Category: Executive Level

The Women’s Opportunities Resource Center (WORC), a pioneering organization founded in 1993, seeks a dynamic and visionary Executive Director (ED) to lead its mission of enabling low-income individuals, primarily women and their families, to achieve financial self-sufficiency. WORC integrates business lending, self-employment training, and incentive saving into an asset-building approach. The organization, based in Philadelphia and serving surrounding counties, is a certified U.S. Treasury Community Development Financial Institution (CDFI) and Small Business Administration (SBA) Microloan Intermediary and 7(a) lender. WORC  has received numerous awards including the 2001  Presidential Award for Excellence in  Microenterprise Development: Poverty Alleviation, from the U.S. Dept of Treasury.

The incoming ED will drive the organization’s strategic initiatives, foster partnerships, and ensure the delivery of high-quality programs, with a heavy initial focus on enhancing internal operations.  This role is pivotal as WORC enters a new growth stage, with a comprehensive FY24-28 Strategic Plan guiding the way. The ED will work closely with the organization’s founder, who will stay on as Executive Chair of the Board, the Board of Directors, the management team,  and key external stakeholders.

Candidate Profile: 

Ideal candidates for the Executive Director (ED) position at WORC are seasoned leaders with over eight years of experience in community development, particularly within financial institutions or related non-profits; an understanding of Community Development Financial Institutions (CDFIs) is preferred. Highly desirable candidates will have at least four years of executive leadership experience, adeptly managing teams of 10+ staff members, and possess a proven track record in operations, fundraising, business development, and strategic planning/execution.  With a post-secondary or master’s degree in a relevant field, or equivalent professional experience,  favorable candidates will have strong financial acumen, a shared leadership approach to management, high EQ, and exceptional communication skills. They are proven relationship builders, able to foster meaningful connections with diverse stakeholders, and are committed to driving organizational growth and impact for underserved communities. The ideal candidate is also well-versed in navigating regulatory landscapes and market trends, with a passion for promoting financial self-sufficiency among low-income individuals and families.

Professional Characteristics: Required / Desired Skills

1. Demonstrated ability to inspire and lead teams, operationalize the organization’s strategic direction, and drive organizational growth and impact.
2. Extensive experience in community development, preferably within financial institutions or non-profit organizations focused on economic development, asset building, and financial inclusion.
3. Proven track record in executive leadership, managing middle management, and leading organizations with a staff of 10 or more.
4. Experience overseeing and enhancing day-to-day operations- including developing and implementing strategic and operational plans and SMART goals.
5. Skill in cultivating relationships with funders, identifying and securing new revenue sources, and achieving successful fundraising outcomes.
6. Strong understanding of financial services, budgeting, financial management, operations, and compliance within community and economic development contexts. Experience in Savings and Loan Policies and Processes.
7. Experience leading with an equity lens, ensuring innovative approaches to access to capital and promoting inclusive growth.
8. Exceptional skills in fostering trusting and meaningful relationships with staff, board members, donors, stakeholders, partners, and peers.
9. Excellent verbal and written communication abilities, capable of preparing and presenting information to diverse audiences.
10. Willingness to be available for nights and weekends to attend community events, conferences, and networking opportunities, with approximately 30% local travel required.

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About William Way LGBT Center The William Way LGBT Community Center (WWCC) has served the LGBTQIA+ community of Philadelphia and its allies since 1975. From social groups, networking events, and counseling and support services to art exhibitions and cultural experiences, the Center consistently strives to provide new and innovative programs for the LGBTQIA+ communities throughout Greater Philadelphia. Mission The William Way LGBT Community Center seeks to engage and support the diverse LGBTQIA+ communities in the Greater Philadelphia area through arts & culture, empowerment, and community connections. Vision We want all LGBTQIA+ people to feel safe, connected, and empowered. We strive to be a community center whose staff, management, and board reflect the vibrant and richly diverse communities we serve.

Strategic Priorities and the Build the Way Capital Campaign

Every member of the community is welcomed to the Center, because every single person within our community is William Way’s greatest asset. For almost 50 years, WWCC has been a resource and hub for the LGBTQ+ community and we are proud to have served and continue in that role. WWCC opens its doors for visitors and friends to forge alliances, share confidences, engage in new activities, and learn something new about our proud culture and history. The amenities of the Center include a 14,000-volume lending library, a world-class LGBT history archives, a public art and exhibition space, a brand-new cyber center and multiple community meeting spaces. WWCC is embarking on a daring and visionary project to transform and rebuild our existing community center into a more expansive, inclusive, colorful, and unabashedly queer space for all LGBTQIA+ individuals to gath-er, celebrate, learn, and find life-giving support. We are undertaking this historic effort by partnering with a diverse cross-section of community leaders, stakeholders, funders, WWCC members and more. Approximately $13.5M has been raised as part of the Build the Way Capital Campaign, with a goal of securing $27M.

Position Overview:

An Opportunity To Create Chief Development Officer (CDO) oversees the evaluation, execution, strategy, and expansion of the William Way LGBT Community Center’s comprehensive development and communications program. Reporting to the Executive Director, the CDO is a key leader and a member of the senior leadership team supporting the development and capital campaign committees of the Board of Directors, and managing a team of five individuals with the opportunity to grow the team. The CDO is responsible for leading all fund development, marketing, and communication activities to ensure the successful operations and fulfillment of WWCC’s strategic programmatic goals and initiatives. As part of the strategy, the CDO will set, monitor, evaluate and report on goals for revenue and sustainable growth including capital, planned, and operations gifts of six and seven figures. This CDO guides new relationship cultivation and nurture an existing portfolio and will steward both new and returning government, foundation, and other funding sources including events. The CDO also sets the strategic direction for WWCC’s fundraising and communications. The CDO works closely with the Executive Director and Chief Operating Officer and is responsible for ensuring all annual fundraising and communications goals are met. In addition, the CDO will collaborate with other members of the management team, especially in finance and programs, to ensure open dialogue and effective reporting. The CDO stays informed about trends in philanthropy, fund development, and nonprofit management and will provide counsel to the ED, Development & Capital Campaign committees and the Board of Directors to facilitate policy making and recommend policy positions. The CDO will ensure compliance with all relevant regulations and laws, maintain accountability standards for donors, and adhere to codes of ethical principles and standards of professional conduct for fundraising executives. Our next CDO will create and support a rewarding work environment for staff and volunteers to raise the stability and sustainability of the development function. Our next CDO will also be familiar with all aspects of the Center’s programs and client base to help identify and pursue new funding and marketing opportunities.
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Salary: At least USD $85,000 / year

Organization Overview:

For over 35 years, the Legal Clinic for the Disabled (LCD) has worked to empower low-income people with disabilities and the deaf and hard of hearing in the Philadelphia region by providing free legal representation to overcome legal obstacles that would otherwise affect clients’ independence, health, or quality of life. LCD is headquartered in Center City, and our practice areas include family, housing, planning documents, public benefits, and social security law. Through LCD’s Medical-Legal Partnership Initiative, staff work directly with medical partners at multiple sites across Philadelphia, and through our Housing Initiative, LCD actively participates in the Philadelphia Eviction Prevention Project. Additionally, we conduct general telephone intake and hold Community Legal Outreach Clinics. Last year alone, LCD served over 1,900 clients and more than 2,000 additional household members, furthering our mission to foster inclusion, independence, and justice for all.

Position Overview:

The Legal Director reports to the Executive Director (ED) and is responsible for working with the ED to provide leadership to ensure that LCD achieves its overall mission and annual objectives. The Legal Director leads, manages, and supports legal personnel who provide direct client representation and serves as lead counsel or co-counsel in major litigation. The Legal Director also oversees the development and dissemination of legal information (e.g., cases, statutes, and regulations) to provide support to the legal team and assure staff knowledge remains up to date.

Responsibilities:

Leadership:

• Participates in the agency management team and functions as Acting ED when the ED is absent or otherwise unavailable
• Participates in annual development of LCD’s areas of work
• With the ED, establishes program benchmarks and recommends improvements; develops standards for reporting, accountability, and measuring success; and makes program development recommendations to the ED
• Participates in planning and applying for LCD fund diversification, including grant writing and review

Legal Team Management:

• Day-to-day leadership and oversight of the agency’s legal work and legal team members;
• Leadership and oversight of the agency’s advocacy work
• Participates in regularly scheduled meetings with all legal team members
• Engages in legal work on behalf of clients and maintains a personal case load
• Establishes procedures for each step of LCD’s direct services of clients beginning with intake, determining which cases LCD will take based on resources, and the distribution of cases to staff
• In conjunction with the Supervising Attorney, oversees MLP operations at each site, including referral forms and processes, provider trainings, and staffing
• Supervision of attorney case work and court appearances when the Supervising Attorney is otherwise unavailable
• Works with staff to establish annual goals/expectations and conducts 6-month check-ins with staff regarding goals/expectations
• Works with the ED to recruit and hire legal team members
• Oversees orientation and training of new legal team members
• Files impact litigation
• Identifies experienced practitioners to provide mentoring for staff attorneys in new practice areas and other counties
• Oversees the pro bono arm of LCD’s direct services

Program Development and Evaluation:

• Coordination of in-service trainings for staff, including both substantive legal issues as well as skills-based trainings
• Oversees data collection, including setting uniform data points, storage, outcome measures, and client authorizations
• Coordinates with the Supervising Attorney and staff attorneys across MLP sites to share best MLP practices
• Coordinates with the Housing Director to ensure compliance with expected deliverables and outcomes

Community Involvement and Systemic Advocacy:

• Oversees LCD attendance at specific Philadelphia Bar Committee monthly meetings, task force group meetings, and MLP cohort meetings
• In coordination with the ED and Housing Director, cultivate and maintain relationships with regional legal services agencies to identify areas for collaboration;
• In coordination with the ED, identifies areas to target for policy advocacy and impact litigation;
• Oversees submission of abstracts to regional and national conferences regarding the MLP model, LCD’s MLP Initiative, and LCD programs.

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SALARY RANGE: $120,000-$125,000 (position level & salary commensurate with education & experience)

The Delaware Valley Regional Planning Commission (DVRPC) is the Philadelphia region’s Metropolitan Planning Organization. We believe DVRPC is a place to work, learn, and create a career in a professional and stimulating environment that values diversity, innovation, and bringing your best self to work. If your background and experience match the following vacancy, we would like to hear from you.

DVRPC seeks an Associate Director of Climate Strategy to coordinate the integration of climate action, including mitigation and adaptation, across multiple divisions of DVRPC. This new position will report to the Director of Community Planning. This high-level position requires advanced professional work with management, supervisory, and administrative responsibilities for several technical planning offices; a progressive approach and vision for integrating climate data, research, planning and programs into DVRPC’s work; and leadership in instilling collaboration across the agency. In addition, this position is charged with assisting upper management with administrative and compliance duties and commission-wide tasks.

Candidates should demonstrate deep knowledge and experience with issues around climate change, climate mitigation, and climate adaptation and resilience. As this is a growth area for DVRPC, the candidate should possess a vision of what role DVRPC can play in this space, how climate priorities can be integrated into metropolitan planning processes, how current processes can be evaluated or organized through a climate lens, and how best to integrate the work across functional units, including transportation and regional planning. The ideal candidate should also bring an understanding of the key partners working on climate in the region, including their needs and challenges. The candidate should also bring ideas and experience in best practices around community engagement and messaging about climate action.

Candidates will oversee the majority of work in the Offices of Climate and Environment and Sustainable Energy. Most staff currently working in those Offices are expected to report either directly or indirectly (whether Manager level or other) to this new Associate Director (AD), though some staff may remain reporting to the Livable Communities AD. Final organizational structure will be determined based on the candidate’s experience and expertise.

Beyond overseeing specific offices, additional responsibilities include managing consultant contracts for climate-related work, including DVRPC’s Clean Energy Transition Plan and Regional Resilience Landscape Assessment, working closely with the relevant DVRPC project managers; providing oversight and guidance on the MSA-wide Comprehensive Climate Action Plan, working closely with staff and stakeholders; providing guidance on DVRPC’s NREL Clean Energy to Communities Technical Partnership; and researching peer regions’ best practices in climate action. The candidate will support their staff by giving direction and oversight to a wide variety of climate planning and programming activities.

Other assignments include direct involvement in the development of DVRPC’s annual Unified Planning Work Program (Work Program), monthly progress report review, product review, participation in monthly Directors’ meetings, and outside partner coordination and relationship management. The candidate should be forward thinking and enthusiastic about coordinating with staff on the progression and integration of climate action into DVRPC’s planning work.

Assignments are performed in accordance with overall agency policies and professional standards. Work will be reviewed by the Director of Community Planning, with input from the Executive Director, and possibly other Directors, as appropriate, through meetings, coordination activities, and the evaluate of results.
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