; developed, rehabilitated, or preserved about 400,000 affordable homes; and launched 14 successful social enterprises. Our work has been recognized with honors including the MacArthur Award for Creative & Effective Institutions and Wells Fargo NEXT Award for Opportunity Finance. Learn more at www.housingpartnership.net .
Through practitioner-driven peer exchange, policy and innovation, the Housing Partnership Network’s mission is to leverage the individual strengths and mobilize the collective power of our member organizations.
Our vision is that all people live in vibrant and inclusive communities where access to affordable homes creates opportunity and economic mobility.
OUR COMMITMENT TO DIVERSITY AND EQUITY
HPN is committed to creating a diverse and equitable environment and is proud to be an equal opportunity employer. HPN recruits, employs, trains, compensates, and promotes regardless of race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status and other protected status. We believe that the more inclusive we are, the better our work will be. We aspire to build a diverse team, one that better reflects the people and communities we serve. Applicants who contribute to this diversity are strongly encouraged to apply.
WE VALUE
Racial Equity - We are committed to diversity, equity and inclusion at HPN, and helping members advance initiatives that dismantle long-standing systemic racial biases and discrimination to achieve economic and social justice.
Collaboration - We are a true network. We believe in the power and benefits of broad engagement, empowerment and collaboration.
Connection - We actively build relationships that connect people, ideas, and organizations to forge new paths for improving communities.
Inclusion - We recognize our power comes from the collective and cooperative nature of our work, based on an environment that is inclusive of diverse experiences, backgrounds and perspectives.
Respect - We are open, honest, and respectful in all of our interactions which strengthens our relationships, our mission, our work with colleagues and members, and ultimately the lives of the people we all serve.
Transformation - We work with our members to transform our industry by creating systemic solutions to help people who live in our communities to thrive.
VICE PRESIDENT, BUSINESS DEVELOPMENT & INNOVATION OVERVIEW
The Housing Partnership Network is a national membership organization with a deep commitment to new business development and innovation. With over 30 years of developing new social enterprises that help address gaps in the affordable housing sector for scaled impact, our innovation work is central to who we are. This work primarily grows out of peer exchange, which distinguishes HPN and is how we explore, create, and manage social enterprises.
The VP, Business Development & Innovation is responsible for spearheading this work with HPN staff and members to advance new businesses, and some program concepts, that fulfill a collective HPN member need, strategically address needs in the affordable housing and community development marketplace, and support HPN and member sustainability. This role has a particular focus on creating businesses that generate recurring revenue for HPN, in addition to the primary objective of creating member value. With a number of HPN businesses recently spinning off our platform, the person in this position will have primary responsibility for establishing the next generation of new HPN social enterprises.
The Housing Partnership Network has launched fourteen business enterprises to date, demonstrating a long and successful track record of creating social enterprises that stem from and benefit its members and the sector. The VP Business Development & Innovation will continue this legacy by working closely with HPN members and staff to identify, shape and evolve enterprise opportunities that will cover a broad range of areas, with many focusing on advancing initiatives that further HPN’s commitment to social justice and racial equity. The VP Business Development & Innovation is a member of the Peer Exchange Team and will oversee Associate, Senior Associate and/or Director level staff on the Team who are charged with assisting in this work. Additionally, the VP is a valued member of HPN’s Senior Leadership Team that helps strategize around essential business operations, guide core initiatives, and establish organization-wide policies and procedures.
The VP will work with internal HPN business line and program leads, industry partners, and member organizations from across the country to explore, research, design, pilot, incubate and launch new business ventures. Elements that are critical to success in this role include, among others, strong business development skills; business acquisition and valuations, significant experience with business and program innovation; connecting with HPN members through peer exchange and direct engagement; mining and tracking innovation ideas; working with multi-disciplinary groups through a collaborative process to address and reconcile the wide range of stakeholder needs for a new business to succeed; and working across HPN and its membership to ensure that staff and members can easily connect and collaborate around innovative ideas.
The VP will be a mission-driven leader who will utilize their expertise across housing, innovation, public policy, and racial and economic equity to scale the impact of HPN and its members through collective social enterprise. The VP will be nimble, flexible, and adaptable, be a creative non-linear thinker who is comfortable with ambiguity and pursuing multiple paths and be able to quickly figure out new and complicated business areas. Additional qualities and skills include:
Demonstrated ability to create sustainable business solutions that address pressing issues and challenges;
Ability to scan the market for opportunities to purchase businesses that would complement HPN/Member efforts, needs, or opportunities, and provide near term profitability to HPN;
Aptitude for facilitating and managing groups, and commitment to collaborate with peers and existing business partners;
Considerable ingenuity and an ability to understand systems, detect patterns and create effective approaches to new initiatives and businesses;
Experience in and energized by group problem solving, leveraging expertise in a group rather than being the “expert”;
Strong motivational and organizational skills; equally comfortable leading business explorations and coaching other staff to do so;
Empathetic leader and change agent, oriented toward a human centered perspective on effective business and program design and development; and
Committed to building HPN’s knowledge base, innovation and social enterprise.
MAJOR DUTIES AND RESPONSIBILITIES
Building off HPN’s distinguished peer learning and social entrepreneurship models, the VP, Business Development & Innovation will be responsible for the development of future businesses and innovations that emerge from member peer exchange and common interests. Working closely with the Peer Exchange Team, business line and program leads, and other HPN staff the VP will:
Develop and coordinate an efficient and effective process for discovering and evaluating new business and program concepts emerging from members, partners, and existing business lines, as well as maintaining awareness for possible business acquisitions and mergers that would accelerate a response to an innovation, need, or opportunity.
Work collaboratively with the VP, Membership & Peer Exchange to devise and implement forums and opportunities to learn of innovation interests from HPN’s members.
Leverage technology to catalogue new ideas and manage innovation pipeline; gather materials and data from members to inform new business ideas; evaluate progress on explorations; identify support and resources needed to advance business concepts; and determine midcourse corrections in explorations, including when a business concept should be discontinued.
Analyze market needs and opportunities by conducting and/or overseeing qualitative and quantitative market research and data collection from several sources to determine market size, growth potential, financial viability and profitability, and competition.
Solicit ongoing member input regarding explorations by overseeing the formation and facilitation of member design groups, vetting concepts with members through individual and small group conversations, and meeting with HPN and external content experts. Work continually with member design groups from concept to launch.
Produce (or support the production of) business plans, with assistance from HPN’s Finance staff and in conjunction with business line leads (as appropriate), to develop preliminary budgets, financial statements and business models; conduct stress testing; undertake market, relationship and reputational risk assessment; identify key resources required including internal capacity, HPN investment, other capital/funding needs, and operating/investment partners; define member and HPN roles, responsibilities and retained rights; and complete all other elements of a standard business plan to determine feasibility and contribution to HPN sustainability.
Work with members and partners to identify business opportunities that advance HPN’s commitment to racial and economic equity.
Update HPN’s Executive Team to advance and make decisions about business opportunities.
Monitor financial expenditures and schedules to ensure that explorations advance in a timely and sustainable manner.
Work with HPN’s fundraising team to match potential funding opportunities with emerging business concepts and encourage philanthropic support that advances HPN’s innovation work by participating in funder meetings and providing supporting materials regarding solicitation of funding and impact of grant awards.
Prepare and track the Innovations annual budget and participate in regular Finance meetings to review revenue and expenses, including stewardship of philanthropic funding sources.
Prepare investment proposals for review and decisions by the HPN Board Investment and Asset Management (IAM) Committee. Produce quarterly and other ad-hoc reports as needed for the IAM Committee. Assist with collecting data that help HPN leadership, funders, and partners quickly view progress, challenges, and trends.
Develop feedback loops to learn from and integrate current and past HPN business successes and setbacks into HPN’s innovation process.
QUALIFICATIONS
BA with advanced degree/MBA preferred, and minimum of 8-10 years of relevant work experience.
Strong analytical skills with an ability to thoroughly assess market opportunities and business viability using both quantitative and qualitative data and inputs.
Business development and/or business acquisition experience, including preparation of business plans, creation of business models, and launching new enterprises.
Ability and interest in relating to and empathizing with populations from different cultures, backgrounds, and lived experiences, and in approaching the work through a racial equity lens.
Interest and experience in cultivating collaborative processes, with emphasis on engagement to inform and accelerate innovation and drive positive change.
Strong facilitation and listening skills, and the ability to work with a diverse set of stakeholders to extract, synthesize, and communicate key insights.
Excellent project management skills and ability to work under multiple deadlines and competing priorities.
Creativity, curiosity, and an entrepreneurial mindset with the ability to be flexible and adapt effectively to change.
Strong interpersonal and networking skills to interact with HPN members, staff, and partners to inspire thoughtful communication and engender trust and collaboration.
Comfort with the use of technology tools, and the ability to quickly learn new tools and systems.
Knowledge of a wide range of housing and community development concepts and related opportunities for innovation, such as finance, real estate acquisition and development, property operations, technology products and familiarity working with low-income populations and understanding common challenges and needs.
OTHER
This position reports to the Executive Vice President of Peer Exchange, Policy & Innovation.
Preference for this position to be based in Boston, Massachusetts, but location may be flexible.
A moderate amount of travel is required to attend biannual member meetings, and other meetings as needed.
HPN is a remote-first company. “Remote-first” is an organizational strategy that makes working remotely the primary option for most employees. All new employees will be required to be onsite at HPN headquarters or in the Boston area multiple days during weeks designated as All-Staff weeks. There may be additional times when teams are required to travel by their leadership based on scheduled events, team meetings, and business needs.
New employees need to either (1) provide proof that they are fully vaccinated against COVID-19 or (2) granted an exemption prior to beginning work at HPN. At this time, HPN considers an employee “fully vaccinated” when they have completed their primary COVID-19 vaccination series and received a COVID-19 booster. Employees will have four weeks from their “due date” (five or six months, depending on vaccine type, from completing their primary COVID-19 vaccination series) to get the COVID-19 booster.
COMPENSATION
Starting Salary: $153,600 to $192,000 commensurate with education and experience with a bonus potential.
BENEFITS:
20 vacation days, 12 sick days, 12 paid holidays, paid personal day, medical, dental and vision insurance, health savings account, flexible spending account, dependent care flexible spending account, retirement and savings plan/401(k) match, group life insurance, short- and long-term disability, parental leave, sabbatical leave, professional development and much more!
TO APPLY
Please submit required documents; cover letter and resume