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Florida FQHC, Chief Financial Officer

THE CLIENT

Our client is a Federally Qualified Health Center (FQHC) that offers medical care and case management, behavioral health services and programs, and HIV services and testing in multiple locations in Florida. Our client is proud to provide care to all, regardless of race, ethnicity, religion, sexual orientation, gender identity, age or economic status.

THE POSITION

Reporting to the CEO, the Chief Financial Officer (CFO) directs the finance functions of the organization and is responsible for the fiscal management of all federal, state and city grants.The CFO will supervise a finance team inclusive of accounting, billing, bookkeeping and payroll staff. Key responsibilities include the following:

Executive Leadership

Provide strategic recommendations based on financial analysis and projections;
Staff the Finance Committee of the Board of Directors;
Negotiate insurance and third-party payor contracts, insuring maximum capitate payments;
Procure, monitor, and manage all insurance coverage including D&O, malpractice, liability etc.;
Support department heads to ensure accurate budget tracking and fiscal compliance;
Partner with CEO and Executive Leadership Team to enhance policies, ensure financial best practices and improve fiscal performance.  

Financials, Budgets & Reporting

Plan, coordinate, and manage the annual budgeting process;
Oversee the preparation of all financial reports including monthly and annual financial statements, and grant/contract reports;
Prepare grant budgets and oversee program analysis, report and expense tracking;
Manage cash flow and fiscal forecasting;
Oversee the accounting functions of Payroll, AP/AR and 340b program revenue;
Supervise the maintenance and reconciliation of general ledger accounts;
Oversee month-end close process, ensuring accuracy of accounting entries, revenue and expense recognition and proper capitalization of assets;

Controls, Compliance & Audit

Manage relationships with auditors, federal and state tax authorities, and government regulators;
Oversee the preparation and insure the accuracy of all regulatory reports and tax filings;
Coordinate the annual audit and all audit activities including preparing schedules and providing requested information to the auditors;
Oversee the development and updating of financial policies, procedures and internal controls ensuring GAAP compliance.

Staff Management & Development

Attract, retain, and motivate high-performing staff;
Demonstrate leadership and provide supervision necessary to motivate staff;
Train, coach and develop staff to ensure full utilization of skills and promotional opportunities.

PROFESSIONAL REQUIREMENTS

The ideal candidate will have nonprofit and healthcare experience in a community health center or FQHC with a 340b pharmacy program. The successful candidate will bring the following:

At least 10 years’ progressively responsible accounting experience, preferably with an organization that receives federal funds;
At least three years’ experience as a Chief Financial Officer;
Exceptional fund accounting and financial management skills;
Experience managing 340b pharmacy revenue, government funds (CDC, Ryan White, SAMHSA) and Medicare, Managed Care and third-party billing;
Demonstrated excellence in managing finance, accounting, budgeting, controls and reporting, ideally in the healthcare sector;
Strong leadership skills; including team building, staff development and delegation;
Expertise assessing, refining, developing and recommending financial policies/procedures and systems;
Exceptional Excel and QuickBooks skills are essential. Proficiency with Microsoft Office Suite and general ledger systems is required. Electronic medical records and data systems experience a plus;
Master’s degree in Accounting, Finance or Business Administration from an accredited college or university is required; CPAs are preferred;
A valid Florida driver’s license and proof of insurance, and access to a reliable automobileare required.

PERSONAL CHARACTERISTICS

The ideal candidate will have a collaborative and flexible leadership style and will be enthusiastic about working in a mission-driven environment. In addition to being strong in character and integrity, the successful candidate will be:

Articulate and able to communicate complex financial matters into clear and accessible language;
Able to manage multiple projects and to set realistic and achievable goals and timelines;
Skilled in analyzing data, interpreting results, projecting outcomes and synthesizing solutions;
A team-builder with strong management and leadership skills;
An innovative thinker with creative solutions to improving processes and effectively managing organizational and program budgets and grant and contract performance;
Highly energetic, resourceful and flexible with solid judgment and decision-making skills.

COMPENSATION

Our client is offering a highly competitive salary commensurate with experience as well as a comprehensive benefits package. Basic relocation expenses are possible for an exceptional candidate.  

OPPORTUNITY

This is an exceptional opportunity for an experienced finance professional to provide executive leadership to a growing community-based health care provider. The successful candidate will have the satisfaction of contributing to a vital source of accessible programs, affordable careand supportive services for underserved and at-risk individuals.

CONTACT

If you are interested in being considered for this important leadership opportunity, please submit a brief cover letter and résumé as attachments via e-mail to:

Joseph McCormack, Partner

Michelle Kristel, Managing Partner

McCormack+Kristel

1740 Broadway, 15th Floor

New York, NY 10019

T:  323.549.9200 | F: 323.549.9222

search@mccormackkristel.com |www.mccormackkristel.com

All inquiries or referrals will be held in strict confidence.

Please note that your education, dates of employment, compensation and other information provided will be verified prior to employment.

McCormack + Kristel works only with equal opportunity employers.  People of color, people with disabilities and people of diverse sexual orientations, gender expressions and identities are encouraged to apply.

4CS of Passaic County, Board of Directors

4CS of Passaic County

4CS of Passaic County is a nonprofit childcare resource and referral agency. Founded in 1971 as New Jersey Community Coordinated Child Care, 4CS oversees one of the state’s largest childcare subsidy assistance programs, with more than 10,000 children enrolled in its programs. In addition to administering child care and early education subsidies, 4CS has more than 87,000 touches with individuals in the community who are child care providers, parents/caregivers, students, and the community at large by offering, childcare and human services referrals, counseling, and processing childcare subsidy applications. On average, more than 1,500 walk-in clients seek 4CS’s services each month. The agency’s comprehensive training and education programs include workshops for parents; childcare center staff and friend & family childcare provider trainings on brain development, first aid and CPR; technical assistance for providers to meet licensing requirements; as well as administration of The Center for Child Care Careers, a fully bilingual (English/Spanish) New Jersey licensed vocational school.

With the recognition that proper nutrition is critical to children’s brain and physical development, 4CS makes it possible for child care providers to provide 250,000 tasty, healthy and nutritious meals and snacks to children throughout Passaic, Bergen and Hudson Counties annually.

Headquartered in Paterson and serving more than 5,000 families throughout Passaic County, 4CS operates with a $5 million annual budget and is overseen by a seven-person Board of Directors.

For more information about 4CS, please visit the 4CS website

Mission

The mission of 4CS of Passaic County is to assist families to obtain excellent quality child care that is available, accessible, and affordable.

Financial Summary

4CS’s total revenue for the fiscal year ending September 30, 2017 was $4.5 million, of which 90% was received from government grants and contracts. 4CS currently has assets exceeding $2 million. In recognition of its commitment to transparency, 4CS is a gold-level participant in GuideStar’s reporting program.

The Board of Directors

Trustees are the guardians of 4CS’s mission and resources, bringing to the organization a variety of skills, knowledge, experience and perspectives. To ensure 4CS continues to be a resource for high quality early care and education, Trustees are tasked with active leadership, active participation, fundraising, and financial support.

4CS currently has seven (7) Trustees, with plans to expand to at least 12 over the next year. We are seeking engaged volunteers who share 4CS’s values and are passionate about 4CS’s mission.

Duties and Responsibilities

Each Board leader commits time, talent and treasure to meet the following basic responsibilities:

  • Attendance at four Board meetings annually: January, April, July and September;
  • Active participation on at least one committee – currently, these include the Executive, Governance, Finance, Strategic Planning, and Community Outreach, Development & Marketing Committees – which typically meets 2 – 4 times per year;
  • Serve as an ambassador for 4CS and articulate the need for community investment;
  • Accept appropriate Board leadership roles as opportunities become available;
  • Help grow the Board with new directors;
  • Identify potential corporate and individual donor prospects;
  • Ensure fiduciary oversight and responsible stewardship of 4CS resources;
  • Contribute a personally significant annual gift.

Trustees may serve two (2) three-year terms.

Professional Requirements

We are seeking a diverse group of professionals with a variety of skills, experience and perspectives to steward the continued growth and sustainability of 4CS. Candidates with education or childhood development experience as well as legal, marketing, communications, philanthropic, pediatric, obstetric, gynecologic, human service and real estate professionals are highly desired. Board governance experience with a nonprofit is preferred, but not required.

Personal Characteristics

Candidates should have a passion for enhancing the lives of children and a commitment to supporting parents and childcare providers. Members of the Board are expected to make the necessary time to fulfill their ambassador responsibilities and to prepare for and attend meetings.

The 4CS Board seeks individuals representing a diversity of experience and perspectives. Ideal candidates will share the organization’s commitment to inclusion and will be comfortable engaging in honest discussions and respectful dissent.

As the demands for 4CS services and programs increase, the skills to contribute to organizational growth are essential. Individuals with organizational development and strategic planning talent will find this an exciting opportunity to lead in a meaningful way.

Residency in Passaic County is not a requirement of directors.

Opportunity

This is a rewarding leadership opportunity with an organization that has been supporting families and enhancing children’s growth for nearly 50 years. It is a chance to be part of a productive and collegial Board of Directors strengthening a vital childcare resource and referral agency. 4CS’s Board and staff are thought partners collaborating to improve the lives of Passaic County’s families and children.

Contact

If you are interested in exploring Board service with 4CS of Passaic County, please submit a brief cover letter and résumé or biography as attachments via e-mail to:

Michelle Kristel, Managing Partner

McCormack+Kristel

1740 Broadway, 15th Floor

New York, NY 10019

Telephone: 212.531.5003

Email: search@mccormackkristel.com

Online: www.mccormackkristel.com

All inquiries or referrals will be held in strict confidence.

McCormack+Kristel works only with Equal Employment Opportunity Employers.

 

 

 

SAGE, Board of Directors

SAGE (Advocacy & Services for LGBT Elders)

SAGE is the country’s largest and oldest organization dedicated to improving the lives of lesbian, gay, bisexual and transgender (LGBT) older adults. Founded in 1978 and headquartered in New York City, SAGE is a national organization that offers supportive services and consumer resources to LGBT older adults and their caregivers, advocates for public policy changes that address the needs of LGBT older people, provides education and technical assistance for aging providers and LGBT organizations through its National Resource Center on LGBT Aging, and cultural competence training through SAGECare.

With staff in New York City, Washington, D.C., Miami, Los Angeles, Chicago, and other key cities across the country, SAGE coordinates a growing network of 29 SAGE affiliates in 21 states. SAGE operates with a $12 million annual budget and is overseen by a 22-person Board of Directors.

For more information about SAGE, please visit the SAGE website

Mission

SAGE leads in addressing issues related to lesbian, gay, bisexual and transgender (LGBT) aging. In partnership with its constituents and allies, SAGE works to achieve a high quality of life for LGBT older people, supports and advocates for their rights, fosters a greater understanding of aging in all communities, and promotes positive images of LGBT life in later years.

Vision

SAGE envisions a world in which LGBT older adults can thrive because they are valued and have boundless opportunities through an array of options to achieve their goals for social, physical, intellectual, emotional, financial, spiritual, vocational, and environmental well-being.

History and Background

SAGE’s programs have evolved over the organization’s 40-year history. Today, SAGE is an important social safety net for LGBT elders as the organization catalyzes and creates LGBT-specific service programs and housing for elders, encourages full inclusion and celebration of LGBT older adults in all communities, advocates to address and overcome discrimination against LGBT elders in a broad variety of settings, and works with its constituents in the creation of informal caregiving support and development of new “family” networks.

In 2010, SAGE was awarded a three-year $900,000 grant (subsequently renewed) from the U.S. Department of Health and Human Services and the Administration on Aging to seed the creation of the nation’s only National Resource Center on LGBT Aging. In 2012, SAGE launched the country’s first comprehensive publicly funded LGBT senior center. And, in May of this year, SAGE and development partner, HELP USA, broke ground on a $41.4 million LGBT senior housing project in the Bronx, launching SAGE’s second housing development in New York City.

For the nearly 3 million LGBT older adults across the nation, SAGE’s advocacy, training and services build welcoming communities and keep critical issues in the national conversation to ensure a fulfilling future for all LGBT people.

Financial Summary

SAGE’s total revenue for the fiscal year ending June 30, 2018 was $11 million, of which 59% was received from government and foundation funders. SAGE currently has assets in excess of $19 million, including a $3.7 million reserve fund. In recognition of its commitment to transparency, SAGE is a gold-level participant in GuideStar’s reporting program.

The Board of Directors

Board members are the guardians of SAGE’s mission and resources, bringing to the organization a variety of skills, knowledge, experience and perspectives. To ensure SAGE continues to successfully meet the needs of older adults in the LGBT community, Board members are tasked with setting policy to ensure public trust, contributing a personally meaningful gift and leveraging their networks to resource the policies they set, growing the Board with talented new members, and acting as ambassadors for SAGE and LGBT older adults.

SAGE currently has 22 Board Directors, with plans to expand to 25 or more members over the next year. We are seeking engaged volunteers who share SAGE’s values, support SAGE’s commitment to diversity and equity, and are passionate about SAGE’s mission.

Duties and Responsibilities

Each Board leader commits time, talent and treasure to meet the following basic responsibilities:

  • Attendance at three Board meetings annually. February/March, June and October.
  • Active participation on at least one standing committee – currently, these include the Executive, Finance, Nominating and Governance, and Development Committees, which typically meet by phone.
  • Board members are expected to make SAGE a philanthropic priority with an annual give/get commitment of at least $10,000. Each Board member is asked to give at a level that is a “personal stretch” based on their individual giving capacity. At a minimum, every Board member must be a major donor (at least $1,500 annually) to SAGE. Board leadership understands that each member is in a unique situation and works accordingly to set clear expectations.

After a one-year introductory term, Board members may serve up to two (2) consecutive three-year terms.

Professional Requirements

We are seeking a diverse group of professionals with a variety of skills, experience and perspectives to steward the continued growth and sustainability of SAGE. Candidates with aging or healthcare experience, as well as those with strong links to a broad and expansive network, are highly desired. We are particularly interested in increasing SAGE’s Board presence in Chicago, Miami/Fort Lauderdale, Los Angeles, and Washington, DC. Experience as a board member with a nonprofit entity is preferred but not required.

Personal Characteristics

Candidates must have a compelling interest in the vision, mission and values of SAGE. The organization’s core values include upholding diversity and equity as a centerpiece of its purpose, its people and its work. Members of the Board are expected to reflect and embrace SAGE’s commitment to the principles of diversity and equity.

The SAGE Board is comprised of a broadly diverse group of individuals inclusive of an expansive range of experience, perspectives and expression. Directors take pride in the quality and depth of the Board’s healthy and honest discussions and respectful debates. Ideal candidates will be comfortable with dissent, energized by stimulating conversations, and able to present contrary views in a considerate, informed and respectful manner.

As SAGE continues to expand its reach and the demands for its advocacy increase, the skills to contribute to an organization during periods of flux are essential. Individuals with the talent to see the big picture and coalesce strategies into long-range plans will find this an exciting opportunity to lead in a meaningful way.

Finally, openness to innovation, the humility to learn from others, and the ability to participate in and sustain collaborative group efforts are highly valued. Women, people of color, transgender people, people under 40, straight allies, and people with disabilities are encouraged to apply.

Opportunity

This is a meaningful and rewarding leadership opportunity with an organization that has been at the forefront of social change for 40 years. It is a chance to be part of a sophisticated and collegial Board of Directors endeavoring to create boundless opportunities for LGBT older adults. Members of the SAGE Board collaborate to increase the impact of a revered organization and to ensure a fulfilling future for all LGBT people.

CONTACT

If you are interested in exploring board service with SAGE, please submit a brief cover letter and résumé or biography as attachments via e-mail to:

Michelle Kristel, Managing Partner

McCormack+Kristel

1740 Broadway, 15th Floor

New York, NY 10019

Telephone: 212.531.5003

Email: search@mccormackkristel.com

Online: www.mccormackkristel.com

All inquiries or referrals will be held in strict confidence.

McCormack+Kristel works only with Equal Employment Opportunity Employers.

Los Angeles Homeless Services Authority, Chief Program Officer

THE CLIENT

Founded in September of 1993, the Los Angeles Homeless Services Authority (LAHSA) is an independent public agency created by The City and County of Los Angeles as a Joint-Powers Authority. Its mission is to address homelessness in Los Angeles County.  LAHSA is committed to ending homelessness by providing leadership, advocacy, and management of program funding.  LAHSA strives to educate the public and the media on key issues related to homelessness.

LAHSA is governed by a 10-member policy-making Commission. The Mayor of the City of Los Angeles appoints five of the Commissioners with approval of the City Council and the Los Angeles County Board of Supervisors appoints five, one appointment from each Supervisorial District.

LAHSA provides funding and guidance for a vast network of local, non-profit agencies serving homeless people. LAHSA is funded by the U.S. Department of Housing & Urban Development, The County of Los Angeles and the City of Los Angeles. Headquartered in downtown Los Angeles, with a staff of approximately 360+ and an annual budget of approximately $243,000,000, the Authority distributes approximately $225 million annually to about 100 provider agencies with nearly 300 contracts.  These programs are located throughout the City and County, and address a wide-range of issues related to homelessness, including: mental illness, substance abuse, job training, domestic violence, food, housing, case management, referrals, health concerns, clothing, benefits advocacy, and transportation. LAHSA operates its own Emergency Response program to address the urgent and immediate needs of the homeless.  The Measure H quarter-cent sales tax that voters approved in 2017 to address the growing problem of homelessness is projected to raise $355 million annually for 10 years.

LAHSA funded programs and agencies support the U.S. Department of Housing and Urban Development’s (HUD) national “Continuum of Care” model to assist homeless individuals and families in their transition to independence.  To assure that the Continuum of Care system continues to address the changing needs and priorities of Los Angeles County, LAHSA works closely with service providers, advocates, coalitions, communities, businesses, governmental organizations, elected leaders, and research groups.

THE POSITION

This is a newly created position reporting to the Executive Director. The Chief Program Officer (CPO) will be responsible for a 250-person staff with the following direct reports: Director, Procurement & Performance Management; Director, Access & Engagement; Director, Policy & Systems; and Director, Data Management. The CPO will lead all programmatic operations and will have the following responsibilities:

  • Serve as leader of LAHSA’s programmatic operations:
  • Responsible for deliverables for $225 million in City, County and Federal funding commitments
  • Responsible for deliverables optimizing the LA region’s homeless system performance
  • Lead the performance management process that measures and evaluates progress against goals for the organization
  • Lead and manage LAHSA’s programmatic directors, who cover the following responsibilities:
    • LAHSA‐funded homeless service programs, including procurement, contract performance and homelessness data management
    • Policy and Systems,
    • Direct outreach – LAHSA’s countywide direct outreach services with more than 100 staff
  • Identify programmatic opportunities and priorities:
    • Coordinate program development, including working with the Policy and Planning team and Commission to identify areas of need and design new programs to work toward elimination of homelessness in Los Angeles
    • Analyze service performance on the program, community, and system level
    • Develop processes for using program outcomes data for driving future program development
    • Oversee the development of appropriate training and technical assistance to staff, program applicants and grantees and other appropriate audiences
    • Collaborate with Los Angeles Continuum of Care participants (including organizations funded and those not funded through LAHSA) to reduce homelessness in Los Angeles
    • Knowledge of HEARTH Act requirements, Homeless Families Solutions System and Coordinated Entry System
    • Develop external reporting tools to communicate the progress of LAHSA’s work and the work of its partner agencies to LAHSA’s Commission, its funders (from the city, county and federal level) and to the public
    • Incorporate program/policy work into procurement and contracting process
  • Develop external reporting tools to communicate the progress of LAHSA’s work and the work of its partner agencies to LAHSA’s Commission, its funders (from the city, county and federal level) and to the public
    • Incorporate program/policy work into procurement and contracting process
    • Increase key impact measurements
    • Develop curriculum, tools, and training that help build sustainable program delivery capacity
    • Implement integrated coordinated entry systems for all populations
    • Interact effectively with a wide range of constituents
    • Represent LAHSA at official functions and events in the community

PROFESSIONAL REQUIREMENTS

As a prerequisite, the successful candidate must believe in the core values of LAHSA and be driven by the mission. The candidate should demonstrate a passion for breaking new ground to lead social change. Beyond that, we are seeking a candidate who has proven experience in managing within a large, complex organization and a demonstrated ability to both lead and build the capabilities of a driven, bright, diverse team.

The successful candidate will most likely have had management experience with a large public sector, or non‐profit organization. As noted, this is an organization driven by the values of its people, so experience in managing a “values‐driven” organization will be highly prized.

Additional requirements are:

  • Results Orientation – a proven track record of exceeding goals and a value‐added orientation; evidence of the ability to consistently make good decisions through a combination of analysis, wisdom, experience, and judgment; high level of business acumen including successful P&L management; the ability to balance the delivery of programs against the realities of a budget; and problem solving, project management, political savvy, and creative resourcefulness
  • Strategic Vision and Agility – ability to think strategically, anticipate future consequences and trends, and incorporate them into the organizational plan
  • Capacity Building—ability to effectively build staff capacity, developing a top‐notch workforce and the processes that ensure the organization runs smoothly
  • Large Scale Management – experience leading a large diverse team
  • Leadership and Organization – exceptional capacity for managing and leading people; a team builder who has experience in scaling up organizations; ability to connect staff both on an individual level and in large groups; capacity to enforce accountability, develop and empower top‐ notch leaders from the bottom up, lead from the top down, cultivate entrepreneurship, and learn the strengths and weaknesses of the team so as to put people in a position to succeed
  • General Management—thorough understanding of finance, systems, and HR; broad experience with the full range of business functions and systems, including strategic development and planning
  • Excellent Communications Skills  –  thorough  understanding  of  the  importance  of  effective,  timely communications with multiple and diverse stakeholders
  • Knowledge of systems and programs that impact homeless persons and homeless program funding sources, regulations, requirements and procedures, a knowledge of the HEARTH Act (The Homeless Emergency Assistance and Rapid Transition to Housing Act of 2009) requirements, Homeless Families Solutions System and the Coordinated Entry System.

PERSONAL REQUIREMENTS

The Los Angeles Homeless Services Authority (LAHSA) is seeking to dramatically accelerate its capacity and growth. LAHSA wants a mission‐focused, seasoned, strategic, and process‐minded leader with experience in complex organizations, and developing a performance culture among a group of diverse, talented individuals.

The CPO must have the ability to enforce fair and equitable processes, decisions and determinations in compliance with Federal, state and local funding laws, rules, and regulations. S/he must be able to think creatively, strategically and collaboratively to solve complex problems.

This position requires an action oriented executive who enjoys working hard and looks for challenges; who is able to act and react as necessary, even if limited information is available; who is not afraid to take charge of a situation; and who can overcome resistance to leadership and take unpopular stands when necessary.

COMPENSATION

The CPO is employed “at will” by the LAHSA Commission.  This is not a City or County civil service appointment. The selected candidate will be compensated at a level dependent upon qualifications and experience and will receive a comprehensive benefit package.

OPPORTUNITY

Los Angeles County’s homeless population has soared 23% over the past year despite increasing success in placing people in housing. The sharp rise, to nearly 58,000, suggests that the pathway into homelessness continues to outpace intensifying efforts that — through rent subsidies, new construction, outreach and support services — got more than 14,000 people permanently off the streets last year.  The startling jump in homelessness has affected every significant demographic group, including youth, families, veterans and the chronically homeless. Homeless officials and political leaders point to steadily rising housing costs and stagnant incomes as the underlying cause.

After months of planning, Measure H funding recommendations were approved by the Board of Supervisors, which unanimously approved a spending package to deploy $1 billion into local communities over the next three years. LAHSA will be the conduit and steward for much of these resources.  This is an opportunity to be on the forefront of addressing one of the most pressing human services need in our country today.  The successful candidate will have the satisfaction of building the programmatic infrastructure to address this need and participating in an effort of critical humanitarian importance.

LAHSA is an Equal Opportunity/Affirmative Action Employer.

CONTACT

Please submit a brief cover letter and résumé as attachments via e-mail to:

Michelle Kristel, Managing Partner

Joseph McCormack, Partner

McCormack + Kristel

1775 E. Palm Canyon Drive, Suite 110-202

Palm Springs, CA 92264

Tel  323.549.9200

Fax 323.549.9222

Email search@mccormackkristel.com

Online www.mccormackkristel.com

All inquiries or referrals will be held in strict confidence.

Please note that your education, dates of employment, compensation and other information provided will be verified prior to employment.

McCormack + Kristel works only with equal opportunity employers.  People of color, people with disabilities and people of diverse sexual orientations, gender expressions and identities are encouraged to apply.

Out for Undergrad Announces Dr. Cindi Love New Executive Director

NEW YORK, Nov. 16, 2017 /PRNewswire/ — Out for Undergrad (O4U) is pleased to announce the appointment of Dr. Cindi Love as its new Executive Director effective January 2, 2018. McCormack+Kristal conducted the nationwide search for O4U, the nation’s leading organization dedicated to helping high-potential lesbian, gay, bisexual, transgender and queer (LGBTQ) undergraduates achieve success in their careers.

O4U currently offers four undergraduate leadership conferences that serve as a pathway into major US-based corporations: (1) finance/ consulting/ accounting, (2) technology, (3) marketing, and (4) engineering. In 2017, Goldman Sachs, Twitter, PepsiCo and Stanford University were hosts of these four O4U conferences in cooperation with 130 other major corporate sponsors.

Michael Ruderman, Chair of the O4U Board, said “Our 14-year experience of helping promising LGBTQ undergraduates reach their full potential is the solid foundation upon which we want to take O4U to the next level of impact. We know that Dr. Love will take us there and be a wonderful mentor to our students and volunteers, who are at the heart and soul of our organization’s work. Very few CEOs have senior leadership experience in for-profit and not-for-profit corporations, higher education, and global LGBTQ and human rights advocacy. Dr. Love is the rare find who has all of these.”

Love said, “I am very excited to join the O4U Board and other volunteers in the next chapter of ground-breaking work on behalf of LGBTQ students and corporations who employ them. We have an opportunity to expand access to O4U’s unique leadership development program, and further enhance the current conference experiences. I’m so fortunate to share with O4U’s students and volunteers what I have learned as a partner to some of the most passionate, deeply committed, socially responsible entrepreneurs, executives, educators, advocates and philanthropists around the world.”

Love founded an INC 500 company (#73 in 1990) and was recognized as one of 50 of North American top entrepreneurs by the MIT/INC/YEO Birthing of Giants program that same year. Love founded and sold Integration Control System & Services to The TORO Company in 1996 and served as a TORO executive until 2000.

Since July 2014, Love has served as the Executive Director of ACPA—College Student Educators International in Washington, DC, member of the Washington Higher Education Secretariat and Working Group Advising the U.S. Secretary of State on Religion & Foreign Policy. Love was a panelist for President Obama’s 2015 Challenge for Faith-Based Partnerships and Communities and honored at the White House twice for human rights leadership. Love serves as one of 95 Content Experts for the Global Diversity & Inclusion Benchmarks project and is former member of the United Nations Compass Coalition on LGBT Human Rights.

Love succeeds Brandon Fail as Executive Director. Ruderman said, “The O4U Board thanks Brandon Fail for his three years of leadership, during which the organization launched two new conferences, doubled its student attendee population, and dramatically increased corporate sponsorship.”

Contact Information:

Michael Ruderman
Chair of the O4U Board
185287@email4pr.com

Cindi Love
185287@email4pr.com
972-358-5907
@drcindilove

http://outforundergrad.org/

SOURCE Out for Undergrad

Related Links

http://outforundergrad.org

McCormack + Kristel Recruits Leaders for Impact Organizations

Media Contact:  O’Bayley Communications – Tim O’Bayley 760/778-3525 • tim@obayley.net or McCormack & Kristel – Joseph McCormack 323/549-9200 • joe@mccormackkristel.com

McCormack + Kristel Recruits Leaders for Impact Organizations
Pioneering Executive Recruitment Firm Specializes in Placing Executives at Key LGBTQ Organizations Nationwide

PALM SPRINGS – October 3, 2017:  Continuing its 24-year record of successful executive placements, McCormack+Kristel recently recruited new chief executives for PFLAG National and New York’s Bailey House, and launched a CEO search for The San Diego LGBT Community Center.

PFLAG National recently appointed Dr. Jaime Grant as their new Executive Director. Founded in 1972, PFLAG has nearly 400 chapters and more than 200,000 members and is the nation’s largest family and ally organization. Grant has a three-decade-long track record of leadership in the LGBTQ and feminist movements. She previously held the position of Policy Institute Director at the National LGBTQ Task Force and is the founding executive director of the Arcus Center for Social Justice Leadership. Most recently, she served as the founder and director of the Global Trans Research and Advocacy Project.

Said Jean Hodges, PFLAG President, “Our search for a new Executive Director for PFLAG National was handled efficiently, thoroughly, and with grace by McCormack+Kristel Partner Michelle Kristel. Her excellent communication, her extensive network of contacts which enabled a large pool of qualified applicants, her sensitivity to issues of diversity, and her skill and expertise in interviewing top candidates were all critical to keeping the process moving on a well-paced timeline. Best of all was the wonderful result in hiring exactly the right person for the job.”

John Oda, the Chair of the PFLAG Search Committee added, “McCormack+Kristel was the perfect firm for our Executive Director search. Their expertise and experience was noticeable and crucial from the start to the end.”

McCormack+Kristel also announced the successful completion of the Chief Executive Officer search for New York’s Bailey House. Established in 1983, Bailey House provides supportive housing for people living with HIV and AIDS and advocates on their behalf. In addition, the program connects individuals with medical care and other health and social services. Special housing units are set aside for LGBT homeless youths, with a number of units specifically for supporting transgender youth. Daniel Tietz, the new CEO, is presently Chief Special Services Officer at NYC Human Resources Administration. He was previously the Executive Director of ACRIA, the AIDS Community Research Initiative of America, and the Deputy Executive Director of the New York Coalition for the Homeless. He is an RN by training and holds a JD degree from the New England School of Law. Bailey House Board Chair Matt Farber said, “Dan’s entrepreneurial spirit, unique combination of advocacy and nonprofit experience, and relentless approach to improving the lives of some of New York City’s most vulnerable citizens make him the perfect fit to lead Bailey House.”

The San Diego LGBT Community Center has recently retained McCormack+Kristel to assist with the search and selection process to recruit a successor for long-term Executive Director Dr. Delores Jacobs.

McCormack+Kristel brings 24 years of recruiting experience to this executive search. Founder and managing partner Joe McCormack says, “We were the first retained search firm to recruit leadership for the HIV/AIDS and LGBTQ communities, and we are the first retained search firm to embrace the transgender community as a valuable source of talent for our clients. Being a pioneer is a core value for us, not only as a business practice, but as a commitment to social justice. We are honored to support The San Diego LGBT Community Center during this important leadership transition.”

Since its founding in 1993, McCormack+Kristel has completed more than 400 searches for CEOs, board members and C-suite executives for large and small nonprofit organizations across the country. Clients have included the ACLU, the Los Angeles LGBT Center, Planned Parenthood, SAGE, the Tides Foundation, and many more.

 

 

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For additional information, contact Joe McCormack, Managing Partner, McCormack+Kristel at Joe@mccormackkristel.com or (323) 549-9200.

New McCormack + Kristel Recruiting Partnership: Diversity Recruiter Adds New Nonprofit Expert to its Team

PALM SPRINGS – July 18, 2016: Joe McCormack, a pioneering and nationally recognized diversity recruiter in the nonprofit and philanthropic sectors, is announcing the formation of a new business partnership with Michelle Kristel, a former nonprofit executive and associate with the firm since 2013. The new partnership will be known as McCormack + Kristel, LLC, with offices in Palm Springs, CA and New York, NY.

Michelle Kristel is the former executive director of In The Life Media, producers of the acclaimed PBS series, In The Life. Currently, Michelle serves on the board of CenterLink, the national association of LGBT community centers; the advisory board of Quorum, an organization working to increase LGBT presence on corporate boards; and the steering committee of the Publishing Triangle, an association of authors, readers and publishing professionals.

“McCormack + Kristel will build upon our 23-year reputation for excellent service and continue to expand our national recruiting practice,” says Founder and Managing Partner Joe McCormack. “Michelle’s experience as a nonprofit leader is a great value-add for our clients. Because she has served in and managed many of the positions our clients seek to fill, Michelle has great instincts for finding talent and making successful placements.”

In 1993, in a series of firsts, McCormack & Associates, the first openly gay-owned retained search firm, was founded with the mission to recruit leadership for the nation’s burgeoning HIV/AIDS service organizations. The firm later expanded to serve LGBT movement organizations and is proud to have been the first retained search firm to embrace the transgender community as a source of talent for their clients. “Being a pioneer is a core value for us, not only as a business practice, but as a reflection of our commitment to social justice,” said McCormack.

Since its founding, the firm has completed more than 400 searches for CEO’s, board members and C-suite executives for nonprofit and philanthropic organizations across the country. Clients include amfAR, the ACLU, the California Endowment, Chicago House, Compassion & Choices, Los Angeles LGBT Center, National Minority AIDS Council, the National Breast Cancer Coalition, Planned Parenthood, the Tides Foundation, the Weingart Foundation, and scores of other public health, human service and social justice organizations.

“I am thrilled to be in partnership with Joe McCormack,” said Kristel. “Great hires make all the difference for mission-driven organizations. Having the right players in the right positions is essential to advancing strategic goals, increasing program impact and engaging donors and constituents. Together, Joe and I will continue the firm’s tradition of advancing social justice by supporting our clients to strengthen their teams and enhance their capacity.”

McCormack + Kristel will continue its strategic venture with New York-based Wesley, Brown & Bartle, one of the nation’s leading minority-owned retained search firms. The two firms have partnered as WBB+McCormack to recruit leadership and C-suite executives for Amnesty International, AIDS United, the Chicago AIDS Foundation, the New York LGBT Community Center and other high profile clients

Op-ed: What’s Wrong With Executive Recruiters?

The following article by Joe McCormack was featured on Advocate.com on August 22, 2013.  View the original source here.

An executive recruiter argues that education and protections are essential to combating discrimination against transgender people in the hiring process.

I met my first out transgender candidate for a corporate position 13 years ago. We had arranged to meet at a coffee shop north of Los Angeles, and I awaited our rendezvous with some trepidation. At precisely 10 a.m. a very tall and stylishly dressed woman arrived for our meeting. Ms. R, as I will call her, would not have passed easily as a woman. She had the broad shoulders and height of an athlete and a resonant voice. Before our meeting I had assumed that she would likely be a confused and unhappy person. But I found that she was confident, at peace with her decision to transition, and eager to go back to work. After an hour-long meeting — which often brought tears to my eyes as she described the struggles with her former employer, her family, and the community in which she had been a youth and civic leader — I had a new respect and admiration for her determination and courage. It was also clear that she was highly qualified for the position and deserved every consideration. I received a very important lesson about transgender people that day.

Many executive recruiters have never knowingly met a transgender person, so they have all the negative stereotypes I had as a gay man in April of 2000, and possibly more. I was once told by a trans woman that there is a deep-seated suspicion about executive search consultants like me because a great telephone interview is often followed by a personal meeting where they are suddenly disqualified, no matter how strong their credentials. Of course no recruiter who wants to stay out of court would ever tell someone that s/he is disqualified for any reason not related to the job requirements, so there is always some plausible excuse provided for eliminating the candidate.

Is this simple prejudice, or is something else at work here?

A search consultant needs to measure two things to be successful: job-related skills and degree of fit with an organization. The first set of criteria represents the science of recruiting. The second set represents the art. Fit, chemistry, and cultural compatibility are all intangibles, but essential to ensuring a successful and sustainable match. For example, a hard-driving, ruthlessly competitive candidate from a Wall Street investment banking firm would probably be a poor fit for a children’s burn center. While that may seem like an extreme example, I think you can see my point.

What is wrong with many executive recruiters is that they are uneducated about transgender issues, and, as gatekeepers, they often make assumptions about whether a transgender candidate is a good fit for their client. Yes, prejudice is a factor, but a lack of awareness about their client’s human resources policies regarding transgender employees is an even bigger one. In the briefing process between the hiring authority and the recruiter to define the requirements for the position and the characteristics needed in a successful candidate, it rarely comes up. When diversity is discussed it’s almost always in reference to gender, race, or ethnicity. Sexual orientation is seldom at top of mind, even if the company is gay-friendly, let alone gender expression or gender identity.

How do we address this? First, we have to educate and train every recruiter about the transgender talent pool as a valuable resource for their searches. Thirty years ago, the mere hint that a candidate could be gay or lesbian was often enough to eliminate them from the hiring process. Today, even the largest search firms have some openly gay search consultants. In 10 years or even sooner, we may have openly transgender search consultants as well, but until then, we have some work to do. Participation at panel discussions and training sessions for members of the Association of Executive Search Consultants, the National Association of Executive Recruiters, and the International Association of Corporate and Professional Recruiters would be good places to start. Second, as a community, we need to ensure that corporate human resources departments include gender expression and gender identity as a protected characteristic on every position description they write and that they make it clear to the recruiters they hire that this is never a reason for disqualifying an otherwise excellent candidate.

Like the LGB community of 30 years ago, the transgender community is beginning to come out of the professional closet and demand its place at the table. The more visible the transgender community becomes, the more acceptance that transgender professionals will have in the workplace, and so on in a virtuous circle. It’s difficult for most fair-minded people to stereotype or dislike people they work alongside every day, especially if they are good team members and skilled at their jobs. As a recruiter I’ve found that transgender candidates are often overachievers, and they are certainly determined or they would never have undertaken their difficult and sometimes painful personal journeys.

JOE McCORMACK is the managing partner of McCormack+Kristel, the first openly gay executive search firm, established in 1993. He is also one of the cofounders of the Association of Transgender Professionals.