Nature Conservancy of Canada. Position Profile. Vice President, Development & Marketing

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1 Position Profile Vice President, Development & Marketing Contacts: President: Deborah Legrove Senior Consultant: Linda Samis, Senior Consultant Phone:

2 1.0 Profile of The (NCC) The (NCC) is Canada s leading private land conservation organization, dedicated to conserving spectacular natural areas across Canada for the sake of nature and all Canadians. A private, non-profit charitable organization, we partner with individuals, corporations, other non-profit organizations and governments at all levels to protect our most important natural treasures - the natural areas that sustain Canada s plants and wildlife. We secure properties (through donation, purchase, conservation agreement and the relinquishment of other legal interests in land) and manage them for the long term. Since 1962, NCC and our partners have helped to conserve more than 2.7 million acres (1.1 million hectares) of ecologically significant land from coast to coast. NCC was founded in 1962 by a group of naturalists concerned by the ecological damage they saw around them. They launched into direct, private action to protect natural spaces and promote conservation. Currently NCC supports multiple projects across every province in Canada. We have seven regional offices, which are supported by our national office. Since 1997, our annual budget has increased from $8 million dollars to a range of $80 million to more than $100 million, of which approximately 80% is raised in the regions. Today, NCC continues to further define its unique role as an organization that works with individuals and groups across Canada to find creative conservation solutions. Mission: The will lead, innovate and use creativity in the conservation of Canada's natural heritage. We will secure important natural areas through their purchase, donation or other mechanisms, and then manage these properties for the long term. NCC culture: The has received a national honour of having been selected as one of Canada s greenest employers for The mission is key with hardworking, passionate and supportive staff, driven by the values and challenging each other to excel Each region has its own sense of identity yet as a whole the organization has one strong culture It is a demanding environment with high standards and a wonderful work ethic, where people stay for long periods of time The national leadership supports an environment where people are encouraged, allowed to be creative and where anything is possible The received an A+ grade on MoneySense s 2013 rating of the 100 largest charities in Canada - the highest ranking of all Canadian environmental charities. To learn more about our projects and help support our work, please visit our website: 2.0 Profile of John Lounds, President & CEO John joined NCC as its Chief Executive Officer in October Through his leadership, NCC has further defined its unique role as an organization that works with individuals and groups across Canada to find creative conservation solutions. One of John's first initiatives was to decentralize the organization, in part by establishing regional offices, to ensure a strong presence across the country. June 5, 2015 Page 2 of 9

3 . Prior to joining NCC, John served as the Executive Director of the Federation of Ontario Naturalists (now Ontario Nature) for six years. Before that, he worked in several positions with the Government of Ontario as the Program Director for the Ontario Round Table on Environment and Economy, a Management Board Analyst for the Ministries of Environment and Northern Development and Mines, and an Energy Conservation Planner with the Ministry of Energy. John is a member of the Board of Governors of the University of Waterloo, and has served as a director of the George Cedric Metcalfe Charitable Foundation and on the Canadian Councils of the North American Bird Conservation Initiative and the North American Wetlands Conservation Act. John obtained his undergraduate degree in environmental studies (urban and rural planning) from the University of Waterloo followed by a master's degree in environmental studies from York University. 3.0 The Position Overview The Vice President, Development & Marketing is responsible for leading the fundraising, strategic planning, and program management of all fundraising and marketing activities to further the mission of the and to maximize supporter brand awareness and revenues. He/she will be a member of the Executive Management Group. NCC is a decentralized organization and the Vice President works collaboratively to ensure campaign goals, messages and activities are consistent with all fundraising and marketing activities. He/she also works with Regional Vice Presidents to develop and coordinate fundraising and marketing programs and ensure that regional programs and priorities are coordinated with national programs and priorities. Working with the Regional Vice Presidents, the role also includes ensuring that Regional Development staff members are well-supported and working effectively and efficiently. The national office fundraising revenue budget is $10.5 million from foundations, organizations, corporations, and individuals (major and planned giving). The position is based out of Toronto, with some travel within Canada, however consideration to being based out of a regional NCC office would be given for the right candidate. Further information can be found on the website at Documents for further information available to applicants during the process include: Executive Summary, Marketing & Development Business Plan ( ) Executive Management Group Chart Development & Marketing Department Organization Chart 4.0 The Opportunities and Priorities The following organizational resources are in place to support the new Vice President, Development & Marketing: A President & CEO who is actively involved in fundraising Committed senior staff members who are leaders in Canadian conservation A highly motivated, driven and success-oriented culture An organization that attracts the best talent in the field with engaged, committed, skilled and inspirational long-term staff who have an in-depth knowledge of NCC culture and structure June 5, 2015 Page 3 of 9

4 A strong set of internal values including trust, collaboration, and opportunity for growth An effective Executive Management Group A solid business model and risk management framework Good compensation package and rewards for growth and achievement A strong National Board of Directors: The following department resources are in place to support the new Vice President, Development & Marketing: Qualified and experienced director-level fundraisers in the department and across seven regions A creative, smart, and hardworking department team A defined department team mission statement which includes a commitment to excellence in donor stewardship and good customer service An environment conducive to learning and personal growth Solid protocols, policies and database systems Key priority areas for the Vice President, Development & Marketing in the first six months: Fully understand the vision, mission and mandate of NCC Integrate and gain credibility within the organization and with the staff and volunteers, nationally and regionally Understand the priorities of the President & CEO and establish a good working relationship with him Gain the confidence of and build a strong working relationship with the department team Connect with and begin to develop relationships with a select group of current and new donors Understand the fundraising, marketing and communications cycle of the organization and the complexities of operationalizing the work Focus on campaign coordination, including the development of a Case for Support and marketing strategy and tools Key long-term priorities for the Vice President, Development & Marketing: Ensure that our fundraising targets are achieved Support the President & CEO with major gift fundraising with large donors Build the potential and capacity of the department team, with a focus on sharing best practises and ensuring roles, responsibilities and goals are clearly communicated and achieved Build a solid marketing strategy to position NCC as the environmental charity of choice; build brand awareness Provide continued leadership for the new campaign Continue to build and cement new and stronger national and regional working relationships Build further efficiencies of systems and processes, including integration with regard to donor and conservation databases Develop and implement digital engagement fundraising strategies and opportunities 5.0 Relationships Reports to: President & CEO Direct reports: Executive Assistant Director, Marketing Director, National Conservation Engagement Director, Annual Giving Director, Major Donor Relations Director, Planned Giving June 5, 2015 Page 4 of 9

5 Manager, Corporate Partnerships and Major Gifts Indirect reports: Managers (2) Coordinators (12) Support Services Administrators (2) Donor Database Administrator Planned Giving Assistant Key internal relationships: President & CEO Executive Management Group Chief Financial Officer Regional Vice Presidents National and regional senior staff Marketing Committee of the Board Key external relationships: Donors and stakeholders Sponsors Consultants Contracted organizations Volunteers, including Board members and other senior volunteers 6.0 Specific Responsibilities of the Vice President Overview: The Vice President, Development & Marketing will be responsible for all fundraising and marketing activities. He/she will provide leadership in the strategic planning and implementation of these activities, and develop and maintain a strong and cooperative working relationship with all Regional Vice Presidents, Heads of Development and Regional Development staff members in order to maximize supporters and revenues. The Vice President, Development & Marketing is also responsible for coordinated planning, execution, reporting and management of all national fundraising & marketing programs and staff. More specifically, but without limiting the generality of the foregoing, the incumbent is responsible for: Strategic planning and program management (Estimated 70% IN TOTAL) Strategic planning and program management of all fundraising/annual giving and marketing programs including: Gifts from individuals, corporations, and foundations Joint initiatives/partnerships appropriate to specific projects Direct response programs Major gifts not assigned to the President & CEO Annual and planned giving Marketing partnerships Publications, social media and advertising June 5, 2015 Page 5 of 9

6 Marketing and promotion related to fundraising programs National office Provide direction, supervision, and evaluation of staff responsible for all fundraising and marketing programs outside of the campaign and principle gifts Review of and/or preparation and presentation of gift proposals Focus on business planning, budgeting, strategic planning, issues management and organization-wide issues Coordinate and work as needed and as appropriate with other national office senior staff members to support projects and initiatives Work closely with National Board members and volunteers as appropriate Provide status reports as required Regional offices Work with Regional Vice Presidents and Regional Fundraising Heads as appropriate, to develop coordinated and consistent fundraising programs Provide support and mentorship as required for fundraising activity, prospect clearance and management, gift proposal development, job definition, recruitment and training of staff, including work plan and skills development Campaign Work closely with the President & CEO, National Board members and volunteers as appropriate and with the Senior Campaign Counsel to ensure coordination within the campaign Oversee and coordinate the development of all campaign marketing materials including the Case for Support, messaging and resources Manage and monitor the campaign operations ensuring that staff and volunteers have the resources and skill sets to implement it successfully National Major Gift and Corporate fundraising and marketing (Estimated 30% IN TOTAL) Work closely with the President & CEO, National Board members, and campaign team to identify new donors and approach new and existing donors with fundraising asks (it is intended that at a later date the VP will also take on a personal donor portfolio) Manage the Leaders in Conservation program nationally to raise membership and revenues Ensure a strategic and coherent plan for all direct marketing activities, including mail, online, web, and social media, with an aim to meet or exceed budgeted revenues annually Conduct ongoing review and evaluation of market research to guide program development Ensure that current marketing partners, suppliers and agencies are managed properly and that opportunities for engaging additional partners are sought Build and lead a dedicated staff team Build and manage department budget, ensuring all programs are properly staffed, funded and managed cost-effectively Undertake special projects as assigned by the President & CEO Accountability: Operate and direct the Development & Marketing department within the policies, procedures, priorities, and budgets as authorized by the President & CEO Achieve or exceed fundraising and marketing objectives as agreed with the President & CEO Recruit, train, and retain a motivated, professional and effective development & marketing staff team June 5, 2015 Page 6 of 9

7 7.0 Qualifications Required experience and qualifications: A minimum of 10 years of demonstrated successful experience in a development role with a minimum of 5 years experience in an executive role managing fundraising/business development programs having an annual revenue of $8+ million; or proven relevant experience Experience stewarding major gift donors ($50+k) Experience in an organization with a decentralized model Extensive experience with campaign development and management The ability to establish strong, sustainable relationships with high net worth individuals Broad marketing skills in messaging, branding, and social media A sensitivity to department and regional needs, with the skills to delegate, motivate and train at various levels Exceptional interpersonal skills with the ability to interact in a meaningful way with senior volunteers, donors and partners Strong administrative and operational experience with solid knowledge of systems, process and evaluations to support successful acquisition and retention of donors Authentic and flexible personality with the ability to work with all levels and types of people A highly committed and results-oriented personality with an entrepreneurial bent and the ability to move projects forward A commitment to and interest in nature and conservation issues An undergraduate degree; MBA and/or CFRE would be an asset Assets MBA and/or CFRE Bilingual in English and French Key skills and abilities: Creative problem solver Ability to think strategically as well as operationally Collaborative, yet able to make and move decisions forward Ability to creatively package and sell concepts to get consensus and buy-in Results focused, determined, adaptable Strong business acumen with exceptional networking skills High degree of proficiency in Microsoft Office Suite, internet research and donor database and research tools with the ability to use the internal database system (Raiser s Edge); Outstanding communication skills, coupled with highly refined influencing and negotiation skills Donor centric and strong customer service focus Demonstrated flexibility to multi-task in an environment with changing demands and priorities Analytical skills to analyze markets, information and trends, anticipate implications and suggest alternative solutions and recommendations Working style: Great sense of humour, personable with a high EQ Not afraid of big ideas Flexible, adaptable good listener and communicator Accountability for and driven by results, tenacious in meeting targets and deadlines A self-starter who can work independently but also thrives in a collaborative environment June 5, 2015 Page 7 of 9

8 Interest in and ability to travel nationally Able to effectively balance multiple priorities and projects Willing to make a long-term commitment to this organization and the team Able to encourage, mentor and motivate the team showing respect and trust in their ability to do their jobs Commitment to continuous learning and improvement 8.0 Application Information This search is being conducted on behalf of the by crawfordconnect, an executive search firm specializing in recruiting leaders and fundraisers for Canada s non-profit sector. Qualified applicants are invited to submit their resume and letter of interest online only, in confidence, prior to June 29, 2015 to and cite job #38 in the subject line. For more information, please contact Linda Samis, Senior Search Consultant at or call or We thank all applicants for applying, however, only candidates selected for an interview will be contacted. Selection Process 1. Declare your candidacy If you are interested in this position, please forward your resume and relevant material to 2. Review of credentials When we receive your expression of interest, we will review your background and experience against our client s needs and other candidates. 3. Introductory interviews and due diligence Should your background and experience meet our client s requirements, we will invite you to come in for a personal interview. It is during this interview that we will ask more about your experiences, skills, working style and give you the opportunity to learn more about our client. Our goal is to look for a fit and interest from both parties. We would ask you to take some time to consider this position, the geographic location, the compensation and the cultural fit with the organization. Please come prepared to discuss what you need in an organization to help you thrive. 4. Presenting credentials Once we have done our due diligence and have made the decision as to which candidates fit best with our client, we present our client with the candidates credentials. Our client then determines who they will interview. We will follow up with you immediately on this outcome. 5. Client interviews If you are chosen for an interview, we will support you by providing additional information to help prepare you, outlining expectations and providing you the profile of the members of the Interview Panel. If you are chosen to move forward and are invited back for a second interview, you will be asked for two advocates (early references) who can speak to your track record. If you are not chosen to move forward, we will advise you immediately and provide you with feedback as to the rationale for this decision. June 5, 2015 Page 8 of 9

9 We do our utmost to protect the confidentiality of your candidacy throughout the search and we ask our client to do the same. 6. Final phase Once the final round of interviews is complete, we will inform you as soon as possible as to the status of your candidacy. If you are the finalist, you will be made an offer that is contingent upon the completion of your references. We will at this time ask for your final references which will include: 2 direct reports, 2 colleagues/volunteers or board members and 2 managers to whom you have reported. 9.0 Dates to Note in Your Calendar: Assessment Interviews with crawfordconnect: Candidate credentials presented to client: First round interviews targeted for: Second round interview targeted for: Ideal start date: Mid June onwards Mid/ late July Late July Late July/early August Late August/early September Offer etiquette: If this position is offered to you, we would like to know that you will honour two standards of professionalism: 1. We ask that you treat the offer in confidence (excepting family) and that you do not shop the offer with your current employer 2. We also ask that if you accept the offer, you will honour your commitment. We understand that candidates sometimes have doubts after making a significant decision like a career change, however these feelings are normal. Prepare and anticipate that this may happen If these conditions are not acceptable to you, please advise us. Resume integrity: It is estimated by the Association of Executive Search Consultants that one in five resumes contain information that is not true. Some examples include degrees not obtained, and titles/dates of employment overstated. Please know that crawfordconnect verifies the contents of resumes and if inaccuracies are found, we will discontinue the candidacy. June 5, 2015 Page 9 of 9

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