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Chief Executive Officer

Minneapolis, MN

Position Profile: CEO – The African American Leadership Forum

kp prime search, the retained search division of kpCompanies, is leading the search for a  Chief Executive Officer for The African American Leadership Forum. The Chief Executive Officer leads the strategic vision, administration, culture and Program execution for the African American Leadership Forum. The CEO will direct the development and implementation of policies and procedures  while managing ongoing goals and objectives. Develops and maintains community relations with government and community partners.

 

The Organization:  African American Leadership Forum (AALF), Minneapolis, MN

African American Leadership Forum (AALF) is a non-profit organization that began as a movement founded in 2007 by a few passionate and accomplished African American leaders in the Twin Cities who were committed to address challenges, create solutions, and build a strong and vibrant sustainable African American community. Today, more than 5,000 African American individuals in the Twin Cities participate in AALF activities. 

The MISSION of AALF is to improve the lives of African Americans in the Twin Cities by building a cross-sector network of leaders and institutions that convene, collaborate and champion solutions. Our VISION is to be the hub that aligns, accelerates, and amplifies Black-Centered solutions. We pursue our work mindful of the following VALUES: 

We are dedicated to lifting up community-led solutions

We operate with integrity and are accountable to our community

We hold self-care and healing as a priority for all

We are determined to make positive systemic impact in our community

We respect the diversity and authenticity within the African American community

We are committed to elevating the collective brilliance in our community

 

AALF is focused on improving the lives of African Americans in the Twin Cities in the following six core areas: Education, Employment, Health Care, Housing, Infrastructure and Public Safety.

AALF’s organizational chart identifies, including the CEO, 15 positions. The CEO is supported by an Executive Assistant and has four direct reports: Vice President of Network Development, Vice President of Collective Impact, Vice President of Communications and Narrative, and Vice President of Administration. 

The Vice President of Network Development is supported by a Senior Director, Director, and Coordinator. The Coordinator position is open. Two Managing Directors support the Vice President of Collective Impact. Both positions are open.

Two Senior Directors support the Vice President of Communications and Narrative. Both positions are filled. A Senior Director and Director support the Vice President of Administration. Both positions are filled.

 

The Position:  Chief Executive Officer 

The CEO provides vision, leadership, direction, and management of the African American Leadership Forum (AALF) in helping the organization fulfill its mission and achieve its vision.  The CEO is the person responsible for the day–to–day operation and success of AALF. This is a full-time exempt position that reports to the AALF Board and is in regular communication with the Board Chair(s) and Executive Committee.  

 

Key Accountabilities:

Leadership:

  • Ensure AALF’s culture and values are consistently communicated and implemented

  • Ensure AALF staff understand their roles and responsibilities

  • Represents AALF at national, state, and local meetings, conferences, and events

  • Represents AALF in formal/informal settings with federal, state, and local elected and appointed officials

  • Develops and maintains sound relationships with community organizations, philanthropy, funders, and government officials, agencies, and units.

 

Management: 

  • Oversee the day–to–day operations of AALF
  • Ensure that AALF goals and objectives have clear measurable metrics and strategies for attainment
  • Ensure that AALF goals and objectives are consistently achieved
  • Develop (as needed), implement, and administer AALF policies and procedures
 

Fundraising: 

  • Ensure that fundraising goals of AALF are achieved

  • Ensure that fundraising proposals, grants, and reports are submitted to funders on a timely basis

  • Ensure that AALF has a vibrant and diversified donor program

 

Human Resources:

  • Ensure that AALF is seen as an employer of choice that attracts quality candidates
  • Ensure that AALF’s human resource practices create a learning and nurturing climate that fosters the retention and motivation of high performing individuals
  • Ensure performance reviews are provided on a timely basis for all employees
  • Ensure benefits, in collaboration with third party provider, for employees who are eligible and desire benefits are provided
  • Ensure compliance with all federal, state, and local employment laws.
 

Fiscal Stewardship:

  • Ensure effective fiscal management, best accounting practices, and implementation of internal controls systems to safeguard AALF funds

  • Prepare and submit timely operating and capital budget for Board approval to ensure effective stewardship of resources and outcomes

  • Ensure that AALF’s accounting practices, in collaboration with the Board, are audited consistent with accounting best practices by an independent third party

  • Ensure that all AALF contracts are signed consistent with AALF’s policies 

 

Communication:

  • Serves as the primary spokesperson for AALF with community organizations, foundation and corporate partners, governmental units, and the media

  • Serves as a community advocate for AALF and African American community by being knowledgeable of legislative action and participating within policy development and debate

  • Fulfill speaking engagements and publishing of articles of interest to AALF

  • Ensure AALF message is effectively communicated through various multi–media platforms such as podcast and website 

 

Board: 

  • Ensure agenda, meeting materials, and reports are prepared for the Board and its committees

  • Guides and leads the development of AALF strategic plan and annual work plan

  • Keep AALF Board regularly apprised of implementation of strategic plan and annual work plan, and informs AALF of significant decisions and organizational changes prior to implementation 

  • Schedule and convene board retreat as needed

  • Attends board and committee meetings

 

Program Execution:

  • Ensure programs, such as Josie R. Johnson Leadership Academy, are resourced and implemented

  • Foster and development strategic partnership to ensure sustained viability of AALF programs

  • Provide timely reports and audits of all AALF programs to the Board

Other duties as assigned by the Board

 

Critical Success Factors:

  • High level of honesty, integrity, and professionalism

  • Ability to quickly establish credibility and relationships with all key stakeholders: Board, Staff, Donors, Program participants and Volunteers

  • Emotional Intelligence. Able to work with a variety of personalities in a collaborative manner team environment and often leads by example

  • Data and metric driven, results oriented orientation, and able to move forward in the face of ambiguity

  • Self-motivated, experience as a self-starter and multi-tasker and able to inspire others to produce results

  • Strategic Agility. Can create innovative strategies and plans. Is forward thinking, understands future trends, and has capacity to perform in a challenging environment often anticipating issues before they arise

  • Mission Driven. Passion for transforming lives. Is personally engaged with like-minded organizations and people

  • Uniquely strong communications skills, both verbal and written

 

Qualifications:

 

Minimum:

  • Minimum of five years of experience leading an organization or department with an annual budget of more than $1 million

  • Minimum of five years of successful experience in one of or combination of the following areas: administration, operations, personnel management, fiscal management, fundraising, program development or program evaluation

  • Minimum of two years of experience working with nonprofit Boards

  • Strong relationship development and leadership capabilities

  • Excellent interpersonal skill and sensitivity to cultural and personal diversity

  • Ability to work with government officials at municipal, county, state, and federal level

  • Ability to engage with the media and sustain public support for AALF

  • Experience working with and achieving initiatives with African American organizations and individuals

  • Undergraduate four-year degree 

 

Preferred 

  • Experience collaborating with Twin Cities African American organizations and individuals
  • Experience lobbying or coordinating the lobbying efforts of elected or administrative officials
  • Experience in managing training and leadership programs
  • Experience in managing volunteer programs or events involving a large number of volunteers
  • Experience managing senior leaders within an organization
  • Knowledge of programs focused on equity, leadership and empowerment programs, and elimination of racism and bias
  • Advanced degree and/or other professional designation
 

Work Environment

This job requires the incumbent to meet with internal and external stakeholders in a variety of different settings throughout the day and to routinely use standard office equipment and tools such as pens, papers, phones, computers, photocopiers and filing cabinets. 
 

Physical Demands

The incumbent will be required to regularly communicate with a wide variety of internal and external stakeholders, be able to document and record ideas received, and be able to travel to meet with people in various locations.

 

 

HOW TO APPLY

Interested candidates should submit a cover letter, resume, and salary expectations later no than 9:00pm on Monday, May 30, 2022. You can apply at: 

https://kprecruiting.catsone.com/careers/28261-General/jobs/15273270-Chief-Executive-Officer/

EQUITY AND SALARY DISCLOSURE

We believe in practices that create real equity and pay parity regardless of background or identity and we freely discuss compensation with all qualified candidates the first time we interview them. Encouraging the salary discussion for the first conversation allows us to fully understand the needs of each candidate and to ensure that qualified candidates, even those who’ve historically been overlooked and/or underpaid, don’t self-select out of the processes based on salary alone, as our experience and research suggests. 

In addition to those who opt out because they fear the salary may be out of reach for them, we equally don’t want to miss out on conversations with candidates who are slightly over the range when in some cases the total compensation including factors such as bonuses, flexibility, and better health benefits, etc. may exceed expectations. Finally, as a search firm, we are always looking for top-notch talent to introduce to our clients. Should the salary or any other requirement not be a fit, there is often a chance that someone on our team is working on another position you may be a better fit for. If you would like to discuss your qualifications for this role as well as salary and compensation, just give us a call—let’s talk!

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