Director, Native Partnerships

Job Title: Director, Native Partnerships

Reports To: Chief Strategy Officer

Classification: Full-Time

Exempt/Non-Exempt: Exempt

Starting Salary: $75,000 and commensurate with experience, plus benefits

Position Summary

Reporting to the CSO, the Director, Native Partnerships is an exciting new role for Camp Fire, with the goal of launching Camp Fire’s Native partnerships strategy. The Director will have extensive experience working in Native communities and building partnerships with Native-run organizations. The Director will set a vision for program and service delivery in collaboration with Camp Fire’s affiliates and other partners. As a member of the national leadership team, the Director will have the opportunity to make a lasting impact through community-led programs in Indigenous communities.

Work Environment

This is a fully remote position: must have workspace designated in home and be willing to travel occasionally (20-25%) within the US via air and/or ground travel.

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

Vision & Strategy Development (35%)

Develop and launch Camp Fire's comprehensive Native partnerships strategy to expand reach and impact in a way that honors Indigenous sovereignty, cultural values, and community-led approaches to youth development.
Research and identify best practices in Native youth development, culturally-responsive programming, and Indigenous-led organizational models.
Analyze trends, challenges, and opportunities in serving Native youth.

Tribal Relationship Building & Community Engagement (35%)

Cultivate authentic, trust-based relationships with Tribal leaders, councils, education directors, and community organizations.
Serve as Camp Fire's primary liaison to Tribal nations and Indigenous communities, representing the organization at conferences, summits, and gatherings.
Build partnerships with national Indigenous organizations including the National Indian Education Association, National Congress of American Indians, and tribal-serving nonprofits.
Provide technical assistance and consultation to existing Camp Fire affiliates seeking to develop or strengthen relationships with Native communities in their regions.
Organize national and regional convenings for Camp Fire staff, partners, and stakeholders engaged in Native partnerships work.

Community Development & Program Expansion (20%)

Design innovative service delivery models that can operate both through existing Camp Fire affiliates and building new partnerships with Native communities and/or organizations.
Coordinate pilot programs that test innovative approaches to serving Native youth.
Cultivate relationships with federal, foundation, and corporate funders to support expansion of Native partnerships and programs.
Track and report on grant outcomes and impact for Native partnerships initiatives.

Organizational Leadership (10%)

Foster a culture of service excellence, responsiveness, collaboration, and continuous improvement.
Serve as internal expert and educator on Indigenous cultures, histories, and contemporary issues affecting Native communities.
Support Camp Fire's ongoing work to address its historical legacy of cultural appropriation and build authentic partnerships.

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 Director, Native Partnerships 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 7 years of experience within community-based organizations in indigenous communities.
Strong writing and communications skills, including ability to adapt to various communications styles.
Ability to build meaningful relationships based on trust and follow through on commitments.
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 program design, program delivery, or client services.
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.