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Assistant Director of Development

AssOCIATE Director of Development

Woodacre, CA

 

Set among 411 acres of serene oak woodlands in the secluded hills of West Marin County, California, Spirit Rock Meditation Center is a refuge from everyday life where it’s truly possible to quiet the mind, soften the heart and see life in a new way.

OUR COMMITMENT TO DIVERSITY, EQUITY, AND INCLUSION

 

We know by experience, prioritizing diversity and inclusion throughout our hiring process allows equitable treatment and accessibility to everyone seeking employment at SRMC. We strive to create a workplace culture that reflects the communities we serve and empowers everyone to bring their full and authentic selves to our teams. All employees have the responsibility to treat fellow employees with the utmost of respect and dignity, always.

In conjunction with our Diversity, Equity and Inclusion (DEI Plan) Spirit Rock Meditation Center (SRMC) is committed to a diverse workplace environment where everyone is welcome. We honor and celebrate different ideas, voices, perspectives, and backgrounds that help us create a robust and innovative multicultural organization.

 

THE ROLE

The Associate Director of Development is a seasoned fundraising generalist who works closely with the Director of Development to craft, responsively refine, and implement a comprehensive Development Program. This person is responsible for their own mid-level giving and institutional giving portfolio and provides management and drives collaboration with the Development team as a whole.  The Associate Direction will partner internally with marketing, operations, and events teams to smoothly integrate development events, campaigns, and messaging into programmatic and marketing activities.

 

 

 

The Associate Director will serve as a thought partner to and aid the Director of Development in all aspects of Spirit Rock fundraising, particularly with instituting high priority functions such as codifying a Spirit Rock annual moves management operations, implementing a formal prospect research system, and internal capital campaign coordination. Additionally, balancing internal project management duties and external-facing donor/funder relationships is key to this role.

 

 

 

This position reports to the Director of Development and will supervise the Annual Giving Manager.

 

RESPONSIBILITIES

Your passion for fundraising and project management will help to drive the growth of the team and the collective impact of our work.  As you execute the below responsibilities, you will need to:

  • Have a deep commitment to the principles of diversity, equity, and inclusion,
  • Actively listen with an empathetic and open mind,
  • Have a foundation of self-awareness that provides space for continuous learning and growth.

Specific responsibilities of this role include, but are not limited to:

 

LEADERSHIP:

  • In collaboration with the Director of Development, create, execute, refine, and evaluate a comprehensive annual development plan, budget, and calendar. This includes setting projections for each revenue stream and guiding the team towards achieving those goals on a quarterly basis.
  • Oversee progress-to-goal for all development funds and campaign snapshots and provide progress reports for Director of Development, executive leadership, directors, Development Committee, and Board of Directors
  • Hire, on-board, train and manage Annual Giving Manager
  • In partnership with the Annual Giving Manager, oversee the high-level annual giving strategy which currently includes two annual multi-channel solicitations and two primary giving circles–The Stewardship Circle (monthly donors) and the Sure Heart Sangha ($1k+ annual donors).
  • Oversee data and knowledge management systems on behalf of the department.
  • Support the Director of Development and Major Gifts Officer in their efforts to cultivate and soliciting major donors by identifying donors with major gift potential, supporting DoD on select donor and board visits, and conducting donor research and meeting/solicitation preparation.

FUNDRAISING

Mid-level giving – Sure Heart Sangha:

  • Create and execute a comprehensive 3-year strategy to grow mid-level giving program (Sure Heart Sangha)–acquiring new $1k+ donors, increase gift circle retention, and upgrade current donors.
  • Manage and operationalize the team’s moves management system in partnership with the Annual Giving Manager (lower level giving) and the Director of Development/Major Gifts Officer (higher level giving) to identify, qualify, cultivate, solicit, and steward annual donors, with an emphasis on growing the Sure Heart Sangha.
  • Initiate, develop, and grow personal relationships with a portfolio of Sure Heart Sangha donors and prospects with capacity to make gifts of $1K+
  • Oversee strategy for and leverage multi-channel fundraising campaigns–direct mail, email, social media, other appeals–to and renew and/or upgrade existing donors and acquire new ones.
  • Coordinate with MarCom staff to write, edit, and publish multi-channel Sure Heart Sangha solicitation and stewardship content that aligns with other marketing efforts.
  • Participate in programmatic donor cultivation and stewardship opportunities such as special events, retreat closing days, and daylongs.. 

Institutional Funders and Partnerships

  • Maintain and grow current institutional funder portfolio–identify, qualify, and establish relationships with new and lapsed funders.
  • Build and manage annual grants calendar, systems, and operations.
  • Prepare compelling LOIs, grant proposals, and reports. Draft concept papers/presentations and develop a compelling case for support for general operating, scholarships, and other funding areas as needed.
  • Interact with funders via email, phone, and in-person to develop and deepen relationships through formal and informal touchpoints and stewardship.
  • Work closely with Finance to prepare budgets and with Programs team to identify compelling funding needs and integrate Program staff in funder engagement activities.
  • Collaborate with Marketing and Program departments to research feasibility and launch a partnership program.

 

SKILLS & COMPETENCIES

The following skills and competencies reflect the nature of our work, which is collaborative, and inclusive. A successful Assistant Director an individual who can lead a team, manage short and long term projects, and is an superb communicator (writen and verbal).  A successful Associate Director will also:

 

  • Enjoy building and maintaining enduring relationships that will advance Spirit Rock’s mission.
  • Is a bold and inclusive collaborator.
  • Brings a positive outlook and approach to situations.
  • Centers diversity, equity, inclusion, and access
  • Can toggle between the big picture vision and the intimate details of a strategy / project.
  • Is skilled in analyzing data and outcomes.
  • Uses discretion, understands the importance of confidentiality, and uses sound judgement.
  • Is comfortable conversing with, presenting to, and being a leader within diverse groups.
  • Exhibits mindfulness and discernment when holding challenging conversations and making difficult decisions.
  • Can be nimble and can adapt to managing multiple projects with tight and often shifting deadlines.
  • Inspires others at Spirit Rock who do not have a formal reporting relationship to them to seek out opportunities to work with them.
  • Is willing and able to switch gracefully between acting as an individual contributor and overseeing larger initiatives, providing support and guidance.
  • Looks for opportunities to create new partnerships and allows others to leverage existing partnerships.
  • Interest in the values and practices of Buddhism and Insight (Vipassana) Meditation

EXPERIENCE

Successful candidates will have 5-7 years of experience in non-profit fundraising as well as leadership experience. Additionally, this person will have experience that includes the following:

  • Success in mentoring and coaching team members, fueling their professional / personal growth Experience defining, running and overseeing impactful training and learning and growth programs for employees.
  • Proven track record in project management
  • Proficiency in Raiser’s Edge or similar donor management software is required.

Proficiency with Microsoft Office suite and Zoom. Ability to learn Slack Asana, and Google workspace.

CULTURE

Spirit Rock’s leadership is deeply committed to building a culture that delivers professional growth through meaningful work, honest feedback, and a diverse, equitable, and inclusive workplace. All team members, are naturally aligned with our core values and mission, and strive to possess the following:

  • An ability to listen with an open mind and a deep commitment to including and respecting diverse viewpoints.
  • Actively listens to multiple
  • Translates learnings into solutions for team members and the organization.
  • Creates a culture that embraces diversity, equity, and inclusion.
  • A desire for continuous improvement and a foundation of self-awareness that provides space for learning and growth.
  • Possesses a proactive outlook in seeking out professional development opportunities for one’s self and others.
  • Embraces setbacks, seeing them as learning opportunities.
  • Communicates in clear and compelling ways (written/verbal) and adapts appropriately for the environment.
  • Models and helps others embrace a culture of learning and continuous improvement by actively seeking and providing feedback.
  • Exhibits a proactive, passionate, and collaborative attitude.

COMPENSATION & BENEFITS

The annual salary range for this role is $95,000 – $105,000. Employees are provided with the following resources, care, and support to do and be the best while serving the Spirit Rock community:

  • Flexible Work Models: Some positions offer hybrid work opportunities.
  • Time Off: In addition to paid vacation, sick days, and holiday time, employees enjoy 10 paid retreat days per year to give you extra time off to renew and deepen your meditation practice.
  • Healthcare: For full time employees, Spirit Rock pays a significant portion of the premiums on medical, dental, vision, acupuncture, chiropractic, short-term and long- term disability coverage, with the option of a flexible spending account (FSA).
  • 403(B) Matching Retirement: Spirit Rock makes a matching contribution to your retirement savings to give you peace of mind when it comes to your financial future.

 

HOW TO APPLY

For more information about this position, please contact Nicole Leckband at nicole@diversityrecruiters.com. Otherwise, please complete the form below:

 

Click or drag a file to this area to upload.
 

 

Spirit Rock is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

 

 

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Director of People & Culture

Director of people and culture

(FULLY REMOTE)

 

WHO WE ARE

 

At Learning for Action, we believe that the best and most enduring way for an organization to increase its impact is to develop its capacity as a learning organization. Since our start in 2000, we have provided highly customized strategy development, evaluation, and research services to social sector organizations. 

 

 

Our reimagined mission is to partner with organizations to strengthen their learning culture and practice in service of equity and justice.  In all our engagements, we share our thinking, collaborate throughout the process, and provide our clients with the tools to engage in ongoing organizational learning and reflection.

 

 

 

Learning for Action (LFA) works best and most uniquely at the intersection of evaluation and strategy. We bring a holistic approach to understanding an organization’s learning practices and culture. We help our clients to assess their performance and make data-informed decisions, ensuring they are well-positioned to refine their strategy and achieve greater impact. 

 

 

 

Learning for Action values a diverse workforce that is a microcosm of its communities and is aligned with the mission-driven work of its clients. LFA actively strives to sustain a learning culture and an equity and social justice focused approach. The organization is currently engaging deeply in its own journey to transformational equity, reflecting deeply on its history, internal operations, and its client work to create meaningful social impact in the service of greater justice and equity. 

 

THE ROLE

As a new position to LFA, the Director of People and Culture (DPC) will be an individual contributor who will be responsible for designing, managing, evaluating, and amplifying all employee-centered functions at LFA. The DPC will help strengthen our mission- and values-aligned organizational culture, be expected to bring strategic and technical talent and HR subject matter expertise that will allow them to contribute to strategic discussions with the COO and the partners group and lead all aspects of employee relations and culture at LFA. Additionally, the DPC will be a direct resource to employees when they have questions regarding benefits or need assistance understanding terms of their employment. We are looking for someone who is well versed and has experience in designing and implementing equitable, inclusive, and anti-racist practices. We hope to have someone who can identify conventional HR practices and then adapt those to fit an organization that is explicitly working to center racial equity.  At their core, the Director of People and Culture will understand the duality of their role – focusing on both short and long term needs of the organization and the employees. 


The Director of People and Culture will report to, and work collaboratively with the Chief Operations Officer. The DPC will also work collaboratively with an operations manager that supports administrative or transactional aspects of human resources. 

STRATEGIC RESPONSIBILITIES

Strategic responsibilities of the Director of People and Culture include, but are not limited to the following:

  • Contribute and lead strategic discussions with the COO and partners group regarding:
    • Recruitment and employee retention
    • Compensation and benefits 
    • Performance management 
    • Learning and development
    • Employee experience / organizational culture
    • Employer brand 
    • Employment law
  • Be an active leader in building an inclusive and equitable organizational culture.
  • Create and implement policies that mitigate bias, increase equitable outcomes, and foster respect and inclusion throughout LFA.
  • Inspire and motivate employees to contribute to co-creating a reflective, productive, caring, inclusive culture that holds itself as a learning community.

 

OPERATIONAL RESPONSIBILITIES

Specific responsibilities of the Director of People and Culture include, but are not limited to the following:

Directly responsible for the development and implementation of the following: 

  • Talent recruitment and retention programs
    • Designing and leading hiring processes
    • New employee orientation, onboarding, and work with new staff to assess their skills in relation to organizational needs.
    • Monitor metrics and report trends relating to employee retention, time to fill vacant role and other useful HR centric data points
    • Design and lead employee satisfaction surveys
    • Support existing employee resource groups and engage in discussions to launch new groups
    • Proactively consider the impact of organizational shifts and strategy changes on staff and culture and implement strategies to engage the team in best practice change management.
    • Maintain LFA’s strong team culture by serving as the go-to staff person for personnel issues and work-related advice.
  • Workforce capacity, project staffing, and portfolio alignment
    • Workforce planning and management (monitor staff workflow to determine when adjustments to headcount are appropriate; formulate and share recommendations with COO).
    • Manage project staffing processes and make decisions about project assignments in collaboration with supervisors.
    • Monitor workflows to determine when project loads/assignments may need to be shifted. Partner with supervisors on making necessary shifts. 
  • Manage, evaluate, and systematize all HR programs relating to: 
  • Performance goals and management
    • Develop a framework for establishing annual performance goals, job expectations, feedback cadence, and performance improvement.  
    • Support supervisors with the utilization of performance management tools
    • Develop thematic reports and recommendations from performance reviews–noting trends and identifying opportunities for staff skill building and trainings that align with project and organizational needs
  • Total Rewards – Compensation and benefits (monetary and nonmonetary)
    • Provide technical assistance to staff who have questions regarding utilization of benefits and LFA policies. 
    • Manage insurance benefits plans.
    • Contribute to discussions regarding outside vendor support for specific functions.
    • Collaborate with COO on bi-annual compensation reviews, research comparable plans, and provide recommendations to COO.
  • Professional development, employee capacity building, and  career mapping 
  • Develop learning and development programs and establish budgets that align with needs of the organization. 
  • Design leadership development supports and manage supervisor training  program.
  • Convene and facilitate supervisors’ group to provide training opportunities, surface emerging needs from staff and supervisors, and support supervisors with technical HR issues
  • Develop and execute staff skills-mapping process in line with project and organizational needs. Develop recommendations for staff trainings and  professional development, research resources to provide those trainings, and ensure implementation and utilization. 
  • Promotion Guidelines – Develop and facilitate the implementation of a set of guidelines that ensure employee promotions are managed equitably and consistently across the organization. This will include the establishment of promotion criteria, compensation guides, and career path clarity.
  • Employee experience / employee engagement
  • Create and evaluate workplace policies and practices – Review existing workplace policies and practices (such as workplace flexibility, remote workplace guidance, EAP access, etc.) and assess those policies, creating revised policies and practices where necessary that are appropriate and sustainable for LFA’s workplace today and beyond. Maintain LFA’s employee handbook and other written policies.
  • Co-manage and co- facilitate bi-monthly staff meetings, including setting agendas and coordinating with the Partners and COO and others in the organization to determine the most relevant topics for each meeting
  • Support and contribute to organizational learning efforts and processes.
  • Human resource compliance
  • Ensure LFA is in compliance with employment laws in the states that they need to be compliant with – including, but not limited to California state law. 
  • Audits and adjust internal policies and procedures to reflect requirements based on having a remote workforce (i.e. having employees in multiple states).

SKILLS AND COMPETENCIES

A successful Director of People and Culture will be an individual who will provide a depth of knowledge within the field of  human resources, and someone who will be a leader and champion of building inclusion and equity. The Director of People and Culture will be an individual contributor, bringing a breadth of expertise, while also toggling between working on strategic issues with the COO.   The DPC will also:

  • Be employee-centric, inclusive, flexible, and innovative in their approach to human resources, culture building and organizational design.
  • Prioritize employee engagement to ensure open communication with employees for the purpose of understanding staff wellbeing and morale. 
  • Have a track record of centering equity in policy and program development and implementation. 
  • Support the core value of maintaining enduring relationships (internally and externally) that will continue to amplify LFA’s goals and people-first culture. 
  • Have a strong orientation to data informed decision making. 
  • Be an active champion and vocal leader of efforts to advance equity, diversity, and inclusion both in the context of their role and more broadly in the organization
  • Be a champion for curiosity, humility, collaboration, learning, and unlearning.
  • Communicate in clear and compelling ways (written/verbal) and appropriately adapt messaging to the environment / audience.
  • Ability to think strategically about talent-related issues, independently develop and propose solutions to leadership, and execute within the area of subject matter expertise.

EXPERIENCE

Successful candidates will likely possess the following: 

  • 7+ years of human resources experience, including leading others who are focused on human resources or DEI initiatives.  
  • Leadership depth, maturity, and collaborative skills to garner trust and confidence of staff and the partners group.
  • Analytic and decisive decision-making skills with the ability to prioritize and communicate key initiatives and tactics necessary to achieve organizational goals.
  • Proven commitment and experience in advancing DEI agenda, principles, and practices. 

COMPENSATION

This role is full time, exempt and geographically flexible. Travel may be required 1-2 times a year. The annual starting salary range for the role is $110,000 – $125,000, depending on experience. Compensation also includes 10 paid holidays (including your birthday) and 18 additional paid days off per year (increasing to 23 days after 2 years). We are committed to positive work-life balance and have systems and support in place to help employees maintain a workload that fits into a 40-hour/week. LFA offers a generous benefits package for a small business, including medical, dental, vision, and life insurance and a 401k plan.

 

Applicants must be a U.S. Citizen, non-citizen national, or foreign national possessing a visa permitting permanent residence in the U.S. (Alien Registration or “Green Card”).  Student visas and temporary work visas do not qualify.

TO APPLY

This search is being managed by Diversity Recruiters.  Interested candidates should complete the form below and send their resume to nicole@diversityrecruiters.com.

 

 

 

Click or drag a file to this area to upload.

 

Diversity Recruiters celebrates difference and is committed to providing equitable experiences and addressing the effects of power and privilege. 

 

Learning for Action is proud to be an equal employment opportunity workplace. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, gender, gender identity, national origin, sexual orientation, age, citizenship, marital status, physical disability, veteran status or length of time spent unemployed. 

 

 

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Chief Philanthrophy Officer

Chief PHILANTHROPY Officer

SEATTLE, WA

Together, the United Way of King County is working toward a racially just community where all people have homes, students graduate, and families are financially stable. For over 100 years, the United Way of King County has been serving residents of the region. The impact of the organization is undeniable, resulting in thousands of personal stories linking individuals to the United Way.  Looking into the future, the United Way is clearly focused on transforming inequitable systems that perpetuate racial disparities. This work will be challenging but it is the only way forward. The United Way of King County is in a unique position to address large-scale issues through funding, direct service, advocacy, mobilizing communities and elevating BIPOC voices.

OUR COMMITMENT TO DIVERSITY, EQUITY, AND INCLUSION

 

The United Way of King County believes that the root causes of structural and systemic racism must be faced head on. This work is a big part of every team member’s role at the United Way in collaboration with a variety of internal and external committees and working groups which have been created with the goal of having a place for every employee to contribute to this work. Learn more about UWKC’s racial equity work.

To download a copy of the opportunity profile, please click here.




THE ROLE

The Chief Philanthropy Officer is responsible for the development and execution of comprehensive long-range strategic and annual plans focused on revenue generation and donor engagement. The person in this role manages and directs teams that are directly responsible for leadership giving, annual fund effort, planned giving, corporate and foundation relations, affinity group engagement, and development operations.

The Chief Philanthropy Officer works on building relationships with high-level donors and volunteers to raise money to meet or exceed annual fundraising goals.  It is the expectation that year after year, funds will be raised from existing community resources, while also having focused and aggressive strategies for exploring new revenue sources

This position reports to the President/CEO and is a member of the United Way senior leadership team. The position collaborates with internal teams and volunteers and leverages resources to enhance and maximize the productivity and effectiveness of fundraising efforts.

 

OPPORTUNITY FOR IMPACT

In alignment with the organization’s goals and strategies for 2023, the Chief Philanthropy Officer will have the opportunity for impact by:

  • Identifying and pursuing opportunities to increase resources that will strengthen the organization’s ability to support community impact.
  • Growing and supporting opportunities for BIPOC organizations to directly work within their communities.
  • Leveraging the expertise and talent of the organization to follow through on the organization’s commitment to racial justice.
  • Being a visible leader in systems change work focused on racial justice; internally and externally.
  • Utilizing the organization’s Racial Equity Theory of Change framework to evaluate current practices and programing, which may result in the redesign, creation of, or sunsetting of programs that do not share power or center community voice.
  • Creating opportunities to strengthening organizational culture and improve employee experience.
  • Actively contributes to capacity building and fostering a culture of trust that advances racial equity.

RESPONSIBILITIES

The next Chief Philanthropy Officer will:

  • Provides vision, leadership, and strategic direction for a fundraising team of 30+ staff
  • Applies a growth mindset to the development and implementation of new ideas, initiatives, and processes to ensure future resources for the organization.
  • Creates a positive work environment that enables staff to perform their best work.
  • Creates annual projections regarding the financial and human resources needed to effectively deliver the revenue needed to sustain and grow the United Way.
  • Leads the strategic effort to develop and enhance mutually beneficial relationships with existing donors (organizations and individuals) and potential new donors who are seeking ways to invest in community impact opportunities.
  • Sets team priorities and initiates strategic and operational plans for accomplishing long and short-term organizational fundraising goals and objectives, to meet the needs of the organization.
  • Provides professional leadership to volunteers engaged in critical fundraising committees and campaigns including members of the Board of Directors.
  • Represents United Way in building long-term effective relationships with the business community, foundations, and others to develop partnerships.
  • Stays aware of external environmental factors that influence fundraising.
  • Sets goals and performance standards for development staff
  • Creates a culture of collaboration and shared accountability, acknowledging both individual and team performance.

SKILLS & COMPETENCIES

The following skills and competencies reflect the nature of United Way of King County’s work, which is collaborative, inclusive, and transformational. A successful Chief Philanthropy Officer is a leader who can inclusively bring stakeholders together to collaboratively design and implement strategies, leverage resources, and center the voices of others.

The next Chief Philanthropy Officer will:

  • Have experience leading and motivating talented, high-energy teams of fundraising professionals.
  • Have demonstrated success leading and developing major fundraising initiatives with quantifiable results that meet or exceed objectives and goals.
  • Embody a high level of self-confidence.
  • Can manage relationships high-stakes relationships in the business, non-profit, and government sectors.
  • Be known as a leader and champion for race and economic justice in both their personal and professional networks.   
  • Have strong fundraising competencies recognized by the association of fundraising professionals
  • Have experience speaking to groups of varying sizes as well as volunteer management skills.
  • Promote and lead cross-team collaboration within the organization.
  • Have strong financial planning and management skills,
  • Exhibit mindfulness and discernment when holding challenging conversations and making difficult decisions.

 

QUALIFICATIONS

Individuals who possess the following will likely be competitive candidates in the recruitment process for the Chief Philanthropy Officer role:

  • 10+ years of senior level leadership experience – including supervising people and initiatives.
  • Expert level-understanding of non-profit fundraising and philanthropy (preferred).
  • Success in fundraising roles or sales roles for organizations of similar size and complexity.
  • Experience working for an organization with a complex stakeholder group.
  • Higher education within the disciplines of business administration, public administration, sales, marketing, non-profit leadership, or other related areas of study.

 

COMPENSATION

The annual salary range for this role is $150,000 – $220,000. Benefits include medical, dental, vision, flexible spending account, 403(b), EAP, life insurance, short- and long-term disability and ORCA transportation, and paid time off.

 

HOW TO APPLY

For more information about this position, please contact Nicole Leckband at nicole@diversityrecruiters.com. Otherwise, please complete the form below:

 

Click or drag a file to this area to upload.

 

The United Way of King County supports having safe work environments and requires all staff members to receive a COVID-19 vaccination unless a reasonable accommodation is granted for health or religious reasons.

 

The United Way of King County is an equal employment opportunity employer. All qualified applications will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law. Research shows that women and members of structurally marginalized groups often only apply if they have met all of the qualifications of the job, but in our experience, no one ever meets 100% of the qualifications. United Way encourages you to apply if you’re interested! We look forward to your application.

 

 

 

 

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email us and we will happily respond

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Chief Impact Officer

Chief Impact Officer

SEATTLE, WA

United Way of King County works to build a community where all people have homes, students graduate, and families are financially stable. Our culture fosters collaboration, teamwork, open communication, leadership, integrity, and accountability. 

 

 

With our unwavering focus on racial justice for all, we hope to achieve racially equitable outcomes in King County and beyond. We believe that having staff, volunteers, and supportive community members who represent diverse backgrounds and circumstances will help us more effectively accomplish our mission.  We aim to a create a welcoming and inclusive work environment, and we also strive to have a diverse staff and particularly encourage Black and Indigenous people, and people of color to apply and join our team.  

 

 

 

Together, the United Way of King County is working toward a racially just community where all people have homes, students graduate, and families are financially stable. For over 100 years, the United Way of King County has been serving residents of the region. The impact of the organization is undeniable, resulting in thousands of personal stories linking individuals to the United Way.  Looking into the future, the United Way is clearly focused on transforming inequitable systems that perpetuate racial disparities. This work will be challenging but it is the only way forward. The United Way of King County is in a unique position to address large-scale issues through funding, direct service, advocacy, mobilizing communities and elevating BIPOC voices.

OUR COMMITMENT TO DIVERSITY, EQUITY, AND INCLUSION

 

The United Way of King County believes that the root causes of structural and systemic racism must be faced head on. This work is a big part of every team member’s role at the United Way in collaboration with a variety of internal and external committees and working groups which have been created with the goal of having a place for every employee to contribute to this work. Learn more about UWKC’s racial equity work.

 

 

To download the opportunity profile for this position, please click here.

THE ROLE

The Chief Impact Officer (CIO) role is an executive-level position that will provide leadership to talented professionals working in the areas of preventing and ending homelessness, breaking the cycle of poverty, and addressing educational inequities. This role oversees the allocation of $60 million dollars. The person in this role is a member of the organization’s senior leadership team, providing direct leadership to 5 director-level employees, 50+ departmental employees, as well as a robust AmeriCorps program of 150+ members. 

 

The person in this role will have responsibility for building and sustaining relationships with leaders internal and external to UWKC.  

OPPORTUNITIES FOR IMPACT

In alignment with the organization’s goals and strategies for 2023, the Chief Impact Officer will have the opportunity for impact by:

 

  • Being a visible leader in systems change work focused on racial justice; internally and externally.
  • Leveraging the expertise and talent of the organization to follow through on the organization’s commitment to racial justice.
  • Identifying and pursuing opportunities to increase resources that will strengthen the organization’s ability to support community impact.
  • Growing and supporting opportunities for BIPOC organizations to directly work within their communities.
  • Utilizing the organization’s Racial Equity Theory of Change framework to evaluate current practices and programing, which may result in the redesign, creation of, or sunsetting of programs that do not share power or center community voice.
  • Partnering with the CEO and community leaders as a thought leader who stays abreast of major policy issues related to community impact.
  • Creating opportunities to strengthening organizational culture and improve employee experience.
  • Actively contributes to capacity building and fostering a culture of trust that advances racial equity.

 

SKILLS AND COMPETENCIES

The following skills and competencies reflect the nature of United Way of King County’s work, which is collaborative, inclusive, and transformational. A successful Chief Impact Officer is a leader who can inclusively bring stakeholders together to collaboratively design and implement solutions, leverage resources, and center the voices of others.

 

The next Chief Impact Officer will also have:

 

  • Knowledge of community building, community impact, and fundraising.
  • Understanding of budgeting, fiscal management and fund allocation procedures.
  • Public speaking and formal presentation experience – including speaking to a wide range of audiences.
  • Experience effectively coaching staff and leaders; inspiring others to grow and develop.
  • Sharing leadership with others.
  • Proven experience making effective decisions that have a positive lasting impact.
  • Experience exercising creativity, innovation and having a growth mindset.
  • Successful track record of collaborating with others to develop strategies to solve the community’s toughest problems.
  • Recognized by others as having superior active listening skills.
  • A track record of collaboratively creating and implementing process improvements and change management strategies.
  • Exhibits mindfulness and discernment when holding challenging conversations and making difficult decisions.

 

QUALIFICATIONS

Individuals who possess the following will likely be competitive candidates in the recruitment process for the Chief Impact Officer role:

 

  • 10+ years of senior level leadership experience – including supervising people and initiatives.
  • 5+ years of fiscal management, budgeting, or P/L responsibility.
  • Experience working for an organization with a complex stakeholder group.
  • Understanding of non-profit fundraising and philanthropy (preferred).
  • Higher education within the disciplines of business administration, human services, social work, sociology, psychology, or other related areas of study.

 

COMPENSATION

The annual salary range for this role is $150,000 – $220,000. Benefits include medical, dental, vision, flexible spending account, 403(b), EAP, life insurance, short- and long-term disability and ORCA transportation, and paid time off.

 

HOW TO APPLY

For additional  information about this position, please contact Nicole Leckband at nicole@diversityrecruiters.com. Otherwise, please complete the form below to send your application to our firm:

Click or drag a file to this area to upload.

 

 

The United Way of King County supports having safe work environments and requires all staff members to receive a COVID-19 vaccination unless a reasonable accommodation is granted for health or religious reasons.

 

The United Way of King County is an equal employment opportunity employer. All qualified applications will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law. Research shows that women and members of structurally marginalized groups often only apply if they have met all of the qualifications of the job, but in our experience, no one ever meets 100% of the qualifications. United Way encourages you to apply if you’re interested! We look forward to your application.

 

 

 

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Senior Director of Equitable Recovery

Senior Director of Equitable Economic Recovery

SEATTLE, WA

United Way of King County works to build a community where all people have homes, students graduate, and families are financially stable. Our culture fosters collaboration, teamwork, open communication, leadership, integrity, and accountability. 

 

 

With our unwavering focus on racial justice for all, we hope to achieve racially equitable outcomes in King County and beyond. We believe that having staff, volunteers, and supportive community members who represent diverse backgrounds and circumstances will help us more effectively accomplish our mission.  We aim to a create a welcoming and inclusive work environment, and we also strive to have a diverse staff and particularly encourage Black and Indigenous people, and people of color to apply and join our team.  

 

About the Role

The challenges of housing instability and poverty are greater than ever in King County, and they are disproportionately impacting communities of color across the region. Effective solutions will center the voices of those furthest from justice and use a combination of approaches that leverage services and address systemic root causes. 

 

 

The Senior Director, Equitable Economic Recovery position is responsible for leading the strategic investment of financial and non-financial resources to improve the lives of people furthest from economic stability and most impacted by systemic racism in King County. The position provides strategic vision and leadership to direct service programs and grant making strategies that reduce poverty and housing instability. Strategies are developed and implemented in alignment with United Way of King County’s vision to create an equitable and just community, and center the voice and solutions of Black, Indigenous, and People of Color (BIPOC) individuals and communities. The position influences legislative and administrative policies that support those strategies, addresses systemic racism, and scales effective solutions. 

 

 

The role supervises and coaches a team of staff and AmeriCorps members (approximately 16 FTE, up to 200 National Service Members throughout the year, and seasonal staff), and this team is responsible for direct service provision, grantmaking, collaboratively influencing policy and systems, and stewarding public and private funds. The position serves as a member of the Community Services Team’s leadership team and acts as an important collaborative, cross-team role. In collaboration with the Community Services Team, community agencies, direct service clients, and other stakeholders, the position creates and implements racial equity strategies for each program area, reducing racial disparities impacting poverty and housing instability.  

 

ESSENTIAL DUTIES

  • Develops, manages, and implements racially just strategies to help people furthest from economic justice exit poverty and gain housing stability. 
  • Oversees a budget of approximately $45M, comprising grants to community-based agencies and direct services provision. Creation and implementation of strategies are driven by and center the voices of BIPOC communities. Current strategies include: 
  • Increasing college completion rates for BIPOC students and parenting students with low incomes by creating one-stop, low-barrier access to emergency grants, public benefits, and other basic needs. 
  • Reducing hunger by disrupting the food system to improve access to federal nutrition programs, tax credits, and culturally appropriate food.
  • Implementing the Free Tax Campaign to generate Earned Income Tax Credits and create connections to other benefits.
  • Preventing homelessness by providing rental assistance and other investments to communities most at risk of eviction, advocating for equity-centered changes to the homeless crisis response and prevention system, and investing in diversion and other proven approaches. 
  • Monitors local, state, and federal legislation and policies that impact poverty and homelessness. In close collaboration with the UWKC Systems Change and Public Policy team, develops and implements systems change strategies that support United Way’s goals. Policies address systemic racism and are driven by BIPOC individuals and communities disproportionately impacted by poverty and homelessness. Potentially works directly with elected officials or their staff, testifying at public hearings, and supporting other advocacy and systems change efforts. 
  • Oversees recruitment and placement of National Service Members annually at United Way of King County and community service agencies. Ensures strong relationships with regional and national officials overseeing National Service programs and is accountable for adherence to National Service regulations and reporting and ensuring National Service Members are supported and successful in their assignments.
  • Develops and maintains relationships and partnerships with BIPOC community agencies and individuals so that programmatic work is guided, informed by, and/or co-created with those most impacted by structural racial inequities.
  • Oversees analysis of data, interpretation of best practices, and evaluation of programs and grants. Keeps apprised of the latest trends in the fields of financial stability, poverty, hunger, and homelessness.
  • Partners with the UWKC Development Team to raise public and private funds to support equitable economic recovery programming. Builds and strengthens relationships with public sector funders and both private and corporate foundation staff.
  • Oversees analysis of data, interpretation of best practices, and evaluation of programs and grants. Keeps apprised of the latest trends in the fields of financial stability, poverty, hunger, and homelessness. Proposes new culturally specific strategies based on these trends, community-identified needs and solutions, and available data. 
  • Serves as content expert and spokesperson on strategies and policies to address homelessness and poverty. Engages in speaking opportunities to local and national media, presentations and speeches to corporate partners and donors. 
  • Leads strategic planning for the Equitable Economic Recovery team and works with Community Services staff and volunteers to develop and monitor racial equity metrics tied to strategic goals. Guides development of indicators and outcomes to measure progress toward United Way’s goals related to poverty and housing instability/homelessness. Participates in Community Services Team strategic planning.
  • Works with local and national organizations including funders and advocacy groups that address economic stability; promotes United Way’s initiatives and identifies and implements equitable strategies and leverages additional funding sources.

KNOWLEDGE, SKILLS, and Abilities

  • Demonstrated leadership and collaboration skills at a high level, including leadership of a comprehensive team of staff and collaboration across departments similar to the Community Services Team at United Way, and with external partners. Effective at building coalitions and engaging stakeholders with diverse opinions and views to accomplish a common goal.

 

  • Proven exceptional ability to inspire, develop, lead, and participate in teams.

 

  • Demonstrated understanding of social and racial justice and equity, with a proven commitment to apply racial and economic justice lenses in both personal and workplace contexts.

 

  • Lived experience and/or demonstrated professional skills working within a diverse work environment.

 

  • Proven excellent facilitation and communication and public speaking skills (verbal and written) across demographic and diverse populations.

 

  • Demonstrated strong analytical and problem-solving skills and ability to analyze complex problems/issues.

 

  • Proven strategic planning skills.

 

  • Demonstrated advanced knowledge of health and human services policy issues, legislative and community decision processes; local government and health and human services coalitions; external communications, and marketing.

 

  • Intermediate knowledge of latest trends and best practices related to ending homelessness and poverty and can apply knowledge gained to enhance and advance United Way strategies. 

 

  • Mission driven and passionate about racial equity as well as addressing poverty and reducing homelessness.

EDUCATION & EXPERIENCE

Bachelor’s degree or equivalent, specializing in Human Services, Public Administration, Public Policy, Business Administration, or a closely related discipline. Must have at least 10 years of progressively responsible leadership experience in areas such as community resources, community affairs, human services planning, government relations, and/or program management. 

 

Must have at least 3 years’ supervisory and budget-management experience. 

 

COMPENSATION

The annual recruiting salary range for this position is $107,600 to $112,400 DOE. This position is open until filled.

United Way of King County is an exceptional workplace that can provide you with:

 

  • Opportunities to work with smart, passionate, and enthusiastic team members and volunteers
  • Ongoing collaboration with diverse staff and other constituents
  • A desirable culture of high-performance expectations and accountability
  • Exciting and challenging work
  • Opportunities to help solve the community’s toughest problems

HOW TO APPLY

The United Way of King County is committed to diversity & inclusion and continually working to build an organizational culture and climate in which every voice is valued, staff have a sense of belonging and connection with one another and to the organization, and staff feel empowered to do their best work. We specifically encourage people of color, individuals who identify as LGBTQ and individuals with disabilities to apply for this position.

All interested parties are urged to apply by completing the form below:

 

Click or drag a file to this area to upload.

 

United Way King County operates a hybrid workplace with all employees able to work a combination of remote, on-site, and off-site. Full COVID-19 vaccination is required for this role.

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Director of Major Giving

Director of Major Giving

SEATTLE, WA

United Way of King County works to build a community where all people have homes, students graduate, and families are financially stable. Our culture fosters collaboration, teamwork, open communication, leadership, integrity, and accountability. 

 

With our unwavering focus on racial justice for all, we hope to achieve racially equitable outcomes in King County and beyond. We believe that having staff, volunteers, and supportive community members who represent diverse backgrounds and circumstances will help us more effectively accomplish our mission.  We aim to a create a welcoming and inclusive work environment, and we also strive to have a diverse staff and particularly encourage Black and Indigenous people, and people of color to apply and join our team.  

 

About the Role

 

The Director, Major Gifts is accountable for the development, planning, and implementation of innovative fundraising strategies for the mid-level and major giving programs at United Way of King County, including the Million Dollar Round Table, United Way Champions, and Planned Giving. The position directs the efforts of Board members, Champion volunteers, and staff by providing comprehensive leadership, support, and direction to the major and mid-level giving programs raising approximately $10M annually. 

 

This position serves as a key member of the Development Leadership Team. The role develops positive relationships with development volunteers, Board members, and community leaders to achieve ambitious fundraising goals and to ensure positive donor and volunteer experiences. The position sets the vision for mid-level and major donor engagement, balancing near-term goals with future-oriented plans and strategies that align with United Way’s commitment to lead with racial equity. The position personally manages a donor portfolio of high net-worth individuals. 

ESSENTIAL DUTIES

  • Plans, schedules, and implements fundraising activities to advance the mid-level and major gift pipeline and maximize private fundraising support to United Way. Develops detailed major gift and principal gift opportunities tailored to the interest of potential donors in the areas consistent with United Way fundraising priorities.

 

  • Develops and manages a dynamic portfolio to identify, qualify, cultivate, solicit and steward prospects for major and principal gifts. May include some private family foundation prospects. 
  • Serves as key partner outlining the overarching Development Team strategies with the VP of Development, CEO, key volunteers, other members of the Development Leadership Team, and internal stakeholders such as Office of the President, Brand and Community Services colleagues.

 

  • Interacts frequently with high-level donors within own portfolio, and more generally, as a key leader, with United Way Champion volunteers (e.g., high-level volunteers), assessing, meeting, and exceeding donor expectations.

 

  • Manages the cultivation and development of strong high-level volunteer leaders while also supporting the annual campaign chair related to major giving. Oversees the planning and implementation of special fundraising campaigns (e.g., the Bridge to Finish $15 million campaign).

 

  • Performs other related duties as assigned.

 

 

 

CORE COMPETENCIES

  • Demonstrated ability to lead strategic development efforts with the ability to develop and deliver a clear vision/plan.
  • Proven success in leading and developing mid-level and major fundraising initiatives with quantifiable results that meet or exceed goals and objectives.
  • Demonstrated ability to personally and effectively cultivate and close major gifts of $25,000+, as well as leadership gifts of $100,000+ and transformational gifts of $1,000,000+.
  • Astute in cultivating and managing internal and external relationships.
  • Strategic thinker, results-driven and innovative.
  • Demonstrated ability to coach and mentor employees in a rigorous environment of high expectations, performance, and accountability. 
  • Proven successful volunteer management and leadership skills.
  • Excellent written and verbal communication skills.
  • Intermediate Microsoft Office skills and familiarity with CRM tools, a plus.
  • Demonstrated ability to solve complex problems by working collaboratively with others within and across teams. 
  • Demonstrated understanding of social and racial justice and equity, with a proven commitment to apply racial and economic justice lenses in both personal and workplace contexts.
  • Lived experience and/or demonstrated professional skills working within a diverse work environment.

 

EDUCATION & EXPERIENCE

Bachelor’s degree or equivalent specializing in Business, Marketing, Sales, Communications, or a related field is required; Master’s degree preferred with a concentration in non-profit management/administration, fundraising or business management. CFRE certification is desired.

 

Ten years’ progressively successful fundraising and supervisory experience, as well as demonstrated success achieving ambitious major gift goals in a competitive, fast-changing environment, including evidence of helping individuals and groups effectively implement change. Strong familiarity with both the non-profit arena and the regional corporate landscape is required. 

 

United Way of King County is an equal employment opportunity employer, and all applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristics protected by law.  UWKC values a racially diverse workplace and strongly encourages Black and Indigenous people, and people of color to apply.

 

We are an Employer of National Service: AmeriCorps, Peace Corps, and other national service alumni are encouraged to apply.

COMPENSATION

The annual recruiting salary range for this position is $103,000 to $111,000 DOE. This position is open until filled; first consideration will be given to applications received within two weeks of posting.   

United Way of King County is an exceptional workplace that can provide you with:

  • Opportunities to work with smart, passionate, and enthusiastic team members and volunteers
  • Ongoing collaboration with diverse staff and other constituents
  • A desirable culture of high-performance expectations and accountability
  • Exciting and challenging work
  • Opportunities to help solve the community’s toughest problems

HOW TO APPLY

The United Way of King County is committed to diversity & inclusion and continually working to build an organizational culture and climate in which every voice is valued, staff have a sense of belonging and connection with one another and to the organization, and staff feel empowered to do their best work. We specifically encourage people of color, individuals who identify as LGBTQ and individuals with disabilities to apply for this position.

 

 

All interested parties are urged to apply by completing the form below:

 

Click or drag a file to this area to upload.

 

United Way King County operates a hybrid workplace with all employees able to work a combination of remote, on-site, and off-site. Full COVID-19 vaccination is required for this role.

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Chief Financial Officer

CHIEF FINANCIAL OFFICER

SEATTLE, WA

For 85 years, Archbright has been a leader in helping companies in the Pacific Northwest build employee engagement strategies and increase compliance with state and federal regulations. At their core, Archbright offers easy access to expert HR, safety and legal advice through an affordable annual membership. 

 

 

Archbright tackles the complexity of the workplace so it’s members can focus on the passion of business. With three membership levels to choose from, employers can align our services with their needs and budget. Benefits may include access to our HR Hotline, On-Call Safety Advice, our online HR Toolkit, Employment Law and Labor Law advice, Compensation Survey Data, and more. Members can also purchase additional services that span every stage of the employer-employee relationship, including HR Consulting, Employee and Leadership Training, Retirement Programs, Safety & Workers’ Compensation, and Labor Relations. And all at a price and quality unmatched in the marketplace!

 

 

Archbright leads by the example; being recognized by the PSBJ as one of Washington’s best workplaces in 2022, and for four years prior.

 

OUR COMMITMENT TO DIVERSITY, EQUITY, AND INCLUSION

 

Archbright is an ideal place to work where we encourage everyone to bring their authentic, best self every day. We believe our employees should feel respected and included for their individual identities, backgrounds, perspectives, and passions. Together, through our diverse set of voices, we inspire each other, innovate, and use our influence to support removing systemic inequities at Archbright and our business community. Archbright creates the IDEAL workplace by embodying the following principles:

 

Inclusion – All voices are heard, respected, and there is a feeling of belonging.

Diversity – There are people with visible and invisible differences in all

Equity – Work policies, processes, and practices are communicated and applied fairly to provide opportunities for all employees, particularly underrepresented groups

Accessibility – Successful performance and engagement are achieved by reducing physical, technological, and systemic barriers.

Leadership – Everyone at Archbright leads. We are allies who identify, educate, and eliminate institutionalized injustices.

 

 

THE ROLE

Archbright’s CFO leads the accounting team and financial functions/strategy; oversees investment, retirement, and banking vendors; attends and presents financials at board meetings; and participates on the organization’s Leadership Team as a steward of company culture, strategy, and mission. 

The CFO needs to be a people and culture leader as much as a financial leader that ensures full transparency over the financial performance of the company to Archbright Leadership and Board of Directors.

RESPONSIBILITIES

The CFO will be an active thought partner and collaborative peer-leader to other members of the Archbright leadership team. This person will be a visionary who is energized by the challenge of sustainable capacity building in all facets of the organization.

Specific responsibilities of this role include, but are not limited to:

  • Direct all aspects of accounting operations, overseeing all transactions related to general ledger, receivables, payables, payroll, and financial reporting.
  • Direct long term financial planning, forecasting, and results management.
  • Provide counseling and guidance to team members at all levels of the organization on how to understand financials.
  • Develop and maintain relationships with lending/financial institutions, insurance providers, investment bankers, and Board of Directors.
  • Analyze company’s financial results with respect to profits, trends, costs and compliance with budgets. Issue regular status and ad hoc reports to senior management.
  • Perform risk management by analyzing the organization’s liabilities and investments, and effectively communicating potential risks in a timely manner.
  • Develop company-development models, including cash flow forecasting.
  • Develop and maintain all necessary accounting policies and systems, while ensuring that records are maintained in accordance with generally accepted accounting principles.
  • Oversee company audits and communicate results to Board Financial Committee and Treasurer.
  • Oversee facilities management team(s) and strategies

SKILLS & COMPETENCIES

The following skills and competencies reflect the nature of our work, which is collaborative, and inclusive. A successful CFO will be a sophisticated leader who can collaboratively design and implement solutions; delivering excellence while exhibiting humility. A successful CFO will also:

 

  • Knowledge of business and management principles involved in strategic planning, resource allocation, leadership technique, and coordination of people and resources.
  • Knowledge of GAAP.
  • Ability to effectively engage with staff at all levels of the organization, and exercise sound judgement as a member of the Senior Leadership Team.
  • Have experience working as a collaborative thought leader with the CEO.
  • Ability to provide effective leadership, direction, and management to teams.
  • Able and willing to travel to multiple local sites and other locations
  • Ability to define problems, collect data, establish facts, and draw valid conclusions.
  • Effective decision making and solution-finding with complex problems and diverse stakeholder needs.
  • Ability to analyze and prepare documents, reports, and correspondence.
  • Ability to plan, assign, and supervise the work of others.
  • Exhibits mindfulness and discernment when holding challenging conversations and making difficult decisions.
  • Is recognized for collaboratively and creatively designing solutions that enables the professional growth of our team members.
  • Looks for opportunities to create new partnerships and allows others to leverage existing partnerships.

EXPERIENCE

Successful candidates will possess the following:

  • Experience successfully managing gross margin through P&L.
  • Ability to define & effectively communicate vision as strategic leader.
  • Experience creating, implementing and managing operational efficiency and business process.
  • Project management skills.
  • Ability to define and drive KPIs and other metrics defined in company scorecard (employee net promoter score, etc.).
  • Collaborative leadership style to unite teams.
  • Focus for the customer/member experience and service.
  • Professional development, team building management approach.
  • Passion for elevating diversity, equity, and inclusion within Archbright and the business community.

OUR VALUES

Archbright is committed to building a culture that delivers professional growth through meaningful work, honest feedback, and a diverse, equitable, and inclusive workplace. Archbright employees are the keys to success. Archbright’s values act as a north star for cultivating creativity and passion. All team members strive to possess the following:

  • GRIT – We fail fast. We learn. We adapt. We keep going.
  • INCLUSION – We value diversity. We respect each other. We believe everyone matters. We are a team
  • FUN – We work. We play. We laugh. We thrive.
  • TRANSFORM – We evolve. We disrupt status quo. We strive for excellence. We lead.
  • ENGAGE – We listen to others. We positively contribute. We seek and provide feedback. We are authentic.
  • DELIVER – We focus on goals. We persevere. We do what we say. We get it done.

COMPENSATION & BENEFITS

This role is an exempt role with an annual salary range is $160,000 – $185,000, plus $28,000 variable pay. Archbright Keystone is our total rewards program for our most valuable assets—our people. These benefits have been carefully chosen and put in place because together they support the harmony of work and life. They include generous front-loaded Paid Time off (PTO) 11 paid holidays, subsidized medical, dental and vision benefits, hybrid and remote work, 401K with employer match, short- and long-term disability, life insurance, employee assistance programs, 24/7 workout facility in Seattle, plus more!

 

Archbright is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

 

For more information about this position, please contact Nicole Leckbannd at nicole@diversityrecruiters.com

TO APPLY

All interested parties are urged to apply by completing the form below:

Click or drag a file to this area to upload.

Alternatively, you may apply by providing a current resume via email to nicole@diversityrecruiters.com. Archbright is committed to offering reasonable accommodations to job applicants with disabilities. 

If you need assistance or an accommodation due to a disability, please contact Nicole Leckband at 253.951.6408.

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Diversity, Equity, & Inclusion Manager

Diversity, EQUITY, & INCLUSION Manager

Woodacre, CA

 

The Diversity, Equity, and Inclusion (DEI) Manager works as part of the Human Resources team on projects to ensure effective staff engagement and an equitable and inclusive work environment is achieved and maintained through proactive programs, training and the resolution of issues that arise.  This position acts as a POC witness/ facilitator/mentor for POC employee relations issues when needed.


ESSENTIAL JOB RESPONSIBILITIES

As part of the Human Resources team and in conjunction with the Director of People and Culture (DPC), and Executive Director, the DEI Manager will:

 

 

  1. Define and collaboratively execute annual staff DEI training schedule based on organizational needs and DEI plan.
  2. Works closely with the Director of People and Culture, Staff Dharma Teacher, Directors, Managers, and staff to socialize and imbed SR’s DEI initiative; field questions related to multi-cultural language, behavioral styles, etc. Develops DEI action plans related to staff culture and other HR related DEI goals.
  3. Design/deliver multi-cultural competency and other DEI related training to staff and members of the leadership team. Trainings may also be facilitated in conjunction with outside consultants and/or Staff Dharma Teacher. This role may expand to additional stakeholder groups (teacher, BOD at a future date).
  4. Works closely with Staff Dharma Teacher (and HR) to incorporate DEI skill building into ongoing Staff Dharma and other Staff programs including SR experience trainings to ensure inclusive and welcoming environments are created and maintained.
  5. Coordinates and facilitates staff affinity groups and provides a communication link between these groups and SR leadership team members.
  6. Advises HR on the creation and implementation of plans to increase diverse representation of employees and and supports efforts to increase employee retention.
  7. Assists people managers in defining successful strategies and tactics to address employee performance issues through an equity lens.
  8. Participates/facilitates the resolution of communication issues and breakdowns with an emphasis on relationship building between employees, managers, directors and others within the organization.
  9. Functions as a coach to both staff and managers when issues related to microagressions, bias, and other inequitable practices are alleged.
  10. Develops tools and metrics to track and report culture change activities happening throughout the organization.
  11. In collaboration with the DPC, Deputy Director and Executive Director, communicate measurable action related to the DEI plan on regular and established cadence
 
 

Qualifications

  • Demonstrated passion for diversity and inclusion, and an ability to inspire and engage others to prioritize inclusion and belonging for all.
  • Expereince being a champion and contributing to increased representation and inclusion – with an emphasis on gender orientation, race,  abilites, and generations. 
  • Demonstrated ability to build strong, sustainable relationships internally and externally and interface effectively with all levels of the organization. 
  • Completion of at least one extended Dharma program (DPP, APP, CDL) preferred, or a commitment to complete within 60 days of employement.
  • Human Resources and/or leadership experience required. A minimum of 5 years strongly preferred.
  • Experience creating and facilitating training programs.
  • Excellent verbal/written communication proficiency with deep listening skills.
  • Strong facilitation and influencing skills able to translate different points of views.
  • Creative problem solver with an ability to think outside the box and form win-win solutions.
  • Proven experience prioritizizing multiple projects and adjusting work to accommodate real time situations. accordingly, often against tight deadlines. 
  • Possess a strong desire to build community with other, empathy and intellectual curiosity.

 

 

 

 

 


APPLY FOR THIS POSITION

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VP, Finance & Administration

Vice President, finance & Administration

Lakewood, WA

Clover Park Technical College (CPTC) is committed to advancing racial equity and cultivating an inclusive campus climate, by valuing diversity and promoting equitable opportunities and access for all. The Vice President for Finance and Administration plays an important role in building an environment where all students, educators, and staff feel welcomed, valued, and acknowledged and where principles of equity, diversity and inclusion are reflected in our administrative practices and policies.
 

Clover Park Technical College is located Lakewood, Washington. Our college has a rich history of professional and technical education dating back to the 1940s, when Clover Park School District established a War Production program, training civilians as auto mechanics, aircraft-service mechanics, ship-fitters, welders, and blueprint readers. Now, CPTC offers more than forty programs in Aerospace, Advanced Manufacturing, Health Sciences, Human Services, Business, Hospitality, Science Technology, Engineering, Transportation and Trades. CPTC has two campuses: Our main campus is located in Lakewood, WA and our South Hill Campus is located in Puyallup, WA.  Learn more about Clover Park Technical College by visiting About CPTC.

THE ROLE

Reporting directly to the President of the college, the Vice President of Finance and Administration will oversees budget development, fiscal operations and accountability, facilities, major construction and renovation, information technology, cashiering, bookstore, business office, human resources, payroll, accounting, audit, risk management and compliance, contracts, purchasing, custodial, inventory control, central receiving, grounds, maintenance, safety/security, event services, and other duties as assigned.

RESPONSIBILITIES

Plan, direct, manage, supervise, and evaluate the financial and administrative operations of the college  

  • Provide leadership and ensure high quality and efficient delivery of finance and administrative services.Advise managers and staff regarding their responsibilities related to business operations of the college 
  • Maintain the highest standards of professional and ethical conduct, serving as a model to the College community
  • Review, negotiate, and execute contracts, as appropriate
  • Participate in collective bargaining process for the College
  • Implement administrative practices and policies that reflect the lens of racial equity

 

Responsible for the development, preparation, and analysis of the College’s overall budget (operating, capital, enterprises, reserves, and investments) to ensure the efficient operations of the college.

 

  • Responsible for monitoring, reporting, and collaborating with college staff to control revenues and expenditures while providing the necessary and appropriate level of services
  • Develop and administer the College’s operating and capital budgets
  • Ensure that the College’s finances are in accordance with appropriate federal, state, and College rules and regulations

 

Leads the development and implementation of the short- and long-term Campus Facilities Master Plans in coordination with the Strategic Plan of the College and general direction from the President

  • Provides oversight for the planning, preparation and submittal of all capital and operating requests to the State Board for Community and Technical Colleges
  • Oversee the construction, renovation, and repair of campus facilities
  • Work with appropriate state agencies including the Department of Enterprise Services

 

Provide advice to the President and Board of Trustees in matters relating to finance and budget responsibilities

  • Present updates on areas of responsibility to the Board of Trustees during public meetings
  • Serve as ex-officio member of the College Foundation Board of Directors and provide accounting oversight services to that Board

 

Other cursory activities may also include

  • Attend Direct Report meetings and serve on other college committees as appropriate
  • Participate in Board of Trustee meetings as well as other college-wide meetings 
  • Develop, implement, and enforce College policies and procedures in accordance with federal, state, and local laws, regulations, and policies 
  • Work closely with the State Board for Community and Technical Colleges on-campus budget requests and local city and state officials, as necessary
 

Participate in the Business Affairs Commission (BAC) and other state-wide commissions and councils, as appropriate    

SKILLS & COMPETENCIES

 

  • Master’s degree in Finance, Business, Public Accounting, or related field from a regionally accredited college or university
  • 5 years of significant experience in increasingly responsible administrative positions related to finance and business/administrative services in the private and/or public sector
  • Demonstrated commitment to diversity and sensitivity to multicultural issues
  • Strong interpersonal skills including the ability to lead and manage effectively within a complex organizational structure
  • Effective written, oral, listening, and communication skills
  • Excellent judgment, creative problem-solving skills, and conflict management skills
  • Demonstrated success at delivering responsive, service-oriented practices 
 

COMPENSATION

This is a full-time position with a salary of $140,000 a year.

 

TO BE CONSIDERED

 

Clover Park Technical College is committed to diversity & inclusion and continually working to build an organizational culture and climate in which every voice is valued, staff have a sense of belonging and connection with one another and to the organization, and staff feel empowered to do their best work. We specifically encourage people of color, individuals who identify as LGBTQ and individuals with disabilities to apply for this position.

 

Clover Park Technical College is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, sexual orientation, gender identity, or any other characteristic protected by law. 

 

 

 

Get started by completing the form below:

 

 

Click or drag a file to this area to upload.

 

 

 

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Provail – Chief People Officer

CHIEF PEOPLE OFFICER

SEATTLE, WA

PROVAIL was founded in 1942 by parents of children with cerebral palsy and has grown to be a leader in the field of community inclusion. Our founding parents created some of the first community services for individuals with cerebral palsy and other severe disabilities in the area. Today our mission is supporting people with disabilities to fulfill their life choices. We help people decide how they want to live their life in the community and then provide the support services they need to act on those choices. We are a lifelong resource to individuals with disabilities and their families. Our services include:

 

  • Community-based residential services for adults with developmental disabilities and traumatic brain injury;
 
  • Competitive supported employment helping adults and high school students with disabilities find jobs in the community;
 
  • Clinical services including occupational/speech therapy and innovative assistive technology solutions for communication and mobility challenges

 

OUR COMMITMENT TO DIVERSITY, EQUITY, AND INCLUSION

 

PROVAIL is committed to increasing diversity & inclusion and continually working to build an organizational culture and climate in which every voice is valued, staff have a sense of belonging and connection with one another and to the organization, and staff feel empowered to do their best work. We are taking intentional steps to better assess our staff diversity & inclusion and improve our responsiveness to our employees of color. 

 

The Chief People Officer (CPO) will lead these efforts with support and collaboration from the Executive Team and the Board of Directors. The CPO will also engage staff throughout the agency in these efforts, including the staff led Diversity & Inclusion Committee.

 

With 430 staff members, the PROVAIL family is the heartbeat of the work. Without the collective passion and dedication, this important work would not be possible.

THE ROLE

Salary Range: $150K – $170K

PROVAIL is seeking a people-centric leader who will lead the development of a new generation of HR for the organization.  The Chief People Officer (CPO) will utilize their deep knowledge of human resources, their exceptional leadership skills, their strategic view of HR, and their passion for increasing diversity, equity & inclusion to envision and lead the development of organization-wide initiatives that inspire current and prospective staff, support growth, and embody PROVAIL’S values. 

 

The Chief People Officer will provide strategic leadership by articulating and co-creating human resource programs and plans with the Board of Directors, CEO, and staff leadership team.  They will work in partnership with our Equity Specialist, DEI Committee, and Executive Team peers to implement changes identified through our agency-wide equity audit. They will design, implement, and manage people development processes and systems that enable the organization to hire, develop and retain qualified staff that reflects the diversity of the PROVAIL community and ensures that employment-related decisions are free of bias, harassment, and discrimination.

 

This position reports to the CEO and is a member of the executive management team.  

 

This position current has 5 direct reports. 

RESPONSIBILITIES

The Chief People Officer will lead and manage all aspects of Human Resources (HR) including, recruitment, hiring, retention, compensation strategy, administration of health benefits and retirement plans. The CPO will also manage the creation and implementation of employee performance and development programs. Lastly, the CPO will influence organizational-wide policies and procedures, ensuring agency compliance with all federal, state and local employment laws and regulations.  Specific responsibilities of this role include, but are not limited to:


Human Resource Strategy and Operational Oversight

    • Leads a high performing human resources team to develop and support a unique and strong people-oriented culture at PROVAIL
    • Develops, implements, and manages programs to increase staff engagement and retention, to meet goals for staff equity and to increase the cultural competence of supervisors and management. Ensures responsiveness to employment concerns raised by employees of color and those who identify with other marginalized groups.
    • Must have understanding of, and prior experience implementing HR department’s role in organizational development.
    • Evaluates the impact of organizational strategy and development on recruiting, development, retention, and succession planning for a diverse workforce.

  • Collaborate with human resources team members and execute company-wide programs and initiatives including performance management and recognition
  • Partner with the executive team to construct and execute strategic roadmaps and plans to uphold the organization’s mission, vision and values
  • Develop and lead the implementation of programs that support employee engagement, employee relations. learning and development, diversity, inclusion and belonging
  • Work with functional heads and managers to ensure we are investing in our people through building a positive and supportive work environments.
  • Responsiveness to concerns raised by employees.
  • Supports leaders throughout the organization with the implementation and execution of consistent, human-centered, equitable hiring practices.
  • Ensures consistency of job descriptions, qualifications throughout the organization.
 
 Culture and Belonging
  • Champion the organization’s DEI strategy and be a leader in the participatory process of translating strategy into thoughtful and measurable objectives.
    • Facilitate the expression of PROVAIL’s values by implementing organization-wide initiatives identified through our equity audit that increase equity and a sense of belonging for all staff throughout all parts of the organzation
    • Build a culture of continuous learning by designing and executing a professional development program that is meaningful for all employees in areas of the organization
    • Create and support policies that mitigate bias, increase equitable outcomes, and foster respect and inclusion across all organizational levels of PROVAIL.
    • Support the collection and analysis of quantitative and qualitative data to inform DEI efforts.

EXPERIENCE

Successful candidates will possess the following: 10+ years of experience that includes:

 

  • Working knowledge of Human Resources best practices and legal industry standards.
  • PHR / SPHR certified or able to obtain within first year of employment
  • Proactive, team oriented and collaborative leadership skills along with excellent communication skills required
  • Demonstrated strategic HR excellence, including leading/participating in change initiatives, and in-depth knowledge of employment laws and applicable regulations.
  • Proven ability to hire, develop, and retain effective, diverse teams.
  • Success in mentoring and coaching team members, fueling their professional / personal growth as it relates to equity and inclusion.
  • Experience implementing and managing impactful growth and learning programs for employees
  • Proven ability in designing and implement innovative recruitment strategies that result in diverse teams
  • Is recognized as a collaborative and engaging leader who can connect with staff and leaders at all levels of the organization
  • Is willing and able to provide strategic leadership to system-level thinking and initiatives, while also managing the team to ensure outcomes are being achieved.

CULTURE

PROVAIL’s leadership is deeply committed to building a culture that delivers professional growth through meaningful work, honest feedback, and a diverse, equitable, and inclusive workplace. All team members, are naturally aligned with our core values and mission, and strive to possess the following:

 

  • Translates learnings into solutions for team members and the organization.
  • Creates a culture that embraces diversity, equity, and inclusion.
  • Possesses a proactive outlook in seeking out professional development opportunities for one’s self and others.
  • Embraces setbacks, seeing them as learning opportunities.
  • Communicates in clear and compelling ways (written/verbal) and adapts appropriately for the environment
  • Models and helps others embrace a culture of learning and continuous improvement by actively seeking and providing feedback.
  • Exhibits a proactive, passionate, and collaborative attitude.

 

PROVAIL is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

 

For more information about this position, please contact Nicole Ferrer at nicole@diversityrecruiters.com

TO APPLY

 

PROVAIL is committed to diversity & inclusion and continually working to build an organizational culture and climate in which every voice is valued, staff have a sense of belonging and connection with one another and to the organization, and staff feel empowered to do their best work. We specifically encourage people of color, individuals who identify as LGBTQ and individuals with disabilities to apply for this position.

 

 

All interested parties are urged to apply by completing the form below:

 

Click or drag a file to this area to upload.

 

 

 

Alternatively, you may apply by providing a current resume via email to nicole@diversityrecruiters.com. PROVAIL is committed to offering reasonable accommodations to job applicants with disabilities. 

 

 

If you need assistance or an accommodation due to a disability, please contact Nicole Ferrer at 253.951.6408.

 

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