Vice President, Empowerment (54162)

We need to output HTML fragment with sections: headings

for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must only include sections when posting has real specific content. We need to parse the job posting. The posting includes: - Title: Vice President of Empowerment (not to be repeated as heading) - Essential Duties And Responsibilities (description) - Key Responsibilities And Duties (list) - COMPETENCIES (list) - Education Experience (list) - FIRST-YEAR PRIORITIES (list) - WORK ENVIRONMENT (short) - Qualifications (EEO statement) - we should remove boilerplate EEO etc. The Qualifications section includes EEO boilerplate; we should drop that as it's boilerplate. Also there is a "Qualifications" heading before EEO? Actually after WORK ENVIRONMENT there is "Qualifications" then EEO statement. We need to remove EEO boilerplate. The Qualifications heading may have content? It seems only EEO statement. So we should drop Qualifications section entirely because it's just boilerplate. We need to include sections: About the role? Not explicitly present but we could treat the introductory paragraph as About the role. The first paragraph after Essential Duties And Responsibilities? Actually the posting starts with "Essential Duties And Responsibilities The Vice President of Empowerment provides executive leadership..." That's essentially a summary. Could treat as About the role. Responsibilities: we have Key Responsibilities And Duties (list). Also Essential Duties And Responsibilities includes prose. We could combine into Responsibilities section. Requirements: maybe Education Experience and Competencies? But we have separate sections: Education Experience, Competencies, First-Year Priorities (maybe as Requirements? but they are more like expectations). The instruction: Use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we need to map content to these headings. We have: - About the role: introductory summary. - Responsibilities: list of duties. - Requirements: maybe education/experience requirements. - Qualifications: maybe competencies? But Qualifications heading is reserved for qualifications like required education/experience? Actually typical job postings have Qualifications separate from Requirements. But we can decide: Requirements could be education/experience; Qualifications could be competencies/skills. However we have both Education Experience and Competencies sections. Also we have FIRST-YEAR PRIORITIES (maybe as Goals? Not a standard heading). Could treat as Responsibilities? But they are priorities for first year. Could be part of Responsibilities or maybe a separate section like "First Year Priorities" but not in allowed headings. Since we must only use allowed headings, we could incorporate FIRST-YEAR PRIORITIES into Responsibilities or Requirements? Probably as part of Responsibilities (since they are duties). Or we could create a "Requirements" section for education/experience and a "Skills" section for competencies. The allowed headings include Skills. So we can put competencies under Skills. Thus: - About the role: summary paragraph. - Responsibilities: list of duties (Key Responsibilities And Duties plus maybe some from Essential Duties). - Requirements: Education Experience (including degree, years experience, etc.) - Skills: Competencies (list) - Benefits, Pay, Schedule: not present, so omit. We must not include empty sections. We need to preserve all substantive information, not invent or summarize away detail. Use

• for any list of duties/requirements/benefits, and

  for prose. We need to extract lists. Let's parse the content. Essential Duties And Responsibilities paragraph: "The Vice President of Empowerment provides executive leadership and strategic oversight for the Empowerment Division, advancing RiseBoro's mission to empower individuals and families to remain stable in their communities. The division encompasses a comprehensive portfolio of homelessness prevention, rehousing, tenant case management, Right to Counsel tenant support, benefits access and enrollment, financial empowerment workforce development, economic mobility, and community-based programs, delivered primarily under contract with the City of New York. The Vice President drives organizational impact through strategic leadership, operational excellence, financial stewardship, talent development, innovation, and cross-sector partnerships. This is the role for an operator. The division meets its contractual obligations today; RiseBoro is seeking a transformational leader who will raise the bar beyond compliance. The Vice President will treat contractual requirements as a baseline, not an endpoint—using data to identify what is working and what is not, testing improvements, measuring results, and scaling proven approaches. The Vice President will lead a team of experienced directors, own the division’s data and technology infrastructure, and build more efficient systems that maximize frontline capacity and reduce unnecessary administrative burden." That's prose; we can put in

  . Key Responsibilities And Duties: a list of items each starting with a verb. Let's extract each bullet: - Provide oversight of the division's portfolio of programs, ensuring operational excellence, financial sustainability, regulatory compliance, measurable outcomes, and adherence to industry best practices, contractual requirements, and organizational policies. - Set annual performance targets for each program that exceed contracted minimums and keep every program at or above contracted enrollment, service levels, and deliverables. - Review progress with directors on a fixed monthly cadence, and report performance risk early to the CPO with a corrective plan attached. - Keep programs audit-ready at all times and lead preparation for funder site visits, program audits, and contract renewals. - Manage the division's budget, financial performance, and resource allocation in partnership with the finance team and Chief Financial Officer. - Establish and monitor key performance indicators, outcome measures, and risk management strategies to strengthen program effectiveness, drive outcomes that align with the mission of the organization and deliver high-quality service to participants. - Maintain a division-level performance dashboard covering enrollment, utilization, milestone attainment, outcomes, timeliness, and contract spend-down against plan. Make it the basis of every program review and the source for communicating impact to funders, the executive team, and the Board. - Drive innovation and collaboration across programs and departments to maximize impact, operational efficiency, and integrated service delivery. Identify manual and duplicative work and eliminate it through system configuration, automation, or integration, partnering internally on system selection so data moves between systems instead of being re-keyed. Measure success in staff hours returned to direct service. Evaluate emerging tools, including AI-assisted documentation, translation, and reporting, and pilot them with explicit guardrails on participant confidentiality, data privacy, and funder requirements. Use data to identify and diagnose areas of underperformance, determine root causes, test targeted improvements, measure their impact, and scale or modify approaches based on results. - Develop and execute divisional strategies that align with organizational priorities and respond to evolving community needs. Champion innovative, community-centered approaches that leverage local assets and create pathways to long-term stability and opportunity for New Yorkers. Build structured referral pathways with RiseBoro Property Management so households showing early signs of instability — arrears, repeated late payment, an initiated legal proceeding — reach prevention, benefits, and legal support services before a crisis. - Lead recruitment, selection, performance management, and talent development for divisional leadership and staff, building organizational capacity through succession planning and professional growth at all levels. Evaluate staff performance, recommend staff for promotion, and address performance issues directly and promptly. - Cultivate strategic partnerships with government agencies, funders, community organizations, and other stakeholders to expand organizational impact and service reach. Develop and maintain relationships with public and private funding partners to strengthen and diversify revenue streams, supporting fundraising, grant development, and resource cultivation alongside the Advancement team. - Represent RiseBoro as a spokesperson, ambassador, and thought leader with government officials, community partners, funders, and external stakeholders. Serve as a member of the Senior Leadership Team, contributing to organizational strategy, growth, and mission advancement. - Inspire and empower staff to achieve ambitious goals while fostering a culture rooted in integrity, transparency, respect, inclusion, and service excellence. - Other duties as assigned by CPO and/or executive team. We need to keep all substantive info. We'll put each as

• . Now Requirements: Education Experience section. It says: "Education Experience Master's degree in business administration, Law, Social Services, Healthcare or Community Services, Behavioral Science, and/or Public Administration preferred. Bachelor’s Degree is required. At least ten years of progressive experience in nonprofit, human services, or public sector management, including at least five years leading other leaders. Direct experience managing government-funded human services contracts, including performance-based contracts, in New York City or a comparable jurisdiction. A demonstrated record of exceeding contracted performance targets, with specific examples the candidate can speak in detail. Experience managing budgets of $15 million or more across multiple funding streams. Substantive experience in at least two of the following: case management, homelessness prevention or housing stability, public benefits of access, workforce development, financial empowerment. Working fluency with case management and participant data systems and the reporting built on them. Preferred: experience selecting, implementing, or migrating a case management or participant data platform; familiarity with New York City program models such as Right to Counsel / Universal Access, HomeBase, Financial Empowerment Centers, and Workforce1; training in a continuous improvement or results-based accountability methodology; and professional working proficiency in Spanish." We need to put as list? It's a mix of required and preferred. We can keep as
  • each requirement. We should separate required vs preferred? Not required but we can keep all as list items. Now Skills: Competencies section. "COMPETENCIES Excellent oral and written communication skills. Financial/Resource management experience. Experience fundraising and grant development preferred. Experienced supervisor of multi-site programs and initiatives and leading multi-disciplinary teams. Ability to work flexibly, innovatively, independently, and effectively with diverse staff, consultants, community leaders, funders, and government officials. Data and technology fluency. Builds and interrogates a report personally rather than waiting for someone else to produce it, and uses systems and automation to reduce administrative burden on frontline staff. Results orientation. Sets targets above the contracted floor and manage them. Bias toward iteration. Tests a change on a small scale, measures it, and scales or modifies it on evidence. Operational discipline. Runs a consistent management cadence and keeps commitments visible and tracked." We need to split into list items. Each sentence seems a competency. We'll make each as
  • . Now FIRST-YEAR PRIORITIES: This could be considered part of Responsibilities or maybe a separate section like "Goals". Since not in allowed headings, we could incorporate into Responsibilities as additional duties. But we must preserve all substantive info; we can add them as list items under Responsibilities as well. However we already have Responsibilities list; we could add another list under a heading like "First Year Priorities" but not allowed. So we need to embed them somewhere else. Perhaps we can treat them as part of Responsibilities (since they are duties). We'll add them as additional
  • items under Responsibilities. But we must not duplicate content; we can just add them. Let's extract FIRST-YEAR PRIORITIES items: - Establish a high-performance management system for the Empowerment Division. - Within the first 6 months, establish clear annual performance targets for every program, with targets that exceed contracted minimums where appropriate. - Implement a consistent monthly performance review cadence, with 100% of programs reviewed monthly against enrollment, service, outcome, and financial targets and corrective action plans developed promptly for identified performance risks. - Develop and implement a division-level performance dashboard. Within the first six months, establish a dashboard that provides reliable, timely visibility into enrollment, utilization, milestone attainment, outcomes, timeliness, contract deliverables, and spend-downs. Make the dashboard the primary tool for monthly program reviews and quarterly reporting to the CPO, executive team, funders, and Board. - Strengthen operational efficiency and technology infrastructure. Within the first year, complete an assessment of the division's major workflows, systems, and administrative processes; identify and prioritize opportunities to eliminate duplicative or manual work through system configuration, automation, or integration; and establish a baseline for measuring