Author: Job Poster Account

The Organization

The 360 Group, in partnership with MS&S Search, is pleased to announce our latest search: President for the Community Foundation for Southwest Washington!

As the regional force for charitable good, The Community Foundation for Southwest Washington (CFSWW) has granted over $220 million since its inception. In its effort to serve donors and invest in the communities of Clark, Cowlitz, and Skamania counties since 1984, the Foundation has attracted assets under management that now total over $345 million. Marked growth over the past decade has enabled CFSWW to address growing needs and disparities through increased donor and community engagement. It follows that its generous donors, experienced staff, and valued nonprofit partners have evolved and further honed their practices to thoughtfully assist the entire region. CFSWW is poised to seek a new President who will enthusiastically steward and build on CFSWW’s successes.

Position Overview

The Community Foundation for Southwest Washington seeks an accomplished leader who will provide dynamic, forward-thinking leadership to promote CFSWW’s goals, implement the Board-identified policy directives, cultivate charitable giving, continue to empower staff, and steward the role of CFSWW as an inclusive convener throughout the region. They will serve as the key spokesperson and face of CFSWW to its grantees, donors, civic, community and state leaders while they will support Board and staff to be visible in philanthropic activities throughout Southwest Washington. The new President will have a broad-based mix of experiences to promote philanthropy, attracting new donors and giving to increase the size and impact of CFSWW, developing and deepening durable coalitions, and continuing to advance CFSWW’s role in community leadership and advocacy. They will further position the  organization to listen to and lift the voices of the broadest cross-section of region’s residents, unifying and engaging all in developing sustainable solutions for their communities.

How To Apply

All applications are held in strict confidence. See position description.  Please submit your credentials and a letter of interest via email to the attention of Melissa Ulum, Managing Partner. Applications will be reviewed on a rolling basis, though earlier applicants may receive priority consideration. To be considered, MS&S Search encourages all interested candidates to submit their applications promptly to:

Melissa Ulum, Managing Partner
Melissa@MSSsearch.com
MS&S Search

Portland, OR
503.730.7615

The Organization
The William and Flora Hewlett Foundation has been making grants since 1967 to help solve social and environmental problems at home and around the world. The Foundation concentrates its resources on activities in education, the environment, gender equity and governance, performing arts, and philanthropy, and it makes grants to support disadvantaged communities in the San Francisco Bay Area.  The Foundation’s assets are more than $9 billion, with annual awards of grants and gifts totaling more than $400 million.  A fourteen-member Board of Directors provides overall direction for the Foundation.

Position Overview
The Grantmaking, Learning, and Operations (GLO) team focuses on maximizing the impact and effectiveness of, and learning from, grantmaking at the Hewlett Foundation. This position represents a unique opportunity to join one of the sector’s most innovative grants management team structures, bringing together Grants Management and Organizational Learning.

Grants Officers in the Hewlett Foundation are respected resources, thought partners, and project leads. They partner with program teams and collaborate closely across administrative functions to facilitate the grantmaking process and achieve foundation goals. They also engage across the Foundation by leading cross-organization projects, committees and initiatives, and engage at all levels in the organization. From developing tools and processes, to implementing systems and advancing best practices, the Grants Officer plays a pivotal role in all grantmaking activities and has a valued voice in all aspects of the Foundation’s work.

The ideal candidate will be a top-notch project manager and problem solver with a consultative approach to working with and across teams. This role requires individuals who can balance strong attention to detail with a relationship-focused approach to working with people. While prior grants management experience is not required, the team is seeking professionals who are adept at strategic thinking and bring a systems and data mindset to their work.

The position is based in Menlo Park, CA and the salary range starts at $130,738.

The Organization

Perigee Fund is a philanthropic organization established in 2018 to focus on the early relationships between babies and caregivers, which are the foundation of healthy early development and later life outcomes. Pregnancy and an infant’s first few years of life is a time of immense change, and all families experience new sources of stress during this time. Respect and resources are most essential for Black, Indigenous, and families of color who bear the additional weight of generational trauma, racism, and poverty. When supports and relationships wrap around families, they can more easily tap into the power of joy, strength, healing, and connection. Perigee Fund centers efforts on prenatal-to-age-three families affected by trauma and toxic stress, which are magnified by racial, economic, and gender injustice. With grantmaking and programmatic investments of $25M per year, Perigee Fund focuses on Washington State and national efforts.

Position Overview

Perigee Fund is in search of an Associate Program Officer who will support projects across the team’s work, focused on promoting social and emotional development, healthy parent-child relationships, and parent wellbeing. The role will work across disciplines such as early childhood public policy, home visiting, healthcare, public health, early learning, and community mental health. The APO will bring experience in practical research, an entrepreneurial drive, and a commitment to listening, learning, and problem-solving alongside partners. They will be a thoughtful and committed analyst, skilled at project management. The APO will be a credible and effective representative for Perigee, interested in engaging diverse stakeholders, moving fluidly between community, policy, academic, clinical, and philanthropic settings.

QUALIFICATIONS OF THE IDEAL CANDIDATE

The ideal candidate brings deep commitment to Perigee’s mission and a strong background in project management. They will be detailed-oriented, willing to learn, and bring a collaborative style to the Perigee team. Key qualifications include:

• Minimum five years of experience, ideally with some experience in a nonprofit or philanthropic setting.
• Knowledge about and/or interest in early childhood systems, community health systems, and the impact of adverse childhood experience and historical trauma are desired.
• An understanding of the forces that create systemic inequities and systemic racism.
• A degree in health, policy, social work, or a relevant field is preferred. Other types of professional experience and lived experience are also highly valued.
• Demonstrated success in project management and coordination in a complex environment.
• Strong organizational skills and exceptional attention to detail. Ability to multitask and meet deadlines and demonstrated resourcefulness in setting priorities. Capacity to work both independently without close oversight and as a team player who will productively engage with and support others.
• Orientation toward stakeholder engagement and empowerment and a drive to balance and redistribute power through philanthropy.
• Strong relationship building and interpersonal skills.
• The ability to give and receive constructive feedback, and a desire to learn and grow.
• Excellent writing, editing, and analytical skills. Ability to collect, review, synthesize, disseminate, and present information and findings to broad and diverse audiences.
• An optimistic outlook and the humor, integrity, and patience necessary to work within an environment where change is expected, and all team members are asked to help define Perigee Fund’s values, culture, strategy, and operations.

The Associate Program Officer will report directly to the Director of Programs. The salary range for this position has been set at $75,000 – $90,000 and includes a comprehensive benefits package. The position is based in Seattle, Washington.

How To Apply

More information about Perigee Fund may be found at: perigeefund.org

This search is being led by Cara Pearsall, Christine Domingo, and Catherine Seneviratne of NPAG. Due to the pace of this search, candidates are strongly encouraged to apply as soon as possible. Candidates may submit their cover letter, outlining their interest and qualifications, along with their resume via NPAG’s website.

Perigee Fund is an equal opportunity employer and proudly values diversity.

Candidates of all backgrounds are encouraged to apply.

The Organization

Position Overview

University of California, Riverside

Vice Chancellor for University Advancement

The University of California, Riverside seeks an experienced, inspiring and relationship-oriented advancement leader to join its executive team as its next vice chancellor for university advancement.

As one of the fastest-rising ranked universities in the country, the University of California, Riverside (UCR) is currently in the midst of an ongoing expansion of the student body, faculty ranks, and research enterprise. UCR is an economic powerhouse, contributing $2.7 billion to the U.S. economy and ranking among the top public institutions in the country contributing to the public good. UCR is comprised of seven colleges and schools: the College of Humanities, Arts and Social Sciences; the College of Natural and Agricultural Sciences; the Bourns College of Engineering; the School of Business; the School of Education; the School of Medicine; and the School of Public Policy. In the fall of 2020, UCR had an enrollment of more than 26,000 students and 1,100 faculty, including two Nobel Prize winners and 13 members of the National Academies of Science and Medicine. UCR offers bachelor degree programs in over 100 majors, 55 Master’s degree programs, and 42 Ph.D. Programs. UC Riverside ranked as a Top 10 public university in the U.S. — and America’s most transformative public university — by Money Magazine in 2020. Additionally, UCR ranked #1 in U.S. News & World’s ranking of social mobility and #1 in Washington Monthly’s Pell Grant performance.

Reporting directly to the chancellor as a key member of his leadership team, the incoming vice chancellor will serve as the institution’s chief advancement officer and ensure advancement priorities support the institution’s future ambitions. The vice chancellor will manage a budget of approximately $20 million and provide inspiring leadership to a team of over 130 professionals across the functional areas of Alumni Engagement, Development, University Communications, Advancement Finance & Administration, the UCR Alumni Association, and the UC Riverside Foundation, ensuring the organization and its teams are operating under well-established best practices. The vice chancellor will serve as the principal fundraiser for the campus and work with key partners across the university to develop integrated and cohesive major and principal gift strategies for university-wide priorities. As part of this process, the next vice chancellor should leverage the success of UC Riverside’s first-ever comprehensive campaign, Living the Promise: The Campaign for UC Riverside, which concluded on Dec. 31, 2020 with over $300 million raised, surpassing its goal. Moreover, UCR’s endowment reached nearly $400 million following the conclusion of the campaign. While the details of a future campaign have not yet been established, the incoming vice chancellor should be prepared to lay the groundwork for a campaign with even larger ambitions and further develop UCR’s culture of philanthropy. The vice chancellor will work with department heads to ensure fundraising and advancement-related projects, activities and initiatives are continually innovating and advancing the institution toward desired goals and objectives. Moreover, the vice chancellor should ensure its marketing and communications activities are in alignment with institutional goals and objectives. The vice chancellor should be a close advisor and partner with the university’s chancellor and provost and executive vice chancellor, and develop strategies and tactics to further advance the cultivation and solicitation of the university’s most generous alumni, donors, volunteers, and friends of the institution.

The incoming vice chancellor will be a proven advancement professional who engages in innovative and strategic thinking and long-range planning with university leaders and other campus constituents in the pursuit of transformational funding for the greatest philanthropic needs of the institution. UC Riverside seeks a forward thinking and self-confident leader who will lead with integrity and whose values align with the values of the university. The successful candidate will have exceptional communication skills, extensive fundraising and administrative experience, and broad perspectives on the business of advancement management. The next vice chancellor should be a skilled negotiator, politically savvy, customer-service oriented, and work to develop relationships with various internal and external constituents, both locally and nationally. The vice chancellor should have an exceptional ability to motivate, inspire, and manage a diverse group of professionals across all functional areas of the division. This is an exceptional opportunity for an ambitious leader to make a big impact on the future of the institution.

For fullest consideration, application materials should be received by January 10, 2021.

All applications, nominations and inquiries are invited. Applications should include, as separate documents, a CV or resume, a letter of interest addressing the themes in the profile (available at www.wittkieffer.com) and a statement of contributions to diversity (more information can be found below):

In a “Statement of Contributions to Diversity,” we ask applicants to describe their past and/or potential future contributions to promoting a diverse, equitable, and inclusive environment, which is a key requirement of the role of every faculty and staff member at UCR. There are numerous ways to contribute, and a commitment to this part of our mission can be reflected through research, teaching, supervision, mentoring, community engagement, service, and any of the other varied activities that are a part of an academic or administrative career.

WittKieffer is assisting UC Riverside in this search. Application materials should be submitted using WittKieffer’s candidate portal.

Nominations and inquiries can be directed to:

Zachary A. Smith, Ph.D., Alejandra Gillette-Teran, and Jevon Walton

UCRiverside-VCUA@wittkieffer.com

The University of California is an Equal Opportunity / Affirmative Action Employer with a strong institutional commitment to the achievement of excellence and diversity among its faculty and staff. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status, or any other characteristic protected by law.

As a condition of employment, you will be required to comply with the University of California SARS-CoV-2 (COVID-19) Vaccination Program Policy. All Covered Individuals under the policy must provide proof of Full Vaccination or, if applicable, submit a request for Exception (based on Medical Exemption, Disability, and/or Religious Objection) or Deferral (based on pregnancy) no later than the applicable deadline. For new University of California employees, the applicable deadline is eight weeks after their first date of employment.

How To Apply

Vice Chancellor for University Advancement

The Organization

Position Overview

The University of Houston-Downtown (UHD) seeks a mission-driven, visionary fundraiser to serve as its next Vice President for Advancement and University Relations.

UHD is a comprehensive four-year university offering bachelor’s and master’s degree programs aimed at career preparation. Located in the heart of Downtown Houston, one of the nation’s most culturally diverse metropolitan areas, the University has created an environment that welcomes and embraces students from all backgrounds. With a 20-to-1 student-to-faculty ratio, UHD provides a unique hands-on learning experience for each student. They have the opportunity to select face-to-face instruction Downtown or at a satellite location, they can take classes offered completely online, or a combination of the two. Most importantly, the University charges one of the lowest tuition rates among state colleges and universities.

UHD’s Division of Advancement and University Relations oversees all aspects of fundraising, marketing, communications and public relations for the University. The division includes: campaigns, special initiatives, multi-year and annual fundraising; annual fund, leadership annual giving, major gifts and grants and planned/legacy giving; special events; advancement operations and services; individual, corporate and foundation relations; alumni relations; volunteer leadership management; marketing, communications and public relations.

Reporting to the President, the Vice President for Advancement and University Relations (VP) serves as the University’s chief development officer and its chief marketing and communications officer. As the University’s lead fundraiser, the VP is the leading strategist, prospect and donor relationship administrator or officer (including identification and qualification, cultivation, solicitation and stewardship) for the University. The VP staffs and directly supports the President in fundraising activities and supports and coordinates the fundraising process with academic and executive leadership, deans, the President’s volunteer leadership and others. The VP manages an individual portfolio of high-value/ high-potential donors and prospects while overseeing the development, implementation and execution of strategic, annual and operating plan goals and objectives relating to the division.

The ideal candidate will have demonstrated senior-level fundraising experience in university advancement and/or development with accomplishments in direct solicitation, prospect management, annual giving, major and planned giving management, alumni affairs, comprehensive campaigns and public relations, marketing and communication. The next VP will have a demonstrated commitment to diversity and multiculturalism, and the ability to translate the University’s mission as a Hispanic-Serving Institution and Minority-Serving Institution into philanthropic partnerships. The VP will be a strong manager with the ability to lead a small but capable team, capitalizing upon their strengths and developing strategies to best utilize their time to advance UHD’s mission.

All applications, nominations and inquiries are invited. Applications should include, as separate documents, a CV or resume and a letter of interest addressing the themes in the leadership profile (found at www.wittkieffer.com).

WittKieffer is assisting University of Houston-Downtown in this search. For fullest consideration, application materials should be received by December 20, 2021.

Application materials should be submitted using WittKieffer’s candidate portal.

Nominations and inquiries can be directed to:

Zachary A. Smith, Ph.D., Lauren Bruce-Stets and Randi Miller

UHDowntownVPAUR@wittkieffer.com

UHD and the University of Houston System is an equal opportunity and affirmative action employer committed to assembling a diverse, broadly trained faculty and staff. Women, minorities, people with disabilities and veterans are strongly encouraged to apply. In compliance with applicable laws and in furtherance of its commitment to fostering an environment that welcomes and embraces diversity, UHD does not discriminate on the basis of age, race, color, disability, religion, national origin, veteran’s status, genetic information, or sex (including pregnancy), sexual orientation, gender identity or status, or gender expression, except where such a distinction is required by law in its program or activities, including employment, admissions, and educational programs.

How To Apply

Vice President for Advancement and University Relations

The Organization

RIZE Massachusetts (RIZE) is an independent non-profit foundation working to end the opioid epidemic in Massachusetts and reduce its devastating impact on people, communities, and the economy. Partnering with executive and volunteer leadership, the Chief Development Officer (CDO) leads and manages a best-practice fundraising program with strategic prospect management at its core. Charged with growing donor engagement and revenue across fundraising channels, the CDO helps advance the foundation’s vision of zero stigma and zero deaths related to opioid use disorder (OUD) by securing investments in meaningful solutions that will save lives and reduce harm.

Launched in 2017, RIZE is the result of visionary, influential providers, payers, unions and advocates coming together to address the alarming increase in OUD and overdose in Massachusetts. These founding partners convened with their public counterparts to develop and fund an operational platform on which a small, expert team has generated more than $20 million for prevention and treatment services. As it approaches its milestone 5th Anniversary, RIZE continues to make great strides as the only foundation dedicated solely to ending the opioid crisis across the state. In its work to fuel evidenced-based, scalable, and coordinated initiatives, RIZE embraces innovation, connectivity, collaboration, and inclusivity – ensuring that those with lived experience are members of this partnership.

Position Overview

Position Summary:  Reporting to the President & CEO as a key member of RIZE’s senior leadership team, the CDO will bring thought leadership in identifying funding opportunities that support strategic objectives, developing case strategies, plans, goals, and timelines. As a front-facing champion of RIZE’s mission, the CDO inspires, motivates, and engages individual and institutional prospects and donors to make impactful gifts, developing and managing a five-plus-figure gifts portfolio, and creating and executing innovative cultivation and stewardship activities.

Qualifications:  The ideal candidate is a seasoned fundraiser with demonstrated experience working with executive and volunteer leadership to advance a strategic fundraising agenda; an effective relationship builder with superb interpersonal skills and an authentic comfort with a wide range of individuals and groups; a persuasive, credible, and polished communicator with solid writing and editing skills and comfort serving as an external “face” of the organization; proactive, flexible, and able to multi-task while meeting deadlines in a fast-moving work culture; customer-focused and tech savvy with strong organizational skills and a detail-orientation.

Education and Experience:  BA/BS with 8+ years’ progressive fundraising experience with consistent success in strategic prospect management (individual, corporate, and foundation donors); strong working knowledge of the principles and best practices of fundraising and experience developing comprehensive prospect and stewardship strategies. Record of success identifying, cultivating, soliciting, and closing gifts upwards of five-figures; strong volunteer management experience with proven ability to train, motivate, and lead; and experience developing and maintaining substantial relationships with diverse groups and populations in an outcomes-driven, impactful environment.

EOE M/F/VET/DISABILITY/GENDER IDENTITY/SEXUAL ORIENTATION

How To Apply

This is a retained search of Exceptional Executive Search.

Please submit resume and letter of introduction to Nicole Gakidis at info@eesrecruit.com.

The Organization
The Colorado Trust (The Trust) is a private grantmaking foundation dedicated to achieving health equity for all Coloradans. Partnering with individuals, groups and communities across the state, The Colorado Trust’s vision is that all Coloradans have fair and equal opportunities to lead healthy, productive lives regardless of race, ethnicity, income or where we live. We define health equity as ending inequalities that affect racial, ethnic, low-income and other vulnerable populations, so that everyone will have fair and equal opportunities to achieve good health.

The Trust strives to maintain a diverse workforce that reflects the communities we serve.

Position Overview

General Position Description
Through the Community Partnerships for Health Equity (Community Partnerships) funding strategy, The Trust invests in creating opportunities for people across Colorado to develop and implement community-led initiatives that lead to healthier communities. Senior regional managers will be part of a small statewide management team rooted in communities across the state and working with the executive director of Community Partnerships to manage towards both regional and statewide goals. The responsibility of the regional teams is to build and support the capacity for community-driven organizing and resident-led grantmaking that advances health equity.

This staffing model and approach is a reflection of the organizing model described in the Community Partnerships Organizing Cycle, which The Trust began implementing in late 2020. The Community Partnerships Organizing Cycle model builds on more than 6 years of learning about how to best achieve the impact goals of our Community Partnerships funding strategy. The Community Partnerships strategy provides grant funding and other resources to support communities in developing action plans and realizing community-driven approaches that build community power to advance health equity.

This role will manage a regional team of community organizers and administrative staff who work in close partnership with local resident teams and community leaders. The senior regional manager will work across multiple regions to collaborate and supervise staff who work with people directly impacted by systemic inequality. The Trust’s approach requires that team members prioritize work in communities where multiple generations have faced structural barriers and exclusion from decision-making power.

Successful candidates will have at least 7 years of management experience working with staff with diverse backgrounds and social identities. Candidates with 5 years of experience or less must demonstrate a significant level of success in previous supervisory roles. Candidates should be able to demonstrate a track record of honoring the experience and leadership of communities, and a history of success building long-lasting relationships that build power for systemic change. The senior regional manager has an essential role building multiple teams; holding a team culture across regions and departments that ensures the voices of those who are directly impacted by injustices (especially people of color and people experiencing economic injustice) are centered in our work; and coaching both staff and community leaders to work productively across differences.

The senior regional manager position requires both the skill set and leadership aptitude to provide strong staff management and support to community organizers and project administrators that comprise the staff team. The Trust seeks candidates who have on-the-ground knowledge of the region in which they live and work. Team members will be required to build strong relationships that enable them to work as an effective and credible leader with a diverse set of stakeholders and community-based leaders.

Location and Travel Requirements
Conditions and COVID-19 precautions permitting, senior regional managers are required to travel up to 50% of the time and are expected to be regionally based. The Trust especially seeks candidates who live in the north/northwest part of Colorado, as well as south or southwest of the Denver metro area. Appropriate accommodations will be considered for staff with health-related needs or care-giving responsibilities.

Responsibilities and Deliverables
Program Management

• Work across multiple regions to manage the Community Partnerships Organizing Cycle activities as well as the four strategic objectives of the Community Partnerships strategy. These activities and objectives need to be advanced simultaneously (and often asynchronously) among multiple communities and resident teams within the assigned regions
• In collaboration with the executive director of Community Partnerships as well as others in the Grants department and organization, oversee the implementation and support the iteration of the Community Partnerships Organizing Cycle as part of the Community Partnerships funding strategy
• Work collaboratively with the Community Partnerships strategy team to develop goals, parameters, curriculum, materials and capacity-building trainings, and conduct strategic learning activities
• Contribute to the integration of other Trust funding strategies, such as Building and Bridging Power, Health Equity Learning Series and Community Leaders in Health Equity
• Maintain knowledge and support for all foundation program areas, including current issues, key resource people and organizations.

Community Support, Capacity Building and Resource Development

• Build a high level of trust, credibility and partnership with members of the multiple regional community organizing teams and community residents of all demographics and backgrounds
• Utilize strong knowledge of and experience with facilitation, coaching, sharing of personal and lived experience, staff development and grantmaking techniques to support resident-driven actions and activities designed to build power, accomplish health equity goals and achieve long-term systemic change
• Develop leaders, both internally at The Trust and externally, to enable community members to deepen their understanding of health equity, including their understanding of how health is affected by the complex interplay of systemic racism, classism, patriarchy, sexism and hetero-normativity; as well as by a wide range of structural barriers that stem from current and historically inequitable systems
• Develop work plans and facilitate process steps, activities, training and capacity-building opportunities that are adaptable to local communities while also facilitative and aligned with cross-region and strategy-wide timelines, processes and goals
• Strengthen and support community efforts to coalesce and form strategic alliances to address social, political and economic inequities
• Coach, train and collaborate on the preparation of internal and/or external grant proposals and project reports.

Staff Supervision and Project Management

• Provide oversight, supervision and leverage the talents of the following team members towards The Trust’s mission:
•     After the initial probationary period, senior regional managers may take on some management for supervisory responsibilities of regional managers
•     3-6 regional organizers, and in some cases senior organizers
•     Highly valued and experienced regional support staff with diverse skills and expertise
• Co-manage hiring processes, recruiting for qualified diverse staff and facilitating inclusive hiring committees
• Support staffing models for fiscal-sponsor partnership organizations, and provide support and strategic leadership for such partnerships
• Train others to ensure staff activities and team operations, processes and guidelines are consistent with department and organizational expectations, priorities, timelines and policies
• Ensure that foundation databases and information sharing platforms are accurate, updated in a timely manner and effectively utilized
• Provide coaching and development for individual team members, including regular performance reviews in alignment with The Trust’s internal process
• Use existing tools, resources and in-house expertise to help staff and community teams to envision, plan, execute and evaluate regional and community-level projects and actions
• In collaboration with the executive director of Community Partnerships and the head of evaluation & learning for community change, develop 1-2 case studies per year to be shared across regions and with potential external stakeholders
• Develop systems to manage workload that ensures sufficient time is allotted to knowledge acquisition and to achieve mastery of department, team and strategy processes and technology.

Budgets, Contracts and Grants Management

• Manage multiple complex budgets, both region- and community-specific, over phases of the work
• Manage contractors to ensure accountability to contract deliverables and timelines, and ensure resources resulting from engagement with consultants contribute to organizational learning, with deliverables and opportunities shared in inclusive, equitable and strategic ways
• Oversee the coordination between fiscal sponsors and grant-supported communities to develop budgets, skills and staffing in alignment with requirements and guidelines
• Model, mediate and ensure effective collaboration with Finance & Operations Department staff and appropriate use of systems and protocols to manage payments to grantees, community leaders and others
• Support internal grant-management processes and assist in the budget reconciliation process for place-based projects
• Review, analyze and make recommendations on grant proposals and sponsorship requests
• Monitor grant investments and maintain ongoing communications with grantees and facilitate other roles and capacities of The Trust to engage and communicate effectively with grantees, leaders and stakeholders in the communities and region in which the senior regional manager works.

Research and Evaluation

• Work in partnership with the Research, Evaluation & Strategic Learning Department on the development and implementation of strategic learning and evaluations tied to the strategy
• Use research and evaluation processes and products to guide strategies and inform resident-driven grantmaking processes
• In collaboration with the executive director of Community Partnerships, head of evaluation & learning for community change, project administrators and others, ensure that research and evaluation is engaged by appropriate staff and stakeholders in the region
• Collaborate effectively with Research, Evaluation & Strategic Learning Department staff to ensure learning and evaluation are properly woven into regional activities, management and processes.

Communications

• Prepare and coach team members to communicate effectively and appropriately with a diverse range of stakeholders about The Trust’s mission, vision and strategies
• Collaborate effectively with the Communications Department, including:
•     Proactive sharing about actions, events and opportunities
•     Producing content for internal newsletters and collaborating on content creation for external communications as requested by Communications Department staff
• Implement systems and processes to leverage the communications capacities and platforms of The Trust to support power-building and narrative change work connected to Community Partnerships and other funding strategies.

Cross-departmental and Cross-organizational Collaboration and Integration

• Identify and pursue opportunities for internal integration of work across strategies and departments, to make connections and leverage the strengths and efforts of The Trust
• Partner with the executive director of Community Partnerships to collaborate with other funders and health equity field partners to support needs and vision of partner communities
• Develop and maintain cooperative relationships with colleagues, external stakeholders and community members.

Supervisor Relationship
Senior regional managers report to the executive director of Community Partnerships.

Qualifications for Senior Regional Managers

• Seven or more years in a staff management position within a multidisciplinary and impact-focused organization; or 5 years with ability to demonstrate exceptional success with supporting direct reports
• At least 2 years of experience supervising managers (staff who are themselves managers of other staff) is strongly preferred
• Three or more years of experience working in philanthropy or outside of the nonprofit sector is preferred
• Seven or more years of experience with demonstrated success working for a mission-driven organization doing community organizing, civic engagement, nonprofit management, public-sector partnership or outreach work
• Preference for candidates with previous experience managing a diverse team, inclusive of differences in race, sexuality, religious preference, gender, abilities, age and/or other variables
• Understanding and appreciation of the social determinants of health and how they affect people’s lives
• Strong understanding of (or the ability to learn) the social and cultural histories of communities in specific regions of Colorado
• Awareness of and respect for cultural differences across populations, communities and geographic areas
• A track record of utilizing a diversity, equity and inclusion-informed approach to managing and improving group dynamics, including previous success as a peer or organizational leader who has developed solutions to problematic dynamics of power and privilege in a multi-stakeholder setting
• Experience with conflict management and attunement to social, structural and positional power dynamics and political agendas in communities
• Excellent written and oral communication skills; ability to make presentations and communicate effectively with communities, partners and other stakeholders
• Ability to confidently and proudly represent The Trust’s funding strategies, approaches and values behind our theory of change, and effectively build the capacity of other staff and the institution to do the same
• A staff management style that utilizes highly effective direct feedback and previous success coaching staff to embrace, accept and give direct feedback across differences, roles and levels of positional authority
• Solutions-oriented approach and strong ability to manage competing priorities, troubleshoot, prioritize projects, meet deadlines and manage workflow
• Demonstrable good judgement and a high level of integrity regarding maintaining confidentiality with respect to the business and affairs of The Trust and those with whom it has relationships
• Proficiency with technology, including Microsoft applications (e.g., Word, Excel, Teams, PowerPoint, SharePoint), the internet, mobile devices, and willingness to follow organizational policies and team norms with respect to remote communication platforms (e.g., Zoom, Skype, Google Hangout), data and project management
• Proficiency in English is required for this role (but not for all roles at The Trust); proficiency in Spanish is strongly desired, and proficiency in other languages is a strong asset to our work and team. Previous experience working in a multilingual environment, or in an environment where your first language was not the dominant language, is strongly preferred
• A valid Colorado driver’s license is expected on the start date of employment unless special accommodations are necessary.

Personal Attributes

The Trust strongly encourages applicants who meet the qualifications above and can demonstrate the following personal attributes:

• Commitment to The Trust’s health equity vision and its mission of advancing the health and well-being of the people of Colorado
• Passion and energy for community-led growth and change, and willingness to engage in debate and differing opinions and beliefs
• Personal and professional commitment to the values of diversity, equity, integrity and fairness, including ability to demonstrate how commitment to these values drives decisions and informs approaches to leadership development and staff supervision
• Ability to navigate ambiguity, including a willingness to be accountable for advancing decisions within position responsibilities while remaining committed to collaborative decision-making processes that require communication with a wide range of diverse stakeholders
• Enthusiasm for being part of a learning organization with a personal and professional commitment to reflecting on and improving skills, and acquiring knowledge
• Strong and authentic interpersonal skills that foster an inclusive, positive and appreciative team culture
• Experience with survivor-led and or trauma-informed community, policy and/or services work
• Knowing when you need help, and feeling comfortable asking for help
• Advanced competencies working with organizational leaders, staff and community leaders across differences, including cultural, racial and class differences
• Excellent interpersonal and listening skills.

Salary
$134,000 annually. The Colorado Trust offers its employees a comprehensive and competitive benefits package, including medical and dental coverage, retirement plan, group life insurance and paid time off.

How To Apply

Please apply via The Colorado Trust’s online application system. Registration is not necessary to use this system. Document uploads maybe required. The application system is currently only available in English; applicants who prefer to apply in Spanish may apply via email if needed. All other applications must be received via the online application system. Please contact us with any questions you may have.

The deadline to apply for this position is 5 p.m. MST on Monday, Nov. 29, 2021.

The Colorado Trust seeks talented, team-oriented individuals, dedicated to our goal of advancing the health and well-being of the people of Colorado. Additionally, as an Equal Opportunity Employer, we welcome a diversity of perspectives and experiences among our staff. For more information, please visit www.coloradotrust.org.

The Organization

MISSION AND ORGANIZATIONAL BACKGROUND
Margaret A. Cargill Philanthropies (MACP) refers collectively to two grantmaking entities, Margaret A. Cargill Foundation (MACF) and Anne Ray Foundation (ARF). The two foundations have separate boards and investment portfolios but share a common mission of providing meaningful assistance and support to society, the arts, and the environment.

• Margaret A. Cargill Foundation is a private foundation that came into existence upon Ms. Cargill’s death in August 2006. MACF’s assets are approximately $3 billion
• Anne Ray Foundation is a supporting organization, which may make grants only to beneficiary organizations specifically named by Ms. Cargill. ARF’s assets are approximately $4 billion.

MACP’s well developed Philosophy of Grantmaking underscores the values and guiding principles of Margaret A. Cargill by using education and innovation as a means to achieve core purposes; empowering people to be self-sufficient; maintaining a low profile while meeting the needs of others; supporting programs that could have a broad impact, have socially redeeming values and standards, and that value life; and relieving suffering in times of disaster. As a core element of its philosophy, MACP invests in long-term relationships with key grantee organizations in order to find solutions that are consistent with the values of both parties.

Additionally, MACP is engaging in a diversity, equity, and inclusion process that includes:

• Building intercultural competency and emotional intelligence work at an organizational level, to include deeper learning and dialogue on racial and social equity.
• Increasing local racial equity grantmaking to fund local efforts to address systemic racism and social inequities; and,
• Reviewing each programmatic domain to more formally examine the role equity and inclusion currently play and can play in MACP’s grantmaking.

Position Overview

The Administrative Specialist is responsible for providing administrative support to the Human Resources team.  This is a visible role within the organization that will interact across all departments and play an important role in providing a welcoming candidate and employee experience at MACP. The position requires effective communication skills, attention to detail, handling confidential information, critical thinking, establishing priorities, meeting deadlines, and the ability to juggle multiple competing tasks and demands.   Work also requires flexibility and coordination with other team members to accomplish overall team goals.

This position reports to the Director, Human Resources & Administration and is a member of the Human Resources & Administration Team, which includes employees from Human Resources, Information Technology, Project Implementation and Office & Facilities.  This position is also a member of the Administrative Support Team.

How To Apply

How to apply: Margaret A. Cargill Philanthropies is partnering with kp companies in this search. Applications can be submitted ONLINE HERE or if preferred, resumes and cover letters can be emailed to terra@kpcompanies.com. Please include MACP – Admin Specialist HR in the subject line.

The Organization

ABOUT ROSE COMMUNITY FOUNDATION

Rose Community Foundation strives to advance inclusive, engaged and equitable Greater Denver communities through values-driven philanthropy. The Foundation envisions a thriving region strengthened by its diversity and generosity, and it utilizes the varied tools at its disposal – grantmaking, advocacy and philanthropic services – to advance this aspiration.

Since its founding in 1995, Rose Community Foundation has granted more than $336 million to nearly 2,000 nonprofit organizations and initiatives in the seven-county Greater Denver area. The Foundation has $365 million in total assets under management, with annual grantmaking and distributions of nearly $20 million – roughly $10 million of which are the Foundation’s annual discretionary grantmaking dollars. Since 1995, the Foundation’s donor-advised funds have granted nearly $50 million to nonprofit organizations of their choosing around the state, country and world.

The Director of Fund Development is a member of the Philanthropic Services team, which is focused on growing resources for regional good, stewarding and supporting the Foundation’s roughly 200 donor-advised and nonprofit fund-holders, and creating and sustaining philanthropic partnerships, collaborations and giving circles.

Position Overview

Job Title: Director of Fund Development

Reports to: Director of Donor Funds and Legacy Giving

Department: Philanthropic Services

Average hours per week: 40

FSLA Status: Exempt

Rose Community Foundation seeks a Director of Fund Development to create new relationships for Rose Community Foundation with prospective donors, donor-advised fundholders, nonprofit fundholders, and other philanthropic partners. With equal passions for people and philanthropy, the Director of Fund Development is a connection-maker with an emphasis on engaging new, diverse communities in philanthropy and the development of charitable resources.

PERSONAL CHARACTERISTICS

The ideal candidate will thrive in a mission- and values-driven, fast-paced, and multi-faceted work environment. We seek a colleague who is a highly collaborative team-player and an entrepreneurial self-starter. A natural connector and networker who enjoys bringing people together and facilitating introductions, they should have a high degree of emotional intelligence and excellent interpersonal, relational and listening skills, paired with an innate curiosity about people. We seek a candidate who is an outstanding listener and communicator with strong presentation skills and the ability to connect, engage, motivate and inspire others.

Across our team, we value humor, humility and self-awareness, empathy, and strong personal and professional integrity and ethics. Rose Community Foundation is an evolving organization with an orientation towards growth and learning, so we look for team members who demonstrate flexibility and a growth mindset. The Director of Fund Development will contribute to a positive work environment, finding personal and professional alignment with the Foundation’s mission to advance inclusive, engaged and equitable Greater Denver communities and consistently demonstrating the Foundation’s culture and values of justice, equity, diversity and inclusion, empathy, generosity, community, and transformation through collaboration.

DUTIES AND RESPONSIBILITIES 

·       Grow resources for regional good through the development and management of a pipeline of prospective donors and fundholders, identifying and qualifying prospects, researching and sharing key information

·       Initiate relationships and build leads with diverse prospective donor and fundholder communities in the Greater Denver region, and facilitate introductions and hand-offs to team members for further engagement when appropriate

·       Serve as the primary Foundation liaison to the professional advisor community (estate planning attorneys, accountants, wealth managers, etc.) and financial institutions, creating opportunities for them to connect with and learn about Rose Community Foundation, facilitate client referrals, and positioning the Foundation as a trusted partner in philanthropy

·       Identify and secure opportunities for Foundation staff and leadership to meet with and present to new potential donors and fundholders about Rose Community Foundation and its work

·       In collaboration with members of the philanthropic services team, identify and pursue new philanthropic opportunities with alumni of Foundation initiatives and committees

·       Lead the development and implementation of a relationship management tracking approach for current donors and new prospects from identification and initial cultivation through their lifecycle as a Foundation donor. Work with the philanthropic services team to ensure adoption and effective utilization of the system

·       In collaboration with the philanthropic services and communications teams, develop strategies for annual and campaign fundraising to increase aligned funding

·       Strategically manage philanthropic services department’s sponsorships and memberships in professional networks as a source of new business and relationships

·       Represent the Foundation at events and meetings, some of which may take place outside of normal business hours, in the evening or on weekends

SUPERVISOR RELATIONSHIP

The Director of Fund Development reports to the Director of Donor Funds and Legacy Giving. The Director of Fund Development does not have administrative support or direct reports.

QUALIFICATIONS, EXPERIENCE AND SKILLS

Required:

·       Bachelor’s degree and 7-10 years of relevant professional experience; or equivalent combination of education and relevant experience

·       Successful experience in major gifts fundraising, sales or similar outreach and engagement activities

·       Highly organized with strong project management skills including the ability to effectively design, plan, carry out, engage others, and communicate new work

·       Outstanding verbal, written, and presentation communication skills including attention to detail and proactive follow-through

·       Experience in or aptitude for the development and utilization of prospecting and moves-management strategies and systems

·       Commitment to and experienced in providing exceptional customer service

·       Highly proficient user of technology including excellent knowledge of Microsoft Office

·       Lived experiences and/or personal understanding and commitment to equity, diversity and inclusion and a commitment to incorporating them into internal and external work

·       Proven track record of working effectively across different settings, communities and issues – with people of diverse backgrounds, perspectives and cultures

·       Commitment to the Foundation’s core values and culture

Preferred:

·       Understanding of the unique role of community foundations and familiarity with Greater Denver communities and non-profits

·       Knowledge of the professional advisor and/or financial services sectors

·       Understanding of fund types and charitable giving vehicles, gift planning tools and gifts of complex assets

·       Experience designing or implementing moves-management systems and developing and implementing fundraising campaigns

·       Experience with philanthropic operations, administration and prospect research software

·       Experience with data analysis and data-driven planning

·       Bilingual/fluency in Spanish is a plus

SALARY & BENEFITS

This full-time, exempt position’s hiring range is $70,000 to $95,000. Offered salary is commensurate with internal equity, internal salary ranges, sector benchmarks, and candidate’s relevant qualifications, experience and skills. Rose Community Foundation offers a competitive benefits package including employer-supported health, dental, vision, and life insurance; short- and long-term disability coverage, a 403(b)-retirement plan (including an annual employer contribution after one year of employment), flexible spending account, employee assistance program (EAP), generous paid time off including holidays, professional development opportunities and a matching gift program.

WORKPLACE

Brand-new office with a collaborative environment located in a building with a café, gym, secure indoor bike parking, covered employee parking and convenient access to parks and trails. As a health and safety precaution due to the COVID-19 pandemic, Rose Community Foundation’s physical office was closed until June 2021 at which time we returned to full-time in-person work at the office. With the recent increase in Delta variant cases, we have expanded remote work options and flexibility for all staff and expect it will remain as such when this position is filled. That said, we plan to eventually return to full-time, in-office and in-community work.  Please note that the Foundation expects all team members to be fully vaccinated against COVID-19.

DIVERSITY, EQUITY AND INCLUSION

Rose Community Foundation believes in the importance of diversity, equity and inclusion (DEI). The Foundation is committed to equal employment opportunities and prohibits the unlawful discrimination against applicants or employees based on race, color, national origin, ancestry, creed, religion, sex, age, disability, genetic information, veteran status, sexual orientation, marital status, gender identity or any other characteristic protected by federal, state or local law.

How To Apply

Please submit your application, including a resume and cover letter, here. Please upload your cover letter under “Other Documents.” No phone calls or additional email messages please. Applications will be reviewed on a rolling basis and the posting will remain open until the position is filled.

The Organization
The Black Theatre Network is comprised of artists, educators, scholars, students and theatre lovers who are dedicated to the exploration and preservation of the theatrical visions of the African Diaspora. For 35 years, the Black Theatre Network has collected, processed and distributed information that supports the professional and personal development of its membership (comprised of individuals engaged in the full range of theatre professions, professional and community theatres and organizations, and academic institutions)

Position Overview
PRIMARY DUTIES INCLUDE:

Reporting to the Executive Director on a bi-monthly basis
Identifying and cultivating corporate sponsors for ongoing support of BTN and reporting results to the Executive Board on a quarterly basis
Overseeing grant applications from public and private sources, to fund specific BTN Programs:
For Students:
S. Randolph Edmonds Scholarship Award
All StudentQuest programs
Judy Dearing Design Award
The Presidential Pathfinder and the Winona Lee Fletcher Awards
The Marvin Sims Institute for educator’s, professional development and training

QUALIFICATIONS:
Applicant must have 6-8 years of fundraising experience with arts or education organizations
Proven ability to execute successful, targeted fundraising campaigns
Familiarity with foundations, corporations, and government arts education funding sources
Excellent communication skills (written and verbal)