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Overview Established in 1984,  The Dudley Street Neighborhood Initiative (DSNI)  is a nonprofit, community-based planning and organizing entity rooted in the Roxbury/North Dorchester neighborhoods of Boston. The Board of Directors of DSNI has launched a search and is actively seeking the next executive leader to build upon the organization's esteemed history, community legacy and successes to date. This is a compelling opportunity for an innovative, collaborative and culturally astute executive level nonprofit leader with a deep understanding of community and urban place-based initiatives and a desire to lead and facilitate sustainable growth and success for all DSNI endeavors, its residents, and community partners. Organization DSNI's mission is to empower Dudley residents to organize, plan for, create and control a vibrant, diverse and high-quality neighborhood in collaboration with community partners. The organization was born out of the desire of residents to reclaim and take control of their neighborhood which at the time was suffering from illegal dumping, lack of city services, and overall disinvestment and neglect caused by local and national policies that encouraged redlining, speculation, and segregated housing patterns. DSNI's strategic plan focuses on Development without Displacement with robust objectives that include getting additional land and development under community control, supporting resident leadership to ensure community priorities and benefits are reflected in local development projects, and utilizing creative placemaking strategies to strengthen community voice and participation in development planning processes. The organization is also focused on advocacy efforts at a local and city-wide level to create affordable housing and economic opportunities for low-income families. As part of the recent designation of the Upham's Corner neighborhood as an Arts Innovation District, and the City of Boston's decision to select the neighborhood to begin implementation of the Imagine Boston 2030 strategic plan, DSNI has been selected as the City's lead partner. This will ensure efforts to prevent displacement, to maintain housing affordability and to support small business owners. The vision is that the Dudley neighborhood sustains itself as a vibrant urban village where low- and moderate-income families can thrive and prosper and enjoy the benefits of combined efforts to revitalize the community. For more information about DSNI and programs visit the website:  www.dsni.org Opportunity The Executive Director (ED) oversees the overall strategy, business, programs and operations of DSNI. The ED is responsible for leading staff, community volunteers and strategic partners toward achievement of DSNI's mission and strategic goals, and: Directs all fundraising efforts and financial functions Supports all board functions and operations Oversees program design, implementation, evaluation and quality Recommends and manages annual budget and financial functions Oversees real estate and asset management functions Manages human capital and resources for DSNI Represents the organization externally The new leader will join DSNI at a critical time of complex challenges and dynamic opportunities. Rents and housing prices in Roxbury and Dorchester are rising at a higher rate than other Boston neighborhoods. The destabilizing impact of the real estate market and the displacement of many long-term residents, threaten to negatively transform the community for generations to come. The ED also oversees and supports the strategic direction of  Dudley Neighbors Incorporated (DNI) Community Land Trust,  the subsidiary organization of DSNI that moves forward the community's vision of resident control of land and permanently affordable housing. Responsibilities Reporting to the DSNI Board of Directors and as a member of the senior management team, the ED is responsible for the day to day operations of DSNI and serves as an external champion, organization builder, and internal manager during a period of challenging growth and change. Strategic Leadership Work with board and staff to provide leadership, strategic and tactical direction to fulfill DSNI's mission and vision; Identify and secure new funding opportunities -- including grants, unrestricted funds, earned income and a reserve-- to ensure adequate budget support and long-term sustainability for DSNI; Develop and strengthen partnerships and relationships with all community stakeholders, and engage the community in new and exciting ways that foster continued neighborhood planning and revitalization; Develop and implement a diversified funding plan with specific milestones necessary to ensure sustainability and financial health; Collaborate with real estate developers to ensure deals that honor the history and needs of the community and are financially beneficial to DSNI, and to partners and investors; Promote and develop the CLT model as an innovative, viable and necessary vehicle for resident control and permanent affordable housing; As principal spokesperson, ensure the continued development and positioning of DSNI as a leader within the community, in the City of Boston and nationally; Build upon the current strategic and operational multi-year plan that includes, but is not limited to, effectively supporting four strategic areas: development without displacement, youth voice, neighborhood development, and resident empowerment. Community Engagement and Partnerships Ensure stakeholders have a clear sense of DSNI's mission and vision. Increase DSNI's visibility as a convener at the city and state level through outreach, dialogue, strategic partnerships, the media and connection to other Boston-based place-based initiatives; Build and leverage committed and long-lasting relationships across all stakeholders; Ensure compelling and consistent branding and marketing of DSNI to raise the neighborhood's profile, reach new audiences and further engage participants. Financial, Operational and Staff Management Oversee all aspects of DSNI's business and finances to achieve stated goals and objectives while ensuring compliance and adherence with financial policies & procedures, maintaining internal fiscal control, monitoring and managing the annual budget and cash-flow; Manage an operating budget of about $2M ensuring DSNI infrastructure, policies, procedures and systems support its operation needs; Oversee the development and implementation of a successful strategy for program growth and expansion while consistently thinking about alignment, impact and organizational sustainability; In collaboration with staff, define and provide high quality, mission-centric programs through new and existing partners and resources Ensure effective systems to evaluate programs and track progress and achievements, and to oversee the development of a stellar database that documents the success of DSNI and DSNI models; Provide consistent developmental support and guidance to staff – ensuring they have the tools, skills and information necessary to grow the organization mission, vision, goals and objectives. And to ensure commitment to a team approach to promote participative governance across the organization. Qualifications A minimum of ten years' senior-level management experience in a similar sized organization with deep experience in at least one of the DSNI work areas – housing and/or commercial real estate development, community organizing, program management – with demonstrated leadership experience in a mission-focused organization. Nonprofit management experience a strong plus; Demonstrated success in developing and implementing short and long-term strategic fundraising strategies, including corporate sponsorships, foundations, individual donors, and government agencies; ability to translate that understanding into overall funding strategy and staff education and development; Comprehensive professional understanding and background working in national/local place-based change efforts is preferred; Strong leadership and community organizing skills; understands the power of the residents; Deep understanding of community and city landscape; knowledgeable about DSNI and community values; responsive to community needs; track record of time spent in the community partnering with leaders from all sectors (local businesses, nonprofit agencies, local and state government, residents); ability to deliver on the DSNI mission and generally strengthen the Dudley Street neighborhood; Demonstrated experience in developing and monitoring budgets, financial planning, reporting and forecasting; comfortable being a steward of agency assets; Superior people management and leadership skills; broadband cultural competency; evidence of leading through change with positive outcomes; comfortable delegating and empowering a talented and motivated senior management and staff; Exceptional communicator, verbal and written, with the ability to represent DSNI locally and on a national stage; Minimum of a BS/BA degree, ideally MBA or other relevant graduate school degree. Personal Attributes Strategic thinker and visionary leader who can work effectively and collaboratively with the board, staff, community and all key stakeholders invested in DSNI's success and well-being; Inspirational and collaborative leadership style; displays sound judgment and high ethical standards; highly accessible with an open door policy; present in the neighborhood; bilingual a plus; A bridge builder and systems thinker; innovative and inclusive, with proven experience in developing, managing and sustaining growth initiatives; calculated risk-taker, long-term planner and politically savvy; Ability to manage a dynamic and diverse staff; cares about employee morale and holds staff accountable; superior listening skills; personable, creative, enthusiastic and high energy; Exceptional communication skills, both verbal and written; transparent, explicit and straightforward; communicate effectively with a diverse cross-section of people; A sense of humor and the personal qualities of integrity, credibility, and entrepreneurial spirit; Personal commitment to DSNI's mission and values, including the power of resident voice and control and development without displacement. Candidate Information This search is being conducted by TSNE MissionWorks. All submissions are confidential and electronic submissions are preferred. Candidates should include a resume and a cover letter outlining relevant experience and fit with the mission and the role. Please include how you learned of the opportunity and attach any other especially relevant information (e.g., published articles). All submissions will be acknowledged and accepted until the position has been filled. Due to the pace of this search candidates are encouraged to respond immediately. DSNI seeks to fill the position in early 2019. DSNI is an equal opportunity employer and actively seeks a diverse pool of candidates. People from under-represented groups are strongly encouraged to apply. Apply here PI107730429

Overview The Connecticut Alliance to End Sexual Violence (The Alliance) is a 501 (c)(3) statewide coalition of nine individual sexual assault crisis programs – or “member centers” – that encompass all corners of the state with headquarters in East Hartford, Connecticut. Since its founding in 1982, The Alliance has grown to be a pivotal organization in the movement to end sexual violence and expand high-quality trauma-informed services to sexual violence survivors throughout the state of Connecticut. The Alliance is proud of the many strengths it has built over the nearly 40 years of its work: a strong reputation as the go-to expert on issues related to sexual violence, a solid funding base of government support that increased even during the recent years of government cutbacks, a victim-centered focus throughout its work, a consistent track record of legislative wins, robust community partnerships and alliances, a new prevention-focused brand, outreach to and engagement of men and marginalized communities, high-quality and active training and education efforts, significant work in the Latinx community and on college campuses, significant investments in task forces and collaborations with the justice and health care systems and a nationally-recognized post-conviction victim advocate program. The Board of Directors of The Alliance now seeks a new executive to build on its considerable strengths, successfully address its challenges, work toward securing an even more resilient future and lead the effort to realize its mission to end sexual violence. The new leader of this flagship organization will take the reins at an exciting time and has the opportunity to lead The Alliance to a new level of leadership in the movement to end sexual violence. Overview of Programs and Operations The mission of the Connecticut Alliance to End Sexual Violence is to create communities free of sexual violence and to provide culturally affirming, trauma-informed advocacy, prevention, and intervention services centered on the voices of survivors. The Alliance works to fulfill its mission through the following core activities: Support of nine member centers The Alliance supports its nine member centers by providing them with pass-through funding, training, and coaching and advising. It also designs and promotes standards for member centers and key stakeholders. Each member center provides intervention and advocacy services to people of all ages through 24-hour crisis hotlines in English and Spanish, crisis counseling, safety planning and accompaniment, advocacy and emotional support through the criminal justice and health care systems. These services operate free of charge 365 days per year. Public policy advocacy A keen focus of The Alliance is on impacting state policy related to sexual violence. To that end, a full-time policy director, with strategic support from the executive director, is very active in advocating for system change through legislative action. Post-Conviction Victim Services Program The Alliance has developed a statewide Post-Conviction Victim Advocate Program that provides support to victims after their offenders return to the community. This program is nationally recognized for its highly collaborative model that brings together probation and parole officers, sex offender treatment providers and victim advocates. Prevention through education, training and outreach programs The Alliance is the state’s leading provider of sexual violence prevention education and training programs with specialized campaigns and programs for men and youth that have reached over 50,000 people throughout the state each year. The Alliance’s new Training and Advocacy Center focuses on professional skills and best practice for certified sexual assault crisis counselors and advocates, first responders and allies. Legal Services Program The Alliance recently acquired the Victim Rights Center of Connecticut, or VRCCT, which brought legal services of four attorneys in-house to survivors and capacity building to member centers to help assess the legal needs of the victims they serve. Movement building The Alliance spearheads caucuses and councils where sexual assault victim advocates and allied professionals can discuss and learn from their unique perspectives, identify emerging trends and make recommendations on policy and community issues: Queer Caucus Against Sexual Assault, Women of Color Caucus Against Sexual Assault, Men’s Advisory Council, Member Advisory Committee and Victim Survivor Advisory Council. The Alliance also continues to coordinate the Connecticut College Consortium to End Sexual Violence, a partnership between private and public universities and The Alliance and its member centers. Approximately two thirds of The Alliance’s 6.7 million-dollar budget is passed through to support front line member center services. The additional funds support statewide operations and programs. The majority of The Alliance’s revenue is from state and federal government grants including Department of Justice and Office for Victims of Crime funds. The Alliance is governed by a 12-member board of directors. Board composition includes ethnic, gender, age and racial diversity, as well as expertise in communications, marketing, higher education, sexual assault and trauma-informed interventions, psychotherapy, government relations, workforce development and risk assessment. The Alliance employs 31 staff that include a team of 14 post-conviction victim services advocates. Executive Transition The Alliance’s executive director of seven years is exiting the organization to pursue a new professional opportunity. An eight-member search committee comprised of both board and staff members have assumed the responsibility of managing the search. In order to support this important transition in leadership, The Alliance’s board engaged the services of TSNE MissionWorks to facilitate an executive transition process that would be thoughtful and inclusive. Participants in the process include the entire Alliance staff and board, as well as directors and managers from the member centers, and a number of community partners/stakeholders. The Alliance’s strengths, challenges, priorities and more were identified through this process, and this information will inform the organization’s next leader, with the goal of ensuring a successful executive transition and success of The Alliance well into the future. Responsibilities Strategic Opportunities and Challenges The Alliance has a pivotal opportunity as it embarks on this transition. The organization saw tremendous growth under the previous executive’s leadership, including significant increases in staff and budget, an organizational rebranding, increased marketing, major legislative wins, increased services to marginalized communities, the development of a Training and Advocacy Center and the recent acquisition of a legal services center. The next Executive Director of the Connecticut Alliance to End Sexual Violence will inherit a significant opportunity to leverage The Alliance’s many strengths to continue to grow the organization into the next phase of its important social change work. The organization will be able to expand into new program areas as well, such as youth activism and transformative justice. Challenges · A tight funding environment; budget cutbacks. · Increased competition for funds. · An uncertain and tumultuous political landscape. Opportunities · Capitalize on the many opportunities brought by the #MeToo movement: the public and intensive coverage and rich public dialogue, new allies and collaborations and new resources and energy that can support the work of ending sexual violence. · Expand and diversify The Alliance’s funding base through creative avenues of earned income, cause-related fundraising and private foundation grants. · Expand into new program areas, such as youth activism and transformative justice. · Promote The Alliance as the state’s leading voice to end sexual violence. High priorities for the new executive director are · Maintain a strong, supportive and collaborative relationship with the nine member centers as a critical vehicle of The Alliance’s survivor-centered work; · Ensure a high-functioning, team-centered, trauma-informed organization. This includes assessing the workplace environment and addressing climate issues through team building, staff development and a collaborative management approach; · Maintain The Alliance’s focus on the needs and voices of survivors/victims; · Deepen The Alliance’s anti-racism and anti-oppression work; · Drive large-scale, strategic fund development; · Maintain current and build new partnerships and relationships with key players in state government and the field of sexual violence; · Further strengthen and diversify the board of directors; and · Move The Alliance’s systems change and policy agenda forward. Qualifications Profile of the Ideal Candidate The next Executive Director of The Alliance will be able to build on the many strengths of the organization while navigating through a turbulent and highly charged political and social environment to further grow the organization’s capacity to fulfill its critical mission of creating communities free of sexual violence. This position requires a leader with high emotional intelligence and excellent communication and public speaking skills; a relationship-builder who astutely navigates the political, criminal justice and other realms; skillful at building coalitions, an advocate who is passionate about ending sexual violence and understands the dynamics of building and sustaining trauma-informed services. Minimum Credentials Bachelor’s degree required; advanced degree in a relevant field preferred. At least five years of experience in a senior leadership role in a similar size organization in the field of sexual violence or a related field. Qualities Passionate advocate for the mission The ideal candidate will have demonstrated passion for ending sexual violence and a commitment to anti-oppression, anti-racism and an intersectional lens through his/her/their personal or professional history, and be able to translate that passion into an articulate and compelling story. She/he/they will have a personality that ignites passion in others. Keen emotional intelligence The ideal candidate will have keen listening skills, empathy, self-awareness and the ability to connect with people of different styles, professional levels and backgrounds. Demonstrated core values of integrity and honesty The essential quality of humility and an intuitive understanding of when to give credit to others while exercising effective leadership is a must. The ideal candidate will be open-minded, approachable and fair. Flexibility and balance The ability to face difficult challenges and occasional crises with competence and grace will be a valuable asset. Innovative and entrepreneurial approach The ideal candidate will continually scan the environment for key trends and new opportunities, can leverage opportunities and support for initiatives and has an innovative approach to solving problems and overcoming challenges. Skills Experienced nonprofit or business manager The ideal candidate will have significant professional experience in supervision and management of staff, in administering a complex, multi-source budget and in efficiently and strategically aligning and maximizing resources. Respectful, inclusive and effective leader and developer of staff The ideal candidate will be able to inspire, develop and empower staff and create a productive team-based culture that welcomes inclusion and diversity. She/he/they will be able to build and maintain a climate of trust and respect where each worker feels appreciated for her/his/their strengths and contributions. She/he/they will embrace a learning environment and be committed to supporting diversity, inclusion and equity. Experience in trauma-informed services The ideal candidate will have a background working in the field of sexual violence or in a closely related area. She/he/they will have a strong understanding of trauma-informed work and be committed to supporting a trauma-informed work environment. Experience as a victim advocate a plus. Demonstrated success in diversifying and expanding revenue streams The ideal candidate will have demonstrated success in fund development and will have the ability to lead the board and staff in executing an ambitious, multi-year comprehensive fundraising campaign. Exceptional communication skills The ideal candidate will be able to passionately articulate, both in writing and orally, the organization’s mission, and deliver compelling presentations to public and private audiences. Experience in public policy advocacy, with keen political acumen and strong networking and collaboration skills The ideal candidate must have strong political acumen and skills and be able to navigate the legislative process and influence policy decisions. She/he/they will have a track record of gaining high-level access and building and maintaining strong relationships of trust with people of influence in the nonprofit, corporate, education, legislative and government arenas, as well as the ability to build effective collaboration among these various groups. Experience working with boards of directors The ideal candidate will be skilled in working effectively in partnership with boards of directors to carry out the mission of the organization, set strategic direction and build a board culture of diversity and inclusiveness. Application Information This national search is being conducted by TSNE MissionWork’s Executive Transitions Program with Transition Consultant Catherine Bradshaw. All submissions are confidential. Electronic submissions sent via this link are preferred. Candidates should include a resume and a cover letter, the latter expressing passion for the mission and fit for the role at The Alliance. Along with salary expectations, please include how you learned of the opportunity and attach any other relevant information (e.g., published articles). All applications will be acknowledged. Applications will be accepted until the position has been filled. Applicants are encouraged to submit their candidacy within 30 days of the position posting date. The Connecticut Alliance to End Sexual Violence is an equal opportunity employer and actively seeks a diverse pool of candidates. People from historically and currently under-represented communities are strongly encouraged to apply. Apply Here:  http://www.Click2Apply.net/f4skgmfgvb5czrjr PI107178932