Month: December 2020

Executive Director: Physicians for Social Responsibility Pennsylvania

The Executive Director of Physicians for Social Responsibility-Pennsylvania reports to the Board of Directors, and is responsible for the organization’s consistent achievement of its mission and financial objectives. The Executive Director will:

Focus Areas:

  1. Managing Operations, Staff Activity and Board Communications
  2. Fundraising
  3. Program Oversight
  4. Grant Writing and Management

This is a part-time employee contract, 20 hour per week for 6 months at a compensation of $35 per hour. This position is at-will and evaluations will be conducted periodically. A permanent position is the desired goal contingent upon performance and funding.

Specific responsibilities may include the following:

  1. Assure that the organization has a long-range strategy which achieves its mission, and toward which it makes consistent and timely progress.
  2. Provide leadership in developing program, organizational and financial plans with the Board of Directors and staff, and carry out plans and policies authorized by the board.
  3. Promote active and broad participation by volunteers in all areas of the organization’s work.
  4. Maintain official records and documents, and ensure compliance with federal, state and local regulations.
  5. Maintain a working knowledge of significant developments and trends in the field.
  6. Ensure ongoing local programmatic excellence, rigorous program evaluation, and consistent quality of finance and administration, fundraising, communications, and systems; recommend timelines and resources needed to achieve the strategic goals.
  7. Actively engage and energize PSR’s volunteers, board members, event committees, alumni, partnering organizations, and funders, including PSR National.
  8. Develop, maintain, and support a strong board of directors; serve as ex-officio of each committee; seek and build board involvement with strategic direction for both ongoing local operations as well as for the national rollout.
  9. Lead, coach, develop, and retain PSR’s nonprofit’s high-performance senior management team
  10. Ensure effective systems to track scaling progress, and regularly evaluate program components, so as to measure successes that can be effectively communicated to the board, funders, and other constituents.

In communications, the Executive Director will:

  1. See that the board is kept fully informed on the condition of the organization and all important factors influencing it.
  2. Publicize the activities of the organization, its programs and goals.
  3. Establish sound working relationships and cooperative arrangements with community groups and organizations.
  4. Represent the programs and point of view of the organization to agencies, organizations, and the general public.
  5. Expand local revenue generating and fundraising activities to support existing program operations and regional expansion while simultaneously retiring building debt.
  6. Deepen and refine all aspects of communications – from web presence to external relations with the goal of creating a stronger brand.
  7. Use external presence and relationships to garner new opportunities.
  8. Cultivate excellent relationships with local media, provide oversight for PSR’s presence in the social media

In relations with staff, the Executive Director will:

  1. Be responsible for the recruitment, employment, and release of all personnel, both paid staff and volunteers.
  2. Ensure that job descriptions are developed, that regular performance evaluations are held, and that sound human resource practices are in place.
  3. Encourage staff and volunteer development and education, and assist program staff in relating their specialized work to the total program of the organization.
  4. Maintain a climate which attracts, keeps, and motivates a diverse staff of top quality people.

In budget and finance, the Executive Director will:

  1. Be responsible for developing and maintaining sound financial practices.
  2. Work with the staff, Finance Committee, and the board in preparing a budget; see that the organization operates within budget guidelines.
  3. Ensure that adequate funds are available to permit the organization to carry out its work.
  4. Jointly, with the president and secretary of the board of directors, conduct official correspondence of the organization, and jointly, with designated officers, execute legal documents.
  5. Responsible for signing all notes, agreements, and other instruments made and entered into and on behalf of the organization.
  6. Responsible for the fiscal integrity of PSR Phila, to include submission to the board of a proposed annual budget and monthly financial statements, which accurately reflect the financial condition of the organization.
  7. Responsible for fundraising and developing other resources necessary to support PSR’s mission.
  8. Managing grants and sponsors that include researching grant opportunities, completing applications for funding, writing grants and overseeing the subsequent funding.
  9. Design the national expansion and complete the strategic business planning process for the program expansion into new markets.
  10. Begin to build partnerships in new markets, establishing relationships with the funders, and political and community leaders at each expansion site.
  11. Be an external local and national presence that publishes and communicates program results with an emphasis on the successes of the local program as a model for regional and national replication.

Benefits

This is a statewide organization. The main office is in Philadelphia, PA. Applicants living in any county of Pennsylvania are encouraged to apply. There are no benefits for this part time position. There are flexible hours and remote access.

Please submit your resume and cover letter to:

apply@psrpa.org

Director of Human Resources: Bestwork Industries for the Blind – Cherry Hill, NJ

Bestwork Industries, headquartered in Cherry Hill, NJ near Philadelphia, PA is seeking a Director of Human Resources to plan, lead, direct, develop, and coordinate the policies, activities and staff of the Human Resource (HR) department, ensuring legal compliance and implementation of the organization’s mission and person-centered strategy.  The Director of Human Resources will be a member of the senior leadership team, report to the CEO, and lead an experienced human resources staff.  This is a new position due to the growth of the organization. 

Principal Duties and Responsibilities

The Director of Human Resources will be a strategic-minded, dynamic and results oriented leader who demonstrates an understanding and passion for the mission and values of Bestwork Industries, who will lead the transformation of the human resources function.   He or she must be able to understand and meet the unique needs of Bestwork Industries employees, talent partners and customers.

The Director of Human Resources

  • Collaborates with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention.
  • Leads the implementation of the Human Resources Strategic Plan.
  • Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives and surveys to support the organization’s human resource compliance and strategy needs.
  • Administers or oversees the administration of human resources programs including, but not limited to, learning and development; performance and talent management; recognition and morale; compensation and benefits; disciplinary matters; disputes and investigations; productivity.
  • Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.
  • Conducts research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS) and other internal data sources.
  • Monitors and ensures the organizations compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
  • Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, learning and development, and employment law; applies this knowledge to communicate changes in strategy, policy, practice, and resources to top leadership.
  • Facilitates professional development, training, and certification activities for HR staff.

Qualifications

  • Bachelor’s degree in Human Resources, Business or other related field; master’s degree preferred.
  • Minimum 10 years’ human resources management experience required, with strategic, talent management, learning and development and employee engagement experience highly preferred.
  • SHRM-CP or SHRM-SCP preferred.
  • Excellent verbal and written communication skills.
  • Excellent interpersonal and conflict resolution skills.
  • Strong analytical and problem-solving skills.
  • Strong supervisory and leadership skills.
  • Thorough knowledge of employment-related laws and regulations.
  • Knowledge of and experience with varied human resources technologies.
  • Proficient with Microsoft Office or related software.
  • Ability to drive results and take initiative.

Salary and Benefits

Salary is commensurate with experience.  Bestwork Industries offers a competitive employee benefits package.

How to Apply

Applicants should send their resumes and cover letters describing their qualifications and interest, plus a salary history to akcroley@atwatermartin.com by November 29, 2020.

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Executive Director: Regional Housing Legal Services

Regional Housing Legal Services (RHLS) seeks a dynamic justice-focused leader to serve as its next Executive Director.

RHLS is a nonprofit law firm that works to imagine and support the creation of decent, safe, affordable and sustainable housing for lower-income people living in Pennsylvania. RHLS drives successful housing creation because of its unique expertise in affordable, sustainable housing, community and economic development, utility matters and policy supports for home ownership. RHLS has committed to making safe, affordable, and healthy housing a reality for all Pennsylvanians for nearly fifty years. Pennsylvania had a severe shortage of affordable and healthy housing before COVID-19. Now, the National Council of State Housing Agencies estimates that in Pennsylvania, the pandemic and the resulting economic impact have put 240,000 families at risk of losing their homes. The problem may be in new scale, but it is familiar to RHLS, which has succeeded in the long-term work of creating safe, affordable housing for all.

This position is an exciting opportunity for an experienced leader with vision, strong management skills, and a deep understanding of the connection between racial equity and housing justice. Our next Executive Director will lead a passionate legal team that turns dreams into safe, affordable communities.

Our long-time Executive Director Mark Schwartz expects to step down in mid-2021; we will identify our next leader in time to allow for a smooth transition.

More about Regional Housing Legal Services

Founded in 1973, RHLS engages in legal advocacy focused primarily on affordable housing and community development in Pennsylvania. Key issue areas include low-income housing
development and government policy around housing issues (including affordability, racial equity, and the intersection of housing and health).

RHLS has a staff of 23 and a budget of approximately $3 million per year.

The Pennsylvania Utility Law Project (PULP), an independent legal services program that works to ensure low income consumers can maintain affordable utility services, is also administratively housed within RHLS, fostering collaboration on the inextricable issues of housing and utilities.

About the Executive Director position:

The next Executive Director will have the opportunity to further advance the organization’s core mission of creating housing and economic opportunity in under-served communities in Pennsylvania and effecting systemic change for the benefit of lower-income households statewide. They will further the organization’s work to center racial equity in our substantive work, and increase diversity, equity, and inclusion within the organization. The next Executive
Director will join a stable organization with many experienced and skilled staff members.

RHLS’ ideal next Executive Director will be ready to lead with integrity and compassion. They will work collaboratively with the management team to ensure organizational stability and the diversification and expansion of funding streams. They will maintain, nurture and grow longterm and productive organizational relationships with clients, funders, and private and public stakeholders. They will foster and prioritize an organizational culture of learning and accountability coupled with strong support for professional development of staff.

The successful candidate for this position will bring knowledge of affordable housing and community development; lived experience or committed professional experience with the challenges facing low-income populations and communities of color; the capacity to build, direct, and motivate a team of experts in a highly collaborative environment; strong strategic skills that identify priorities and integrate resources toward achieving these objectives; and
exceptional organizational change and culture development skills that will support RHLS’s growth through this period of change.

Responsibilities

1. Mission/Vision & External Relationships:
• Lead the development of and oversee the implementation of the strategic plan,
including the development and execution of organizational goals which are tied to the strategic plan.
• Maintain and strengthen relationships with and support for diverse non-profit -clients (and some for-profit partners of those clients) to continue the strong existing partnerships that function to support affordable housing and community
development in Pennsylvania.
• Maintain and strengthen existing strategic relationships; identify and develop new strategic relationships and diversify the points of contact for key relationships.
• Provide leadership on local, state, and federal policy matters.

2. Management and Leadership:

• Collaborate with Management Team to operationalize the strategic vision of the organization with clear goals, outcomes, and metrics.
• Actively supervise and support senior staff as they lead teams in executing on organizational goals.
• Ensure the members of the Management Team have strong management systems to work with, have clear roles and accountability, and the group works well together as a team.
• Ensure senior staff have both the freedom and the accountability they need to execute their responsibilities.
• Ensure that racial equity considerations are built into substantive and administrative processes.

3. Overall oversight of talent management systems:

• Provide overall direction and supervision for RHLS staff; directly supervise senior staff.
• Lead RHLS staff, with ultimate responsibility for hiring, firing, and resolution of grievances.
• Create a culture of learning, accountability, collaboration and trust among staff.
• Emphasize the recruitment and retention of a diverse workforce and an inclusive and equitable workplace culture.
• Collaborate with managers to ensure the organization consistently implements best practices in talent management, including integrating diversity, equity, and inclusion factors into all its procedures.
• Ensure that the organization’s legal work is properly supervised and held to the highest standards, including compliance with Pennsylvania’s Rules of Professional Conduct.
• Ensure that staff members are provided with the space, equipment, and training they need to perform their jobs effectively and gain skill over time.
• Foster opportunities for growth and leadership skills development by RHLS staff in all positions with an emphasis on succession planning for key positions.
• Ensure that all staff receive timely and constructive feedback through ongoing supervision and regular evaluations.
• Provide support to PULP Executive Director.

4. Finance and Fundraising

• Ensure the organization’s short- and long-term financial stability.
• Collaborate with senior staff to plan revenue development strategy; oversee and participate in revenue development.
• Collaborate with senior staff and PULP Executive Director to maintain and expand relationships with existing funders and cultivate new sources of support.
• Collaborate with the CFO to develop the annual budget and monitor financials.
• Ensure organizational fiscal and government compliance.

5. Collaboration with and support of the Board of Directors

• Collaborate with the Board to assure that RHLS has a clear and compelling mission and vision, and a long-range strategic plan consistent with the mission and vision.
• Inform the Board about opportunities, challenges, strengths, and weaknesses for RHLS so the Board can effectively execute its governance, financial oversight, and leadership functions.
• Partner in the development and running of Board meetings.
• Support Board development.

Job Qualifications:

• Passion for and demonstrated commitment to economic justice and racial equity;
• Skill as a compelling spokesperson who exhibits transparency, openness, and integrity;
• Ability to develop and convey vision, and build support for our success in achieving that vision;
• Desire and ability to work with diverse groups and people and to generate trust;
• Enthusiasm and skill for revenue development (or the ability to fake it effectively);
• Experience overseeing budget and finance and being able to communicate budget and finance issues to others;
• Strong organizational and planning skills and the ability to think strategically;
• Leadership that inspires and motivates staff and Board members;
• A collaborative, approachable, and accessible management style with the ability to be decisive;
• Political astuteness and ability to navigate the local, regional, and national political structures;
• Honest, transparent, and ethical professional behavior; and
• A sense of humor and a containable ego.

And preference for
• Nonprofit leadership experience;
• Graduate degree; Juris Doctor (JD) is preferred.
• Experience in advocacy for (or development of) affordable housing.

Compensation: Salary is commensurate with experience and qualifications. RHLS has a generous benefits package.

Regional Housing Legal Services is an equal opportunity employer. We seek to build diversity, equity and inclusion both within our organization and in partnership and allyship with the communities we serve.

About Us

To apply: Send letter expressing interest in and qualifications for the position, together with a resume to: ExecutiveDirectorHiring@RHLS.org. In your letter of interest, please describe how your experience prepares you to lead this organization, and how your experience and views of diversity and equity would inform your approach to leading in the area of affordable housing. Applications will be accepted until the position is filled.

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Executive Director: Homeless Advocacy Project

POSITION SUMMARY

HAP is seeking an experienced, visionary leader to serve as its next Executive Director. Building on a strong foundation, the next leader will be responsible for leading HAP’s strategic direction, ensuring its long-term financial sustainability and operational efficiency, and overseeing the organization’s programs and staff.

The ideal candidate brings a deep passion for HAP’s mission and a successful record of organizational leadership and experience developing strong relationships with various audiences, including funders, partners, policymakers, and individuals with lived experiences.  The ideal candidate is also a dedicated team builder, committed to fostering a positive and supportive culture that reflects HAP’s commitment to diversity, racial equity, and inclusion.

RESPONSIBILITIES

Vision and Strategic Leadership:
● Lead implementation of HAP’s strategic plan; collaborate with staff, the Board, and key stakeholders to develop innovative strategies to fulfill the organization’s mission
● Maintain active engagement and knowledge of current issues and trends to inform cutting edge programs and strategies to advance HAP’s mission
● Ensure and enhance HAP’s reputation as a leading voice and authority on legal and policy issues involving homelessness in Philadelphia
Team Leadership and Culture:
● Actively champion diversity, equity, and inclusion, and promote a climate that attracts, retains, and motivates a talented, dedicated, and diverse staff
● Promote a respectful workplace that encourages teamwork
● Lead, mentor, and develop a high-performing team and foster positive organizational culture
Fundraising:
● Oversee and work with Board and staff to implement a comprehensive fundraising strategy with diverse sources of revenue (including foundation, individual, law firm, and corporate) and event fundraising (including an annual benefit)
● Cultivate and maintain relationships with current and prospective funders and encourage active board engagement in donor cultivation
Program Management:
● Develop and oversee major strategic initiatives including advocacy, policy proposals, and litigation
● Participate in legal clinics on a regular basis and handle limited client matters in order to maintain a working knowledge of HAP’s day-to-day operations and the challenges faced by HAP’s clients
● Support and expand HAP’s network of pro bono lawyers to amplify program capacity
● Build, lead, and work as part of coalitions, and local, state, and national organizations, ensuring that HAP’s programs reflect the goals and needs of people with lived experience

Board Engagement and Partnerships:
● Actively recruit, engage, support, and maintain effective communications with a strong and diverse Board of Directors; lead the Board in developing its own capacity to support the organization’s strategic priorities and financial sustainability
● Maintain and develop relationships with key stakeholders and partners, including policymakers, key allied organizations, media, law firms and corporate legal departments, and volunteers
Communications:
● Serve as lead spokesperson for the organization’s mission and goals, including with the media, partner organizations, and policymakers
● Oversee the organization’s communications strategy to advance and support program goals, ensuring that key messages are communicated effectively
Financial Management and Administration:
● Oversee the successful execution of HAP’s day-to-day operations, including effective strategic financial decision-making, budgeting and management, reporting, and compliance
● Negotiate and execute contracts, including agreements and other instruments made and entered into by and on behalf of the organization

QUALIFICATIONS:
● Juris Doctorate degree and current license (any state) required; the successful candidate will be expected to obtain a license to practice in Pennsylvania
● Passion for HAP’s mission and ability to serve as a credible advocate for people experiencing, or at risk, of homelessness
● Proven success in a senior leadership role with a demonstrated ability to manage the strategic, financial, team leadership, and operational needs of a lean nonprofit
● Strong legal skills with a proven track record of high-quality, creative lawyering
● Demonstrated commitment to racial equity, diversity, and inclusion
● Proven ability to lead and develop creative, thoughtful, and effective strategies to make systemic change
● Demonstrated aptitude for cultivating and stewarding funding relationships, including experience diversifying funding streams
● Positive, engaging, and entrepreneurial leadership style
● Exceptional interpersonal, oral, and written communication skills
● Ability to partner effectively with external stakeholders
● Strong professional ethics, transparency, integrity, and accountability

Salary is commensurate with experience based on a competitive public interest salary scale.  Available benefits include medical, dental, vision, term life, short and long term disability, 403(b) retirement plan, and generous paid time off and holidays.

It is the policy of HAP to afford equal employment opportunities to all qualified individuals, without regard to their race, color, religion, sex, national origin, age, physical or mental disability, sexual orientation, citizenship status, veteran status, or any other characteristic or status that is protected by federal, state, or local law.

ABOUT US

Established in 1990, the Homeless Advocacy Project (HAP) is the only legal services organization dedicated to providing direct civil legal services to individuals and families experiencing homelessness in Philadelphia. HAP also advocates for the needs of the City’s homeless population.

HAP’s work is guided by its vision, mission, and values.

VISION:  All Philadelphians at risk of or experiencing homelessness have equal access to justice and the means to secure safe and stable housing.

MISSION:  To provide free civil legal services and advocacy to reduce the frequency and duration of homelessness in the greater Philadelphia area.

HAP’S VALUES: Individuals and families experiencing homelessness have unique legal problems and deserve to be treated with dignity and respect.

More information about HAP is available at haplegal.org.

Apply for this job

Applications will be accepted until the position is filled. In order to receive full consideration, candidates are urged to submit their materials by December 11, 2020. Please include a letter expressing in detail your interest in the position; your qualifications and what you hope to contribute to the organization’s future; a current résumé; and the names and contact information for three professional references.  Materials should be submitted electronically to careers@haplegal.org in Microsoft Word or pdf format. HAP is assisted in the search by Patricia Pap, Executive Director, Management Information Exchange, 105 Chauncy St., Fl 6, Ste 3, Boston, MA 02111, 508-737-4010, ppap@mielegalaid.org. Candidates with questions about the position or process are encouraged to contact her.

Apply Now

Case Management Supervisor: Public Health Management Corporation

Turning Points for Children an affiliate of The Public Health Management Corporation (PHMC) seeks a Case Management Supervisor. The primary purpose of this position is to supervise the activities of, and gives consultation and direction to the case managers engaged in performing a variety of counseling, referral, placement and/or adoptive functions related to services to children and youth in the CUA. The employee has controlling responsibility for the operation of a CUA case management unit and insures that the unit conforms to standards, regulations and laws of the CUA, TPFC, and city, state and federal agencies.  Work includes assigning cases, reviewing case activities, determining training and developmental needs, training employees, reviewing worker performances, and initiating corrective action when necessary. Contact with individuals, their families, representatives of private and public welfare agencies, representatives of professional and community groups, and the general public as well as supervision of case managers, case aides and other subordinate staff are of major significance to the work.

*This position is for a specialized unit that handles cases involving victims of child abuse and trafficking.

Accountability: Work is performed under the general supervision of the CUA Case Management Director.

Location: This position is located at 415 South 15th Street Philadelphia, PA 19146

Responsibilities:

  • Assigns, reviews, and evaluates the activities of a group of vase managers providing services to clients; supervises workers in such functional areas as adoption, foster care, guardianship, purchase of services, counseling and referral, and protective services; trains workers in the problems of adults and children; discusses the appropriate placement and services required; determines whether court action is required; evaluates services provided to individuals by private, public and contracted agencies; reviews the development and implementation of service plans within the service setting.
  • Plans, assigns and reviews the activities of a group of case managers performing casework functions within the CUA; recommends changes in practices and procedures to increase operating efficiency and expedite work flow; confers with superiors on policies, rules, and regulations related to social service functions; consults with private and public welfare agency officials on established procedures and problem areas; recommends establishing or modifying current methods and policies; confers with superior on unusual social service problems.
  • Screens cases initially to determine level of risk to individual, individual’s eligibility for program, and services required; reviews cases for socio-economic, medical, educational, employment and/or other information; assigns cases and meets with appropriate social worker to discuss status of cases, problems encountered, basis for actions, and alternative solutions; reviews and discusses progress, reviews workers’ reports; provides supportive liaison services and assistance when required; reviews recommendations for case closings and transfers; evaluates workers’ performance.
  • Trains case managers in social work techniques and methodologies; orients worker with appropriate laws, policies, regulations and procedures; evaluates worker development, performance and problem areas to determine training needs; takes corrective action where necessary.
  • Communicates with other public and private agencies and institutions to exchange information and develop resources; prepares correspondence; answers inquiries relating to services and clients.
  • Supervises a minimum of five (5) staff.

Skills:

  • The principles, practices and techniques of social work as applied to the CUA case management function
  • Supervisory methods and techniques
  • The principles, practices and policies of social service administration
  • The principles, practices and procedures for social service program planning and evaluation within child welfare
  • Administrative principles, policies and procedures governing social services as applied to child welfare
  • The legal provisions and regulations applicable to the delivery of social service within child welfare
  • The principles, practices, techniques, literature and current developments in the field of social service planning within child welfare
  • The functions and resources of public and private social welfare and related agencies providing services to individuals within child welfare
  • Current social, economic, environmental and health problems affecting the clients
  • Social and environmental factors which result in the need for placement or institutionalization of individuals
  • Behavioral science concepts and principles as they relate to supervision of a group of case managers and other subordinate staff
  • The principles and practices of administrative organization and management and its applications in resolving a variety of operational and administrative problems
  • Proficiency in English and Spanish preferred

Ability to:

  • Plan, organize and coordinate the activities of a group of case managers in child welfare
  • Apply behavioral science concepts and principles in the supervision of a group of case managers
  • Evaluate social service programs and make recommendations to improve effectiveness of operations
  • Effect sound management practices in the administration of social service programs
  • Analyze and resolve complex social work situations and make sound recommendations consistent with social work principles and CUA policies
  • Exercise judgment and discretion in applying and interpreting policies and procedures consistent with the overall policy and objectives of programs
  • Interpret and explain program function, goals and objectives
  • Establish and maintain effective working relationships with representatives of private and public agencies, the judiciary, civic groups, associates and the general public
  • Present ideas effectively, both orally and in writing
  • Prepare and analyze reports pertaining to social service programs

 Experience:

  • Three years of social work supervising experience, preferably in the field of child welfare
  • Three years of direct social work experience, one of which has been at the full performance level in child welfare.
  • Any equivalent combination of education and experience determined to be in accordance with DHS requirements.

Education Requirement: 

  • Completion of a master’s degree program in social work from an accredited college or university.

About Us

A Look Inside the Culture at PHMC

Think you know the ins and outs of public health organizations? Well, you can think again as you get to know the Public Health Management Corporation (PHMC).

From its modern office space to its holistic approach to public health services, PHMC is delivering a refreshingly unexpected experience from desk to field.

The experience begins the moment you step out of the elevator and walk through the giant glass doors that welcome you into PHMC headquarters. Bathed in light, the open-concept office space spans multiple floors of 1500 Market Street, all featuring larger-than-life wood staircases, glass conference rooms and splashes of orange, yellow and blue workspaces. Only a stone’s throw away, City Hall practically leaps inside the expansive windows along the east side of the office — a fitting view to represent all of the work PHMC is doing to improve the health of the Greater Philadelphia region.

The inviting, contemporary aesthetic at PHMC and its affiliated offices is only one way the organization is making an impact in the public health sector. Through its programs, subsidiary organizations and partnerships with the government, foundations, businesses and community-based organizations, PHMC serves as one of the most comprehensive public health resources in the country.

With more than 350 programs across the public health sphere, PHMC provides “wrap-around services” for its almost 350,000 clients annually. That means, rather than only treating one specific issue per client, case managers are enabled to dive deeper and analyze the entire spectrum of a client’s lifestyle — from physical and mental health needs to the ecosystem that makes up their home and family — and expose them to a wide breadth of programs and services that can improve their overall life.

As multi-layered company with more than 3,000 employees working within the 350 programs that run across 70 sites in the region, the employee landscape naturally fosters many subcultures, leading to a diverse, dynamic and innovative company culture. Yet no matter where or with whom employees work, whether in the office or out in the field, they are all tied together through PHMC’s core values of collaboration, health equity and access, innovation, diversity and inclusion, growth, development and wellness.

In addition to promoting health and wellness throughout the communities it serves, PHMC also brings its mission-driven works inside its own walls. Fostering an internal culture of wellness and movement, PHMC’s headquarter office is equipped with treadmill workstations, standing desks, and for all, access to an in-house gym complete with group classes and a healthy-options café and plenty of space to gather.

At its core, PHMC is a sophisticated public health organization where professionals who are passionate about helping people and building healthy communities belong. Always growing, PHMC offers careers across a wide range of programs and departments, all of which enable employees to deliberately channel their passion and make tangible social impact.

Apply for this job

Submit Resume and Cover Letter to: jjanssen@phmc.org

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Director of Development: First Up

First Up is seeking a Director of Development to oversee the organization’s fundraising efforts and the development team. The optimal person will be: a fundraising generalist with experience securing foundation, corporate, individual, and government support; familiar with Philadelphia’s philanthropic landscape; skilled at raising funds for a systems change focused organization; and accustomed to developing and managing a small team of fundraisers, to include working collaboratively with the Executive Director to cultivate, solicit, and steward donors, setting strategy, and providing coaching and other supports to Board members. S/he will represent the organization to external stakeholders, including prospects and funders, and will be skilled at building strategic relationships for the agency. Past experience in early childhood education is not a necessity, but interest in learning about and then becoming a champion for the mission are a must.

Background of Ideal Candidate

An experienced fundraising professional with 7-10 years of progressive responsibility, with experience with all revenue types and at least 2-3 years of experience setting fundraising strategy, who is looking to take their next career step. Has a history of accomplishment in fundraising, communications, staff management, and external relationship advancement. Experience working within a sophisticated development department and enthusiasm for building a major gifts program that both institutionalizes best practices and experiments with new ideas. High-energy person with vision, integrity and a passion for excellence who is able to mobilize staff, board and other stakeholders toward a common goal. Entrepreneurial person capable and comfortable growing and diversifying an organization’s revenue mix is a must.
Professional

Characteristics

  1. Demonstrated ability in all key areas of revenue development: foundations, corporate giving programs, corporate sponsorships, annual fund donors, major donors, and public sector support. Experience as the head of a development department is preferred, but not required. Experience cultivating, soliciting, and stewarding major donors is required.
  2. Demonstrated ability setting an organization’s overall fundraising strategy is required.
  3. Demonstrated supervisory or management experience is required.
  4. Demonstrated ability to work effectively with all levels of the organization is required. Ability to build an organization-wide culture of philanthropy is required. Proven track record in board management is preferred.
  5. Demonstrated experience with systems change fundraising is preferred.
  6. Skilled in working in a collaborative manner to build relationships with multiple external stakeholders, including capacity to understand the interests and motivations of other nonprofits, institutional funders, and public sector decision makers.
  7. Proven experience working with diverse populations, including experience in building bridges to develop relationships, trust and credibility.
  8. Excellent written, oral and interpersonal communication skills are required, including public speaking skills.
  9. Deep appreciation of early childhood education is required, however substantive knowledge about the field is not essential.

Key Responsibilities

  1. Resource Development
    • Develop, review, revise and execute the organization’s fundraising strategy, forming both short and long-term goals.
    • Develops actionable strategies to identify, pursue and secure expanded revenue base.
    • Build a major donor pipeline and serve as major gifts officer.
    • Build, steward and expand relationships with institutional and corporate funders.
      e. Expand and pursue new corporate sponsorship opportunities.
    • Oversee events, ensuring donor needs are met and fundraising goals are achieved.
  2. Departmental Management
    • Review and embrace departmental goals, and implement new strategies and changes as needed.
    • Oversee fiscal management of department to assure a balanced budget.
    • Track revenue and fundraising trends, using information to predict future opportunities and avoid downtrends.
    • Report regularly to the Executive Director regarding the department’s benchmarks and the organization’s fundraising performance.
    • Lead the 3-person Development Department. Oversee the Grant Writer and Events Manager.
    • Create and nurture a culture of accountability by reviewing and supporting others within the department to execute their respective roles and responsibilities.
    • Nurture a culture of evaluation to advance fundraising activities by measuring and reporting the agency’s impact.
  3. External Relations
    • Cultivate and maintain relationships with donors, keeping them apprised of the organization’s achievements and the impact of their gifts.
    • Develop and execute strategies to raise the organization’s visibility amongst a wide cross-section of potential supporters.
    • Build and nurture strategic relationships for the agency.
  4. Organizational Leadership
    • Foster a culture of philanthropy across all departments of the organization to ensure fundraising success.
    • Be an active and valued participant of the senior leadership team.
    • Serve as the Executive Director’s advisor and partner on all matters relating to resource development.
    • Prepare Executive Director and other senior leadership staff for meeting with donors and funders.
  5. Board and Committee Relations
      • Nurture a positive, open and collaborative relationship with the board and its Development Committee.
      • Develop and implement strategies to optimize collective and individual board engagement, including advancing board member contributions and board member solicitations from their respective networks
      • Arrange opportunities for board education and engagement to enhance board members’ ability to serve as ambassadors of the organization.

    Reporting

    Reports to the Executive Director

    Staff
    Direct Reports: Grant Writer, Events Manager

    Finances

    The revenue mix for FY19 included: 41% from contracts, 19% from foundations, 14% from fee for service, 10% from special events, 4% from individuals, and 12% in other revenue.

    Service Area

    Pennsylvania; with concentration of work in the greater Philadelphia region

    Notes

        1. First Up is an equal-opportunity employer that values diversity and practices inclusion.
        2. Freedom from illegal use of drugs, and freedom from use and effects of use of drugs and alcohol in the workplace.
        3. Persons who have been found guilty by a court of law of abusing, neglecting or mistreating individuals are ineligible for employment in this position.
        4. This profile is intended to indicate the general nature and level of work performed. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of the position.
        5. The position is full time, with time divided between the office and meetings with funders and donors. Applicant must be able to work weekends and nights for fundraising events as well as long hours when such is required to meet funder deadlines.

    Americans with Disabilities Act Specifications

    The physical demands described here are representative 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 these functions.

    While performing the duties of this job, the employee is occasionally required to stand, walk, sit, use hands to control objects, reach with hands and arms, climb stairs, balance, stoop, kneel, crouch, talk or hear. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

    Work environment characteristics described here are representative of those that must be met by employees 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 exposed to weather conditions prevalent at the time. The noise level in the work environment is usually moderate.

About Us

First Up is the region’s most qualified organization to train and coach Early Childhood Education (ECE) professionals and families, resulting in high quality ECE programs and positive life outcomes for all young children, birth to age 8. First Up provides best-in-class training, strengths-based coaching and accessible technical assistance that ensures organizations run effectively and meet and exceed state and national standards, while increasing public investment and understanding of the importance and value of ECE through advocacy to promote change. The Terri Lynn Lokoff Child Care Foundation recently merged with First Up.

Apply for this job

Interviews will be arranged as soon as there is a qualified group of candidates. Please email the following to Kori Beaman at kori@diverseforce.com: 1) a one-page cover letter that conveys why you are well suited for this position and how it fits into your career; 2) your resume; 3) two work samples, ideally one funding request and one fundraising strategy/plan. Confirmation of receipt of the application will be sent by return email. No phone calls, please.

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