B.A.A. Chief Community Officer, Boston nonprofit hiring, Greater Boston nonprofit leadership jobs

New Search! Chief Community Officer with the B.A.A.!

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CHIEF COMMUNITY OFFICER

Pillar Search & HR Consulting is honored to continue its partnership with the Boston Athletic Association (B.A.A.) on the search for the B.A.A.’s new Chief Community Officer. This is an outstanding opportunity for a Boston-area community builder and leader.

ABOUT BOSTON ATHLETIC ASSOCIATION

The B.A.A. is a non-profit organization with a mission to promote a healthy lifestyle through sports, especially running. The B.A.A. is committed to a world where all people can access and benefit from running and an active lifestyle. The B.A.A. advances its mission and vision by organizing mass-participatory running events such as the Boston Marathon, creating or supporting community fitness events, and sponsoring a running club that serves the greater Boston area.

ABOUT THE ROLE

Reporting to the CEO and serving on the organization’s leadership team, the Chief Community Officer will guide the B.A.A.’s community work to facilitate meaningful engagement and impact aligned with the organization’s mission and vision. They will collaborate internally and externally to lead the planning and execution of a successful, cohesive strategy; cultivating and establishing partnerships with diverse groups across all of their communities, including those who are underrepresented at B.A.A. events and the industry overall, while building trust and alignment toward a shared vision of equitable access and participation in our sport.

RESPONSIBILITIES

  • Lead the community function at the B.A.A. and partner with other organizational leads to ensure the community strategy is embedded appropriately in all that they do. Help all staff understand this important piece of the organization’s work and how they can contribute to it.
  • Create and advance an inclusive community strategy and related programming across functions, in alignment with the B.A.A.’s mission, vision, and strategic priorities; gathering input and evolving the strategy, as appropriate.
  • Reach community members throughout Boston, the various cities and towns on and surrounding the Boston Marathon course, and beyond, through culturally competent and authentic ways.
  • Establish metrics for community work, monitor implementation and evaluate results of strategy and standard operating procedures. Support the creation and delivery of community impact reporting.
  • Serve as a primary contact, representative, and liaison for B.A.A. community actions / strategy with internal and external stakeholders. Play a leading role in community initiatives, and support community discussions and crisis management, as appropriate.
  • Explore, pilot, and implement new ways to partner with community organizations and partners.
  • Ensure there is an effective process to gather and utilize feedback from community organizations and partners.
  • Support and oversee community building through sport, e.g., by including, empowering, and celebrating people around their own health and wellness.
  • Oversee the effective management of and outcomes associated with the B.A.A. Volunteer Program, which is composed of 10,500 volunteers annually, and one of their larger communities. Support the internal staff members managing this program.
  • Sponsor the Head of Public Relations, overseeing the PR strategy, program and storytelling. Proactively create a productive image for the B.A.A., its work and its vision; ensuring that community engagement work is effectively shared externally.
  • Collaborate with the leadership team to make decisions on behalf of the organization; bring forth and balance your functional area’s needs and agendas, as well as the rest of the organization’s. Serve as an advocate and leader for the B.A.A. as a whole.
  • Champion diversity, equity, inclusion and belonging (DEIB), as is expected of all leadership team members. Develop and achieve measurable functional goals related to DEIB while modeling inclusive behaviors and proactively managing bias.
  • Manage the community function’s budget effectively in partnership with Finance.
  • Support the creation of an updated approach/model to staffing community events.
  • Oversee, coach, and develop B.A.A. staff who support community and volunteer programming and engagement, as well as community and public relations. Directly manage 3 employees in this space.
  • Other related duties as assigned.

WHO WE’RE LOOKING FOR

There are innumerable ways to learn, grow and excel professionally. The B.A.A. knows that people gain skills through a variety of professional, personal, educational, and volunteer experiences. They, along with Pillar Search & HR Consulting, respect this when we review applications and take a broad look at the experience of each applicant. We want to get to know you and the unique strengths you will bring to the work. This said, we are most likely to be interested in your candidacy if you can demonstrate the majority of the qualifications and experiences listed below.

  • 8 or more years of related work experience in a community (or comparable) role – with a record of achieving strategic outcomes and delivering on an organization’s mission.
  • 10 or more years preferred in the Greater Boston area.
  • Comprehensive knowledge of the communities within the Greater Boston area and their various needs.
  • Passion for health and fitness and promoting active lifestyles through sport.
  • Knowledge and experience of the sport of running preferred.
  • Exceptional relationship management and influencing skills; able to build and maintain relationships with a diverse set of constituents. Skillful organizer who can manage and participate in generative conflict.
  • Strong communication skills; bilingual language abilities a plus.
  • Excellent planning and organizational skills, with an ability to prioritize and support team members with prioritizing effectively.
  • Demonstrated success in setting goals and strategic planning around diversity, equity, inclusion, accessibility and belonging initiatives.
  • History of inspiring others and leading by example. Genuine enthusiasm for meeting, motivating, and involving people in community activities.
  • Proficient in Microsoft 365 tools, including Outlook, Excel, Word, and PowerPoint. Experience in Salesforce a plus.
  • Flexibility to attend night and weekend events.

WORK EXPECTATIONS AT B.A.A

The B.A.A. is a hands-on team and seek employees who are passionate about our work and service to their community. The Chief Community Officer is a 40 hours/week, exempt position. The role will require flexibility to work on some weekends and evenings in order to be present within communities and at events. Additionally, there will be longer work hours surrounding B.A.A. race events. Limited local travel required.

COMPENSATION & BENEFITS

The salary range is competitive and commensurate with lived and professional experience. The B.A.A. will promote your professional growth and development by providing access to:

  • Competitive health & dental insurance plans
  • Life insurance, short term, and long-term disability plans funded 100% by the B.A.A.
  • 401(k) matching dollar-for-dollar up to 4% after one year of service, elective deferrals may begin upon hire
  • An annual allotment of professional development funding (up to $2,000 per calendar year)
  • Paid vacation based on years of service
  • 11 paid holidays, 9 scheduled and 2 floating

HOW TO APPLY

To apply to this position, please prepare a resume and cover letter to the attention of the B.A.A. Human Resources team and submit your materials to Cindy Joyce of Pillar Search & HR Consulting at jobs@pillarsearch.com.

Please note that, due to the high volume of resumes received for this role, phone calls are not accepted, and Pillar is unable to have informational calls about the role. Only those candidates selected to move forward will be scheduled for introductory calls as part of the recruiting process.

The B.A.A. is an equal opportunity employer and does not unlawfully discriminate against employees or applicants for employment on the basis of an individual’s race, color, religion, creed, sex, sexual orientation, gender identity, national origin, age, disability, marital status, veteran status or any other status protected by applicable law.

About Pillar Search & HR Consulting:  A woman-owned business based in Boston, Pillar Search & HR Consulting provides executive search/recruiting and human resources consulting expertise to nonprofit and mission-driven organizations, working with senior leaders and the boards of directors to hire and develop the very best talent across all functional areas of the organization. Pillar’s Founder, Cindy Joyce, is a Certified Diversity Recruiter. For more information, please visit www.pillarsearch.com.

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Search Success! Emma Concepcion Joins UTEC as Chief People Officer

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UTEC and Pillar Search & HR Consulting are excited to announce that, following an extensive and competitive candidate search, Emma Concepcion has joined UTEC as their new Chief People Officer.

Reporting to UTEC’s CEO, Emma will be responsible for leading UTEC’s people and talent strategies, managing and mitigating organizational risks, and continuing the development of their human resource-related strategies, policies, and procedures. She will be a strategic advisor to senior leadership on a variety of issues, including employee relations, leadership development, organizational culture, and talent management, and will be play a key leadership role in supporting UTEC’s commitment to diversity, equity, and inclusion in all areas of management and embodying UTEC’s DEI vision in their work and workplace culture.

Emma joins UTEC from Bay Cove Human Services, where she was their Vice President of Human Resources and earlier was the organization’s Director of Human Resources. As a member of the Bay Cove leadership team, she established the workforce development team, was Co-Chair of the DEI committee, designed and implemented HR initiatives, enhanced staff retention and engagement, and aligned HR strategies with organizational objectives. While Emma was Bay Cove’s Vice President of Human Resources, the organization achieved recognition as one of Boston’s Top Places to Work for five consecutive years. Prior to her tenure in Human Resources at Bay Cove, Emma spent a decade as their Director of Housing. In addition to her human resources and human services expertise, Emma also has extensive mediation experience, as she spent several years participating in court mediation and mediation training as a member of the Harvard University Mediation Program, handling cases related to civil, housing, and harassment prevention orders.

About UTEC: UTEC is a nationally recognized program for justice-involved young adults. The program starts behind the walls of correctional facilities and intensive street outreach/gang peacemaking and transitions into an intensive program in the community post-release. The nature of their educational services, wraparound supports and counseling, social enterprise/workforce development, organizing/policy work, training institute, and innovative partnerships creates a variety of impacts in the lives of the individuals and communities they serve.

Last year, UTEC served over 600 young adults including a range of outreach activities, and approximately 150 young adults intensively through their comprehensive program. During this fiscal year, 75% of young adults at UTEC avoided arrest. With over 20 years of experience, UTEC is a catalyst, innovating in the way they serve young adults (ages 17-25) who are criminally and/or gang involved in Massachusetts’ Merrimack Valley. Learn more about UTEC at https://utecinc.org.

About Pillar Search & HR Consulting: A woman-owned business based in Boston, Pillar Search & HR Consulting provides executive search/recruiting and human resources consulting expertise to nonprofit and mission-driven organizations, working with senior leaders and boards of directors to hire and develop the very best talent across all functional areas of the organization. For more information, please visit www.pillarsearch.com.

executive search nonprofit boston, Families First

Search Success: Maridel Perdomo Joins Families First as the Senior Director of Programs!

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Families First and Pillar Search & HR Consulting are excited to announce, following an extensive and competitive candidate search, that Maridel Perdomo has joined Families First as the Senior Director of Programs.

This is an exciting time for Families First, as they are seeing incredible outcomes from their programs and are in the process of expanding across the state. With the launch of a 5-year business plan, the organization looks toward significant growth in the coming years.

Reporting to Family First’s Executive Director, Sue Covitz, Maridel will be responsible for the oversight and implementation of Families First’s regional programming in Greater Boston and Western MA. Through this work, she will prioritize Families First’s commitment to diversity, equity, inclusion, and belonging by engaging parents and the Families First team to inform regional and programmatic growth as the organization expands.

In addition, she will oversee Families First’s alumni services, support the evaluation and quality strategy, and support the program curricula and training strategy. She will serve on the leadership team to advance organizational goals and cross-departmental priorities and will execute and monitor expansion plans as a part of the 5-year business plan.

Maridel joins Families First from Schools for Children, where she was the Director of Extended Learning Programs. There, she was responsible for multi-site programs for 200 students and leading 30 staff members. Prior roles have included Site Director of YMCA at Gardner Pilot Academy, Preschool Director at Pine Village Preschool, and roles as Job Developer and Youth Program Director with Centro Latino. Maridel earned her master’s degree in public administration from Framingham State University, her bachelor’s degree in psychology from Salem State University, and also holds a degree in Human Resource Administration from Cecilio Acosta University in Caracas, Venezuela. Recently, Maridel served on the Board of Trustees of Watertown’s New Rep Theatre, where she was a member of the Diversity Committee and was involved in fundraising, budgeting, and the annual planning process.

About Families First: Families First’s mission is to partner with parents to amplify their power so they can positively impact the lives of children and communities through their groundbreaking programs. Their model includes parenting education and support, parent leadership, family engagement, and alumni services.

For more than 35 years, Families First has been a leader in providing parenting education across the Greater Boston area. The organization was founded in 1988 with the goal of helping parents navigate the diverse challenges of raising children by providing research-based parenting education services.

Today, Families First provides Massachusetts’s most comprehensive model for early childhood parenting education, family engagement, and parent leadership: The Power of ParentingTM program and The Ripple Program TM.

As a result of Families First’s high-impact, multi-tiered program model, parents will support the development of their children’s social-emotional and cognitive skills, embrace their role as the most important force in their children’s learning and well-being, and gain new skills and resources to support and advocate for their children as they grow. Learn more about this amazing organization at www.families-first.org.

About Pillar Search & HR Consulting: A woman-owned business based in Boston, Pillar Search & HR Consulting provides executive search/recruiting and human resources consulting expertise to nonprofit and mission-driven organizations, working with senior leaders and boards of directors to hire and develop the very best talent across all functional areas of the organization. For more information, please visit www.pillarsearch.com.

Greater Boston nonprofit HR leadership job, Nonprofit HR job Greater Boston, Nonprofit leadership hiring Boston

New Search! Chief People Officer with UTEC

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Pillar Search is honored to partner with UTEC on the search for their new Chief People Officer (CPO). This role is hybrid and based in their office in Lowell, MA. This is an outstanding opportunity for an experienced Human Resources professional with experience building a strong organizational culture, scaling growing organizations, and who shares UTEC’s commitment to diversity and social justice.

ABOUT UTEC

UTEC is a nationally recognized program for justice-involved young adults. The program starts behind the walls of correctional facilities and intensive street outreach/gang peacemaking and transitions into an intensive program in the community post-release. The nature of their educational services, wraparound supports and counseling, social enterprise/workforce development, organizing/policy work, training institute, and innovative partnerships creates a variety of impacts in the lives of the individuals and communities they serve.

Last year, UTEC served over 600 young adults including a range of outreach activities, and approximately 150 young adults intensively through their comprehensive program. During this fiscal year, 75% of young adults at UTEC avoided arrest. With over 20 years of experience, UTEC is a catalyst, innovating in the way they serve young adults (ages 17-25) who are criminally and/or gang involved in Massachusetts’ Merrimack Valley. Learn more about UTEC at https://utecinc.org.

UTEC values a strong, positive culture. Their organizational values are:

  • Assuming goodness behind everyone’s actions.
  • Show madd love, unconditionally accepting each person.
  • Offer everyone a clean slate, never giving up.
  • Carry out respectful curiosity, always seeking out moments to connect.
  • Be a sponge, actively seeking feedback.
  • Embody contagious passion in all they do.

ABOUT THE OPPORTUNITY

Above all, the Chief People Officer will drive a joyful, mission-driven, and positive organizational culture!

The CPO is responsible for leading UTEC’s people and talent strategies, managing and mitigating organizational risks, and continuing the development of their human resource-related strategies, policies, and procedures. This role will be responsible for setting strategy, managing employee relations, workforce development, oversight of talent development and acquisition, onboarding, performance management, succession planning, staff and leadership training, policy development, benefits administration, and organizational compliance.

The CPO plays a key leadership role in supporting the agency’s commitment to diversity, equity, and inclusion in all areas of management and ensuring UTEC’ DEI vision is embodied in their work and workplace culture. This position acts as a strategic advisor to senior leadership on a variety of issues, including employee relations, leadership development, organizational culture, and talent management; therefore, strong expertise in executive-level management, communication, business process improvement, and DEI strategic planning with a social justice lens is required.

This position will report to UTEC’s incoming CEO.

The CPO will work to support and strengthen UTEC’s systems and culture with a customer service and growth mindset. They seek candidates with experience aligning their people and talent strategy to their business strategy. In addition, the CPO will bring expertise independently designing and executing human capital strategies and processes/process improvements across a large team, change management, leading an organization to implement new approaches to strengthening diversity, equity, and inclusion, ability to work across a dynamic and diverse set of relationships, managing complex and sensitive situations rounded in values and in accordance with HR best practices and the law. The PO will also focus on leading the administration of benefits, ensuring that he UTEC benefits continue to remain competitive and meet the needs of employees.

The new CPO will partner with Executive Management in fine-tuning a new performance management process and development of a system of alignment between compensation and performance management.

This role will lead and manage a talented team of HR professionals, including the Director of HR and HR Associate, providing ongoing feedback and coaching, annual review/goal setting, and serving as a strategic thought partner. This role will also oversee, as needed, recruitment consultants.

THE IDEAL CPO CANDIDATE

UTEC is seeking a values-driven CPO with experience as a senior organizational leader in human resources and recruitment with a strong background in diversity, equity, inclusion, and belonging work, preferably in the nonprofit sector. The ideal CPO candidate will possess the following experiences and attributes:

  • Experience leading the HR function with a focus on employee experience.
  • Strong knowledge of current HR best practices, laws, and trends.
  • Deep understanding of diversity, equity, inclusion, and restorative justice as a steppingstone to transformative justice., the nuances of the topics aligned with it, and creating DEI initiatives.
  • Experience building inclusive and engaged workplaces, and cultural awareness and sensitivity with a lens on racial, gender, sexual identity, class, and all forms of oppression.
  • Ability to deal with conflict effectively and to manage difficult employee relations situations confidently and calmly.
  • A collaborative, influential, goal-oriented, and coaching focused style of leadership with direct reports, peers, employees, and leadership.
  • Strong analytical and problem-solving skills and the ability to find creative solutions to cultural, administrative, and organizational challenges.
  • A track record of successful change management.
  • Experience creating and/or implementing leadership development programs.
  • Strong project management and organizational skills.
  • A big-picture thinker who recognizes the impact of decisions and actions on the entire organization. Exhibits sound and accurate judgement and makes timely decisions.
  • Desire to be part of hardworking, collaborative, fun, and values-driven team.
  • At least 7 years of progressive human resources experience, with at least 3-5 years at the management/director level, and proven experience with diversity, equity, and inclusion, with a focus on transformative and social justice.
  • Bachelors/Masters degree preferred, or equivalent work experience.
  • PHR, SPHR, SHRM-CP or SHRM-SCP a plus

SALARY & BENEFITS

The salary range for the CPO role is $130,000-$150,000 annually. This is a hybrid role, with 3 days per week in UTEC’s office in Lowell, MA.

UTEC offers a competitive benefits package that starts with 4 weeks of vacation (3 standard for all new employees and week of agency-wide closure between the Christmas and New Year holidays), 12 holidays, 10 sick days, 2 personal days, health, dental, and vision insurance, life insurance, an annual cost of living increase, 457(b)-retirement plan, and up to $4,000 per employee of professional development support annually. With time, benefits increase to 6 weeks of vacation, increased coverage of health and dental insurance costs, and availability for a 3-week sabbatical.

UTEC stresses the importance of work-life balance and offers several wellness opportunities including additional time off (i.e., for the past two years they have closed at 3:00 p.m. on summer Fridays), an employee assistance program, down payment assistance for first-time home buyers, parental leave, bereavement support, and unlimited free coffee!

COMMITMENT TO DIVERSITY

UTEC is an equal opportunity employer and an organization that values diversity, equity, and inclusion.  People from all diverse backgrounds are strongly encouraged to apply. You can read more about their commitment to diversity at https://utecinc.org/diversity-equity-and-inclusion.

TO APPLY

UTEC’s Chief People Officer search is being managed by Pillar Search & HR Consulting. Please submit your materials via the UTEC website at https://utecinc.applytojob.com/apply/R0J0CAPtZY/Chief-People-Officer

jvs boston leadership, nonprofit executive search firm new england, nonprofit hiring boston

Search Success: Sher Omerovic Named JVS’ New Chief Program Officer!

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JVS Boston and Pillar Search & HR Consulting are proud to announce, following an extensive and competitive candidate search, the appointment of Sher Omerovic to the position of Chief Program Officer.

This is a well-deserved promotion from Sher’s most recent role with JVS as Senior Vice President of Programs. Sher joined JVS in 2016.

Reporting to JVS’ CEO, Kira Khazatsky, Sher will lead the core of JVS’ work – the development, quality, and delivery of JVS’s services. Sher will provide strategic leadership to the programmatic Vice President team to ensure alignment with the organization’s mission and goals, and support and develop the programmatic VP team to achieve programmatic outcomes. She will collaborate with other principal executives to ensure long-term strategic planning and board management align with the organization’s mission and goals.

Sher brings extensive program, workforce development and leadership experience to the Chief Program Officer role. Prior to JVS, she worked at the Fish Family Foundation, where she developed and implemented a statewide citizenship initiative partnering with multiple community organizations, immigration attorneys, and volunteers to organize large-scale citizenship events across the commonwealth, and held roles in immigration and employment with Catholic Charities of Boston and in grants with United Way. Sher earned her master’s degree in nonprofit project management from Northeastern University and her bachelor’s degree in international relations and modern languages from Beloit College.

About JVS Boston: For 80 years, JVS has helped tens of thousands of individuals with barriers to economic success secure financial independence through training, education, and employment services.  As the largest provider of adult education and workforce development services in the region, JVS is a nationally recognized leader in workforce development, and is a key part of the poverty alleviation strategy for the greater-Boston area.  In order to reach people in need of assistance on their pathway to meaningful employment and financial independence, JVS targets most of its services to low-income individuals who are unemployed or underemployed and to low-wage workers in need of career advancement services.  Many have multiple support needs ranging from limited English proficiency and lack of education to disabilities, criminal records, lack of childcare and transportation.  JVS operates on annual budget of more than $15 million, of which is derived equally from public and private sources. For more information, please visit www.jvs-boston.org.

About Pillar Search & HR Consulting: A woman-owned business based in Boston, Pillar Search & HR Consulting provides executive search/recruiting and human resources consulting expertise to nonprofit and mission-driven organizations, working with senior leaders and boards of directors to hire and develop the very best talent across all functional areas of the organization. For more information, please visit www.pillarsearch.com.

JVS Boston jobs, nonprofit executive search firm boston, nonprofit hire boston

New Search: Major Gifts Officer with JVS!

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Pillar Search & HR Consulting is honored to partner with JVS on the search for their Major Gifts Officer. This is an exciting new role, and a great fit for an experienced development professional looking to make a significant impact with an outstanding organization.

ABOUT JVS:

JVS is a non-profit, non-sectarian agency. Their mission is to empower individuals from diverse communities to find employment and build careers; and to partner with employers to hire, develop, and retain productive workforces. JVS provides a broad range of workforce development services including adult education, skills training, job readiness training, job placement, and support, and access to post-secondary education. JVS assists employers in their search for well-qualified job applicants and their initiatives to upgrade the skills of their incumbent workforce. JVS’s unique education and career pathway model has been widely recognized by funders, policy makers, and practitioners in Massachusetts and nationally.

ABOUT THE MAJOR GIFTS OFFICER OPPORTUNITY:

The Major Gifts Officer will play a critical role in increasing major donor support, and acts as an ambassador for JVS Boston across the community.  Responsibilities include: new donor identification, cultivation and stewardship of existing donors to increase overall retention and giving, and relationship management between donors and others on the board and staff who work with them. The Major Gifts Officer will also be responsible for formalizing and growing the organization’s planned giving program.

The Major Gifts Officer reports to the Chief Development Officer (CDO) and will work closely and collaboratively with the CEO, Mid-Level Gifts Officer, board members, and other external stakeholders.

Essential Functions

Donor Management

  • Maintain a personal portfolio of 50+ major donors and prospects (defined as those giving a gift of $10,000+), as well as those donors and prospects that have the capacity to give at this level or higher.
  • Serve as the primary relationship manager for this portfolio of prospects, developing and implementing a written donor strategy and relationship record (using Salesforce) of all interactions.
  • Communicate with portfolio through face-to-face cultivation, solicitation, and stewardship meetings, as well as verbal and written strategies; ensure that each major donor and prospect has a clear strategy and timeline for cultivation, solicitation, and stewardship.
  • Develop solicitation strategies for donors / prospects in support of the organization’s annual fund, planned giving, and growth campaigns; ensure strategies are compatible and maximize opportunities with other existing campaigns.
  • Support the fundraising efforts of the CDO and CEO in securing new and renewed gifts.
  • With the CDO, create and manage individual giving revenue targets across streams; track and report on progress to goal to CDO, CEO, and CFO including contracts, gifts, and pledges.
  • Work with the Mid-Level Gifts Officers to screen and prepare profiles of current and prospective donors; establish and refine benchmarks for department research processes as needed.

Campaign Strategy

  • Work with the CDO to manage revenue projection and expense budget, as well as pledges and pledge fulfillments.
  • Work with CDO to plan and execute major gifts campaigns.

Events

  • Work with the Communications Manager and Mid-Level Gifts Officer to strategize and help execute cultivation events for major donors and prospects.
  • Be a visible presence at development department special events, such as major donor cultivation events and fundraisers.

Volunteer Liaison

  • Work collaboratively with the Volunteer Manager to ensure that volunteer opportunities meet the needs and expectations of current and prospective donors, while serving the immediate needs of JVS.
  • Serve as primary point of contact for corporate groups interested in connecting with JVS through volunteering.
  • Create feedback and improvement loop with all volunteer groups with a goal of ensuring positive experience, continued engagement, and moves management of volunteers toward making a financial commitment to JVS where and when possible.

Planned Giving

  • Working with the Chief Development Officer, develop a strategy for outreach to and stewardship of planned giving prospects and donors.
  • Develop all print and web-based supporting materials for planned giving program.

Additional Functions

  • Supervise the Mid-Level Gifts Officer
  • Manage Major Gifts Task Force in collaboration with the CDO
  • Manage Resource Development Committee with the Mid-Level Gifts Officer
  • Provide analysis and recommendations based on reporting.
  • Provide detailed prospect reports for solicitors.
  • Other duties as assigned.

POSITION REQUIREMENTS

  • Bachelor’s Degree or equivalent experience plus a minimum of 5-10 years (direct or equivalent) experience managing high level donor relationships with demonstrated success in closing gifts of $10,000 and above.
  • Ability to conceive, plan, and execute a major gifts program, including annual giving, special events, and special projects/campaigns.
  • Excellent grasp of Salesforce database software.
  • Willingness to be hands-on in a role that is demanding and requires a high level of energy and professionalism.
  • High level proficiency with Microsoft Office, including Teams, Word, and Excel, and a working knowledge of search functions for donor research purposes.
  • Superior interpersonal skills and ability to communicate professionally with a culturally diverse group of volunteers, co-workers, and donors.
  • Excellent organizational and project management skills and ability to prioritize workload in a timely manner to complete assignments with many deadlines and competing requirements.
  • Ability to work nights and weekends as needed.
  • Ability to pass a criminal background check.

JVS COMMITMENT:

JVS is strongly committed to diversity and a workplace environment that respects, appreciates and values employee differences and similarities.  By providing and supporting a work culture that fosters and builds upon diversity and its strengths, JVS will better serve our local communities and continue to provide quality services.

ADDITIONAL INFORMATION:

JVS is an employment at-will organization and an equal opportunity employer committed to maintaining a work and learning environment free from discrimination on the basis of sex, race, color, religion, national origin, pregnancy, gender identity, sexual orientation, marital/civil union status, ancestry, place of birth, age, citizenship status, veteran status, political affiliation, genetic information or disability, as defined and required by state and federal laws. Additionally, JVS prohibits retaliation against an applicant or employee because he or she has engaged in protected activity under the statutes prohibiting discrimination in the workplace.

M/F/V/DV

TO APPLY: 

JVS has partnered with Cindy Joyce of Pillar Search & HR Consulting on the search for the Major Gifts Officer. Please submit your cover letter and resume to Cindy at cindy@pillarsearch.com

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New Search! Head of Public Relations for the B.A.A.!

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OVERVIEW

Pillar Search & HR Consulting is honored to partner with the Boston Athletic Association (B.A.A.) on the search for their new Head of Public Relations. This role will advance the B.A.A.’s mission and vision through strong, innovative, and dynamic leadership. This is a hybrid role; the B.A.A.’s offices are in Boston, MA and Hopkinton, MA.

ABOUT THE B.A.A.

The B.A.A. is a non-profit organization with a mission to promote a healthy lifestyle through sports, especially running. The B.A.A. is committed to a world where all people can access and benefit from running and an active lifestyle. The B.A.A. advances its mission and vision in a variety of ways, such as organizing mass-participatory running events like the Boston Marathon, creating or supporting community fitness events, and sponsoring a running club that serves the greater Boston area.

The B.A.A. believes that everyone—no matter their race, gender, or background—should be able to advance their well-being safely and without fear or discrimination of any kind. The organization is committed to fostering a workplace and community that is diverse, equitable, inclusive and promotes a sense of belonging for all. To learn more about this wonderful organization, please click here.

ABOUT THE ROLE

The founding Head of Public Relations will play a vital role in the development and implementation of an innovative public relations strategy and program to advance the effectiveness and vision of the B.A.A. They seek a hands-on and high-level leader to ensure they capably and consistently communicate their purpose, events, and philosophy to their audience and communities.

You will partner and collaborate closely with media, external stakeholders and each of their internal teams to achieve success. The Head of Public Relations will report directly to the B.A.A.’s Chief Executive Officer and be part of the organization’s senior leadership team. The position will have the opportunity to build a best-in-class Public Relations strategy and function for global impact.

RESPONSIBILITIES

PR Strategy Management

  • Create and manage the B.A.A.’s PR strategy, program, and story – proactively creating a productive image for the B.A.A., its work and its vision.
  • Build and maintain productive relationships with key stakeholders (e.g., media and industry contacts, local, state, and federal government and public officials/public affairs, community partners, B.A.A Marketing and Communications), collaborating appropriately to advance our strategy and promote the B.A.A.
  • Promote the B.A.A. within their industry.
  • Develop and lead campaigns (such as how the B.A.A. is leading in terms of industry innovation, in the diversity, equity, inclusion and belonging space, etc.), external efforts, and outreach. Measure and report on success of efforts, recommending changes to approach based on data insights.
  • Work closely with CEO to develop and deliver the organization’s external messages.
  • Work closely with our Marketing and Communications team members to coordinate and deliver content effectively across multiple channels. Provide guidance to collaborators.
  • Prepare content for various channels and events, such as key talking points, Board materials.
  • Serve as PR lead and spokesperson during B.A.A. races and industry events, press forums, and as needed.

Community Liaison

  • Serve as a “bridge” to their various communities and audiences. Enhance the B.A.A. presence and brand in the local market.
  • Leverage local and regional contacts to ensure B.A.A. work is highlighted throughout the year, and in alignment with their strategy. Continuously build and strengthen these relationships, managing their public affairs and media relations.
  • Collaborate with local cities and towns, and their respective agencies, organization, and contacts. Consistently provide outward communications and engagement with these groups to support B.A.A.’s strategy and position on running throughout the year.

 Crisis Communications

  • Serve as crisis communications leader and point person.
  • Proactively plan for possible scenarios and ensure all involved understand what to do when predicted scenarios do occur.
  • Anticipate and be available (seven days a week, if required) for critical PR needs.

WHO WE’RE LOOKING FOR

There are innumerable ways to learn, grow and excel professionally. Pillar Search and the B.A.A. knows people gain skills through a variety of professional, personal, educational, and volunteer experiences. We respect this when they review applications and take a broad look at the experience of each applicant. We want to get to know you and the unique strengths you will bring to the work. This said, we are most likely to be interested in your candidacy if you can demonstrate the majority of the qualifications and experiences listed below.

  • Minimum of five (5) years demonstrated leadership in a public relations/media (or comparable) role.
  • Effective interpersonal and creative problem-solving skills; proven track record for working well across teams and with a variety of stakeholders.
  • Experience directing the media/media-related activities to elevate an organization’s profile, including both traditional and social media. The ideal candidate will have an established network within Boston’s media industry.
  • Experience in crisis communications situations.
  • Proven ability to serve as an effective organizational spokesperson, produce excellent forms of written communication, and manage media relations.
  • Knowledge of the organization.
  • A commitment to advancing diversity, equity, inclusion and belonging.

WORK EXPECTATIONS AT B.A.A

The B.A.A. is a hands-on team and seek employees who are passionate about their work and service to the community. The Head of Public Relations role is a 40 hours/week, exempt position. This role will have an MA-based hybrid work arrangement. Beginning February 1, 2023, the B.A.A. will have a seasonal hybrid work model in which different months of the year require 2-3 days/week in the office while other months require 0-3 days/week. The B.A.A. has two office spaces–one in downtown Boston and one in Hopkinton, MA. The Head of Public Relations will be expected to travel to the Hopkinton office on an occasional basis, though they will primarily be based in the Boston office.

COVID-19 Guidelines

B.A.A. continues to adapt to safety protocols related to COVID-19 as they understand them. All candidates must comply with B.A.A.’s current COVID-19 Guidelines, including B.A.A.’s vaccination requirement. All employees must receive at least the first dose of the vaccination no later than one week after their start date, and must be fully vaccinated no later than 4 weeks later.  For the purpose of this policy, individuals are considered fully vaccinated for COVID-19 two weeks after they have received the second dose in a two-dose series (Pfizer-BioNTech or Moderna) or two weeks after they have received a single-dose vaccine (Johnson and Johnson/Janssen).

The B.A.A. requires all employees to receive the COVID vaccine. For the safety of the community, B.A.A. employees are expected to obtain COVID tests if they have symptoms or have traveled by plane. Quarantining may be required after air travel.

COMPENSATION & BENEFITS

The salary range is competitive and commensurate with lived and professional experience. The B.A.A. will promote your professional growth and development by providing access to:

  • Competitive health & dental insurance plans with employer contributions of at least 80%
  • Life insurance, short term, and long-term disability plans funded 100% by the B.A.A.
  • 401K matching dollar-for-dollar up to 4% after one year of service, elective deferrals may begin upon hire
  • Paid vacation based on years of service
  • 11 paid holidays, 9 scheduled and 2 floating
  • A private option for Paid Family & Medical Leave with up to 26 weeks of paid leave per year for qualifying leave events

HOW TO APPLY

To apply to this position, please prepare a resume and cover letter to the attention of the B.A.A. Hiring Team and submit your materials to Cindy Joyce, Founder & Executive Search Consultant, Pillar Search & HR Consulting, at cindy@pillarsearch.com.

The B.A.A. is an equal opportunity employer and does not unlawfully discriminate against employees or applicants for employment on the basis of an individual’s race, color, religion, creed, sex, sexual orientation, gender identity, national origin, age, disability, marital status, veteran status or any other status protected by applicable law.

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