Title: Interim Executive Director
Status: Full-time Position (32/week) Temporary
Benefits: Health Insurance, Dental Coverage, and Generous Allotment of Time Off
Compensation: $6,250 Monthly
Reports To: Board of Directors
The Interim Executive Director (IED) will support the overall strategic and operational responsibility for Pride Center of Vermont’s staff, programs, expansion, and execution of its mission during the current leadership transition. Reporting to the Board of Directors, the Interim Executive Director will be a strong and collaborative leader with experience in fundraising, financial management, program management, and operational supervision. The Executive Director will be the face of Pride Center of Vermont and is responsible for supporting strategic direction and shepherding the organization while in transition, toward the long-term sustainability of Pride Center of Vermont as a statewide LGBTQ+ community-serving organization.
Systemic Inequalities in hiring cause people who are BIPOC, LGBTQ+, women, and others with non-dominant identities to apply for jobs only when they meet 100% of the qualifications. We encourage you to break that statistic and apply if you feel you would be a good fit for this position, as applicants rarely meet 100% of the qualifications. We look forward to your application.
Lead, coach, develop, and retain Pride Center of Vermont’s staff and leadership team;
Build an effective leadership team through providing guidance, coaching, collaboration, and clear, consistent communication;
Ensure ongoing programmatic excellence, rigorous program evaluation, and consistent quality of finance and administration, fundraising, communications, and systems; recommend timelines and resources needed to achieve the strategic goals;
Support and create structures for staff innovation, program development, and cross-program collaborations;
Support staff in learning and practicing anti-oppressive tools for conflict transformation and addressing workplace and/or interpersonal harm;
Day-to-day management of high-priority actions, such as being available to activate a public response (including media requests) to local, state, and national events that impact PCVT and the LGBTQ+ communities we serve;
Actively engage and energize the organization’s staff, volunteers, board, event committees, LGBTQ+ communities, partnering organizations, and funders;
Regularly evaluate program components and measure successes to be be effectively communicated to the board, funders, and other constituents;
Ensure effective systems to track scaling progress and sustainable growth;
Manage the financial actions of the organization in collaboration with the board finance committee; Duties include tracking cash flow, financial planning, analyzing the organization’s financial strengths and weaknesses, and proposing corrective actions;
Implement, maintain, and review payroll processing systems to ensure timely and accurate processing of payroll transactions including salaries, benefits, garnishments, taxes, and other deductions. Ensure accurate and timely processing of payroll updates including new hires, terminations, and changes to pay rates;
Ensure work environments are adequate and safe, including agency insurance coverage and federal compliance with OSHA regulations for all PCVT programs and activities.
Fundraising & Communications:
Understand and engage with complex funding streams (e.g., foundations, corporate, individual, government, etc.) and rapidly changing trends in the non-profit, health and human services, and LGBTQ+ service organizations;
Manage and support grant report and application process in collaboration with the directors team and finance committee to research funding opportunities;
Expand local, revenue-generating and fundraising activities to support existing program operations and future expansion;
Work in partnership with the Board of Directors and Development staff to identify, solicit and acquire new sources of funding;
Deepen and refine all aspects of communications—from web presence to external relations — with the goal of creating a stronger brand;
Act as, or appropriately delegate, the responsibility of primary spokesperson for the organization with elected officials, with government agency leaders, and with non-governmental funding communities;
Strategy & Vision:
Engage the Board, staff, and community stakeholders in a process to help achieve the organization’s short and longer-term racial justice, diversity and inclusion plan;
Support the strategic implementation of a new leadership structure in alignment with organization’s values while centering long-term sustainability, ensuring that necessary funds, staff, and infrastructure are available to realize the plan’s goals;
Communicate organizational plan, goals, ongoing progress, and outcomes to the organization’s Board, staff, funders, partners and community stakeholders.
Diversity & Inclusion:
Serve as PCVT spokesperson for an intersectional LGBTQ+ community;
Bring a robust understanding of diversity that includes race, ethnicity, gender, gender identity, sexual orientation, size, socioeconomic background, disability, medical status; and factors that include: marital status, parental status, veteran status, etc.
Support and ground PCVT staff, volunteer, and board recruitment, hiring, and retention to ensure equitable demographic representation;
Ensure PCVT collaborations and partnerships align with the above
Pride Center of Vermont strives to ensure our board and staff accurately and authentically represent the communities we serve, with a focus on racial equity, inclusion, and belonging. This means prioritizing recruitment, support, and retention of BIPOC queer and trans leaders and the advancement of a racially inclusive, gender expansive, diverse board and staff.
Our board and staff actively work to disrupt systems of white supremacy and advance racial justice within the organization and we’re committed to taking personal accountability and responsibility of centering racial justice in our work.
Each board and staff member is expected to commit to active learning and self-growth outside of our lived experience, by taking an honest inventory of our privileges, and educating ourselves on how oppression shows up differently and disproportionately across identity categories. We are expected to uphold accountability to understand how folks at intersections of multiple marginalized identities across race, sex, gender identity, socio-economic status, and disability, face increased barriers.
In our commitment to move forward with our antiracism work as an organization, we are collecting a list of resources to aid us in furthering these conversations. Please fill in any resources that you have found helpful and/or you would like to read, watch, etc. This is a living document so please add as you see fit! More details to follow, but it is an expectation that white staff members engage with these materials in working groups; staff members of color have the option to opt-in only if that would feel good to them.