Environmental & Climate Program Director

POSITION SUMMARY:

The Environmental/Climate Program Director of the African American Alliance of CDFI CEOs is responsible for overseeing the organization’s environmental and climate strategy, leading related campaigns, and the day-to-day project operations of the department.  The Director serves as the chief environmental ambassador and is responsible for establishing and maintaining vital relationships with mission-aligned partner organizations to advance shared objectives.  The position reports directly to the Black Renaissance Director.

The Director should have a proven track record in the strategic development of policy and campaigns and providing financial oversight.  The Director must be able to work collaboratively with local, statewide, and national elected and appointed officials and coalitions to advance the Alliance’s environmental/Climate and energy program agenda.

This position is fully remote.

RESPONSIBLITIES AND ESSENTIAL JOB FUNCTIONS:

Leadership and Management Responsibilities

  • Work with the CEO, Management Team, and staff to plan, develop, and implement campaigns and initiatives that further the Alliance’s environmental agenda, including all Green House Gas Reduction Fund (GHGRF) initiatives.
  • Manage staff to ensure effective operations and coordination of campaigns.
  • Establish and maintain a well-balanced work environment including, but not limited to, ensuring collaboration between staff, human resources policies that reflect our principles and values, and opportunities for staff development.
  • Provide leadership and motivate others (staff, volunteers, etc.) in the framework of a collaborative team environment.

Advocacy and Program Management Responsibilities

  • Provide leadership in developing and implementing policy priorities and strategy, including strategically positioning the organization with policymakers and other influencers.
  • Oversee the GHGRF project plan implementation and work with the CEO and management team to modify and update the plan as required.
  • Oversee advocacy initiatives related to the actions of local, state, and federal agencies
  • Lead staff in research activities to ensure a thorough understanding of member needs and industry best practices
  • Collaborate with partner organizations and staff to provide relevant tools, educational programming and technical assistance to Alliance members
  • Lead staff in coalition-building strategies and maintain key relationships with partner organizations.
  • In partnership with staff, maintain an active awareness of all relevant Climate, Energy, and Environmental issues, including those related to the GHGRF project.

External Engagement and Public Relations Responsibilities

  • Serve as the leader in sustaining existing and building new relationships with community organizations (for example, civic groups, housing, transportation, civil rights, etc.) and government and business leaders.
  • Build relationships and engage with Alliance members/leaders in program development and identifying environmental concerns.
  • Effectively communicate the campaigns and activities with Alliance members and other external stakeholders.
  • Monitor and evaluate collaborations with other organizations to ensure consistency with organizational goals.
  • Maintain awareness of environmental, climate, and energy issues in our strategic priority areas.

Communication Responsibilities

  • Work with staff to identify opportunities to raise awareness of the GHGRF and other relevant Climate, Energy, and Environmental topics through communication and outreach efforts.
  • Collaborate with staff, creating and managing content for the GHGRF website page, social media channels, action alerts, supporter communication, and other public-facing communication.
  • Serve as a public advocate and ambassador.  Work to ensure that the public statements are consistent with organizational policies and priorities.
  • Seek out and maximize opportunities to speak at various venues, such as national and relevant state events, public meetings, workshops, panel discussions, universities, etc.
  • Represent the strategic priorities and values of the organization in news media interviews, op-eds, and other press events

DESIRED QUALIFICATIONS AND EDUCATION:

  • Demonstrated passion for and commitment to environmental justice and social change.
  • Demonstrated ability to build, manage, and implement project work plans.
  • Demonstrated fundraising and efficient and effective financial management.
  • Experience building strong, cohesive teams and leading them through growth and/or change.
  • Ability to manage several related programs simultaneously and adjust to frequently changing demands.
  • Demonstrated understanding of public policy and experience analyzing and interpreting legislative and regulatory frameworks.
  • Professional and/or academic experience in public policy, public administration, natural resource management, environmental or urban planning, or related fields.
  • A general understanding of environmental science concepts related to air quality is preferred.
  • General familiarity with the environmental regulatory powers and authority of state, and federal agencies desired
  • A Master’s degree in one of these fields, with at least five-to-ten years of professional experience, is preferred.  However, we encourage candidates with equivalent life and professional experience, otherwise meeting qualifications, to apply.
  • Experience working within a community-based nonprofit organization or CDFI and culture is a plus.

COMPENSATION:

$125,000 to $150,000 plus benefits (including group healthcare, negotiable flex hours, and paid holidays & leave).  This is a full-time, at-will exempt position.  Salary depends on qualifications and experience.

To apply, please email your resume and cover letter to Charmaine Grafton at [email protected]

The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The team member profile does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.