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Our esteemed client, an industry-leading Energy/Utility Company, is dedicated to providing sustainable and reliable energy solutions to communities in Las Vegas, NV, and beyond. Committed to innovation and environmental responsibility, they are seeking a strategic leader to join their team as the Director of Total Rewards and Compensation.
Position Overview: We are partnering with our client to find a dynamic Director of Total Rewards and Compensation. In this pivotal role, you will spearhead the design and implementation of comprehensive compensation and benefits strategies aligned with the company's mission and goals. This position offers the opportunity to shape the compensation landscape within a forward-thinking organization while enjoying a hybrid work arrangement and incredible benefits.
Key Responsibilities:
<ul>
<li>Develop and execute compensation and benefits strategies in alignment with organizational objectives.</li>
<li>Lead the design, analysis, and management of compensation programs, including base pay, incentives, and equity plans.</li>
<li>Conduct regular benchmarking to ensure competitive and compliant compensation practices.</li>
<li>Collaborate with HR and business leaders to refine job architecture and salary structures.</li>
<li>Oversee benefits administration, ensuring compliance with relevant regulations.</li>
<li>Provide guidance on compensation matters, including salary negotiations and pay equity analysis.</li>
<li>Partner with finance teams to manage budgeting and forecasting for compensation expenses.</li>
<li>Stay informed of industry trends and regulations to drive continuous improvement.</li>
</ul>
Qualifications:
<ul>
<li>Bachelor's degree in HR, Business, Finance, or related field; Master's degree preferred.</li>
<li>8+ years of progressive experience in compensation and benefits management.</li>
<li>Strong understanding of compensation principles and practices.</li>
<li>Experience in benefits program design and administration.</li>
<li>Excellent leadership, communication, and analytical skills.</li>
<li>Relevant certifications (CCP, CBP) preferred.</li>
</ul>
Benefits:
<ul>
<li>Competitive salary and comprehensive benefits package.</li>
<li>Flexible work arrangements.</li>
<li>Relocation assistance.</li>
<li>Opportunities for professional development and career growth.</li>
<li>Join a dynamic team committed to innovation and sustainability.</li>
</ul>
Take the next step in your career and become a key player in shaping compensation strategies at our forward-thinking and innovative client. Apply now to be considered for this exciting opportunity!

Director, Total Rewards & Compensation

BIDS Executive Director (0379U) Job 66626 - Berkeley Institute for Data Science (BIDS) About Berkeley 
At the University of California, Berkeley, we are committed to creating a community that fosters equity of experience and opportunity, and ensures that students, faculty, and staff of all backgrounds feel safe, welcome and included. Our culture of openness, freedom and belonging make it a special place for students, faculty and staff.
The University of California, Berkeley, is one of the world's leading institutions of higher education, distinguished by its combination of internationally recognized academic and research excellence; the transformative opportunity it provides to a large and diverse student body; its public mission and commitment to equity and social justice; and its roots in the California experience, animated by such values as innovation, questioning the status quo, and respect for the environment and nature. Since its founding in 1868, Berkeley has fueled a perpetual renaissance, generating unparalleled intellectual, economic and social value in California, the United States and the world.
We are looking for equity-minded applicants who represent the full diversity of California and who demonstrate a sensitivity to and understanding of the diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds present in our community. When you join the team at Berkeley, you can expect to be part of an inclusive, innovative and equity-focused community that approaches higher education as a matter of social justice that requires broad collaboration among faculty, staff, students and community partners. In deciding whether to apply for a position at Berkeley, you are strongly encouraged to consider whether your values align with our <a href="https://apptrkr.com/get_redirect.php?id=5184681&amp;targetURL=https://chancellor.berkeley.edu/guiding-values-and-principles" target="_blank">Guiding Values and Principles</a>, our <a href="https://apptrkr.com/get_redirect.php?id=5184681&amp;targetURL=https://diversity.berkeley.edu/principles-community" target="_blank">Principles of Community</a>, and <a href="https://apptrkr.com/get_redirect.php?id=5184681&amp;targetURL=https://strategicplan.berkeley.edu/" target="_blank">our Strategic Plan</a><a href="https://apptrkr.com/get_redirect.php?id=5184681&amp;targetURL=https://strategicplan.berkeley.edu" target="_blank">.</a>
At UC Berkeley, we believe that learning is a fundamental part of working, and our goal is for everyone on the Berkeley campus to feel supported and equipped to realize their full potential. We actively support this by providing all of our staff employees with at least 80 hours (10 days) of paid time per year to engage in professional development activities. To find out more about how you can grow your career at UC Berkeley, visit <a href="https://apptrkr.com/get_redirect.php?id=5184681&amp;targetURL=https://hr.berkeley.edu/grow" target="_blank">grow.berkeley.edu</a>.
 Departmental Overview 
The Berkeley Institute for Data Science (BIDS - <a href="https://apptrkr.com/get_redirect.php?id=5184681&amp;targetURL=https://bids.berkeley.edu" target="_blank">https://bids.berkeley.edu</a>) was founded in 2013 to build on Berkeley's strength in data science with a multidisciplinary emphasis. BIDS aims to facilitate and enhance the development and application of cutting-edge data science techniques in the biological, physical, social and engineering sciences. Today, BIDS is part of the new College of Computing, Data Science and Society (CDSS), where it serves as a hub for interdisciplinary research, tool development, and exchange of ideas between methodologies in computing, statistics and AI. BIDS connects with domain experts from across the entire disciplinary spectrum on campus, and hosts collaborations with local and national partners, including Lawrence Berkeley National Lab and NASA in the unique intellectual ecosystem of Berkeley. 
As CDSS further advances UC Berkeley's eminence in Data Science research and education, BIDS is entering a new era. It will serve as a central hub connecting scholars on campus, as well as reaching out to other Berkeley institutions including LBNL, the Simons Laufer Mathematical Sciences Institute, the Space Sciences Laboratory, the International Computer Science Institute, and the SkyDeck Startup Incubator. BIDS' expertise in open source tool development and open science makes it an ideal place to be a home for communities of practice around open knowledge, at a time when both open source software is becoming the norm for research computing, and when open science ideas become part of national science policies across multiple agencies. From this perspective, BIDS will help scholars from different fields to find shared needs, interests and ideas and build new collaborations. 
BIDS also aims to foster conversations regarding the role of Science and Society in the development of new tools and systems for AI. As a discipline-neutral environment, it will provide open space for emerging work ranging from the representation of scientific knowledge in AI models and the use of AI as a scientific instrument, to explorations with social scientists and humanists of questions at the intersection of the human experience, our social context and the role of AI in our lives.
The Executive Director will take a leadership role in managing and developing the Institute's research programs and representing these programs to outside organizations. Under the direction of the BIDS faculty director, the ED will develop the vision and corresponding agenda to achieve the Institute's objectives. The incumbent will oversee all elements of program administration, facilitate collaborations among multiple research groups from across the campus as well as with partner organizations, and provide leadership in identifying outreach services. The Executive Director will work under the direction of the Institute's academic leadership to formulate strategic goals and objectives, direct long-term planning, and develop policies and procedures, and raise funding from external sources. This individual will be considered a subject matter expert on campus and is recognized as an expert externally in the field.
 Application Review Date 
The First Review Date for this job is: 5/1/24 - Open Until Filled 
 Responsibilities 
30% 
<ul>
<li>Manages major research program components in coordination with BIDS Faculty leadership and oversees execution of additional BIDS programs once funded.</li>
<li>Coordinates varied and competing requirements associated with managing an innovative program in a university environment. Manages the Institute's facilities and budgets, supervises staff, and oversees the administrative, operational, and technical operations of the Institute.</li>
</ul>
25% 
<ul>
<li>Working with the BIDS Executive Committee, develops and executes strategy for financing and program activities in pursuit of the BIDS vision, and ensuring ongoing sustainability. </li>
<li>Seeks funding and opportunities for mission-aligned research programs. Represents the Institute to internal and external audiences. </li>
<li>Works with key partners in the College to develop industrial and academic membership programs as appropriate. </li>
<li>Explores and fosters opportunities for knowledge transfer of research results to government sponsors, industry partners, and international organizations. </li>
<li>Works with faculty leadership to build programs around open source and open science on campus, and establishes partnerships with other suitable stakeholders on campus and beyond (e.g. the Library, LBNL or other UC campuses) on these activities, building common policies and practices as appropriate.</li>
</ul>
15% 
<ul>
<li>Works with the Faculty Director to develop strategic goals, objectives and directions of the Institute, to identify opportunities and recommend Institute resource allocations, and partner institution agreements.</li>
<li>Acts as a point of contact between the Institute sponsors , and Institute researchers and program organizers.</li>
<li>Communicates with partner institutions to coordinate joint programs and activities and implement best practices, as appropriate.</li>
</ul>
10% 
<ul>
<li>Develops ideas and options for faculty review and decision, and develops and implements research programs that reflect faculty interests. </li>
<li>Participates in assessment of program effectiveness, and recommends changes to program content, policies and strategic goals accordingly.</li>
</ul>
10% 
<ul>
<li>Works with Communications/Program Manager to develop public relations and other materials for external audiences.</li>
</ul>
5% 
<ul>
<li>Develops and maintains liaisons with the external advisory board. </li>
<li>Represents the program to governing boards, outside agencies, and the public.</li>
</ul>
5% 
<ul>
<li>Serves on committees representing the Institute and participates in professional conferences, seminars and workshops relating to Professional Development.</li>
</ul>
 Required Qualifications 
<ul>
<li>Management and leadership experience in academic and/or government agencies and/or industry.</li>
<li>Expertise in administrative, operational, budgetary, human resources, and financial principles and practices.</li>
<li>Expert ability to work with dynamic and diverse group of researchers (faculty, staff, students), sponsors, and external collaborators. </li>
<li>Excellent understanding of and appreciation for data science approaches and innovations AND the needs, goals and deadline pressures under which academic scientists across the disciplines get their work done.</li>
<li>Excellent oral and written communication and negotiation skills, including political acumen, social perceptiveness, and an understanding of different cultures and social norms.</li>
<li>Demonstrated expertise with program building within academic institutions. </li>
<li>Demonstrated expertise in building collaborations between academia and/or industry organizations.</li>
<li>Demonstrated experience working with communities in any aspect of open science/open knowledge in research environments.</li>
<li>Expert fundraising and business development experience.</li>
</ul>
 Preferred Qualifications 
<ul>
<li>Advanced degree in related area and / or equivalent experience / training.</li>
<li>Terminal degree in a related field preferred (PhD, JD, MD, etc.).</li>
</ul>
 Salary &amp; Benefits 
For information on the comprehensive benefits package offered by the University, please visit the University of California's <a href="https://apptrkr.com/get_redirect.php?id=5184681&amp;targetURL=http://ucnet.universityofcalifornia.edu/compensation-and-benefits/index.html" target="_blank">Compensation &amp; Benefits</a> website.
Under California law, the University of California, Berkeley is required to provide a reasonable estimate of the compensation range for this role and should not offer a salary outside of the range posted in this job announcement. This range takes into account the wide range of factors that are considered in making compensation decisions including but not limited to experience, skills, knowledge, abilities, education, licensure and certifications, analysis of internal equity, and other business and organizational needs. It is not typical for an individual to be offered a salary at or near the top of the range for a position. Salary offers are determined based on final candidate qualifications and experience. 
<ul>
<li>Classification: ACAD PRG MGT OFCR 5 (0379)</li>
<li>Anticipated hiring range: $117,000 - $197,000 </li>
<li>UCB salary range: $117,000 - $226,000</li>
</ul>
The salary offer to the final candidate will take into consideration their experience and salary equity with current UC Berkeley employees working in a similar roles.
 Conviction History Background 
This is a designated position requiring fingerprinting and a background check due to the nature of the job responsibilities. Berkeley does hire people with conviction histories and reviews information received in the context of the job responsibilities. The University reserves the right to make employment contingent upon successful completion of the background check.
 Equal Employment Opportunity 
The University of California is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status. For more information about your rights as an applicant, please see the <a href="https://apptrkr.com/get_redirect.php?id=5184681&amp;targetURL=https://www.eeoc.gov/poster" target="_blank">U.S. Equal Employment Opportunity Commission</a> poster.
For the complete University of California nondiscrimination and affirmative action policy, please see the University of California <a href="https://apptrkr.com/get_redirect.php?id=5184681&amp;targetURL=http://policy.ucop.edu/doc/4000376/NondiscrimAffirmAct" target="_blank">Discrimination, Harassment, and Affirmative Action in the Workplace</a> policy.
To apply, visit <a href="https://apptrkr.com/5184681" target="_blank">https://careerspub.universityofcalifornia.edu/psp/ucb/EMPLOYEE/HRMS/c/HRS_HRAM.HRS_APP_SCHJOB.GBL?Page=HRS_APP_JBPST&amp;Action=U&amp;FOCUS=Applicant&amp;SiteId=21&amp;JobOpeningId=66626&amp;PostingSeq=1</a>
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BIDS Executive Director (0379U) Job 66626 - Berkeley Institute for Data Science (BIDS)

Provide – JOB DESCRIPTION 
Director of Development 
Remote Work, Full-Time Position 
Please read the entire posting and follow the submissioninstructions. All requested items are required forconsideration.   
Provide is an equal opportunity employer. Black, Indigenous,People of color, women, LGBQIA+, Trans and Nonbinary people, andthose with disabilities are strongly encouraged to apply. Weprioritize applicants from our program states. These states areAlabama, Georgia, Kentucky, North and South Carolina, Florida,Mississippi, Louisiana, and Oklahoma. 
About Provide
Founded in 1992, Provide is a national remote-only organizationworking to ensure there is access to abortion. We envision anequitable sexual and reproductive health system that cares for thewhole person with dignity and respect, centering marginalizedcommunities where access to abortion care is restricted. 
Provide offers free professional development for healthcare andsocial service providers to give accurate, informed, andnon-judgmental referrals for abortion care. Through training andcustomized technical assistance, we partner with organizations tointegrate abortion referral practices into their standards of care.We see the potential for every person to play a role in ensuringaccessible abortion care. We focus on five of the most criticalsystems of care for people of reproductive age: substance use,domestic and sexual violence, HIV, primary care, and familyplanning. By centering client autonomy and addressing pregnancywithin the context of whole-person care, we help providersproactively and compassionately respond to their community’s needsaround abortion. 
Provide seeks a value-aligned, driven, strategic Director ofDevelopment who functions well in a remote work environment. TheDirector of Development will partner with the Executive Directorand other staff to attract the resources necessary to fuel themission of Provide. This individual will oversee and lead allaspects of development, including individual, major donors,institutional giving, and corporate sponsorshipinitiatives. 
Description
This full-time remote position is open to applicants in theUnited States only. 
Up to 30% travel is required for fundraising efforts, events,and all mandatory department and all-staffmeetings.   
Work responsibilities include, but are not limited to: 
Strategic Vision and Planning for Fund Development –40%  
Strategic Planning: Participate in ourstrategic planning processes to align fundraising efforts with theorganization's long-term goals and objectives. 
Fundraising Strategy: Develop and implementcomprehensive fundraising strategies to support the organization'sfinancial goals, including institutional and individual giving,major gifts, and corporate partnerships.
Strategic Leadership: Serve as a thoughtpartner on the organization's Strategic Leadership Team, a clusterof Provide employees, including the Executive Team, who worktogether to shape and model an equitable and inclusiveorganizational culture, ensure progress towards, and a strategicapproach to achieving Provide's internal and external goals,leading interdepartmental collaboration atProvide.   
Budgeting: In partnership with the ED and DDFA,lead revenue planning within the annual budget process and managethe Development department's yearly budget by monitoring adherenceto expenditure goals.  
Oversight and Execution of Institutional and IndividualGiving, Major Donor efforts, and corporate partnerships strategies–40%  
Donor Cultivation: Cultivate and stewardrelationships with institutional, individual, major donors, andcorporate sponsorship initiatives to maintain and expand financialsupport for the organization.
Grant Writing and Management: Identify grantopportunities, prepare grant proposals, and manage the grantapplication process, including reporting requirements andcompliance.
Event Planning: Organize fundraising events andcampaigns to engage supporters and raise funds for theorganization's mission.
Community Outreach:  Represent theorganization in the community, build partnerships with otherorganizations and stakeholders, and raise awareness about abortionaccess issues.
Data Analysis:  Analyze fundraising dataand performance metrics to evaluate the effectiveness offundraising strategies and make data-driven decisions.
Compliance:  Ensure compliance withrelevant laws, regulations, and ethical fundraising and financialmanagement standards.

Development Team Supervision and Cross-DepartmentalThought Partnership – 20%

Team Leadership: Provide leadership anddirection to the Individual Giving Manager and DevelopmentSpecialist, including setting goals, directing work plans, managingconflict, and fostering a collaborative and supportive workenvironment.
Communication: Communicate effectively withinternal and external stakeholders, including board members, staff,donors, and the public, to articulate the organization's mission,impact, and funding needs.
Professional Development: Stay informed aboutdevelopments in fundraising best practices, nonprofit management,and abortion access issues through ongoing training, education, andprofessional development opportunities.
Qualifications
Proven Experience: Minimum of 5-7 years ofexperience in fundraising, development, or related fields withinthe nonprofit sector, with a track record of successfully meetingfundraising targets and cultivating donor relationships. Priorityis given to proven experience in the reproductivehealth/rights/justice landscape or an adjacent system (DV/SA, HIV,or Substance use)
Fundraising Expertise:  In-depth knowledgeof fundraising strategies and techniques, including Institutional,individual, and Major donor, grants, corporate sponsorships, andevent planning, with the ability to develop and lead an annualfundraising plan and calendar. Additional consideration will begiven to candidates with proven experience building a corporatesponsorship plan.  
Grant Writing Skills: Strong grant writing andproposal development skills, with experience researching fundingopportunities, writing compelling grant applications, and managingthe grant application process from start to finish.
Leadership Abilities: Demonstrated leadershipexperience, including the ability to lead and motivate a team,manage conflict, set strategic goals, and manage workplans. 
Communication Skills: Excellent verbal andwritten communication skills, with the ability to articulate theorganization's mission, impact, and funding needs to a diverserange of stakeholders, including Institutional, Individual, andMajor donors, corporate partners, and the Board ofDirectors. 
Cultural Competencies: Proven ability tointegrate principles of equity not only into fundraising strategiesand donor engagement practices, fostering an inclusive andculturally competent approach to donor relations, but also withinteam supervision, strategic planning, internal collaboration, andpolicy building. 
Analytical Skills: The ability to analyzefundraising data and metrics to evaluate the effectiveness offundraising strategies to identify trends and make data-drivendecisions to optimize fundraising efforts and forecastrevenue. 
Strategic Thinking: Strategic mindset with theability to participate in strategic planning processes, alignfundraising efforts with organizational goals and objectives, andadapt fundraising strategies in response to changing priorities andopportunities.
Team Player: Collaborative approach toleadership with the ability to work as part of a highlycollaborative organizational culture, building partnerships withother departments and stakeholders, and contributing to a positiveand supportive work environment.
Passion for the Mission: Genuine commitment tothe organization's mission and values, and a passion forreproductive rights and abortion access issues, and the ability toinspire others to support the organization's cause.
Salary and Benefits
The Director of Development position is full-time, with a salaryof $98,000.  
An important note about equitable pay and the posted salary: Itis well-researched and documented that the salary negotiationprocess is uncomfortable at best and inequitable at worst. Provideis committed to fairly and equitably compensating our team membersfrom day one. Therefore, the posted salary and benefits package isour best offer. We have done considerable research to ensure thesalary offered for this position is within the industry range forthe skill set and experience we seek. It’s important to understandthat there will be no salary negotiations should we extend an offerof employment. We live by this practice as a demonstration to otherorganizations that equitable, transparent, and upfrontconversations about salary attract well-qualifiedtalent.  
Provide offers a generous benefits package beginning on day one,which currently includes:  
<ul>
<li>Group health, dental, and vision insurance with Blue Cross BlueShield of Massachusetts</li>
<li>Unlimited Paid Time Off – We highly encourage you to take timeoff to rest and prioritize wellness</li>
<li>Plus 16 paid Provide holidays</li>
<li>Plus, Additional wellness days</li>
<li>Plus, One week off in the Spring</li>
<li>Plus, One week off in the Summer</li>
<li>Plus, one week off in the Fall</li>
<li>Plus, two weeks off in the winter</li>
<li>Plus, sabbatical leave after five years</li>
<li>12 weeks of paid parental leave</li>
<li>Employer paid long and short-term disability</li>
<li>Employer paid basic life insurance</li>
<li>403b retirement plan with 3% employer contributions after six(6) months of employment.</li>
<li>Child and pet care stipends during Provide travel</li>
<li>Employee Assistance Program</li>
<li>$75 monthly stipend for phone</li>
<li>$75 monthly internet</li>
<li>$1500 plus time off for professional development</li>
<li>MacBook Air, keyboard, mouse, monitor, and necessary adaptorsto stock your workspace</li>
<li>$350 Productive Workspace allowance during the first year, $150each year after</li>
</ul>
Location
Provide staff are remote workers, and we do not have a physicallocation. This remote position is only for applicants based in theUnited States who can work with others on a remote team.

About the Hiring Process
Selected candidates can expect one 60-minute screening and twoone-hour-long ‘deep dive’ panel interviews with various Providestaff. Final candidates will be asked to submit a technicalexercise relevant to the position. Specific instructions will beprovided to finalist candidates. Final candidates will becompensated $200 for time spent on the technical exercise.
  
Timeline
<ul>
<li>Screening interviews will be on a rolling basis beginning onMay 7th, with the final interview and technical presentations to becompleted by June 14th.</li>
<li>Provide will extend an offer no later than June 17th</li>
<li>The start date is July 8th.</li>
</ul>

How to Apply
To apply, please follow the link to our online applicationportal. Please submit your resume, letter of interest, a grantwriting example, and a list of your fundraising successes. Allitems are required to be considered for the position. Pleasecombine all items into one PDF packet for uploading. We realizesome grant information may be confidential; therefore, we willaccept minor redactions to honor that confidentiality. 
No phone calls, please. Interested candidates are encouraged toapply immediately. All applicants will receive a statusnotification as they move through the process.  
Equal Opportunity Employer
Provide is committed to providing an environment of mutualrespect where equal employment opportunities are available to allapplicants without regard to race, color, religion, sex, pregnancy,national origin, age, physical and mental ability, marital status,sexual orientation, gender identity, gender expression, geneticinformation, military and veteran status, and any othercharacteristic protected by applicable law. Provide believes thatdiversity and inclusion among our team are critical to our successas an organization, and we seek to recruit, develop, and retain themost talented people from a diverse candidate pool.

Director of Development

We're Hiring!
MARCHING BAND DIRECTOR
Needed for the 2024-25 School Year Salary: Per JTA Contract Call (716) 483-4290 for more information
Jamestown Public Schools is known across the United States for its long tradition of excellence. The Band has made appearances on the Macy's Thanksgiving Day Parade, The David Letterman Show, NBC's Today Show, The Tournament of Roses Parade, FedEx Orange Bowl, Walt Disney Work, Chicago's St. Patrick's Day Parade, and so much more. The Band has also won five New York State Field Band Conference Championships in 1992 (Class AAA), 2002, 2014, 2015 and 2018 (Large School 2).
Join the #JPSFamily!Learn more about our 2024-25 Instructional Openings
For more information, visit <a href="http://jpsny.org/jobs" target="_blank">jpsny.org/jobs</a> or call JPS Human Resources at (716) 483-4346
JPS is an Equal Opportunity Employer
 provided by The Jamestown Post-Journal

Marching Band Director

Job Title: Director of Donor Impact Department: Philanthropy Reports to: Vice President of Philanthropy Effective Date: April 2024 Salary Range: $90,000 - $115,000
Working at the Vermont Community Foundation
For more than 35 years, the Vermont CommunityFoundation has served Vermonters and their families throughphilanthropy and building stronger communities. Our mission—BetterTogether: inspiring giving and bringing together people andresources to make a difference in Vermont—provides the bedrock forour workplace culture. Our employees are passionate about making adifference every day. We approach our work with curiosity, respect,and integrity and believe in collaboration, equity, and diversity.When you join our team, your work will matter.
Position Overview
The director of donor impact at the VermontCommunity Foundation (VCF) is responsible for leading stewardshipactivities for fundholders and donors, to expand the VCF’scharitable impact in Vermont by doubling the dollars sustainablyactive in the community by 2027. The director's primaryresponsibilities include: 
<ul>
<li>Providing high-quality stewardship and customer service toexisting donors and fundholders</li>
<li>Enhancing the connection between fundholders' philanthropy andtheir impact</li>
<li>Analyzing fundholder interests and donor behavior to developgrowth strategies</li>
<li>Contributing to the VCF's impact through revenue and productanalysis</li>
<li>Working closely with marketing and communications to identifyand define campaign targets</li>
</ul>
The director oversees the donor impact strategy, which supports andinspires fundholders to utilize their full charitable capacity withVCF. This includes developing effective fundholder stewardshipstrategies, measuring success in delivering donor services, andusing data to continually enhance the stewardship program andinform product innovation. The director collaborates closely withthe Philanthropic team, Grants and Community Impact (GCI) team,Finance team, and Communications team, to develop processes,proposals, and content that align with fundholder and donorinterests. They utilize technology and data systems to track donorpreferences and inform stewardship plans and productdevelopment.
The VCF is on a growth trajectory and is looking for leaders with agrowth mindset. As a member of the leadership team for VCF, thisposition models VCF’s core values and serves as a positive rolemodel for change. This position also sits on the Philanthropydepartment’s leadership team. In this capacity, the director helpsto set department goals and targets for success and commits topersonal and professional development.
This position is full-time and  manages a full-time donorimpact specialist. The director reports to the VP forPhilanthropy.
Essential Responsibilities
Donor Impact Strategy
<ul>
<li>Oversee the donor impact plan to support and inspirefundholders and donors to utilize their full charitable capacitywith VCF and to make a difference with their giving in Vermont andbeyond</li>
<li>In close partnership with colleagues on the Philanthropy team,develop targeted stewardship plans for fundholders and professionaladvisors</li>
<li>Work closely with the Marketing and Communications team todefine and generate leads, refine campaigns, and analyzeoutcomes</li>
<li>Develop benchmarks of success for donor stewardship andcustomer service</li>
<li>Leverage software to continually enhance the stewardshipprogram, inform marketing, and generate opportunities for businessdevelopment and product innovation</li>
<li>Oversee the administrative workflow of all funds and the newfundholder orientation process</li>
<li>Lead organization-wide customer service training forcommunicating and working with donors, fundholders, andprospects</li>
</ul>
  Knowledge and Data Management
<ul>
<li>Collaborate with the GCI team to generate landscape scans,grant slates, and other stewardship needs for fundholders</li>
<li>Serve as primary liaison with the Marketing and Communicationsteam to leverage Insight Hub content that inspires and supportsfundholder and donor interests</li>
<li>Track donor interest areas, grantmaking styles, and charitableneeds to inform stewardship plans and product development</li>
<li>Work closely with the GCI team and the Marketing andCommunications team to:
<ul>
<li>Identify topics and content that grow the relationship betweenthe VCF and its key stakeholders (fundholders, professionaladvisors, and nonprofits)</li>
<li>Create presentations, reports, and material that support thephilanthropic advising team in their engagement of professionaladvisors (tax, legal, and financial)</li>
<li>Leverage software (primarily Salesforce and Pardot/MCAE) forclient management, marketing, and business development</li>
<li>Analyze customer data including product use and fee revenue andidentify emerging trends and opportunities</li>
</ul>
</li>
</ul>
Leadership, Learning, and Innovation
<ul>
<li>Establish key performance metrics for impact andinnovation</li>
<li>Set department goals and targets for success</li>
<li>Stay abreast of emerging trends and best practices inphilanthropy including the values of equity and racial justice</li>
<li>Work with the marketing and communications team to develop newapproaches to inspire giving and stay abreast of emerging practicesin prospect and donor engagement, philanthropic advising, andfamily philanthropy and multi-generational giving</li>
<li>Maintain and expand technical awareness and knowledge ofcurrent federal and state regulations related to VCF's charitableproducts and services</li>
</ul>

Key Competencies 
The VCF’s culture inspires and empowers employees to do their bestwork every day, and we are committed to creating a safe, inclusive,and positive workplace. In keeping with our core values, we areseeking team players who value collaboration, diverse perspectives,and community.
Suitable candidates will have:
<ul>
<li>Demonstrated curiosity, integrity, and initiative</li>
<li>Research skills and ability to organize large volumes ofinformation to communicate clearly with fundholders, anddonors</li>
<li>Ability to exercise discretion and demonstrate good judgmentwith sensitive and confidential information</li>
<li>Ability to coach and develop others, carry out performancereviews, and work with staff on career development</li>
<li>Demonstrated ability to delegate effectively</li>
<li>Proven ability to interact respectfully and effectively with adiverse range of existing and prospective donors, fundholders,community leaders, professional advisors, and representatives fromnonprofit organizations</li>
<li>Excellent writing skills with the ability to gather, distill,organize, and communicate clearly</li>
<li>Ability to prioritize, organize, and manage multiple competingassignments, projects, responsibilities, and clients</li>
<li>Enthusiasm for the best interests of Vermont and Vermonters,including a commitment to working towards equity, justice,inclusion, and belonging for all Vermonters</li>
<li>Proficient in Microsoft platform and database management tools- ideally Salesforce and Marketing Cloud Account Engagement(formerly Pardot) - and other CRM and automation platforms</li>
</ul>
  Education
Bachelor’s degree and at least seven years ofprofessional experience in the foundation or trust services fieldwith familiarity with cultivation, development, and donor/clientservices and/or stewardship. (Five or more years of activeexperience in a growth and impact role can substitute for abachelor’s degree.)
Location
This position may be based in Burlington orMiddlebury, VT. Hybrid schedule is an option.

Director of Donor Impact

About the Job
As a new role for the GIIN, the Director of Individual Giving(DIG) will be responsible for building this new capability,designing, and implementing a donor-centric strategy to increaseannual and multi-year revenue from individuals and family offices,principally through major gifts.
Reporting directly to the Chief Partnership Officer, the DIGwill be a key member of the Development Team. They must createstrong working relationships with staff and members of the GIINExecutive Team, Senior Management Team and Board of Directors. Witha focused understanding of GIIN’s vision and program needs, thisrole will help achieve the objective of aligning fundraisingefforts and strategic direction. The position is responsible foroverseeing systems and processes related to all key aspects ofIndividual Giving fundraising.
This is a senior management role with future line managementresponsibility.
Key Responsibilities:
• Achieve annual Individual giving targets.
• Lead a portfolio of donors and prospects. Proactively createand
implement strategies for the cultivation, solicitation, andstewardship of
donors to make annual major gifts.
• Create a pipeline of prospective donors and preparesolicitation
materials such as proposals and presentations.
• Represent the GIIN in high-level external engagements withfunders.
• Partner with the CPO and CFO to develop annual projections andbudget
for the Individual Giving portfolio.
• Lead senior staff in their donor relations work by developingstrategy
briefs and driving meetings.
• Direct Development Operations efforts to ensure our SalesforceCRM
supports Individual Giving needs.
• Generate detailed action reports and analytics on IndividualGiving
fundraising progress for the CPO, CEO and other internal
communications as requested.
Candidate Profile:
The ideal candidate is a self-starter who is a strong internaland external
collaborator and has the capacity and skills to manage ahigh-net-worth
individual donor base, with a particular focus on the impactinvesting
community. GIIN is at the initial stages of developing itsindividual giving
strategy, so a key responsibility of this position will also beprospecting,
qualifying, cultivating, and closing gifts from new donors withthe capacity for
major gifts.
Qualifications
<ul>
<li>Commitment to equity and justice. Successful candidates will beaware that race, income, age, immigration status, sexualorientation, gender and gender expression, and other identities canplay, and have historically played, a role in equity disparities,including within organizations. Invested in continuous learningabout diversity, equity, and inclusion and how to manifest theseprinciples in the workplace.</li>
<li>10+ years of successful fundraising experience, preferablycentered in the New York City area and/or in the financial servicescommunity.</li>
<li>A track record of securing six and seven-figure donations fromhigh-net-worth individuals.</li>
<li>High energy with a self-starting, independent and goal-orientedattitude. Ability to lead and work constructively with teammembers.</li>
<li>Able to demonstrate a passion for the mission of the GIIN and afamiliarity with impact investing.</li>
<li>Strong organizational and planning skills and ability to thinkstrategically and dynamically.</li>
<li>Motivated and enthusiastic, with the ability to own projectsand ask for assistance when needed.</li>
<li>Ethical with a high degree of professionalism, including ademonstrated ability to manage responsibilities with flexibility,integrity, and tact.</li>
<li>Able to demonstrate consistent and sound judgment, and to thinkthrough, create and follow timelines.</li>
<li>Ability to define, refine, and document processes.</li>
<li>Comfortable working in a collaborative environment, as part ofa team.</li>
<li>Excellent communication (written and verbal) and presentationskills.</li>
<li>Computer fluency in Office 365, Salesforce, and G-Suiteapplications knowledgeable about the role of technology andelectronic communication in fundraising.</li>
<li>Experienced and comfortable with meeting with high-profileindividuals, preferably in the context of Board of Directors,high-profile supporters, and/or other leadership groupsettings.</li>
<li>Familiarity with ‘moves management’ best practices and currentphilanthropic / major gift trends.</li>
</ul>
This position will be based in our New York City office withsignificant remote work flexibility offered through the GIIN’shybrid in-person/remote work model. Candidates must possess validauthorization to work in the United States that does not requireemployment visa sponsorship.
The GIIN is committed to pay equity. The salary range for thisrole is between $108,000-$122,000, with exact salary depending onexperience, with an excellent benefits package.
We aim to offer competitive salaries and benefits and arecommitted to equity, trust, and transparency in compensation.Basing compensation on someone’s willingness and ability tonegotiate or on their prior salary leads to wide inequities andbias in how people are paid, particularly for groups experiencinghistorical oppression. Therefore, we do not ask for prior payhistory from our candidates and our offer-making process isnegotiation-free for salaries and benefits.
We determine the best possible salary offer based on relevantexperience and extent to which candidates demonstrate thecompetencies for the role during the entire hiring process. TheGIIN also uses our annual performance evaluation process at the endof each year to determine raises and promotions.
To apply
Email cover letter and CV to Human Resources at <a href="mailto:hr@thegiin.org.State" target="_blank">hr@thegiin.org.State</a> “Director, Individual Giving_ First Name Last Name” in thesubject line of your email. Please indicate where you saw the jobposting in your cover letter.

Director, Individual Giving

Director of HR Business Partners
Our Moment — It's a Great Time to join Stony Brook Human Resources!
Stony Brook University has received the prestigious designation as a flagship university in the State University of New York (SUNY) system, reflecting the pre-eminent role the University plays, nationally and internationally, as a model of research and academic excellence. We have been recognized by Forbes as one of America's Best-in-State Employers and as an institution that provides exemplary employment opportunities on Long Island and in New York State. Stony Brook University is also ranked on the 2022 America's Best Employers for Diversity Forbes list. And, we have been ranked the #1 public university in New York State.
Human Resources is a vital part of this moment at Stony Brook. We are striving to meet the demands of a thriving campus and we are evolving to meet the changing needs of the workforce. In support of a transformation effort aimed at ensuring a world class HR organization, we are looking for outstanding HR professionals to join our team and help shape our future. We are looking for people who believe that HR is the heart of any operation, and its success elevates the employee experience. If you share our beliefs then join us and together, we will build a successful, sustainable workforce for Stony Brook University.
Required Qualifications (as evidenced by an attached resume): Bachelor's degree (foreign equivalent or higher). Eight (8) years of progressive broad- based human resource experience. Four (4) years of supervisory experience in human resources. Experience and expertise in talent acquisition, talent management, culture and engagement, total rewards, employee relations, training and development, and HR compliance. Experience providing guidance and consultative services to senior leadership and employees. Experience working with a complex and diverse workforce. 
Preferred Qualifications:
Advanced degree (foreign equivalent or higher). Experience as an HR Generalist or HR Business Partner. Professional HR certification (i.e., SHRM-SCP, SHRM-CP, HRCI, or PHR/SPHR). HR experience working in a union environment. Experience in higher education, or within a large complex, decentralized environment. Experiencing in evolving or helping to build an HR business partner model or other major organizational structure. Experience with large-scale change management initiatives. 
Brief Description of Duties: The Director will serve as an HR liaison and strategic partner to divisions and colleges across the university. This individual is responsible for leading and providing guidance to twelve to fourteen embedded Human Resource Business Partners (HRBP). The incumbent will report to the VP for Human Resources in Central HR and serve as a vital part of the Human Resources leadership team. This individual will initially help to implement and stand up the HR Business partner model over the next three years and will play a critical role in the development and success of new HR Business Partners. The incumbent must also work collaboratively with university leaders and stakeholders to implement and sustain an effective HR Business Partner model and structure and instill a culture of partnership and collaboration with university leaders, stakeholders, and Central HR. This position will play a key role in supporting the development and implementation of best-in-class strategies and practices at the local level that support the recruitment, development and retention of faculty and staff. This role will also successfully champion HR services and inspire leadership and employee buy-in and support for programs, initiatives, and services at all levels of the organization, including at the senior/executive level. Given that this new structure is in the early phase of implementation, initial direct reports will be limited, and the focus will be predominantly on helping to finalize and implement the new structure. However, once the model is more mature, and is fully operational and more fully staffed with HR Business partners, it is anticipated that the scope and depth of the role will increase and that the position would be elevated to an Assistant Vice President level. Elevation of the role will be contingent on successful performance in the Director role. 
The Director will foster and nurture the relationships between VPs, HRBPs, and Central HR. The incumbent will be a strategic and visionary leader that possess the following skills and competencies:
<ul>
<li>Ability to think strategically</li>
<li>Strong collaborator and relationship builder</li>
<li>Outstanding interpersonal skills</li>
<li>Excellent oral and written communication and presentation skills</li>
<li>Ability to effectively operate in a complex, decentralized environment</li>
<li>Successful influencer at all levels of the organization and strong negotiation skills</li>
<li>Organizationally and politically adept</li>
<li>Ability to make sound and timely decisions and successfully execute programs and services</li>
<li>Ability to drive innovative and leading-edge approaches and solutions that support the full employee life cycle</li>
<li>Capable of leading and inspiring a high performing team and building a strong team and culture</li>
<li>Ability to operate successfully at the executive level and serve as a strategic partner and advisor to leaders</li>
<li>Results and solutions oriented</li>
<li>Collaborative and ability to form strong relationships and partnerships</li>
<li>Creative problem solver</li>
<li>Ability to be flexible and manage ambiguity</li>
<li>Ability to effectively operate and collaborate at all levels of the organization, including the senior level</li>
<li>Adept at conflict management</li>
<li>Change management skills</li>
</ul>
Duties:
Leadership and Supervision:
<ul>
<li>Supports the implementation and leads the strategic implementation of a highly effective HRBP model for the University.</li>
<li>Serves as a trusted partner to both the HRBPs and the areas they represent, as well as Central HR.</li>
<li>Serves as a central point of communication, providing guidance and support to a network of embedded HRBPs across campus.</li>
<li>Mentors and develops a network of embedded HRBPs.</li>
<li>In partnership with Central HR, works to implement consistent practices and services across divisions and colleges based on best practices.</li>
<li>Serves as the liaison to HRBPs, Central HR, and senior leaders across campus and helps to build strong partnerships, support collaboration, reduce silos and ensure delivery of streamlined HR practices, approaches, and policies.</li>
<li>Conducts and leads a regular series of informational meetings with HR &amp; LR Stakeholders and HRBPs.</li>
<li>Ensures successful integration of HR strategies, services and programs across the campus/ at the local level for staff and faculty.</li>
<li>Collaborates with Central HR on informing the HR vision, strategic plan, and priorities.</li>
<li>Establishes service level commitments for embedded HRBPs and works to provide consistently high levels of HR services and support across the campus.</li>
<li>Identifies campus-wide HR needs and trends for staff and faculty and works with Central HR and HRBPs to inform HR programs, services, and approaches.</li>
<li>Supports consistent, efficient, and effective HR processes, practices, policies and workflows and drive staff and faculty process improvement across divisions and colleges.</li>
<li>Supports effective implementation and change management for upgraded and new HR system implementations.</li>
<li>Helps remove barriers to efficient and effective HR support and services </li>
<li>Develops, prepares, generates and analyzes reports for Stakeholders and senior leadership to make strategic, data-driven decisions.</li>
<li>Assists VPs and Deans in recruitment of HRBPs.</li>
<li>Collaborates with Talent Acquisition Team &amp; hiring managers to ensure successful recruitment and onboarding of HRBPs.</li>
</ul>
Talent Management:
<ul>
<li>Understands and supports staff and faculty recruiting and onboarding needs of various divisions and colleges, and supports the development and implementation of recruiting and hiring strategies and plans.</li>
<li>Supports the development and implementation of retention and engagement strategies and plans for staff and faculty across divisions and colleges.</li>
<li>Helps to inform and support training and development strategy and programs for staff and faculty.</li>
<li>Provides guidance on organizational design and development.</li>
<li>Partners with the Provost's Office to create and support successful HR services and programs for faculty.</li>
<li>Works closely with the Office of Equity and Access (OEA) and departments on holistic and strategic staffing plans and recruitment efforts.</li>
<li>Collaborates with HRBPs and VPs on diversity goals and initiatives.</li>
<li>Creates, implements and maintains a repository of resources for HRBPs and their staff.</li>
<li>Creates, implements and maintains an onboarding guide and a “buddy” system for new HRBPs to shadow more senior staff performing day to day transactions.</li>
</ul>
Employee &amp; Labor Relations/Compliance:
<ul>
<li>Supports communication with leadership, supervisors, staff and faculty to strengthen the employer-employee relationship.</li>
<li>Provides resources to divisions and colleges to address staff and faculty workplace issues and conflicts.</li>
<li>Collaborates with Central HR to inform and administer employee engagement surveys and efforts for staff and faculty.</li>
<li>Works with divisions to create approach, process and tools for exit and stay interviews, monitors and analyzes data and trends, and helps to inform retention strategies and programs for West Campus, SOM &amp; HSC.</li>
<li>Ensures effective communication and appropriate escalation of issues between the Employee &amp; Labor Relations office.Other duties or projects as assigned as appropriate to rank and departmental mission.</li>
</ul>
Special Notes: This is a Management Confidential position. This is a full-time appointment. FLSA Exempt position, not eligible for the overtime provisions of the FLSA. Minimum salary threshold must be met to maintain FLSA exemption.
For this position, we are unable to sponsor candidates for work visas.
Resume/CV and cover letter should be included with the online application.
Stony Brook University is committed to excellence in diversity and the creation of an inclusive learning, and working environment. All qualified applicants will receive consideration for employment without regard to race, color, national origin, religion, sex, pregnancy, familial status, sexual orientation, gender identity or expression, age, disability, genetic information, veteran status and all other protected classes under federal or state laws.
If you need a disability-related accommodation, please call the university Office of Equity and Access (OEA) at or visit <a href="https://www.stonybrook.edu/commcms/oea/" target="_blank">OEA</a>.
In accordance with the Title II Crime Awareness and Security Act a copy of our crime statistics can be viewed<a href="https://www.stonybrook.edu/police/" target="_blank"></a><a href="https://www.stonybrook.edu/police/" target="_blank">here</a>.
Visit our<a href="https://www.stonybrook.edu/commcms/jobs/working-here/index.php" target="_blank"> </a><a href="https://www.stonybrook.edu/commcms/jobs/working-here/index.php" target="_blank">WHY WORK HERE</a> page to learn about the total rewards we offer.
Salary: Commensurate with experience
To apply, visit <a href="https://apptrkr.com/5119481" target="_blank">https://stonybrooku.taleo.net/careersection/2/jobdetail.ftl?job=2401019&amp;tz=GMT%2B00%3A00&amp;tzname=UTC</a>
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Director of HR Business Partners

Marion County Health &amp; Human Services is looking for an adaptable, collaborative, and experienced Program Manager who will assist the department in achieving its mission: To create a safe and welcoming environment where all people can access high quality health and human services and are supported to achieve their highest level of health. This position is responsible for oversight and support of our Youth and Family Service (YFS) array which includes outpatient mental health, peer delivered services, wraparound, EASA and intensive services.
The ideal candidate will have experience supporting high performing, diverse teams and making data-driven decisions that support our department mission. A commitment to excellent clinical quality to the population we serve and ability to maintain high fidelity programing.
For those relocating from outside of Oregon, we provide the following relocation package*:
<ul>
<li>Up to $3,000 reimbursement of moving expenses</li>
<li>Relocation bonus in the amount of $3,000 (prorated based on FTE) as a one-time payment upon proof of Oregon residency</li>
</ul>
* Requires a 2-year employment commitment.
GENERAL STATEMENT OF DUTIES Provides leadership and manages the planning, development, support and delivery of efficient and high-quality mental health, behavioral health or health administration services with a broad scope of authority and responsibilities within multiple small to mid-size related service areas or one or more large programs. Responsibilities include supervision of other supervisory staff, program staff as well as financial and operational performance of the service(s) and program(s).
SUPERVISION RECEIVED Works under the general supervision of a Health Department Division Director who assigns and oversees work, establishes goals and reviews results obtained for overall effectiveness and for meeting department and county objectives.
SUPERVISION EXERCISED Exercises full supervision for supervisory, professional, technical and support staff. May also supervise interns and volunteers.
Typical Duties - Duties include, but are not limited to the following
Program Development &amp; Management Provide program development and management/oversight of a diverse group of programs and teams. Program oversight includes the details of the programs, including contracts and deliverables, and the goals, values, and objectives of the programs, to ensure high-quality service delivery.
<ul>
<li>Develop performance management systems and set metric benchmarks to ensure accountability and monitor program effectiveness and efficiency.</li>
<li>Develop, implement, and ensure agency policies and procedures. </li>
<li>Execute action plans to address departmental priorities, goals, and objectives. </li>
<li>Analyze complex, sensitive issues and situations; identify and implement solutions that support the division's priorities, goals, and policies. </li>
<li>Manage complex, highly visible, and time-sensitive projects. Strategically problem solve; identify quality gaps, set quality outcome measures and benchmarks, design/implement/monitor/modify operational plans to achieve desired outcomes. </li>
<li>Serve as a policy advisor to executive leadership to formulate recommendations, policy decisions and strategic action plans, and participate in long-range agency planning and development.</li>
<li>Collaborate and provide back-up and support to other programs of the Behavioral Health Division with an eye toward reducing barriers and treating the whole person.</li>
</ul>
Leadership Provide leadership to the Clinical Supervisors, and Program Supervisor and teams in YFS. Leadership includes adherence to department mission, values, and policies, with a focus on staff and supervisor development and high-quality service provision. Leadership occurs both by action and example.
<ul>
<li>Use best practices to develop, empower, and support employees and supervisors. Create and reinforce a positive workplace culture, engage supervisors and staff to evaluate the needs of the workforce and provide professional development opportunities. </li>
<li>Model to supervisors and support supervisors to prioritize, assign, review, and give feedback to employees about their work; provide guidance to employees on their assigned job duties; delegate work to enhance employee growth, success, and sense of achievement; coach new and seasoned employees to increase their knowledge and skills; facilitate conflict resolution. </li>
<li>Coach and support new supervisors to build leadership skills and confidence that enhances the program and organizational culture. Review supervisors work for completeness, accuracy, quality, and quantity. </li>
<li>Provide regular feedback on performance to supervisors and their employees. Use reports and data to provide transparent, data-driven feedback on outcomes and performance measures. Assist the supervisors to use data in a similar way with their teams. </li>
<li>Conduct regular meetings with supervisors to assign priorities, discuss work progress and operational policy direction. </li>
<li>Partner with the Human Resources Department to assure that appropriate and timely actions are taken to maintain and support employees through equal opportunity recruitment, hiring, merit reviews, resolving grievances, progressive discipline, training, and providing a safe and supportive work environment. Investigate and respond to employee relations issues; maintain</li>
<li>knowledge of collective bargaining agreements and laws/rules/policies that govern personnel matters. </li>
<li>Advance workforce clinical quality, address systemic disparities; consider and appreciate multiple perspectives, backgrounds, and values, integrating them throughout the organization, and create opportunities to effectively achieve organizational goals corresponding to workforce quality and representation to the population served.</li>
<li>Promote respect, cultural humility, positive work environment, healthy conflict resolution and support cooperative relationships within the program, department, county and community.</li>
</ul>
Community Partnerships The YFS Program Manager is responsible to build and maintain collaborative community partner relationships with key stakeholders including Oregon Health Authority, CCO, schools, Early Learning Hub and Salem Health.
<ul>
<li>Collaborations should be focused on breaking down barriers and silos with an eye toward whole person-centered care, trauma-informed practices, and behavioral health access for all.</li>
<li>Build positive relationships and collaborate with internal leaders and external stakeholders. </li>
<li>Represent the Marion County Behavioral Health Division by participating in meetings, committees, and Board sessions as assigned by the Division Director. </li>
<li>Program development opportunities should include input and opportunities for collaboration with community partners.</li>
<li>Create regular opportunities to identify existing strengths and gaps in existing service delivery system.</li>
</ul>
Budget, Contract and Grant Management Provide expertise, oversight and support of grant application and implementation, contracts, and budget, including required outcomes.
<ul>
<li>Review expenditures for all YFS programs and support YFS supervisors to regularly review and analyze program budgets. </li>
<li>Work with Administrative Services budget analyst to prepare budget requests by projecting resource needs and preparing required documentation. </li>
<li>Provide advice and input on the division's budget to the Division Director. </li>
<li>Maintain knowledge of financial contract requirements/deliverables and ensure that these are timely fulfilled.</li>
<li>Work with the Behavioral Health Operations Team to research and applies for grants and other funding/revenue sources to finance services provided in programs.</li>
</ul>
Quality Assurance and Program Development Supports supervisors and ensures that data drives decision making, alongside adherence to department mission and values, trauma-informed and person-centered care, and evidence-based practices.
<ul>
<li>Use data, client, and community input to inform decision-making and design actionable solutions to challenges, optimizing the services and supports provided by the division.</li>
<li>Work with Behavioral Health Operations Team and Quality Assurance Coordinator to assess program-level performance and quality gaps; initiate continuous quality improvement projects; make data-driven program development recommendations to the executive leadership team.</li>
</ul>
Response Level 1: In the event of an emergency, employee makes a reasonable effort to report to work. Employee may be required to perform duties outside of their regularly assigned duties. Employee may be requested to work an extended or flexible schedule. Due to regular assignment, employee may be assigned a leadership role in the provision of essential services or response functions. Staff at this response level must complete Incident Command System 100, 700, 200, and 800 on-line or in-person training.
Requirements for the Position
EXPERIENCE AND TRAINING
<li>Possession of a master's degreein a social science field, and five (5) years of responsible, professional experience in the mental health system, including three (3) years in a supervisory capacity; OR</li>
<li>Any satisfactory equivalent combination of education, training and/or experience relevant to the position. </li>
NECESSARY SPECIAL REQUIREMENTS
<ul>
<li>Must be either 1) licensed by the Oregon Board of Licensed Professional Counselors, 2) licensed by the Oregon Board of Licensed Social Workers or 3) credentialed or registered through the Mental Health and Addiction Counseling Board of Oregon (MHACBO) as a Qualified Mental Health Professional (QMHP) within the first 30 days of employment.</li>
<li>Selected applicants will be required to provide college transcripts at interview.</li>
<li>Must pass a criminal history background investigation; however, conviction of a crime may not necessarily disqualify an individual for this classification.</li>
<li>Must possess a current driver's license in the applicant's state of residence and an acceptable driving history. Marion County will obtain a copy of the driving record for all qualified applicants from Driver and Motor Vehicle Services and review the driving record according to the Marion County policy and procedure for Driving on County Business. The policy can be found at: <a href="http://apps.co.marion.or.us/APAP/" target="_blank">http://apps.co.marion.or.us/APAP/</a>.</li>
<li>Must possess and maintain proof of personal automobile liability insurance, at a minimum, in the amount required by Oregon Law (ORS Chapter 806) as may be required to utilize personal vehicle.</li>
<li>This position may be subject to the following: Must not be excluded from participation in the federal health care programs (Medicaid, Medicare and other federally funded programs that provide health benefits); AND must not be excluded from participating in federal procurement (Federal Acquisition Regulation) and non-procurement activities (Executive Order No. 12549).</li>
<li>This assignment is not represented by a union.</li>
<li>This is a full-time position, which is not eligible for overtime. </li>
<li>Typical Work Schedule: Monday through Friday, 8:00 a.m. - 5:00 p.m., with flexibility depending upon the needs of the department and program.</li>
</ul>
KNOWLEDGE, SKILLS, AND ABILITIES Comprehensive knowledge of principles, methods and techniques of designated health service fields, related to mental health, behavioral health, addictions, developmental or intellectual disabilities. Including principles and practices in treatment, service delivery, research methodologies, data collection and statistical analysis.
Thorough knowledge of principles in related health services; State of Oregon Administrative Rules related to specialized health service areas; public health administration; health integration practices; supervision and performance management; leadership, wellness, team dynamics and staff development; program planning and budgeting, fiscal management; organizational processes and design; budget and grant preparation and administration; care coordination and recovery-based treatments.
Skills to negotiate, compromise, facilitate, problem solve and provide conflict resolution; coach, mentor and train individuals and teams; develop and implement policies and procedures; effectively communicate both orally and in writing.
Abilities to perform independently in a fast paced, team based environment; effectively provide leadership, guidance and delegate to individuals and teams; lead and supervise other supervisory staff; interpret and apply pertinent provisions of federal, state and county statues, rules and regulations related to the program services overseen; oversee service planning, coordination, utilization of resources, promote intended goals and outcomes; direct continuous quality improvement efforts; establish and maintain effective working relationships with employees countywide, clients, government agencies, community groups/partners, and the public. 
PHYSICAL REQUIREMENTS Operates a motor vehicle; sees using depth perception; sits; stands; moves about the work area; climbs 1 floor of stairs; lifts, pushes, and pulls up to 5 lbs.; operates a keyboard; speaks clearly and audibly; reads a 12-pt. font; and hears a normal level of speech.
Additional Information and/or Attachments
We offer the following retention bonus, prorated based on FTE:
<ul>
<li>$3,000 bonus after six months of continuous employment</li>
<li>$3,000 bonus after twelve months of continuous employment</li>
</ul>
We offer tuition assistance for employees interested in professional development towards a profession in behavioral health.
<ul>
<li>Up to $7,500 to reimburse for tuition, licensure and/or other educational expenditures. According to the Marion County Administrative policies regarding tuition payments. The policy can be found at: Marion County Tuition Payment Policy 303</li>
</ul>
Marion County offers a generous benefits package to regular employees working 50% or more of the regularly scheduled work week and their eligible dependents. Temporary employees and part-time regular employees working less than 50% of the regularly scheduled work week are not eligible for benefits.
For a summary of benefits, click here. For a complete and detailed overview of the benefits package for management and supervisory employees, click here, and select Management Benefits from the left menu or Management Employees from the page links. 
Benefits are defined based on position and are approved by the Marion County Board of Commissioners.

Program Manager - Youth and Family Services - Relocation Offered

Position Summary
The Finance Manger is a full-time position responsible forimplementing the day-to-day financial operations of Texas Parks andWildlife Foundation (TPWF). The Finance Manager will lead thepreparation of budgets, approve daily accounting processes, andmanage banking vendor relationships.  The Finance Manger willwork closely with the Bookkeeper part-time Controller. Thisposition reports to the Operations Director.
Primary Responsibilities
<ul>
<li>Lead preparation of the Foundation’s annual operating budgetand continuously monitor through timely and insightful financialreports.</li>
<li>Provide accounting reports for Development, Program Directors,and Executive Director on a monthly and as-needed basis.</li>
<li>Prepare all financial reports for the Board of Trustees.</li>
<li>Maintain Accounting Policy and Procedures Manual and ensureeffective controls and records.</li>
<li>Lead Form-990 filing, working with the Controller and externalCPA firm.</li>
<li>Prepare annual sales tax filing and approve 1099s prepared byBookkeeper.</li>
<li>Lead Annual Audit with support from Controller andBookkeeper</li>
<li>Approve quarterly administrative fees prepared by theController.</li>
<li>Ensure all income and expenses are coded correctly within thefinancial accounting software and according to GAAP standards.</li>
<li>Review and approve daily contribution report, monthlyreconciliations and reports, and journal entries.</li>
<li>Prepare endowment and fund reporting for donorstewardship.</li>
<li>Work with Chase Bank on annual account review, fees, andgeneral support.</li>
<li>Manage cash balances between Chase Bank and NorthernTrust.</li>
<li>Prepare agency account reconciliations for review by Controllerand Director of Investments and Conservation Finance.</li>
<li>Other duties as required.</li>
</ul>
 Preferred background and skills
<ul>
<li>Minimum three years’ experience in finance and budgetmanagement in the non-profit sector.</li>
<li>Knowledge of GAAP accounting standards for non-profits.</li>
<li>Proficiency in Microsoft Excel.</li>
<li>Experience working with databases and financial accountingsystems; Financial Edge a plus.</li>
<li>A strong work ethic, sense of urgency, self-motivation, andintegrity.</li>
<li>Strong attention to detail and ability to thinkindependently.</li>
<li>Desire to grow into a senior Finance Director position andexperience managing staff.</li>
<li>An undergraduate or graduate degree in business administration,accounting, or finance strongly A CPA designation is notrequired.</li>
</ul>
Office Location and Benefits
TPWF has offices in Dallas (Headquarters) and Austin, and thisposition will be based in the Dallas office. The Finance Managerwill be eligible to accrue vacation in the first year ofemployment, and receive ten paid sick days, in addition to allstaff holidays. Additionally, TPWF offers competitive healthinsurance and HSA plans and a Company Matched Simple IRA Plan.
About Texas Parks and Wildlife Foundation
Texas Parks and Wildlife Foundation’s mission is to supportTexas Parks and Wildlife Department to ensure that all Texans,today and in the future, can enjoy the wild things and wild placesof Texas. Founded in 1991, Texas Parks and Wildlife Foundation hasraised private funds to advance Texas’ proud outdoor traditions andconserve our state’s wildlife, habitat, and natural resources. Ourvision is for all Texans to have access to the wild things and wildplaces in our state, both now and for generations to come. TheFoundation is governed by a 25-member Board of Trustees.

Finance Manager

Make Your Mark in Digital Fundraising supporting LGBTQScholars!
Point Foundation (Point) is searching for a dedicated anddata-driven Development Manager, Digital Fundraising tojoin our vibrant team. As the Development Manager, DigitalFundraising, you'll be at the forefront of our online fundraisingefforts, turning clicks into critical resources for the LGBTQcommunity helping advance the way we connect with oursupporters.
Here's why you'll love this role:
- Be a strategic game-changer: You'll bring your expertisein online donor trends and technology to the table, shaping ourfundraising strategy and maximizing income.
- Become a digital fundraising maestro: You'll overseeeverything from crafting compelling email appeals to managingsocial media leads, ensuring every digital channel deliversresults.
- Unlock the power of data: You'll optimize our CRM andfundraising platforms, ensuring seamless communication and donorjourneys that drive engagement and retention.
- Fuel innovation: You'll test new initiatives, optimizeemail campaigns, and develop automations that power our fundraisingsuccess.
- Collaborate with an enthusiastic team: You'll workalongside inspiring colleagues in Development and Communications tocreate impactful, omni-channel campaigns.
The Ideal Candidate:
- Proven record of success in fundraising, especiallyonline.
- Deep understanding of digital marketing best practices.
- CRM and email marketing platform expertise (Raiser's Edge,HubSpot, MailChimp, Fundraise Up, etc.)
- Strong communication, organization, and people skills.
- A passion for the LGBTQ community and social issues.
Join Point and make a difference in the lives of LGBTQ+scholars!
Point Values
Accountability, Authenticity, Diversity Equity and Inclusion,Empowerment, Innovation and Integrity &amp; Trust
DEI at Point
Point Foundation recognizes that LGBTQ, racial, and socialinjustices exist in our nation and is committed to intentionallycultivating diversity, equity, and inclusion in every aspect of theorganization. 
Position Overview for Development Manager, DigitalFundraising
In this new role, the Development Manager, Digital Fundraising,will report to the Senior Director of Development, and providecritical insight and support for development activities withattention dedicated to maximizing income, supporter recruitment,and retention. Main areas of responsibility include oversight ofhow our CRM and fundraising platforms interact with one another,converting generated social media leads to donations, andoptimizing digital channel communications, including emailfundraising appeals, search, paid ads, and social.
As part of this effort, the Development Manager will also workon all areas of the digital strategy including planning andimplementation deliver a coherent and consistent package of expertsupport across the different fundraising areas.

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