Category: Executive Level

Executive Director: Greater Philadelphia Cultural Alliance

The Greater Philadelphia Cultural Alliance seeks a President who will help develop and articulate a compelling vision and roadmap for both the Alliance and the cultural sector as a whole, and who will champion this vision with stakeholders and constituencies at the local and national levels. The President will be a dynamic, forward-thinking, collaborative leader who will help redefine and cultivate the Alliance’s role as the key advocate and representative on behalf of the cultural sector. They will be the central architect of the pathway forward into the next decade and will garner the respect of all stakeholders within the Greater Philadelphia arts and culture community.

The President reports to and works in partnership with the Board of Directors of the Greater Philadelphia Cultural Alliance, comprising 28 (including two ex-officio) community and cultural leaders. The President is responsible for developing and managing a staff of 13 through the following direct reports: The Chief Officer for Finance and Administration, the Vice President of Audience Engagement, the Vice President of Development, and the Director of Community Partnerships. The President will also manage the Alliance’s $2.2 million operating budget; the organization’s fiscal year extends from July 1 through the following June 30.

The cultural sector is currently in the midst of significant change, in response to economic pressures as well as to calls for equity, access, and justice. The Alliance has the opportunity to play a leadership role in this crucial transformation. This position represents a career-defining opportunity for the successful candidate.

Specific Duties

The Greater Philadelphia Cultural Alliance’s President serves as a thought leader in shaping the Alliance’s mission and strategies; effectively implements its policies, plans, and programs; resourcefully and efficiently administers its operations and finances; strategically connects with relevant individuals and groups on behalf of the Alliance; and actively promotes Greater Philadelphia’s arts and culture sector. The President works closely with the Board of Directors and its committees, with the following specific responsibilities:

Mission & Strategic Planning

  • Work with the Board of Directors to assess the needs of the Alliance and cultural sector, re-affirm the mission, define where the Alliance can be the most effective, and chart a strategic course for the organization to implement programs and actions that advance the vision and mission.
  • Collaborate with the Board of Directors to develop and implement a new strategic plan that strengthens the Alliance’s fundamental goals. Allocate the organization’s resources to reflect the strategic priorities and implement activities specified in the long-range plan.
  • Lead and manage the Alliance staff to execute on goals established by the strategic plan and to deliver mission-focused outcomes and programs.

The Alliance’s Public Presence and Advocacy

  • Increase the visibility of Greater Philadelphia’s arts and culture sector as a key to regional growth and position the Alliance as the central voice for the sector. Represent the Alliance to legislative bodies, at public events, and in discussions with other organizations by attending meetings, providing testimony, and serving on boards, committees, and task forces as appropriate.
  • Work at local, state, and national levels to recommend and advocate for policies that develop and sustain the region’s cultural sector.
  • Develop effective working relationships with cultural organizations, community leaders, government agencies, elected officials, the business community, grant makers and other funders, and others to promote community support for arts and culture.
  • Promote the Alliance and the sector and raise its visibility through written articles and personal presentations on radio, television, with all appropriate social media, and at conferences and relevant community events.

Board Engagement

  • Activate and coordinate the work of all Board committees, task forces, and staff in support of the mission and long-range plan. Work with the Board to support nominations and other Board activities.
  • Advise the Board in a thought-leader capacity on sector-impacting opportunities and challenges.
  • Keep the Board and other constituency groups informed of local issues, trends, events, and best practices of significance to member organizations, as well as relevant national policies.

Membership Services

  • Evaluate existing programs and services to ensure that they support the mission of the Alliance and the growth and continued success of its members at both an institutional and aggregate level; develop and implement new programs and services, as needed.
  • Assess and update all current policies, programs, and services to ensure that they accurately reflect and effectively serve the diversity of the Alliance’s varied membership and the region’s cultural community.

Organizational and Administrative Management

  • Oversee financial management and control of the Alliance to evolve our revenue model and ensure continued fiscal health and stability. Recommend an annual operating plan and budget for Board approval, and prudently manage organization resources within budget guidelines.
  • Review activity reports and financial statements to determine progress and status in attaining objectives, and revise objectives and plans in accordance with current conditions.
  • Oversee fundraising planning and implementation, including identifying resource requirements; researching funding sources; and establishing strategies to approach funders, submit proposals, and administer fundraising records and documentation.
  • Provide leadership to strengthen and empower the newly-combined DEI Affinity Group and Board DEI Subcommittee.
  • Develop and oversee “umbrella” marketing strategies that advance the agenda of Greater Philadelphia’s cultural sector.
  • Evaluate, engage, motivate, and develop staff to ensure the organization’s capacity to fulfill its goals and objectives.

Candidate Profile

As chief executive and the primary individual entrusted with maintaining the public image of the

Alliance, the President must be a bold leader, big thinker, and thoughtful catalyst who can set the course of the organization and implement action toward impact. The strongest individuals will demonstrate integrity, a collaborative spirit with a can-do attitude, and the administrative and leadership track record to position the Alliance for the future. Candidates should bring a breadth of knowledge of the nonprofit cultural sector, combined with an appreciation of the organizational dynamics of a diverse membership organization. The successful candidate will be a tested leader who has succeeded in a dynamic, mission-driven environment within a changing landscape.

The most compelling candidates will have a combination of the following skills and abilities:

Passion for the Mission

  • A consumer of arts and culture, this passion and conviction should be integrated into the successful candidate’s DNA.
  • Strong desire to be fully immersed into the arts and culture community of the Philadelphia region; this individual will bring or build a robust network of local and regional stakeholders, supporters, and advocates who will join the Alliance in championing the importance and relevance of the sector.

Innovative, Proactive Leadership

  • A charismatic, forward-thinking, solutions-focused individual with a strong work ethic, as well as an energetic, enthusiastic, and passionate approach to work.
  • Individual of integrity and conviction who will not shy away from difficult conversations or decisions in support of the larger goals of the organization and the sector.
  • Courageous in breaking new ground while concurrently working with a diverse group of stakeholders; they will work to develop a clear agenda for change and progress, while focusing on the long-term institutional goals of the Alliance.
  • A demonstrated ability to foster and lead a conversation with varied stakeholders and constituents including government agencies, funding organizations, individual donors, the business community, member organizations, Board members, and staff. Adept at adjusting to these audiences, connecting with them in a genuine and earnest way, and activating those relationships for the greatest impact.
  • Experience in strategic planning and execution, formulating policy, and implementing new approaches to achieving goals.

Diversity, Equity, Inclusion, Access, and Justice

  • Demonstrated track record promoting diversity, equity, inclusion, access, and justice as core values and developing anti-racist policies and systems.
  • A champion of proactive efforts to develop and support these core values internally and externally; a resource and an exemplar for anti-racist, equity-focused work across the sector.
  • Cultural fluency and the desire to engage with organizations and individuals across the region’s wealth of vibrant communities.

Change Management

  • A credible, professional, and natural proven leader with instincts around how to manage and embrace change. A visible, accessible, and compassionate leader with superb management skills. Must have experience hiring and be able to train, mentor/develop, and motivate staff.
  • Dynamic, agile executive with strong multi-tasking skills who can control and move forward on several priorities simultaneously. This includes switching priorities as necessary without losing momentum.
  • Bold visionary who welcomes constant improvement and embraces experimentation; strategic developer, promoter, and implementer of big ideas in support of a clearly defined mission.

Relationship-Building and Fundraising

  • A brilliant connector, with past success building cooperation with and among diverse groups around a common goal.
  • Exceptional interpersonal, written, and verbal communications skills, including being an effective, engaged, and interested listener. Must be a skillful public speaker and group facilitator.
  • Demonstrated expertise in raising funds from public and private sources. Broad knowledge and interest in the application of new media technologies to advance organizational goals.

Compensation & Benefits

The salary range for this position is $145,000 to $160,000 and will be commensurate with experience.

……………..

The Greater Philadelphia Cultural Alliance is an equal opportunity employer and strongly encourages applications from people of color, persons with disabilities, women, and LGBTQ+ applicants.

About Koya Partners

Koya Partners, a member of the Diversified Search Group, is a leading executive search and strategic advising firm dedicated to connecting exceptionally talented people with mission-driven clients. Our founding philosophy—The Right Person in the Right Place Can Change the World—guides our work as we partner with nonprofits & NGOs, institutions of higher education, responsible businesses, and social enterprises in local communities and around the world.

At Koya, we don’t just accept difference—we celebrate it, support it, and thrive on it for the benefit of our team, our clients, and the communities we serve.

For more information about Koya Partners, visit www.koyapartners.com.

To Apply

Contact

Naree Viner, Andrew Wheeler, and Tenley Bank of Koya Partners and Diversified Search have been exclusively retained for this search. To express your interest in this role please submit your materials here or email Tenley directly at tbank@koyapartners.com. All inquiries and discussions will be considered strictly confidential.

Chief Human Resources Officer: Compass Working Capital

Build and lead an equity-focused human capital strategy at a leading, nonprofit financial services organization that promotes economic mobility and financial security for families with low incomes.

About Compass Working Capital

Anti-poverty programs in the United States provide critical, but insufficient, support to families with low incomes. If we are to end poverty and close racial and gender wealth gaps in our communities, we must support families to build the financial assets and capabilities needed to achieve their goals and dreams.

Since 2005, Compass Working Capital (“Compass”) has been working to do just that, by providing savings and financial coaching programs that support families with low incomes to build assets, achieve their financial goals, and become financially secure. Our vision is to build a leading, nonprofit financial services organization that promotes economic mobility and financial security for families with low incomes by influencing field-related practice and policy.  Within the last decade alone, Compass clients, who are primarily women of color, have built over $8 million in savings across our programs in Massachusetts, Pennsylvania, Rhode Island, and Connecticut.

In late 2019, through philanthropic investment, Compass embarked on a strategic plan to significantly expand its national scope and impact. This investment provides Compass with the funding and support to ready the organization for greater impact by ending asset poverty for 220,000 families with low incomes by 2030. We envision a day when asset building is the norm, and not the exception, in our nation’s anti-poverty work.

About the Position

Reporting to the CEO and serving as a member of the Executive Team, the Chief Human Resources Officer (“CHRO”) is responsible for leading the development and execution of our equity-focused human capital strategy. The CHRO will oversee all human resources areas, including talent management, compensation benchmarking and analysis, benefits and payroll administration, employee engagement and relations, compliance, and workforce and professional development planning. As a member of the Executive Team, the CHRO will ensure Compass continues to build a strong, diverse, and inclusive culture across today’s organization and with an eye towards future growth.

We seek a solutions-focused and collaborative problem-solver who has demonstrated alignment with Compass’ mission, either through lived, work, or volunteer experience with families with low incomes. The ideal candidate will be a hands-on Human Resources leader who seeks an opportunity to build the Human Resources function in a growing, entrepreneurial nonprofit.  The CHRO will directly manage a Human Resources Manager and Administrative Associate based in Boston.  This role reports to the CEO.

Compass’ national headquarters is in downtown Boston, and the organization has a growing field presence in Philadelphia. Staff primarily live and work across the northeast region and in Philadelphia.  The CHRO can be based in the Northeast, with a preference for Greater Boston or Philadelphia. Travel to field offices in Greater Boston and Philadelphia will be expected 2-4 times per month as the impact of the pandemic subsides and the team returns to the physical office. Travel to future field offices might be required, as the organization expands nationally.

To learn more about working at Compass, click here. To learn more about Compass’ commitment to Diversity, Equity and Inclusion, click here.

Addressing Current and Future Needs

The urgency of Compass’ work has been underscored by the pandemic crisis, which has had a disparate health and economic impact on communities of color. At the same time, the crisis has accelerated the pace of innovation and entrepreneurship across the organization, particularly regarding talent development. Since March 2020, the Compass staff have been working fully remotely and providing financial coaching services for clients by phone and video. Compass is planning for an eventual hybrid office model in which employees have flexibility regarding in person and remote work.

Responsibilities

Human Resources Strategy and Leadership
  • Develop and lead human resources planning and talent development strategy that is aligned with Compass’ vision, strategic plan, and values
  • Partner with the Executive Team to ensure that diversity, equity, and inclusion are primary in organizational decision making, practices, and culture
  • Ensure valued-added partnerships with our human resources partners and products, including our PEO, outsourced recruitment and human resource business partners, and employee experience technology, with an eye toward agility and future growth
  • Oversee the organization’s total compensation and benefits policies and practices
  • Lead internal employee communications, in partnership with Compass’ marketing and communications team
  • Design and implement employee engagement strategies and initiatives to strengthen culture, promote diversity and inclusion, and build internal capacity
  • Identify and respond to talent gaps, in partnership with managers, to build bench strength for future organizational growth and development
  • Oversee full life cycle of employee engagement, including hiring and onboarding, performance assessment, succession planning and offboarding with a focus on hybrid office model
  • Design and oversee an approach to professional learning, including leadership and management practices that align with the organization’s goals and priorities
 Human Resources Systems, Administration, and Compliance
  • Ensure that Compass develops and maintains strong and compliant HR systems, processes, administrative records, and reporting
  • Provide oversight of payroll and benefits function
  • Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance
  • Ensure compliance with relevant local and national employment laws and regulations as Compass expands into new states
  • Oversee external HR related vendors and partners to ensure well-resourced and agile department focused on achieving organizational goals
  • Oversee performance management process to ensure employees receive frequent, clear, and actionable feedback that supports ongoing career development and strong organizational and manager engagement
  • Manage planning and budgets for HR services and employee benefits
General Administration
  • Lead Compass’ efforts to ensure employees have the tools and resources needed to thrive in a remote work environment and in our physical offices (once the hybrid model is implemented); act as point of contact for our Boston-based location at the Nonprofit Center and future office location in Philadelphia
  • Oversee Compass’ physical offices (once the hybrid model is implemented) in order to ensure a supportive work environment for Compass employees and a welcoming environment for Compass clients and guests
  • Oversee a Boston-based Administrative Associate with responsibilities for reception, facilities, and other administrative needs

 Qualifications

We seek a CHRO with a strong “roll-up-your-sleeves” attitude, entrepreneurial spirit, and excellent project management skills.  Competitive candidates will demonstrate a strong technical background in human resources and agility within a resource-constrained environment.

There are innumerable ways to learn, grow, and excel professionally. We respect this when we review applications and take a broad look at the experience of each applicant. We want to get to know you and the unique strengths you will bring to the work. This said, we are most likely to be interested in your candidacy if you can demonstrate the majority of the qualifications and experiences listed below.

  • Experienced Human Resources and Talent Management Leader: The CHRO will have demonstrated expertise in scaling human resources and talent management functions. This person will have an extensive background managing and developing Human Resources Teams. Highly qualified candidates will bring innovative and proven practices in building and supporting teams in a remote work environment.
  • Champion for Diversity, Equity and Inclusion: The CHRO will work across the organization to nurture a transparent, inclusive, and compassionate culture where all employees feel recognized and valued. The CHRO will uphold the values of equity and inclusion in all systems and policies of the organization.
  • Adept at Change Management + Continuous Improvement: The CHRO will bring a background of managing organizational change and staff development, with a focus on continuous improvement and insights into the impacts of these changes on the culture of an organization. They will have practical experience in communicating change to staff within the organization. The CHRO will have demonstrated success in a fast-paced, collaborative, and learning-oriented environment.
  • Relationship Builder and Collaborator: Critical to success in this role, the CHRO will be skilled at building and sustaining excellent relationships with a demonstrated ability to connect, build bridges and work collaboratively. This person will model passion for the mission, a respect for people and a commitment to moving the organization forward.
  • Strong Project Manager: The CHRO will be planful, task-oriented, and diligent in overseeing and managing projects and the staff and external consultants supporting the execution of those projects. The CHRO will employ strong cost and risk management skills, be comfortable making difficult decisions under pressure, seek the right solutions to the right problems, delegate when necessary and adjusts schedules, tactics and targets as needed.

Compensation & Benefits

This is an outstanding opportunity to contribute to a highly effective nonprofit’s executive team. Salary range for the role is $130,000- $155,000 and is commensurate with lived and professional experience. Compass’ comprehensive benefits include health, dental, and vision insurance, flexible spending accounts, paid parental leave, retirement savings, generous vacation, STD/LTD/Life Insurance, and paid professional development. Click here to learn more about benefits.

How to Apply

To apply to this position, please prepare a resume and cover letter to the attention of the Compass Working Capital CHRO Search Committee. Apply using this online portal.  For confidential inquiries or for assistance in completing the application, please contact search@positivelypartners.org.

Timeline and Hiring Process

We will review and respond to all applications received. While subject to change, candidates elected to advance throughout the process can expect to progress through a process that includes initial conversations with Positively Partners, an interview with the CEO and members of the Search Committee for finalists, and an interview day with staff.  Anticipated start date is November/December 2021.

Chief Operating Officer: Brandywine Health Foundation

POSITION OVERVIEW:  The COO will have a huge opportunity to drive significant social impact by co-designing and strategically deploying the operational infrastructure required to thrive as the foundation charts it’s path forward. The COO in partnership with the CEO will be responsible for facilitating change and growth across grantmaking, fundraising and strategic priorities while nurturing an aligned, integrated, and accountable culture.

The COO’s primary role is to drive investments in efficient, integrated systems (management, people, technology, etc.) and processes that support the diverse mission delivery needs of the Brandywine Health Foundation. This new role will directly oversee community investments and indirectly strategic programming (Integrated Services, Healthy Environment, and Community Voice) as well as ensuring functional teams and operations such as finance, database management, legal, risk, and compliance.

Responsibilities

Business Plan Development and Sound Judgment: Actively participate in the Think Tank Group strategic development of a 5-year Business Plan.  Serve as the lead writer in drafting the plan and accountable for its implementation and alignment with strategic priorities and business operations across grantmaking, fundraising and social impact.  Sets organizational operational goals that cascade across team members and functions.   Oversee the Brandywine Health and Housing Center Board of Director meetings and revitalization efforts.

Community Investments:  Collaborate with the CEO as a thought partner, board, and leadership team to set and articulate organizational mission aligned investing vision with short-medium and long-term objectives. Serve as the key team member in the administration and oversight of identified and board approved community investments requiring a strong finance background in collaboration with the finance committee. Support a hybrid Grantmaking and Finance Committee structure that aligns investment strategies, grantmaking and programs.

Business Acumen: Work in concert with the Financial Management and Human Resource Contractor to co-design and oversee robust resource allocation, operations and financial processes that support the foundation’s budgeting, forecasting, gift processing, grant and gift distribution and financial reporting needs (gifts, dashboards, accounts, grants, etc.).  Establish and lead execution of technology infrastructure systems for fundraising, grantmaking, program evaluation and Equity Plan.  Assess organizational administrative needs and implement and manage daily operations and new policies, procedures, and strategies to operate and communicate effectively and efficiently.  Support Board of Director meetings as requested.

Change Management Expertise: Evidence of solving challenges and problems to strengthen quality and system operations, and consistency that is required for leading others through sustainable change.

Regulatory & Compliance: Support legal counsel, insurance, and risk efforts.  Ensure adherence to organizational, federal, state, and local business requirements, enforcing compliance and taking action when necessary. Facilitate and oversee organizational contracts (IT, HR & Financial Management, Audit, Investment, Legal, etc.), grant agreements and program contracts.

Inclusive Culture: Create in inclusive team environment across fundraising, social impact and operations by embracing and demonstrating the foundation’s guiding principles and values.  Build authentic external key stakeholder relationships and partners to assist with the advancement of mission.

QUALIFICATIONS/ATTRIBUTES

A minimum of five years operational and financial management experience in a complex, nonprofit/foundation environment and preferred experience in social impact investing.

Master’s degree in Business Administration, Organizational Effectiveness or a related field is strongly desired.

Possess strong strategic and business planning acumen accompanied by strong financial management and grants and fund accounting abilities. Demonstrated record providing financial analysis for key strategy and investment decisions.

Strong understanding and working knowledge of database management systems and dashboard reporting such as Quickbooks, Microsoft Office Suite, donor, grantmaking and program database software and systems.

Exhibit strong operational skills while effective in creating and executing organizational Business Plans.

Effective in building and presenting accurate, complex, and complete information.

Sense of humor and positive relationship building skills.

Ability to successfully navigate and work in a fast-paced, outcomes-driven, and entrepreneurial environment collaboratively and independently.

Proven communication skills and ability to work effectively with a wide range of individuals while maintaining confidentiality.

OTHER JOB REQUIREMENTS: Regular car travel necessary.  Valid driver’s license and reliable auto with necessary insurance required.  Must be able to work a flexible work schedule including evenings and weekends. Ability to work in a hybrid working environment (Remote and in the Home Office). Must have ability to stand and sit for extended periods of time and occasionally lift items 15 pounds or more.

COMPENSATION

Competitive salary and benefits package.

About Us

The Brandywine Health Foundation, is a place-based public charity located in Chester County, PA.  Its mission is to advance a more equitable, resilient, and healthy Greater Coatesville community.    The foundation is embracing the launch of mission aligned investing and trust-based philanthropy grantmaking, while using a justice and equity lens in all efforts.  This has led the foundation to the development and implementation of a Business Plan and is seeking its first Chief Operating Officer (COO).

Apply for this job

All inquiries, please submit cover letter and resume to: dixie@brandywinefoundation.org.

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Chief Operating Officer: The Welcoming Center

The Welcoming Center (TWC) mission is to promote inclusive economic growth through immigrant integration. We seek to open doors of economic opportunity for immigrants of all education and skill levels and to build immigrants’ individual and collective agency to address barriers to integration and well-being. TWC does this through training programs focused on social, civic, and economic engagement which enhance skills and expand opportunities. TWC believes that immigrants broaden the productivity, profitability, and stability of this region and contribute to both Pennsylvania’s and the nation’s economic growth. Primary programs and initiatives include: Workforce Development, Entrepreneurship, and Community Engagement.

TWC is based in Philadelphia, PA. Check out the website: www.welcomingcenter.org.
We are seeking qualified candidates for the role of Chief Operating Officer to promote TWC’s mission through demonstrated operational leadership, strong personal conviction, and a record of accomplishment in team management. Reporting to the CEO, the Chief Operating Officer will have both internal and external facing responsibilities, ranging from partner and project management to administration and human capital. In this role, they
oversee Human Resources, Administration, Finance, Technology, and all program services, and will:
• Operationalize vision, strategic direction, and partnerships
• Set measurable and quantified impact metrics and lead teams to produce programs and services to meet them
• Build and maintain strong partner relationships
• Guide talent management and leadership development
• Share in knowledge dissemination, reporting, and communications

To be successful in this role, the following experience is required:
• Demonstrated success providing operational management
• Demonstrated success with strategic partnerships and new initiatives
• Experience establishing goals, objectives and measuring impact
• Strong team management and leadership development
• Experience partnering with the chief executive officer
• Comfort with ambiguity
• TWC is committed to Diversity Equity and Inclusion, and experience directly related to TWC mission is highly valued

Expected salary for this role is $100,000/year
Send expressions of interest by August 31st to:
Email: prose@leadrecruit.co

About Us

Founded in 2003, The Welcoming Center (TWC) mission is to promote inclusive economic growth through immigrant integration. We seek to open doors of economic opportunity for immigrants of all education and skill levels, and to build immigrants’ individual and collective agency to address barriers to integration and well-being. TWC does this through training programs focused on social, civic, and economic engagement which enhance skills and expand opportunities. TWC believes that immigrants broaden the productivity, profitability, and stability of this region, and contribute to both Pennsylvania’s and the nation’s economic growth. Primary programs and initiatives include: Workforce Development, Entrepreneurship and Community Engagement. TWC is committed to Diversity, Equity and Inclusion. Located in Philadelphia, PA, check out the website: www.welcomingcenter.org

Apply for this job

Please send all resumes to Priscilla Rosenwald at prose@leadrecruit.com. In the subject line please put “Chief Operating Officer.”

Executive Director: Green Building United

Green Building United (GBU) is seeking a dynamic and passionate executive director to drive the vision and build on our 20-year history working in the sustainable building and climate resilience movement in the greater Philadelphia region, including the Lehigh Valley and the State of Delaware.

Organization Overview

Formed in 2001, GBU’s mission is to foster transformative impact in our communities through green building education and advocacy. GBU is a 501c3 nonprofit organization with more than 500 members, and work areas divided among education, policy and advocacy, and strategic initiatives. GBU is funded through an even mix of memberships and corporate partnerships, major events, and grants and contracts. GBU is governed by a 20+ person Board of Directors and currently has five full-time staff. GBU’s staff works collaboratively and engages frequently with the Board and other volunteers.

Diversity, Equity, and Inclusion

GBU is committed to improving diversity and inclusion across the organization, including at the staff level, and strives to center equity and racial justice in our work. GBU can only realize its mission and goals effectively by achieving greater diversity – whether of race, gender, sexual orientation, economic, or ability – among the stakeholders who inform and engage with our work. GBU crosses different professional disciplines, many of which are not diverse, but we are committed to being a resource within this community, by continuing our anti-racism work.

Position Summary

Green Building United’s executive director is a strong leader and visionary who ensures the overall health, growth, and sustainability of the organization. The ideal candidate has experience interacting and collaborating with a broad group of stakeholders and can motivate others to successfully achieve common goals. Reporting to the Board of Directors, the executive director supports the creation and successful implementation of GBU’s strategic plan, including the organization’s Diversity, Equity, and Inclusion efforts and all annual work plans and progress reporting.

The executive director divides time between the following key responsibilities:

  • Managing HR and supporting all staff in creating a healthy workplace culture.
  • Supporting and advising the Board of Directors and all board committees.
  • Supporting the work of all GBU communities and volunteer efforts.
  • Overseeing the success of all education, advocacy, and strategic initiatives.
  • Fundraising/external relationship management with all sponsors, funders, and donors.
  • Representing GBU publicly including industry/conference presentations and media relations.
  • Financial management and operations including budgeting, accounting, and grants administration.

Qualifications

Ideal candidates for this position will share a commitment to sustainability and green building practices and will bring a variety of experiences and attributes to GBU, including:

Leadership

  • Effective leadership skills combined with an entrepreneurial approach and sound business judgment.
  • At least five years of experience in a supervisory capacity at a non-profit organization preferred, but leadership roles in other organizations or board capacities will be considered.

Fundraising and Development

  • Experience in fundraising on behalf of a non-profit with demonstrated success in soliciting sponsors, funders, members, and donors.
  • Knowledge of the principles and techniques of grant administration, including the ability to identify grant opportunities aligned with GBU’s mission.

Relationship Management and Communications

  • Ability to interact professionally and effectively with government officials, industry leaders, and key nonprofit partners ranging from trade associations to neighborhood organizations.
  • Excellent communication skills including effectively responding to all stakeholder groups in both written and oral form.
  • The ability to read, analyze, and interpret financial reports, legal documents, technical procedures, and governmental regulations.

Content Knowledge

  • Familiarity with the range of codes, standards, and programs that are relevant to GBU’s mission and regularly offered educational content.
  • Understanding of climate and sustainability policy at the state and local levels.
  • Environmental justice and equitable decarbonization experience.
  • Experience with or understanding of commercial real estate and building energy efficiency.

Skills and Abilities

  • Superior written and verbal communications skills.
  • Experience with building and managing strong teams.
  • Budgeting and financial management in a nonprofit setting.
  • Event planning and management experience preferred.

GBU’s office is in Center City Philadelphia. GBU staff are currently dividing time between working remotely and in-person in the main office. GBU promotes a healthy work-life balance by maintaining flexible schedules for all staff. Ability to work outside of regular business hours for events, and for occasional day travel to areas throughout our region, including the Lehigh Valley and State of Delaware, is required (personal car not required). Residency in the region, or ability to commute, is required.

Compensation and Benefits

This is a full-time position that offers competitive compensation commensurate with qualifications and experience, and excellent benefits including: health, dental, and vision, a 401k plan, commuter benefits, and access to a flexible spending account to pay for medical and dependent care expenses pre-tax. In addition, GBU offers paid time off and paid professional development opportunities.

 To apply, submit both your resume and a cover letter to hr@greenbuildingunited.org with the subject line “Executive Director.” Applications will be considered until position is filled.

Green Building United is an equal opportunity employer.

Vice President, Partner Success Team: Springboard Collaborative

About the opportunity

Springboard Collaborative invites talented and passionate candidates to apply for the position of Vice President of Partner Success. The VP of Partner Success will be responsible for leading a rapidly growing team of diverse and talented full-time and part-time staff to deliver consistently excellent program results with thousands of students and parent-educator teams across the country and throughout the calendar year. The leader in this role is responsible for ensuring that Springboard Collaborative programs: 1) put students on a path to read on grade level by 3rd grade, 2) equip parents to lean in as their children’s first literacy coaches and 3) support teachers to engage parents much more authentically in the process.

We ask all of this in a context of rapid growth and on the heels of significant programmatic iteration to meet the remote learning needs of pre-k to 4th grade students through COVID-19. Our Partner Success team needs a leader who can simultaneously drive toward immediate results, make decisions about the future with clarity and conviction, and honor the learning and experiences of everyone involved – students, families, teachers, partners, and our own team members.

A successful candidate will be a tenacious and values-driven leader of people and teams, an equity warrior, an outstanding integrator, and a data-driven manager.

The VP of Partner Success will report to the President and work as part of the Leadership Team at Springboard. This is a great opportunity to support an entrepreneurial team in maximizing the impact of a rapidly growing organization.

Diversity is more than a commitment at Springboard Collaborative—it is the foundation of what we do. We are fully focused on equality and believe deeply in diversity of race, gender, sexual orientation, religion, ethnicity, national origin, and all the other fascinating characteristics that make us different.

We believe that these diverse communities must be centered in our work. Hence, we strongly encourage applications from people with these identities or who are members of other marginalized communities.

Who we’re looking for:

  • Tenacious and Values-Driven Leader of People and Teams: You pursue goals with tenacity, especially when those goals stem from a belief that systemic inequities in reading skill and parent engagement must be disrupted and reversed. You’re a values-driven leader of people and teams. You consistently predict and consider the implications of your actions and your team’s actions, and work toward alignment between stated values and outcomes.
  • Equity Champion : You respect and honor the role of parents and families, particularly in the context of marginalized communities in the United States. You believe that the opportunity and achievement gaps in early literacy are a manifestation of opportunity gaps caused by systemic racism and classism with long-term consequences in the lives of children, and you act with conviction to support family-educator teams to provide opportunities so that students can read on grade level by 3rd grade. You consistently spot and mitigate the roles of racial bias as a systems leader.
  • Outstanding Integrator: You are able to take a variety of programs and programmatic components and lead efforts to build a coherent and sustainable path to long-term impact with our partners. You recognize the strengths of programs and leaders and are able to find paths forward that honor our strengths and directly address our weaknesses. You work thoughtfully and collaboratively with other members of the Leadership Team to ensure that all of our collective work adds up to extraordinary impact and experiences for students, families, and educators.
  • Data-driven Manager: You use data and primary source information to guide your leadership, management, and decisions. You help your team prioritize direct information from families and teachers in the program. You seek and review authentic work samples from your team rather than relying on anecdotal evidence. You use relevant details to inform your understanding of the big picture.

How you’ll accomplish this:

Leadership 

  • Actively contribute to Springboard’s Leadership Team, collaborating with other departmental leaders to co-create strategy and lead the organization towards executing that strategy.
  • Communicate vision and purpose such that departmental members understand and support the vision and the strategy
  • Coach and develop team leaders to bring out their best and augment their success
  • Integrate team functions and consider other functions across the organization in order to make strategic programmatic decisions; collaborate with leaders from other Springboard departments to think strategically short and mid term (3 months, 6 months, 9 months out)
  • Lead change management in a rapidly growing entrepreneurial organization; support and lead team members through change
  • Model behavior; establish and nurture team norms and culture that align with organizational values
  • Inform upward and across; ensure other departments and Springboard Leadership are informed of programmatic progress and challenges
  • Develop and maintain relationships with partners, peers, departmental members, and other departments

Management

  • Support team decision-making, delegation, quality management, planning, priorities, problem-solving, productivity, information flow, and productivity
  • Focus team on key priorities/projects; ensure planning and milestones are on track
  • Develop and improve processes for smooth coordination of work within and across departments
  • Hold first line managers accountable for their team’s work; support their management of their teams
  • Plan and facilitate weekly Partner Success Leadership Team meetings, weekly one-on-ones, and daily team check-ins
  • Conduct end-of-summer reviews for functional leaders on Partner Success Team
  • Enable strong hiring and onboarding of team members within all departmental functions

Program planning, implementation, and coaching

Springboard’s Partner Success Team has five program functions. The VP of Partner Success is responsible for supporting all five functions:

  • Program design: program planning in coordination with summer and fall partners
  • Program management: program implementation (direct management) of Springboard Summer, Springboard’s flagship program
  • Program coaching: program coaching of site-based Program Leaders implementing Springboard Learning Accelerator (SLA), Springboard’s light-touch, plug-and-play program
  • Teacher professional development: Teacher training for all summer and fall programs
  • Community support: Direct support of families participating in Springboard programs

Within each of these sub-functions, the VP of Partner Success will be responsible for programmatic outcomes:

  • Deliver the program such that partners meet KPIs; identify and use leading indicators to measure performance and adjust course to best support partners
  • Maintain persistence in the face of highly complex and/or adverse circumstances
  • Align departmental sub-function plans with company-wide strategy and operational processes

While this description is meant to provide a comprehensive overview of the responsibilities of the VP of Partner Success, we are seeking candidates who demonstrate flexibility and can adapt to evolving needs in an entrepreneurial environment.

Required skills, qualifications, and characteristics:

  • Minimum of a B.A./B.S.
  • 10+ years of total experience with two of three:
  • Manager of individual contributors
  • Manager of managers
  • Served on an executive team
  • Strong leadership and management skills, with experience managing individual contributors, managing managers, and leading complex functions
  • Proficiency in basic computer applications (Word, Excel, Google Suite) and ability to learn new systems

Desired skills, qualifications, and characteristics:

  • Experience in the K-12 education or nonprofit sectors
  • Teaching experience, educational sales, or fundraising–extra points for intersectionality!
  • Salesforce and Asana experience

Compensation

This is a full-time, exempt position offering benefits and a salary within the range of $150 – $200k, commensurate with Springboard Collaborative’s VP-level compensation band.

Benefits

At Springboard, we feel it is important to take care of our employees, which is why we offer a competitive benefit package. Some of these benefits include:

  • 4 weeks annually, prorated from the date of hire
  • 11 paid holidays, federal election day, birthday holiday, and two floating holidays according to Springboard’s Paid Time Off Policy
  • Dental, vision, life insurance, and short and long term disability insurance are 100% covered by Springboard
  • Cash Stipend available to those who waive healthcare coverage from Springboard
  • Annual technology allowance
  • Annual Professional Development allowance
  • Twelve weeks paid parental leave for those employed for at least six months

Location

Springboard Collaborative’s headquarters office is in Philadelphia, PA. Although applications are welcome from any location, preference will be given to candidates who live in or are able to commute to Philadelphia. Due to the COVID-19 pandemic, all Springboard Collaborative offices are closed for the time being.

About Springboard

Children typically spend 75% of their waking hours outside of the classroom, yet our education system does shockingly little to capture instructional value from that time. Parents’ love for their children is the single greatest—and most underutilized—natural resource in education.

Springboard Collaborative has cracked the code on activating and equipping low-income parents to teach at home. Since launching 8 years ago, we have grown Springboard’s reach from 40 to nearly 15,000 students across 22 cities and 700+ schools. Amidst rapid growth, Springboard consistently delivers best-in-class results. Students average a 3-4-month reading gain during each 5 or 10-week cycle, closing the gap to grade-level performance by more than half. Weekly family workshops average 91% attendance. Springboard’s work has recently been featured by Forbes, NPR, and the New York Times.

To apply

Visit this listing on our website to apply. Please note the application form will require you to submit a cover letter and resume.

Controller: The Food Trust

The Food Trust is a nationally recognized nonprofit dedicated to ensuring that everyone has “access” to affordable, nutritious food and information to make healthy decisions. Headquartered in Philadelphia, The Food Trust works with neighborhoods, schools, grocers, farmers, and policymakers across the country to develop a comprehensive approach to improved food access that combines nutrition education and greater availability of affordable, healthy food. More information about The Food Trust is available at www.thefoodtrust.org.

POSITION SUMMARY

The Controller is responsible for the daily accounting operations of the agency, to include the production of monthly financial reports (including comparison to budget), maintenance of an adequate system of accounting records, and maintenance of a comprehensive set of controls and budgets designed to mitigate risk, enhance the accuracy of the agency’s reported financial results, and ensure that the financial statements comply with generally accepted accounting principles and financial reporting standards.

The Controller will regularly communicate with management about budget variations and ensure that all grant/funding budgets are accurately entered into the agency’s accounting software system. This position will significantly participate in the department’s audit preparation process. This position has access to sensitive The Food Trust financial information and is expected to handle such information with integrity and professionalism.

The Controller will supervise members of the Finance team and will report directly to the Vice President of Finance and participate in departmental activities as necessary.

ESSENTIAL FUNCTIONS

·       Prepare monthly financial statements: ensure monthly close is completed by the tenth working day of each month, including analysis of actual results to budget; make recommendations for resolving budget variances as needed.

  • Cultivate a business partnership with program management staff: assist staff in the development and administration of their programs and budgets to ensure each project is meeting budget expectations.
  • Manage grant budgets: coordinate new grant kick-off meetings, ensure compliance with the rules and regulations administered by the grantor, oversee special audits conducted by the grantor.
  • Develop prospective budgets for new grant proposals
  • Ensure timely preparation of monthly bank reconciliations
  • Review and ensure the timely submission of payroll
  • Assist in the agency’s annual financial audit preparation
  • Manage relationship with broker for general and liability insurance
  • Direct the activities of the Accounting Associate and Senior Accountant
  • Work closely with Vice President of Finance on strategic projects
  • Serve as back-up for Vice President of Finance

KNOWLEDGE, SKILLS AND ABILITIES

  • Understanding of The Food Trusts’ mission, goals, and objectives.
  • Ability to work independently with a high level of energy and contribute as part of a larger team.
  • Strong understanding of and ability to adhere to generally accepted accounting principles.
  • Ability to compile and review financial data,  provide analysis, and make recommendations relating to trends, budget variations, and other related financial issues.
  • Proficiency with a variety of common software programs including Microsoft Office; ability to quickly learn accounting systems.
  • Ability to organize tasks in an efficient manner and follow-up and follow-through with strong attention to detail in a fast-paced environment.
  • Strong written and verbal communication skills and ability to communicate effectively with individuals and groups.
  • Strong interpersonal skills as demonstrated by courteous, cooperative, and professional interaction with diverse groups of co-workers, external business partners, vendors, funders, and financial institutions.

PHYSICAL DEMANDS

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 the essential functions.

  1. While performing the duties of this job, the employee will frequently stand; walk; sit; use hands to finger, handle, or feel objects, tools or equipment; reach with hands and arms; balance; talk or hear. The employee will occasionally climb stairs; stoop; kneel; crouch or crawl; taste or smell.
  2. The employee will spend a majority of time sitting at a desk working at a computer workstation keyboarding and performing routine clerical duties.
  3. The employee must be able to lift and/or move up to 25-pounds as needed.
  4. The employee will operate related office equipment and use necessary tools.
  5. Specific vision abilities required by the job include frequent reading and close vision; distance vision; color vision; peripheral vision; depth perception; and the ability to adjust focus.

WORK ENVIRONMENT

The work environment characteristics 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 the essential functions.

  1. The noise level in the work environment is usually moderate.
  2. Although work is primarily indoors, you will be required to travel outside to The Food Trust locations/special events.
  3. Position may require occasional trips to attend conferences seminars, and meetings.
  4. May require working non-traditional hours based on operational needs.

EXPERIENCE, EDUCATION AND LICENSURE

Minimum Experience:

3-5 years of accounting experience of continuing responsibility working with non-profits, grants and other funding sources is required.

Minimum Education:

BA/BS degree from an accredited college or university in Accounting. CPA or MBA is preferred.

SALARY/PAY RATE: The Food Trust offers competitive pay, a comprehensive benefit program, and a supportive, mission-driven work environment where you can grow and learn both professionally and personally and be part of a great team.

EMPLOYMENT CATEGORY: Full-time, Exempt.

JOB OPEN DATE: Immediately

To apply: Email your résumé and cover letter to jobs@thefoodtrust.org. Please reference “Controller” in the subject line. Applications are due on Friday, July 23rd

 The Food Trust adheres to the policy of providing equal employment opportunities to all job applicants and employees regardless of race, color, religion, sex, age, national origin, veteran status, disability or sexual orientation.

To apply: Email your résumé and cover letter to jobs@thefoodtrust.org. Please reference “Controller” in the subject line. Applications are due on Friday, July 23rd

Chief Human Resources Officer: Compass Working Capital

Build and lead an equity-focused human capital strategy at a leading, nonprofit financial services organization that promotes economic mobility and financial security for families with low incomes.

About Compass Working Capital

Anti-poverty programs in the United States provide critical, but insufficient, support to families with low incomes. If we are to end poverty and close racial and gender wealth gaps in our communities, we must support families to build the financial assets and capabilities needed to achieve their goals and dreams.

Since 2005, Compass Working Capital (“Compass”) has been working to do just that, by providing savings and financial coaching programs that support families with low incomes to build assets, achieve their financial goals, and become financially secure. Our vision is to build a leading, nonprofit financial services organization that promotes economic mobility and financial security for families with low incomes by influencing field-related practice and policy. Within the last decade alone, Compass clients, who are primarily women of color, have built over $8 million in savings across our programs in Massachusetts, Pennsylvania, Rhode Island, and Connecticut.

In late 2019, through philanthropic investment, Compass embarked on a strategic plan to significantly expand its national scope and impact. This investment provides Compass with the funding and support to ready the organization for greater impact by ending asset poverty for 220,000 families with low incomes by 2030. We envision a day when asset building is the norm, and not the exception, in our nation’s anti-poverty work.

About the Position

Reporting to the CEO and serving as a member of the Executive Team, the CHRO (“CHRO”) is responsible for leading the development and execution of our equity-focused human capital strategy. The CHRO will oversee all human resources areas, including talent management, compensation benchmarking and analysis, benefits and payroll administration, employee engagement and relations, compliance, and workforce and professional development planning. As a member of the Executive Team, the CHRO will ensure Compass continues to build a strong, diverse, and inclusive culture across today’s organization and with an eye towards future growth.

We seek a solutions-focused and collaborative problem-solver who has demonstrated alignment with Compass’ mission, either through lived, work, or volunteer experience with families with low incomes. The ideal candidate will be a hands-on Human Resources leader who seeks an opportunity to build the Human Resources function in a growing, entrepreneurial nonprofit. The CHRO will directly manage a Human Resources Manager and Administrative Associate based in Boston. This role reports to the CEO.

Compass’ national headquarters is in downtown Boston, and the organization has a growing field presence in Philadelphia. Staff primarily live and work across the northeast region and in Philadelphia. The CHRO can be based in Boston or Philadelphia.

To learn more about working at Compass, our values, impact, benefits, and commitment to Diversity, Equity and Inclusion, please click here.

Addressing Current and Future Needs

The urgency of Compass’ work has been underscored by the pandemic crisis, which has had a disparate health and economic impact on communities of color. At the same time, the crisis has accelerated the pace of innovation and entrepreneurship across the organization, particularly regarding talent development. Since March 2020, the Compass staff have been working fully remotely and providing financial coaching services for clients by phone and video. We are currently planning for a hybrid office model in which employees have flexibility regarding in person and remote work.

Responsibilities

Human Resources Strategy and Leadership
  • Develop and lead human resources planning and talent development strategy that is aligned with Compass’ vision, strategic plan, and values
  • Partner with the Executive Team to ensure that diversity, equity, and inclusion are primary in organizational decision making, practices, and culture
  • Ensure valued-added partnerships with our human resources partners and products, including our PEO, outsourced recruitment and human resource business partners, and employee experience technology, with an eye toward agility and future growth
  • Oversee the organization’s total compensation and benefits policies and practices
  • Lead internal employee communications, in partnership with Compass’ marketing and communications team
  • Design and implement employee engagement strategies and initiatives to strengthen culture, promote diversity and inclusion, and build internal capacity
  • Identify and respond to talent gaps, in partnership with managers, to build bench strength for future organizational growth and development
  • Oversee full life cycle of employee engagement, including hiring and onboarding, performance assessment, succession planning and offboarding with a focus on hybrid office model
  • Design and oversee an approach to professional learning, including leadership and management practices that align with the organization’s goals and priorities
Human Resources Systems, Administration, and Compliance
  • Ensure that Compass develops and maintains strong and compliant HR systems, processes, administrative records, and reporting
  • Provide oversight of payroll and benefits function
  • Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance
  • Ensure compliance with relevant local and national employment laws and regulations as Compass expands into new states
  • Oversee external HR related vendors and partners to ensure well-resourced and agile department focused on achieving organizational goals
  • Oversee performance management process to ensure employees receive frequent, clear, and actionable feedback that supports ongoing career development and strong organizational and manager engagement
  • Manage planning and budgets for HR services and employee benefits
General Administration
  • Lead Compass’ efforts to ensure employees have the tools and resources needed to thrive in both our physical offices and a remote work environment; act as point of contact for our Boston-based location at the Nonprofit Center and future office location in Philadelphia
  • Oversee Compass’ physical offices in order to ensure a supportive work environment for Compass employees and a welcoming environment for Compass clients and guests
  • Oversee a Boston-based Administrative Associate with responsibilities for reception, facilities, and other administrative needs

Qualifications

We seek a CHRO with a strong “roll-up-your-sleeves” attitude, entrepreneurial spirit, and excellent project management skills. Competitive candidates will demonstrate a strong technical background in human resources and agility within a resource-constrained environment.

There are innumerable ways to learn, grow, and excel professionally. We respect this when we review applications and take a broad look at the experience of each applicant. We want to get to know you and the unique strengths you will bring to the work. This said, we are most likely to be interested in your candidacy if you can demonstrate the majority of the qualifications and experiences listed below.

  • Experienced Human Resources and Talent Management Leader: The CHRO will have demonstrated expertise in scaling human resources and talent management functions. This person will have an extensive background managing and developing Human Resources Teams. Highly qualified candidates will bring innovative and proven practices in building and supporting teams in a remote work environment.
  • Champion for Diversity, Equity and Inclusion: The CHRO will work across the organization to nurture a transparent, inclusive, and compassionate culture where all employees feel recognized and valued. The CHRO will uphold the values of equity and inclusion in all systems and policies of the organization.
  • Adept at Change Management + Continuous Improvement: The CHRO will bring a background of managing organizational change and staff development, with a focus on continuous improvement and insights into the impacts of these changes on the culture of an organization. They will have practical experience in communicating change to staff within the organization. The CHRO will have demonstrated success in a fast-paced, collaborative, and learning-oriented environment.
  • Relationship Builder and Collaborator: Critical to success in this role, the CHRO will be skilled at building and sustaining excellent relationships with a demonstrated ability to connect, build bridges and work collaboratively. This person will model passion for the mission, a respect for people and a commitment to moving the organization forward.
  • Strong Project Manager: The CHRO will be planful, task-oriented, and diligent in overseeing and managing projects and the staff and external consultants supporting the execution of those projects. The CHRO will employ strong cost and risk management skills, be comfortable making difficult decisions under pressure, seek the right solutions to the right problems, delegate when necessary and adjusts schedules, tactics and targets as needed.

Compensation + Benefits

This is an outstanding opportunity to contribute to a highly effective nonprofit’s executive team. Salary range begins at $125,000 and is commensurate with lived and professional experience. Compass’ comprehensive benefits include health, dental, and vision insurance, flexible spending accounts, paid parental leave, retirement savings, generous vacation, STD/LTD/Life Insurance, and paid professional development.

How to Apply

To apply to this position, please prepare a resume and cover letter to the attention of the Compass Working Capital Search Committee. For confidential inquiries or for assistance in completing the application, please contact search@positivelypartners.org.

Visit the application portal at: https://careers.positivelypartners.org/jobs/1190375-chief-human-resources-officer?promotion=245735-trackable-share-link-neli

Timeline and Hiring Process

We will review and respond to all applications received. While subject to change, candidates elected to advance throughout the process can expect to progress through a process that includes initial conversations with Positively Partners, an interview with the CEO and members of the Search Committee for finalists, and an interview day with staff. Start date is September 2021.

EQUAL OPPORTUNITY STATEMENT

Compass Working Capital is an Equal Opportunity Employer. We consider applications for all positions, without regard to age, race, color, ethnicity, national origin, ancestry, creed, religion, gender, gender identity or expression, sexual orientation, citizenship, physical or mental disability, medical condition, genetic information, marital status, veteran status, military status, or any other characteristic protected by applicable law.

Compass Working Capital is committed to ensuring individuals with disabilities receive the accommodations required for them to interview for a position on our team. Should you require accommodations, please contact search@positivelypartners.org.

Executive Director – Fairmount CDC: Fairmount Community Development Corporation

The Executive Director is responsible for all daily operations of the Fairmount CDC and the implementation of the organization’s Strategic Plan and its neighborhood plans. This includes leading our various programmatic initiatives, identifying and securing new funding, managing external relationships, and administrative duties as necessary. In addition, the Executive Director is responsible for communicating to the Board and working closely with them to harness their leadership and expertise to move the Fairmount CDC’s Strategic Plan forward. The Executive Director manages 1 full-time staff, 3-4 interns a semester, and 3 independent contractors (communication, accounting, and street sweeping), and volunteers for ad hoc projects throughout the year.

ESSENTIAL FUNCTIONS

Board Administration

  • Lead monthly board meeting, biweekly exec board meeting, other committee meetings as scheduled
  • Monthly and annual financial oversight
  • Committee creation and management

Office Administration

  • Remain up to date on all insurance and D&O policies
  • Ensure all addresses, credit cards, auto-payments remain current
  • Run bi-weekly payroll
  • Collect mail, correctly document checks in Neon CRM system and deposit
  • Maintain office as needed

Staff Management

  • Create monthly work plans with Business Services Manager and Communication Manager
  • Run weekly Business Services and Communication meetings
  • Remain available remotely for any issues throughout the week
  • Manage street sweeping team with day-to-day needs

Development

  • Research grant opportunities
  • Apply for and manage recurring grants, including reporting and oversight
  • Research and apply for new grants
  • Manage Neon CRM system for development
  • Capital campaign/other fundraising goals

Events and Fundraising

  • Oversee and assist with general event management plans
  • Lead organization’s event planning efforts including
  • Work with board and staff to hit sponsorship goals
  • Sign all contracts and approve spending
  • Approve logistics and marketing plans put together by managers
  • Work with board to identify other fundraising opportunities

Real Estate Planning/Development

  • Continue the development of the Girard Avenue Business Resource Center (BRC)
  • Work with partner organizations on redevelopment/blight remediation in the neighborhood
  • Continue to develop Real Estate Strategy

Business Resource Center Planning & Implementation

  • Create business plan for BRC
  • Create implementation/launch plan for BRC
  • Oversee all financial aspects of coworking space

Survey Management/Analysis

  • Create surveys to facilitate neighborhood input when applicable
  • Evaluate and report on survey results
  • Monitor and report on analytics as requested

Volunteer Events

  • Schedule quarterly clean up events on Girard and Fairmount Ave
  • Schedule other volunteer events as needed
  • Delegate volunteer event management as appropriate

Miscellaneous

  • Responsible for managing numerous external relations with neighborhood groups, specifically Fairmount Civic Association, and key stakeholders within and adjacent to Fairmount
  • Build and maintain effective relationships with all elected officials

Salary

$55,000 – $60,000

Benefits

Fairmount CDC has a generous holiday and PTO schedule for employees.

APPLY:

Send your cover letter and resume to jobs@fairmountcdc.org.

Policy Director: The Philadelphia Association of Community Development Corporations (PACDC)

Together, PACDC and our members help create an equitable city where every Philadelphian lives, works, and thrives in a neighborhood that offers an excellent quality of life. Job Summary PACDC is seeking an experienced candidate to lead the PACDC Policy Team (which also includes the Executive Director, and the Health and Special Projects Manager) to advance a focused policy and advocacy agenda to expand and preserve resources for affordable homes and community development activities; improve systems and programs that enhance efforts to improve the quality of life in lower-income communities; and advance equitable development to ensure that lower-income residents and communities benefit from neighborhood revitalization.

This position reports directly to the Executive Director.

Responsibilities Policy Advocacy & Development • Develop and implement policy and strategies to support CDCs and promote equitable neighborhood revitalization in concert with the membership and allies. • Expand and coordinate the involvement of PACDC’s members and allies in our advocacy and public education efforts, including staffing committees. • Develop effective relationships with public officials and other advocacy organizations to support PACDC’s policy and advocacy activities. • Monitor, analyze and report on policies, programs and legislation that impact CDCs and the environment they work within. • Conduct research, write reports, and develop public education materials that support PACDC’s advocacy efforts. Communications & Messaging • Help develop and implement targeted public relations strategies around specific public policy issues, create opportunities for media coverage to better educate the public about key decision makers, and promote the programmatic work of PACDC and our members. • Create and maintain policy content on www.pacdc.org and social media. 2 Organizational Development & Support • Represent PACDC at events and to other organizations. • Participate in organizational operations as appropriate, including assisting with fundraising and reporting for policy work. • Oversee policy interns as necessary. • Participate in committee meetings of other departments such as Member Services to align the organization’s policy advocacy and member services work.

Skills and Experience The ideal candidate will have: • At least eight years’ experience in community development, community organizing, or related work. • Excellent written and oral communication skills, with the ability to inspire, motivate and persuade others. • Demonstrated experience in policy analysis, developing successful advocacy campaigns, and knowledge of grassroots organizing. • Familiarity with Philadelphia housing and neighborhood economic development programs, policy issues, and politics. • Experience with and ability to build relationships with Philadelphia public officials. • Demonstrated experience working collaboratively with diverse organizations and individuals. • Experience in media relations and communications. • Strong research skills. • Self-starter/ability to work independently and as part of a team. • Strong computer skills.

Salary

$65,000 – $75,000Salary range is $65,000-$75,000, commensurate with experience

Benefits

This is an exempt, full-time position. Salary range is $65,000-$75,000, commensurate with experience, with excellent benefits, including health, dental, life and disability insurance, generous Paid Time Off, Employer 401k contribution after one year of employment, professional development, commuter benefits, and a supportive working environment.

Please EMAIL a resume, cover letter summarizing your interest and qualifications, and a writing sample, with the subject heading “Policy Director” to: policyjobsearch@pacdc.org

PACDC is currently working remotely, so we are only accepting resumes via email. We will notify candidates that proceed to the interview stage, which will take place over Zoom. This position will be remote until we return to the office (date TBD).

PACDC embraces diversity, equity, and inclusion and is an Equal Opportunity Employer. We are committed to building a team that represents a variety of backgrounds, perspectives, and skills.