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Chief Health Services Officer, Los Angeles LGBT Center


Since 1969 the Los Angeles LGBT Center has cared for, championed, and celebrated LGBT individuals and families in Los Angeles and beyond.

Today the Center’s more than 600 employees provide services for more LGBT people than any other organization in the world, offering programs, services, and global advocacy that span four broad categories: Health, Social Services and Housing, Culture and Education, Leadership and Advocacy.

As the nation’s largest and most experienced provider of LGBT medical and mental health services, the Los Angeles LGBT Center helps LGBT people lead healthier, happier lives by keeping their minds and bodies well. All services are free or low cost.

The Center is one of the few Federally Qualified Health Centers in the nation with providers who specialize in primary care for LGBT people and with a research team working to advance the care and treatment of people in the LGBT community. In 2016, there were more than 20,000 client visits to the health center.

The Center’s Department of Health and Mental Health Services includes the following programs:

HIV/AIDS Specialty Care

Since the earliest days of the epidemic, the Center has been providing leading-edge medical care for people living with HIV/AIDS. Today, 87% of the people living with HIV/AIDS in Los Angeles are gay or bisexual men and the demand for care is tremendous.

Through its Jeffrey Goodman Special Care Clinic, the Center provides a holistic approach to treatment and helps clients with all aspects of managing their life with HIV, including case management, counseling and nutrition. No organization offers a wider and more comprehensive range of services for people living with HIV. In 2016, the Jeffrey Goodman Special Care Clinic provided treatment for more than 2,800 people living with HIV/AIDS.

Primary Medical Care

The Center’s medical providers are experts at caring for lesbian, gay, bisexual and transgender people and understand the issues that disproportionately affect the LGBT community. Specialty practices include the Transgender Health Program and Audre Lorde Health Program for Lesbian and Bi Women. Clients can always talk candidly and comfortably with Center providers, knowing they’re receiving state-of-the-art care regardless of their ability to pay.

Transgender Health Program

In addition to a full range of primary care services, our warm and welcoming Transgender Health Program offers hormone therapy, including education and management, pre- and post-surgical care, and Trans-sensitive pap smears, pelvic exams and prostate exams.

Audre Lorde Lesbian Health Program

We offer the full range of primary medical care services by staff who are your partners in leading healthier and happier lives.

HIV/STD Testing and Prevention

One out of eight people who are HIV-positive and living in the U.S. don’t know it. The Center is working to lower that percentage by offering free HIV/STD testing in Hollywood and in West Hollywood. Those who test positive for any infections can quickly get access to the Center’s world-class specialty care and support services.

The Center also works in tandem with clinic staff to prevent new infections through social events popular with young gay and bisexual African-Americans and Latinos, innovative and educational digital initiatives targeting those most at risk, outreach in bars and nightclubs, and free condom distribution in venues popular with gay and bisexual men. In 2016, the Center’s testing and treatment program had nearly 32,000 client visits.

Mental Health Services

For people dealing with any issue that feels beyond their control, including depression, anxiety, and relationships issues, the Center offers counseling for individuals, couples and families. The Center also offers psychiatric care, a wide variety of specialized counseling and therapy groups, and coming out support groups. For graduate students in all of the mental health related professions the Center operates a renowned clinical training program.

Violence Prevention & Survivor Support

The Center’s renowned STOP Intimate Partner Violence Program, honored by the National Crime Prevention Council, offers individual and group counseling for people who are victims of family violence and other crimes, a court-approved program for perpetrators of family violence, and a broad array of violence prevention services.

Addiction Recovery Services

The Center offers many programs to combat substance abuse, including individual and group therapy, the convenience and anonymity of online chats with therapists, and a renowned outpatient program for those who want to stop using crystal methamphetamine and other substances. If drugs and alcohol are becoming a problem in someone’s life, or in the life of someone close to them, the Center offers affordable services to help, as well as hosting a variety of 12-step groups.


The Center’s clinical research program conducts studies and clinical trials that are focused on improving the health and well-being of LGBT communities locally and globally. This work contributes directly to scientific knowledge about the prevention, intervention and treatment of HIV and sexually transmitted infections and is funded by private industry, the U.S. Centers for Disease Control, National Institutes of Health, and others. The Center also collaborates with academic institutions such as UCLA, USC, and UCSF. The Center’s HIV research is aligned with the National HIV/AIDS Strategy, focusing on intervening at every stage of HIV infection: testing high risk populations, linking newly diagnosed people to HIV care, retaining them in care, starting them on HIV medications as soon as possible, supporting and increasing adherence to their antiretroviral medications, and ultimately reducing their HIV viral load to undetectable levels. This comprehensive approach is a complex but promising strategy for reducing “community viral load” and ultimately ending HIV/AIDS as an epidemic in the U.S.


The Center’s pharmacy staff specializes in caring for LGBT people and their health needs and are experts in HIV/AIDS treatment. Clients can count on the Center’s pharmacy staff to provide warm, personalized and prompt services, including free mail order delivery of prescriptions. In 2016, the Center’s pharmacy filled more than 158,000 prescriptions.

The Anita May Rosenstein Campus: The Los Angeles LGBT Center has raised $40 million to build the Anita May Rosenstein Campus. Scheduled to open in early 2019, the revolutionary new campus will include affordable housing for low-income seniors and beds for young adults, a Senior Services Center, a Youth Center, a commercial kitchen to feed homeless youth and seniors, retail space, and much more.

When finished, the new building will form a campus with the Center’s arts, educational and cultural facility – known as The Village at Ed Gould Plaza – and span more than one city block.  It will also become the Center’s new headquarters, facilitating a major expansion of medical services at the current headquarters in the McDonald Wright Building on Schrader Boulevard.


The Chief Health Services Officer will provide inspiring and effective leadership to the Health & Mental Health Services (HMHS) Department while administering, directing, and coordinating all activities of the department toward the fulfillment of the Center’s values, mission, strategy, and the achievement of its annual goals and objectives. Reporting to the Chief of Staff, the CHSO will lead a staff of 260, manage an $86 million-dollar annual budget, and develop strategies for enhancing services and managing growth. Core responsibilities include:


  • Serve on the Senior Management team;
  • Report to the Board of Directors and represent HMHS at Board functions;
  • Ensure the timely and effective resolution of a complex range of issues affecting clients and staff in multiple programs, divisions and departments;
  • Recruit, develop, mentor and coach staff, and inspire and motivate individual and team performance;
  • Collaborate with other Center departments to maximize services to clients and the community.

Administration and Operations 

  • In conjunction with the Center’s Finance department and program directors, plan budgets and proactively create systems to help track, identify and resolve issues affecting revenue streams and sustainability of service provision;
  • Ensure that business functions, clinical services and programs comply with statutory and regulatory standards; grant and payer requirements; audit specifications; and program reporting benchmarks;
  • Ensure necessary policies and procedures are in place to meet required standards of compliance, quality assurance and risk management in the administration of all patient services, medical treatments, and department activities.


  • Manage all aspects of federal grants including maintaining an up-to-date and thorough knowledge of operational standards and requirements for FQHC, HRSA, Ryan White, and CDC;
  • Responsible for creating new sustainable funding opportunities in support of the Center’s strategic plan.

Communications and Outreach 

  • In collaboration with the Marketing and Communications Department, and Chief Medical Officer, serve as a public media spokesperson on all health-related issues;
  • Participate in local, state and national advocacy efforts that support HIV and LGBT service organizations and community health centers;
  • Represent the Center at policy gatherings, conferences, and local political fundraising functions;
  • As a Center Ambassador, help expand the passion for the Center’s mission and grow the Center family ensuring an expansion of awareness about the Center’s programs and services to all parts of the LGBTQ community.


The Center is seeking a strategic leader to manage the growth of the Center’s world-renowned Health & Mental Health Services Department. The ideal candidate will be adept at handling the administrative challenges of a large, multi-faceted non-profit healthcare organization with numerous revenue streams. The successful candidate should have the following:

  • Ten years of progressive administrative experience in a medical, health care, and/or public health environment;
  • Direct administrative experience with FQHC’s or FQHC Look-Alikes;
  • Expert knowledge of and experience with the implementation and integration of several significant programs such as: primary health care; HIV and STI prevention and treatment services; behavioral health including substance abuse treatment; pharmaceutical services; and research;
  • Experience in contract negotiations with IPA’s and with insurance carriers;
  • Proven track record supervising, coaching, counseling, motivating, and evaluating staff;
  • Extensive experience managing multiple priorities;
  • Well-established track record in dealing with all the financial aspects of a complex healthcare organization including financial planning, budgeting, revenue cycle management, managed-care contracts and government grants;
  • Strong working knowledge of the principles of health promotion, disease prevention and overall public health.


We are seeking a seasoned healthcare professional with a passion for the Center’s work and its mission to make the world a better place for LGBT people. The Chief Health Services Officer will have:

  • Knowledge of or experience working with the LGBTQ community and familiarity with issues of particular relevance to LGBTQ people;
  • Strong and confident leadership skills, including team building and interpersonal skills;
  • Excellent verbal and written communications skills;
  • Demonstrated ability to work effectively with people of diverse races, ethnicities, nationalities, sexual orientations, gender identities, gender expression, socio-economic backgrounds, religions, ages, English-speaking abilities, immigration statuses, and physical abilities in a multicultural environment.


Our client is offering a competitive salary for this position, along with a comprehensive benefits package, including 403b, health, dental, vision, life and long-term disability.


This is a high profile opportunity for a visionary leader to develop creative solutions to serving the needs of a vibrant and diverse community. The impending move of the Center’s headquarters to the Anita May Rosenstein Campus and the dedication of the McDonald Wright Building for the exclusive use of HMHS afford unprecedented opportunities for expansion into new areas of care.

The Chief Health Services Officer will shape services that are a model for organizations across the country and around the world. At a critical historical moment, s/he will make major contributions to the growth and development of the nation’s oldest and largest organization for LGBT people. The Chief Health Services Officer will have the personal satisfaction of improving health outcomes for the most marginalized members of the LGBT community. Additionally, s/he will be an essential member of a team developing and enhancing lifesaving care and making a significant difference in the community.

The Center is an Equal Opportunity/Affirmative Action Employer.


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

Joseph McCormack, Managing Partner
Michelle Kristel, Partner
McCormack + Kristel
1775 E. Palm Canyon Drive, Suite 110-202
Palm Springs, CA 92264
Tel  323.549.9200
Fax 323.549.9222

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.

Vice President of Patient Services, Planned Parenthood Gulf Coast


Planned Parenthood Gulf Coast cares passionately about helping women, men and young people lead healthy lives. They believe that when people are truly cared for, they will make their lives, their families – and even the world – better and healthier.

“Care. No matter what.” is who they are and what they do. It’s their promise as a health care provider, educator, and advocate to truly care, no matter who you are, no matter where you live. It expresses their belief that all people deserve high-quality, affordable health care; their resolve to educate and inform people so they can make their own health decisions; and their commitment to fight for women to get the reproductive services they need.

Planned Parenthood Gulf Coast seeks a world in which all children are wanted and cared for, all women and men have equal rights and dignity, sexuality is expressed with honesty, equality, and responsibility, and the decision to bear children is private and voluntary.

Opened in 1936, as Houston’s first family planning center, The Maternal Health Center became Planned Parenthood of Houston in 1942. Following expansion into the surrounding communities, in 1979, the affiliate changed its name to Planned Parenthood of Houston and Southeast Texas. Planned Parenthood of Louisiana, which was established in New Orleans in 1984, expanded to include the Mississippi Delta area with the addition of the Baton Rouge Health Center in 1992. In the aftermath of Hurricane Katrina, the two affiliates merged to become Planned Parenthood Gulf Coast (PPGC).

Operating seven health centers in Texas and two in Louisiana, serving clients in 49 counties in Texas and the entire state of Louisiana, PPGC ensures all women, men and teens have access to safe, affordable health care and accurate information.

Headquartered in Houston, governed by a 32-person Board of Directors and operating with 250 employees and a $25 million annual budget, the mission of Planned Parenthood Gulf Coast is to ensure the right and ability of all individuals to manage their sexual and reproductive health by providing health services, education and advocacy.


Reporting to the Chief Medical Officer, the Vice President of Patient Services (VP) ensures PPGC is a market leader in reproductive health care throughout the Gulf Coast region. The VP is responsible for leading the clinical operations of the Patient Care department including Family Planning, Surgical Services, Ambulatory Care, and the Call Center. Leading the department and program managers, the VP develops and manages annual budgets, achieves annual goals, assesses results against objectives, and course corrects as necessary. The VP supervises a 100-person staff with the following direct reports:

  • Ambulatory Surgical Center Director
  • Call Center Director
  • Director of Patient Experience
  • Directors of Health Centers (3)

Essential duties and responsibilities include the following:

Patient Satisfaction

In support of PPGC’s commitment to protecting and promoting the rights of all patients and clients and to providing care and services that support physical well-being and quality of life, the VP will:

  • Collaborate with Patient Care staff to ensure optimal patient experiences throughout all PPGC health centers.
  • Ensure exemplary and consistent customer-focused care in all health care delivery.
  • Maintain consistent evaluation of customer feedback and collaborates with the Director of Patient Experience to implement activities to enhance the customer experience.
  • Create a culture of efficiency and excellence that increases patient cycle time and reduces client wait periods.
  • Ensure a culture that embraces diversity, fair and respectful treatment of all persons, and customer-focused delivery throughout the organization.

Business and Operations

With the goals of increasing efficiencies and enhancing revenue, the VP will regularly assess operating results of programs against established objectives; evaluate general economic, business, and financial conditions and their impact on clinical operations, and identify solutions where problems exist. The VP will:

  • Evaluate the results of overall health center operations regularly and systematically and report these results through internal Dashboard reports and other industry standard metrics (RVUs, HEDIS, etc.).
  • Coordinate with Patient Care staff and the organization’s revenue cycle department to ensure that clinical and administrative functions are in place to adequately document and collect patient service revenue.
  • Evaluate opportunities for efficiencies, centralization, and standardization within clinical operations with resulting implementation of efforts to promote such goals followed by regular assessment and re-tooling for maximum impact.
  • Coordinate efforts with the Revenue Cycle Manager to seek opportunities for new third party payer contracts and to evaluate/renegotiate existing contracts.
  • Work with the Medical Services team to lead and manage health center and service expansion, enhancement, relocation, and development plans.
  • Negotiate and execute contracts with physicians, independent contractors, and other healthcare providers.

Strategic Leadership and Management

Working closely with the Executive and Management Teams to develop and implement strategic and annual plans, the VP will articulate the vision of the department and the affiliate to all clinical operations staff. Additionally, s/he will:

  • Be responsible for strategic expansion, improvement, and synergistic program integration to leverage opportunities offered by prevention-focused provisions of commercial and Affordable Care Act insurance plans.
  • Maintain the organizational structure and processes necessary to manage the organization’s current activities and its projected growth. Influence organizational change and efficiency as necessary to facilitate strategic initiatives and planned growth.
  • Collaborate with the Director of Training and Development to ensure staff training programs are designed and implemented to equip Patient Care employees with the knowledge necessary to perform their jobs effectively, efficiently and safely, to ensure adequate management development, and to provide for capable management succession.
  • Partner with Human Resources to promote creative and effective staff recruitment and retention activities to ensure that the organization is attracting and retaining motivated, energetic, dedicated staff at all levels within the Patient Care division.
  • Actively participate in Leadership Team and Patient Care meetings.
  • Promote, champion and facilitate integration, collaboration and teamwork between all departments throughout the organization to advance overall plans and initiatives.

Regulatory and Compliance

The VP will ensure that all organization activities and operations are carried out in compliance with all applicable local, state and federal laws and regulations, including:

  • Ensure affiliate compliance with accrediting, licensing, and regulatory bodies including, but not limited to: PPFA, TDSHS, LDHH, HHSC, CLIA, OSHA, State Boards of Pharmacy, Medical Examiners, and Nurse Examiners.
  • Serve as a member of affiliate quality and risk management and compliance committees.

Community, Affiliate and Industry Outreach and Partnerships

  • Represents Clinical Operations to internal and external constituencies, including service on PPGC and other agencies’ committees and work teams.
  • Ensures ongoing collaboration and networking with appropriate community partners, other health care providers/entities in the service area to promote PPGC as an essential community provider and to establish referral relationships.
  • Work with affiliate executive and management teams to develop and implement affiliate-wide policies and procedures.


To perform this job successfully, an individual must have a deep understanding of clinical operations and a track record of success in increasing efficiencies and improving patient experience. The ideal candidate will have:

  • At least 5 – 7 years of senior leadership experience in a reproductive or other health care facility;
  • Experience managing significant financial and budgetary responsibilities;
  • Experience managing a large staff of clinical and non-clinical employees;
  • Experience with quality assurance and risk management, and a commitment to operational excellence;
  • Experience managing culture change and leading shifts in organizational dynamics;
  • Knowledge of accrediting, licensing and regulatory requirements to ensure compliance with local and state (Texas and Louisiana) as well as federal laws;
  • Experience in commercial insurance and billing systems;
  • A Bachelor’s Degree is required. A Master’s Degree in health care administration or similar discipline is preferred.


The ideal candidate will exhibit strong leadership, analytical and project management capabilities. S/he will possess business acumen and formidable problem-solving and interpersonal skills. The VP will have strong oral and written communication skills and will uphold the highest standards of quality, professionalism and customer service.

The ability to manage, motivate and inspire a team of professionals to deliver high-quality health care is essential. The successful candidate will be strategic, entrepreneurial and driven to lead PPGC through the shifting health care landscape. The VP must be ardently pro-choice and assiduously supportive of Planned Parenthood’s mission.


Our client is offering a highly competitive compensation package for this position with a comprehensive benefits package that includes medical, dental, vision, life, long-term disability, FSA, 401(k) savings with employer match and generous paid leave.  Basic relocation expenses may be considered for the exceptional individual they are seeking.


With women’s reproductive health decisions under continual assault by conservative leaders and politicians nationally, there has never been a time when the work of Planned Parenthood has been more critical for those who may not have other access to healthcare in their communities. In addition to providing cancer screenings, pregnancy counseling and the termination of unwanted pregnancies, Planned Parenthood also offers educational programs that enhance the understanding of the individual and societal implications of human sexuality.  This position is an opportunity to support these vital services and to contribute to a healthier and more responsible society.


HOUSTON – The City with No Limits

Where else could you eat at a different restaurant every day for 23½ years and not visit the same restaurant twice? Houston is the Culture and Culinary Capital of Texas with more than 600 bars and 8,600 restaurants and eating establishments serving more than 60 cuisines.

Where else could you enjoy three museums or performing arts companies per week without repeating? Houston is home to 83 museums and cultural sites and 79 performing arts companies and one of the few U.S. cities to offer world class, year-round resident companies in all of the major performing arts – symphony, opera, drama and ballet.

In the nation’s fourth largest city, you can savor all of this plus explore miles of scenic green space in two of the 10 largest urban parks in the U.S.; ride along downtown’s interconnected bikeway network; enjoy outdoor concerts, farmer’s markets and festivals; or drive less than an hour to swim in the Gulf of Mexico.

Houston’s myriad neighborhoods offer something for every age and stage of life. Best of all, when compared to the 20 most populous metropolitan areas, Houston ranks third lowest in overall cost of living and its housing costs are 36.6 percent below average. With no state tax and affordable housing, Houston’s overall after-taxes living costs are 5.6 percent below the average for all U.S. urban areas.

No wonder, for the fifth consecutive year, Houston ranked first as “Top Destination City” for U-Haul rentals.


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

Joseph McCormack, Managing Partner

Michelle Kristel, Partner


1775 E. Palm Canyon Drive, Suite 110-202

Palm Springs, CA 92264

Tel  323.549.9200

Fax 323.549.9222



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. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Division Director, Quality Improvement, Didi Hirsch Mental Health Services


Didi Hirsch Mental Health Services was founded in the 1930’s to provide psychiatric services for unemployed women affected by the Great Depression, The benefit of these services was so demonstrable that the Community Welfare Association of Los Angeles, Community Chest (now United Way) and Cedars of Lebanon Hospital (now Cedars Sinai) supported the expansion of services to both men and women.

By 1970, the agency had received federal designation as a Community Mental Health Center. In 1974 it opened its current headquarters on Sepulveda Boulevard in Culver City. In the same year, the Culver City Family and Child Guidance Clinic merged with the agency, adding children’s programs to its array of services. With the opening of the new headquarters, the agency was renamed to honor a longstanding friend and supporter, Didi Hirsch. Didi was a social worker and had seen first-hand the impact of untreated mental illness and who, with her husband, made a generous contribution to the agency’s capital campaign.

With more than 70 years of experience, Didi Hirsch Mental Health Services is governed by a 19-person Board of Directors and now has an annual operating budget of over $42 million.  Approximately $40.5 million is funded by government contracts, including one with the Los Angeles County Department of Mental Health. The balance comes from private sector support and some limited fee for service income.

Didi Hirsch transforms lives by providing quality mental health care and substance use disorder services in communities where stigma or poverty limit access.  From 11 sites and in nearly 100 schools, the agency helps over 90,000 adults and children throughout Southern California each year. Its Suicide Prevention Center, established in 1958 — and the first in the nation to provide 24/7 crisis counseling beginning in 1962 — receives over 66,000 calls on its Crisis Line annually and provides support groups for people who have lost loved ones to suicide or have attempted it. In 2010, the agency began providing bereavement services in Orange County to individuals and families who have lost a loved one to suicide.


This is a newly restructured and upgraded position that reflects the organization’s commitment — not just to quality assurance and compliance — but to continuous quality improvement in every area of clinical services and operations.  The Division Director is one of seven Division Directors in the organization.  Along with the CEO and four Vice Presidents, s/he is a member of the senior management team and supervises a seven-person staff with responsibility for all quality assurance audits and medical records compliance.  The Division Director will also work with the Business Intelligence, Training, and Research and Evaluation departments as well as providing support on major projects where data collection and other metrics are used to assess impact.  The position reports to the Vice President, Quality & Innovation.

Specific Responsibilities include the following:

Clinical Standards and Documentation

  • Ensures that employees throughout the Agency are trained in administration and application of documentation standards.
  • Designs training in support of staff and process improvement activities, and oversees the ongoing development and implementation of staff training in documentation standards and improvements.
  • Maintains and distributes up-to-date information on DMH and SAPC guidelines
  • In collaboration with Research and Evaluation & Training Divisions, develops and implements important metrics and performance targets and works with program staff and managers to develop program improvement plans for each clinical program, as well as an overall agency improvement plan.
  • Oversees and coordinates the preparation and execution of chart audits by outside agencies or funders.
  • Oversees quarterly program peer reviews and analyzes resultant reports for strengths and areas of improvement.
  • Monitors and supervises the development of the Quality Improvement Intranet Site.
  • Works with professional organizations and funders to interpret documentation regulations.
  • In collaboration with other agency divisions (IT, Business Intelligence, Research and Evaluation, & Training) develops and implements useful data reports. Then analyzes data to monitor quality and reduce compliance and/or monetary risk for the Agency; makes recommendations for quality improvement.
  • Effectively presents data through appropriate use of charts, graphs, and other reporting analysis tools and provides regular reports on Quality Improvement projects.

Compliance & Privacy

  • Develops, maintains, and interprets Agency Policies and Procedures related to current ethical and federal regulations including HIPAA and other issues of corporate compliance.
  • Maintains and oversees agency code of ethics and standards of professional conduct to include in the Code of Conduct Manual.
  • Monitors and oversees ongoing internal audits of HIPAA and other government compliance.
  • Monitors Agency adherence to standards relating to licensing, accreditation, quality clinical care and protection of client rights, and ensures proper documentation, medical necessity and billing only for services rendered.
  • Monitors and tracks clinical incident reports, and examines them for program improvement areas.
  • Monitors the release of confidential information, provides information to programs on the release of information, and acts as liaison with the Agency attorney with regard to release of information when necessary.


  • Works closely with the Electronic Health Record Analyst to ensure seamless workflow between DMH/SAPC guidelines and EHR functionality
  • Forms a highly effective team to accomplish the program’s short and long term goals.
  • Efficiently utilizes financial resources while maintaining commitment to quality service when requesting and purchasing quality improvement program supplies.
  • Interfaces with related community agencies, attends meetings as scheduled and/or needed to include, the Department of Mental Health, ACHSA, SAPC, and CCCBHA.
  • Assists VP, Quality and Innovation in the development of program budget and ensures expenditures comply with approved budgets; monitors and evaluates budget issues and recommends corrective action.

HIPAA Privacy Standards Compliance

(All items listed below are a condition of continued employment):

The employee in this position will:

  • Not use or disclose protected health information about any member or other party in compliance with Didi Hirsch’s policies related to state or federal laws such as HIPPA.
  • Use appropriate safeguards to protect the confidentiality of such information.
  • Report to Didi Hirsch management any use or disclosure of protected health information not permitted by Didi Hirsch policies related to state or federal laws such as HIPAA.
  • Participate in Didi Hirsch’s training or briefings on HIPAA information as scheduled.
  • Consult with supervisor on any issues or questions about compliance under Didi Hirsch’s policies related to state or federal laws such as HIPAA.


These specifications are general guidelines based upon the minimum, ordinarily considered essential, to satisfactory performance in this position.  Individual skills and abilities may result in some deviation from these guidelines.

To perform effectively in this position, the employee in this position is required to:

  • Demonstrate working knowledge of the mental health services specific to the services provided by the agency.
  • Support the values and mission of Didi Hirsch as related to employment.
  • Have strong organizational skills as well as analytical, numerical, and reasoning abilities.
  • Know and comply with Agency policies and procedures, confidentiality/HIPAA, DMH policies and documentation guidelines, and other state, federal regulations relating to quality assurance and improvement.
  • Have a working knowledge and proficiency in Electronic Medical Records.
  • Demonstrate effective collaboration, leadership and management skills.
  • Present data, ideas, information, and viewpoints clearly, visually, verbally and/or in writing. Demonstrate experience in presenting information in large group formats.
  • Be knowledgeable in the types of therapy, psychological testing, and case management services appropriate to the program.
  • Efficiently use the Microsoft Office Suite (including Excel, Word, etc).
  • Manage employee and student performance consistent with defined Didi Hirsch processes.
  • Utilize analysis, experience, and judgment to make solid business, administrative, and clinical decisions.
  • Demonstrate commitment to team objectives and Didi Hirsch philosophies.
  • Adapt to changing needs by acquiring new skills and knowledge.
  • Current California driver’s license and a driving record acceptable to the Agency’s insurance carrier.

The successful candidate must have a Master’s or Doctorate degree in the field of mental health, and licensure as a clinical social worker, marriage and family therapist or psychologist is strongly preferred.


Our client is seeking an individual who supports the compassionate values and mission of Didi Hirsch Mental Health Services.

The successful candidate will be customer service-oriented with excellent interpersonal and listening skills.  The Division Director should view his/her role as that of a strategic ally to fellow managers.  A warm and friendly demeanor is essential, as are sensitivity and diplomacy.

The ideal Director will demonstrate a transparent management style and will be willing to admit mistakes and take corrective action when necessary. S/he should demonstrate a “can do” attitude, while remaining comfortable with seeking support when needed. Passionate curiosity about continuous quality improvement is essential. The Director must be flexible and comfortable with change.

Good judgment and high emotional intelligence are essential for success.


Our client is offering a competitive salary commensurate with experience including 12 sick days, 10 holidays and 14 days of vacation in their first year, plus a comprehensive benefits package that includes Kaiser Health, dental and vision services and a $50,000 life insurance policy.  Didi Hirsch also offers a matching 403b retirement plan with an employer contribution of up to 5% after the first year of employment.


This is a high profile opportunity to provide leadership for continuous quality improvement to one of the premier mental health service organizations in California and nationally.  Didi Hirsch is the lead agency for 10 Crisis Centers providing suicide prevention services, and the Didi Hirsch Suicide Prevention Crisis Line is a member of the National Suicide Prevention Lifeline.

Increases in compensation and responsibility are directly related to the continuing growth and success of this organization.



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

Joseph McCormack, Managing Partner

Michelle Kristel, Partner


1775 E. Palm Canyon Drive, Suite 110-202

Palm Springs, CA 92264

Tel  323.549.9200

Fax 323.549.9222



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. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Desert AIDS Project, Director of Grants

The Client

Established in 1984, Desert AIDS Project (D.A.P.) has earned a national reputation as one of the most comprehensive AIDS service providers. It is one of only a handful of HIV agencies operating an on-site medical clinic, dental clinic, sexual wellness clinic, a full range of client support services, and a comprehensive HIV education and prevention program. D.A.P. provides the opportunity for improved community health and well-being through its framework of services, advocacy, and education.  D.A.P., a recently certified Federally Qualified Health Center (FQHC), has a dedicated 150-person staff, a 16-member Board of Directors and a fiscal 2014-15 annual operating budget of $22 million.


The mission of Desert AIDS Project is to enhance health and well-being.

Community Service Values:

  • Everyone has a right to a decent quality of life.
  • Everyone is worthy of respect and equal consideration
  • All efforts to fulfill our mission have the ultimate aim of being useful in improving people’s lives, particularly the lives of those most in need.
  • Bias – because of race, religion, class, gender, ethnic background, sexual orientation, gender identity/expression, disability, etc. – has no place at Desert AIDS Project.
  • Fairness demands that everyone affected by an issue should have the opportunity for either direct participation or representation in planning, implementing, and evaluating the work conducted by Desert AIDS Project.
  • Our work is not about the power or turf, but about the public good.

Guiding Principles:

  • We will be excited by what we do, by the challenges we face and the opportunities we create.
  • We will surround ourselves with people dedicated to assisting us in achieving our mission and upholding our principles.
  • The diversity of our people, their skills, and experience is one of our agency’s greatest assets. We are committed to leveraging this asset as a source of strength.
  • We will always listen first, and then act with openness, honesty, and integrity so that our relationships flourish.
  • We will provide effective, accessible, and responsive services, and we commit to evaluating our effort so that changes can be made when it is in the best interest of those we serve.
  • We will set demanding targets and make tough decisions and take considered risks to achieve them, and pursue partnerships to obtain resources that enable us to do so.
  • We will provide our team with skilled management and quality training opportunities
  • We will commit ourselves to excellence to ensure that Desert AIDS Project is the provider of choice, employer of choice, and investment of choice in the communities we serve.
  • We will embrace change to positively improve services, outcomes, and the community while remaining true to our mission.

The Position

Reporting to the Chief Development Officer, the Director of Grants works to effectively secure and renew grants and contracts for funding from public and private institutional sources to support the capital and programmatic needs of Desert AIDS Project. This is accomplished through their own authorship of submissions as well as through mobilizing the talent and skills of a grant writing and grant support team that includes two senior grant writers and a grants coordinator.

Specifically, the Director will be responsible for the following:

Operational Leadership – The Director works in close collaboration with the Chief Development Officer to fulfill the position’s purpose and that of direct reports through effective leadership.  The Director:

  • Develops in-depth understanding of D.A.P.’s programs, service delivery models, strategic goals, and grant funding needs and priorities;
  • Oversees thorough and productive research to identify new prospects and conducts final evaluation of opportunities in terms of mission match, funding need, departmental capacity and return on investment;
  • Creates and implements optimal strategies for solicitation of prospects and cultivation of current funders to broaden the prospect pool and meet revenue goals; serves as primary communication contact for funders for most awards; builds productive, lasting external funding partnerships by establishing and nurturing professional relationships or mobilizing others, as appropriate;
  • Facilitates proactive response to inquiries by funders to include leading and preparing colleagues for site visits and monitoring visits;
  • Edits and approves submissions authored by direct reports and, when requested, that of the Chief Development Officer and other colleagues;
  • Directs and supervises the evolution of and adherence to a comprehensive, strategic and achievable submission calendar  and grants database (currently GrantTracker Plus) that tracks essential data and accommodates priority requests by other departments seeking certifications, accreditations, gifts or other outputs that can benefit from the department’s skills;
  • Builds productive working relationships with inter-departmental colleagues to promote exchange of information and compliance with terms and conditions of both active funding arrangements and key prospective funding opportunities;
  • Establishes and cultivates external relationships with Board Members, volunteers, consultants, community partners, vendors, and others who play a key role in the success of the department;
  • Ensures compliant receipt, acknowledgment and recording of award agreements in collaboration with Finance Department and other staff as appropriate;
  • Coordinates with other departments to clarify roles and responsibilities for monitoring financial and programmatic progress toward reporting requirements during funding periods, and ensures those tasks assigned to oneself and direct reports are completed;
  • Facilitates an effective methodology, workflow and procedure for the ongoing gathering, updating and organizing of consistent and confident quantitative and qualitative data that should support submission requirements;
  • Prepares monthly reports to the Chief Development Officer and other ad hoc reports as requested;
  • Initiates, prepares for, leads and/or participates in intra- and inter-departmental meetings affecting grants management;
  • Conducts evaluation of progress toward personal goals and that of direct reports, celebrating areas of strength, identifying areas in need of improvement, developing informed response and leading course correction;
  • Supports Chief to manage expenses in alignment with departmental budget; and
  • Retain and manage relationship with contracted grants specialists as needed.

Grantwriting & Awards Management – The Director is expected to retain assignments for writing and reporting while supervising the priorities and outcomes of other grant writers.  For their assignments, the Director:

  • Serves as senior grant specialist for key public funding such as that awarded from HRSA, the State Office of AIDS, the County of San Bernardino for Ryan White HIV/AIDS Program grant funds and County of Riverside for funds awarded by the Housing Authority, Economic Development Agency, Department of Public Health and Department of Mental Health.
  • Serves as Ryan White Program Administrator and liaison to Ryan White Program Staff ensuring that D.A.P. remains in good standing and provides a prompt, high quality and comprehensive reply to all requests, policy changes, etc.;
  • Leads project management for the submission of annual Service Area Competitions and Non-Competing Continuations to retain D.A.P.’s Federally Qualified Health Center status as well as any special submission such as Change in Scope requests.
  • Serves as senior grant specialist for foundation and corporation giving that require executive-level courting and management;
  • Acquires a thorough understanding of submission guidelines and instructions and is able to effectively communicate those to others;
  • Conducts project management to collect needed information for a competitive submission, including but not limited to budget inputs, data to support needs statements or project descriptions, outputs and outcomes, work plans and supporting documentation;
  • Composes high quality, well-informed, evidence-based and competitive letters of interest, proposals, reports and other communications;
  • Ensures preparation of complete submission packages, anticipating all risks posed by submission and assuming responsibility for completing the task in a timely fashion;
  • As appropriate, fields pre-award and post-award correspondence by funders or, alternatively, fields notifications by others when funders have made contact and coordinates and documents a response (to include site visits);
  • Prepares acknowledgement letters and coordinates other required correspondence to accept award;
  • Reviews and understands all conditions of award and is able to effectively communicate those to others;
  • As directed, notifies affected colleagues and provides education on conditions of award to support their roles and responsibilities to achieve successful implementation of grant-funded activities; and
  • Maintains organized, complete and accessible paper and electronic files.

Human Resources

  • Provides leadership to direct reports (Grant Writer(s) and Grants Coordinator) for allocation of time and talent;
  • Participates in recruitment activities as necessary;
  • Supervises occasional sub-contractors/consultants and/or volunteers;
  • Monitors staff schedules and leave requests;
  • Assesses need for and supports linkage to professional development; and
  • Conducts ongoing performance feedback, annual performance evaluations, job description reviews and recommends rate adjustments as appropriate for direct reports.

Professional Requirements

The ideal candidate will have:

  • A Bachelor’s degree in a related field;
  • A minimum 10 years of demonstrated success and increasing responsibility raising funds for a nonprofit organization through government grants and/or funding contracts;
  • A minimum three years leading others in a supervisory/management role for the purposes of fundraising or similar outcomes;
  • Recent activity in successful grant writing with history of evolving skill and familiarity with pre-award (seeking and securing) and post-award (implementing and reporting) activities;
  • A valid state driver’s license and access to a car for reimbursable travel.

Personal Characteristics

Our client is seeking a team leader who can:

  • Build connections with all types of individuals by being present, suspending judgment and establishing trust;
  • Work efficiently and accurately in a fast paced environment with competing priorities and often unexpected or quick response deadlines;
  • Establish and maintain professional boundaries with staff and clients at all times;
  • Excel at being detail-oriented;
  • Handle stressful situations in a calm and respectful manner;
  • Embrace new learning and proactively adapt to transitions;
  • Succeed while working independently as well as when working as a team;
  • Effectively communicate with a diverse group of stakeholders.

The Desert AIDS Project is an Equal Opportunity Employer and is committed to fostering diversity within its staff.  Applications are encouraged from all persons regardless of race, color, national origin, ancestry, sexual orientation, gender identity, marital status, religious creed, medical/physical/mental conditions, Veteran status or age.


Desert AIDS Project is offering a competitive compensation for this position with a comprehensive benefits package that includes medical, dental, vision, life, long-term disability, short-term disability, FSA, tax deferred retirement investment, life insurance and paid leave.


This is a high profile opportunity for an experienced professional to make a major contribution to HIV prevention as well as to HIV education, prevention, and access to care in the Coachella Valley.  This individual will be a member of a management team which is recognized nationally for its leadership.  S/he will have the personal satisfaction of contributing to an effort of enormous public importance and of profound humanitarian merit.  Desert AIDS Project is located in Palm Springs, CA, a unique and progressive desert community located 111 miles east of Los Angeles with 354 days of sunshine a year. 


To apply, please send a résumé and cover letter via e-mail to:

Joseph McCormack, Managing Partner
Michelle Kristel, Partner
McCormack + Kristel
1775 E. Palm Canyon Drive
Suite 110-202
Palm Springs, CA 92264
Phone    323.549.9200
Fax:         323.549.9222

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.  We strongly encourage people of color, of diverse gender identities, women and non-LGBT persons to apply.

ACLU of Southern California, Chief Administrative/Financial Officer


The ACLU of Southern California is comprised of two organizations:  The ACLU of Southern California and the ACLU Foundation of Southern California (collectively “ACLU SoCal”). Most of the lobbying activity done by the ACLU is done by the American Civil Liberties Union. Most of the ACLU’s litigation and communication efforts are done by the ACLU Foundation. The Union has a 60-person Board of Directors.  The Foundation has a 55-person Board of Directors.

Total fiscal year 2015-2016 revenue for both organizations was nearly $15,000,000, up from approximately $10,000,000 for the previous fiscal year, with a quadrupling of membership to 100,000. The organization has a 68-person staff, a modest endowment and ample cash reserves. The fiscal year begins on April 1.

Founded in 1923, ACLU SoCal has been at the forefront of several major efforts for civil liberties, civil rights and equal justice in California.  Principled and nonpartisan, the ACLU SoCal has offices in Los Angeles, Santa Ana and San Bernardino.  The ACLU SoCal tackles a vast array of issues, including criminal justice and drug policy reform, jail conditions, disability rights, First Amendment, gender equity and reproductive justice, immigrants’ rights, LGBTQ rights, privacy and racial and economic justice.


This is a newly created position reporting to the Executive Director.  The CFAO will be one of six members of the senior management team.  The CFAO will supervise a four person staff, three in finance and one in human resources.  Key responsibilities include the following:


  • Partner with the Executive Director on strategic issues as they arise, providing strategic recommendations based on financial analysis and projections;
  • Participate in the ongoing strategic planning process;
  • Engage the board finance committee around issues, trends, and changes;
  • Oversee long-term financial planning and forecasting ;
  • Review all finance, HR-related procedures, processes and administration, recommending improvements to the systems and managing the systems.

Financial Management

  • Supervise the Director of Finance, Sr. Accountant, and Assistant Controller;
  • Plan, coordinate, and oversee annual budgeting process and monitor the budget’s implementation;
  • Supervise the evaluation, upgrade, and documentation of internal controls;
  • Oversee the preparation and approval of all financial reporting materials for the boards;
  • Ensure that finance staff maintains financial record systems in accordance with GAAP;
  • Working with the eight-person finance committees and the Manager of Board Relations, communicate key financial matters at board and committee meetings;
  • Serve as the management liaison to the finance committees and the audit committee;
  • Manage the relationship with the outside accounting firm for the annual audit and coordinate all audit activities;
  • Advise the Executive Director, other senior staff leaders, and the boards on financial planning, budgeting, cash flow, investment priorities, and policy matters;
  • Meet with department heads to review financial performance, variance from budget and spend-out of grants;
  • Manage cash flow and investments in accordance with board-approved policies
  • Coordinate all audit activities;
  • Represent the organization externally, as needed, particularly in banking and leasing negotiations and negotiations with vendors to ensure best possible terms or price;
  • Project cash flows and maintain cash management and working capital controls, including management of idle funds, short-term financing and timely payment of obligations for the agency;
  • Act as financial fiduciary for the ACLU of Southern California at all times.

Human Resources

  • Supervise the Human Resources Manager;
  • Oversee benefits negotiations, providing the most competitive packages;
  • Oversee staff recruitment, evaluation, and terminations;
  • Oversee benefits administration and staff compensation;
  • Oversee the relationship with the organization’s pension provider and other retirement program providers.
  • Provide guidance and direction to management team and employees on human resource-related topics;
  • Develop, manage and implement personnel policies and maintain employee handbook;
  • Communicate and ensure compliance with all employment-related laws;
  • Effectively interface with all levels of the organization to coordinate and oversee all of the people-related and office management activities;
  • Work with staff and management to facilitate staff development and training opportunities;
  • Keep informed and up to date regarding industry standards and best practices related to non-profit personnel management.

Building & Facilities

  • Oversee the organization’s insurance, risk management, security, and safety/compliance emergency procedures;
  • Negotiate leases for tenants in the Los Angeles office building, which the organization owns and operates; negotiate leases for satellite offices (currently Santa Ana and San Bernardino);
  • Negotiate contracts for building-related vendors, such as janitorial services;
  • Develop cost estimates and specifications for major capital projects;
  • Review and serve as administrative contact for vendor contracts.

Leadership & Team Development

  • Oversee, direct, and organize the work of the finance and HR staff;
  • Provide training on finance department policies and procedures for department managers, including orientation of new employees and board members;
  • Handle a variety of special projects, and other related duties, as assigned;
  • Promote a culture of high performance and continuous improvement.


The ideal candidate will have the following experience:

  • At least 8-10 years of experience in accounting and financial management;
  • Demonstrated excellence in managing finance, accounting, budgeting, controls and reporting, ideally in the nonprofit sector;
  • Experience and skill in examining, developing, reengineering and recommending financial and HR policies and procedures;
  • Superior computer skills and knowledge including word processing, database operations, Excel spreadsheets, and other software systems;
  • A relevant college degree is required; Candidates with CPA or CMA designations are preferred, as are candidates with an MBA;
  • Experience with respect to building and technology policies and procedures would be a plus.


The successful candidate will have the following attributes:

  • Demonstrated success in promoting a culture of high performance and continuous improvement;
  • Effective communications ability, with strong oral and written skills;
  • Flexibility and the initiative of a self-starter; able to multi-task while also being highly-detail oriented;
  • Willingness to work hard, availability as needed and unflappability in the face of competing demands;
  • Strong organizational and interpersonal skills;
  • Demonstrated ability to work effectively with people of diverse races, ethnicities, gender identities, ages and sexual orientations in a multicultural environment;
  • Commitment to civil liberties and civil rights and to the ACLU’s mission.


Our client is offering a salary based on experience.  Benefits include medical, vision, and dental insurance for staff members and their eligible dependents; life and long term disability insurance; 401(k) plan with employer match; ample vacation and sick leave and thirteen paid holidays.


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

Joseph McCormack, Managing Partner

Michelle Kristel, Partner


1775 E. Palm Canyon Drive, Suite 110-202

Palm Springs, CA 92264

Tel: 323.549.9200

Fax : 323.549.9222



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.

The ACLU of Southern California is an Equal Opportunity Employer and is committed to fostering diversity within its staff.  Applications are encouraged from all persons regardless of race, color, national origin, ancestry, sexual orientation, gender identity, marital status, religious creed, medical/physical/mental conditions, sexual orientation, Veteran status or age.

Board of Directors, Tides

The Client

Tides is a philanthropic partner and nonprofit accelerator dedicated to building a world of shared prosperity and social justice. Tides works at the nexus of funders, changemakers, and policy to solve society’s toughest problems: equality and human rights; sustainable environment; healthy individuals and communities; and quality education.

Tides impact solutions include philanthropic giving and grant making, impact investing, fiscal sponsorship for social ventures, collaborative workspaces, and policy initiatives. Our extensive tools and know-how give our partners the freedom to hit the ground running and drive change faster than they can on their own.

In 2016, Tides granted over $225 million to nonprofits nationwide and in over 110 countries. In addition, Tides is currently home to over 140 social ventures operating in over 25 states. Tides San Francisco and New York collaborative spaces includes over 150,000 square feet of space, home to over 80 impact providers located in the Presidio.

For more information, please visit:

The Vision

Tides envisions a world of shared prosperity and social justice founded on equality and human rights; a sustainable environment; healthy individuals and communities; and quality education for all.

The Mission

Tides accelerates the pace of social change, working with innovative partners to solve society’s toughest problems.

The Approach

  • We cross boundaries and link sectors, communities, and cultures.
  • We act with empathy and respect.
  • We engage with those whose lives are affected.
  • We embrace risk.
  • We prioritize ideas that can scale.

Tides is comprised of six legal entities:

Charitable Giving, Grantmaking, & Advising

Tides designs and implements philanthropic programs to help donors, institutions, and corporations achieve meaningful results and streamline the process for both grantees and funders. Tides provides donor advised funds, collective action funds, and many other charitable giving vehicles that support donors in driving impact.

Social Ventures: Fiscal Sponsorship & Management Services

Tides provides sophisticated management services so leaders can focus on their missions. Backbone services and expertise are available in areas such as financial management, legal compliance, grants management, human resources, payroll, and benefits.

Collaborative Space

Tides’ multi-tenant centers in San Francisco and New York City offer high quality environments for social ventures, nonprofits, and innovators to work, learn, and grow together, amplifying their efforts to solve our world’s most complex social and environmental problems.

Social Impact Consulting

Tides offers highly customized expertise to meet each client’s needs in pursuit of social impact. Tides can assist in designing philanthropic giving programs, managing grant application processes, structuring charitable investments in innovative social ventures, and much more.

Impact Investing

Tides offers partners a robust set of socially responsible investment options such as socially screened funds, mission-related investments (MRIs), fossil fuel-free funds, and high-growth, venture-backed funds, making it easy for clients to align their investments with their impact goals.

Tides Innovation Lab

Tides Innovation Lab coordinates our efforts to experiment, iterate, and continually improve our own programs, share learning about the spectrum of Tides’ services and beyond, and shape the landscape for other organizations working for positive social change.

The Advocacy Fund

Tides’ Advocacy Fund, a 501(c)(4) nonprofit organization, provides a unique opportunity for organizations, initiatives, and grantmakers to lobby for a cause, give money to an advocacy group, or impact legislative activity to advance their missions.

Tides 2016 Financial Summary

Tides’ total revenue in 2016 was $394 million, of which 82% was distributed in grants or expended in programs. Overall, of the over $225 million that Tides has granted in 2016, 20% of total grants and 29% of dollars went beyond its borders, to a total of 106 countries. In addition, Tides is currently home to over 140 social ventures operating in over 25 states. Tides San Francisco and New York collaborative spaces includes over 150,000 square feet of space, home to over 80 impact providers.

Tides History

In 1976, Tides was founded by Drummond Pike, a visionary, social entrepreneur and one of the originators of the concept of donor-advised funds. Over the years the organization has evolved from a great idea into a multi-entity social enterprise. Drummond served as President and CEO from 1976 until 2010. Tides Foundation was started out of a need to facilitate the giving of philanthropists who were concerned with building a better future for individuals and communities all over the world. In the late ’70’s, Tides Foundation founded a Projects Program that nurtured new nonprofit activities and the program became legally incorporated as The Tides Center in 1996.

Through the 1980s, Tides grew slowly as it defined its role as a values-based infrastructure service for progressive nonprofit work. The 1990’s was a time of exponential growth for Tides. It opened the Thoreau Center for Sustainability – a twelve building complex in San Francisco’s Presidio National Park dedicated to nonprofits and social ventures concerned about social and environmental sustainability; and in 1999, it founded to facilitate online giving to progressive groups.

To date, Tides has managed project and grant making activities totaling more than $3 billion. It has fiscally sponsored more than 800 projects, and helped launch a number of important organizations such as Conservation International, Environmental Working Group, the Garden Conservancy, The Story of Stuff, and the League of Young Voters Education Fund. Its growth is a testament to the joint commitment among its partners and staff to supporting positive social change.

When Tides moved into the 21st century, the organization did not adapt swiftly enough to the changing eco-system, increased competition or the drains on the organization’s business model.  Hence, 2005 – 2014, were challenging times for the organization. Between 2010 and 2014, the organization had four CEO’s beginning with the founder of thirty-five years leaving. A new CEO was hired in 2014 and is working to transform the organization into a thriving social enterprise that is truly leading with a 21st century vision, strategies, mindsets and tools that drive impact nationally and internationally.  This is an exciting time to be part of an organization’s revitalization.

Board of Directors

Tides Network currently has 13 Board Directors, with plans to expand the Board to 19 members over the next three years. This is an opportunity for engaged and committed candidates to play a board leadership role in defining strategic direction and evolution of a large social enterprise. The ideal candidate will help bring on talented new members and assist with board building and development.

Duties & Responsibilities of a Board Member

Tides Board members are the guardians of the organization’s mission and resources, bringing to the organization a variety of skills, knowledge, experience and perspectives. They are tasked with guiding the organization’s mission through policy development and oversight, serving as a resource on Board committees, participating as donors and fundraisers to the organization, and acting as ambassadors for Tides and the interests of its supporters.

Specific responsibilities include:

  • Attendance at three Board meetings annually, typically one in San Francisco, one in New York, and one virtual.
  • Active participation on at least one Tides Network subsidiary Board. These include the Tides Foundation and The Tides Center. These Boards meet over the same two day period as the Tides Network Board. In addition, each Board member is expected to serve on at least one standing committee – currently, these include the Executive, Financial Capital, Audit, External Relations, and Human Capital, which typically meet two to three times per year by phone.
  • Contributing to Tides is an expectation of Board service. As a social enterprise there are multiple ways to contribute, board members are expected to make Tides a philanthropic priority with a meaningful personal gift, as well as diligent efforts to bring support to the organization from others within their circle of influence.  Give or get requirements for the new directors are expected to be in the $15,000 – $30,000 range.  Tides understands that each member is in a unique situation and works accordingly to set clear expectations.

After an orientation and the assignment of a mentor Board member, newly elected Directors serve an initial three-year term. Directors may then serve up to two (2) additional three-year terms.

Professional Requirements

Tides is seeking a diverse group of qualified and experienced professionals with a variety of skills, experience and perspectives to steward the continued growth and viability of the organization.  Financial acumen, Foundation leadership, and multi-stakeholder collaboration skills are desired.

The ideal candidate will be a family foundation executive, an entrepreneur, corporate executive, business owner, civic leader, public official or other professional of stature with strong links to a broad and expansive network.  We are particularly interested in broadening Tides’ geographic diversity with board members from the Mid-Western or Southern areas of the U.S.  Experience, as a Board Member with a not-for-profit institution and a track record of effective participation is a must.

Personal Characteristics

Candidates must have a compelling interest in the vision, mission and approach of Tides. The skills to meaningful contribute to an organization at times of change is a must.  Individuals who have worked within organizations or on boards during times of strategic transition will find this an exciting opportunity to lead in a meaningful way.

Openness to innovation and a willingness to embrace change is important. Belief in community and strengthening people’s ability to achieve their individual and collective goals is core to Tides’ mission.  Honesty and transparency are highly valued, and the humility to learn from others and continually improve performance are deep-seated cultural values that we are seeking in a successful candidate.

Finally, candidates should demonstrate innate leadership, management and interpersonal skills, patience and good humor, and must be able to participate in and sustain collaborative group efforts.  People of color and bi-cultural, bi-lingual candidates are particularly encouraged to apply.


This opportunity is a meaningful and rewarding leadership challenge with an organization that has been in the forefront of social change for nearly 40 years.  It is a chance to be part of building the future of a leading social enterprise that works with partners to create lasting social impact for a more just, equitable and sustainable world.


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

Joseph A. McCormack, Managing Partner


Tel 323.549.9200



All inquiries or referrals will be held in strict confidence.

McCormack+Kristel works only with Equal Employment Opportunity Employers.

Chief Executive Officer, Bailey House


Founded in 1983 by a coalition of compassionate community leaders responding to the AIDS crisis, Bailey House is a community-based organization with a 34-year history of providing housing and essential supportive services to individuals and families living with HIV/AIDS and other chronic illnesses. With a demonstrated track record of success in improving the health, housing and independent living outcomes for people struggling with homelessness, substance use, mental illness and the health challenges that accompany chronic illnesses, Bailey House is a leader in its field.

Since its establishment, Bailey House has been on the forefront of creating innovative supportive housing and care coordination models for economically compromised people living with HIV/AIDS and other chronic health conditions. Bailey House has made connecting clients to care a cornerstone of its services, resulting in an integration of health-related care with community support that empowers clients to make educated choices about their health and well-being. To achieve its mission of helping to transform the lives of people with or at risk of HIV/AIDS and other chronic illnesses through housing, health services and community, Bailey House’s goals in serving clients, regardless of HIV status, are closely aligned with the National HIV/AIDS Strategy and incorporate increasing access to care, improving health outcomes and reducing health disparities and inequities.

Bailey House’s strategic vision for wraparound care has resulted in over 30 programs serving roughly 4,000 New Yorkers each year, reaching thousands more through a variety of community outreach efforts. Programs fall into two portfolios – Community Services and Supportive Housing. The Community Services division includes a variety of programs designed to support clients in several areas, ranging from medical case management and care coordination to services and treatments administered through licensed behavioral health and substance use treatment clinics. The Supportive Housing division encompasses scatter-site and congregate permanent supportive housing, emergency housing and access to rental and placement assistance. All Bailey House services are based on the principles of harm reduction and trauma-informed care, which means that staff endeavor to meet people on their own terms. Every client engagement is approached through a compassionate lens with the understanding that everyone has potentially experienced trauma in their past.

Bailey House’s client population is incredibly diverse. Historically, target populations included HIV-positive men, women and youth, including LGBTQ homeless youth, low-income adults and families living with HIV/AIDS and formerly incarcerated individuals living with HIV/AIDS. As Bailey House has expanded both its housing models and community service programs, their client population has grown to include increasingly more people who are HIV-negative or whose status is unknown but are at risk for poor health outcomes due to chronic illness, mental illness and substance use. More than 60% of their clients are African American and about 30% are Latino. More than half are dually or triply diagnosed with a chronic illness (including but not limited to: HIV/AIDS, diabetes, heart disease, asthma and cancer) in addition to mental illness and/or substance use. Approximately 30% have a history of incarceration.

Many Bailey House clients come from neighborhoods with higher rates of poverty, HIV incidence and hospitalizations due to substance use and mental illness than overall rates for New York City. All Bailey House clients live below the poverty line.


Reporting to a 13-person Board of Directors, Bailey House’s Chief Executive Officer will be responsible for managing an annual budget in excess of $18 million and leading the organization’s 110 staff. The CEO will partner with the Board to define the organization’s strategic goals, will build on its foundation of fiscal stability, and serve as the organization’s spokesperson.  Core responsibilities include:

Strategy and Vision

  • Engage the Board, staff, and external stakeholders as appropriate to define strategic options for driving the organization’s long-term sustainability;
  • Analyze and present strategic options to the Board; Refine and finalize the strategic plan; Build consensus necessary to adopt the plan;
  • Oversee the plan’s implementation, ensuring necessary funds, staff, and infrastructure are available to realize the plan’s goals;
  • Communicate the strategy, its outcomes, impact, and goals to the media and the organization’s staff, funders, constituents and partners.

Finance and Administration

  • Develop the annual budget, ensuring the allocation of resources in accordance with grants and contracts;
  • Bring an informed understanding of block grants, and Medicaid/MCO and value-based payments to oversight of the organization’s program development and fiscal management functions;
  • Evaluate the organization’s current model of outsourced financial operations;
  • Ensure proper fiscal accounting and controls, as well as legal and regulatory compliance;
  • Ensure that the organization has the financial and human resources necessary to meet grant and contract deliverables and implement strategic and operational goals;
  • Motivate and support staff to advance the organization’s mission;
  • Oversee and strengthen the organizational systems and structures to support and sustain growth.

Board Relations

  • Engage with the Board of Directors to develop a new strategic plan;
  • Support the Board of Directors to refine and update the organization’s by-laws;
  • Participate as an active member of the Board’s working committees and in the Board recruitment and training process;
  • Serve as a resource, catalyst and coach to the Board, providing the training resources necessary to enable them to achieve their full potential as a governing body.


  • Guide the overall fundraising strategy including managing significant institutional and individual donor relationships;
  • Work closely with the Board of Directors to identify, solicit and acquire new sources of funding, to encourage board giving and to build long-term, sustainable sources of income for the organization;
  • Act as the organization’s primary spokesperson with elected officials and influencers in government agencies and funding communities;
  • Understand the complex and rapidly changing funding streams in the healthcare and housing sectors to maximize current opportunities and anticipate emerging issues.

Program Oversight

  • Ensure existing and potential new programs advance Bailey House’s mission, are financially sustainable, adequately staffed, advance the organization’s commitment to value-based programming, and adhere to issue area best practices;
  • Oversee the organization’s advocacy and lobbying efforts, ensuring policy priorities are aligned with the organization’s mission and strategic collaborations are leveraged;
  • Maintain a prudent balance of resources between political work, and community outreach and education.

Communications/Community Relations

  • Serve as the organization’s liaison and spokesperson to the public, government funders, the media and other constituents and allies;
  • Build and nurture coalitions and collaborative initiatives with other healthcare, housing and social service agencies;
  • Promote Bailey House’s public presence, premier brand, and identity as a leader in providing programs and services for New York City’s most marginalized and at-risk residents.

Professional Requirements

Bailey House is seeking an entrepreneurial executive with healthcare and housing expertise. The successful candidate will have a deep understanding of the impact of healthcare reform on government and Medicaid funded programs, and the business acumen to assess strategies for leading Bailey House through a complex and competitive landscape. The CEO will understand the changing landscape of supportive housing developments in New York City and will draw on his/her knowledge of emerging financing models to expand the organization’s reach. The new CEO will be an accomplished public speaker who can effectively engage a variety of audiences and represent the organization across all media. The successful candidate should have the following:

  • At least 10 years of executive leadership experience, preferably with a healthcare, housing or social services agency;
  • Experience developing collaborative relationships, crafting MOU’s, negotiating strategic partnerships, and/or executing affiliation agreements;
  • Knowledge of public policy issues and best practices for nonprofits providing services for marginalized, at risk, and health compromised communities impacted by racial, economic, and LGBT justice issues;
  • Established relationships with public and private funders in the areas of health and human services; including, ideally, relationships with influencers in NYC government, and local peer agencies;
  • Knowledge of supportive housing and community-based care coordination programming for mentally ill and/or chemically addicted, formerly incarcerated, food insecure, chronically ill individuals is preferred;
  • Experience leading staff who are interfacing with and advocating for highly compromised clients;
  • An understanding of the components required to successfully develop and manage integrated care and evidence-based programs and services;
  • A track record of success cultivating, stewarding and soliciting public and private funds;
  • Prior experience managing complex nonprofit budgets and P&L’s of $10 million or greater;
  • An understanding of Board governance, organizational development and nonprofit best practices;
  • Exceptional written and verbal communications skills including public speaking and media experience;
  • Knowledge of marketing and communications strategies used to build brand awareness, increase organizational visibility and deliver effective messaging;
  • Bachelor’s degree required. Advanced degree in related a related field, i.e. M.P.H., M.P.A., M.B.A., J.D., or equivalent professional experience preferred.

Personal Characteristics

Our client is seeking a critical thinker with exceptional interpersonal skills. They will be driven to build partnerships and develop strategies to increase Bailey House’s impact and ensure the sustainability of its programs. The new CEO of Bailey House will believe that housing and healthcare are human rights. S/he will be committed to transforming the lives of people with or at risk of HIV/AIDS and other chronic illnesses through housing health services and community support. The ideal candidate will have:

  • A strategic approach to leadership with a willingness to put aside personal biases to make decisions in best interest of the organization;
  • A strong desire to serve, to put the needs of others first, to develop teams to perform as highly as possible, and to build a better organization;
  • A passion for serving marginalized, at risk, and health compromised communities impacted by racial, economic, and LGBT justice issues;
  • A respect for the history of Bailey House and it’s role in the history of HIV/AIDS epidemic;
  • Strong relationship-building skills including a track record of success in fostering collaboration and strengthening networks;
  • An approachable, collaborative and transparent leadership style;
  • A vision for Bailey House’s growth and sustainability, and a commitment to serving the underserved.


Our client is offering a competitive compensation package for this position commensurate with the accomplished leader they wish to attract. Bailey House’s comprehensive and flexible benefits program and generous vacation and paid leave policies reflect the organization’s belief that care is most effective when provided by staff who are afforded the policies and benefits to practice self-care.

Basic relocation expenses may be considered for the exceptional individual they are seeking.


For more than thirty years, Bailey House has been at the forefront of providing housing and essential services for health compromised communities. Their holistic approach, based on harm-reduction and trauma-informed care, has resulted in a track record of success in improving health outcomes for New York City’s most compromised residents. With model programs and services, and passionately dedicated board and staff, Bailey House is one of the country’s premier housing and healthcare organizations. This is an extraordinary opportunity for a visionary leader to build on Bailey House’s strong reputation and solid foundation to take this pioneering organization to its next phase of growth and impact.


The Bailey House administrative offices are located on Park Avenue in Manhattan’s East Harlem neighborhood. On-site supervision is a requirement of this position.


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

Michelle Kristel, Partner

Joseph A. McCormack, Managing Partner


1775 E. Palm Canyon Drive, Suite 110-202

Palm Springs, CA 92264


Tel 323 549-9200

Fax 323 549-9222



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

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.

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 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.