Colorado Nonprofit Association

Executive Director

Responsibilities

Board Collaboration

● Report to the Board
President.

● Assist in
developing and executing the organization’s vision and strategic plans to
assure the organization’s long-term health and direction, collaborating with
stakeholders to identify opportunities for growth and innovation.

● Responsible for
financial reporting to the Board of Directors.

Mission, Values, and Brand

● Ensure that values,
mission, and brand are reflected in all public-facing aspects of the
organization.

Fiduciary Duties and Development

● Responsible for
GVCA financial management and financial health. Partner with the Board
President and Finance Committee to develop the annual budget and establish
policies for sound fiscal management while ensuring responsible stewardship of
financial resources and adherence to budgetary parameters. Oversee and grow our
annual $200+K budget.

● Oversee annual
event planning and implement strategic marketing initiatives to increase
memberships, event attendance, workshop sponsorships and ticket sales, classes
and open studio time at the GVCA Community Art Studio and other
revenue-generating opportunities.

● Host member events,
artist workshops, candidate forums, community feedback sessions, and interact
with local and statewide arts and culture organizations (e.g., GJ Commission on
Arts and Culture, VisitGJ, Colorado Creative Industries).

● Coordinate
fundraising efforts to include grant writing and a year-end appeal.

● Participate in
donor events, develop relationships with existing donors, and seek out
potential new donors and board members in conjunction with the Board.

Operations and Program Management

● Bring innovative
ideas, energies, programs, and initiatives to the GVCA.

● Hire and manage
staff, providing leadership and direction to staff while supporting a culture
of collaboration and inclusion with creatives who will use the GVCA Community
Art Studio.

● Ensure the
operations and execution of GVCA events, workshops, and the GVCA Community Art
Studio are high-quality.

● Contract with third
party individuals to achieve GVCA goals (e.g., marketing, bookkeeping).

● Continue the GVCA’s
commitment to diversity, equity, and inclusion as critical to its future
success and model a culture of personal learning and growth.

Qualifications

The Executive Director must be a polished,
educated, experienced non-profit leader and administrator. If an individual is
excited about this role and feels that they can contribute to the GVCA, but
their experience does not align with every qualification listed below, GVCA
encourages them to apply.

● Bachelor’s degree
required and master’s degree preferred.

● A commitment to the
mission of the Grand Valley Creative Alliance – The mission of the Grand Valley Creative Alliance is to cultivate and
promote the creative community.

● Proven track record
in nonprofit management with a preference for nonprofit arts administration.

● Proven financial
acumen and proficiency in managing nonprofit budgets.

● Experience with
asking people for money in a campaign setting (i.e. year-end appeals,
sponsorships, grant writing).

● Comfortable
interfacing with and developing strong relationships with artists, patrons,
administration, Board, and community members.

● Strong written and
verbal communication skills with an ability to engage and inspire diverse
stakeholders.

● Experience in
public speaking.

● Ability to lead
teams toward a common goal while fostering collaboration and inspiring
excellence.

● Enjoyment of the
arts and culture in the Grand Valley’s unique, creative environment.

● Work schedule will
include some evenings and weekends for various events and programming. Physical Requirements:
This job requires a mix of computer-based activities and active engagement with
the public. Some remote work may be required. The incumbent will attend
meetings and meet with donors in various locations throughout the Grand Valley;
reliable transportation is necessary. Some transport of materials and event
setup may be required.

Executive Director

(This position is on-site and in-person both in the office and across the seven counties served by the District. The Executive Director must live within the region served by the SCFD.)

The Scientific and Cultural Facilities District (SCFD) is the only cultural funding model in the nation that serves a region of seven counties. The organization is governed by a State Statute, approved by Colorado’s General Assembly, and has been renewed by voters’ multiple times over more than 30 years. The Statute outlines eligibility, funding distributions and SCFD administration expenses. This regional support has allowed the SCFD to grow into the second-largest cultural funding mechanism in the United States. 

Today, the organization funds almost 300 organizations across the Front-Range urban corridor, distributing more than $80 million annually. These tax dollars provide critical operational support for small, medium and large organizations. 

As the day-to-day work of the District continues, the SCFD is gearing up to ask voters to continue their support when renewal of the District appears on the November 2028 ballot. Denver metro area voters created the district in 1987 and have voted to renew the district three times over its 35-year history.  

Recently, the SCFD Board of Directors approved a framework for collecting the input the District will need from stakeholders and supporters to chart a vision for the future. As 2028 approaches, the District will be conducting research and engaging with SCFD stakeholders to gather feedback and build consensus on the right framework to carry the organization into its next 30 years.

SCFD seeks a nonpartisan leader who is passionate about the arts, culture, science and lifelong learning. This individual has experience navigating complex systemic issues and understands the importance of collaboration while problem-solving. They will demonstrate the ability to identify potential threats, mitigate risks, leverage emerging opportunities and execute plans to achieve tangible outcomes.  

This is a high-profile position, requiring a dynamic, politically savvy and persuasive individual who will motivate and mobilize both internal and external audiences to support SCFD’s work and renewal. This individual must demonstrate success in cultivating authentic relationships with a wide range of constituencies, including nonprofit leadership, stakeholders, elected officials and the business community. This individual will guide and facilitate, alongside the SCFD Board and funded organizations, the updated SCFD statute on the November 2028 ballot. 

The ideal candidate has experience leading, managing and directing complex organizations with diverse internal and external constituencies. This individual is externally focused with the capacity to effectively engage many different partners and stakeholders. This apolitical leader has the capacity to strategically convene stakeholders and facilitate discussion that results in aligned outcomes.

If you want to play a key role in this dynamic organization, please confidentially submit a current resume and cover letter to Kittleman & Associates. The cover letter is an opportunity to showcase your passion for the SCFD’s mission, as well as organizational impact in current or prior roles.This role will be filled as soon as possible and the deadline for applications is Monday, May 5, 2025.

Nondiscrimination Policy

The Scientific & Cultural Facilities District does not discriminate against any person or organization based on age, race, sex, color, creed, religion, national origin, native language, sexual orientation, transgender status, gender identity, gender expression, genetic information, ancestry, marital status, gender, veteran status, military status, political service, affiliation or disability.

Equal Employment Opportunity

The Scientific & Cultural Facilities District is an equal opportunity employer and prohibits discrimination against any person or organization based on age, race, sex, color, creed, religion, national origin, native language, gender, sexual orientation, transgender status, gender identity, gender expression, genetic information, ancestry, marital status, veteran status, military status, political service, affiliation or disability or any other legally protected class.

This prohibition includes unlawful harassment based on any of these protected classes. Unlawful harassment includes verbal or physical conduct, which has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment.

The District prohibits retaliation against any employee for filing a complaint under this policy or for assisting in a complaint investigation. If you believe there has been a violation of our EEO or retaliation standard, please follow the complaint procedure contained in the sexual harassment policy.

Director, Career Pathways

Mi Casa Resource Center is seeking a seasoned professional with strong leadership and management skills, excellent relationship building skills and experience in workforce development, education or training to join as Director, Career Pathways.  

The Director of Career Pathways is responsible for the strategic advancement and direction of the Career Pathways
(CP) team as they support adult job seekers through education and employment. This work involves developing, planning, coordinating, implementing, and managing Mi Casa’s educational and career pathways strategy, based on proved best practices. The Director is part of the agency’s leadership team, guiding the implementation of strategic and operational plans, ensuring innovative, effective, and efficient outcomes and operations that support, inform, and assist staff, clients, and other stakeholders. A key focus of this role is establishing and maintaining partnerships with employers, community agencies, and higher education institutions to create direct pipelines for participants to enter the program and secure employment. 

KEY RESPONSIBILITIES 

Leadership  

• Collaborates with the leadership team on agency-wide strategies, objectives, and initiatives to achieve strategic and operational goals. 
• Creates departmental program strategy and leads CP team, monitoring program quality and evaluation for successful outcomes 
• Supervises management staff, interns and volunteers as needed. 
• Stays abreast of local and national workforce, and education efforts, developing partnerships with key industry stakeholders to facilitate employment opportunities for program participants.  
• Ensures processes and procedures are followed as per organization and grant guidelines.  
• Leads assigned staff committees as needed. 

Operations  

• Leads creation, implementation, and evaluation of Career Pathways, ensuring alignment with industry and educational partners to maximize participant success. 
• Manages department grants. 
• Develops and manages strategic community relationships, including partnership with employers, trade organizations, postsecondary institutions, and community-based organizations. 
• Collaborates with businesses and higher education institutions to create apprenticeship, internship, and job placement opportunities. 
• Develops and manages the department budget. 
• Seeks opportunities to improve workflow in the department. 
• Tracks expected outcomes to ensure proper completion of a program goal. 
• Fills in for instructing and coaching staff as needed.  
• Exports data reports to monitor program goals. 

Independent Judgement  

• Develops and manages MOUs and contracts related to the department, including those with employer and education partners. 
• Makes departmental staffing decisions. 
• Has day-to-day operational and financial decision-making responsibility. 

Fundraising and Grant Management

• Works side-by-side with the Development team on programming specific grant applications and grant reports. 
• Actively supports and participates in fundraising efforts, to identify, prioritize and strategize revenue generation opportunities.  
• Maintains knowledge of the requirements of grants and contracts. 
• Works with the Development and Marketing department on program specific grant applications and grant reports. 
• Implements grants and monitors the programs’ financial and outcomes goals.  

QUALIFICATIONS  

• 7 or more years of experience in workforce development, education, training, or an equivalent combination of education and experience. 
• Demonstrated experience in workforce development is a plus. 
• Experience in employer engagement, industry partnerships, and collaboration with educational institutions is a plus. 
• Bachelor’s degree is preferred.  
• At least 5 years of supervisory/management experience.  
• Experience with and respect for low-income and underserved communities. 
• Understanding of barriers facing those living in poverty.  
• Demonstrated experience in implementing and tracking large grants a plus.  
• Proven ability to develop and sustain strategic partnerships with employers and education providers. 
• Bilingual English/Spanish is strongly preferred. 
• Background check required along with valid driver’s license, good motor vehicle record and valid auto insurance.  

KEY COMPETENCIES  

• Strategic thinker with strong leadership and management skills 
• Proactive individual that takes initiative  
• Understanding of data collection, interpretation, and ability to make data informed decisions. 
• Adaptability and flexibility to meet the needs of funders and participants 
• Excellent interpersonal communication including ability to listen respectfully different perspectives  
• Ability to build and manage employer and education partnerships to support program success. 
• Commitment to a strengths-based approach 
• Ability to develop/manage strategic partnerships 
• Budget and grant management 
• Supervision and team management  
• Passion for Mi Casa’s purpose and vision.  

Executive Director

The Executive Director is responsible for overseeing the administration, programs and strategic plan of Christ Clinic, Inc. This role requires balancing day-to-day operational oversight with long-term strategy, fundraising, and relationship-building. This person is committed to the mission of Christ Clinic to draw others to Christ by providing compassionate medical and spiritual care to all in need.

Reports To: Board of Directors

Terms of Employment: This position is a 1.0 FTE exempt position with expectations to work 40 hr/week

Hours and Location:

• This position often requires flexibility, and this person may need to attend evening or weekend events, meet with stakeholders outside of regular business hours, and/or respond to urgent issues.
• The Executive Director will work in the office when possible (Mon-Thur, 10am-3pm) during routine office hours and remain available by phone/text to all staff members when working away from the office during this time.

Compensation and Benefits:

The compensation and benefits for this full-time position will be determined by the Board of Directors based on this Position Description and the qualifications of the hired person. Salary range $65,000 to $75,000.

Leadership and Strategy Responsibilities: (10%)

• Provides visionary leadership to the organization in alignment with its mission, goals, and values
• Develops, implements, and monitors the organization’s strategic plan in collaboration with the Board of Directors
• Ensures the organization’s programs and services are effectively managed, monitored, and evaluated
• Fosters a culture of transparency, collaboration, and accountability

Fundraising and Financial Management: (50%)

• Oversees fundraising planning and execution, including identifying funding sources, developing fundraising plans, and leading grant-writing efforts
• Cultivates relationships with major donors, foundations, and corporate sponsors to secure ongoing support
• Ensures sound financial management and compliance, including the developing and monitoring of annual budgets
• Provides regular financial reports to the Board of Directors

Operations and Human Resources Responsibilities: (5%)

• Manage the day-to-day operations of the organization, including staff supervision, resource allocation, and policy implementation
• Recruit, hire, and retain qualified staff, fostering a positive work environment
• Oversee human resource practices including performance management, professional development, and staff training
• Ensures legal and regulatory compliance in all organizational activities
• The Executive Director assures that facility maintains compliance with federal, state and local laws

Board of Directors Liaison: (10%)

• Serves as the primary point of contact between the Board of Directors and the staff
• Works closely with the Board to develop and execute organizational policies and long-term plans
• Provides regular updates and reports to the Board on operational, financial, and strategic matters
• Supports the recruitment and orientation of new board members

Public Relations and Community Engagement Responsibilities: (15%)

• Acts as the public face of the organization, representing it in external relations, community engagements, and at nonprofit and other events
• Builds and maintains partnerships with community organizations, government agencies, and other stakeholders to advance the mission
• Oversees marketing, public relations, and communication strategies to enhance the organization’s visibility and reputation

Program Development and Evaluation: (10%)

• Ensures programs align with the organization’s mission and goals and that they meet the needs of the community
• Oversees the planning, implementation, and evaluation of programs and services
• Ensures accountability and quality assurance in all program activities
• Sits in on the Medical Executive Committee and Continuous Quality Improvement Team as an active member

Qualifications:

The ideal candidate for this role embraces servant-leadership as well as a thoughtful approach to day-to-day operational management, strategic planning, and organizational leadership.

• Education:
• Bachelor’s degree in nonprofit management, business administration, public administration or related field is required.
• Master’s degree in a healthcare-related field with significant coursework in non-profit management preferred
• Experience:
• Minimum of 5 years’ experience as a leader in a nonprofit organization required.
• A proven track record in fundraising, financial management, and organizational leadership is required.
• Experience working with a Board of Directors and managing staff is required.
• Licensed medical professional preferred
• Skills:
• Strong leadership and strategic thinking skills
• Excellent communication, both written and verbal
• Ability to build and manage relationships with diverse stakeholders
• Strong financial and operational management abilities
• Knowledge of non-profit sector laws, regulations, and best practices 

Executive Director

Position Summary: As a new organization, NAHC is in a capacity-building phase. The Executive Director provides visionary and values-based leadership, working closely with the NAHC board of directors and staff to advance the organization’s mission. The Executive Director is responsible for developing and directing the financial, operations, and programmatic systems and processes of the organization. The Executive Director assures that NAHC programs and services are responsive to current and anticipated community needs and serves as the primary representative, and spokesperson for NAHC among tribal, local, state, and federal agencies and other organizations. 

Primary Responsibilities:

• Organizational Capacity Building and Leadership

 Responsible for fiscal management that generally anticipates operating within the approved budget, ensuring maximum resource utilization, and maintaining a positive financial position for NAHC.

 Ensures adequate NAHC insurance protections, employee benefits, and other administration and organizational structures and processes. 

 Hires, trains, supports, and evaluates the performance of NAHC employees. 

 Ensures agency compliance with tribal, federal, state, and local laws and ordinances as applicable.

 Establishes and maintains relationships with key community organizations and stakeholders to strategically advance the mission of NAHC.

 Serves as the lead representative and spokesperson for NAHC. 

 Executes organizational and programming policies and procedures. 

 Promotes a supportive team culture and positive work environment among employees.  

• Board Governance

 Communicates effectively with the board of directors and provides, in a timely and accurate manner, all information necessary for the board to function properly and to make informed decisions.

 Works closely with members of the board of directors and staff to develop and implement a strategic plan to ensure that NAHC can successfully fulfill its mission.

 Supports board member recruitment, onboarding, and training on board roles and responsibilities and other board training needs. 

 Provides board committee support as needed. 

 Assists with the development and amendment of By-laws and other Board policies as needed. 

 Facilitates annual meeting logistics and participation. 

 Ensures that members of the board have the support and resources needed to fulfill their fiduciary and fund development commitments to NAHC. 

 Works closely with the board of directors to establish employment, administrative, and program policies and procedures. 

• Fund Development and Sustainability

 Generates a diverse stream of funding to sustain the organization that includes grants, individual donor contributions, earned income, and other forms of revenue.

 Ensures compliance with funder expectations and reporting. 

• Programs and Projects

 Works closely with NAHC staff to establish programs and services that are responsive to current and anticipated community needs.  

 Ensures that NAHC employees are adequately trained to provide housing navigation, rent assistance and other related services and support. 

 Advances the development and growth of the NAHC Coalition and working groups. 

 Engages NAHC Coalition members in strategic planning. 

 Explores and pursues affordable housing development opportunities. 

Minimum Qualifications: 

The candidate must hold a bachelor’s degree (or equivalent number of years of experience) with 5+ years of progressive experience in executive level non-profit management and advocacy. The candidate must also possess the following skills, abilities, and experience: 

• Extensive experience in executive level non-profit management including audit requirements, government grants/contracts, program development, human resources, financial management, fund development, strategic planning, and board governance. 

• Excellent working knowledge of Native American housing programs and operations with an extensive background working in or with urban housing programs and projects. 

• Excellent writing, verbal, and public speaking skills, and experience. 

• Outstanding ability to establish and maintain relationships with private and government funding sources, as well as national/regional tribal and non-tribal organizations and other community stakeholders. 

• Ability to prepare detailed reports and general correspondence. 

• Proven fund development experience with a minimum of $1 million raised in the past two years. 

• Strong skills and experience with Microsoft and Google Workspace applications.

Preferred Qualifications: 

The ideal candidate will hold a master’s degree, graduate certificate, (or equivalent number of years of experience), 5+ years of experience in non-profit leadership/management, personnel supervision, and advocacy. In addition to the minimum skills, abilities, and experience, the ideal candidate will possess the following: 

• Knowledge of Fair Housing Laws.

• Principles and practices of public administration, including finance (budgeting, accounting). 

• Housing development, construction; rehabilitation, and financing.

• Principles, procedures, and techniques used in real estate and property management. 

• Applicable tribal, federal, state, and local laws and regulations related to areas of responsibility, particularly Pl. 104-330, The Native American Housing Assistance and Self-Determination Act (NAHASDA) of 1996.

Director of Human Resources

Founded in 1982, the Center for Work Education and Employment (CWEE) is one of Denver’s leading workforce and anti-poverty organizations. CWEE provides personal and professional support to address each career seeker’s unique challenges and to facilitate a supportive path to long-term employment success. CWEE’s mission is to foster personal and professional transformation for low-income families through confidence building, customized skills training, and career advancement. CWEE believes that regardless of personal situations and other barriers to employment, when an appropriate level of education and support is provided, individuals can and will succeed. 

The values that drive CWEE’s mission of helping individuals succeed also drive CWEE’s approach to organizational management and employee development. CWEE embraces a culture of organizational learning and continuous quality improvement while centering trauma-informed care and wellness at all levels of the organization. 

 SUMMARY OF POSITION   

The Director of Human Resources (HR) is responsible for continuously improving and maintaining all HR functions across the employee lifecycle. Interacting as an organizational resource and senior leader to all members of the CWEE team, this position provides both strategic and operational HR expertise to ensure organizational compliance and a deep commitment to supporting staff at all levels of the organization. This role will build out and champion CWEE’s commitment to motivation driven practice by cultivating a culture of coaching that spans all organizational relationships. Through identification and analysis of HR metrics, the HR Director will collaborate with leaders to anticipate and plan for future organizational needs while assessing and enhancing policies and practices that center diversity, equity, and inclusion. This role supervises the HR Generalist and plays a critical role in supporting staff and their supervisors through onboarding and ongoing organizational training and development. This role seeks to create a consistent staff experience that is grounded in motivation driven practice, equity and a commitment to wellness. 

The Director of Human Resources serves as a member of CWEE’s Executive Leadership Team (ELT); this role contributes to overall organizational strategy by managing the budget, supporting policy decisions, implementing effective communication channels and championing change management efforts.   

Human Resources (40% of time) 

• Manage organizational design, compensation design and planning, performance management, compliance, employee relations and organizational learning initiatives 
• Ensure internal pay equity and external competitiveness in alignment with the organization’s budget and goals through regular review of salaries and pay band compensation structure 
• Serve as a strategic advisor on complex employee relations issues, performance improvement, and disciplinary actions, ensuring fair and consistent application of policies 
• Maintain in-depth knowledge of employment laws and regulations, mitigating legal risks through compliance, policy enforcement, and collaboration with Employers Council 
• Analyze HR trends and metrics to collaborate and drive solutions that support organizational and workforce planning needs; regularly present out to staff and Board  
• Oversee internal investigations, ensuring timely resolution and appropriate corrective actions to maintain a fair and compliant workplace 
• Identify gaps in existing HR policies and contribute to the development of new HR policies and procedures 
• Oversee and administer biweekly payroll 
• Work closely with external legal council 

 Staff Development and Coaching (30% of time) 

• Introduce CWEE’s coaching model to all new hires and provide regular support and training to center motivation driven practice across the organization  
• Implement and manage performance evaluation systems and employee development plans 
• Train and collaborate regularly with supervisors across the organization on best practices for supervision and performance coaching  
• Promote and support diversity, equity, and inclusion initiatives across the organization 

Supervision (15% of time)  

• Directly supervise CWEE’s HR Generalist  
• Embrace CWEE’s use of developmental and motivational supervision 
• Maintain ongoing communication with direct reports, utilizing motivation, reflective engagement, goal-directed behaviors and related approaches embraced by CWEE  
• Provide direction through coaching, delegation of projects and oversight of workloads  
• Develop and motivate staff using effective and organizationally consistent motivational coaching and trauma informed frameworks  
• Engage in timely conversations to share feedback and identify training needs; develop and provide documentation to support growth and address performance  

Communication (10% of time) 

• Create and promote a culture of continuous learning and professional development 
• Foster a positive and inclusive workplace culture, ensuring alignment with CWEE values 
• Champion change management efforts through effective and timely communication with staff 

 Professional Growth and Wellness (5% of time)  

• Regularly reflect on progress toward professional goals, both individually and with supervisor, identifying and following through on learning opportunities  
• Identify opportunities to mitigate stress and engage in bi-annual sustainability and wellness check-ins  

 JOB QUALIFICATIONS 

• Proven track record of successfully creating and executing HR strategies and initiatives; Professional Human Resources Certification, strongly preferred  
• Working knowledge of multiple human resource disciplines, including employee relations, compensation, organizational development, performance management, compliance, and employment law 
• Ability to build and maintain effective working relationships with CWEE staff and partners 
• Experience leading and managing employee development individually and across teams  
• Experience facilitating diverse groups with ability to clearly communicate, teach, and present  
• Strong written/verbal communication skills and experience writing, interpreting, and enforcing HR policies and company-wide communications 
• Proficient in Microsoft Office with ability to quickly learn and implement new HRIS systems 
• International Coaching Federation (ICF) accredited coaching training/certification, preferred 
• Experience with salary data and compensation analysis, preferred  
• Commitment to diversity, equity, and inclusion and willingness to engage and empower staff at all levels of the organization  

PERSONAL QUALIFICATIONS 

• Commitment to CWEE’s mission and providing long-term, durable self-sufficiency through quality employment  
• Active contributor to a positive work culture built on ongoing learning, continuous improvement and attention to wellness 
• High degree of discretion and confidentiality  
• Strong, demonstrated critical and strategic thinking, organizing and problem-solving skills 
• Ability to manage competing priorities, to troubleshoot and prioritize projects, meet deadlines, and manage workflow and workload 
• Flexible, a team player with a commitment to personal and professional accountability 
• Welcoming, persistent, nonjudgmental 
• Strong self-awareness, confidence and integrity 
• Ability to self-manage in tense and unpredictable situations 
• Strong conflict management, problem-solving, and interpersonal skills with great attention to detail and follow-up skills  

 WORK ENVIRONMENT 

• Must be located in the State of Colorado by the agreed upon start date  
• CWEE operates in a hybrid workplace model that balances the responsibilities of being a direct service organization with the benefits of a flexible work environment; this role Is predominantly onsite at CWEE’s offices located in Denver, Colorado  
• Willingness to work a varied schedule beyond core office hours, including occasional evening and weekend hours with advance notice 
• Ability to attend meetings and events within the Denver Metro area