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Chief Executive Officer

Summit, NJ, USA
Full-time
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How to Apply

More information about Family Promise can be found at www.familypromise.org.

 

This search is being led by Allison Kupfer Poteet and Sarah Hecklau of the national search firm NPAG. Candidates may submit their cover letter, outlining their interest and qualifications, along with their resume via NPAG’s website (https://npag.com/family-promise-ceo).

 

Family Promise strives to be an inclusive organization that fosters learning, collaboration, and respect. All qualified applicants will be considered regardless of political affiliation, race, color, religion, national origin, gender, sexual orientation, marital status, age, disability, or other non-merit factors.

Family Promise’s next CEO will build upon a strong foundation created in partnership between the national team and a vibrant community of Affiliates, staff, volunteers, and families, following the departure of a successful leader. This moment calls for an inspirational leader with a deep passion for ending family homelessness, a vision for driving sustainable growth and impact, an aptitude for fundraising, and a commitment to collaborative, agile, performance- and mission-driven leadership. With the support of an engaged board and talented, diverse staff at both the national and Affiliate levels, this is a tremendous opportunity to lead a movement at scale to end family homelessness.

Areas of Responsibility: 

Building on the foundation of more than 30 years of building brighter futures for families facing homelessness, the next CEO will lead Family Promise into a new era of growth and evolution. The CEO will engage immediately with the following leadership opportunities:

Leadership, Vision & Culture

Family Promise has made significant strides toward the achievement of its 2019-2023 strategic plan. In concert with the Board, the CEO will assess how far we’ve come, and lead development of the next strategic plan, including strategic investments. Providing inspirational leadership and direction across the team, the CEO will ensure continued development and management of a professional and efficient organization and establish effective decision-making processes that will enable Family Promise to achieve its long- and short-term goals and objectives. Given that Family Promise has had only two leaders in its history, there is a deep need to honor and leverage the collaborative culture and core values of the organization, and for the next CEO to bring their distinct and effective team-building experience to take the organization forward.

Affiliate Impact, Strategic Growth & Sustainability

Working collaboratively with staff and Board members to implement the new strategic plan and vision for the future, the CEO will build on the current momentum to provide integrated programs of the highest quality to families across all Affiliates, balancing consistency and responsiveness to local needs. They will drive plans to continue diversification of Affiliates, increase the number of people served in prevention and stabilization programming; strategically grow Affiliates through expansion, incubation, and acquisition; and leverage Family Promise’s broad and deep national resources to maximize Affiliate performance and success.

 

The CEO will also identify and drive progress toward new partnerships and opportunities for national influence, technology integration, and data-driven programmatic refinement. In partnership with the Family Promise community, they will work to enhance organizational culture, support staff retention and professional growth, and ultimately – and most importantly – mission success.

 

Fundraising & External Relations

The CEO will effectively represent Family Promise’s work to current and potential funders, inspiring investments in its work. In close collaboration with the Development team, the CEO will nurture existing and new funding relationships that continue to build upon a strong track record of relationship-based support from individuals, corporate partners, and public sources. The CEO will lead continued growth and diversification of funding and will explore new strategies for philanthropic support and earned revenue and expand opportunities for transformational gifts. High priorities for the CEO include achieving aggressive revenue growth goals, including increased focus on foundations and multi-year funding sources, and continuing to elevate Family Promise’s identity as a national thought leader on the issue of family homelessness by leveraging local community and national engagement opportunities and relationships.

Organizational Management & Effectiveness

In partnership with the Executive team, the CEO will engage a diverse national team of 36 staff members and an operating budget of $7.6M. The CEO will support effective business operations and ensure that finances are sound, compliant, and robust to support strong and sustainable growth. The next leader will be a clear, transparent communicator, fostering trust, strong team morale, opportunities for professional growth, and visibility across the Affiliates. They will model effective management, decision making, and coaching in support of achieving shared organizational goals. In particular, the CEO will ideally bring experience and knowledge of best practices to foster excellence, communication, growth, and effective management across a federated organization. The CEO will position Family Promise as an industry leader by overseeing the implementation of a technology plan to enhance Family Promise’s ability to serve more people, better. This includes optimizing Affiliate technology to increase their capacity and enhancing national data collection and analysis to further the Family Promise mission.

Diversity, Equity, Inclusion & Accessibility

Family homelessness exists in large part because of structural racism. Black families make up more than 50% of those experiencing homelessness while constituting only 13% of the national population. Historic disenfranchisement has been rooted in housing, both as shelter and as a source of wealth. The CEO will support the organization’s efforts to confront these truths and work to overcome them and will intentionally address the dynamics that are essential to ending homelessness. Diversity, Equity, Inclusion, Accessibility (DEIA) is a major institutional priority at Family Promise, and the CEO will be committed to supporting, resourcing, and deepening that commitment and remaining accountable to progress.

Board Leadership

The Family Promise Board of Directors is a distinct asset to the organization. Dedicated, engaged, passionate about the mission, and representing diverse perspectives and skill sets, the next CEO will partner closely with the Board to ensure sound governance, fiduciary responsibility, and future vision execution. The CEO will support the Board and its committee structure, ensuring stable leadership, strategic focus, generative engagement, and a diverse pipeline of volunteer talent for the future Board of Directors.

Educational Background: 
Bachelor's Degree
Skills/Experience: 

QUALIFICATIONS OF THE IDEAL CANDIDATE

While the ideal candidate will embody many of the following abilities, attributes, skills, and experiences, the Family Promise Board of Directors anticipates that no one candidate will possess all the qualifications listed below. A bachelor’s degree is required, and an advanced degree preferred. In areas where aptitude and/or interest are greater than actual experience, candidates are encouraged to propose a plan for support:

 

Passion for the Mission

  • A demonstrated, palpable passion and sense of urgency to end family homelessness.

Organizational Leadership

  • Seasoned, senior-level executive with entrepreneurial spirit and business savvy with the demonstrated ability to identify and execute on opportunities for growth; experience strengthening an affiliate structure and operating effectively in a federated and/or distributed environment is highly desirable;
  • Proven track record managing sustainable organizational growth, comparable budgets and staff through the shifts needed to sustain ongoing organizational health and mission focus – ideally within a federated and/or geographically distributed environment;
  • Financial acumen to ensure sound, compliant, sustainable finances to support growth and proper allocation toward present needs and future potential; experience monitoring legal compliance in a complex federated and geographically distributed organization;
  • Collaborative spirit that includes soliciting and delivering feedback, engaging diverse thought partners, and innovating strategies to drive change and success;
  • A creative thinker with experience iterating and implementing new ideas; a track record of clearly defining shared goals, making effective decisions, demonstrating accountability, and productively navigating change;
  • Comfort raising significant investments across sectors and sources; ability to think strategically in partnership with the development team to build, nurture, and sustain relationships with key donors and partners;
  • Savvy to formulate and execute comprehensive marketing, branding, and development strategies to enhance revenue, extend reach, and increase visibility and influence in the national conversation around family homelessness;
  • Experience leveraging technology for performance, automation, and operational efficiency; and
  • Broad knowledge of the policy environment and agenda relevant to family homelessness, and experience establishing meaningful collaborations with relevant partners, agencies, and coalitions to support structural change on behalf of families.

Cultural Leadership & Management Style

  • Excellent management skills and experience leading and inspiring change in a diverse, mission-driven environment; proven capacity to develop systems and decision-making that foster participation, mutual accountability, and growth;
  • Experience facilitating cross-departmental collaboration and strengthening internal communications with staff throughout the organization, create and promote a positive, multicultural work environment that supports consistency throughout the organization’s strategy, operations, and data collection needs;
  • Strong relationship-building skills and an authentic interest in listening to and learning from others; the ability to act with intentionality, establish trust, engage stakeholders, and cultivate belonging; bridges differences to unite around common purpose;
  • Establishes a culture of high expectations and autonomy with a focus on outcomes versus activities, and leverages flexible virtual models and agile ways of working;
  • A personal commitment to addressing inequity and ability to lead and effectively resource the internal DEIA learning journey at all levels and integrated into all aspects of the work;
  • Experience assembling highly talented teams and helping them realize their career goals, and creating a climate that engages and optimizes people’s strengths to create value for the organization and challenging, motivating, and supporting employees to do their best work;
  • Emotional intelligence and ability to engage in productive conflict; an active listener who understands a trauma-informed practice lens;
  • Collaborative leadership style, demonstrated by knowing when to step in and direct, when to delegate, and when to share leadership; and
  • Powerful communicator one on one, in small group settings, and with large audiences.
Compensation/Benefits: 

LOCATION AND COMPENSATION

  • Family Promise’s headquarters are located in Summit, NJ, 25 miles west of New York City. Currently, approximately 60% of the national team works remotely, and the Board anticipates the CEO working out of the Summit office approximately 25% of the time, with some national travel required.
  • The midpoint of the preliminary target salary range for this position is approximately $230,000 and a total compensation package will include comprehensive benefits.
How to Apply: 

More information about Family Promise can be found at www.familypromise.org.

 

This search is being led by Allison Kupfer Poteet and Sarah Hecklau of the national search firm NPAG. Candidates may submit their cover letter, outlining their interest and qualifications, along with their resume via NPAG’s website (https://npag.com/family-promise-ceo).

 

Family Promise strives to be an inclusive organization that fosters learning, collaboration, and respect. All qualified applicants will be considered regardless of political affiliation, race, color, religion, national origin, gender, sexual orientation, marital status, age, disability, or other non-merit factors.

Organization Info

Listing Stats

Post Date: 
Sep 22 2022
Active Until: 
Oct 21 2022
Hiring Organization: 
Family Promise
industry: 
Nonprofit