Chief Operating Officer

Job Title Chief Operating Officer

Reports To Chief Executive Officer

Classification Full-Time

Exempt/Non-Exempt Exempt

Starting Salary $130,000-$150,000 plus benefits

Position Summary

Reporting to the CEO, the Chief Operating Officer (COO) is responsible for the daily administrative and operational functions of Camp Fire’s National Headquarters. The COO will serve as a member of the executive leadership team, and manage finance, operations, and human resources, while contributing to the strategic direction and leadership of the national office.

Work Environment

This is a fully remote position: must have workspace designated in home and be willing to travel occasionally (10-15%) within the US via air and/or ground travel.

Essential Duties and Responsibilities include the following. Other duties may be assigned.

Management & Organizational Strategy (25%)

Serve as the main point of contact for the national office for all operational and administrative challenges, minimizing disruptions and ensuring timely responses to questions.
Oversee Camp Fire National Headquarters' daily administrative functions, ensuring efficiency and smooth workflow throughout the organization.
Act as a bridge between departments, ensuring that communication flows effectively, teams are aligned, and all departments are well coordinated.
Contribute to strategic, planning, direction, and goal setting of the organization in collaboration with senior management.
Serve as a thought partner in support of the CEO in decision making, goal setting, and evaluation of organizational progress.
Ensure affiliate compliance with charter obligations and offer training and technical assistance to grow compliance.
Identify and develop shared service opportunities for centralized common administrative functions like HR, Finance, and IT.
Represent Camp Fire at national convenings, meetings, and other public facing occasions.

Finance (40%)

Provide executive oversight of all financial functions, both internal and external, including budgeting, forecasting, financial analysis, reporting, and compliance.
Manage the accounting and bookkeeping functions of the organization, including hiring and supervising staff, including the Accounting Specialist, and consultants.
Ensure strong internal controls, sound fiscal stewardship, and compliance with federal, state, and grant requirements.
Oversee restricted and unrestricted funding allocations in collaboration with Program leadership including grant compliance and monitoring of expenses.
Oversee the charter fee review and administration process.
Lead the annual audit, coordinate with external auditors, and ensure timely and accurate submissions.
Provide training, technical assistance, and support to Camp Fire affiliates with financial compliance requirements.

Human Resources (20%)

Provide executive oversight of Human Resources, ensuring equitable and transparent policies and practices, compensation, benefits, performance management, and employee relations.
Strengthen a culture of inclusion, well-being, accountability, professional development, and continuous improvement.
Partner with outsourced HR to maintain compliance with employment laws and best practices.

General Operations (15%)

Develop and implement organizational policies.
Oversee facilities, technology systems, IT support, office management, and risk management practices. This position supervises the Director, Office Technology and Coordinator, Operations.
Ensure administrators and support staff have systems and processes that allow for efficiency across a remote work environment.
Oversee charitable registration, and other federal, state, and local government for disclosure and compliance.
Maintain organization-wide risk management plans, safety protocols, and insurance coverage.

Qualifications

Ability to perform essential job duties with or without reasonable accommodation and without posing a direct threat to the safety or health of employees or others. To perform this job successfully, the COO must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

At least 15 years of experience leading operational functions at nonprofit organizations, with increasing responsibilities over time.
Strong writing and communication skills.
Ability to work at a strategic level and a detailed tactical level.
Creative problem solving skills.
Flexibility and comfort creating structure within ambiguity are a must. Experience in a start-up or a rapidly growing organization is a plus.
Experience setting up and maintaining effective internal systems, procedures, and operations, including experience with various technology tools.
Available to travel as required for meetings.
Ability to work with and build meaningful relationships with diverse audiences and stakeholders.
Demonstrated interest in youth development, outdoor and camp experiences, inclusion and belonging, and/or stakeholder engagement.

ABOUT CAMP FIRE

Growing up is hard. That’s why Camp Fire connects young people to the outdoors, to others, and to themselves.

Camp Fire is an inclusive national youth development organization founded in 1910. With 43 affiliates in 21 states, Camp Fire creates safe spaces where young people can have fun and be themselves. We do this through a variety of powerful youth experiences and programs, customized to meet the needs of youth, their families, and their local community. But the common thread woven through all our programs is relationships. This is how we support young people as they navigate the challenges of growing up in the world today and learn the life skills they need to thrive.

OUR VISION:

We envision a world where all young people thrive and have equitable opportunities for:

Self-Discovery: All young people find their spark, lift their voice, and discover who they are;
Community Connection: All young people find, build, and contribute to their community; they develop meaningful relationships with supportive adults and peers; they feel seen, heard, accepted, supported, and affirmed for who they are today, and who they will be in the future;
Engagement with Nature: All young people experience the power and awe of the outdoors; they learn to respect, love, and care for our world.

CAMP FIRE NATIONAL HEADQUARTERS CULTURE & BENEFITS

At Camp Fire National Headquarters, our goal is to support and engage everyone in the Camp Fire network so they can do their best work and provide high-quality programming that allows young people, their families, and their communities to thrive.

We’ve worked hard to develop an organizational culture that cultivates and upholds these core values: Respect, Compassion, Integrity, Honesty & Trust, and Collaboration. In 2021, we have begun the work toward becoming an equity-driven organization which is demonstrated in part by our organizational Statement of Inclusion:

Camp Fire believes in the dignity and the intrinsic worth of every human being. We welcome, affirm, and support young people and adults of all abilities and disabilities, experiences, races, ethnicities, socio-economic backgrounds, sexual orientations, gender identities and expressions, religion and non-religion, citizenship and immigration status, and any other category people use to define themselves or others. We strive to create safe and inclusive environments that celebrate diversity and foster positive relationships.

We are largely a remote workforce with staff across the country. While we are highly collaborative, the majority of this is done virtually (even before Covid-19, 50% of our national staff was remote). This is one reason we keep flexible schedules and value flexibility. We trust each other to complete tasks timely and to do high-quality work. We expect each other to show up in our roles and for the team, and to work not just hard but smart. Our values reflect the standards to which we hold ourselves.

As a national headquarters serving a network of 43 affiliates in 21 states, you will find that everyone here is good at what they do. That is the beauty of a talented team in a trusting culture. We do great work individually and collectively. We communicate on Slack, in email, through regular staff check-ins, and other project-related Zoom meetings. We try to build in time to continually get to know one another both personally and professionally, survey our team, do “pulse checks” on how everyone is, and have other engagement opportunities like having book clubs or watching a documentary and discussing it. But one thing is clear - we do not glorify busyness or perpetuate grind culture. You will find most employees have clear boundaries on their time (like not checking email after 5 pm, or on the weekends). You aren’t expected to be on email all the time or respond immediately to an email or chat message unless it is urgent or on a deadline. Staff are encouraged and supported in taking time away from work for self-care.

*We define “grind culture” from Equity in Camp Initiative: “a product of capitalism, which glorifies “hustling” at the expense of one’s mental, physical, and social wellness.”

Our values reflect this flexible work culture, and we believe it creates a healthier, more productive, authentic, trusting, and happier workplace culture. It helps us live out our value of supporting the whole person (personally and professionally) and allows us to do our best work when we show up. It helps us thrive individually and as a team, so we can best support the affiliates each day and proudly serve young people across the country.

Camp Fire offers medical, dental, vision, life, and long-term disability coverage effective the first day of the month following date of hire, subject to enrollment selection. A 401(k) plan with employer match is also available after one year of employment. Paid time off (PTO) accrues monthly for a total of three weeks per year. In addition, five sick days are provided annually along with two floating holidays. Finally, Camp Fire observes eight paid holidays (which includes the Friday after Thanksgiving) and is closed the last seven business days of December.

People of color, people with disabilities, veterans, and LGBTQ2S+ candidates are strongly encouraged to apply. Camp Fire is committed to a diverse workplace, and to supporting our staﬀ with ongoing professional development. Camp Fire is an equal opportunity employer and does not discriminate in its employment decisions.

Camp Fire provides reasonable accommodation to applicants and employees as required by law.