Author: Job Poster Account

The Organization

About KIND

Kids in Need of Defense (KIND) is a global leader in the protection of unaccompanied refugee and migrant children. Launched in 2008, KIND champions a world in which every child’s rights and well-being are protected throughout their journey to safety. Since 2008, KIND has accepted over 23,000 referrals of children seeking legal representation in their immigration proceedings. KIND has welcomed more than 41,000 attendees to trainings since its founding, cultivating partnerships with over 670 law firms, corporate legal departments, law schools, and bar associations across the country.

KIND’s social services program ensures that migrant and refugee children – who have often endured trauma – receive counseling, educational support, medical care, and other comprehensive services.

To address the root causes of child migration from Central America and strengthen the protection of unaccompanied children, KIND advocates for policy changes and educates lawmakers, the media, and the broader public on the conditions that drive these children to flee their home countries. KIND supports children returning to their home countries by connecting them to essential support services and sponsors gender-based violence prevention programs in Central America to protect children in countries of origin and transit.

KIND is also building upon its expertise in the protection of unaccompanied children to encourage the development of pro bono initiatives across Europe in partnership with European NGOs.

Position Summary:

KIND is seeking a motivated, organized, and passionate Digital Fundraising and Engagement Manager to support the growth of its individual giving program, as well as the meaningful digital engagement of donors across the organization’s revenue streams. The Manager serves as a member of the Development team and will report to the Director of Individual Giving and Events.

The Manager manages and oversees the growth of online fundraising programs and the digital aspects of other donor programs, executing effective strategies and techniques in email marketing, website promotions, and other digital channels. The Manager will provide coordinated leadership of digital fundraising and engagement activities, developing and implementing strategies to support fundraising across the organization.

This position is remote and can be based in any of the following KIND registered locations: Alabama, Arizona, California, Colorado, Connecticut, Delaware, DC, Florida, Georgia, Illinois, Louisiana, Maine, Maryland, Massachusetts, New Hampshire, New Jersey, New York, North Carolina, Ohio, Pennsylvania, South Carolina, Texas, Virginia, and Washington.

Essential Functions:

• Plan and implement a comprehensive digital fundraising and engagement program to aggressively grow annual support from donors with a giving level below $5,000, including sustainer giving. Collaborate with marketing agency to manage donor cultivation, renewal, and solicitation campaigns, monthly giving, donor acquisition and stewardship, digital advertising, and digital advocacy efforts as part of this program.
• Liaise with major gifts team to hand off qualified donors to major gifts portfolios.
• Create and execute donor conversion, retention, and upgrade strategies.
• Oversee regular audits of digital fundraising collateral to ensure evergreen content is continually monitored and refreshed to ensure the best digital user experience, as well as consistency, accuracy, and relevance of messaging.
• In collaboration with marketing agencies, develop email strategies, creative direction, and lead the implementation of email campaigns to drive fundraising and advocacy consistent with KIND’s brand.
• Provide programmatic information and materials to a marketing agency and oversee final product that is produced for digital communications related to fundraising campaigning.
• Manage relationships with outside vendors and marketing agencies, including those focused on online fundraising and marketing efforts to ensure they are aligned with organizational objectives and agreed-upon deliverables.
• Develop a framework for tracking, evaluating, and optimizing campaign performance and engagement metrics and analyze and incorporate data into recommendations and plans.
• Compile and analyze data analytics to support decision-making in real-time and for longer-term sustainable growth along the donor pathway, including list growth and engagement as well as fundraising metrics.
• Identify strategy for use of donor segments and suppression lists to retain and upgrade donors.
• Focus on current best practices and new emerging fundraising and advocacy technologies, including online giving functionality, grassroots advocacy, email solicitations, social media, and crowdfunding.
• Provide input to income and expense budgets; review and approve vendor invoices.
• Other duties, tasks, and projects as assigned.

Qualifications and Requirements:

• Bachelors or advanced degree.
• Minimum of five years of experience in digital fundraising at a non-profit or marketing agency; rapid response; email marketing; list building; writing and editing; and using data for decision making.
• Hands-on experience and demonstrated success in planning, developing, and delivering successful digital fundraising campaigns and project management.
• Experience using online tools, processes, and techniques for donor development, engagement, recruitment, retention, conversions, and list building.
• Experience managing relationships with vendors and success working in cross-departmental teams.
• Prior experience with CRMs, donation processing platforms, advocacy, and email marketing platforms. KIND’s’ ecosystem includes Salesforce, Engaging Networks, and WordPress. Experience in one or more of these platforms is preferred.
• Enjoys collaboration and thrives in a fast-paced team- and matrix-oriented working environment.
• Data-driven decision-maker who uses analytics and data to guide strategic decisions that align with digital goals, objectives, and initiatives.
• Excellent communication skills and the ability to message quickly and effectively, and in a manner that reflects a commitment to diversity, equity, and inclusion values.
• Strong project management skills.
• Networked in the nonprofit digital world of fundraising and advocacy.
• Proactive, flexible, creative, and thrives with ambitious performance goals.
• Excellent judgment and resourcefulness.
• Energetic self-starter with outstanding organizational skills, attention to detail, follow-through, and proven ability to work effectively under pressure.
• Familiarity with HTML, CCS, Google paid advertising, Facebook advertising campaigns, and graphic design are a plus.

Salary Range: $75,000-$85,000 dependent on experience

KIND requires all staff be COVID vaccinated with the exception of those who have medical or religious beliefs exemptions.

Application Instructions:

Please be advised that an employment application will need to be submitted along with your resume and cover letter, in order to be considered for the desired role. https://supportkind.org/join-the-team/

KIND has an organization-wide commitment to diversity, equity, and inclusion. We strive to create a work environment where everyone has a sense of belonging. Individuals from historically underrepresented or underserved communities are strongly encouraged to apply.

The Organization

The mission of the William Caspar Graustein Memorial Fund is to achieve equity in education by working with those affected and inspiring all to end racism and poverty.

OUR PURPOSE

We understand our mission is part of the larger work of bringing about justice and equity in the United States. We focus on education as both a process and tool for personal and social transformation, in addition to being a central institution in U.S. society. We work with those most affected to center the experiences and wisdom of communities of color and those living in or near poverty as indispensable to designing the solutions needed. We seek to inspire all to end racism and poverty, two of the most significant root causes of inequity in the United States. We focus our work in Connecticut as our home state and a state of stark inequity.

We understand that our endowment is critical for realizing our mission, not simply in generating funds for grantmaking, but in proactively addressing social and environmental injustices in how it is invested. We are working to align our investments with our mission, seeking out new opportunities to maintain our fiscal position while also positively impacting the communities we serve. We seek to work with diverse managers, invest in communities historically denied access to capital, vote our proxies in support of equity, and ensure our investments are creating a healthy, more equitable world.

ORIGIN

Archibald Graustein was in the first generation of his family born in the United States and the first in the family to graduate college. In 1946, he established the William Caspar Graustein Memorial Fund in memory of his late brother for “religious, charitable, scientific, literary and educational purposes.” During Archibald’s lifetime, the Memorial Fund primarily supported schools and hospitals, institutions that he saw as enabling his generation’s advancement.

After a bequest in 1993 from Archibald’s widow, Hallie Hubbard Graustein, dramatically increased its assets, the Memorial Fund adopted a single strategic focus: the improvement of K- 12 education in Connecticut, with a strong emphasis on early care and education. Throughout its history, the Memorial Fund has sought to both respond to current needs and honor the experiences and achievements of this 19th century immigrant family.

ORGANIZATIONAL HISTORY

The Memorial Fund was reorganized in 1993 and designed a three-pronged strategy to improve school success for all children in Connecticut with a strong focus on the years from birth to age eight. In the first twenty years the Memorial Fund created networks of relations that effectively integrate these elements:

Community Engagement – supporting parents and communities in the development of early childhood education plans; fostering the development of the capacity of communities to organize, analyze, reflect, and act on behalf of young children.
Public Policy and Advocacy – raising the level of awareness and discussion of early childhood issues and opportunities at the legislative, executive, and public levels.
Improvement of Instruction and Educational Leadership – partnering with school districts to develop leadership, build capacity and expand knowledge for improved student outcomes.
The first two elements were merged in the Discovery Initiative, which worked with 52 towns and cities across the state, advocacy groups and state government to build an early childhood system at both the state and local levels with communities working as full partners from creating the vision to implementation. This deeply collaborative work contributed significantly to the establishment of a state Office of Early Childhood Education in 2013.

The Memorial Fund established the Connecticut Center for School Change in 1994 to address K- 12 instructional improvement. The Center established its own governing board and attracted other sources of support that exceeded the Fund’s contribution. It runs today as Partners for Educational Leadership, an independent entity operating without support from the Fund.

After 20 years, in 2015, the Memorial Fund adopted a new mission to achieve equity in education by working with those affected and inspiring all to end racism and poverty. This mission embodies a commitment to ensure that those who are affected by policies have a voice in creating them and to explicitly address structural racism and poverty to achieve equity in education. As a learning organization, the Fund is also committed to reflecting and sharing experiences that inform both its own practice and the field.

In 2018, the Fund created three separate but interconnected Program Focus Areas to guide implementation of new priorities:

Building Community Power: support groups working to increase the power of communities of color living in poverty (i.e., youth, residents, students, parents) by providing information, support and equipping community members with the tools necessary for engaging in individual and collective, bottom-up, social change efforts.
Disrupting Institutional Inequity: activities focused on working with cross-sector leaders to develop and advocate for practices and policies that disrupt organizational cultures and structures that perpetuate inequities in education and other issues that intersect with education.
Transforming Key Systems: the transformation of systems and institutions what directly impact young peoples’ outcomes in school. Initially its own program area, Transforming Key Systems is now being considered the culmination of effective efforts in the Building Community Power and Disrupting Institutional Inequity program areas. In the end, strategies that elevate community power and include institutional leaders in understanding and reinventing detrimental systems so that they accelerate the advancement of people of color and people living in poverty.
In 2019, the Board approved an Investment Policy Statement (IPS) to begin the work of aligning the management of the Fund’s endowment with the mission and values of the Fund. Prior to this, most of the management of the endowment was focused on fiscal returns and the longevity of the

corpus. While financial gain is still a focus, current and potential investments are held to a much more rigorous evaluation, centering social and environmental impact along with financial return. As of the spring of 2022, approximately 20% of the endowment is aligned with the IPS.

Headquartered in Hamden, Connecticut, the Memorial Fund, has assets of $140 million and an operating budget of $9 million. Currently, the Fund has an 8-person board (2 family and 6 non-family members) and full-time staff of 10.

Position Overview

Reporting to the Executive Director, and working closely with the Investment Trustee, the Director of Impact Investment Strategy (DIIS) will provide overall leadership and direction for the Memorial Fund’s $140 million endowment. In alignment with the IPS, the DIIS will develop and fulfill this new Director role. They1 will make it a priority to preserve and build upon the collegial and collaborative spirit that exists internally with the Board and staff, and externally with the Memorial Fund’s grantees, partners, and the broader community of stakeholders, including the external team of financial professionals and investment partners.

1 We use “they” as an inclusive pronoun to refer to this individual.

The DIIS will coordinate all ongoing investment activities, including the evolving mission-adjacent work of investor activism, community investment development, and development of metrics to track mission alignment. These responsibilities will include coordination of investment consultants and monitoring investment performance in close coordination with the Board and Investment Trustee. They will also serve as primary staff support for the Finance & Audit Committee.

In addition, in coordination with the Executive Director and Senior Program Officer, the DIIS will seek out and evaluate potential local investment partners related to the Fund’s current grant-making strategies and serve as principal spokesperson for the Memorial Fund’s innovative investment program, sharing our work with the broader philanthropic community.

IDEAL VALUES AND SKILLS

The Director of Impact Investment Strategy should embody the following values and skills:

A values-driven leader with experience in and commitment to community engagement. A seasoned professional who is community focused and committed to shared leadership.
A deep commitment to the principals and priorities described in the Fund’s IPS, able to develop a coherent investment strategy for the Fund, while enthusiastically embracing the co-creation of this new role.
A champion of racial and social justice. An awareness of and ability to identify structures of inequity. Attentive to the plentiful opportunities to affect structures within the investment industry that contribute to systems that disadvantage the poor and people of color.
Emotional intelligence to deal effectively with multiple constituencies and complex relationships across the breadth of the Fund’s work.
Resiliency skills to lead and/or actively participate in advancing the Fund’s work relative to racial, social, and economic justice.
A reflective practitioner. A commitment to and experience with learning, exploring, and sharing for a common purpose. A listener who values and appreciates hearing from everyone, with the ability to learn from the stories of others.
Ability to confront personal, individual, and internal systemic bias with regards to race, gender, gender-identity, sexual orientation, ability, etc., which may require sharing and discussing personal identities in relation to the work environment.
Ability to work and navigate complex conversations related to power, privilege, white supremacy, racism, and oppression on a regular basis.
Ability to think conceptually, critically, and strategically. An agile learner with intellectual curiosity and openness to new ideas.
Analytical ability and knowledge to assess risk and willingness to guide the investment portfolio; striking a balance between fiduciary responsibility and seeking risks appropriate to the Fund’s bold mission.
KEY PRIORITIES AND RESPONSIBILITIES

Gain comprehensive knowledge and insights into the Memorial Fund’s history, mission, values, culture, programs, diverse constituencies, voice, and infrastructure to develop the Fund’s approach to mission-aligned investing.
Understand and embrace the values of the Graustein family (via direct interaction with family members and family-generated documents).
Develop a working knowledge of ongoing mission-aligned programs, understanding role of Investment Trustee, Board of Trustees, Investment Consultants, and various staff roles. Establishing strong relationships to develop best practices to move the IPS forward.
Lead, manage, and develop recommendations for all investment-related activities including: o Oversight of Investment Policy Strategy
Staff the Finance & Audit Committee and Investment Trustee meetings
Evaluation and coordination of Investment Consultants; including Request for Proposal (RFP) process, should change be necessary
Conduct due diligence for impact investments with Program Implementation Team and makes recommendations to Investment Trustee.
In conjunction with Investment Consultants and Board, oversight of investment portfolio performance
Develop Spending Policy Analysis and provide leadership and oversight for expected return studies. Interpret, develop, and make recommendations for changes as needed
Lead, manage, and develop recommendations for all investment activism activities including: o Proxy voting policy and practice
Coalition building
Community impact outreach
Actively represent the Memorial Fund at community-based meetings and events related to investment activities. Participating in local, regional, and national projects that contribute to the Fund’s mission.
Apply an equitable and anti-racist analysis to all functions to achieve the Fund’s goals.
IDEAL EXPERIENCE

The Director of Impact Investment Strategy should have the following experience:

Five years or more experience preferred in any of the following fields: investment management, finance, economics, urban planning, environment, law, nonprofit management, or business administration. Combination of relevant experience and training outside of standard college program will be considered.
Experience working in or with foundations and philanthropy.
Demonstrated commitment to racial equity and inclusion/social change.
Creative analytical and problem-solving ability that provides proactive, creative cross-functional thinking and ideas.
Ability to make effective and persuasive speeches and presentations of complex or controversial topics to public groups and/or boards of directors.
A history of communicating effectively and openly, both verbally and in writing, with a broad range of individuals and organizations.
ADDITIONAL INFORMATION

The Director of Investment Strategy will be expected to work out of our offices, based in Hamden, Connecticut, once we fully reopen, with some flexibility for occasional remote work. Due to the pandemic, our offices are only partially open at present, and we expect to fully reopen in the coming months.

The position will require travel around the State of Connecticut in seeking out potential investment opportunities and beyond Connecticut to national conferences. This is a position with full benefits and competitive salary. This job description is not designed to be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required.

The William Caspar Graustein Memorial Fund is deeply committed to diversity and equal opportunity. As such, the Fund is an equal opportunity employer and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. We will seek, and welcome, a diverse pool of candidates.

How To Apply

Please send cover letter, resume, and contact information to: hr@wcgmf.org with the following subject heading: Director of Impact Investment Strategy. Also, indicate how you learned of the opportunity. All applications will be acknowledged and kept strictly confidential.

Initial interviews will be conducted in early May with applicants considered on a rolling basis until the position is filled. Position start is negotiable, with start as early as June 2022 a possibility.

The Organization

ABOUT US

Group Health Foundation is a relatively new and growing 501(c)(4) philanthropic organization committed to partnering with communities across Washington State to transform the balance of power to ensure equity and racial justice across Washington and beyond. We are hiring a Program Officer to join our expanding team.

Cultivating a staff team that embodies the diverse experiences of Washington communities is essential to these aspirations. We strongly and sincerely encourage applications from people of color; immigrant, bilingual, and multicultural individuals; d/Deaf people and people with disabilities; members of LGBTQIA+ and gender non-conforming communities; and people with other diverse backgrounds and lived experiences.

To learn more about our work, our approaches, and our values, please visit our website.

Position Overview

POSITION SUMMARY

The Program Officer will foster and maintain relationships with communities and grantees to advance the Foundation’s learning agenda and evolving grantmaking and advocacy strategies. In the coming years, the Foundation anticipates exciting changes as we expand our highly committed program and policy team, continue to engage communities across the state, and create the strategies that will translate our bold aspirations into action. The Program Officer is an important external representative for the Foundation and a champion for the communities we serve. They will serve as a critical bridge between the Foundation’s priorities and the priorities of the leaders, organizations, and communities served by our growing team. The Program Officer reports to the Portfolio Director and collaborates widely across the Foundation to develop, implement, and evaluate grant programs.

This is a full-time, exempt position. We are actively recruiting applicants from north central, northeast, southeast, and southwest Washington as well as the Olympic Peninsula, the Bellingham area, and the greater Spokane region. Priority will be given to candidates who both live in and have a deep connection to communities in these areas. Employees who live near one of our offices are expected to work in the office at least two days per week. We currently have offices in Seattle and Pasco and are planning to open an office in Tacoma in 2023.

Some early morning, evening, and weekend hours will be required, and regular statewide and regional travel should be expected. All employees participate in our offsite retreats, which often require travel and overnight stays.

PRIMARY RESPONSIBILITIES

·       In collaboration with the program and policy team, contribute to the development and execution of grantmaking and other program strategies

·       Implement the priorities for an assigned grantmaking area through a combination of grantmaking and community engagement

·       Build and enhance relationships with community leaders, organizational leaders, and funding partners across the state, with particular responsibility for leading the Foundation’s relationship-building and engagement efforts

·       Evaluate grant proposals and develop funding recommendations

·       Serve as a primary partner and point of contact for grantees and other collaborators

·       Represent the Foundation to a diverse range of partners including grantees, community leaders, business leaders, government officials, affinity groups, and collaborators

·       Educate community and statewide leaders about the Foundation’s mission, programs, and goals

·       Identify and disseminate emerging trends in the sector, relevant case studies, and other topics of interest related to the Foundation’s work

·       Prepare strategy memos, briefs, reports, and presentations in a variety of formats to engage a broad range of constituents (e.g., board members, community leaders, grantees, allied funders)

·       Contribute one’s own ideas, perspectives, and lived experiences to the emerging culture of the Foundation

·       Assume other responsibilities and explore new opportunities that arise with the evolving needs and aspirations of the Foundation

QUALIFICATIONS

·       A deep commitment to equity and social justice, and strong alignment with our organizational values

·       Ability to authentically connect the Foundation’s mission and aspirations with one’s own personal experiences

·       Demonstrated ability to cultivate relationships and work effectively and respectfully with politically, ideologically, culturally, and geographically diverse people and communities

·       Knowledge of, or a strong desire to learn about, the needs of communities across the state who are most impacted by structural inequities

·       At least seven years of leadership experience in the public or nonprofit sector, preferably in a capacity that involves deep partnerships with place- or identity-based communities

·       Experience leading programs or initiatives related to racial justice or disability justice

·       Experience as a grantmaker or other funder, or experience as a nonprofit fundraiser, with working knowledge of the sector and workings of different types of nonprofit organizations

·       Demonstrated ability to cultivate relationships with diplomacy, and to work effectively and respectfully with politically, ideologically, culturally, and geographically diverse people and communities

·       Excellent project management and organizational skills with demonstrated success managing multiple projects and priorities in a team-based environment

·       Demonstrated ability to research and analyze complex issues and the potential impacts on communities

·       An understanding of the foundational role that racism, ableism, sexism, and other forms of bias and oppression play in perpetuating inequity

·       Experience with various equity, justice, and power-building strategies, including a demonstrated ability to connect with these issues on a personal and organizational level

·       Humility and curiosity, and an understanding of how these qualities are connected to success in this role

·       Demonstrated capacity for self-reflection

·       Strong verbal, non-verbal, and written communication skills combined with the ability to listen deeply and authentically

·       Proficiency with Microsoft Office (Outlook, Word, Excel, PowerPoint, and SharePoint) and Adobe (Acrobat DC) and ability to adapt to new technologies

·       Ability to take part in meetings and events outside of core business hours

·       Enthusiasm for traveling throughout Washington and engaging with communities that may be different from your own (travel is estimated at 15-20% for this position)

COMPENSATION

In addition to a positive and flexible work culture, we attract, retain, and motivate exceptional people with an equitable and competitive compensation package. Salary ranges are set according to an explicit compensation policy, and relevant data are reviewed when setting ranges for each position. The anticipated starting salary range for this position is $128,000 to $138,000. A compensation enhancement is provided to employees with indigenous or advanced language proficiency in more than one language that they utilize to advance the Foundation’s work across Washington. We offer a comprehensive benefits package that includes fully paid medical/dental/vision coverage for employees and dependent children (and partial coverage for partners and spouses), a 10% retirement contribution, generous and flexible paid time off, paid family and medical leave, a transit pass (where available), and support for ongoing professional development.

How To Apply

Please submit your resume and a cover letter expressing your specific interests through our online application portal. Priority will be given to applications submitted by Monday, May 30. You will receive an automatic acknowledgment of your application once you submit your materials, and you can expect updates from the Foundation every two to three weeks once the priority deadline has passed.

We are committed to creating conditions where all candidates are able to fully express their talents and potential and invite you to let us know if there are any accommodations that we can provide to support you in your pursuit of this role.

Thank you for your interest in joining Group Health Foundation!

The Organization

The Client

Founded in 2015, Point Source Youth is a 501(c)3 organization working nationally to prevent and end homelessness for all young people, with a focus on BIPOC and LGBTQ+ youth. They help advocate for, implement, and evaluate proven, scalable, and replicable youth homelessness interventions to increase housing options for youth. Point Source Youth’s liberation focused model trusts young people as experts in their lives and wellbeing. Their youth-centered solutions provide support for direct cash transfers, rapid re-housing, host homes, and family and kinship strengthening. Each solution centers youth choice and empowers young people to make vital decisions that positively impact their lives.

Point Source Youth partners with service providers, funders, policymakers, government officials, and youth advocates across the country to develop innovative solutions to ending youth homelessness.  Point Source Youth also advances research and evaluation partnering with leading researchers across the country to evaluate the interventions it supports.  Rooted in their belief in the power of local change, their team of regional technical assistance experts empowers communities on the ground working to end youth homelessness. In further support of their collective and regional approach to ending the national youth homelessness crisis, Point Source Youth convenes a national symposium and three regional (rural, southern, and western) conferences, reaching 3,000 attendees annually.

Point Source Youth believes that all people have the unconditional right to housing. All partners share their core values and prioritize serving the most historically marginalized youth, including BIPOC, nonbinary, and LGBTQ+ youth.

Since its inception, Point Source Youth has been growing rapidly. The organization, which is overseen by an eight-person Board of Directors and operates with 12 nationally distributed staff, anticipates $3.5 million in revenue in 2022. Continued expansion of revenue, programs, and staff is expected in the near term.

For more information, please visit: www.pointsourceyouth.org

The Client

Founded in 2015, Point Source Youth is a 501(c)3 organization working nationally to prevent and end homelessness for all young people, with a focus on BIPOC and LGBTQ+ youth. They help advocate for, implement, and evaluate proven, scalable, and replicable youth homelessness interventions to increase housing options for youth. Point Source Youth’s liberation focused model trusts young people as experts in their lives and wellbeing. Their youth-centered solutions provide support for direct cash transfers, rapid re-housing, host homes, and family and kinship strengthening. Each solution centers youth choice and empowers young people to make vital decisions that positively impact their lives.

Point Source Youth partners with service providers, funders, policymakers, government officials, and youth advocates across the country to develop innovative solutions to ending youth homelessness.  Point Source Youth also advances research and evaluation partnering with leading researchers across the country to evaluate the interventions it supports.  Rooted in their belief in the power of local change, their team of regional technical assistance experts empowers communities on the ground working to end youth homelessness. In further support of their collective and regional approach to ending the national youth homelessness crisis, Point Source Youth convenes a national symposium and three regional (rural, southern, and western) conferences, reaching 3,000 attendees annually.

Point Source Youth believes that all people have the unconditional right to housing. All partners share their core values and prioritize serving the most historically marginalized youth, including BIPOC, nonbinary, and LGBTQ+ youth.

Since its inception, Point Source Youth has been growing rapidly. The organization, which is overseen by an eight-person Board of Directors and operates with 12 nationally distributed staff, anticipates $3.5 million in revenue in 2022. Continued expansion of revenue, programs, and staff is expected in the near term.

For more information, please visit: www.pointsourceyouth.org

Opportunity

This is an exceptional opportunity for a seasoned fundraiser to increase and diversify funding to substantially expand the key activities and initiatives of a radically transformative organization working at the leading edge of the movement to end youth homelessness.

 The Position

In this newly created position, the Senior Vice President, Development will report to and partner with the Executive Director to significantly increase corporate and foundation support and build robust individual and major giving programs to expand Point Source Youth’s work. With support from the Executive Director and Director of Development, the SVP will co-create a sophisticated and effective development department and strategic fundraising program to support Point Source Youth’s continued growth. The key responsibilities of this position include:

Strategy and Structures

·         Develop strategic fundraising plans to diversify revenue and expand unrestricted income;

·         Craft compelling stories and articulate messaging to raise support for PSY’s systems and policy change work to end youth homelessness;

·         Build intentional fundraising practices on a firm knowledge of program initiatives, organizational priorities, and staff capacity;

·         Create systems and processes that support consistent and effective donor engagement, including building and maintaining a donor database.

Donor Identification and Cultivation

·         Through prospect research and on-going relationship development expand the portfolio of individual and institutional donors including foundations and corporations;

·         Identify individuals and foundations to expand local support in the regions PSY serves;

·         Create major donor cultivation events to introduce individuals to PSY’s mission and impact;

·         Develop goals and stewardship strategies that ensure each donor (both individual and institutional) receives frequent, personalized attention;

·         Leverage wealth screening and other research tools to ensure solicitations are aligned with donors’ capacity and interests;

·         In partnership with the Communications team, identify and cultivate sponsors for the four Symposia on Solutions to End Youth Homelessness (Rural, National, West, and South).

Communication and Collaboration

·         Create an annual fundraising calendar and effectively collaborate with relevant individuals and departments to meet application, reporting, event, and communications deliverables;

·         In communication and partnership with the Programs and Communications teams, develop a process that ensures all restricted funding proposals are in support of existing and planned programs;

·         Coordinate with the Management Team to collect data, analyze outputs, and effectively report organizational impact to donors and prospects;

·         Support the Policy team’s efforts to use a public health framework to obtain significant new federal, local, city and state funding for evidence-based solutions, including Direct Cash Transfers, to end and prevent youth homelessness;

·         Engage and provide support to the Board of Directors to meet their individual fundraising goals and to fulfill their responsibilities as ambassadors for the organization;

·         Foster a diverse, equitable, and inclusive organization built on a foundation of transparency and collaboration.

Professional Requirements

The new Senior Vice President, Development will have a clear understanding of trends in philanthropy and will be adept at navigating a rapidly changing donor landscape. They will be a skilled storyteller and internal advocate and champion, who is able to build support for an organization that operates outside of direct services models. The successful candidate must have the following:

·         At least seven years’ nonprofit fundraising experience in the youth homelessness, housing, LGBTQ youth or related spaces;

·         Successful track record of developing strategic fundraising plans to expand sustainable and diverse revenue streams;

·         Demonstrated success cultivating and stewarding donor relationships, and soliciting major gifts;

·         Knowledge of the philanthropic culture and community in the youth, homeless, LGBTQ, Direct Cash Transfers, and related spaces;

·         Experience leading relationships with institutional funders, and prior oversight of timely, accurate, and effective proposals and reports;

·         Outstanding written and verbal communication skills, including technical writing expertise, donor solicitation and public speaking experience;

·         Expertise in development department best practice systems, structures, policies and procedures, including prior experience building donor databases or CRM platforms;

·         Proficiency in Salesforce, Google Docs, LinkedIn Recruiter, Trello, and Slack.

Personal Characteristics

The new Senior Vice President, Development will have excellent relationship-building skills and they will be energized working in a rapid growth, fast-paced, start-up culture. They will be an emotionally intelligent and empathetic colleague who is able to balance the organization’s growth goals with internal capacity. And they will be a collaborative and flexible leader able to adapt to different personalities and work styles. The ideal candidate will have the following:

·         Commitment to social justice frameworks including race, gender, and economic justice, and equity;

·         Alignment with PSY’s youth-centered and liberation-focused values;

·         Exceptional relationship development and interpersonal skills;

·         Sound judgment in maintaining confidential information;

·         Extraordinary attention to detail and excellent time management skills;

·         Ability, on occasion, to work evenings, weekends, and irregular hours;

·         Ability to travel and work effectively in a variety of geographic, political, and cultural settings;

·         An amazing storyteller and communicator, working internally and externally to tell the story of how Point Source Youth is working to end the youth homelessness crisis.

 Compensation

 The anticipated salary range for this position is $150,000 – $170,000, commensurate with the lived and professional experience and qualifications of the selected candidate. In addition, Point Source Youth provides an excellent benefit package including 100% employer paid health insurance and a fully funded Healthcare Spending Account equal to the annual deductible. They also provide a 401(k) with an annual 4% match, dental and vision insurance, and monthly home office and cell phone stipends.

In keeping with Point Source Youth’s work to dismantle white supremacist workplace structures and to create space for rest, they offer a generous PTO policy and holiday schedule, they close the offices for one week during the summer and three weeks at the end of the year, and they provide a two-month paid sabbatical following each five years of tenure.

Location
Ideally, the Senior Vice President, Development will live in the greater New York City metro area. However, remote work arrangements will be considered for the exceptional candidate we are seeking.

Contact
Please submit a résumé and original cover letter that describes your interest in the organization’s mission and qualifications for the position as attachments via e-mail to:

Michelle Kristel,
Managing Partner
McCormack+Kristel

1740 Broadway, 15th Floor

New York, NY 10019

Phone: 212.531.5003 | Fax: 212.203.9599

Email: search@mccormackkristel.com | Website www.mccormackkristel.com

All inquiries will be held in strict confidence.  Please note that your education, dates of employment and other information will be verified prior to an offer.

McCormack + Kristel works only with equal opportunity employers. Point Source Youth does not discriminate in any of its employment policies or practices on the basis of race, color, religion, ethnic or national origin, sex, disability, age, marital status, citizenship status, sexual orientation, gender identity or expression, or any other personal characteristic protected by applicable law.

The Organization

Restaurant Workers’ Community Foundation (RWCF) is an advocacy and action nonprofit created by and for restaurant workers. Our mission is to improve the daily lives of professional restaurant workers by building a deeper sense of community and self-efficacy. RWCF engages in grant-making, impact investing, issue advocacy, and community-building efforts to influence industry practices, public policies, and public perceptions.

Our focus areas are wage fairness and career ladders, gender equity and sexual violence, racial equity and support for immigrant communities, mental health, and substance disorders. Additionally, RWCF responds to current events with our Restaurant Workers Crisis Relief Fund and Racial Justice Fund.

Organized in 2018, RWCF is still in its early stages of development. RWCF has a large and engaged Board of Directors (roughly half with expertise in the restaurant industry and the other half with nonprofit/foundation experience) that still contributes to the oversight of RWCF’s strategy and operations, as well as strategy implementation.

Position Overview

The Opportunity – Role of Executive Director

RWCF is seeking a dynamic, entrepreneurial leader to build out critical systems and operations, lead its fundraising and development efforts, drive and refine the organization’s strategy, further develop core communications and programming, and hire support staff to help RWCF grow. This creative leader would also build RWCF’s capacity to support and sustain our work and operations, leading a team comprised of a single staff member, consultants, vendors, and, over time, additional employees.

This opportunity is ideal for someone who thrives on building and innovating and is comfortable with designing and leading an organization—its operations, capacity, structuring, goals, and priorities. The Executive Director will have the support of a deeply engaged, all-volunteer Board of Directors that is organized around eight distinct committees:

1. Audit/Finance/Investments
2. Communications/Marketing
3. Development/Fundraising
4. Events/Community Engagement
5. Governance
6. Grantmaking/Nonprofit Partnerships
7. Personnel
8. Public Policy

The Executive Director will step into an organization that has experienced extraordinary fundraising success and enters the 2022 fiscal year in a strong financial position and with a growing donor base. The Executive Director will be challenged to solidify the organization’s reputation and fundraising to grow this innovative community foundation to long-term financial sustainability. The Executive Director will also support the transition of the Board of Directors from managing the day-to-day operations of the organization to instead providing critical oversight over the organization’s functions.

Finally, this leader must be able to embrace and lead within a flat leadership structure while ensuring that RWCF incorporates an equity and justice lens throughout its work and operations.

Role Details

• This is a full-time, remote position working with some travel required for events and meetings
• The salary range for this role is between $150,000 and $175,000, commensurate with experience
• Insurance includes medical, dental and vision, and life insurance
• The Executive Director’s performance and salary will be reviewed annually with a potential for an increase in compensation, based on management, communications, and fundraising successes.

Required Qualifications

• Dedication and enthusiasm for RWCF’s mission and a proven commitment to racial justice, social justice, and equity
• 8+ years of executive leadership experience
• Robust working knowledge of nonprofit governance and operations
• Excellent communication, presentation, and project management skills
• Proven ability to lead in start-up environments or an ability to apply experiences in established nonprofit organizations to a start-up environment
• Ability to develop, manage, and improve systems
• A commitment to teamwork and collaboration
• Previous experience reporting to and managing boards or committee structures
• Previous experience with long-term management of a diverse group of stakeholders

Key Responsibilities

Develop, implement, and continuously refine an organizational strategy and culture

• Develop, manage, and continually refine both long- and short-term strategic plans
• Lead and develop the team by nurturing an effective organizational workforce, culture, and morale, including recruiting and developing staff members
• Ensure that team members are aligned and actively collaborating in achieving each of their respective objectives and organizational goals
• Monitor and report on organizational goals, outcomes, and strategic progress
• Collaborate with RWCF’s infrastructure and governance team to continue to build out and strengthen RWCFs organizational infrastructure

Oversee the effective administration of RWCF’s programmatic strategy, fiscal management, and operations

• Support and provide leadership for RWCF’s Racial Justice Fund, Restaurant Futures Loan Program, and Restaurant Managers Network
• Create programmatic goals with well-defined metrics and accountability
• Partner with the Finance Committee and advisors to develop an impact investing strategy
• Oversee effective administration of RWCF’s operations
• Work closely with the Director of Finance and Operations to ensure RWCF is compliant with all existing or future federal, state, and local regulations governing the operation and management of the organization
• Support the leadership of the Director of Finance and Operations to design and build processes and systems throughout RWCF to increase its capacity
• Work closely with the Director of Finance and Operations to prepare annual budget and periodic financial statements that accurately reflect the financial status of the organization
• Collaborate with the Director of Finance and Operation and the Finance Committee to align revenue and expenses with strategic priorities, including budgeting, financial planning, and reporting

Build and maintain a strong partnership with the Board of Directors by clearly communicating organizational initiatives, successes, and opportunities

• Recruit and hire qualified staff to help RWCF transition RWCF’s Board of Directors away from running the  organization’s day-to-day operations to instead overseeing the organization’s critical functions
• Ensure that RWCF’s board committees are meeting regularly, communicating with each other, and supporting organizational priorities
• Work with the Board President to prepare for and lead quarterly and special board meetings and ensure board materials are prepared for maximum Board member engagement
• Develop, manage, and refine the onboarding and offboarding experiences for new and departing Board members, respectively, collaborating with the Governance Committee as necessary
• Support overall Board and Executive Committee engagement, relationship management, and communications
• Collaborate with Board members to develop organizational and programmatic strategies for new initiatives

Lead RWCF fundraising and development  efforts to support long-term financial stability

• Advance and implement a comprehensive development strategy
• Identify and successfully pursue new funding opportunities
• Oversee design, development, and execution of information systems that increase fundraising and outreach capacity
• Develop and oversee the development of all major grant proposals and coordinate with the Director of Finance and Operations to satisfy any grant reporting requirements
• Collaborate with the development team member and the Board of Directors to plan and execute all fundraisers and special events

Maintain internal and external communications to build and strengthen relationships with RWCF stakeholders and the public

• Become an authority on RWCF’s program areas and serve as the organization’s primary voice to media, funders, nonprofit partners, and the larger restaurant community
• Manage RWCF’s social media director and Communications Committee to build and maintain strong relationships with external stakeholders and increase RWCF’s reach across various platforms
• Oversee design, development, and execution of CRM or other relevant software that supports effective management of key partner and donor relationships
• Develop partnerships with other organizations and businesses to maximize grant-making and programmatic resources
• Work with team members to create and maintain collateral and presentations to both inspire and inform stakeholders about RWCF’s work and the work of RWCF’s grantees
• Develop and execute a plan to support RWCF’s volunteer management and engagement

How To Apply

Please complete this form by June 15. Applications without cover letters and resumes will not be considered.

RWCF welcomes applicants from historically underserved and marginalized communities and does not discriminate on the basis of race, color, sex, national origin, age, veteran status, disability, gender, religion, or sexual orientation. 

The Organization

NCFP envisions a world where all communities and systems are vibrant, equitable, and regenerative. To support this, NCFP works to ensure that philanthropic families gain greater clarity of purpose and achieve more meaning and impact in their giving while the field of family philanthropy pursues an ambitious vision toward intentional giving.

Reporting to the Director, Development & Community, the Manager, Member Relations will be responsible for member recruitment, engagement, and retention efforts in support of NCFP’s new strategic direction. The ideal candidate is an organized project manager and compelling writer with strong data gathering and analysis skills.

She/he/they will help create a culture of trust and accountability, transparent communication, and continuous improvement; will be a flexible team player able to work in a cross-functional team environment; and will be committed to motivating and supporting internal and external stakeholders to create a culture and practice that centers the many intersectional aspects of equity and racial equity.

The salary for this position is between $75,000 – $85,000 depending on experience plus benefits, which include paid vacation; 11 holidays; new parent leave; 100% employee premium paid for medical/dental/vision insurance; 5% retirement contribution; short and long-term disability and life insurance; transportation benefit; and professional development. This is a Fair Labor Standards Act (FLSA) status exempt position with a flexible remote option.

Position Overview

CORE FUNCTIONS AND RESPONSIBILITIES

Member Engagement / Donor Relations (50%)

•                 Plan and implement cultivation opportunities for existing members and prospects (i.e. – new member orientations, welcome and discovery calls, post-event follow up)

•                 Manage development and implementation of donor-specific communication plan including acknowledgment letters, renewal notices and reminders, blogs, and annual and mid-year reports

•                 Manage facilitation of development committee and Friends of Family committee to support NCFP’s fundraising and network engagement initiatives

Project Management / Recruitment and Retention (40%)

•                 Working closely with Director, Development & Community, manage implementation of NCFP’s quarterly member touchpoint strategy; serve as a key liaison between members and program staff

•                 Conduct research on potential members, make recommendations on recruitment strategies based on prospect profile

•                 Prepare weekly and monthly reports to track progress towards recruitment and retention goals

Administrative Support (10%)

•                 Track and record member calls and emails; ensure member data is accurate and up-to-date

•                 Support maintenance of network database including data entry, data cleaning, analysis and reporting

•                 Provide data and information to support creation of monthly development report

•                 Prepare donor profile documents in advance of funder meetings to support senior management team

How To Apply

To apply, send a cover letter and resume to emerald.adeyemi@ncfp.org, subject line: Manager, Member Relations Search. Submissions without a cover letter will not be considered.

The Organization

Founded in 1940 by Thurgood Marshall, the Legal Defense Fund has been advancing racial justice for Black communities for over 80 years. LDF’s mission is to use the power of law, narrative, research, and people to defend and advance the full dignity and citizenship of Black people in America. LDF’s vision is to imagine and build a multi-racial, multi-ethnic democracy where dignity is sacred, power is shared, and thriving in the standard. We execute on our mission and vision through four program areas: criminal justice, economic justice, education, and political participation. In each of these areas, we seek to unlock the full power of the law by combining litigation, policy, education, research, strategic communications, and community organizing. In our effort to ensure our key initiatives are drawing on the full power of our many tools, we are seeking a leader for the revised role of Director of the Thurgood Marshall Institute (the “Institute” or “TMI”).

The Institute is an interdisciplinary think thank within LDF that is essential to LDF’s comprehensive approach to protecting and expanding civil rights in the United States. Launched in 2015, the Institute complements LDF’s traditional litigation strengths and brings critical capabilities to the fight for racial justice including through cutting-edge research, public education programs, internal thought partnership, and our historic Archives, a distinctive collection of materials chronicling the legal history of the Civil Rights Movement.  The Institute integrates cutting-edge research and innovative thinking to inform, elevate and frame the litigation and policy work of LDF, and contributes to targeted advocacy campaigns to inform remedies and strategies for specific civil rights challenges.

Position Overview

The Director of the Institute will report to the President and Director-Counsel (PDC) and the Associate Director-Counsel (ADC) and is expected to model and uphold the highest ideals of LDF and represent the organization as a leader with external and internal stakeholders, media, and various audiences. The Director will support the work of LDF and help elevate, shape, and frame the narrative of the modern civil rights movement by providing critical research collaboration and advocacy. The Director will manage a team comprised of professionals, including senior researchers, archivists, and renowned institute fellows. The Director will be responsible for formulating the strategic plan for the Institute in concert with the President and Director-Counsel, Associate Director-Counsel, other members of the program team, and leadership of the Archives.

Responsibilities:

• Conduct and/or oversee multidisciplinary research projects and provide thought leadership to support and shape current work and provide insight on emerging civil rights issues;
• Grow the Scholars and Fellows in Residence Program to strengthen relationships with legal scholars and social scientists on evolving scholarship on race as well as to develop new advocacy approaches;
• Report to the PDC and ADC and collaborate with the Director of Policy Director of Litigation, Director of Strategic Initiatives, Director of Organizing and Chief Communications and Marketing Officer on the development and execution of the Institute’s strategic plan;
• Develop and/or supervise the development of and strategic distribution plan for research-based publications and communications to shape and frame the narrative on critical civil rights matters;
• Convene civil rights leaders, scholars, and subject matter experts through the Institute’s Labs—internal and external — and conferences and convenings to examine and deepen the discourse surrounding emerging civil rights issues;
• Manage a team of professional archivists and institutional historians and provide leadership in advancing an ambitious public-facing archives initiative, defining, and prioritizing the requests for information, and managing the review, protection, and confidentiality of sensitive materials. Enhance the operational infrastructure and be an effective manager of the people and the Institute. Bring management acumen and the ability to recruit, lead, develop and empower staff;
• Work in collaboration with the PDC and Director of Development to identify and advance fundraising efforts to support the needs of the Institute;
• Work collaboratively with LDF senior leadership as both a thought leader and peer manager in support of the broader LDF mission;
• Cultivate and maintain relationships with donors, allied organizations, grassroots activists, policymakers, media, etc.;
• Seek out and engage in public speaking and appearances to heighten LDF’s visibility and brand;
• Model and drive the program operating principles with initiative teams;
• Bring updates to the Senior Leadership Team meetings and prepared key conversations for monthly program roundtable discussions;
• Routinely assess progress across initiatives and make recommendations for changes from plan based on lessons learned and changes in external environment;
• Incubate ideas for new initiatives;
• Create agendas and drives collaboration within the Senior Leadership Team on any cross-departmental implications;
• Partner with ADC and Chief of Staff to conduct annual planning;
• Partner with CDO to help message the projects to funders and potential funders to raise critical funds;
• Partner with CFO to set budget and track team’s time and budget against goals;
• Partner with COO to ensure strong operational and cross-functional collaboration;
• Ensure the coordination of jurisdictional relationship building and outreach hire for and/or internally resource cross-functional teams;
• Anticipate/remove roadblocks to progress;
• Engage heads of program in the key conversations and decisions; and
• Other responsibilities as assigned.

Qualifications:

• Entrepreneurial, mission-first leader with a proven ability to lead via influence vs authority;
• Demonstrate ability to think strategically, set clear priorities and objectives, and achieve tangible, measurable outcomes;
• Commitment to the racial justice mission of LDF;
• Proven people leader with the ability to balance organizational needs with team needs, coach and provide feedback for improved performance, and navigate difficult employee situations;
• Strong time management and project management discipline;
• Natural collaborator who embraces partnership with LDF’s Senior Leadership Team, including the Chief of Operations, Chief Financial Officer, Chief of Communications & Marketing Officer, and Chief Development Officer to build the infrastructure, processes, messaging, and funding necessary to fully unleash the work, team, and brand;
• Ability to manage up and across to set expectations for team and pace of progress;
• Can nimbly adapt to change when necessary;
• Proactively seeks to internally educate leaders and staff on initiatives and impact;
• Seeks out and willingly embraces opportunities to advance public awareness of the work;
• Ability to create and oversee complex budgets and direct and supervise the fiscal aspects of the work as needed.

This is not an exhaustive list of all responsibilities, duties, skills, efforts or requirements or working conditions associated with the job. While this is intended to be an accurate reflection of the current job, management reserves the right to revise the job or to require that other or different tasks be performed as assigned. This description does not constitute a contract of employment and LDF may exercise its employment-at-will rights at any time.

Please note that LDF requires all employees to be fully vaccinated, including a booster shot against COVID-19 as a condition of employment. Accordingly, successful candidates must be fully vaccinated, including the booster shot against COVID-19, and submit proof of vaccination prior to the commencement of employment unless they qualify for a reasonable accommodation for bona fide medical or religious reasons.

How To Apply

This position is open until filled.

Please submit your resume and cover letter to:

jobs@naacpldf.org

If submitting via email, please include your name (last name, first name) in the email subject line.

Or

Human Resources Department

NAACP Legal Defense and Educational Fund, Inc.

40 Rector Street, 5th floor

New York, New York 10006

The Organization

The International Fund for Animal Welfare (IFAW) is a global nonprofit helping animals and people thrive together. The organization comprises experts and everyday people, working across seas, oceans, and in more than 40 countries around the world. IFAW rescues, rehabilitates, and releases animals, and it restores and protects their natural habitats. The problems we are up against are urgent and complicated. To solve them, IFAW matches fresh thinking with bold action. IFAW partners with local communities, governments, non-governmental organizations, and businesses. Together, these global stakeholders pioneer new and innovative ways to help all species flourish.

With a dual focus on both rescue and conservation, IFAW is well-positioned to lead strategic and effective interventions that reduce or eliminate threats to animals. IFAW believes each individual animal matters, and values the individual animal from an intrinsic and welfare perspective, but also as a contributor to conservation. Through this lens, IFAW approaches species conservation and individual animal welfare threats as one. By addressing problems affecting individual animals, we are strengthening wildlife populations and vice versa. IFAW’s greatest strength is in the layering of its expertise from complementary rescue and conservation programs to achieve magnified impact. By understanding the strengths of each program, IFAW can better leverage its efforts to maximize results. Through strategic partnerships with diverse and multidisciplinary stakeholders, IFAW programs position the organization as a credible convener and lead agent for integrated impact at scale. IFAW’s hands-on, field-based and community-centered work across all its programs, linked to its political advocacy work at the national, regional and international levels, has established the organization as a leader in animal welfare and wildlife conservation.

CORE PROGRAMS
Rescue: marine mammal rescue & research | disaster response & risk reduction | wildlife rescue

Conservation: landscape conservation | marine conservation | wildlife crime

ROLE SUMMARY
We are at a tipping point and in the midst of a crisis, the greatest humanity has ever faced. Species are on the brink of extinction, habitats are shrinking and disappearing, the lack of appreciation for the value of individual animals and their contributions to conservation goals remains and, climate change is wreaking havoc on people and ecosystems across the globe. All this is happening in a time when our assault on nature has given rise to deadly zoonotic diseases, one of which has become a global pandemic.

In response to this crisis, IFAW is embarking on an audacious five-year strategic plan (2021-2025) focused on improving the welfare of individual animals and the conservation status of wildlife populations in priority habitats through on-the-ground efforts and global advocacy. With a solid organizational foundation built, IFAW is now focused on growth.

Amid this environment of positive change and organizational investment, IFAW seeks candidates for the role of Chief Development Officer (CDO). Reporting to the Executive Vice President, Strategy, Programs & Field Operations (EVP), with direct access to and regular communication with the President & CEO (CEO), the CDO provides cutting-edge, strategic leadership on IFAW development activities comprising the following areas: direct marketing, major donors, legacy and planned giving, strategic partnerships, development operations, and campaign insight and analytics. As a key member of the executive leadership team, the CDO will continue to diversify and increase IFAW’s broad base of support across these giving areas, especially major gifts, while sustaining the organization’s historical strength in direct marketing. The CDO must foster new levels of donor engagement and an organization-wide culture of philanthropy. They will partner with the Vice President, Brand Marketing & Communications to ensure that development, marketing, and communications are fully aligned in advancing consistent, coherent external relations.

The CDO supervises an overall staff of approximately 72, including staff based in country or regional offices and the following five direct reports: Deputy Vice President, Marketing (direct marketing/annual giving); Deputy Vice President, Development; Director, Development Operations; Director, Campaign Insight & Analytics; and the Senior Administrative Coordinator. The CDO will be empowered to optimize the organizational design and functional alignment of the team in consultation with the EVP. The CDO will marshal these resources to increase prospect discovery and new donor engagement, contributed revenue and the diversification thereof, high impact partnerships, and powerful connections with IFAW’s existing stakeholders and emerging constituencies.

CANDIDATE PROFILE
IFAW seeks an innovator in development who has deep experience in major gifts fundraising and managing relationships with current and prospective high-net-worth individual donors, as well as a sophisticated understanding of direct response fundraising programs and their complementary role in building a high-impact, sustainable major gifts program. A strong preference exists for individuals with previous work experience in the conservation arena. The successful candidate must be a student of modern philanthropy and able to effectively leverage complementary development functions through strategic, forward-thinking integration. The CDO will be a proven leader, manager, mentor, and collaborative colleague who is comfortable leading major initiatives and supporting the leadership of others, and has a track record of effectively leading organizational change.

While IFAW will consider a broad range of backgrounds, the ideal candidate will have the following qualifications/experience.

• Dedication to the mission and goals of IFAW, and credible knowledge of current issues related to conservation and animal welfare. A demonstrated commitment to conservation and animal welfare through personal or professional endeavors, volunteerism, or other means.
• Minimum of 15 years of experience in progressively responsible leadership positions in development, including managing relationships with current and prospective high-net-worth individual donors. Experience working in a complex nonprofit environment, with a strong preference for individuals with previous work experience in the conservation arena.
• Demonstrated ability to provide management oversight, leadership, and direction with at least 10 years of significant supervisory experience, including experience creating and managing a budget. A strong record of recruiting and developing exceptional people and fostering a transparent work environment where collegiality is a key to success.
• Demonstrated commitment to and understanding of how to build diversity, equity, and inclusion in the development function; culturally competent with respect to issues such as racial, cultural, religious, sexual, and gender identity. Skilled at delivering solutions in evolving, multi-cultural environments.
• Hands-on experience with six and seven-figure gifts, including cultivation through solicitation and stewardship, as well as experience working with annual giving strategies for grooming the next generation of annual leadership and major gift donors. Success in securing gifts from both defined and undefined constituencies.
• Ability to extract and analyze data to make effective, efficient decisions about donor strategy and process. A working knowledge of modern data management practices and techniques, including database information systems, data modeling, and analysis.
• Experience in international fundraising and the cultural sensitivity it requires; knowledge of strategies and trends in global philanthropy. Experience working with individual donors on a global scale.
• Ability and willingness to travel frequently to domestic and international locations, consistent with public health guidance.
• Bachelor’s degree.

IFAW is an Equal Opportunity Employer. IFAW prohibits any discrimination in employment based on race, color, religious creed, national origin, sex, sexual orientation, age, disability, military or veteran status, genetic information, ancestry, or any other characteristic protected by applicable law.

How To Apply

IFAW has retained the DSG Fundraising & Advancement Practice of the Diversified Search Group to assist in this confidential search process. Inquiries, nominations, and applications (current resumes and cover letters) should be directed electronically to:

Gerard F. Cattie, Jr.
Managing Director and DSG Fundraising & Advancement Practice Leader
Diversified Search Group
The Chrysler Building, 405 Lexington Avenue, 49th Floor, New York, New York 10174
gerard.cattie@divsearch.com | 212.542.2587

The Organization

Put your passion and skills to work for the planet. Climate change is the most urgent issue of our time, and we need people like you to help us build a vital Earth — for everyone.

Put your passion and skills to work for the planet. Climate change is the most urgent issue of our time, and we need people like you to help us build a vital Earth — for everyone.

We’re Environmental Defense Fund, a fast-paced nonprofit with a growing staff of more than 850 people in nearly 30 countries. We deliver game-changing solutions that cut climate pollution and strengthen people’s ability to thrive despite the effects climate change is already having. We work wherever we can have the most impact, from local communities to top companies to governments worldwide, and even in space.

Our culture, values and commitment to diversity make EDF an exciting and meaningful place to work. Every job here makes a difference. Won’t you join us?

Position Overview

Overall Function

The Senior Foundations Officer will lead the fundraising efforts for a select portfolio of foundation donors and prospects (six- to eight-figure gifts), as well as provide effective leadership to up-and-coming fundraising and administrative staff on the Institutional Giving team.

Department, Location, and Reporting

This position is part of the Institutional Giving team within EDF’s Development Department.  This position can be located in EDF’s Washington DC, New York, Boston, Austin, or Boulder office (with an option of geographic flexibility for the right candidate).

Key Responsibilities

• Partner closely with program, finance, and executive staff to raise and manage six- to eight-figure gifts from foundations to support the work and mission of EDF. This entails a range of strategic stewardship and cultivation activities, including but not limited to:
• • Developing and implementing donor cultivation and stewardship plans.
  • Preparing high-quality proposals, reports, and other donor-facing communications in collaboration with program staff and grant writers.
  • Crafting strategic talking points and other materials for program and executive staff to use in donor meetings.
  • Cultivating relationships with donors and participating in funder meetings.
  • Ensuring accurate financial projections and donor information in our Salesforce database.
  • Leveraging the resources of department-wide research and donor engagement (communications/events) teams, as appropriate.

• Develop and maintain strong knowledge of EDF’s program work to effectively represent, through both written and oral communications, a wide array of regional, national, and global environmental programs to inspire donors to support EDF.
• Lead and/or facilitate frequent and ongoing internal communication within the development department, with program, finance and administrative staff, and at times, with the executive team to ensure coordinated engagement with donors across the organization.
• Effectively make a wide range of both independent and collaborative decisions in cultivating and stewarding donors, using his/her best judgment and the input of program staff and development leadership, where appropriate.
• Provide management oversight and mentoring to mid-level officers and/or administrative staff, as needed, including delegating and overseeing work, and providing guidance to ensure smooth operations and high performance.
• Work effectively with staff across all departments throughout all EDF offices.
• Participate in advancing EDF DEI goals in which people from all backgrounds and experiences feel connected, included, and empowered to address the environmental and organizational challenges in alignment with EDF values.

 Qualifications

• A Bachelor’s degree from an accredited university.
• A minimum of eight years of demonstrated success and progressive responsibility in nonprofit fundraising, including a strong track record of securing large gifts (at least six figures) from foundations.
• Strong strategic thinking and planning skills.
• Excellent written and verbal communications skills.
• Self-motivated with the ability to work both as a team player and independently.
• Strong project management skills, including the ability to work effectively across the organization and among geographically-dispersed colleagues.
• Outstanding interpersonal and listening skills.
• Staff management experience preferred.
• Interest in environmental issues, and demonstrated ability to quickly develop a strong command of EDF’s issues and work.
• Demonstrated self-awareness, cultural competency and inclusivity, and ability to work with colleagues and stakeholders across diverse cultures and backgrounds.
• Strong computer literacy, including Word, Excel, and donor management databases.
• The ability to travel as needed.

Hiring Range

We offer a strong total rewards package encompassing competitive salary, robust benefits, and professional development opportunities consistent with a modern global organization.

The pay range for this role is 120,000 – 127,000 USD which takes into account factors such as candidate experience, skills, training, internal team equity and local norms.

How to Apply

Please submit your Resume and Cover Letter on our careers site at: https://www.edf.org/jobs/senior-foundations-officer-1

Environmental Defense Fund is an equal opportunity employer where an applicant’s qualifications are considered without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information, sexual orientation, gender identity or expression, or any other basis prohibited by law.

The Organization

About the Foundation
Robertson Foundation is a private family-led foundation established in 1996 by Julian Robertson and his wife Josie. By taking a targeted yet creative approach to philanthropy, Mr. Robertson, the Chairman of Tiger Management L.L.C., and his family seek to have a positive social impact and create a legacy that reflects the family’s values. At present, Robertson Foundation is predominantly focused on grantmaking in medical sciences, environment and climate, and public education improvement. In its grantmaking, Robertson Foundation seeks to optimize the potential impact of its grants.

About the Role

Robertson Foundation is seeking a full-time Executive Assistant to the President to provide dynamic and varied administrative support to the Foundation’s President, Board of Trustees, and Executive Director. This position is an ideal opportunity for an individual seeking philanthropic exposure, who is intensely organized, cool under pressure, detail-oriented, and keen to learn.

About the Role
Robertson Foundation is seeking a full-time Executive Assistant to the President to provide dynamic and varied administrative support to the Foundation’s President, Board of Trustees, and Executive Director. This position is an ideal opportunity for an individual seeking philanthropic exposure, who is intensely organized, cool under pressure, detail-oriented, and keen to learn.

Responsibilities
• Serve as the point person for the President, managing all internal and external requests, questions, and materials going into and out of the President’s office.
• Manage the President’s calendar, schedule and prioritize appointments, and make travel arrangements as needed.
• Manage the President’s daily schedule, ensuring he has all details necessary for a seamless day.
• Receive and screen all incoming calls and/or visitors to the President’s office and ensure appropriate follow-up to requests.
• Manage and improve systems on a proactive basis to enable the President to work more efficiently and productively.
• Manage and prioritize the President’s to-do list, including monitoring deliverables, deadlines, and appointments.
• Organize all meetings and relevant materials for the President and Executive Director, including coordinating Board meetings, annual Board retreats, and other similar meetings.
• Provide additional calendaring and travel assistance to the Foundation’s Board members and Executive Director.
• In President’s absence, monitor all communications and forward such communications to the designated second-in-command as needed.
• Perform all necessary administrative support to the President’s Office, including preparing reports and filing key documents.
• Draft, proofread and edit written materials for distribution on behalf of the President, as needed.
• Any other duties appropriate for the position that may be assigned from time to time by the Foundation President.

Preferred Qualifications & Competencies
• Three to five years of relevant, high-level administrative experience in a professional setting
• Cool and nimble under pressure; able to work in a fast-paced environment with tight deadlines and stay well-organized even if priorities shift
• Technologically savvy, especially in calendar and project management applications
• Excellent written and oral communication skills with the flexibility to communicate effectively across a variety of internal and external audiences
• Team-oriented with strong relationship-building skills and an interest in collaborating and working behind the scenes
• Experience in and dedication to exercising discretion and handling confidential information sensitively

How to Apply
If interested, please apply at https://robertson.pinpointhq.com/en/jobs/48284 by June 3, 2022.

Commitment to DEI
Robertson Foundation is an Equal Opportunity Employer and encourages candidates of all backgrounds to apply for this position. We approach the hiring process with the understanding that incorporating diverse viewpoints into our grantmaking approach and work environment strengthens the foundation’s ability to make impactful progress towards our mission. The Foundation is committed to continual learning and reassessment of our strategy and operational processes in relation to Diversity, Equity, and Inclusion (DEI) practices, including through engagements with DEI-focused practitioners, learning from grantee partners, and internally conducted research and resource gathering.

Additional Information
Due to COVID-19, staff are currently working in a hybrid capacity (with some activities in person). Operations are expected to resume in person at Robertson Foundation’s office in Midtown Manhattan at an appropriate time. All employees must be fully vaccinated against COVID-19, subject to medical or religious accommodations under applicable law.

About our Recruitment Process
Thank you in advance for the time invested in our application. Unfortunately, we are not able to follow up with all applicants unless they are selected for a phone interview. Following phone interviews, candidates will likely engage in an assignment similar to activities common for this position. Following that process, finalists will participate in at least two interviews; it is likely that at least one of those interviews will be in-person. The final steps will include an interview with representative(s) from our board of trustees and a robust background and reference check. We hope to welcome a new team member in July 2022.