The California Partnership to End Domestic Violence promotes the collective voice of a diverse coalition of organizations and individuals, working to eliminate all forms of domestic violence. As an advocate for social change, we advance our mission by shaping public policy, increasing community awareness, and strengthening our members’ capacity to work toward our common goal of advancing the safety and healing of victims, survivors and their families.
The Partnership’s next executive leader will be called upon to galvanize the movement to end domestic violence in California and, in turn, across the nation.
- POSITIONING: Strengthen the Partnership’s position as a thought leader, advocate and capacity builder with increased credibility and expanded access to policy- and opinion-makers.
- REFRAMING: Continue to build consensus with members to reframe the discussion around domestic violence and challenge the way in which the characteristics of white supremacy show up in our systems. This will entail incorporating an intersectional analysis (race and ethnicity, socioeconomic class, gender and sexual orientation, age, ability, and immigrant identity) in our work and, in so doing, raise visibility, move the public discourse, and shift policy and community responses toward more effective prevention and intervention solutions.
- SPEAKING: Maintain a robust schedule of speaking engagements and build the profile of the organization through active representation of the Partnership at key meetings, events and conferences.
- STEWARDING: Ensure the financial health of the Partnership by securing revenue, managing a budget that is presently $2.4 million, and working with key staff and board members on strategies to grow. Engaging the Board to prioritize fundraising will be key, along with strengthening relationships with current funders, cultivating new donors and members, and developing innovative funding sources.
- STRATEGIZING: Implement the current theory of change, evaluate its impact, and explore the need for additional strategic planning to advance the Partnership’s mission and vision through an inclusive and team-oriented process.
- LIAISING: Build and maintain strong relationships with the Board of Directors, members, funders, policymakers and other stakeholders.
- MANAGING: Hire, manage and nurture a diverse and talented staff team in a manner that is inclusive, humble and strengths based.
We are seeking a dynamic, inclusive, courageous and inspiring leader with a demonstrated commitment to the Partnership’s mission. Ideal candidates will be strategic-thinkers and risk-takers grounded in social justice values, and racial and feminist theory. The Partnership’s next executive director will exhibit a coaching-style of leadership that builds consensus and lifts-up the voices of survivor-leaders, members, the staff team, and traditionally marginalized people. While no candidate will embody every quality, the successful candidate will bring many of the qualifications and attributes listed below.
- A demonstrated record of transformational leadership within collaborative organizations, networks, or campaigns, and communities of color.
- Experience with membership-based coalitions and working with statewide governing boards is strongly preferred. The ability to ignite change and drive impact through effective member engagement is essential.
- Experience supervising, developing and mentoring staff in a human-centered workplace that values equity, humor, and open communication and strives for a balance between autonomy and collaborative team structures.
- Substantive knowledge of the field of domestic violence prevention and intervention is preferred. Experience with direct service, and an understanding of the state legislative process and federal appropriations are also pluses.
- Familiarity with the terrain, strategies and lessons learned from allied social change movements is preferred. These include, but are not limited to, sexual assault, immigration, housing, and parallel work with men and boys.
- Ability to convey a sophisticated analysis of gender, gender identity, sexual orientation, race, ability, and class, along with the embodiment of practices that recognize how interlocking systems of oppression operate within individuals, organizations and communities.
- A proven track record of developing visionary ideas and innovative strategies, and then implementing them through concrete action plans.
PREFERRED SKILLS & ATTRIBUTES
- An adaptive, patient, flexible, collaborative, and unifying leadership style that embraces multiple points of view. An ability to problem-solve, navigate complex situations, facilitate groups, foster positive dialogue, and build consensus.
- Savvy networking skills and a demonstrated capacity to work with diverse stakeholders -- members, survivors, policymakers, opinion makers, government officials, funders, staff, board, and concerned citizens.
- Decisiveness as a leader who believes in, trusts and empowers staff and knows when and how to allow others to assume leadership roles.
- Credibility as a leader who can set an agenda for the next decade within a collaborative member-based organization with a diverse, engaged field of partners. Tenacity and resilience in the face of political pressure, media scrutiny and bureaucratic resistance.
- A fundamental belief in the wisdom of those with lived experiences and an ability to hold space for diverse perspectives and approaches in the movement to end domestic violence.
- Commitment to encouraging a healthy and collective work environment that values work and personal life balance. Recognition that creativity, flexibility, health and humor among staff enrich the work of the organization.
- Exceptional analytical and advocacy abilities including comfort with data analysis.
- Demonstrated experience in successful fundraising with individual donors, foundations and government sources.
- Financial acumen, including an appreciation of and commitment to strong systems of financial management, reporting and accountability.
- A high level of emotional intelligence, cultural humility, and the capacity for listening, self-reflection, self-accountability, and self-improvement. An instinctive sense of when to let go of criticism and when to accept it to improve our work.
- Persuasive public speaking skills grounded in knowledge and authenticity plus outstanding writing skills that are effective across diverse audiences and stakeholders.
- Excellent organizational skills, including the ability to balance multiple tasks and respond calmly under pressure.
- Ability to oversee and implement a vital marketing and communications strategy that is responsive to media and social networking shifts and leverages new opportunities while simultaneously maintaining the priorities and goals of the strategic plan.
- Bilingual capacity preferred.
Strategies for Social Change® LLC (SSC) is conducting the Partnership’s executive search and leadership transition process. SSC is a woman of color owned and led capacity building and leadership development practice dedicated to working with social justice organizations nationally. Referrals to potential candidates or other inquiries may be forwarded to edsearch [at] cpedv.org.Applications should be submitted via email as a single PDF, no later than 5pm PT on July 13, 2020. Completed applications will include the following components in this order:
- A cover letter that addresses in the applicant’s own voice: a) Why are you interested in working with the Partnership? b) What do you believe you would bring to the position of Executive Director? c) How are your past accomplishments relevant to this position?
- A résumé
- Al list of three references that includes names, affiliation, email addresses and phone numbers
Please submit applications, in confidence, as a single PDF to edsearch [at] cpedv.org. Inquiries will be reviewed on a rolling basis up until the deadline and so candidates are encouraged to submit before, but no later than, 5pm PT on Monday, July 13, 2020. No phone inquiries please.