Job Title: Vice President, Affiliate Services

Reports To: Chief Strategy Officer

Classification: Full-Time

Exempt/Non-Exempt: Exempt

Starting Salary: $85,000 and commensurate with experience, plus benefits

Position Summary

Reporting to the CSO, the VP, Affiliate Services, is responsible for serving as the primary national office liaison to Camp Fire’s affiliates. The VP is responsible for ensuring the National Headquarters provides excellent service to affiliates and fosters an organization-wide culture of collaboration. The VP, Affiliate Services, will serve as a member of the national leadership team and leads in capacity-building and training for Camp Fire’s network of affiliates, making recommendations for executive leadership and organizational development.

 

Work Environment

This is a fully remote position: must have workspace designated in home and be willing to travel occasionally (15-20%) within the US via air and/or ground travel.

 

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

Affiliate Services & Capacity Building (60%)

  • Serve as the primary national office liaison to Camp Fire affiliates, fostering open, collaborative, and trust-based relationships with affiliate CEOs, boards, and leadership teams.

  • Implement systems for consistent affiliate communication, including monthly 1:1 touchpoints, cohort learning communities, and peer networking opportunities.

  • Coordinate specialized consulting services for affiliates including organizational assessments, executive transitions, strategic planning, mergers, collaborations, and shared services.

  • Identify and connect affiliates to national office resources and support to increase organizational capacity in areas including governance, financial sustainability, fundraising, program quality, staff development, and board effectiveness.

  • Develop and deliver training programs, toolkits, and resources that support affiliate leaders in building high-performing organizations.

  • Identify and communicate emerging trends, challenges, and opportunities affecting the affiliate network through the development of an organizational health assessment.

 

Organizational Leadership (25%)

  • Foster a culture of service excellence, responsiveness, collaboration, and continuous improvement.

  • Manage department budget and ensure efficient resource allocation.

  • Participate in senior leadership team discussions and organizational strategic planning.

  • Represent Camp Fire at external conferences, meetings, and with sector partners.

 

Compliance & Risk Management (15%)

  • Ensure affiliates maintain compliance with affiliation agreements, standards of excellence, and organizational requirements.

  • Coordinate with legal counsel on affiliation matters including disaffiliations, dissolutions, mergers, and disputes.

  • Support crisis management and organizational interventions when needed.

 

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 VP, Affiliate Services, 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 10 years of experience within nonprofit organizations, with increasing responsibilities over time.

  • Strong writing and communications skills, including ability to adapt to various communications styles.

  • Ability to work with and build meaningful relationships with diverse audiences and stakeholders.

  • Ability to work at a strategic level and a detailed tactical level.

  • Flexibility, creative problem solving, and comfort with ambiguity are a must.

  • Experience in client services or in a regional/national federated network is a plus.

  • Available to travel as required for meetings.

  • 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.

Applicants with disabilities may request reasonable accommodation at any point in the employment process.