Executive Director (CEO)

The Executive Director is responsible for overseeing the administration, programs and strategic plan of the organization. Other key duties include fundraising, marketing, and community outreach. The position reports directly to the Board of Trustees and ExeCom.

1) Board Governance: Works with board in order to fulfill the organization mission.

  •  Responsible for leading GAITF in a manner that supports and guides the organization’s mission as defined by the Board of Trustees.
  • Responsible for communicating effectively with the Board and providing, in a timely and accurate manner, all information necessary for the Board to function properly and to make informed decisions.

2) Financial Performance and Viability: Develops resources sufficient to ensure the financial health of the organization.

  •  Responsible for the fiscal integrity of GAITF, to include submission to the Board of a proposed annual budget and monthly financial statements, which accurately reflect the financial condition of the organization.
  • Responsible for fiscal management that generally anticipates operating within the approved budget, ensures maximum resource utilization, and maintenance of the organization in a positive financial position.
  • Responsible for fundraising and developing other resources necessary to support GAITF’s mission.

3) Organization Mission and Strategy: Works with board and staff to ensure that the mission is fulfilled through programs, strategic planning and community outreach.

  • Responsible for implementation of GAITF’s programs that carry out the organization’s mission.
  • Responsible for strategic planning to ensure that GAITF can successfully fulfill its Mission into the future.
  • Responsible for the enhancement of GAITF’s image by being active and visible in the community and by working closely with other professional, civic and private organizations.

4) Organization Operations. Oversees and implements appropriate resources to ensure that the operations of the organization are appropriate.

  •  Responsible effective administration of GAITF operations.
  • Responsible for the hiring and retention of competent, qualified staff.
  •  Responsible for signing all notes, agreements, and other instruments made and entered into and on behalf of the organization.

Actual Job Responsibilities:

  1.  Planning and operation of annual budget.
  2.  Establishing employment and administrative policies and procedures for all functions and for the day-to-day operation of the nonprofit.
  3.  Serving as GAITF’s primary spokesperson to the organization’s constituents, the media and the general public.
  4.  Establish and maintain relationships with various organizations throughout the state and utilize those relationships to strategically enhance GAITF’s Mission.
  5.  Report to and work closely with the Board of Trustees to seek their involvement in policy decisions, fundraising and to increase the overall visibility of the Foundation throughout the State.
  6.  Supervise, collaborate with organization staff.
  7.  Strategic planning and implementation.
  8.  Oversee organization Board and committee meetings.
  9.  Oversee marketing and other communications efforts.
  10.  Review and approve contracts for services.
  11.  Other duties as assigned by the Board of Trustees.

 

 

Internal Control and Compliance Director (COO)

The role involves providing financial and administrative support to colleagues, clients and stakeholders of the business.  Help maintain an organization's ethics code. An ICCD is responsible for conducting evaluations of their organization to assess risk and compliance with regulations.

ICCD is a function that provides a way for monitoring and measuring an organization's resources, policies, procedures and responsible for increasing the operational efficiency of organizations, detecting and eliminating fraud and ensuring compliance with relevant regulations. ICCD also includes the following:

  • Assisting in the preparation of budgets
  • Managing records and receipts
  • Reconciling daily, monthly and yearly transactions
  • Preparing balance sheets
  • Processing invoices
  • Developing an in-depth knowledge of organisational products and process
  • Providing customer service to clients
  • Resolve financial disputes raised by the customer service and sales teams
  • Being a key point of contact for other departments on financial and accounting matters
  • Supporting the Finance Manager and executives with projects and tasks when required

 

 

School Director (COO)

School Director, direct and shape the curricula and teaching processes in a school.  School Director run the educational programs at non-school settings, such as museums, businesses and non-profit organizations. They work with educational committees and advisory groups within the community to come up with the most appropriate curricula to meet the needs of their students.

School Director, providing advice to teachers, school administrators and support staff. They provide training in the use of educational materials and techniques. School Director advise educators on how to comply with local, state and national standards, as well as work closely with school boards to apply the board's rules and regulations.

School Director research and select textbooks, as well as other educational materials and order or authorize the purchase of supplies. They may also be involved with the research and design of educational materials and instructional methods. Other job duties of School Director include mentoring new teachers, teaching workshops or seminars and observing teachers in the classroom. Additionally, School Director may provide constructive feedback based on teacher evaluations.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Mission and Vision

  • Lead the school to advance its mission, vision, and philosophy to the greatest extent possible
  • Encourage a holistic, adaptable view of our educational approach that serves our students as effectively as possible in line with that philosophy
  • Advance our contribution to the broader conversation about education policy and practice

Curriculum and Instruction

  • Collaborate with the Director of Curriculum and Instruction to lead the development, evaluation, and revision of Connect Community Charter School curriculum and instruction
  • Oversee Special Education services to ensure efficacy and compliance
  • Oversee administration of standardized and internal assessments; monitor and analyze student assessment data, preparing reports as needed for various special projects

Teacher and Staff Development

  • Conduct teacher and staff evaluations
  • Provide ongoing opportunities for authentic professional development in collaboration with Director of Curriculum and Instruction
  • Sustain a culture of shared accountability among teachers and staff

Family Engagement

  • Manage student and parent communication (weekly parent bulletin, quarterly newsletter, phone calls, external inquiries, home visits, school meetings, family education, and events)
  • Lead problem-solving with families whose students are truant or at risk of truancy

School Culture and Climate

  • Design policies and procedures for student discipline and positive and safe school culture and environment
  • Support consistent enforcement of conduct and discipline policies; respond to student situations when escalated outside of classroom
  • Manage disciplinary and legal hearings/proceedings

Community Relationships and Outreach

  • Design a comprehensive student recruitment plan
  • Collaborate with outside community agencies for the purpose of seeking resources and activities that will increase participation in school and parent training opportunities

Human Resources

  • Develop and communicate school HR policies, including responding to internal inquiries with employees
  • Recruit for open positions and perform the full life cycle of recruiting activities, including onboarding
  • Advocate for and support employees’ personal growth

Operations

  • Oversee student recordkeeping in accordance with applicable state and laws
  • Design and implement school-wide operations (school schedules, safety plans, etc.)
  • Oversee policies, practices, and procedures for infrastructure and technology
  • Coordinate substitute system

Finance

  • Lead site-level budget development, monitoring, and management in conjunction with external administrative vendor and in collaboration with the board
  • Develop and execute a comprehensive fundraising plan that includes small/medium/large individual donations and local/state/federal grants

Administration

  • Identify, manage, and monitor school goals, growth, and priorities
  • Prepare required reports
  • Liaise with the Redwood City School District and charter school organizations
  • Work with the English Language Advisory Committee (ELAC) to ensure compliance and maximize program effectiveness

Board Relations

  • Make formal reports to the board on student academic performance, student conduct, school safety, and related matters
  • Engage with the board in strategic planning

 

 

CDAC Director (COO)

Community Development Assistance Director is responsible for planning and organizing the implementation of projects, administering community development activities, and coordinating the implementation of public facility improvements, public services and other related programs.

Plans, organizes, controls, integrates and evaluates the work of the Planning and Community Development Department; with the Principal Planner and staff, develops, implements and monitors long-term plans, goals and objectives focused on achieving the GAITF’s mission and Council priorities; directs the development of and monitors performance against the annual department budget and the GAITF’s Capital Improvement Plan budget; manages and directs the development, implementation and evaluation of plans, policies, systems and procedures to achieve annual goals, objectives and work standards. Plans, organizes, directs and evaluates the performance of the Principal Planner, Senior Planner, and their assigned staff; establishes performance requirements and personal development targets; regularly monitors performance and provides coaching for performance improvement and development; makes decisions on compensation and other rewards to recognize performance; takes disciplinary action, up to and including termination, to address performance deficiencies, in accordance with the GAITF’s personnel rules and policies. Provides leadership to develop and retain highly competent, public service-oriented staff through selection, compensation, training and day-to-day management practices that support the GAITF’s mission and values. Represents the GAITF and the department in Special Bodies, ExeCom and GAITF meetings; informs and advises these groups, as well as the GAITF Manager, on local and regional community development, environmental and infrastructure planning issues. Ensures the timely preparation of complete and accurate staff work for presentation to citizen committees, commissions and the GAITF; performs research and analysis for presentations on special projects and community/planning issues.

Interprets the department’s codes, regulations, plans, policies and functions for elected and appointed boards, citizens, the business community and the public. Coordinates and manages the GAITF’s contract with the Department. Assembles the necessary GAITF and external consulting and volunteer resources to resolve a broad range of issues in current planning, advance planning, special local/regional planning projects, capital improvement projects and code enforcement programs. Oversees the preparation of new GAITF ordinances and the amendment of existing ordinances, the municipal code and the Community Plan; ensures conformance to GAITF plans and regulations through code enforcement strategies; provides for appropriate protection of the GAITF’s natural resources and the preservation of the community’s unique character. Manages multiple capital improvement projects; coordinates Community Improvement Plan (CIP) project activities with other GAITF departments, retained engineers, and outside agencies and utilities. Monitors national and state-wide developments in planning, economic and community development matters; evaluates their impact on GAITF programs and operations; implements departmental process improvement where warranted; represents the GAITF in regional conferences and other forums.

 

 

 

Organic Farm & Eco Park Director (COO)

The Farm Manager will develop and manage all aspects of the GAITF Organic Farm and Eco Park production fields including growing organic vegetables, fruits and herbs; identifying and selling in local markets and on-site; managing farm interns and working with volunteers; and speaking to public groups that frequent the farm .

Education Responsibilities

  1. Assists in developing a schedule of workshops / enrichment sessions for the farm apprentices (in collaboration with Farm & Community Education Coordinator).
  2. Assists in leading the workshops / enrichment sessions, which may include demonstrations on the farm, guest speakers, hands-on activities, and extension staff.
  3. Conducts daily field walks with apprentices to teach seasonal concepts, identify pests and diseases, and answer questions.
  4. Writes and sends out a weekly email field report to farm apprentices, Board, and ExeCom.
  5. Supervises group work days on the farm with the help of the Assistant Farm Manager and/or Volunteer Coordinator.
  6. Communicates with Assistant Farm Manager what needs to be accomplished during work shifts.
  7. Supervises group work days in the GAITF Tech greenhouse with the help of the Assistant Manager and third-year apprentice who serves as greenhouse manager.
  8. Create curriculum materials (e.g. Powerpoint slide shows and handouts) as needed for enrichment sessions.
  9. Leads Organic Pest & Disease Management Field Day and assist with Food Safety Workshop
  10. Act as a resource for program information for project partners, grant proposals, community members, Organic Farm & Eco Park staff, and the media as required.

Production Responsibilities

  1. Develops and implements a production management plan consistent with organic standards to achieve harvest goals for vegetables, flowers and herbs to serve GAITF members and two markets/ week. Includes a propagation schedule, harvest goals, crop selections, plans for rotations & sequencing of plantings, cultivation, pest and disease management, harvesting, and soil fertility. The former Farm Manager has completed a planting and greenhouse propagation schedule for the season and the spring/summer seed order to give a head start on the season. This is of course subject to change per the incoming farm manager’s input.
  2. Implements the above schedules.
  3. Assists in outlining and designing GAITF program.
  4. Records, itemizes, and submits receipts for operational expenses.
  5. Places orders for seed and farm supplies. Researches and orders tools and farm equipment in accordance with budget. Helps procure donations of farm tools, services, and supplies.
  6. Works with irrigation specialist to plan, modify and/or expand irrigation system for production on farm.
  7. Oversees harvest and post-harvest handling.
  8. Creates weekly To-Do list for the soil’s and the crops’ needs as part of the field update email.
  9. Identifies outside personnel to perform tractor maintenance as needed.
  10. Performs or ensures entry of data pertaining to harvest, GAITF distribution, wholesale sales, planting, greenhouse seeding, seed source, farmers’ market sales, pest and disease management, fertility input application and other information as needed in compliance with organic record keeping standards and per needs.
  11. Complete wholesale sales using existing chef email database to advertise available produce to local buyers (e.g. restaurants and grocers) and coordinate delivery and payment for produce.
  12. Creates Farm and Apprenticeship update for bi-monthly Board Meetings/ExeCom Meeting.
  13. Attend Farm Operations or Site Plan meetings as needed.
  14. Property maintenance as needed (mowing).

 

 

HRC Director (COO)

Human Resources Center Director is responsible for the smooth and profitable operation of a company's human resources department. Typically, they supervise and provide consultation to management on strategic staffing plans, compensation, benefits, training and development, budget, and labor relations.

 

The Human Resources Director guides and manages the overall provision of Human Resources services, policies, and programs for the entire company. The major areas directed are:

  • recruiting and staffing;
  • organizational and space planning;
  • performance management and improvement systems;
  • organization development;
  • employment and compliance to regulatory concerns;
  • employee orientation, development, and training;
  • policy development and documentation;
  • employee relations;
  • company-wide committee facilitation;
  • company employee and community communication;
  • compensation and benefits administration;
  • employee safety, welfare, wellness and health;
  • charitable giving; and
  • employee services and counseling.

The Human Resources Director originates and leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

The Human Resources Director coordinates implementation of services, policies, and programs through Human Resources staff; reports to the Executive Director and serves on the executive management team; and assists and advises company managers about Human Resources issues.

Development of the Human Resources Department

  • Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.
  • Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff. 
  • Develops and monitors an annual budget that includes Human Resources services, employee recognition, sports teams support, company philanthropic giving, and administration. 
  • Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources.
  • Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.
  • Leads the development of department goals, objectives, and systems.
  • Establishes departmental measurements that support the accomplishment of the company's strategic goals.
  • Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
  • Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company. 
  • Participates in executive, management, and company staff meetings and attends other meetings and seminars. 
  • With the Executive Director and Vice President for Admin, annually plans the company's philanthropic and charitable giving.

Human Resources Information Systems HRIS

  • Manages the development and maintenance of the Human Resources sections of both the Internet, particularly recruiting, culture, and company information; and Intranet sites.
  • Utilizes Great Plains software to the company's advantage.

Training and Development

  • Defines all Human Resources training programs, and assigns the authority / responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports. 
  • Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.
  • Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or onboarding, management development, production cross-training, the measurement of training impact, and training transfer. 
  • Assists managers with the selection and contracting of external training programs and consultants. 
  • Assists with the development of and monitors the spending of the corporate training budget.

Employment

  • Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
  • Interviews management- and executive-level candidates; serves as interviewer for position finalists. 
  • Chairs any employee selection committees or meetings.

Employee Relations

  • Formulates and recommends Human Resources policies and objectives for the company with regard to employee relations.
  • Partners with management to communicate Human Resources policies, procedures, programs and laws.
  • Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
  • Conducts investigations when employee complaints or concerns are brought forth.
  • Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.
  • Reviews, guides, and approves management recommendations for employment terminations.
  • Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data.
  • Reviews employee appeals through the company complaint procedure.

Human Resources Director Job Description Components

  • Position Description and Primary Requirements.
  • Essential Functions: Department Development, HRIS, Training and Development, Employment, Employee Relations. (You are here.)
  • More Essential Functions: Compensation, Benefits, Law, Organization Development.
  • Required Experience, Education, Skills and Working Conditions Described.

Compensation

  • Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises.
  • Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
  • Monitors all pay practices and systems for effectiveness and cost containment.
  • Leads participation in at least one salary survey per year.

Benefits

  • With the assistance of the CFO, obtains cost effective, employee serving benefits; monitors national benefits environment for options and cost savings.
  • Leads the development of benefit orientations and other benefit training.
  • Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.

Law

  • Leads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Philippine With Disabilities Act (PWD), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits.
  • Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies.
  • Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.

Organization Development

  • Designs, directs and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
  • Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
  • Directs a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management.
  • Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.'s culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
  • Leads a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization.
  • Manages the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.
  • Keeps the Executive Director and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level.

The Human Resources Director assumes other responsibilities as assigned by the Executive Director.

Human Resources Director Job Description Components

  • Position Description and Primary Requirements
  • Essential Functions: Department Development, HRIS, Training and Development, Employment, Employee Relations
  • More Essential Functions: Compensation, Benefits, Law, Organization Development (You are here.)
  • Required Experience, Education, Skills and Working Conditions Described

To perform the Human Resources Director job successfully, an individual must be able to perform each essential responsibility satisfactorily. These requirements are representative, but not all-inclusive, of the knowledge, skill, and ability required to lead as the company Human Resources Director.

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