Whether this is your first job out of college or you are a seasoned professional, you will have the opportunity to grow personally and professionally in our collaborative, driven, highly energetic environment. We believe in the power of transformative relationships for the girls we serve and the staff who work here. If you are willing to give and receive constructive feedback, are proactive, have a positive attitude and the desire to work in partnership with the community we serve, then join us!
We are committed to hiring staff who reflect the diversity of the communities we serve. If you are interested in working at a well-established, fast-paced and supportive organization committed to serving girls, please apply. You may submit your cover letter and resumé by clicking on the email link at the bottom of the position you are interested in, and attach your cover letter and resumé as a Word document or a PDF.
The Corporate & Foundation Relations Specialist is responsible for the identification, solicitation (grant writing), and stewardship of foundation, corporate, and government funders. The Specialist is responsible for driving timelines for prospect research, proposals, and reports for institutional donors. The Specialist interacts with the Board of Directors, foundation staff and trustees, and Senior Management in person, by phone, and via email to prepare and schedule meetings, and build connections among key influencers and decision-makers who can commit resources to Big Sister Association of Greater Boston.
This position requires a BA/BS and excellent writing skills. Grant writing experience is preferred; candidates must demonstrate strong attention to detail, ability to meet internal and external deadlines, relationship building skills, and the ability to multi-task.
Reports to: Associate Director of Development
Big Sister is committed to hiring staff who reflect the diversity of the communities we serve. Candidates of color, bilingual and bicultural candidates are strongly encouraged to apply. If you are interested in working at a well-established, fast-paced and supportive organization committed to serving girls, please apply.
Please send cover letter including the salary requirement and resume to:
AmeriCorps is a national community service program that provides individuals with an opportunity to apply their skills and ideals towards helping others and meeting critical needs in the community. The Highland Street AmeriCorps Ambassadors of Mentoring Program is an AmeriCorps Program in which members provide service through capacity-building initiatives in youth mentoring programs across Massachusetts. The Highland Street AmeriCorps Ambassadors of Mentoring program is currently recruiting twenty-five Ambassadors for the 2014-2015 program which begins as soon as possible and runs through June 30, 2015. AmeriCorps Ambassadors complete one year of service at a host organization in Massachusetts.
Big Sister's Ambassador of Mentoring will develop and provide support for the following projects:
I.Recruitment and Marketing: The Ambassador of Mentoring will work to cultivate partnerships with corporations and community organizations to increase the number of mentors, in particular mentors who are of Hispanic decent and fluent Spanish Speakers. In 2013 Big Sister Association served 789 Latina Little Sisters, 36.8 percent of total girls served, and has been identified as among the top 25 agencies within the Big Brothers Big Sisters network serving Hispanic children. While the majority of the Hispanic families that we serve request having their daughter matched to a Hispanic Big Sister and require a Spanish Speaking Big Sister, Hispanic Big Sisters only made up 5.6 percent of Big Sister’s volunteer corps, 135 mentors. Of the 315 girls waiting for a Big Sister with a language need, 125 identify as Hispanic. Increasing the number of Hispanic mentors who can communicate effortlessly with parents/guardians ensures we can continue to serve girls throughout Greater Boston and that they get matched at a more rapid pace.
1) Build relationships with community organizations, neighborhood partners, and area companies to coordinate recruitment events.
2) Identify new corporate, community, and media partners within the Latina and Spanish Speaking community. This will include a project plan for outreach, engagement, and events. The Ambassador will work with staff from Recruitment and Community Partnerships (R&CP), Program, Development, and the agency’s Diversity Council to develop and/or update marketing materials to engage Latina and Spanish Speaking mentors and to develop a potential marketing campaign. 3) Staff recruitment events to engage as many new mentors as possible.
1) Build the capacity of the diversity council and Latina Recruitment initiatives to meet needs of girls and families.
2) Increase the number of Latina Big Sisters in our Community Based and School Based programs.
II.Program Development: Effectively use the pre-screening tool to orient potential Big Sisters to the requirements of BSA’s mentor programs and to determine with prospective Big Sisters which program is the best fit for their schedule. Effective use of the pre-screening tool that incorporates quality customer service will ensure match quality and sustain average match length. Research has shown that matches ending within 12-months can have detrimental effects on mentees, while matches that last longer than 12 months experience greater outcomes. After seeing the average match length drop to 24 months in 2012, Big Sister Association developed a pre-screening tool to ensure women interested in becoming Big Sisters are able to meet the minimum 12-month commitment. The pre-screening tool has been incorporated into the pre-interview phone orientation conducted by BSA Recruitment staff. Current match length is now at 30 months.
1) Effectively use the prescreening tool to determine eligibility of potential Big Sisters and move qualified volunteers forward to the interview process. 2) Identify challenges related to incorporating the pre-screening tool into the pre-interview orientation and areas where the tool can be improved to ensure quality customer service and satisfaction during the pre-screening process.
1) Increase yield rates from inquiry to interview; interview to match; and overall inquiry to match. 2) Improve quality of matches.
Essential Functions of the Position (required):
Please send cover letter and resume to: