Executive Director: Homeless Advocacy Project


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.


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
● 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
● 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

● 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.


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

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.


  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.


    Reports to the Executive Director

    Direct Reports: Grant Writer, Events Manager


    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


        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.

Apply Now

Director of Advancement: Cornerstone Christian Academy


Cornerstone Christian Academy is a faith-based, non-denominational, co-educational, urban Christian school serving children in Kindergarten through 8th grade. Established in 1988, Cornerstone is an ACSI/Middle States-accredited independent school with a current enrollment of 162 students. Cornerstone is located in the Kingsessing neighborhood of southwest Philadelphia, among the city’s most economically disadvantaged communities. Through individual and corporate giving, most students receive annual scholarship support of up to 80 percent of tuition. Amid a strong charter-school presence, Cornerstone is committed to being a curriculum-driven, high-performing, technologically proficient school with a strong emphasis on responsive classroom practices and social emotional learning.

Mission and Vision

The mission of Cornerstone Christian Academy is to educate children in an environment that provides the highest standards for academic achievement and spiritual development. The vision of Cornerstone Christian Academy is to be a model urban Christian school where students are grounded in faith, shaped with Christ-like character, and equipped with knowledge and skills to excel in high school, college, and throughout life.

Philosophy of Education

The educational philosophy of Cornerstone Christian Academy reflects our vision of a learning, serving, worshiping and witnessing community that is in partnership with families to develop children to their highest potentials: spiritually, intellectually, physically, emotionally, socially, culturally, and morally (Deuteronomy 6:4-9, Luke 2:40, 52). We believe all children are children of God and that God has a good and hopeful plan for each child (Jeremiah 29:11).


Reporting to the President/CEO, the Director of Advancement is responsible for setting the strategy for all aspects of advancement and philanthropy at Cornerstone Christian Academy (CCA), building lasting relationships with donors, and overall attainment of key fundraising targets/goals. The Director is responsible for all elements of CCA’s philanthropic activities, notably the design, development and execution of all fundraising-related efforts, including campaigns (annual and capital), all aspects of donor relationships, planned and endowment giving, and development efforts that successfully maintains current donors and builds new donors.

The Director will build and manage an Advancement team by setting clear objectives, providing regular feedback and encouraging open and ongoing communication both within the Advancement office and with other key departments. The Director will support Board level committees and collaborate with other senior school leaders to advance the mission of the school by identifying, attracting and securing non-tuition revenue in support of the school’s financial sustainability.

Specific Responsibilities

  • Lead all aspects of the school’s Advancement efforts, including donor identification, cultivation and solicitation; management of the Annual Fund; cultivation of major, planned and endowment gifts; building the foundation for future capital campaign efforts; alumni and community-wide relationship development and stewardship; and major event planning and execution.
  • Work with the President/CEO, Advancement staff, Advancement Committee, and the Board of Trustees to establish and implement a cohesive and forward looking Advancement strategy that is aligned with the school’s strategic plan, fosters a community-wide culture of philanthropy, and provides a revenue stream that significantly contributes to the financial sustainability of the school.
  • Establish the direction for, and manage all aspects of, school fundraising efforts, including goal setting; annual and capital campaign execution; donor stewardship; alumni and parent relations and activities; and philanthropic financial reporting and analysis.
  • Collaborate as a strategic member of the President’s Administrative Council, contributing to the overall vision, strategy and leadership of the school. Collaborate with all Advancement Team members and Administrative Council members, notably Marketing/Communications and Admissions to ensure that all programs are aligned with CCA’s advancement strategy and incorporates a philanthropic perspective.
  • Maintain a portfolio of businesses to discover, cultivate, solicit and steward through the process of soliciting a gift for the Educational Improvement Tax Credit (EITC) Program and the Opportunity Scholarship Tax Credit (OSTC) Program.
  • Provide oversight of the recording, acknowledging and reporting of contributions, including monthly development reports. Collaborate closely with the Director of Finance and Operations to ensure the accuracy and timeliness of all financial records related to CCA fundraising.
  • Nurture and maintain a highly collaborative relationship with the President/CEO, Board Chair and individual Board and Advancement Committee members, supporting them in all of their fundraising responsibilities and accompanying them on donor visits when appropriate.
  • Coordinate with the Admissions and Marketing/Communications under the direction of the President/CEO regarding public relations efforts and keep the media informed of school news including student accomplishments, special programs, alumni functions and other events.
  • Serve as staff support for the Advancement Committee of the Board of Trustees and attend the meetings of the Finance Committee. Set and maintain high quality standards for the enlistment and stewardship of board and volunteer leadership in the advancement program.


The Director of Advancement must believe in the mission and vision of Cornerstone Christian Academy. The Director of Advancement must model Christian ideals, work to inspire colleagues and constituents and strive to build a long-term sustainable strategy for the school. The ideal candidate is an experienced fundraising strategist and relationship builder with a history of innovation in fundraising and donor development to support the future of Cornerstone Christian Academy. The successful candidate will be a relationship builder and visionary thought leader who can productively leverage the contributions of others. The Director of Advancement should have the ability to communicate the mission and successes of Cornerstone to the community at large. 


  • An appreciation and passion for the mission of Cornerstone Christian Academy with a deep-rooted commitment to Christian values.
  • Minimum of 5 years of experience in advancement, with a proven record of success securing major gifts and building development program infrastructure.
  • Proven experience developing solicitation strategies and a track record of success identifying, cultivating and soliciting major gift level donors, including sophisticated, high-net-worth individuals.
  • Broad exposure to all facets of development, including data management and analysis, annual giving, major gifts, planned giving, corporate and foundation relations and capital campaign planning and implementation.
  • Ability to cultivate, grow and maintain excellent donor relations while identifying opportunities to work with foundations, businesses and government agencies.
  • Visionary and strategic planning capabilities to be applied toward the development of an innovative fundraising program, and the leadership necessary to ensure its successful implementation.
  • Strong interpersonal skills with demonstrated ability to build, foster and maintain positive relationships with both internal and external constituencies including administrators, faculty, trustees, volunteer leaders, students and donors.
  • Ability to articulate a Christian philosophy of education that recognizes the need for appropriate programs to serve a range of students’ needs, interests and enrichment.
  • Excellent presentation and public speaking skills complemented by a demonstrated ability to interact with diverse personalities and situations with ease and grace.
  • Superior communication skills to express, orally and in writing, Cornerstone Christian Academy’s mission, vision, and goals with clarity, passion, and persuasion.
  • Possess a sense of humor, positivity, and a spirit of generosity.
  • Willingness to listen, to learn, and to grow professionally as well as personally.
  • Experience with diversity and can demonstrate a high degree of cultural competency.
  • Proficiency with Microsoft Office; experience with Customer Relationship Management (CRM) databases; eTapestry preferred.
  • Bachelor’s degree required; advanced degree is a plus.
  • Willing and able to travel periodically; must be available to attend events after work hours or on weekends as needed.

For inquiries, nominations and applications, please contact:

Tara Sweeney, Partner

610-924-9100 · tsweeney@lambertassoc.com

Human Resources Director: Big Brothers Big Sisters Independence


JOIN A FORWARD-THINKING ORGANIZATION THAT HAS BEEN PROVEN TO MAKE A POSITIVE IMPACT ON CHILDREN’S LIVES. Big Brothers Big Sisters Independence (BBBSI) is proud to have achieved a 4-star rating by Charity Navigator, their highest level of distinction. BBBSI is the largest BBBS agency in PA/NJ and fourth largest in the nation. Our mission is to build and support one-to-one relationships to ignite the biggest possible futures for youth. We also strive to strengthen the youth mentoring field through collaboration, training and technical assistance, data collection, and advocacy.


Reporting to the COO, the Director, Human Resources acts as a strategic business partner to senior leadership on a variety of issues, including leadership development and talent management.  They will cultivate relationships to ensure that HR delivers value, service excellence and operational efficiency. They must be a deft communicator, fostering respect, trust, and collaboration among team members, and possess the ability to manage through change with flexibility and poise.


Leadership, Management, and Accountability

  1. Provide leadership and expertise for the full scope of Human resource functions, including talent management, HRIS, new-hire on-boarding and orientation, credentialing, compliance, employee benefits and compensation, employee relations, legal compliance, wage and hour (FLSA), ADA and FMLA compliance, workers compensation & unemployment administration, HRIS and recordkeeping administration, employee/supervisory training/development; performance management and HR policy development; payroll support
  2. Lead, manage, and inspire one direct report – Manager, Human Resources (Generalist) – toward accountable, goal-based outcomes with emphasis on a) Staff Recruitment, Hiring, Onboarding b) Compensation & Benefits Design/Administration & Payroll and c) Staff Engagement, Performance Management, and Training
  3. Develop annual individual & department goals and objectives; develop and monitor annual HR budget for HR related services and staff
  4. Maintain in-depth knowledge of changing employment regulations; implement policies, procedures and systems to ensure federal and state regulatory compliance and any impending changes; manage federal/state reporting (i.e., EEO, workers compensation, OSHA); ensure all notices and policies are communicated and updated; monitor tracking and prepare reports required for compliance
  5. Serve as primary contact for employment attorneys and Human Resources related government agencies; manage relationships with benefit brokers, obtaining and providing competitive and cost effective employee benefits plans and programs; ensure benefit plan orientations and training
  6. Identify and manage key metrics and analytics to support decisions driving the people agenda for the business. Accountable for ensuring legal and legislative compliance at all times

Organizational Development & Training

  1. Provide guidance and expertise in organization structure and design to ensure support of the short- and long-term goals of the organization. Support leadership on change management initiatives
  2. Provide counsel and leadership to develop training programs that align with Agency strategy and needs. Lead development of organizational training plan, acquire or create content where appropriate, deliver internal trainings, and monitor/evaluate success
  3. Develop and manage new hire orientation and onboarding
  4. Track survey data for training programs and orientation/onboarding; compile best practices data for improvement
  5. Maintain knowledge of industry trends and best practices in workforce development and change management. Assesses organizational need and recommends staff development for the organization

Talent Management & Acquisition

  1. Work with leadership to identify development needs, workforce challenges or talent gaps, and collaborate to develop solutions that address needs and support organizational development, effective talent management, and employee retention
  2. Coach and develop the leadership and management team to work cohesively and effectively, building on their management capabilities and ensuring that they improve the performance and output of their own people resources
  3. Lead talent acquisition for all staff positions, with emphasis on positions at the Director level and above. Interview management- and executive-level candidates, up to final selection
  4. Design and implement external candidate marketing and proactive recruitment programs. Anticipate strategic issues, understand and identify trends and best practices, implementing value added solutions
  5. Develop and maintain relationships with key employment agencies, placement firms, and recruiting job boards
  6. Work with Executive Leadership to review and enhance wage and salary policies and practices

HRIS/Payroll Systems

  1. Manage relationships with relevant technology vendors; maintain a human resource information system and implement other technology and procedural improvements to streamline the HR function
  2. Oversee payroll system, reporting, systems management, and inquiries
  3. Work with HR Generalist on all issues and day-to-day agency and Finance support

Employee Relations & Performance Management

  1. Provide performance management guidance to supervisors and support them in carrying out their responsibilities on all employee matters (coaching, mentoring professional development, disciplinary actions, terminations)
  2. Manage and resolve complex employee relations issues; where applicable, conduct effective, thorough and objective investigations
  3. Manage employee communication and legal issues, and ensure legal compliance
  4. Monitor Performance Management delivery and compliance
  5. Provide coaching and recommendations to management and leadership teams on employee relations and performance management issues
  6. Conduct employee exit surveys and interviews, track trends, and make recommendations to leadership


JOB QUALIFICATIONS: Bachelor’s degree required, preferably in Human Resources, Business, Psychology; Master’s degree in HR or business-related field preferred

Professional: Minimum of 10 years of comprehensive Human Resources management experience, with a minimum of 5 years supervisory experience, required. Prior experience leading an HR function in a non-profit, preferred. Deep understanding of current HR trends in compensation, benefits, and performance evaluation frameworks and fluency with primary HR functions.  Understanding of best practices and experience in building inclusive and engaged workplaces; cultural awareness and sensitivity with lens on racial and gender equity.  Demonstrated ability to foster trust & teamwork among direct reports, peers and throughout the organization. Ensure the professional development for all direct reports. Strong verbal, written communication skills, excellent interpersonal skills.  Able to work well with individuals at all levels, both within and outside the organization.  Able to successfully manage multiple tasks, projects and priorities simultaneously

Personal Attributes:  Demonstrate leadership, dedication, and an interpersonal savvy that helps establish effective relationships and an appropriate rapport with people; attentive and active listening skills; results/outcome oriented; approachable, organized; and demonstrate sound judgment in a leadership capacity.  Function well in a fast-paced environment, display a strong level of commitment and enthusiasm, demonstrate flexibility, and team player.  Motivated to help deliver the core mission.  Our best employees 1) set the bar high 2) are intentional and thoughtful about their choices 3) collaborate as a means to community solutions 4) are positive, can-do, and solution-oriented 5) embrace diversity, equity, and inclusion, and 6) are accountable and get it done


Cover letters and resumes can be submitted online at: http://bbbsi.gatherdocs.com/.  Note: only those applicants believed to be viable candidates for this opportunity will be contacted. No phone calls or 3rd party solicitation please.

BBBSI promotes a culture of inclusion and seeks talented staff from diverse backgrounds.  BBBSI is an Equal Opportunity Employer and does not discriminate on the basis of race, color, sex, sexual orientation, gender identity, religion, national or ethnic origin, age, disability, veteran status or any other legally protected factor.

About Us

Big Brothers Big Sisters Independence Region is a donor-supported organization that enriches, encourages and empowers children to reach their highest potential through safe, one-to-one mentoring relationships.

Our Mission

Big Brothers Big Sisters Independence Region’s mission is to provide children facing adversity with strong and enduring, professionally supported one-to-one mentoring relationships that change their lives for the better, forever.

By partnering with parents/guardians, volunteers and others in the community we are accountable for each child in our program achieving:

o    Higher aspirations, greater confidence, and better relationships

o    Avoidance of risky behaviors

o    Educational success

Our vision is that all children achieve success in life!

National research has shown that positive relationships between Littles and their Bigs have a direct and measurable impact on children’s lives. By participating in our programs, Little Brothers and Sisters are:

o    More confident in their schoolwork performance

o    Able to get along better with their families

o    46% less likely to begin using illegal drugs

o    27% less likely to begin using alcohol

o    52% less likely to skip school

Apply for this job

Apply Now

United Methodist Communities: Vice President of Philanthropy

United Methodist Communities (UMC) seeks an innovative and collaborative individual with a minimum of seven years of effective fundraising and leadership experience in diverse, high-impact development programs. The Vice President of Philanthropy will manage a portfolio of top donor prospects and provide leadership and guidance, in conjunction with the CEO, to the UMC Foundation and UMC Boards, as well as lead and oversee the work of the Foundation team. Further, the Vice President will partner with the site Executive Directors and leaders to build community-level relationships and increase engagement with local leaders, families, and residents. Preference is given to those who have managed fundraising efforts spanning multiple geographic sites, with significant leadership experience in fostering an organization-wide culture of philanthropy.

United Methodist Communities offers a competitive salary for this exempt position and a comprehensive benefit package, including medical, dental, vision, life, and supplemental insurance coverage, a 403b retirement plan with employer match, tuition reimbursement, and paid time off, including nine holidays.

United Methodist Communities is an equal opportunity employer and does not discriminate on the basis of race, color, gender, religion, age, sexual orientation, national or ethnic origin, disability, marital status, veteran status, or any other occupationally irrelevant criteria.

Specific Requirements Include:

  • Significant experience in securing funding from individuals, corporations and foundations.
  • Knowledge of and expertise in various major and planned gift instruments, and a proven track record of successful marketing of such instruments.
  • Demonstrated ability to work successfully with board members and other volunteers, as well as civic and business leaders, in a collaborative manner.
  • Proven ability to develop a highly productive, effective staff team.
  • Working knowledge of Bloomerang software.
  • Bachelor’s degree required. Master’s degree and/or CFRE preferred.
  • Seven years of progressive fundraising experience required. Experience with a faith-centered and/or senior living organization preferred.


To assure confidential tracking of all applicants, no applications will be accepted via email. ALL INQUIRIES WILL BE HELD IN STRICT CONFIDENCE.

This search is being managed by Heather Eddy, President and CEO, and Kiana Martin, Project Coordinator of KEES. Questions may be addressed to kmartin@kees2success.com.

KEES is an executive search firm that builds transformative nonprofit teams and leaders. Founded in 2013 as an expansion of Alford Executive Search, KEES partners specifically with nonprofit organizations to provide an array of executive search, leadership development, interim staffing and human resources services and support. For more information about KEES, please visit www.kees2success.com.

United Methodist Communities is driven by principles of faith and its charitable mission to serve seniors of all faiths, backgrounds, and needs. UMC lives its mission daily: Compassionately serving in community so that all are free to choose abundant life. For more information, please visit https://umcommunities.org/.

IMPaCT Assistant Director: Penn Center for Community Health Workers

About the position:

If you want to lead expansion and continued quality of a transformational healthcare program to improve health disparities in the Philadelphia region, this is the job for you! We have developed IMPaCT, a nationally-recognized, evidenced-based Community Health Worker (CHW) modelthat has served more than 10,000 patients in Philadelphia. Given interest in the program, weare looking to hire a committed, collaborative individualto provide leadership and management for growth, drive quality improvement to ensure we continue to provide the best care, and help shape population health programs within Philadelphia and Penn Medicine. This is a key leadership role in a fast-growing organization

About the organization: Penn Center for Community Health Workers (chw.upenn.edu) is a center of excellence for CHW research, patient care and dissemination. CHWs are trained laypeople, hired from local communities, who provide social support, advocacy and navigation to lower-income patients. Our IMPaCT model, which has been featured onNational Public Radio and in the New York Times, is scientifically proven to improve primary care access, chronic disease control, and mental health while reducing hospital days by 65%. More than 1,000 organizations have accessed our tools and we are currently working with more than three dozen organizations across 18 states tocreate, launch and sustain effective CHW programs. We are part of the University of Pennsylvania Health System, which provides competitive salaries and exceptional benefits, including an annual tuition benefit.

Key Duties and Responsibilities:

•Oversee operations and performance outcomes at a large clinical site (e.g., inpatient and outpatient programs present) or program level (e.g., all inpatient or outpatient operations).

•Supervise a staff of Managers/Sr. Managers and CHWs to ensure continued quality of outcomes for 1,000 patients each year.

•Analyze data on a regular basis and identifyopportunities for improvement. Develop and implement performance improvement plans.

•Cultivate and evaluate opportunities for expansion inPhiladelphia and Penn Medicine.

•Represent the Center in major health system initiatives related to population health and the social determinants of health.

Minimum Requirements:Required Education and Experience:

•A Bachelor’s Degree is required; a Master’s is preferred.

•5+ years of leadership experience in organizations focused on improving the lives of lower income individuals is required.

•8+ years of experience in a management role with a track record of achieving program outcomes and developing high performing staff is required

To Apply:

Send cover letter and resume to Terry Mittelman(terry.mittelman@pennmedicine.upenn.edu) with subject line “IMPaCT Assistant Director.” Please label attachments as follows: Lastname Firstname_ACcoverletter” “LastnameFirstname_ACresume” Materials can also be faxed to 215-243-3254, attention Terry Mittelman

Vice President of External Relations & Development: African American Museum in Philadelphia

Position Summary:

Vice President of External Relations and Development, providing strategic and operational leadership for its philanthropic initiatives. The Vice President of External Relations and Development will join the Museum’s Executive Team at an exciting time, as the Museum is poised to undertake an ambitious capital campaign and execute a new strategic plan. The Museum plans to diversify its revenue sources through the engagement of individuals and by increasing support from major foundations and corporate partners. The key to the Museum’s success will be heightening its public image and broadening its circle of support. The successful candidate will have a full commitment to the Museum’s mission, the growth of its resources through support from diverse sources, the management of capital campaigns, and the strategic advancement of its brand.  The candidate must be a dynamic self-starter with the ability to provide leadership support the realization of the Museum’s long-term development vision.

The Vice President will partner with the President & CEO and Board of Directors and will work closely with other members of the Executive Team to increase philanthropic support and sustain it at a level that will enable the Museum to continue to achieve its mission and vision. Reporting directly to the President & CEO, the Vice President of External Relations and Development will provide leadership and strategic oversight for the Museum’s comprehensive fund development program to continue to build annual support and to ensure the success of its campaigns as well as cultivate, solicit, and steward transformational gifts to further secure the Museum’s future.

The Vice President is responsible for leading the Museum’s annual, capital, and endowment fund development efforts to secure financial and in-kind support from key donors and prospects at the local, regional, and national levels. The incumbent will have oversight responsibility of the fund development function and will provide leadership in the cultivation, solicitation, and stewardship of high-end major individual, corporate, and foundation gifts.

Collaborating closely with the President & CEO, the Vice President will implement a comprehensive and multifaceted donor-communication and stewardship strategy ensuring donor satisfaction. The Vice President will lead the Museum-wide commitment to fully utilize technology and software systems to increase and monitor fundraising opportunities. The Vice President will work closely with the President & CEO to forecast the Museum’s potential development revenue capabilities and project strategic long-range fund development plans and specific strategies to successfully secure these resources. S/he will have strong working relationships with the Board of Directors and Executive Team colleagues.

Principal Duties and Responsibilities:

  • Spends approximately 60% of time cultivating high-end individual, corporate, and foundation donors and prospects; manages a portfolio of prospects and donors, with primary responsibility for cultivating, soliciting, and stewarding these relationships using a high level of visibility.
  • Creates, implements, and refines a Museum-wide action plan for identifying, cultivating, soliciting, and stewarding major donors and prospects that allows the Museum to actively achieve the strategic initiatives set forth in annual, capital, and endowment campaigns, along with any informal campaign plans.
  • Effectively staffs the President & CEO in his role as chief fundraiser for the Museum, matching the President & CEO with the Museum’s top donors and prospects in an appropriate strategy for engaging these donors and prospects in the Museum’s mission and vision.
  • Provides strong leadership to the Development Coordinator, Grant Manager/ Special Projects Coordinator and other development staff and volunteers, ensuring that individual responsibilities are well-defined and communicated while also encouraging a team environment. Identifies and mentors key Museum staff as development resources in presenting their areas of expertise to donors. As needed, identifies underperforming members of the Development Team staff and designs corrective strategies including corrective action plans, exit strategies, and terminations.
  • In collaboration with the President & CEO, works closely with the Board of Directors, Executive Team, and Campaign leadership to identify funding priorities in order to plan and implement comprehensive campaign strategies and accomplish team goals.  Establishes a communications plan to keep the Executive Team and Board of Directors current on fundraising strategies, activity, and results.
  • Creates, implements, and refines audience development plans for acquiring, renewing, and upgrading donors, members and prospects with and through the Museum’s software.
  • Oversees special events and cultivation activities to raise funds, engage donors and partners, and build the Museum’s image.
  • Oversees the development of a comprehensive portfolio of communication materials for donor identification, cultivation, solicitation, and stewardship support.
  • Conducts business-related travel as needed.

Candidate Profile:

The Vice President of External Relations and Development will be a bold thinker and a strategic, yet “hands-on” executor, who will establish and lead a best-in-class development program. S/he will be results-oriented with exceptional strengths in communication and relationship-building. S/he will have earned a reputation for effectiveness in partnering with a CEO and Senior Executive Team and will be able to guide and lead others. The Vice President of External Relations and Development will have significant and proven leadership and management experience in a complex organization with multiple internal and external constituencies.

The ideal candidate will have the following personal competencies and characteristics:

Expertise in Development: The Vice President of External Relations and Development will be an experienced leader in the field of development with a measurable track record of success. S/he will have demonstrated expertise in the cultivation, solicitation, and closing of high-end gifts tied to a multi-year fundraising strategy, with a particular focus on capital campaigns. To succeed with her/his responsibilities, s/he will flourish in a diverse and high-achieving environment and will be energized by the prospect of leading the Development Team, designing and implementing processes, and integrating best practices. S/he will have strong data and analysis orientation and a proven ability to use metrics to drive development decisions and achieve strategic objectives.

Relationship-building and Communication: The Vice President of External Relations and Development will be skilled at building and sustaining excellent relationships at multiple levels and with varied constituencies including individuals, Board of Directors, members, administrative colleagues, donors, and volunteers. S/he will be a confident and articulate communicator with the ability to work fluidly across all levels. The Vice President of External Relations and Development will have an inspirational approach to building collaboration and buy-in and generating support from stakeholders. S/he will be a charismatic, high-energy leader who can talk with anyone and successfully convey the Museum’s objectives to express the mission and fund-raising goals with clarity, passion, and persuasion. As a proactive communicator, s/he will engage with the President & CEO, Board of Directors, and the Executive Team regularly for collaborative planning and implementation.

Executing for Results: This leader will be skilled at building the Museum’s reputation for high performance and accountability for results. S/he will be committed to development leadership with a broad knowledge of institutional advancement, major gift identification, cultivation, solicitation, and stewardship. S/he will utilize proven management strategies and best practices to build the Museum’s Development Department, manage its staff members, measure results and report outcomes.

Brand Development: The Vice President of External Relations and Development will help the Museum build its brand and reach through the development of collateral materials, special events, and cultivation activities.

Qualifications, Skills and Abilities Required:

A bachelor’s degree in fund development, business, education or related field is required. The Vice President of Development will have at least eight years of fundraising/advancement experience.  Management experience is preferred.

Physical Requirements And Working Conditions:

Must be able to remain in a stationary position for extended periods of time operating a computer and other office productivity devices such as a calculator, telephone, and copy machine. Must be able to adapt to high pace environments occasionally moving/lifting lightweight equipment and other work-related objects up to 25lbs. May have to work late nights, weekends and in outdoor weather.

Expected hours: 37.5 per week

Education Level:
A bachelor’s degree in fund development, business, education or related field is required. The Vice President of Development will have at least eight years of fundraising/advancement experience.  Management experience is preferred.
To Apply

Please send your resume, references and cover letter to hr@aampmuseum.org

Director of Operations & Development: Center for Emerging and Visual Artists

With of mission to cultivate, nurture, and advance the careers of emerging visual artists while simultaneously expanding opportunities for the public to discover and connect with art, CFEVA’s services raise the profile of Philadelphia’s professional artists, foster artistic experimentation and innovation, and showcase how vibrant artistic communities boost civic engagement. Through fellowships, residencies, educational outreach, regional exhibitions, professional development, and city-wide events, CFEVA provides artists with the tangible resources needed to develop viable and sustainable careers.


CFEVA was founded by the late Felicity R. “Bebe” Benoliel in 1983 as the Creative Artists Network, and has transformed over the last 35 years into one of the region’s leading service providers for artists. The organization recently crafted a new Strategic Framework, which will guide the organization’s endeavors to remain at the forefront of the intersection between art and community and the region’s obvious resource for navigating a career in the visual arts. Goals include:


  1. Assure programs and services are relevant and responsive to visual artists. CFEVA’s goal is to make Philadelphia a hub for working artists.
  2. Enhance our relationships with individuals, peer organizations, area universities and colleges, and the business community to strengthen our resource network.
  3. Strengthen internal capacities to ensure CFEVA’s business model remains agile. After reconfiguring and growing the current staff, CFEVA will investigate a permanent solution for its physical space needs, with a goal of being in a new home by 2022.

Position Overview 

The Director of Development and Operations provides the leadership, strategic direction, management and coordination of CFEVA’s Development and Operations functions. Part of a two-person organizational leadership team, this position works in close collaboration with Program staff and reports directly to the Board of Directors. As CFEVA’s Chief Fundraiser, the Director of Development and Operations will spearhead all Development efforts, including cultivating and stewarding individual, corporate, government and foundation relationships with a goal to secure diverse streams of contributed revenue. This position also helps to raise the visibility of CFEVA’s mission with external constituents while balancing CFEVA’s business operations.

Roles and Responsibilities 

  • Craft and execute an annual Development plan that includes identifying, cultivating, soliciting, and stewarding individual and institutional relationships.
  • Manage individual donor campaigns, including growing the Collector’s Circle leadership annual giving program, driving Annual Fund efforts, and securing major gifts through special appeals.
  • With support from interns and program staff, spearhead foundation and government grant-seeking efforts, including research, strategy development, proposal preparation, budgeting and reporting.
  • Identify and secure corporate relationships through CFEVA’s custom exhibition program and for exhibition and event sponsorship.
  • In partnership with the Development Committee, plan and implement CFEVA’s annual fundraising benefit—the CFEVA Art Party—including crafting the event theme, securing sponsorship and individual Host Committee support, managing vendor relationships, and coordinating logistical details.
  • Coordinate other special events, including Collector’s Circle events, POST fundraisers, and cultivation activities, and serve as a welcoming body at all CFEVA events.
  • In partnership with the Executive Artistic Director, craft a vision for CFEVA’s Marketing and Public Relations platform.
  • Guide program staff in executing digital marketing and social media efforts, draft and distribute press releases and media advisories, and track media impressions.
  • Actively prepare for and participate in all Board meetings and serve as the primary liaison to the Finance, Development and Executive Committees. Maintain positive Board relationships. Support the Board recruitment process.
  • Supervise a part-time Bookkeeper and co-manage program staff and interns.
  • Working with the Board Treasurer, Finance Committee, and part-time Bookkeeper, manage CFEVA’s financial systems, with a keen eye on A/R, A/P, and cash flow projections. Gather material in preparation for the annual audit, distribute 1099s and W-2s. Draft the organization’s annual operating budget.
  • Manage CFEVA’s benefits program, including serving as primary contact for the organization’s healthcare, dental, Simple IRA, and payroll providers. Document internal policies and procedures and ensure the CFEVA Handbook for Employees is followed. Annually renew CFEVA’s insurance policies

The Ideal Candidate 

CFEVA is a dynamic, fast moving organization that values creativity and innovative thinking while fostering strong teamwork and mutual respect among its staff and Board. The ideal candidate possess outstanding interpersonal skills, is enthusiastic, detail-oriented and a quick learner, and is able to tackle many projects at one time. They have a passion for the arts and possess the credibility and industry savvy to build rapport with many different kinds of constituents. This person is adaptable and flexible, able to effectively work under pressure, possess good judgment, and is willing to take a fresh approach to produce quality work.

Skills and Qualifications 

  • Strong communication skills with the ability to craft persuasive oral and written presentations.
  • Experience developing and implementing effective strategies.
  • Good leadership, including the ability to clearly and fairly set expectations, inspire confidence and commitment, and address challenges head-on.
  • Strong negotiation and advocacy skills.
  • Demonstrated success working with individual donors, foundations, corporations, and government agencies, with a proven track record of securing major gifts.
  • Strong business and financial acumen with the ability to understand and work with budgets, adhere non-profit funding requirements, assess financial management issues and interpret the organization’s fiscal health for the Board and key stakeholders.
  • Exceptional organizational skills with strong attention to detail.
  • Proficiency with Donor Perfect or similar CRM and Microsoft Office Professional Suite. Knowledge of QuickBooks a plus.

This position requires a BA (MA preferable) and a minimum five years of experience in managing and building a fundraising program in a nonprofit environment, preferably in a cultural arts organization.

Competitive salary commensurate with experience, and full benefits package. EOE. To apply, please submit a cover letter and CV or resume, three writing samples, and references to jessica@cfeva.org.

Education Level:
This position requires a BA (MA preferable) and a minimum five years of experience in managing and building a fundraising program in a nonprofit environment, preferably in a cultural arts organization.
To Apply

Competitive salary commensurate with experience, and full benefits package. EOE. To apply, please submit a cover letter and CV or resume, two writing samples, and references to jessica@cfeva.org.

Executive Director: Pennsylvania Coalition of Public Charter Schools

The Executive Director has the responsibility for the organization’s consistent achievement of its mission. In order to fulfill that responsibility, it is expected that the successful candidate for thisposition will have the competencies to be successful in four areas of concentration.
• Effectively advocating to assure that legislation and administrative policies provide accountability, transparency, and equitable treatment and funding for all forms of K-12
public education
• Driving to establish high standards of performance and consistently strong and fair authorizers for all charter schools
• Providing support to help member schools improve, with the goal of having every charter school in Pennsylvania become a high-performing public school relative to the mission for which the charter school was created
• Creating a strong and sustained financial base for the organization.

Desired Competencies, Experience, and Education
• The maturity, confidence, composure, and presence to effectively build relationships and promote policies and standards with legislators, legislative staffs, members of the
Governor’s office, the Department of Education, peers in other states, and the print and electronic media
• Knowledge of the issues and challenges facing education reform and school choice, the national charter landscape, and K-12 education
• A high level of integrity and the ability and tact to work effectively with persons across the entire political spectrum, and the entire public charter sector
• Superb listening and oral and written communication skills, including the ability to tailor and convey ideas and positions as a spokesperson for charter schools to a wide range
of constituent groups through position papers, press releases, print and electronic media interviews, testimonies, and social media
• The ability and integrity to promote an equity strategy to ensure racial and gender equity in education, often afforded through charter school enrollment, as well as working with experts and other relevant organizations to help execute this goal and ensure stakeholders view PCPCS as an effective and inclusive advocacy organization
• The skills to develop, maintain, and support a strong Board of Trustees and facilitate Board and Leaders Council involvement in PCPCS actions
• The ability to work with the Board to obtain a strong and continuing financial base for the organization. This includes demonstrated skills in working with individuals and
foundations to raise funds, including writing and organizing grant proposals, and business development skills in working with charter schools to ensure relevance, growth,
and sustainability of the organization
• Demonstrated skill to develop and implement sound financial practices and ensure good fiscal and fiduciary responsibility, stewardship, and accountability
• An entrepreneurial spirit, including the abilities to initiate actions, seek appropriate and timely guidance, and achieve amazing results with limited resources; this includes being proactive relative to the aspirations of the organization as well as reactive to its immediate needs
• The ability to work with charter school leaders to provide the type of experiences and training needed to improve the operation and performance of their schools and ensure
ongoing programmatic excellence
• Legislative, advocacy, and legal experience combined with political savvy to understand the legislative, legal, and philosophical complexity of the charter school movement and
its opposition
• The ability to react rapidly to continually changing legislative, legal, and media needs
• The ability to ensure compliance with all applicable federal, state, and local laws and regulations
• At least 3 years of leading and managing organizations during periods of political uncertainty
• Bachelor’s degree required; advanced degree preferred; degrees in education a plus


About Us

The Pennsylvania Coalition of Public Charter Schools (PCPCS) is the largest, oldest, most inclusive, and most effective charter school organization in Pennsylvania. PCPCS is dedicated to achieving choice for parents, quality for children, and accountability for taxpayers through advocacy in the legislature, litigation in the courts, operational improvement in charter schools, and educational understanding in the media. PCPCS is a 501c3 organization which is governed by a Board of Trustees, comprised of at least
eight charter school leaders (currently 11) and at least two other persons not directly affiliated with a charter school but with special expertise or passion for children that benefits the charter movement (currently four). The charter members of the Board are elected by the 20-memberLeaders Council, which is elected by the member schools, and represents all geographic areas of the state and all types of charter schools. The other members of the Board are elected by the Board. Members of the Leaders Council also serve as advisors and sounding boards for actions of and positions taken by PCPCS. There are more than 165 brick-and-mortar charter schools and 14 cyber charter schools in
Pennsylvania serving 143,000 students and representing about 8% of all the children in K-12 public schools in the state. The number of students in charter schools has almost doubled in the past decade – and there are still tens of thousands of children on waiting lists to get into a charter school.

Apply for this job

The review of applications will begin immediately and continue on a rolling basis until the position is filled. However, for best consideration, applications should be submitted electronically by Monday, August 10, 2020. Applicants should include a cover letter introducing you to the Board of Trustees, explaining your interest in, and qualifications for, the position, and addressing what you see as the strategic priorities of the organization, along with a resume (max. 3 pages) and a list of three or more references who can offer insight into your abilities through their professional interactions with you. Upon initial review of those documents, the Search Committee will then ask preferred candidates to submit a document outlining his or her proposed strategy and communications priorities (more details to follow at that time). After reviewing those submissions, the Committee will conduct one or more rounds of interviews. All documents should be sent to PCPCS at pachartersed@gmail.com. PCPCS will require appropriate and valid background checks and clearances from all finalists for this position, and the hiring decision will be contingent on the results of those checks and clearances. The Pennsylvania Coalition of Public Charter Schools is an equal opportunity employer and welcomes a pool of candidates that is diverse in every way

Executive Director: Al-Bustan Seeds of Culture

Al-Bustan Seeds of Culture is seeking new leadership as its Founding Director will transition from her role by the end of 2020 (read more about this transition here).

The Executive Director reports to the Board of Directors and is responsible for the organization’s administration and implementation of its strategic direction, as well as managing its staff and programs. Other key responsibilities include fundraising and oversight of marketing and community outreach.


1) Mission and Strategy Fulfillment: works with board and staff to ensure that the organization’s mission is fulfilled through programs, community outreach, and strategic planning, with responsibility for:

  • Envisioning and implementing Al-Bustan’s programs that carry out the organization’s mission (program implementation includes planning with staff, monitoring progress, assessing impact, and adjusting scope as necessary)
  • Envisioning and managing the implementation of Al-Bustan’s marketing campaign and communication strategy
  • Enhancement of Al-Bustan’s presence in the city and beyond by cultivating partnerships and collaborating with other professional, civic, and private organizations
  • Strategic planning to ensure that the organization can successfully fulfill its mission into the future

2) Operations: oversees and implements appropriate resources to ensure that the operations of the organization are appropriate, with responsibility for:

  • Effective administration of Al-Bustan’s operations
  • Hiring, retention, and management of competent, qualified staff
  • Overseeing independent contractors
  • Signing all notes, agreements, and other instruments made and entered into and on behalf of the organization

3) Financial Performance and Viability: develops resources sufficient to ensure the financial health of the organization, with responsibility for:

  • Fiscal integrity of Al-Bustan to include submission to the Board of a proposed annual budget and quarterly financial statements which accurately reflect the financial condition of the organization; overseeing preparation of 990 tax returns and liaising with accountant and auditor on all financial matters
  • Prudent fiscal management to include operating within the Board approved budget (currently around $500,000), ensuring maximum resource utilization, maintenance of the organization in a positive financial position, and reviewing/maintaining necessary insurance policies
  • Fundraising (grants, individual giving, corporate sponsors, earned income) and pursuing other resources necessary to support Al-Bustan’s mission

4) Board Governance: works with the Board in order to fulfill the organization’s mission, with responsibility for:

  • Leading Al-Bustan in a manner that supports and guides the organization’s mission as defined by the Board of Directors
  • Communicating effectively with the Board and providing, in a timely and accurate manner, all information necessary for the Board to function properly and to make informed decisions

Professional Qualifications Required:

  • Fluency in speaking, reading, writing Arabic
  • 7 to 10 years of senior non-profit management experience
  • Demonstrated transparent and high integrity leadership
  • Excellent writing, public speaking, and interpersonal communication skills
  • Deep knowledge of Arab culture, arts, and history
  • Financial management skills in budget preparation, analysis, decision-making, and reporting
  • Strong organizational skills in planning, program development, staff/volunteers/board motivation
  • Experienced in fundraising strategies and donor relations unique to non-profit sector
  • Ability to convey a vision of Al-Bustan’s strategic future to staff, board, volunteers, and donors

Professional Qualifications Preferred:

  • Experience in living or traveling in the Arab region
  • Advanced degree in Arts Administration, Education, Social Services, or related fields
  • Familiarity with Philadelphia’s arts and culture sector

About Us

Rooted in Arab arts and language, Al-Bustan Seeds of Culture offers artistic and educational programming that enriches cross-cultural understanding and celebrates diversity. “Al-Bustan,” Arabic for “The Garden,” is a non-profit 501(c)(3) that serves youth and adults of all ethnic, religious, and socio-economic backgrounds, while supporting the pursuit and affirmation of Arab American cultural identity and playing a constructive civic role within broader American society.

In December 2019 Al-Bustan moved to a storefront location at 3645 Lancaster Avenue in West Philadelphia. This new administrative and programming hub enabled us to cultivate relationships with neighboring residents and business owners of Powelton and Mantua. We envision creating a welcoming cultural place for all by partnering with cultural, social service, and other neighborhood organizations. As the pandemic forced the closing of our hub since mid-March, our team has been working remotely and pursuing alternative means of implementing programs and engaging with community members outdoors and online, until it is deemed safe to re-open our hub.

Apply for this job

Qualified candidates can submit cover letter, resume, and 3 references to Board of Directors via email: AlBustanBoard@gmail.com