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The Santa Barbara Foundation (SBF), one of the oldest and largest community foundations in the United States, was established in 1928 to enrich the lives of the people of Santa Barbara County through philanthropy and community involvement. As Santa Barbara County's largest private source of funding for nonprofit agencies and the backbone of a strong regional tradition of philanthropy, SBF mobilizes collective wisdom and philanthropic capital to build empathetic, inclusive and resilient communities. The Santa Barbara Foundation seeks a professionally accomplished leader to serve as its next President and Chief Executive Officer. The new President & CEO will provide dynamic and forward-thinking leadership to promote the fulfillment of SBF’s vision and mission, implement the Board-supported strategic plan, and steward the role of SBF as a key convener in Santa Barbara County. The Santa Barbara Foundation has exclusively retained The 360 Group of San Francisco to assist with this search. Please visit http://the360group.us/SBF_CEO_PD.pdf  to review the complete position description, which includes detailed application instructions. No calls, please. Earlier applicants may receive priority consideration. To be considered, The 360 Group encourages all interested candidates to submit their applications promptly.

About BPI: Formed in 1999 to address the mass incarceration crisis, the Bard Prison Initiative (BPI) defies expectations of who college is for and where it might lead. For twenty years, BPI has reimagined and redefined questions of availability, affordability, and expectations typically associated with college in America. One of the most rigorous and effective college-in-prison programs in the country, BPI is now extending its radical intervention in educational inequity outside of prison through the Bard Microcollege. BPI currently enrolls 400 women and men across six New York State prisons and two microcollege campuses. To date, students have earned 550 Bard college degrees. About the Opportunity: Over the last twenty years, BPI has established an array of programs in and around New York City. As this community of students, alumni, and staff grows, there is increasing demand for BPI alumni in the workforce and a prime opportunity to meet this demand. With this momentum and the current national movement of investment and activism around criminal justice reform, BPI is building city-based infrastructure to support its work in areas such as housing, parole navigation, wellness, continuing education, professional and career development, and alumni affairs. In addition, with this demand and momentum, BPI has increasingly complex management needs, requiring deeply seasoned programmatic leadership to bring together all of the disparate pieces of our work and ensuring program team members have the clarity, supports, structures and systems for cross-team collaboration which allow them to be optimized in their work. The Director of NYC Programs brings the leadership, coherence and systems to support the development of this programmatic team, infrastructure and network. Ultimately, the Director is responsible for making sure that BPI NYC staff have the tools they need to be successful, in order to ensure that: NYC students and alumni are connected to BPI and one another; have resources and support to continue their education, advance their careers, and achieve in ways meaningful to them; and take on leadership roles in a diversity of fields within NYC. Key Responsibilities & Outcomes: Team Leadership: Deeply learn BPI’s work on the ground and build relationships with alumni, staff and students, ensuring solutions and initiatives develop from the ground up and center the community Develop the systems and structures across the NYC programmatic verticals to create role clarity and definition, cohesion and cross departmental collaboration, and link individual work to the overall organizational vision and priorities Specifically ensure that all of the program moving parts cohere and that the program team functions as a synchronized team Ensure clear processes for transparent communication and decision making Serve as project lead for establishing a NYC headquarters and office space that is vibrant, welcoming, and useful for BPI alumni Program Leadership & Partnerships: Build the relationships and structures to create coherence and community among the entire community of staff, alumni and students Collaborate with the BPI leadership team and staff to set and lead BPI strategic priorities Leverage the NYC communities of reentry, social service, and housing providers to create inroads and connections for students and alumni Develop the internal systems of support for program team members to advance the careers, housing, health, and civic lives of alumni Develop a depth of knowledge about BPI’s existing NYC programs and begin to identify areas for development and improvement Build relationships and partnerships with other relevant NYC organizations and allies Collaborate on areas of overlap between BPI’s work with current microcollege students and its work with alumni, most notably in continuing education, career development, and community building

Portland Public Schools is seeking a Director of Budget and Analysis to join our Business and Operations team. This important role is responsible for directing and managing the financial forecast processes as well as providing financial analyses and recommendations for important district decisions. This role will oversee the preparation and management of the annual budget, regular forecast cycles, revenue forecasting and reconciliations, and the maintenance of systems and processes in support of these objectives. Of paramount importance in this role is the responsibility to build a strong team partnering with leaders in Business and Operations, central Teaching and Learning as well as the leaders within the PPS school buildings to ensure that we are collectively able to deliver on our District goals.

About BPI: Formed in 1999 to address the mass incarceration crisis, the Bard Prison Initiative (BPI) defies expectations of who college is for and where it might lead. For twenty years, BPI has reimagined and redefined questions of availability, affordability, and expectations typically associated with college in America. One of the most rigorous and effective college-in-prison programs in the country, BPI is now extending its radical intervention in educational inequity outside of prison through the Bard Microcollege. BPI currently enrolls 400 women and men across six New York State prisons and two microcollege campuses. To date, students have earned 550 Bard college degrees. About the Opportunity : The Director of Finance and Operations serves as the de facto chief financial and human resources officer of BPI and reports directly to the Executive Director. The Director’s main charge is in identifying and implementing the infrastructure and systems needed to support BPI’s growth. The Director ensures that BPI responsibly manages its finances and financial responsibilities; that it can enter into and maintain effective contractual relationships; that it can expand its infrastructure and staff size; and that staff can rely on consistent and equitable administrative policies and practices, as well as support opportunities for professional development. Key Responsibilities & Outcomes: BPI’s contractual and financial relationships are centralized, organized, and optimal BPI employees recognize the fairness, logic, and transparency of employee policies Develop comprehensive knowledge and communicate all BPI’s contractual obligations with colleagues to ensure that those contractual obligations are met Establish new BPI office buildings or spaces in Annandale and NYC Conduct financial reconciliations on a quarterly basis with appropriate record-keeping BPI always satisfies financial reporting and auditing requirements Develop a smooth and efficient process to communicate necessary budget information for grant proposals and reports with the BPI Development team Handle invoices and payments in an efficient and organized manner Effectively manage the negotiation of new contracts, including leases Manage all new staff positions in an organized process from initial announcement and recruitment to appointment details and on-boarding Oversee process and timeline of staff evaluations and reappointments, working with supervisors, ED, and the Bard College Human Resources office Develop a BPI employee handbook to include established policies concerning reimbursement, time off, confidentiality, conduct, etc. Supervisors follow consistent policies to create meaningful opportunities for staff professional development

Would someone describe you as #helpful? Are you known for your problem-solving ability?  Would you thrive in a fast-paced environment match-making clients with our services?  We want to talk to you! The Management Center (TMC) is seeking a Manager, Client Support to join our growing intake team.  We are looking for candidates who have a sharp racial equity lens, are highly organized, passionate about details, and excited to support organizations by connecting them with the management services that will help them run more effectively and get their best results.   Who We Are Our mission is to help social change leaders learn how to build and run more effective organizations so they can deliver great results. Founded in 2006, we’re now a 45+ person, $11 million organization (and growing!).  We've helped shape the practices of hundreds of influential organizations and thousands of individual managers, with a particular focus on social justice organizations.  Our clients work on issues – like promoting immigration reform, fighting for racial, economic and gender justice, advocating for educational equity, and protecting voting rights – where they face an inherently uphill battle and so must fight more effectively than their opponents if they are going to win.  We aim to help them do that by making their organizations as effective as possible, by providing coaching, training, and publications for the broader field.   Managed by the VP of Client Support, Wendy Guyton, the Manager of Client Support will be a critical and integral member of the Client Services (sometimes referred to as Intake) Team who will work across the organization to help ensure we meet the needs of our clients so they can achieve their missions in the world.    What You’ll Do The newly created role of Manager of Client Support will work with all clients (and potential clients) in a manner that shows that they are valued and leaves them being even bigger fans of TMC after they come into contact with you.  The role will likely evolve over time, and the more you can handle, the better, but at a minimum, you will:   Engage -- approximately 35% of your time Respond to all incoming inquiries for our in-house training services (when we send a trainer to an organization to train all or parts of their team) in a timely and accurate manner. Provide exceptional service to clients from initial contact through contracting: you’ll ensure clients are properly routed through our process, are connected with the right member of the Client Support team (including yourself), and feel supported along the way. Connect -- approximately 35% of your time Conduct initial client inquiry calls: talking with clients to explore their needs and learn more about their team’s strengths and challenges. Manage client experience from inquiry call to contract including determining training audience and agenda, trainer match, selecting a training date, pricing, and contracting. (And keeping track of all these moving pieces with excellent follow up and follow through!) Match client with TMC services, products, and content that best meet clients’ needs while making strategic decisions reflecting TMC’s organizational objectives. Whenever possible, provide clients with quick assessment, coaching, and/or tools during initial communication that provides some immediate assistance.   Administration -- approximately 30% of your time Ensure accurate entry and updates to client data into our database (Salesforce) so that we can track our pipeline, impact and progress towards goals! Collaborate with Training Team and Administration Team in matching trainers with open registration training sessions. Take on ad hoc special projects for the Client Support Team to help to streamline our processes and make them more effective for the team and for clients   What Else You Should Know We are an equal opportunity employer, are committed to racial equity, and we make a particular effort to recruit people of color, indigenous people, gender-non-binary people, and others who have historically marginalized identities to apply for open positions.   This position is based in Washington, D.C., and is full-time.  We also offer the opportunity to work from home at least one day per week.   The salary range for this role is between $61,200 - $71,400, with exact salary depending on experience and new staff rarely starting at the top of the range .  We also offer excellent benefits, including an additional 5% employer contribution to your retirement fund with no match required.

The Management Center (TMC) is continuing to grow! We’ve been steadily expanding, and we are seeking an experienced educational equity leader to work with our clients (e.g. school leaders and other educational equity leaders who have managed senior level people in a school system or network of schools).  You will lead coaching engagements and serve as a teacher/coach/trainer/nudge/confidante/advisor/thought-partner to client executives, with the aim of helping them build their teams into high performing organizations that deliver great results. Ideal candidates won’t be lifelong consultants or necessarily have any consulting experience at all.  Rather, we seek experienced managers who have produced results and who have a passion for teaching other leaders from diverse backgrounds how to do the same. Who We Are We view educational equity as much-needed social change, and our mission is to help social change leaders learn how to build and run more effective organizations so they can deliver great results. Founded in 2006, we have helped shape the practices of hundreds of influential organizations and thousands of individual managers, focusing in particular on leading progressive organizations working for social change. Several years ago, we expanded our reach to include the educational equity sector.  This sector development is still in start-up mode as we build our support of superintendents, organizations advocating for more equitable educational policies, school leaders responsible for the children and adults in their buildings, among other leaders in the education space.  Our clients work on issues where they face an inherently uphill battle and so must fight more effectively if they are going to achieve their missions and do their best for children.  We aim to help them by making their organizations as effective as possible. A great deal of our work involves direct coaching of clients, and we also offer publications and training to the broader field. Along the way, we have built a strong reputation:  on our most recent anonymous survey, 95% of clients said they “Strongly Agree” (the top choice on a 7-point scale) that they would recommend TMC to a friend.  Such positive word-of-mouth has created fairly explosive demand for our services that the new coach will help us meet. What You’ll Do Your job will be to instill the management practices that will help your educational equity clients build higher-performing organizations that deliver great results.  You will work with principals, superintendents, executive directors and their senior teams to help them define ambitious goals; manage for execution; implement rigorous “people practices,” including selecting and retaining a diverse team of the best talent and letting go of people who don’t meet a high bar; and build cultures that reinforce a high bar for performance, constant improvement, and values like equity and transparency. At any given time, you will lead roughly four to six intensive client engagements and several other less intensive relationships.  Your work with clients might include: Observing them in action, diagnosing their needs, and designing the scope of our work with them; Delivering services to clients, including coaching senior executives one-on-one, designing new organization-wide systems, providing advice on challenges of the day, and conducting trainings for senior teams; Serving as the primary point of contact for clients and developing strong working relationships with them; In the friendliest way possible, nagging client leaders to make sure they are following-up on their commitments; and Prioritizing across client needs to ensure we spend our energy wisely. Beyond your work with clients, you will help build and grow TMC.  This means you will leverage your networks and cultivate strong relationships to identify additional educational equity leaders and organizations that could benefit from TMC’s services.  You also might develop new tools for all of our clients to use, identify better approaches for how we engage with clients, or help us come up with more effective ways to assess our progress.  You will also help shape the organization’s strategic direction, and serve as an external ambassador with key constituents. You will report to one of our senior coaches, who will measure your success primarily by improvement in your clients’ practices, client satisfaction, revenue generated, and fit with our culture. Who You Are To be successful in this job, you will excel in four areas: Management instincts :   You will have a demonstrated track record of success in managing a high-performing organization, department, or team, and will therefore bring a deep understanding of what it takes to produce results, instincts for going beyond the “textbook” to get to solutions that will work, and an appreciation for the CEO perspective and what it’s like to be in a senior management role. Critical thinking skills :   You will need the smarts to quickly become “fluent” in your clients’ contexts, analyze situations to see beyond the surface of challenges, and effectively customize general practices to fit clients’ particular needs. Interpersonal ability and a strong lens on issues of racial equity :   You must be able to build trust and goodwill with clients and demonstrate deep respect for the clients’ work.  You’re the kind of person who thrives on teaching and developing others, while bringing a healthy impatience to see progress. And because our clients and their teams come from a wide range of backgrounds, you can thoughtfully navigate issues related to racial and gender (and other) diversity, equity, and inclusion and bring a deep commitment to advancing these values. Business development :  You are comfortable pitching TMC services to potential educational equity clients.  You can negotiate pricing and contracts for your coaching services, understanding how to navigate supporting high-priority clients who might need additional assistance. We are more interested in these four qualities than in any particular type of experience. However, because you will need to be able to relate as a peer to school leaders and other senior leaders in the education sector, you will also presumably bring experience yourself having operated as a principal/building leader or managed senior level people in a school system or network of schools.  We know that there are other types of senior educational equity leaders who may not have run a school, but they could be successful in this role (e.g. Chief Operating Officers, Chief Financial Officers, Managing Directors of Program).  Please apply! Finally, you need to fit well with our culture, which we like to think combines excellence with heart (and a keen sense of humor helps). What Else You Should Know Our coaching roles comes in two varieties – a more junior position (Vice President) and a more senior position (Partner), with the difference between the two being the executive experience you bring and the type of clients with whom you work. Our most urgent current need, given our current client demand and staff makeup, is for a Partner-level coach based anywhere in the United States. This position is full-time and requires moderate travel 1 – 4 days per month). The full-time salary range for VP roles is between $91,800 to $128,520, and between $122,400 to $166,400 for Partners, with exact salary depending on experience and new staff rarely starting at the top of the range. We also offer excellent benefits, including an additional 5% employer contribution to your retirement fund with no match required. We are an equal opportunity employer, are committed to racial equity and social justice, and we make a particular effort to recruit people of color to apply for open positions.  What Now? If this seems like you, please complete an application!

Do people who know you refer to you as “The Connector” or some other type of network aficionado nickname?  Does your commitment to every child’s education drive you to do whatever needs to be done to ensure that education is of the quality they deserve?  Have you seen the difference effective and equitable management practices can make in how well teams can deliver results for the children they educate?  We’d like a word with you! The Management Center (TMC) is seeking our first Partner, Education Sector Engagement & Partnerships to contribute to the ever-expanding work of our Educational Equity (Ed Equity) Team.  The Partner will leverage their, and TMC’s, networks of leaders, schools, and organizations committed to the success of every child to build and grow partnerships with TMC to offer our services of management coaching and training.    Who We Are We view educational equity as much-needed social change, and our mission is to help social change leaders learn how to build and run more effective organizations so they can deliver great results.  Founded in 2006, we have helped shape the practices of hundreds of influential organizations and thousands of individual managers, focusing in particular on leading progressive organizations working for social change.  In 2015, we expanded our reach to include the educational equity sector. This sector development is still in start-up mode as we build our support of superintendents, school leaders responsible for the children and adults in their buildings, among other leaders in the education space, and organizations advocating for more equitable educational policies.  Our clients work on issues where they face an inherently uphill battle and so must fight more effectively if they are going to achieve their missions and do their best for children.  We aim to help them by making their organizations as effective as possible. The Ed Equity Team has ambitious goals to support as many school leaders and organizations that educate some of our most vulnerable populations (students of color and low-income students) as possible.  We are particularly committed to serving schools/organizations led by and for leaders of color and indigenous leaders.   What You’ll Do Reporting to the head of the educational equity sector, the Partner will be an integral member of the team who will create an outreach game plan and execute it by quickly identifying and winning over strategic clients who have high expectations for our work with them.  This individual will cut through all red tape to get the job done and secure future partnerships/business for our ed sector coaches and trainers in order to help us reach our ambitious goals. This newly developed role will evolve over time, but you’ll have 2 major areas of responsibility: Strategic engagement and partnership-building – approximately 70% of your time Build and maintain relationships across the education sector to generate business (primarily in schools, school districts, and non-profits/foundations that support either). Secure and/or maintain at least 7 Ed Equity partnerships within the first year with at least 1 being an organization lead by a person of color or indigenous person. Team support – approximately 30% of your time Identify/develop internal systems that make the building and maintenance of relationships with external partners easier to scale. Steward strategic partnerships that help us accomplish our goals around impact and number of managers trained, including Acting as a liaison between external partners and the rest of the Ed Equity team. Delegating logistical aspects of partnerships (e.g. writing contracts, conducting intake calls, scheduling onsite trainings) to the relevant TMC team member Collaborating with the Administrative Team and the Ed Equity Sector Head to ensure everyone has the information they need to move forward Lead trainings for select clients; including the majority of trainings at education conferences TMC attends If you were a member of the team this year, you would have been Networking with school and district leaders, hearing their needs, and recommending resources to them (TMC and others). Identifying and pursuing potential new partnerships that TMC’s Ed Equity Sector should pursue. Setting up the initial systems for new partnerships and analyzing the systems for current partnerships to ensure client needs met and all members our team understand their roles with the client. Creating an outreach plan to secure school leader management trainings for the summer. Partnering with large public school districts when big and tricky issues arise.   What Else You Should Know We are an equal opportunity employer, are committed to racial equity, and we make a particular effort to recruit people of color, indigenous people, and gender-non-conforming people to apply for open positions.  This position is full-time, can be based anywhere in the United States, and requires moderate travel (1 – 4 days per month).  The full-time salary range is between $122,400 to $166,400 for Partners, with exact salary depending on experience and new staff rarely starting at the top of the range.  We also offer excellent benefits, including an additional 5% employer contribution to your retirement fund with no match required.   What Now? If this seems like you, please complete an application!

Do you love building relationships with social justice leaders? Is networking your jam? Have people praised your ability to spot and hire superstars? The Management Center (TMC) is seeking a Director of Talent to ensure our recruiting and hiring processes continue to yield the amazing talent we need to achieve our mission (see below!). We’re looking for candidates who have a discerning eye for talent, who apply racially equitable and inclusive talent practices to finding great hires, who are excited to support the progressive and educational equity movements, and who love both the out front work of getting to know candidates AND the behind-the-scenes work process of systems management and improvement.   Who We Are Our mission is to help social change leaders learn how to build and run more effective organizations so they can deliver great results. Founded in 2006, we’re now a 45+ person, $10 million organization (and growing!). We've helped shape the practices of hundreds of influential organizations and thousands of individual managers, with a particular focus on social justice organizations.  Our clients work on issues – like promoting immigration reform, fighting for racial, economic and gender justice, advocating for educational equity, and protecting voting rights – where they face an inherently uphill battle and so must fight more effectively than their opponents if they are going to win. We aim to help them do that by making their organizations as effective as possible, by providing coaching, training, and publications for the broader field. The Director of Talent will be a critical and integral member of the team who will work across programs and sectors within the organization to grow our staff with colleagues who can help us meet our goals and achieve our mission.   What You’ll Do As the demand for TMC’s services has grown, so too has our team -- and we still have more need for our services than we have people on the team to deliver, which is the reason why you’re reading this posting right now!  You will report directly to TMC’s Partner for Talent & Equity, Valerie Evans, and be responsible for project managing the filling of immediate openings and supporting the efforts of growing our talent pipelines for future needs.  The role will evolve over time as we continue to build out our teams, but in the first year the core of your work will be: Managing a significant portion of our hiring processes -- approximately 50% of your tim e Provide a welcoming experience for candidates so they feel valued throughout their process Ensure candidates, whether hired or not, leave their hiring experiences bigger fans of TMC Owning Administrative Team hiring processes and serving as a helper for other roles: Work with hiring managers to craft the must-haves, evaluations, job descriptions, interviews, and exercises for new roles Strategize on how to recruit and support hiring managers in their efforts Conduct weekly meetings with hiring managers to check status, troubleshoot, and strategize toward making a successful hire Owning job postings Serving as primary initial screener for most/all open roles Scheduling candidates and interviewers throughout hiring processes Managing TMC’s applicant tracking system (JazzHR) -- including training hiring teams on its use  Supporting process improvements -- approximately 30% of your time Thought-partnering with the Partner, Talent & Equity and hiring managers regarding ongoing improvements and initiatives (e.g. revamping current hiring processes, developing hiring processes for new roles, creating and maintaining talent pipelines for future talent needs) Keeping an eye on the numbers to ensure no gaps in our hiring processes across racial and gender identity lines (or other identity differences) Proposing and implementing more equitable and inclusive solutions to our hiring challenges Supporting special projects/initiatives related to TMC’s internal racial equity and inclusion work   Increasing our pipelines -- approximately 20% of your time Contribute to increasing our pipeline of applicants and candidates moving into final rounds who are people of color, indigenous people, and gender non-binary people Cultivating relationships with prospective candidates for entry- and mid-level roles (both for immediate and longer-term hiring plans) Conducting informational interviews Own our monthly hiring informational calls What Else You Should Know We are an equal opportunity employer, are committed to racial equity, and we make a particular effort to recruit people of color, indigenous people, and gender non-binary people to apply for open positions.  This position is based in Washington, D.C., and is full-time.  We also offer the opportunity to work from home at least one day per week.  The salary range for this role is between $71,400 - $102,000, with exact salary depending on experience and new staff rarely starting at the top of the range.  We also offer excellent benefits, including an additional 5% employer contribution to your retirement fund with no match required.

About Common Justice: Common Justice develops and advances solutions to violence that transform the lives of those harmed and foster racial equity without relying on incarceration. Locally, they operate the first alternative-to-incarceration and victim-service programs in the United States to focus on violent felonies in the adult courts. Nationally, they leverage the lessons from their direct service to transform the justice system through partnerships, advocacy, and elevating the experience and power of those most impacted. Rigorous and hopeful, they build practical strategies to hold people accountable for harm, break cycles of violence, and secure safety, healing, and justice for survivors and their communities. Common Justice knows that communities impacted by crime and violence—and crime survivors in particular—have essential expertise about what produces safety, what constitutes accountability, and what facilitates healing. They believe that any social change platform—including a policy agenda, budgetary priorities, local social service needs, and community mobilizations—must be deeply rooted in the wisdom, power, and engagement of the people whose lives are at stake in these changes. About the Opportunity: There are a wide range of extraordinary advocacy groups in New York State, most of which are intently focused on winning critical, shorter-term victories in the various movements for criminal justice reforms. Common Justice’s policy work does not compete with these efforts, but rather builds a longer-term policy vision that transforms current ineffective responses to violence ranging from criminal justice and sentencing reform to increasing access to healing services to housing. To do this, they are beginning to lay the foundation for the long haul ahead, building the relationships and resources necessary to shift power and secure transformative change. A newly created role, the Vice President for Organizing and Policy (VP) is responsible for developing and leading this healing equity movement-building dimension of Common Justice’s work. Through both on-the-ground organizing and strategy development that is deeply connected to the needs of people impacted by violence, the VP drives the effort to ensure that people of color have the power and capacity to ensure healing equity, and that systems and structures act in support of every community’s inherent right to heal. Reporting to the Executive Director, the VP will play a key role on the executive leadership team, contributing to overall organizational health and strategy. The VP manages the National Director and Project Manager of United for Healing Equity, and has the opportunity to build a team, selecting the people and tools to effectively structure and deliver this work. How The VP will be Measured: Organizing & Healing Equity Leadership: Lead Common Justice’s base-building strategy; develop membership and leaders among people impacted by violence. Conduct foundational listening sessions with directly impacted people in New York City to co-develop a long-term advocacy and policy agenda to address violence in a way that ensures healing equity, reflects learnings from listening sessions, and directly connects to the needs of those impacted (i.e. does not rely on incarceration); secure those changes at state and municipal levels. Expand and lead a national network of people and organizations committed to healing equity. Work collaboratively with the Director of Communications to elevate the voices of those impacted by violence. Oversee the training and technical assistance efforts related to organizing for healing equity; support targeted allied efforts nationally. Build out the organizing and policy healing equity team, providing the right resources, tools, support, and development for the team to optimally and accountably deliver the work. Executive & Organizational Leadership: Collaborate with the executive leadership team to determine organizational strategy, priorities, decisions, and initiatives. Provide thought partnership and leadership on organizational health and culture matters (i.e. leadership development and manager capacity building; employee policy and practice, etc.). Develop and manage departmental budget.

About The Center: The Lesbian, Gay, Bisexual, & Transgender Community Center (The Center) has been a comprehensive resource and refuge for LGBTQ individuals and communities in New York City since 1983. With their doors open 365 days a year, they welcome 6,000 unique visitors weekly, providing: health and wellness programs; career development; family and parenthood support services; and arts and cultural events. With a long history of advocacy and advancing the rights of LGBTQ New Yorkers, The Center is deeply connected to the community and held as a premier, historically significant institution. They continue to evolve their program offerings and impact in the community, having doubled their budget over the past six years. They are also a leader in developing cutting-edge, community-responsive programming that is widely replicable. Learn more about their history and work at   gaycenter.org . The Opportunity: The Center operates from its 35,000 sq. ft. landmarked building in the heart of the West Village. It provides space to over 400 community groups each year and houses a wide variety of cultural activities, in addition to a library, bookstore, outpatient treatment clinic, coffee shop, offices, and meeting and event spaces. This dynamic building draws a diverse array of visitors while also housing a full time program-focused staff. Every year, The Center hosts thousands of activities—from their own weekly programing or annual fundraisers, to performance and celebrations hosted by external individuals and organizations. As a member of the senior leadership team, the mission of the Senior Director of Operations (SDO) is to ensure The Center’s physical space remains a welcoming, clean, and safe place for all staff and visitors. Emphasizing collaboration, relationship building, and communication, the SDO will manage and set the strategic vision for three departments of approximately 25 people, including Events, Production and Reservations, Facilities, and Information and Referral. The SDO will manage the visitor experience by ensuring The Center’s operational systems and policies are well codified, implemented, and communicated. Finally, the SDO will be a people-centered leader who understands and appreciates the complex identities and experiences of the people entering the space and ensures that everyone is celebrated for who they are. How The SDO Will Be Measured: People-Centered Leadership & Strategy:   Create an operations vision with strategies that balance operational objectives with The Center’s mission, and balances tensions across community needs while centering equity in their operations. Team Management:   Lead, inspire, and develop a cohesive and high functioning team with diverse identities to effectively deliver outcomes while centering The Center’s mission. Building Operations:   Maximize people, systems, and tools to ensure the building is a clean, safe, and welcoming experience for all staff and visitors. Budgeting:   Strategically manage spending and make recommendations to enhance the effectiveness of the team and operational expenses while maximizing The Center’s earned income model and ensuring client satisfaction and mission fulfilment is at the forefront. Systems and Policies:   Ensure operational systems and policies are followed, ensuring information is properly tracked and communicated, while refining systems and policies utilizing both an equity lens and feedback loops in pursuit of continuous improvement. Metrics and Outcomes:   Translate goals into strategies and tactics with measurable outcomes; hold the team accountable for achieving determined service levels and accountability measures. Relationships:   Build trusting, collaborative, empathetic relationships with all of The Center’s stakeholders including staff, clients, user groups, visitors, and external community partners.

About The Center: The Lesbian, Gay, Bisexual, & Transgender Community Center (The Center) has been a comprehensive resource and refuge for LGBTQ individuals and communities in New York City since 1983. With their doors open 365 days a year, they welcome 6,000 unique visitors weekly, providing: health and wellness programs; career development; family and parenthood support services; and arts and cultural events. With a long history of advocacy and advancing the rights of LGBTQ New Yorkers, The Center is deeply connected to the community and held as a premier, historically significant institution. They continue to evolve their program offerings and impact in the community, having doubled their budget over the past six years. They are also a leader in developing cutting-edge, community-responsive programming that is widely replicable. Learn more about their history and work at   gaycenter.org . The Opportunity:   The Center is staffed by approximately 130 full- and part-time employees that make up eight departments, including programs, development, finance, people, advocacy, communications, and operations. Beginning in 2017, The Center underwent a multi-step process to transition nearly all of its data to the Salesforce platform. As part of the transition, The Center has committed to more intentionally utilizing data to inform decision making and better understand the organization’s effectiveness and impact at fulfilling its mission. As a key member of the senior leadership team reporting to the Chief Operating Officer, the Senior Director of Data and Evaluation (SDDE) will develop the vision to ensure The Center becomes a data-driven organization. To do this, the SDDE, in partnership with the Executive Team, will create the strategy and facilitate the change management process to ensure the commitment to, and adoption of, a data-driven culture and practice throughout the Center.  The SDDE will manage a team of four, including the Revenue Systems Data and Evaluation Manager, Program Systems Data and Evaluation Manager, Salesforce Administrator, and Data Quality and Training Coordinator. This team is charged with overseeing all enterprise systems at The Center, including the collection, analysis, and reporting of data with a focus on performance metrics and continuous improvement across the organization. How The SDDE Will Be Measured: Leadership & Vision:   In partnership with the senior leadership team, set the vision and create the strategy for data and evaluation in order to improve The Center’s collection and use of data across the entire organization. Change Management:   Align people, systems, and improvement projects by connecting the data and evaluation work to The Center’s mission while building trusting and collaborative relationships with Center staff to create a shared vision and buy-in. Enterprise Systems Assessment & Development:   Working across departments, design an enterprise system roadmap through ongoing needs assessments, comparing systems’ current state to desired future state, developing nuanced understanding of The Center’s goals, and planning for risks and opportunities. Team Management:   Effectively translate goals into strategies and tactics for the team; support and hold the team accountable for achieving those goals. Metrics and Outcomes:   Work with the senior leadership team to establish measurable outcomes for each department, define what teams measure, and provide the tools, support and oversight to achieve outcomes.

About Share Our Strength Founded in response to the Ethiopian famine in 1984, Share Our Strength’s mission is to end hunger and poverty in the U.S. and abroad. Today, that mission is expressed through the organization’s work to end childhood hunger in America through its No Kid Hungry and Cooking Matters campaigns. No Kid Hungry, their bold campaign to end childhood hunger in America, has provided 775 million meals since its inception. Cooking Matters has supported nearly half a million families in healthy, affordable food shopping and preparation. Read more about their programming and impact   here . About the Chief Communications & Marketing Officer Opportunity At Share Our Strength, they believe that child hunger in the U.S. is a solvable issue. The incoming Chief Communications & Marketing Officer (CCMO) will lead the effort to powerfully and inclusively tell the stories of their work and impact. Building upon the strength of Share Our Strength’s brand and track record of impact, the CCMO will drive the vision and work of their marketing and communications shop, ensuring that they innovatively and strategically position themselves and their work, advance their brand and revenue opportunities, and effectively meet both internal and external stakeholder needs. Reporting to the CEO, and serving as a key member of the executive team, the CCMO will lead a team of 32 individuals, and collaborate with teams across the organization. How You’ll be Measured: Vision & Functional Development   – Lead and support a highly-effective, world-class mar-comms function in setting vision and defining purpose, priorities, and goals; optimally structuring teams and processes; and building a highly collaborative, service-oriented and equity-centered culture. Marketing and Communications Strategy   – Lead annual development of the overall, integrated marketing and communications strategy and budget, including national, owned, earned, paid, and social media, public relations, brand stewardship, thought leadership, and influencer relations. Equity, Diversity, and Inclusion   – Build strategies that reflect their core value of diversity and equity, ensuring community and marginalized voices and perspectives are represented, with an eye toward stewarding and sustaining authentic relationships with the communities that Share Our Strength serves. Executive Leadership & Cross-functional Collaboration:   Partner and collaborate with all members of the executive team, ensuring that the Marketing & Communications team is a trusted collaborator with members of all teams across the organization, acting as a force multiplier to amplify the work and impact of the organization. Revenue Growth & Strategic Partnerships   – Collaborate with the Executive Team, to quickly become a significant driver of organizational growth and revenue by identifying and pursuing strategic relationships, and by leveraging branding, strategic planning, better and more efficient communications execution, and new campaigns/messages, as well as supporting organization-wide efforts. Organizational Representative   – Represent Share Our Strength at a myriad of events and engagements, speaking on behalf of the organization and engaging stakeholders in person, effectively telling the story of Share Our Strength’s impact and motivating others to join their work.

About Urban Teachers Urban Teachers is a nationally recognized, non-profit, teacher development program that specifically prepares and supports novice teachers to meet the needs of public school students in urban settings, currently operating in Baltimore, Washington, D.C. and Dallas. Unlike most teacher preparation programs and professional development providers, Urban Teachers is uniquely focused on delivering a thorough, rigorous, and cohesive experience to future teachers, ensuring that they are prepared through clinically-based coursework and classroom experiences, placed in teaching positions within schools that will foster their growth, and then supported to remain in the classroom long term as highly effective teachers. Urban Teachers does this by recruiting outstanding candidates dedicated to serving urban populations, and then deeply investing in their development by providing an immersive 14-month residency that includes 80+ hours of one-on-one coaching; participants in the program receive a master’s degree from Johns Hopkins, as well as dual-teaching certification (including Special Education). Since 2009, they have developed over 1,200 highly effective educators impacting over 134,000 students. Over the last decade, Urban Teachers has had an intentional focus on attracting and retaining teachers of color to better reflect the students and communities they serve. In 2019, building upon their beliefs and consistently ensuring that their aspiring-teacher cohorts include 50%+ people of color, they launched the Black Educator Initiative, with the goal of preparing and placing 1,000 new black teachers in classrooms by 2023. Learn more about Urban Teachers’ program and their impact   here . About the Opportunity With a 10-year history and a program that has been recognized for best-in-class quality, Urban Teachers is looking to significantly grow - with a specific emphasis on growing the number of aspiring Black and Latinx teachers in the program - and increase their reach and impact over the next decade. To accomplish that, the VP of Recruitment & Admissions will be responsible for the full life cycle of identification, outreach, recruitment, selection, and enrollment of Urban Teachers’ annual cohort of aspiring teachers. The VP will report directly to the CEO and serve on the executive team, collaboratively leading the design and implementation of the organization’s strategy for growth, impact, financial sustainability, brand awareness, and public policy influence. How You’ll be Measured: Executive Leadership:   As a leader at Urban Teachers, collaborate with other leaders in the organization to drive and implement strategies to grow the footprint of Urban Teachers and improve operational efficiency. Strategic Thinking, Implementation, and Program Growth:   Develop and execute a vision and strategy to significantly grow annual enrollment, with a minimum goal of doubling annual enrollment in the next five years and a specific focus on increasing the numbers of Black and Latinx candidates. Budget Management:   Manage and tactically allocate a budget of over $2M and drive towards efficiencies in terms of dollar and yield. Team Leadership:   Build, manage, develop, and coach the recruitment and admissions team to meet and exceed goals; set goals to drive team performance, maximizing the efficiency and effectiveness of the team; build management capacity of team members. Equity, Diversity, and Inclusion:   Model, embody, and lead Urban Teachers’ value of being an anti-racist organization, threading this value through all of your team’s work and the work of the organization. Continuous Improvement:   Keep a pulse on best-in-practice recruitment strategies with the desire and ability to learn from other organizations (within industry, adjacent to industry, and outside of industry); monitor long-term applicant and teacher performance trends and use findings to refine strategic operations. External Partnership Management:   Identify, build, and manage external partnerships with feeder organizations like City Year and the Breakthrough Collaborative, as well as Teach For America and Johns Hopkins. External Representation:   Represent the organization externally (as needed), serving as a brand ambassador and expert in your field.

About iMentor Celebrating 20 years of impact this year, iMentor is one of the country’s fastest-growing college success organizations. By partnering with public schools serving primarily first-generation college students and providing every student in the school with a mentor, iMentor supports student’s post-secondary journeys with a level of depth and personalization that cannot be matched by traditional advising models. iMentor’s students are 35% more likely to enroll in college and are graduating college at double the rates of their peers. Since inception, iMentor has created and supported 30,000 mentoring relationships, and will expand to create an additional 30,000 mentoring relationships in 33 communities across the country over the next five years. About the Chief Program Officer Opportunity iMentor has a mature program model that has been refined over 20 years and is demonstrating significant impact in diverse communities across the country. As the organization prepares for its next phase of expansion and innovation, it seeks a Chief Program Officer (CPO) to deepen the level of excellence that exists in the core program model while designing new innovations to increase impact, drive sustainability, and expand reach. By designing and supporting the mentor-mentee experience in 22 cities across the country, the CPO is responsible for the vitality and impact of a community more than 20,000 individuals strong.  Main Charge: The CPO defines the vision for programmatic excellence, organizing iMentor staff and stakeholders throughout the country in service of that vision. The CPO ensures that iMentor’s program content, culture, teams, and performance achieve the level of quality necessary for the organization’s mentors and mentees to build transformative relationships across difference, and for students to achieve their post-secondary aspirations.  Areas of Scope: National program model and content design Program implementation support Mentor community management, including recruitment, screening, and leveraging the organization’s mentor community to support growth Organizational leadership (strategy, culture, structure, equity) Change management (optimizing and implementing a new team structure; stewarding a thoughtful process for program change/improvement over time) Closest Working Relationships with: The National Program Team to design content, develop strategies, and provide support to regions Program leaders and Executive Directors in each region to ensure they have what they need to run a successful program, while ensuring your own continual learning about the work from the experiences of stakeholders and staff The Chief Regional Officer on program quality, performance, and consistency across regions The Chief Operating Officer on aligning program with technology, research, and evaluation The Chief External Officer on raising revenue in support of programs The Executive Director of National Partnerships on design, and support needs throughout a growing number of partners nationally The Chief Executive Officer on program vision, strategy, and growth The Leadership team on ensuring iMentor is an anti-racist organization that operationalizes equity and inclusivity throughout its people and program work What Success Will Look Like: Deeply understand program content, delivery, strengths and challenges to articulate the program vision community-wide and to organize the community around that vision Deeply understand the stakeholder experience (student, mentor, school partner) Design and solidify a national team structure that is effective; drive a highly collaborative culture between national and regional program teams Through learning and listening, build trust and high functioning relationships with senior leaders and program team members Articulate and codify program excellence and ensure all aspects of iMentor programs are high quality and impactful, meeting or exceeding program success measures Lead optimization of volunteer experience from recruitment and selection, through screening, and to preparation and engagement Apply an equity lens in all decision making, people leadership, and program design and implementation work

Position:                 Paralegal Office:                    Hartford, CT Experience:            5+ Years of Experience Seeking a Trusts & Estates paralegal for our Hartford office. The ideal candidate will have a minimum of five (5) years of experience in handling of all aspects of the estate and trust administration process.  Fiduciary administration and/or accounting experience desirable. Primary responsibilities will include: Preparation of probate pleadings (petitions, inventories, accountings, final reports, etc.); Preparation of documents relating to the identification, collection, and valuation of assets; Fiduciary accounting; and Preparation of estate, gift, and income tax returns. There will be substantial client contact as well as interaction with the department’s attorneys. The position offers an excellent opportunity to assume significant responsibility and hands-on experience in a collaborative, sophisticated and team-oriented work environment.  Candidates must have excellent oral and written communication, computer (including Microsoft Word and Excel), problem solving, multitasking, and organizational skills. Must also be highly motivated and have the ability to work both independently and as part of a larger team. Applicants should apply directly by email to Melanie Harrison, Legal Recruiting & Professional Development Manager ( mharrison@hinckleyallen.com ).  Please submit cover letter and resume.  

Position:                 Paralegal Office:                    Providence, RI Experience:            3+ Years of Experience  Seeking a Trusts & Estates paralegal for our Providence office. The ideal candidate will have a minimum of three (3) years of experience drafting estate planning documents, including wills, trusts and powers of attorney.  Experience with HotDocs or other document compilation software is desirable. Experience with estate and trust administration is a plus. Primary responsibilities will include: Preparing various estate planning documents, including wills, trusts, and powers of attorney; Maintaining form libraries for the Trusts & Estates practice group; Assisting with the administration of trusts, including Irrevocable Life Insurance Trusts; and Preparing summary charts outlining client estate plans. There will be substantial interaction with the department’s attorneys. The position offers an excellent opportunity to assume significant responsibility and hands-on experience in a collaborative, sophisticated and team-oriented work environment.  Candidates must have excellent oral and written communication, computer (including HotDocs or similar), problem solving, multitasking, and organizational skills. Must also be highly motivated and have the ability to work both independently and as part of a larger team.  Applicants should apply directly by email to Melanie Harrison, Legal Recruiting & Professional Development Manager ( mharrison@hinckleyallen.com ).  Please submit cover letter and resume.

Engaging Schools seeks an experienced professional to play a leadership role enabling us to develop and maintain effective, equitable, and high quality professional services focusing on school climate, culture, discipline, and student support.   Engaging Schools envisions school communities where all adults support each and every student to strengthen skills and mindsets needed to thrive and make positive contributions in school, work, and life. To achieve this, we collaborate with educators to create equitable and engaging classrooms and schools that support students’ social, emotional, and academic learning and development.   Key Responsibilities Maximize high quality service delivery with fidelity in school climate, culture, discipline, and student support professional services including assessment, recalibration, and implementation of new codes of character, conduct, and support. Coach, supervise, and evaluate consultants and co-develop and monitor implementation of work plans. Contribute to high quality services by providing selected client consultation, professional learning, coaching, and technical assistance through capacity-building in district and school leaders. Contribute to school climate, culture, discipline, and student support program development. Maintain and expand current district and school partnerships. Participate in a department professional learning community and contribute to the integration of program development, consultant assignment and capacity-building, and evaluation of services.   Qualifications Minimum eight years’ experience in urban middle and/or high school settings, including at least three years in district and/or school leadership roles Knowledge and expertise in areas including secondary school redesign and reform; school climate and culture; equity-centered schools; classroom management, discipline, and behavior support; tiered restorative practices; codes of conduct; and social and emotional learning Skilled in project management and assessment; conflict resolution; negotiation; interest-based problem-solving Skilled in coaching, supervising, planning and facilitating collegial teams and professional learning Excellent oral and written communication skills; strong organizational and interpersonal skills Master’s degree in education or comparable field       Location: Northeast, Mid-Atlantic, or Midwest Travel: Monthly travel will be required. Compensation: Competitive salary commensurate with experience, and generous benefits package   Apply online: https://engaging-schools.hiringthing.com/job/174827/climate-and-culture-specialist           The application process will remain open until the position is filled.   Engaging Schools recognizes and appreciates the benefits of diversity in the workplace. People who share this belief are encouraged to apply.

Managing Director Food and Environment Program Union of Concerned Scientists Washington, DC https://www.workable.com/j/F75B134EBD Come manage a team focused on the transformation of our food system to sustainable, equitable and health food production.  Managing an energetic team of scientists, analysts, policy experts, and organizers,  this position directs the development and execution of program strategy.  The right candidate is an experienced manager of people and systems and enjoys directing high impact scientific and advocacy efforts.   Insight Executive Search is leading this search for the Union of Concerned Scientists. Candidates who meet the minimum qualifications are invited to learn more and apply by contacting  Aaron Schmidt. President, (949) 281-7525 or via email at aaron.schmidt@insightexecutivesearch.com . Please, do not submit application through UCS’ website.  

Senior Major Gifts Officer Development Department Union of Concerned Scientists Cambridge, MA The Senior Major Gifts Officer (MGO) has responsibility for advancing the major gifts program through the successful identification, cultivation, solicitation, stewardship, and retention of major gift prospects and donors in an assigned region. Reporting to the Director of Major Gifts, the Senior MGO will have primary responsibility for managing a portfolio of $25k+ donors and prospects in that region; developing and implementing customized strategies for each assigned prospect/donor; monitoring the progress of individual prospect plans; and actively prospecting to build a robust major donor pipeline. The Senior MGO will work closely and strategically with Planned Giving and Stewardship teams, the President, senior UCS staff, board members, and volunteers.   Development Resources,  inc.  (DR i ) is leading this search for the Union of Concerned Scientists. Candidates who meet the minimum qualifications are invited to learn more and apply by visiting  http://driconsulting.com/position/senior-major-gifts-officer-ucs/ or via email at  search@driconsulting.com . Please, do not submit application through UCS’ website.  

Outreach Campaign Organizer Food and Environment Union of Concerned Scientists Washington, DC https://www.workable.com/j/EADD8457D2 The Outreach Campaign Organizer will conceive, coordinate, and implement outreach and capacity-building activities in select states and congressional districts in support of the program’s strategic campaigns. The right candidate will also assume primary responsibility for working with Communications staff and campaign staff to develop and coordinate national and local/state digital outreach strategies and activities in support of the overall campaign. The ideal candidate will bring a strong combination of organizing experience, political savvy, and bold, creative thinking focused on bringing new energy, ideas and approaches. They’ll be comfortable working with experts, activists, elected officials, and partners and people from a wide variety of backgrounds.