Full-time

Strategy Assistant - Strategic Engagement

Organization Info

Michigan College Access Network

Overview
Headquarters: 
Lansing, MI
Website: 
micollegeaccess.org
Annual Budget : 
$5-10M
Size: 
11-50 employees
Founded: 
2010
About Us
Areas of Focus: 
Education
Mission: 

To increase college readiness, participation, and completion in Michigan, particularly among low-income students, first-generation college-going students, and students of color.

Why Work For Us?: 

Statement of Workplace Culture

WE ARE. . .

MISSION DRIVEN

  • MCAN occupies an important niche in the education community. We enthusiastically take on new projects that move us closer to reaching sixty by 30.
  • We work with and support the people, partners, and organizations that are committed to our mission.
  • We are passionate about our mission and will work diligently improve educational attainment rates for low income, first generation college-going students, and students of color.

INNOVATIVE

  • We foster inquisitiveness among staff by encouraging creative approaches to day-to-day challenges and organizational hurdles.
  • MCAN considers itself an idea incubator. We are comfortable with experimentation.

BOLD & TENACIOUS

  • When we identify strategies, projects and programs that work, we strive to bring them to scale and share them freely with our statewide and national partners.
  • We see opportunities, not barriers. As such, we are comfortable with taking calculated risks in the pursuit of sixty by 30.

COLLABORATIVE

  • Physically and metaphorically, we are not bound by walls or doors. This means all staff are accessible.
  • We avoid recreating the wheel and ensure organizational continuity by intentionally communicating and sharing resources.
  • Our staff has a working knowledge of each other’s projects.
  • We are committed to and find strength in helping and supporting each other.

INCLUSIVE

  • We are enthusiastically committed to diversity when engaging communities, hiring staff, recruiting our board members, and finding new partners across the state.
  • Everyone within our organization is a resource. Feedback is welcomed and accepted across the organization.

PROFESSIONAL

  • We are prompt, friendly, and clear in our internal and external communications. We are committed to consistent communication.
  • We do our homework, and come to the table prepared with meeting materials.
  • We are cognizant of the fact that we represent MCAN in our personal and professional lives.

GROWING & LEARNING

  • We take the time to debrief on projects and events within the organization, to learn what went well and how we can improve.
  • We help staff achieve their professional goals by committing funds to professional development opportunities, and helping staff understand where internal growth opportunities lie (when appropriate).
  • Through consistent reviews of goals and performance, we ensure a culture of feedback (both internally and externally) is present throughout all of our work.

FLEXIBLE

  • The landscape is constantly changing. To be most effective in our day-to-day work, we are comfortable with ambiguity and recalibrating our approach.
  • Our work is complex and moves quickly. Our staff is committed to being responsive to the needs of the organization for shared success.

LEADERS

  • We recognize that activities like board participation, mentoring, volunteering, and sports teams will enhance our employees’ productivity and their professional networks.
  • We empower decision making at all levels and are comfortable with our staff speaking on behalf of the organization.
  • We encourage our staff to think outside the box and take initiative to better the organization.
  • As MCAN continues to grow in national prominence in the college access movement, we encourage and promote our staff as leaders in the field.

FUN

  • MCAN has created a familial environment for its employees.  We take time to celebrate our individual accomplishments as well as our collective successes.
  • We know that important connections can be made during informal downtime at work and restoration is important for productivity.
  • Humor is a key component of our work environment. We have built a culture that facilitates interpersonal connections.

​

Connect With Us
Facebook

Strategy Assistant - High School Innovation

Organization Info

Michigan College Access Network

Overview
Headquarters: 
Lansing, MI
Website: 
micollegeaccess.org
Annual Budget : 
$5-10M
Size: 
11-50 employees
Founded: 
2010
About Us
Areas of Focus: 
Education
Mission: 

To increase college readiness, participation, and completion in Michigan, particularly among low-income students, first-generation college-going students, and students of color.

Why Work For Us?: 

Statement of Workplace Culture

WE ARE. . .

MISSION DRIVEN

  • MCAN occupies an important niche in the education community. We enthusiastically take on new projects that move us closer to reaching sixty by 30.
  • We work with and support the people, partners, and organizations that are committed to our mission.
  • We are passionate about our mission and will work diligently improve educational attainment rates for low income, first generation college-going students, and students of color.

INNOVATIVE

  • We foster inquisitiveness among staff by encouraging creative approaches to day-to-day challenges and organizational hurdles.
  • MCAN considers itself an idea incubator. We are comfortable with experimentation.

BOLD & TENACIOUS

  • When we identify strategies, projects and programs that work, we strive to bring them to scale and share them freely with our statewide and national partners.
  • We see opportunities, not barriers. As such, we are comfortable with taking calculated risks in the pursuit of sixty by 30.

COLLABORATIVE

  • Physically and metaphorically, we are not bound by walls or doors. This means all staff are accessible.
  • We avoid recreating the wheel and ensure organizational continuity by intentionally communicating and sharing resources.
  • Our staff has a working knowledge of each other’s projects.
  • We are committed to and find strength in helping and supporting each other.

INCLUSIVE

  • We are enthusiastically committed to diversity when engaging communities, hiring staff, recruiting our board members, and finding new partners across the state.
  • Everyone within our organization is a resource. Feedback is welcomed and accepted across the organization.

PROFESSIONAL

  • We are prompt, friendly, and clear in our internal and external communications. We are committed to consistent communication.
  • We do our homework, and come to the table prepared with meeting materials.
  • We are cognizant of the fact that we represent MCAN in our personal and professional lives.

GROWING & LEARNING

  • We take the time to debrief on projects and events within the organization, to learn what went well and how we can improve.
  • We help staff achieve their professional goals by committing funds to professional development opportunities, and helping staff understand where internal growth opportunities lie (when appropriate).
  • Through consistent reviews of goals and performance, we ensure a culture of feedback (both internally and externally) is present throughout all of our work.

FLEXIBLE

  • The landscape is constantly changing. To be most effective in our day-to-day work, we are comfortable with ambiguity and recalibrating our approach.
  • Our work is complex and moves quickly. Our staff is committed to being responsive to the needs of the organization for shared success.

LEADERS

  • We recognize that activities like board participation, mentoring, volunteering, and sports teams will enhance our employees’ productivity and their professional networks.
  • We empower decision making at all levels and are comfortable with our staff speaking on behalf of the organization.
  • We encourage our staff to think outside the box and take initiative to better the organization.
  • As MCAN continues to grow in national prominence in the college access movement, we encourage and promote our staff as leaders in the field.

FUN

  • MCAN has created a familial environment for its employees.  We take time to celebrate our individual accomplishments as well as our collective successes.
  • We know that important connections can be made during informal downtime at work and restoration is important for productivity.
  • Humor is a key component of our work environment. We have built a culture that facilitates interpersonal connections.

​

Connect With Us
Facebook

Strategy Manager - High School Innovation

Organization Info

Michigan College Access Network

Overview
Headquarters: 
Lansing, MI
Website: 
micollegeaccess.org
Annual Budget : 
$5-10M
Size: 
11-50 employees
Founded: 
2010
About Us
Areas of Focus: 
Education
Mission: 

To increase college readiness, participation, and completion in Michigan, particularly among low-income students, first-generation college-going students, and students of color.

Why Work For Us?: 

Statement of Workplace Culture

WE ARE. . .

MISSION DRIVEN

  • MCAN occupies an important niche in the education community. We enthusiastically take on new projects that move us closer to reaching sixty by 30.
  • We work with and support the people, partners, and organizations that are committed to our mission.
  • We are passionate about our mission and will work diligently improve educational attainment rates for low income, first generation college-going students, and students of color.

INNOVATIVE

  • We foster inquisitiveness among staff by encouraging creative approaches to day-to-day challenges and organizational hurdles.
  • MCAN considers itself an idea incubator. We are comfortable with experimentation.

BOLD & TENACIOUS

  • When we identify strategies, projects and programs that work, we strive to bring them to scale and share them freely with our statewide and national partners.
  • We see opportunities, not barriers. As such, we are comfortable with taking calculated risks in the pursuit of sixty by 30.

COLLABORATIVE

  • Physically and metaphorically, we are not bound by walls or doors. This means all staff are accessible.
  • We avoid recreating the wheel and ensure organizational continuity by intentionally communicating and sharing resources.
  • Our staff has a working knowledge of each other’s projects.
  • We are committed to and find strength in helping and supporting each other.

INCLUSIVE

  • We are enthusiastically committed to diversity when engaging communities, hiring staff, recruiting our board members, and finding new partners across the state.
  • Everyone within our organization is a resource. Feedback is welcomed and accepted across the organization.

PROFESSIONAL

  • We are prompt, friendly, and clear in our internal and external communications. We are committed to consistent communication.
  • We do our homework, and come to the table prepared with meeting materials.
  • We are cognizant of the fact that we represent MCAN in our personal and professional lives.

GROWING & LEARNING

  • We take the time to debrief on projects and events within the organization, to learn what went well and how we can improve.
  • We help staff achieve their professional goals by committing funds to professional development opportunities, and helping staff understand where internal growth opportunities lie (when appropriate).
  • Through consistent reviews of goals and performance, we ensure a culture of feedback (both internally and externally) is present throughout all of our work.

FLEXIBLE

  • The landscape is constantly changing. To be most effective in our day-to-day work, we are comfortable with ambiguity and recalibrating our approach.
  • Our work is complex and moves quickly. Our staff is committed to being responsive to the needs of the organization for shared success.

LEADERS

  • We recognize that activities like board participation, mentoring, volunteering, and sports teams will enhance our employees’ productivity and their professional networks.
  • We empower decision making at all levels and are comfortable with our staff speaking on behalf of the organization.
  • We encourage our staff to think outside the box and take initiative to better the organization.
  • As MCAN continues to grow in national prominence in the college access movement, we encourage and promote our staff as leaders in the field.

FUN

  • MCAN has created a familial environment for its employees.  We take time to celebrate our individual accomplishments as well as our collective successes.
  • We know that important connections can be made during informal downtime at work and restoration is important for productivity.
  • Humor is a key component of our work environment. We have built a culture that facilitates interpersonal connections.

​

Connect With Us
Facebook

Director of Service Strategy

Organization Info

Michigan College Access Network

Overview
Headquarters: 
Lansing, MI
Website: 
micollegeaccess.org
Annual Budget : 
$5-10M
Size: 
11-50 employees
Founded: 
2010
About Us
Areas of Focus: 
Education
Mission: 

To increase college readiness, participation, and completion in Michigan, particularly among low-income students, first-generation college-going students, and students of color.

Why Work For Us?: 

Statement of Workplace Culture

WE ARE. . .

MISSION DRIVEN

  • MCAN occupies an important niche in the education community. We enthusiastically take on new projects that move us closer to reaching sixty by 30.
  • We work with and support the people, partners, and organizations that are committed to our mission.
  • We are passionate about our mission and will work diligently improve educational attainment rates for low income, first generation college-going students, and students of color.

INNOVATIVE

  • We foster inquisitiveness among staff by encouraging creative approaches to day-to-day challenges and organizational hurdles.
  • MCAN considers itself an idea incubator. We are comfortable with experimentation.

BOLD & TENACIOUS

  • When we identify strategies, projects and programs that work, we strive to bring them to scale and share them freely with our statewide and national partners.
  • We see opportunities, not barriers. As such, we are comfortable with taking calculated risks in the pursuit of sixty by 30.

COLLABORATIVE

  • Physically and metaphorically, we are not bound by walls or doors. This means all staff are accessible.
  • We avoid recreating the wheel and ensure organizational continuity by intentionally communicating and sharing resources.
  • Our staff has a working knowledge of each other’s projects.
  • We are committed to and find strength in helping and supporting each other.

INCLUSIVE

  • We are enthusiastically committed to diversity when engaging communities, hiring staff, recruiting our board members, and finding new partners across the state.
  • Everyone within our organization is a resource. Feedback is welcomed and accepted across the organization.

PROFESSIONAL

  • We are prompt, friendly, and clear in our internal and external communications. We are committed to consistent communication.
  • We do our homework, and come to the table prepared with meeting materials.
  • We are cognizant of the fact that we represent MCAN in our personal and professional lives.

GROWING & LEARNING

  • We take the time to debrief on projects and events within the organization, to learn what went well and how we can improve.
  • We help staff achieve their professional goals by committing funds to professional development opportunities, and helping staff understand where internal growth opportunities lie (when appropriate).
  • Through consistent reviews of goals and performance, we ensure a culture of feedback (both internally and externally) is present throughout all of our work.

FLEXIBLE

  • The landscape is constantly changing. To be most effective in our day-to-day work, we are comfortable with ambiguity and recalibrating our approach.
  • Our work is complex and moves quickly. Our staff is committed to being responsive to the needs of the organization for shared success.

LEADERS

  • We recognize that activities like board participation, mentoring, volunteering, and sports teams will enhance our employees’ productivity and their professional networks.
  • We empower decision making at all levels and are comfortable with our staff speaking on behalf of the organization.
  • We encourage our staff to think outside the box and take initiative to better the organization.
  • As MCAN continues to grow in national prominence in the college access movement, we encourage and promote our staff as leaders in the field.

FUN

  • MCAN has created a familial environment for its employees.  We take time to celebrate our individual accomplishments as well as our collective successes.
  • We know that important connections can be made during informal downtime at work and restoration is important for productivity.
  • Humor is a key component of our work environment. We have built a culture that facilitates interpersonal connections.

​

Connect With Us
Facebook

Director of Community Mobilization Strategy

Organization Info

Michigan College Access Network

Overview
Headquarters: 
Lansing, MI
Website: 
micollegeaccess.org
Annual Budget : 
$5-10M
Size: 
11-50 employees
Founded: 
2010
About Us
Areas of Focus: 
Education
Mission: 

To increase college readiness, participation, and completion in Michigan, particularly among low-income students, first-generation college-going students, and students of color.

Why Work For Us?: 

Statement of Workplace Culture

WE ARE. . .

MISSION DRIVEN

  • MCAN occupies an important niche in the education community. We enthusiastically take on new projects that move us closer to reaching sixty by 30.
  • We work with and support the people, partners, and organizations that are committed to our mission.
  • We are passionate about our mission and will work diligently improve educational attainment rates for low income, first generation college-going students, and students of color.

INNOVATIVE

  • We foster inquisitiveness among staff by encouraging creative approaches to day-to-day challenges and organizational hurdles.
  • MCAN considers itself an idea incubator. We are comfortable with experimentation.

BOLD & TENACIOUS

  • When we identify strategies, projects and programs that work, we strive to bring them to scale and share them freely with our statewide and national partners.
  • We see opportunities, not barriers. As such, we are comfortable with taking calculated risks in the pursuit of sixty by 30.

COLLABORATIVE

  • Physically and metaphorically, we are not bound by walls or doors. This means all staff are accessible.
  • We avoid recreating the wheel and ensure organizational continuity by intentionally communicating and sharing resources.
  • Our staff has a working knowledge of each other’s projects.
  • We are committed to and find strength in helping and supporting each other.

INCLUSIVE

  • We are enthusiastically committed to diversity when engaging communities, hiring staff, recruiting our board members, and finding new partners across the state.
  • Everyone within our organization is a resource. Feedback is welcomed and accepted across the organization.

PROFESSIONAL

  • We are prompt, friendly, and clear in our internal and external communications. We are committed to consistent communication.
  • We do our homework, and come to the table prepared with meeting materials.
  • We are cognizant of the fact that we represent MCAN in our personal and professional lives.

GROWING & LEARNING

  • We take the time to debrief on projects and events within the organization, to learn what went well and how we can improve.
  • We help staff achieve their professional goals by committing funds to professional development opportunities, and helping staff understand where internal growth opportunities lie (when appropriate).
  • Through consistent reviews of goals and performance, we ensure a culture of feedback (both internally and externally) is present throughout all of our work.

FLEXIBLE

  • The landscape is constantly changing. To be most effective in our day-to-day work, we are comfortable with ambiguity and recalibrating our approach.
  • Our work is complex and moves quickly. Our staff is committed to being responsive to the needs of the organization for shared success.

LEADERS

  • We recognize that activities like board participation, mentoring, volunteering, and sports teams will enhance our employees’ productivity and their professional networks.
  • We empower decision making at all levels and are comfortable with our staff speaking on behalf of the organization.
  • We encourage our staff to think outside the box and take initiative to better the organization.
  • As MCAN continues to grow in national prominence in the college access movement, we encourage and promote our staff as leaders in the field.

FUN

  • MCAN has created a familial environment for its employees.  We take time to celebrate our individual accomplishments as well as our collective successes.
  • We know that important connections can be made during informal downtime at work and restoration is important for productivity.
  • Humor is a key component of our work environment. We have built a culture that facilitates interpersonal connections.

​

Connect With Us
Facebook

Development Manager

Organization Info

Living History Farms

Overview
Headquarters: 
Urbandale, IA, USA
Website: 
lhf.org
About Us
Areas of Focus: 
Arts / Culture / Humanities
Education
Mission: 

Living History Farms is an interactive outdoor history museum which educates, entertains and connects people of all ages to Midwestern rural life experiences.

Programs: 

Living History Farms seeks to enrich public understanding and to engage the public in consideration of the significance of past and present issues in agriculture and rural life.

Living History Farms seeks to re-create the daily routines of representative historical years by means of “living history” interpretation. To accomplish this, LHF constructs authentic simulations of typical historical farm sites and a small town from time periods that illustrate major changes in agricultural technology, procedures and rural life.

Living History Farms seeks to promote the history of agriculture and rural life through the enrichment of the educational curricula of preschool through college and adult education in both traditional and non-traditional settings.

Conservation Science Director

Organization Info

Coral Reef Alliance

Overview
Headquarters: 
Oakland, CA, USA
Website: 
coral.org
Size: 
11-50 employees
Founded: 
1994
About Us
Areas of Focus: 
Environment
Mission: 

The Coral Reef Alliance (CORAL) is a non-profit, environmental NGO that is on a mission to save the world’s coral reefs. We work collaboratively with communities to reduce direct threats to reefs in ways that provide long-term benefits to people and wildlife. In parallel, CORAL is actively expanding the scientific understanding of how corals adapt to climate change and is applying this information to give reefs the best chance to thrive for generations to come. Our broad expertise uniquely positions us to rally the conservation community around scalable and effective solutions for coral reefs around the world.

Why Work For Us?: 

CORAL has been delivering high-quality conservation programs that have made a difference in the world for 25 years. Our work has even pioneered a new area of science related to helping coral reefs to adapt at regional scales. All this has prepared CORAL to take the next step in its progression as an organization: leveraging our knowledge and reputation as a highly-trusted partner that will rally the conservation community to save coral reefs at a global scale.

Connect With Us
Facebook
Twitter
LinkedIn

VP of Philanthropy

Organization Info

PARC

Overview
Headquarters: 
St. Petersburg, FL, USA
Website: 
parc-fl.org
About Us
Areas of Focus: 
Diseases / Disorders
Mission: 

To provide opportunities for children & adults with developmental disabilities to exercise their independence and experience life to the fullest.

Programs: 

PARC has been providing opportunities for individuals with intellectual and developmental disabilities for over 65 years. Using a “person-centered” approach, PARC provides programs and services helping those exercise their independence and experience life to the fullest. Today PARC serves over 800 individuals, focusing on gaining new experiences and living the quality of life deserved by all.

Advocacy, housing, education, collaboration and community engagement are just some of the many examples in which PARC makes a positive contribution to community life. PARC helps children and adults focus on what they can do rather than what they are unable to do.

We are known as a progressive leader in the field of intellectual and developmental disabilities (I/DD). Driven by the vision of a community where all individuals live with dignity and are treated with respect, PARC is truly dedicated to ensuring that children and adults, no matter what their capabilities, are valued and appreciated as unique and valued individuals. 

Development Manager

Organization Info

Saving Mothers

Overview
Headquarters: 
New York, NY
Website: 
savingmothers.org
Annual Budget : 
$100-500,000
Size: 
1-10 employees
Founded: 
2009
About Us
Areas of Focus: 
Healthcare / Public Health
Community Service / Capacity Building / Volunteerism
International
Human Services
Philanthropy / Grantmaking Foundation
Mission: 

Saving Mothers is a 501(c)3 organization dedicated to women's health, education and empowerment. Through public health initiatives, we aim to give women and their health care providers the tools they need to reduce maternal mortality and morbidity.

Programs: 

- Maternal Continuum of Care Program, Kenya

- School of PowHer, Guatemala 

- Telemedicine, Uganda 

- Hospital Training Program, the Dominican Republic

- The mPOWHER Kit Program, New York City 

Why Work For Us?: 

We are Saving Mothers because no woman should die giving life. Saving Mothers is a 501(c)(3) nonprofit organization dedicated to eradicating preventable maternal deaths and birth-related complications in low-resource settings.

Each year, more than 300,000 women and girls die from complications of pregnancy and childbirth. That’s one mother dying every two minutes.  The vast majority of these deaths are due to lack of access to basic sexual and reproductive health care and 75% of these deaths could be prevented with low-cost interventions. We are an organization of doctors and allied professionals that work with country governments and local organizations to improve maternal health care in resource-limited settings. We design innovative, evidence-based programming that we customize to the specific needs of communities and bring biomedical technologies where they are most needed.

Saving Mothers was founded in 2009 by Dr. Tara Shirazian. Having worked in various development contexts as an Obstetrician/Gynecologist, she came to believe that tackling the most intractable inequalities in maternal health demanded an integrative, global vision for care that valued women’s lives equally regardless of their location or ability to pay. Based in New York, she grew the organization to include the country’s leading doctors in the field of maternal health, dedicated to bringing the expertise of physicians and surgeons to areas with the most urgent and unmet need for women’s health care. Saving Mothers empowers women in resource-limited settings by training their local medical providers, bringing life-saving medical technologies to rural hospitals and clinics, and providing reproductive health education.

Photos
Video
Embedded thumbnail for Saving Mothers
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Media - Communications - Digital Content and Social Media

Organization Info

Men's Health Network

Overview
Headquarters: 
Washington D. C., DC, USA
Website: 
menshealthnetwork.org
About Us
Areas of Focus: 
Healthcare / Public Health
Mission: 

Men's Health Network (MHN) is a national non-profit organization whose mission is to reach men, boys, and their families where they live, work, play, and pray with health awareness and disease prevention messages and tools, screening programs, educational materials, advocacy opportunities, and patient navigation.

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