Author: Job Poster Account

The Organization

Foundation for a Just Society (FJS) envisions a world where all people are equally valued and lead self-determined lives. FJS advances the rights of women, girls, and LGBTQI people and promotes gender and racial justice by ensuring those most affected by injustice have the resources they need to cultivate the leadership and solutions that transform our world.

FJS makes grants to local, national, regional, and global organizations and networks with an emphasis on Francophone West Africa, Mesoamerica, South and Southeast Asia, and the US Southeast. FJS supports efforts that advance long-term, structural change and meet immediate needs that enable women, girls, and LGBTQI people most affected by injustice to be leaders, strategists, and agents of change.

POSITION SUMMARY

This is a new position that will report to the chief financial officer and be a close advisor and thought partner to FJS’s management team. The head of people and culture will be responsible for overseeing all aspects of the Human Resources (HR) function, supervising the HR generalist, and providing leadership and support to ensure that our internal practices and protocols reflect the values of the organization and center anti-racism, gender justice, and individual and collective care. The position will lead and/or support cross-organizational projects and initiatives which embed FJS’s values and mission into the workplace culture of the Foundation. The head of people and culture works collaboratively with all levels of the organization to develop and implement plans to attract, develop, and retain qualified and diverse staff members at all levels of the organization.

This is a part-time (24 hours/week) role with benefits, with possibility for growth up to a full-time role in the second half of 2022.

ESSENTIAL DUTIES + RESPONSIBILITIES

Key responsibilities include, but are not limited to:

●      Manage all human resources functions including supervision and coaching of HR generalist.

●      Assist the management team and staff in the development of current and long-term organizational cultural change goals and objectives, including the addition and adaptation of new and existing policies and procedures.

●      Lead or support HR, culture, and learning initiatives that reflect the organization’s mission, values, and strategic priorities, including through participation in organization-wide working groups (e.g., the culture committee). Initial projects include supporting ongoing processes around gender and racial equity and leading the comprehensive compensation review.

●      Provide HR advice and counsel to the management team including support with prioritizing potential initiatives and projects, and centering individual and collective care.

●      In collaboration with the HR generalist, evaluate all HR policies and practices, on an ongoing and as needed basis, to identify needs for enhancement, addition, and/or elimination to enhance and reinforce mission objectives, values, and strategic organizational priorities.

●      Manage and maintain all external HR-related partnerships. Ensure effectiveness and ongoing alignment with organizational objectives. Research and identify new vendors, coaches, and tailored and off-the-shelf trainings that can further support the organization’s HR and professional development needs.

●      In collaboration with the HR generalist, provide advice, guidance, coaching, and mentorship support to managers and employees as required to support effective employee relationships and performance management. This includes working with managers to identify and recommend programs and initiatives to support current and emerging professional development needs and leading professional development and learning programs for employees at all levels.

●      Advise management team on internal communications. Prepare documents, internal materials, and Board documents as required.

REQUIREMENTS

●      Demonstrated commitment to FJS’s vision, mission, and values.

●      Ten or more years of progressively responsible experience in human resources, including at least five years leading the function.

●      Proven experience developing and implementing progressive policies and practices in diverse (and ideally, global) contexts.

●      Experience in the nonprofit sector or the for-profit sector (professional service firm). Foundation experience is an advantage.

●      Strong experience in the development of organizational culture initiatives.

●      Strong understanding of racial and gender justice and experience applying these equity practices to organizational development.

●      In-depth understanding of all aspects of human resources and organizational development including proven experience aligning and adapting best practices with wider organizational mission and strategic objectives.

●      Strong written and verbal communications skills including understanding of how to effectively present complex materials for different audiences.

●      Superior attention to detail and comfort working with complex data.

●      Team player with excellent interpersonal skills. Ability to work collaboratively with sensitivity and respect for colleagues’ time, work styles, and needs. Experience working with global teams is an asset.

●      Demonstrated ability to navigate ambiguity and take initiative to work through problems and issues in a collaborative, proactive, and creative manner.

●      Exceptional organizational and project management skills. Proactive and self-motivated, ability to multi-task and focus on practical solutions to achieve results.

●      Focused on own learning. Open to ideas of others and takes active steps to improve on and enhance own professional skills and remain knowledgeable about HR trends and best practices.

●      Bachelor’s degree required. Professional certification (PHR, SPHR, SHRM-CP, SHRM-SCP) preferred.

●      Comfortable with technology, including proficiency in Microsoft Office (Word, Excel, PowerPoint), Google Docs, and HR systems and databases.

●      Eligibility to work in the United States.

COMPENSATION AND CULTURE

Salary Range (full time equivalent): $120,000 to $150,000 depending on experience.

FJS offers a benefits package that includes:

●      100% employer-paid medical insurance for all eligible employees and their spouses, domestic partners, and eligible dependents.

●      Paid vacation days, and closed Christmas Eve through New Year’s Day.

●      401(k) retirement plan (with employer match).

●      Generous parental leave with full salary continuation.

●      Educational support benefits – tuition reimbursement, student loan repayment, dependent tuition assistance.

●      Supplemental benefits for adoption, reproductive health, surrogacy, and transgender and intersex health.

FJS is committed to cultivating an organizational culture where everyone is able to bring their full, authentic selves to work. The foundation believes a diverse, inclusive, and equitable workplace is one where all employees, no matter their gender, race, ethnicity, national origin, age, sexual orientation, gender identity, gender expression, education, or disability, are valued and respected.

How To Apply

APPLY HERE – Submit a concise cover letter explaining why this role would be a great fit for you and your resume in one PDF by May 6, 2021.

All applications must be received via the APPLY HERE link above. No phone inquiries please.

The Organization

National Advocates for Pregnant Women (NAPW) is a New York City-based 501c3 non-profit advocacy organization that seeks to protect the rights and human dignity of all people, focusing on pregnant and parenting women and those who are most likely to be targeted for state control and punishment, including low-income women, women of color, and drug-using women. NAPW works to ensure that women do not lose their constitutional and human rights as a result of pregnancy; that addiction and other health challenges they face during pregnancy are addressed as health issues, not as crimes; that families are not needlessly separated based on medical misinformation; and that pregnant and parenting women have access to a full range of reproductive health services, as well as non-punitive drug treatment services.

Our work encompasses litigation, litigation support, and legal advocacy; local and national organizing; and public policy development, public education, and outreach. Two principles guide all NAPW activities: (1) to build bridges and align agendas across diverse public health, social justice, and civil rights movements, and (2) to leverage and connect local organizing and activism with national advocacy and policy work.

Position Overview

VISIT OUR WEBSITE FOR THE FULL JOB ANNOUNCEMENT: www.AdvocatesForPregnantWomen.org

****COVID-19 NOTICE****

Due to the Pandemic, NAPW is at present a completely remote workforce. This position is normally in-office. If the successful candidate is hired while the staff is still remote, we will work with that candidate to ensure that they have the tools, equipment, and digital on-boarding to be successfully integrated into our remote work environment. All staff will transition to onsite when the office reopens.

Job Title:                          Development Manager (DvM)

JOB TYPE:                        Full-Time; Regular; Exempt; Confidential

JOB LOCATION:               New York City (Office-based position) **SEE COVID-19 NOTICE**

SALARY RANGE:               $75,000 – $85,000 annually, based on experience

BENEFITS INCLUDE:        Medical, Dental, and Vision Insurance, Life Insurance and AD&D; FSA; Commuter Benefits; 403(b) Retirement Plan with matching; Paid Time Off; Paid Parental Leave; Professional Development Assistance

Position Description

NAPW is seeking a Development Manager (DvM) to assist with existing fundraising efforts/strategies and to help develop, implement and manage a comprehensive fundraising strategy for the organization.

Reporting directly to the Deputy Executive Director, with close consultation with the Executive Director and Chief Financial Officer, the DvM will align development activities with NAPW’s strategic priorities. The DvM will also work closely with Legal, Finance, and Communications teams and will take part in Board and senior management team meetings as required.

The DvM will provide coordination and management for the planning, implementation and evaluation of NAPW’s fundraising and development strategies as established in the annual budget. The ideal DvM is a results-oriented individual with strong project management skills and a strong comfort with a hands-on approach to fund development. The DvM will develop strategies to maximize foundation opportunities, cultivate new and ongoing individual donors, and identify and coordinate fundraising opportunities, including annual fundraising events, in addition to other opportunities like lectures, webinars, and smaller gatherings.

Responsibilities include (but are not limited to):

·       Developing fundraising strategies

·       Grant identification, writing, reporting, and tracking

·       Raising income and coordinating NAPW fundraising efforts and reporting

·       Managing donor relations

·       Be responsible for the fundraising budget.

Minimum qualifications include:

·       Bachelor’s degree (B.A./B.S.) from an accredited four-year college or university;

·       5-7 years of direct and consistent fundraising and grant writing experience, with demonstrated a track record of success;

·       Excellent oral and written communication skills; proposal writing, public speaking, with strong interpersonal skills with an ability to connect with a range of stakeholders; Be a strong strategic thinker;

·       Financial acumen; superior organizational, time management, and project management skills, and an ability to multi-task;

·       Ability to step into an active role immediately; proven ability to make sound judgments on a day-to-day basis;

·       Ability to maintain a flexible schedule and travel as needed;

·       Excellent relationship builder; able to communicate with firmness and warmth, and to demonstrate a high level of tact, discretion, humility, and diplomacy with all internal and external stakeholders;

·       Demonstrated alignment with NAPW’s mission, values, and commitment to diversity, equity, and inclusion;

·       Solid experience using Mac OS platform and equipment (NAPW is an 100% Mac environment);

·       Advanced-level proficiency with solid, measurable experience in a variety of Mac OS computer software applications, social media platforms, and databases (REQUIRED: MS Office Suite, Gmail, Zoom, Google Docs, Social Media apps);

·       Advanced-level proficiency with solid, measurable experience (or trainability) in Mac OS platform Development/Donor management applications;

How To Apply

THIS IS AN IMMEDIATE HIRE

REQUIRED SUBMISSIONS (MUST INCLUDE ALL ITEMS LISTED BELOW):

 1.      Cover Letter which must include all of the following elements:
        a) Your personal and professional motivation for seeking this position.

        b) A discussion of what makes you the ideal/best candidate for this position.

        c) Explain how your skill sets and experience best demonstrate your strategic approach.

        d) If relevant to you, the identities, perspectives, and experiences that you would bring to NAPW that are important to you and/or relevant to our work.

e) Indicate where you found this job announcement.

2.      Resumé

3.      Three (3) professional references

INSTRUCTIONS:   NO PHONE CALLS OR FAXES PLEASE.All submissions must be sent via email only to: NAPWjobs@AdvocatesForPregnantWomen.org with the subject line: NAPW Development Manager (April 2021)

The Organization

Lumina Foundation is an independent, private foundation in Indianapolis that is committed to making opportunities for learning beyond high school available to all. We envision a system that is easy to navigate, delivers fair results, and meets the nation’s need for talent through a broad range of credentials. Our goal is to prepare people for informed citizenship and for success in a global economy.

Lumina is working with partners to design a learning system that gives every person—regardless of race and ethnicity, income, or other socioeconomic factors—the opportunities that only education and training after high school can provide. To achieve our mission, we work with governmental, nonprofit, and private-sector organizations to bring about widespread change. Our work relies on strategic communication, empowering leaders who can bring about change, policy outreach to state and federal officials, investments in proven and promising practices, and targeted efforts to measure and evaluate progress.

Lumina Foundation has a passionate and committed staff and is among the nation’s top private foundations, with an endowment in excess of $1.2 billion.

Position Overview

Purpose

The Strategy Officer for Participation works with the director to implement Lumina’s strategy, approach, and portfolio of grants and contracts designed to increase enrollment and re-enrollment in AA degree and short-term credential programs. The strategy officer should have practical expertise in effective approaches to identifying, informing, engaging, and enrolling students in high-quality programs, well designed to promote credential attainment.  The officer should also have insight into innovative marketing strategies, behavioral barriers to enrollment, and best practices in student advising and navigation.  In addition, the officer should be conversant with an array of strategies and reforms that address equity, quality, scale, and innovation to dramatically increase the enrollment, persistence, and completion of postsecondary credentials, particularly for learners of color and adults.

This position works in a collaborative and integrated manner within the Learning and Work division as well as across all other areas of the foundation to ensure that the goals of Lumina’s Strategic Plan are realized, and to assist the nation in making significant improvements in credential attainment.

The Responsibilites

• Commitment to Equity: Strategy Officers advance Lumina’s commitment to ending  systemic racism and barriers to learning beyond high school for Black, Latino and Native American individuals.  Officers will further Learning and Works’ specific practices that promote racial and ethnic diversity in hiring, contracting, grantmaking, inclusive decision making, and achieving fair and just outcomes arising from the department’s exercise of its duties and responsibilities and effectively communicate Lumina’s commitment to internal and external partners

• Strategy Conceptualization & Leadership: Manage an assigned portfolio of grants and contracts through the lifecycle, proactively addressing questions and concerns, and communicating with director on ways to support, enhance, or pivot in strategy execution

• Strategy Analysis and Synthesis: Analyze and synthesize information across a variety of sources, and then make recommendations to the Strategy Director and executive team member about the design, development, and piloting of new initiatives; partner on integrated strategy approaches that aim to scale promising practices.   Likewise, Strategy Officers need to have the critical thinking skills necessary to extract key lessons from past or current work, and to use those learnings to both shape and inform future work. Finally, Strategy Officers must be strong writers who can both review and revise incoming material, as well as convey their thoughts and Lumina’s key messages in a clear and articulate manner.

• Portfolio Design and Management: Responsible for leveraging existing relationships with trusted colleagues and cultivating new partnerships to develop a portfolio of grants and contracts related to the assigned strand of work.  The portfolio must either directly lead to an increased number of enrollments or facilitate a change in conditions that will likely lead to the increased enrollment and re-enrollment in AA degree and/or short term credential programs.  The Strategy Officer must constantly stay abreast of key issues and players in the field in order to assess how the portfolio can be enhanced.

• Integration and Collaboration: Collaborate in an intentional and forward-thinking way with colleagues across the organization to maximize the impact of the Foundation’s resources. Examples include working closely with Strategic Impact to develop metrics and targets to ensure grants and contracts are designed to produce results, with Stakeholder Engagement so that convenings are used as a key tool to advance strategic priorities, and with Impact Ventures to explore alternative ways of supporting mission-aligned efforts. Importantly, the Strategy Officer will deeply engage his or her supervisor consistently for feedback, guidance, and alignment.

Education/Experience

• Bachelor’s degree or an equivalent combination of education and experience.

• At least five (5) years of experience working with postsecondary providers to improve outcomes for Today’s Students. Applicants with backgrounds in higher education, healthcare, workforce development, education sales or some other mix of relevant skills and experience.

Skills, Competencies and Characteristics

• Ability to learn quickly and connect learning to ongoing conversations related to the assigned body of work.

• Ability to demonstrate how best to use the Foundation’s resources to ensure the policies and practices envisioned in the current Strategic Plan are aligned with Lumina’s principles of learning and credentialing.

• Ability to make decisions in concert with others without complete information and to thrive in an outcomes-oriented, continuously evolving work environment in which thinking beyond the curve is encouraged.

• Project management skills with demonstrated ability to execute and follow through to achieve intended results, by following through on commitments, prioritizing work, and managing time and resources well.

• Experience building and managing diverse networks that support efforts to produce systemic change.

• Excellent verbal communication skills, with the ability to communicate accurately, effectively, and in ways appropriate to different audiences.

• Strong writer, with the ability to review, revise and synthesize a variety of information and help connect the Foundation’s work to broader discussions within the higher education landscape.

• Ability to manage internal and external constituents, projects, and budgets.

• Analytical, problem-solving, and research abilities and an ability to coordinate with researchers and program evaluators.

• Capable of applying adaptive problem-solving skills in response to unforeseen challenges and new assignments.

• Ability to prioritize a wide range of duties and responsibilities, organize tasks, and remain flexible to changing and multiple requests.

• Ability to work collegially and diplomatically across the organization and audience groups, with an ability to resolve any conflicts.

• Exercise sound judgment in handling sensitive or confidential information.

• Ability to use technology effectively, including databases, spreadsheets, Microsoft Office 365 products such as Outlook and Word, Salesforce, WebEx and Yammer.

Work Environment and Physical Demands

•Work is performed in an office environment, mostly sedentary.

•Visual and auditory acuity for extensive use of various forms of technology.

•Currently Lumina staff are not traveling. When travel resumes- this position travels 10-20%, including overnight stays.

This Position Summary is only a summary of the typical job functions, not an exhaustive list of all possible responsibilities, and may be subject to change at any time due to reasonable accommodation or other reasons.

How To Apply

Applicants should send to the e-mail address below:
•a letter of interest, and
•a resume as an attachment outlining experience relevant to the position.

Amber Shelton
Human Resources Manager
lfecareers@luminafoundation.org

The Organization

Lumina Foundation is an independent, private foundation in Indianapolis that is committed to making opportunities for learning beyond high school available to all. We envision a system that is easy to navigate, delivers fair results, and meets the nation’s need for talent through a broad range of credentials. Our goal is to prepare people for informed citizenship and for success in a global economy.

Lumina is working with partners to design a learning system that gives every person—regardless of race and ethnicity, income, or other socioeconomic factors—the opportunities that only education and training after high school can provide. To achieve our mission, we work with governmental, nonprofit, and private-sector organizations to bring about widespread change. Our work relies on strategic communication, empowering leaders who can bring about change, policy outreach to state and federal officials, investments in proven and promising practices, and targeted efforts to measure and evaluate progress.

Lumina Foundation has a passionate and committed staff and is among the nation’s top private foundations, with an endowment in excess of $1.2 billion.

Position Overview

Purpose

The Strategy Officer for Employment Aligned Credential Programs works with the director to implement and oversee a portfolio of grants and contracts designed to increase the quality and availability of sub-baccalaureate credentials offered through community and technical colleges that can lead to well-paying jobs and career advancement. This includes efforts to better leverage partnerships between community colleges, business leaders, and other stakeholders to ensure that credentials align with labor market demand, while ensuring that such efforts specifically expand opportunities for adults of color. The ideal candidate will have direct programmatic and/or policy experience in advancing employment aligned credentials through community colleges, and should have working knowledge of national, state, and institutional efforts that support such credentials.

This position works in a collaborative and integrated manner within the Learning and Work division as well as across all other areas of the foundation to ensure that the goals of Lumina’s Strategic Plan are realized, and to assist the nation in making significant improvements in credential attainment.

The Role

• Commitment to Equity: Strategy Officers advance Lumina’s commitment to ending  systemic racism and barriers to learning beyond high school for Black, Latino and Native American individuals.  Officers will further Learning and Works’ specific practices that promote racial and ethnic diversity in hiring, contracting, grantmaking, inclusive decision making, and achieving fair and just outcomes arising from the department’s exercise of its duties and responsibilities and effectively communicate Lumina’s commitment to internal and external partners

• Strategy Conceptualization & Leadership: Manage an assigned portfolio of grants and contracts through the lifecycle, proactively addressing questions and concerns, and communicating with director on ways to support, enhance, or pivot in strategy execution.

• Strategy Analysis and Synthesis: Analyze and synthesize information across a variety of sources, and then make recommendations to the Strategy Director and executive team member about the design, development, and piloting of new initiatives; partner on integrated strategy approaches that aim to scale promising practices.   Likewise, Strategy Officers need to have the critical thinking skills necessary to extract key lessons from past or current work, and to use those learnings to both shape and inform future work. Finally, Strategy Officers must be strong writers who can both review and revise incoming material, as well as convey their thoughts and Lumina’s key messages in a clear and articulate manner.

• Portfolio Design and Management: Responsible for leveraging existing relationships with trusted colleagues and cultivating new partnerships to develop a portfolio of grants and contracts related to the assigned strand of work. Assist in the evaluation of grant proposals and monitoring of grantee performance. Analyze key developments and lessons learned from grants and contracts, as well as within the field. Share that analysis both within the Learning and Work team and the wider Foundation, as well as with external partners and audiences where appropriate. The portfolio of grants and contracts must expand the availability of employment aligned credential programs through community and technical colleges. The Strategy Officer must constantly stay abreast of key issues and players in the field in order to assess how the portfolio can be enhanced.

• Integration and Collaboration: Collaborate in an intentional and forward-thinking way with colleagues across the organization to maximize the impact of the Foundation’s resources. Examples include working closely with Strategic Impact to develop metrics and targets to ensure grants and contracts are designed to produce results, with Stakeholder Engagement so that convenings are used as a key tool to advance strategic priorities, and with Impact Ventures to explore alternative ways of supporting mission-aligned efforts. Importantly, the Strategy Officer will deeply engage his or her supervisor consistently for feedback, guidance, and alignment.

Education/Experience

• Bachelor’s degree or an equivalent combination of education and experience.

• At least five (5) years of experience working in community colleges, industry associations, workforce development, economic development, nonprofit and/or philanthropic sectors.

Skills, Competencies and Characteristics

• Ability to learn quickly and connect learning to ongoing conversations related to the assigned body of work.

• Ability to demonstrate how best to use the Foundation’s resources to ensure the policies and practices envisioned in the current Strategic Plan are aligned with Lumina’s principles of learning and credentialing.

• Ability to make decisions in concert with others without complete information and to thrive in an outcomes-oriented, continuously evolving work environment in which thinking beyond the curve is encouraged.

• Project management skills with demonstrated ability to execute and follow through to achieve intended results, by following through on commitments, prioritizing work, and managing time and resources well.

• Experience building and managing diverse networks that support efforts to produce systemic change.

• Excellent verbal communication skills, with the ability to communicate accurately, effectively, and in ways appropriate to different audiences.

• Strong writer, with the ability to review, revise and synthesize a variety of information and help connect the Foundation’s work to broader discussions within the higher education landscape.

• Ability to manage internal and external constituents, projects, and budgets.

• Analytical, problem-solving, and research abilities and an ability to coordinate with researchers and program evaluators.

• Capable of applying adaptive problem-solving skills in response to unforeseen challenges and new assignments.

• Ability to prioritize a wide range of duties and responsibilities, organize tasks, and remain flexible to changing and multiple requests.

• Ability to work collegially and diplomatically across the organization and audience groups, with an ability to resolve any conflicts.

• Exercise sound judgment in handling sensitive or confidential information.

• Ability to use technology effectively, including databases, spreadsheets, Microsoft Office 365 products such as Outlook and Word, Salesforce, WebEx and Yammer.

Work Environment and Physical Demands

• Work is performed in an office environment, mostly sedentary.

• Visual and auditory acuity for extensive use of various forms of technology.

• Currently Lumina staff are not traveling. When travel resumes- this position travels 10-20%, including overnight stays.

This Position Summary is only a summary of the typical job functions, not an exhaustive list of all possible responsibilities, and may be subject to change at any time due to reasonable accommodation or other reasons.

How To Apply

Applicants should send to the e-mail address below:
•a letter of interest, and
•a resume as an attachment outlining experience relevant to the position.

Amber Shelton
Human Resources Manager
lfecareers@luminafoundation.org

The Organization

The Reginald F. Lewis Museum of Maryland African American History and Culture opened in June 2005, in the heart of downtown Baltimore. The 82,000 square foot building houses 10,000 artifacts showcasing 400 years of Maryland African American history and culture.  The museum is the premier experience and best resource for information and inspiration about African American Marylanders. As the gateway to history through living culture, the museum showcases groundbreaking collections, exhibitions, performances, public and educational programs for all ages, and bridges the gap between the past and the present.

The Lewis is the second largest African American museum on the east coast. The museum is named after Reginald F. Lewis, a native of Baltimore and the first African American to close a billion dollar international leveraged buyout deal in 31 countries.  He was one of the first African Americans to open a law firm on Wall Street.

Position Overview

The Director-External Affairs will lead and coordinate the organization’s overall communications strategy. The Director will assist in developing policy and procedures governing public information and communications for the media, general public, state legislature, and special targeted audiences and will serve as the central spokesperson for the Museum in all communication efforts, developing and implementing advertising and marketing strategies. He/she works closely with partner organizations or initiatives connecting the Museum with positive marketing opportunities and community action programs. The Director provides marketing and communication support to all departments as needed and directs Museum’s advertising programs, agencies and the creative services for museum promotional materials, social media, and other scholarly publications. The Director is responsible for the brand website and the development of microsites as necessary. The Director manages the Sales and Facility Rental staff, developing appropriate presentation and sales material to promote the Museum as a desirable rental venue. The Director maintains media, internet, and public interest in the Museum, its mission, programs, and events. The Director will work with the Retail Manager to establish an online Museum Shop. The Director – External Relations supports Development in producing the annual fundraising Gala.

JOB RESPONSIBILITIES

• Reports to the Museum Executive Director (ED) and is a member of the Senior Management team
• Participates with other Senior Management team members in setting the vision, mission, values and strategic planning for the Museum
• Manages the brand
• Manages sales and facility rental staff
• Identifies opportunities to promote the Museum throughout the state
• Works closely with the ED and senior team to develop communications strategies that will broaden the Museum’s reach and increase its branding
• Develops and refines “core” messages to ensure organizational consistency; provides training to all staff on communicating these messages
• Identifies significant media opportunities that can be leveraged to support increased awareness and exposure
• Develops crisis communication strategy and plans
• Supports the ED with communication to legislative bodies and elected officials regarding the vision, mission and goals
• Works with the Director of Development to develop the creative for the Museum’s donor communications, website and all other collateral materials
• Leads all public relations efforts
• Develops strategy, monitors and manages all web communications and social media for the museum, including analysis and evaluation
• Conducts VIP tours for national and local media and dignitaries as requested
• Supports the Interpretation, Collections, and Education staff  with marketing and communication of hosted programs and special exhibits
• Local, regional and national travel on a limited basis is required

OTHER FUNCTIONS

 The Director- External Affairs performs additional functions (essential or otherwise), which may be assigned from time to time. The position may require work on weekends, nights, and holidays to accommodate facility programming and utilization.

 TYPICAL PHYSICAL / SOCIAL REQUIREMENTS

• Requires the ability to operate general office equipment.
• Must exhibit strong people skills and be comfortable interacting with the general public
• While the majority of the work is performed inside, some outdoor work is required during various museum-related functions

MINIMUM QUALIFICATIONS

• Bachelors Degree in Marketing, Communications and Public Relations required, masters preferred
•  At least six (6) years’ experience in the Marketing, Communications and Public Relations field
• At least four (4) years serving in a supervisory role as a team leader with management related duties
• Significant communications experience that includes a blend of advocacy, media relations, and social media
• A strong track record of positioning an organization to achieve tangible outcomes in a competitive communications environment
• Ability to coach and support senior leaders as spokespersons
• Above average ability and experience serving in a public speaking role on camera, media interviews and group settings
• Ability to write speeches, prepare annual reports, and special presentations for media, board members, general public, and targeted audience
• Ability to utilize strategic marketing analysis to formulate marketing and communications goals with measurable outcomes
• Experience with event management and familiarity with working with and coordinating celebrities and dignitaries
• Must be able to work on multiple projects
• Thinking outside the box desired
• Must have a sense of humor

How To Apply

Send cover letter, three professional references, and desired salary to info.services@lewismuseum.org. No phone calls please.

The Organization

Nature and Culture International – About Us 

At Nature and Culture International, we work in close and collaborative partnership with rural and indigenous communities to conserve diverse and fragile ecosystems and develop and support sustainable ways of life. For more than 20 years, we have successfully implemented a locally-based conservation model resulting in the legal protection of more than 21 million acres of the most biodiverse ecosystems in Latin America. In the process, we have helped save thousands of irreplaceable plant and animal species, mitigate climate change through carbon storage and sequestration, and secure clean water and other benefits for hundreds of thousands of people. We have also increased the income of 300 local communities through sustainable development activities.

We have 70 program staff in nine offices in Ecuador, Peru, and Mexico; with additional projects in Bolivia, Colombia, and Brazil through partner organizations. A small international team handles accounting and administration, marketing, communications and development. They are located in Ecuador, Mexico, Peru, and the United States (mainly at our US headquarters in San Diego).

Our organizational budget in 2021 is $5.2 million. Since its founding, Nature and Culture has prided itself on its nimble and effective work and entrepreneurial spirit, ushering funds from generous donors, primarily in the US, to protect irreplaceable natural areas in Latin America. Nature and Culture’s philosophy during its first 25 years has been to keep overhead as low as practical to maximize work in the field, racing against the tide of deforestation and habitat destruction.

Nature and Culture’s Values

Our values are important to us. They are core to who we are and we strive to live them in everything that we do.

• Bottom-up. We pursue conservation that is locally driven, primarily by indigenous and rural communities and subnational governments whom we treat as partners and equals. This means a commitment to active listening. It means promoting a staff culture where everyone (junior and senior staff alike) has a voice.
• Funds to the field. We recognize that robust administration, financial management, development and marketing are key to our success, and we strive for efficiency with a small international team so we direct the lion’s share of funds to the field where the magic happens.
• Commitment. Design and implement programs with the long-term in mind to ensure lasting conservation outcomes.
• Stay agile, innovative and entrepreneurial, adapting effectively to challenges and seizing new opportunities as they arise.
• Diversity and inclusivity. Include diverse communities and cultures as equal partners in every aspect of our work. Encourage and celebrate diversity among our staff.
• Adapt and share. Learn from our successes and mistakes and share this learning with others. Remain open-minded to learn from others.

Position Overview

• Position Summary

Nature and Culture International (Nature and Culture), an international conservation organization, seeks a full-time Director of Individual Giving who is passionate about our mission to conserve biological and cultural diversity in Latin America.

Your Position with Us

As Director of Individual Giving, you will oversee planning and implementation of Nature and Culture’s Individual Giving program, including major, mid-level, and planned gifts, a small but growing annual giving program, and special events and donor tours focused on cultivation and stewardship. The position reports to the CEO whom you will work closely and collaboratively with, particularly on major gifts. You will also work as a team with the Director of Marketing and Director of Foundations and Strategic Partnerships to align strategies, tactics, and messaging and to support and complement each other’s efforts.

Responsibilities and Duties

Responsible for ensuring Nature and Culture’s $2.5 million individual giving revenue goal is met in 2021. With input from CEO, other senior staff, and board, you will devise and recommend strategies for
establishing, tracking progress toward, and achieving long-term individual giving growth targets to
support the ambitious program goals in our five-year strategic plan. Specific tasks include:

• Collaborate with program and marketing / communications staff to develop compelling funding proposals and accompanying informational materials for individual donors that support organizational priorities. This will require both a broad overview and detailed understanding of the organization’s programs and projects.
• Oversee the annual development and implementation of a detailed individual giving work plan.
• Identify, qualify, and prioritize prospects through research, screening, and discovery meetings.
• Create annual goals and an engagement plan for each of Nature and Culture’s major donors and prospects based on organizational priorities, the individual’s interests, history of giving and other relevant criteria.
• In collaboration with the CEO, successfully engage, cultivate, solicit, and steward a portfolio of major donors and prospects (currently about 50 people, with a goal of 150-200). You will be lead staff for a portion of the major donor portfolio and provide logistic (moves management) and tactical support and advice to the CEO when and where he is the lead.
• Engage, activate, and support the board and other key volunteers as ambassadors, connectors, cultivators, and, where appropriate, askers, for Nature and Culture.
• Provide support and mentorship to junior development and program staff as appropriate to develop their skills in donor cultivation and stewardship. Currently, this position has no direct supervisory responsibilities. However, that may change as the organization’s needs evolve to meet revenue growth goals. You and the senior staff team will periodically assess ideal staff structure.
• Oversee content development for all donor-related communications with significant input from Marketing Director, communications, and program staff. These communications will include major and mid-level donor proposals and reports on programs and projects they have helped fund, other donor engagement materials, planned giving materials and annual giving campaigns.
• Work with CEO to ensure best practices for donor pipeline, cultivation, stewardship, upgrade, and lapsed donor renewal.
• Make recommendations as to the appropriate CRM (currently Salesforce with 4,800 accounts) to meet Nature and Culture’s needs for major gifts as well as donor acquisition and a robust annual giving program. Once selected, oversee implementation and effective ongoing use of CRM to ensure accurate, actionable data.
• Develop, track and regularly report on meaningful metrics and milestones to CEO and board to ensure progress toward and attainment of fundraising targets (with willingness and ability to recommend course corrections if needed).

Personal Qualities

• Passionate and knowledgeable about conservation and other environmental issues.
• Positive and personable.
• Highly organized and conscientious with ability to prioritize effectively, juggle multiple
  responsibilities, and meet deadlines.
• Self-motivated and entrepreneurial.
• Strong moral compass; able to maintain highly sensitive and confidential donor information.
• Committed to fostering an environment of trust, transparency and mutual respect.
• Appreciation of and sensitivity to a diverse environment, inclusive of staff, donors and partners from many socio-cultural, economic, ideological, racial and ethnic backgrounds.

Minimum Qualifications

• Bachelor’s degree and at least five years related experience.
• Experience and success building rapport with and maintaining long-term relationships with major and mid-level donors.
• Experience and success in raising major gifts.
• Excellent oral and written communication skills with a variety of audiences. Includes one-on-one conversations, proposals and reports, and emails.
• Able to work effectively in a team setting.
• Excellent analytical and strategic thinking skills with ability to develop long-term plans, set
  objectives, and track and report on progress towards achieving them.
• Experience, coursework, or other training in principles, practices, and procedures of charitable giving, particularly in the areas of major gifts, annual gifts campaigns and planned giving.
• Able to participate professionally in board meetings and support and empower board members on their development-related goals and activities.
• Travel up to 15% of time, including to Latin America, with occasional late evenings and weekends.

Desired Qualifications

• Effective leadership, management, and training skills.
• Experience in coordinating with a geographically dispersed team.
• Proficiency in Spanish.
• Experience working in Latin America or other culturally diverse settings.
• Experience in planning and delivering budgetary responsibilities.
• Understanding of best practices in non-profit management.
• Public speaking.
• Experience with CRMs and other fundraising tools and platforms.

How To Apply

To apply, please submit Letter of Interest, Resume, Professional References, and a short statement about your experiences and perspective on diversity and inclusion and how they will inform your role as Director of Individual Giving. Email all materials to Lauren Alvarez.

The Organization

The W.K. Kellogg Foundation supports children, families and communities as they strengthen and create conditions that propel vulnerable children to achieve success as individuals and as contributors to the larger community and society.

Position Overview

The (WKKF), a leading national philanthropic institution helping communities create the conditions children need to thrive, is seeking nominations and applications for the position of Vice President for Place-Based Programs. In recent years, the foundation has sharpened its focus on improving conditions for vulnerable children, concentrating on three key factors of success and their intersections: education and learning; food, health, and well-being; and family economic security. This work is grounded in WKKF’s multi-generational commitments to communities in its critical places – New Mexico, Michigan, Mississippi, New Orleans, Mexico, and Haiti. In partnership with these communities, WKKF seeks to bring the power of all of its resources – national and place-based learning and history, financial resources, relationships, and leadership and capacity building – to support the vision of a future in which every child thrives.

Reporting to the President & CEO as a senior member of the Executive Council with management responsibility for the Directors leading WKKF’s place-based work, the Vice President for Place-Based Programs leads, designs and implements strategic programming efforts to improve the lives of vulnerable children and families in the foundation’s priority places. S/he/they will manage and model organizational vision, strategy, values, purpose, and culture, serving as coach and people developer, modeling agile leadership practices, and demonstrating WKKF’s commitment to racial equity, community engagement, and leadership. The Vice President will build strong and authentic relationships across the foundation and with national, state, and community leaders to support two-way learning that both helps to align and inform place-based philanthropic strategy to WKKF’s end goals and also elevates learning and voice from communities to the ongoing development of WKKF’s national portfolio and organizational journey. S/he/they will identify shared strategies and themes across the place-based work to advance effective policy change and align leaders across sectors to sustain the work of the foundation’s place-based teams.

The ideal candidate will be a distinguished and exceptional people leader with relevant field experience and a clear understanding and vision for how philanthropic resources can support effective systems, build capacity, and mobilize strength in communities. S/he/they will be an influencer, a collaborator, and a coach who is able to reach across lines of difference and seize upon opportunities for strengthening relationships, systems, and programs in support of the work. A bachelor’s degree in a related field is required, with a master’s degree preferred.

How To Apply

The W.K. Kellogg Foundation is being assisted in this search by Katherine Jacobs, Carolyn Ho, Cara Pearsall, and Julian Jackson of the national talent strategy firm, NPAG. Candidates may submit their cover letter, outlining their interest and qualifications, along with their resume via NPAG’s candidate portal.

The W.K. Kellogg Foundation is an equal opportunity employer and proudly values diversity. Candidates of all backgrounds are encouraged to apply.

The Organization

TCC Group is a Certified B Corporation, founded in 1980, that provides management consulting and planning services to the social sector.  Our mission is to collaborate with leaders to solve complex social problems. We work with the nonprofit, philanthropic and corporate sectors and provide core services in Strategy; Organizational Strengthening; Grantmaking Design, Administration and Management; Research, Evaluation and Learning; and Initiative Design and Implementation and Strategic Communications. We help clients devise strategies, implement programs, evaluate progress and outcomes, and make ongoing improvements so that they can better achieve social impact.  Our unique strength lies in the ability to leverage knowledge from our complementary practices, which build on and inform one another.

We are in growth mode and seek a senior level Director to collaboratively build on our current assets and move us into our next organizational life phase.  A commitment to the firm’s growth, excellence, and an inspired, nourished work force is critical for any candidate serious about joining TCC Group at this time.

TCC Services Overview

• Strategy: TCC brings strategy to all of our projects.  We help our clients consider the big picture and its implications on their “universe”, whether it be the nonprofit, corporate or philanthropic field, geographic community, or combination thereof.

TCC Group provides strategy services to private independent foundations, family foundations, community foundations, health care conversion foundations, and grantmaking public charities, and nonprofits of all types.  This work typically involves data collection and analysis, report writing, facilitation, and ongoing counsel.  We also provide other types of strategy assistance to our foundation and corporate clients, including grants program design, capacity-building program design, and governance planning.

• Organizational Strengthening: We apply our expertise in organizational strengthening across all three sectors: it is not limited, as is traditionally the case, to nonprofits alone.   Through our nonprofit effectiveness services, we support funders and large nonprofit associations/federations in providing organizational strengthening consulting services (strategic planning, board development, program evaluation, leadership coaching, relational capacity building, values-based communications, etc.) directly to nonprofits/affiliates, while also assisting foundations and companies in the design and implementation of cohort-based initiatives to strengthen groups of nonprofits.

Our work with philanthropic and corporate entities prepares, strengthens, and amplifies their ability to work across and within sectors to achieve collective goals. TCC Group helps foundations and companies interested in building their internal capacity, whether through internal efficiency studies, reviews of internal processes, or facilitation of change management and organizational transitions, including launches and executive transitions. Our work in this area is data-driven, grounded in an understanding of the specific strengths and resources foundations and companies need to be as effective as possible in both their grantmaking and non-grantmaking roles, ultimately achieving their societal visions.

• Grantmaking Design, Administration and Management:  Our consultants help design and manage grant programs, often playing a part-time program officer role for larger corporate or independent foundations and providing program and administrative support to private and family foundations. We meet grantmakers where they are, encouraging strategic, committed giving in ways that educate, support and ensure inclusive practices.

TCC Group provides a range of management services for unstaffed foundation clients.  For these clients we serve as the primary foundation/fund administrator, handling all grant administration and basic operational needs.  We are the primary point of contact for grantseekers and the de facto staff for these foundations with no professional program or administrative staff.  We provide a range of services, customized for each client’s needs: we handle matters relating to governance (e.g., planning and leading board meetings, developing board dockets, etc.); grantmaking (e.g., organizing proposal intake and review processes; conducting proposal review; overseeing grant payments; and managing grant reporting processes); finance (e.g., working with investment and accounting professionals to develop financial reports; ensuring compliance with IRS regulations); and generally ensuring that foundations operate as efficiently and effectively as possible

• Research, Evaluation and Learning: TCC’s evaluation consultants have the analytics of our strategy team, the “applied science” approach of our implementation team, as well as the rigorous evaluation skills of academically trained researchers.  TCC adapts its approach to evaluation engagements to the specific identified needs of each organization, conducting comprehensive qualitative and quantitative research, evaluation, analysis, and predictive modeling.  TCC focuses on learning and using information to make informed decisions, design improvements, and to innovate, all with the goal of maximizing success.

• Initiative Design and Implementation: We believe that tackling a complex social problem demands integrated action, informed by deep listening, intentional engagement, critical analysis, and bold approaches—all thoughtfully applied, evaluated, nurtured, and developed over time. An integrated initiative is a strategic endeavor designed to achieve your goals through the careful choreography of multiple program components, well-integrated and implemented for lasting impact.

• Strategic Communications: Whether the need is designing a complex initiative, embarking on an organizational change in direction, or creating a suite of educational materials, strategic communication is essential at all stages of social impact work.  We understand the power of words and ideas to build relationships, mobilize people, share knowledge, and advocate for change, and are committed to deep listening, asking the hard questions, and creating and collaborating with clients’ extant communication partners to inform all communication strategically. For many of the services we provide, we create complementary communications plans, campaigns, branding, content, media plan, to ensure that clients’ strategic goals are advanced. We also provide strategic communications as a standalone service.

TCC Group is headquartered in New York City, with team members throughout the U.S.  We have more than 40 consulting staff, as well as a wide network of affiliates.   We work in teams of consultants assembled to reflect the client’s consulting needs and staff’s areas of expertise.  All of our consultants have relevant formal education and practical experience working in nonprofit organizations and philanthropies.  We are critical thinkers, provocative partners, effective communicators, skilled facilitators, and insightful strategists.  We work with organizations of various sizes and lifecycle stages, in a range of sectors, including arts and culture, health and human services, criminal justice, education, environment, youth development, policy and advocacy, international aid and development, and public administration, to name a few.

More About TCC’s Service Delivery and Our Current Needs

As described in the introduction, we currently seek a Director to work with a diverse array of foundations.   This person should have skills and interests in areas such as leading program strategy assignments, strategic planning with foundations, and addressing foundation policy issues.  We welcome forward-thinking service ideas that address emerging needs in philanthropy.

A candidate’s strengths and experience will determine where s/he/they will be able to have maximum impact.

Position Overview

The Director is a full-time employee who would be primarily responsible for managing the work and team in the service for which s/he/they are responsible.

• Leading client engagements.  Duties include: 

o Serving as the project lead on multiple projects; integrally involved in the project teams and all aspects of the consulting assignment.

o Developing and monitoring project work plans and budgets.

o Conducting interviews and overseeing research.

o Overseeing the design of quantitative and qualitative assessment tools.

o Planning and facilitating meetings with boards, staffs, other stakeholders, and observers.

o Writing and editing client reports and other communications.

o Preparing and making presentations to clients.

o Managing project teams and providing senior-level oversight to projects.

o Managing client relationships, including regular communications and meetings.

• Business development and marketing, including:

o Playing a key leadership role in the development and implementation of TCC Group marketing strategies, especially related to Service area.

o Bringing business to the firm by identifying prospective clients, overseeing the drafting of proposals, leading sales meetings, and “closing the deal.”

o Representing the firm by speaking on panels at conferences and serving on committees of infrastructure organizations and professional networks.

o Bringing positive attention to the firm by serving as a “thought leader” in the field by publishing papers, articles, blogs, and disseminating knowledge.

• Service Team management, including:

o Refining and updating a vision for the Service for which Director is responsible, including desired social impact, priority audiences, capacity needs, and growth trajectory, in coordination with other leaders at the Firm.

o Developing annual Service operating plan and ensuring strategies are implemented and goals are met.

o Recruitment and hiring of Service Team members.

o Supervising Consultants, Associate Consultants, Analysts, and Administrative Assistants.

o Ensuring the appropriate training and professional development of all Service Team members.

o Supervising the project work of Service Team members: Consultants, Associate Consultants, Analysts, and affiliates.

• Assisting with overall management responsibilities for the firm. 

o Serving on the firm’s Leadership Team, sharing responsibility for ensuring the firm’s financial health, human asset nourishment and social impact goals are achieved.

Required Skills and Background

Education

• Graduate degree in a relevant field or relevant experience.

Experience

• A minimum of 10 years of experience in the philanthropic sector.

• Consulting experience: extensive experience and deep expertise with funders and non-profits.

• Substantive knowledge of key area(s) of public policy and program (e.g., children and youth, community development, the arts, etc.) and ability to demonstrate this knowledge.

• At least five years in a supervisory or management role, including organizational leadership.

• A strong professional network in the philanthropic sector and a demonstrated ability to leverage that network to increase visibility of a project or organization.

• Experience as a “thought leader:” developing and delivering content for workshops, conferences, articles, etc.

• Experience building a firm, business, or initiative a plus, but not required.

Skills

• Excellent analytic skills: Intellectual curiosity, creativity, strategic thinking and a strong desire and capacity for work with a wide variety of clients and situations.

• Demonstrated client service skills.

• Excellent written and verbal communication skills.

• Strong management, supervisory, and mentoring skills.

o Ability to be a strong team leader.

o Ability to prioritize and delegate work appropriately.

• Ability to manage and prioritize work in a fast-paced environment.

• Exceptional organizational skills and strong attention to detail.

• Demonstrated public speaking skills.

• Excellent interpersonal skills.

• Willingness and ability to travel for business.

 Salary  
The estimated starting salary for this position is $175,000, with the potential for an annual bonus.  We welcome an open discussion with all interested candidates about the full compensation package.

How To Apply

Please submit a resume and cover letter for the “Director of Philanthropy” position by clicking here.

The Organization

The Salk Institute for Biological Studies is one of the world’s preeminent basic research institutions, where internationally renowned faculty probe fundamental life science questions in a unique, collaborative, and creative environment. Focused on both discovery and mentoring future generations of researchers, Salk scientists make groundbreaking contributions to our understanding of cancer, aging, Alzheimer’s, diabetes, and cardiovascular disorders by studying neuroscience, genetics, cell and plant biology, and related disciplines.

Faculty achievements have been recognized with numerous honors, including Nobel Prizes and memberships in the National Academy of Sciences. Founded in 1960 by polio vaccine pioneer Jonas Salk, M.D., the Institute is an independent nonprofit organization and architectural landmark.

Position Overview

Reporting to the President and serving as an integral member of the executive leadership team, the Vice President, External Relations (VP-ER) is responsible for the strategic vision and leadership of the development function, as well as all internal and external events at the Salk Institute. In close collaboration with the President, executive team colleagues, faculty, Board of Trustees, and other important stakeholders, this strategic development professional will further advance a robust, sustainable external relations operation and expand philanthropic capacity in anticipation of ongoing major fundraising campaigns and other innovations. Having successfully completed Salk’s first major fundraising campaign to support scientific research, which secured $360 million in 2015, Salk is now in the quiet phase of a $500 million campaign to build the financial and scientific resources necessary to move Salk into the future.

In the last decade, with an investment of resources and support from leadership, Salk’s external relations program experienced dramatic growth, a heightened level of professionalization, and a strong adherence to industry best-practices. This is evidenced by Salk’s earning the coveted four-star rating from Charity Navigator for strong financial health and commitment to accountability and transparency. Receiving the highest ranking for nine consecutive years puts Salk in a rare group of nonprofits, as only three percent of the roughly 10,000 nonprofits evaluated have achieved that status.

The VP-ER will have substantial executive-level leadership and management experience and a proven track record of frontline major- and principal-gift donor cultivation, solicitation, and stewardship in scientific, biomedical, higher-education or other non-profit research institutions. In addition, the VP-ER will demonstrate an understanding of and genuine passion for basic biological research. The VP-ER must be collaborative and politically savvy. A results-oriented professional with proven innovative and strategic leadership is also is critical to the success of this role.

Position Summary

 The VP-ER is responsible for providing strategic vision and skilled leadership of all aspects of private philanthropy and development, building a culture of collaboration, high achievement, and accountability that fosters strong relationships among team members and with researchers and colleagues across the Institute. In collaboration with executive team colleagues, the VP-ER will assess the Institute’s fundraising potential and current development operation, crafting a sophisticated multi-year strategy to substantially expand philanthropic support (including significantly increasing current annual donations of approximately $40 million) and reinforce a high- performing, sustainable development enterprise that supports the Institute’s priorities and advances its mission. The VP-ER will oversee an annual budget in excess of $6.0 million as well as staff in the following areas: major gifts; annual and planned giving; corporate and foundation giving; donor relations and stewardship; development information services; development operations; and benefactor relations. The VP-ER may also oversee staff in communications and public relations. This position will be keenly focused on developing pipelines for attracting six, seven and eight figure gifts to Salk.

While the Vice President will have primary responsibility for fundraising success, leading new levels of engagement with current and prospective donors, and strategically advancing the culture of philanthropy across the institution, the Vice President may also have responsibility for directing Salk’s external and internal communications team. These responsibilities will be determined commensurate with demonstrated knowledge, skills and abilities.

Responsibilities

Leadership

•  Partner with the President to support key fundraising activities; utilize the President’s time effectively as Salk’s chief fundraiser; strategize about how to identify, engage, cultivate and solicit new donors.
• In collaboration with senior leadership, successfully execute a multi-year fundraising strategy, to include a major fundraising campaign.
• Serve as member of Salk’s Executive Leadership Team.
• Provide appropriate qualitative and quantitative progress reports.
• Develop and maintain close, effective working relationships with senior colleagues, academic leadership, key faculty, staff, the Board of Trustees and other stakeholders.
• Partner with and support the fundraising activities of trustees and senior leadership, ensuring they are well briefed and their time spent is highly productive and personally rewarding.
• Engage key scientists in the fundraising process, providing direction and professional insight; facilitate meaningful relationships between potential donors and scientists; ensure that faculty members receive appropriate staff support and that all donor and prospect outreach is carefully coordinated.
• Act as a team player with colleagues across the Institute, particularly in finance, technology transfer and other key areas closely involved with development efforts; be responsive to the needs and concerns of colleagues.
• Serve as liaison to the Board of Trustees Development Committee, preparing agendas and reports and implementing special projects. Sit on the Board’s Finance and Governance Committees.

Program Oversight

•  Lead a high-performing, effective operation that reflects the same standards of quality and excellence that guide and motivate Salk’s research staff; optimize and strengthen processes, systems, and infrastructure.
• Deepen alliances with existing donors; launch systematic initiatives to identify new individual and institutional donors capable of making significant contributions; create a robust pipeline of major- and principal-gift prospects that will provide a long-term, sustainable source of funding for Salk.
• Direct planning and execution of high-visibility donor events, such as Symphony at Salk.
• Provide leadership in identifying and using new technologies and initiatives for electronic and mail gift solicitation, acknowledgement and stewardship.
• Ensure that donors are engaged and stewarded in a personally meaningful way.

Staff Leadership & Management

• Directly supervise Senior Directors in the areas of Foundation Relations, External Relations Administration, Principal Gifts / Cancer Center, Principal gifts / Harnessing Plants Initiative, Planned Giving and Development Communications.
• Empower and inspire staff through transparent communication; ensure that each individual understands their role within the context of Institute-wide priorities.
• Foster a service- and achievement-oriented culture of excellence that rewards success and new ideas, builds confidence, strengthens team cohesion, and welcomes constructive input and feedback.
• Implement best practices; set clear and quantifiable performance metrics that identify areas for staff growth; hold staff accountable and provide feedback and guidance; coach underperforming staff as necessary.
• Recruit, hire, train and mentor new staff; provide regular opportunities for professional learning and growth; create a succession plan and clear career paths.
• Manage and/or lead professional and administrative support staff; ensure that the teams are organized and staffed appropriately and are well prepared to meet the ongoing and future challenges and aspirations of the Institute.
• Lead frontline fundraising staff by example, demonstrating effective fundraising techniques and working directly with staff in developing and executing effective donor strategies.
• Plan and manage the operational budgets based on department strategies in alignment with Institute goals.

Fundraising

•  Develop and maintain a select portfolio of high-level donors, personally cultivating, soliciting, and stewarding them; actively engage and interact with all members of the Salk community.
• Develop a keen understanding of the scientific research conducted at Salk and its funding priorities; compellingly articulate funding priorities to current and prospective donors.
• Appropriately engage academic partners in key prospect activities.
• Ensure successful achievement of fundraising goals for each development unit on the team.

Communications (dependent on qualifications)

•  Oversee and provide strategic direction to a communications office that provides both internal and external communications services including branding and messaging for the Institute, website and digital communications, publications, media relations, and multimedia resources.
• Oversee communications and media relations programs to optimize effectiveness of outreach, awareness and donor conversations.
• Increase the visibility of Salk’s research across key stakeholder audiences.
• Assist the President in planning and carrying out executive communication.
• Develop and execute crisis communication plans.
• Create marketing/public relations strategy that will allow Salk leadership to cultivate and enhance meaningful relationships with targeted, high-level external audiences, including the media and key influencers.
• Collaborate with Executive Team and other Salk colleagues to identify challenges and emerging issues faced by the Institute. Work with leadership team and staff to recognize internal and external communications opportunities and solutions, and define and execute appropriate strategies for support.

Qualifications

•  Minimum of 10 years of progressively responsible frontline experience in individual fundraising in a non-profit setting; substantial fundraising and managerial experience in academic, medical, scientific research or higher-education institutions recognized for excellence.
• Demonstrated commitment to enhancing equity and inclusion in science in a collaborative working and learning environment. Proven success in promoting equity and inclusion in the workforce and continual achievement of inclusive excellence.
• Commitment to the highest levels of integrity and ethics; passionate about and able to compellingly articulate Salk’s mission.
• Extensive national network of philanthropists and foundations and a demonstrated history of raising six, seven and eight figure gifts.
• Demonstrated ability to provide appropriate and timely oral and reports and to achieve objectives in a focused, timely manner.
• A thirst for and understanding of meaningful data, paired with keen analytic skills; ability to think strategically, critically, and creatively; proven success driving a strategic planning process and executing sustainable programs.
• Ability to effectively advance and defend ideas and programs in an environment that respects conviction but demands intellectual and analytical rigor; a love of intellectual exchange and lively dialogue.
• Demonstrated experience and success in significantly growing and leading a large existing development program such that the increased philanthropic support is transformative for an organization; success in increasing the effectiveness of a development program and staff through established objectives and performance standards.
• Supportive and accessible management style that brings out the best in staff and fosters pride, ownership, and a sense of team effort; able to lead and motivate a diverse staff and foster growth and change in others.
• A keen eye for operational efficiency and optimal use of resources; ability to develop, monitor, and tightly manage a budget.
• Superior interpersonal, written, and oral communication skills; ability to understand and translate academic, technical and research information for all audiences.
• Depth of knowledge in all key areas of development; demonstrated ability to plan, manage and successfully close a comprehensive campaign.
• A track record of resourcefulness, tenacity, and creative problem solving; proven effectiveness in a dynamic, ambiguous environment.
• Proven ability to inspire and encourage leadership, the Board of Trustees, faculty, and staff to embrace a culture of philanthropy and achieve fundraising goals and objectives.
• An optimistic outlook, entrepreneurial spirit, and strong work ethic; an outgoing nature and unaffected style; willingness to pitch in wherever necessary to get the job done.
• Ability to work flexible hours, including some evenings and weekends, and travel to meet with prospective and/or donors.
• Successful writing and editing experience with a variety of print and online communications media preferred.
• Bachelor’s degree or a comparable combination of education, training and experience required.

Salk Institute for Biological Studies is committed to providing equal employment opportunities and to considering all qualified employees and applicants for employment without regard to race, color, sex, religion, national origin, ancestry, age, marital status, medical condition, physical or mental disability, veteran status, sexual orientation, gender identity or any other non-job related characteristic.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

How To Apply

Please use link below to apply for the position:

https://recruiting2.ultipro.com/SAL1013SIBS/JobBoard/d9b57f2c-5146-4473-81d4-daf8a634510a/Opportunity/OpportunityDetail?opportunityId=c190320f-e2d3-482e-b56a-d0258830a485

Applicants should submit a current resume and letter of interest. Applications will be accepted until position is closed.