The Managing Director provides strategic and operational leadership to the Search Practice (Impact Search Advisors by Nonprofit HR) to include: strategy development, leadership as the practice area subject matter expert, oversight of continual learning of staff, business development and client engagement, team management, quality assurance of deliverables, thought partnership with clients and internal team members and colleagues across the firm, portfolio management in collaboration with Portfolio Manager, building and nurturing of partner relationships, contributing to Nonprofit HR’s brand awareness, and maintaining P&L for practice.

The Managing Director builds and leads a team of executive and professional level search, research, and sourcing consultants responsible for engaging in client-facing work nationally.  Individual serves as the lead point of contact and senior advisor on all retained search engagements, including talent acquisition and talent management strategies and has overall responsibility for designing and driving continuous improvement of the search practice, including all relationship interfaces, key process management, budget, and related technology.

Individual Serves as a member of the Leadership Team, contributing to development and implementation of firm-wide strategy and vision.

A FEW ESSENTIAL DUTIES AND RESPONSIBILITIES

Client Leadership

  • Acts as a senior advisor to client executives, helping to identify the nature of specific problems they are facing and enabling client-driven solutions.
  • Leads and manages teams to facilitate retained searches and related consulting engagements. Recruits, interviews, places, highly qualified executive talent for high profile C-Suite positions and serves as the main point of contact for the firm’s HR outsourcing clients and consultants to increase and manage clients’ executive pipelines.
  • Serves as a thought partner with Team Leaders and/or Senior Consultants on engagement escalations to ensure the highest levels of client service delivery and satisfaction. Become personally involved where necessary to mitigate risk and provide technical expertise.

People Leadership

  • Leads, mentors and coaches members of the Search Practice, including subcontractors, senior consultants, and professional-level staff, demonstrate a people-first approach to managing performance and client engagement matters and hold direct reports to the same standards.
  • Effectively delivers constructive feedback aligned with the firm’s values-based and results-focused culture.
  • Works collaboratively with leaders across the firm to enhance retained search services and partners with the firm’s talent and development leader on hiring and retention practices.

Business Development and Financial Management

  • Works in partnership with the firm’s business development and marketing team leaders and staff to create and execute business development strategies and tactics supporting the firm’s retained search and talent management strategies.
  • Remains current with nonprofit sector news, trends, and developments to better understand clients and candidates and be the firm’s search expert and business partner to current and prospective clients.
  • Leads and actively generates new client business with local, regional, and national nonprofit organizations. Shares creative and innovative approaches that help grow the firm’s business solutions. Leverages, offers, and implements relevant retained search solutions; develops and responds to requests for proposals; meets regularly with Leadership and Client Services Teams to identify and discuss the development of potential client business.

Practice and Thought Leadership

  • Actively contributes to and participates in firm-wide strategic planning activities in partnership with other members of the Leadership Team; establishes and reports on related metrics for the Search Practice.
  • Leads and participates in Search team meetings; works collaboratively with other teams to develop business relationships with current clients. Fosters accountability and leads the development of search practice area goals and objectives and manages related systems. Recommends, communicates, and implements new approaches and processes to effect continual improvements in services’ efficiency.
  • Establishes financial targets and sets budgetary goals for the Search Practice and works in collaboration with the Vice President of Client Services to ensure key metrics related to revenue and expenses are met.


 

How We Work: Nonprofit HR’s Commitment to Diversity, Inclusion & Difference

It is a high priority for us to foster and maintain an environment where diversity and inclusion are valued and realized to the benefit of you and the clients that we serve. We believe strongly in treating everyone fairly and value the full diversity of our colleagues, clients, partners and vendors. Inclusion is how we live our commitment to fairness and diversity. It shapes how we honor the perspectives, abilities and identities of our colleagues; how we listen to, engage and respond to our clients; and how we connect to and appreciate each other and those we serve. We define diversity as differences that influence and affect our firm, our workplace culture, and the communities and clients we engage in the following areas: race, color, ethnicity, national origin, socioeconomic status, pay and benefits, ability, military service, age, faith, gender, sexual identity, personal appearance, pregnancy, and political views.

 

Continue reading our about our commitment to diversity, equity and inclusion.