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EVICTION DEFENSE COLLABORATIVE
EXECUTIVE DIRECTOR
Click on the link below for the full opportunity description:
THIS IS AN IN OFFICE ROLE IN SAN FRANCISCO, CA. THE SUCCESSFUL CANDIDATE MAY WORK REMOTELY ONE DAY PER WEEK.
POSITION OVERVIEW
Eviction Defense Collaborative is seeking a remarkable civic leader who is passionate about social justice to serve as their next Executive Director. The Executive Director of Eviction Defense Collaborative is responsible to the Board of Directors for the successful vision, leadership, management of the organization including community engagement, city and state government relations, fundraising/development, human resources, strategic planning finance, and executive communications. During the period of COVID, EDC expanded at a rapid pace from a modest budget to an influx of municipal and state funds, resulting in explosive growth in services and programming. The incoming Executive Director will right-size the organization and budget in service of current needs.
The Executive Director plays a key role in fundraising, engaging and empowering community members, volunteers, partners, staff and elected officials to achieve EDC's mission to level the playing field by providing emergency legal assistance to our low-income neighbors.
For more information, please visit https://evictiondefense.org/.
LOCATION: This position requires the successful candidate to be working in the San Francisco office a minimum of four days a week.
YOU ARE A/AN:
Visionary executive excited by the opportunity to strategically and intentionally guide an organization during a period of rapid growth and change
Clear, decisive, hands-on leader who clears barriers from the path of team members and is unflappable in the face of conflict
A talented and experienced fundraiser
Charismatic, compassionate, and service-oriented partner in the community and with all key stakeholders connected to EDC
Deeply committed to leveling the playing field for low-income communities struggling to make ends meet In San Francisco.
SALARY/BENEFITS
Salary range is $150,000-$200,000
Benefits include:
Medical, Dental and Vision (EDC pays 100% of the premiums for employees and 75% of the premiums for spouse or domestic partner and eligible dependents of Base Medical plan, Dental Plan and Vision Plan)
PTO: 240 hours (30 days per year)
Paid holidays: 14 (follows court holidays)
Sick time: 96 hours
Sabbatical (unpaid time off: HR Approval needed): 160 hours
Bereavement: 48 hours
Jury Duty: 80 hours
Floating Holiday: 16 hours
$50 Utility Stipend per pay period for home internet/cellphone
401(k) EDC contributes 3% of salary (no vesting required)
Health Savings Account (EDC funds a total of $75/employee only per pay period, or $125/family per pay period)
Opportunity to contribute to FSA and Dependent Care FSA
Income Protection Plans (short term and long term disability, life insurance)
Commuter benefits
Bicycle Commuting Reimbursement
Additional employee assistance programs
The opportunity to raise crucial funds and provide emergency housing assistance and protection from wrongful eviction to low-income families and other tenants in high need.
To learn more about the impact of Eviction Defense Collaborative, please click on the links below:
Welcome to the Eviction Defense Collaborative
Renters seek help as California's eviction moratorium set to end this week
EQUITY STATEMENT
Eviction Defense Collaborative’s (EDC) mission is to further housing justice in San Francisco, ensuring all tenants are stably and safely housed. EDC’s mission is rooted in the belief that housing is a human right. The deep historical roots of racial disenfranchisement and discrimination are embedded in this country’s history (e.g. redlining, privatization of affordable housing, and racial discrimination in the private and public sectors) such that housing injustice equals racial injustice. In other words, our mission is inextricably linked to advancing racial, economic and social justice, and we are committed to fostering, cultivating and preserving a culture of diversity, equity and inclusion within the organization.
Our staff are the most important part of EDC’s ability to serve its mission. The collective sum of the individual differences, life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities and talent that our employees invest in their work represents a significant part of not only our culture, but our reputation and organization’s success.
We embrace and encourage our employees’ differences in age, race, ethnicity, caste, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and other characteristics that make our employees unique.
EDC’s diversity initiatives are applicable—but not limited—to our practices and policies on recruitment and selection; compensation and benefits; professional development and training; job growth; transfers; social and recreational programs; layoffs; terminations; and the ongoing development of a work environment built on the premise that diversity, equity and inclusion encourage and enforce. Examples include:
Respectful communication and cooperation between all employees.
Teamwork and employee participation, permitting the representation of all groups and employee perspectives.
Work/life balance through flexible work schedules to accommodate employees’ varying needs.
Employer and employee contributions to the communities we serve to promote a greater understanding and respect for diversity.
All employees of EDC have a responsibility to treat others with dignity and respect at all times. All employees are expected to exhibit conduct that reflects inclusion during work, at work functions on or off the work site, and at all other company-sponsored and participative events. All employees are also required to attend and complete ongoing diversity, equity and inclusion trainings to enhance their knowledge to fulfill this responsibility.
As this work is uncomfortable and necessary, we encourage open dialogue and attention to resolving conflicts if and as they arise. We ask that employees seek support and mentorship to address issues as soon as identified. Employees who believe they have been subjected to any kind of discrimination that conflicts with the company’s diversity policy and initiatives should seek assistance from a supervisor or the Executive Director.
