Vice President of Leadership and Volunteer Engagement

POSITION TITLE: Vice President of Leadership and Volunteer Engagement

REPORTS TO: Chief Engagement Officer

SUPERVISION EXERCISED: Manage a team of professional staff supporting volunteer engagement initiatives at the regional and national level

LOCATION: New York, NY (CSC)

Grade/Class: Grade K, Exempt, Non-Union

ABOUT THE ORGANIZATION:

ADL is the leading anti-hate organization in the world. Founded in 1913, its timeless mission is “to stop the defamation of the Jewish people and to secure justice and fair treatment to all.” Today, ADL continues to fight all forms of antisemitism and bias, using innovation and partnerships to drive impact. A global leader in combating antisemitism, countering extremism and battling bigotry wherever and whenever it happens, ADL works to protect democracy and ensure a just and inclusive society for all.

PRIMARY FUNCTION:

The Vice President of Leadership and Volunteer Engagement is responsible for managing the ADL Board of Directors and other advisory bodies. This senior executive will design and drive the organization's strategy for volunteer leadership from recruiting to engagement to promotion. They will be instrumental in cultivating and empowering volunteer leaders at all levels to advance the ADL mission and create meaningful impact across the country.

Board Development and Support:

• Serve as the primary liaison to the Board of Directors and in collaboration with the Chief Legal Officer, ensure best practices in governance and board engagement;
• Work closely with the Board Chair and board leadership roles throughout the organization;
• Collaborate with CEO to identify and recruit candidates to serve as potential new directors, ensuring effective succession planning and management continuity;
• Develop and implement comprehensive board orientation, training, and ongoing education programs;
• Facilitate board assessment processes;
• Coordinate and participate in board meetings, committee meetings, retreats, missions, and strategic planning sessions;
• Partner with the CEO and Board Chair to optimize board effectiveness and engagement.

Governance and Support:

• Determine strategic objectives for ADL advisory bodies (and their respective committees) including the National Commission, the Global Leadership Council, ADL regional boards, and others;
• Design and implement programs to identify and ensure qualified candidates at the regional and national level;
• Coordinate and participate as needed in committee meetings, retreats, missions, and strategic planning sessions as well as the National Leadership Summit. 
• Collaborate with Field Operations to support the ongoing operation of regional boards.

Volunteer Engagement Strategy:

• Create and execute a comprehensive volunteer leadership strategy (from regional to national) aligned with organizational goals in partnership with Field Operations, National Affairs and other parts of ADL;
• Design and implement volunteer leadership structures in coordination with other ADL departments that maximize impact and engagement;
• Develop systems to track and measure volunteer leadership effectiveness and impact;
• Create recognition programs to celebrate volunteer leader achievements;
• Establish best practices for volunteer leader recruitment, training, and retention throughout the organization.

Leadership Pipeline Development:

• Enhance structured pathways for volunteer advancement within the organization including a young leadership program to identify and develop emerging leaders;
• Develop metrics to track the success and impact of leadership development initiatives, from engaged volunteers to participation in regional and national advisory bodies such as the National Commission, Global Leadership Council, regional boards, and others.

Program Management and Innovation:

• Lead a team of professionals (both directly and indirectly) supporting volunteer engagement initiatives;
• Oversee the development of training materials and resources for volunteer leaders;
• Support communication efforts to provide aligned messaging to volunteer leaders;
• Monitor innovations and trends in board management and volunteer engagement, bringing best practices to ADL;
• Design innovative approaches to virtual and in-person leadership development. 

Skills and Competencies:

• Outstanding relationship-building and networking abilities;
• Excellent facilitation and public speaking skills;
• Strong strategic thinking and program development capabilities;
• Demonstrated ability to work effectively with diverse stakeholders;
• Superior project management and organizational skills;
• Experience with volunteer management systems and technologies;
• Strong analytical and evaluation skills.

Leadership Attributes:

• Inspiring and collaborative leadership style
• Ability to influence and motivate others
• Creative problem-solving approach
• Strong emotional intelligence and interpersonal skills
• Passion for developing others and building organizational capacity

Impact Measures:

Success in this role will be measured by:

• Growth and effectiveness of the national leadership pipeline;
• Board engagement and satisfaction levels;
• Volunteer leader retention and satisfaction rates;
• Achievement of strategic goals related to volunteer impact;
• Development of sustainable leadership development programs;
• Quality and impact of young leadership initiatives.

Work Experience:

• The ideal candidate will be a strategic thinker with a passion for developing others and a track record of building effective volunteer leadership programs. They will combine strong relationship-building skills with the ability to create and implement systems that support sustainable volunteer engagement and leadership development.
• Demonstrated success in board development and governance either in nonprofit or corporate environment (e.g. investor relations).
• Proven track record of developing and implementing leadership programs.
• Experience managing complex volunteer structures and initiatives preferably in a nonprofit environment with a federated operating model.

Education:

• A bachelor’s degree in any field is preferred, or equivalent experience required.

Work Environment: 

• ADL is a hybrid environment; this role may require at minimum 3-4 days in the office.

Compensation: 

• This position has a salary range of $200,000 to $225,000. This salary range is reflective of a position based in New York, New York. Please note that actual salaries are commensurate with experience and reflect the budget for a given position, and since ADL has a location-based compensation structure, there may be a different range for candidates in other locations. For an overview of our total rewards package, please visit https://www.adl.org/about/careers.

ADL aims to create a working environment where every employee can thrive professionally.  Our mission-driven work is best accomplished in an environment that supports belonging. ADL values a diverse workplace and strongly encourages people of all races, religions, nationalities, genders, LGBTQ+ individuals, people with disabilities, and veterans to apply. ADL is an equal opportunity employer. Recruitment, hiring, promotions and other terms, conditions and privileges of employment shall be maintained in a manner which does not discriminate on the basis of age, race, creed, religion, color, national origin, sex, sexual orientation, gender expression, marital status, physical or mental disability, veteran status, or military status, or in violation of any applicable Federal, state or local laws.      

ADL will ensure that individuals with disabilities are provided reasonable accommodations to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. For individuals with disabilities who would like to request an accommodation to support the interview process, please contact the People & Culture department at [email protected].      

ADL will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the Fair Credit Reporting Act, and all other applicable State, Local, and Federal laws.   

The information in this job description indicates the general nature and level of work expected of employees in this classification. It is not designed to contain, or be interpreted as, a comprehensive inventory of all duties, responsibilities, qualifications and objectives required of employees assigned to this job, nor is it to be interpreted as a contract for employment.