EXECUTIVE SUMMARY Horizons Foundation (Horizons) envisions a world in which all LGBTQ people live freely and fully.  As the world’s first community foundation of, by, and for LGBTQ people, Horizons has served for more than 45 years as a wellspring of support to San Francisco Bay Area LGBTQ nonprofit organizations, a trusted philanthropic anchor for social justice causes, and a national leader in community investment. Horizons partners with donors, movement organizations, and community leaders to strengthen LGBTQ nonprofits, expand a culture of LGBTQ giving, and build a permanent endowment to secure the future of the LGBTQ community. The organization awards over $12 million in grants to community partners annually and stewards over $70 million in assets that includes a growing permanent endowment, positioning the organization to sustain LGBTQ communities for generations to come. With the pending retirement of its long tenured leader Roger Doughty, whose vision and leadership over more than two decades have helped establish Horizons as a steady, stabilizing force in the Bay Area LGBTQ community, Horizons is seeking a bold, values driven individual to lead the organization as its next Chief Executive Officer (CEO). This transition is both consequential and full of possibility. The next CEO will step into a landscape shaped by escalating political attacks on LGBTQ communities, evolving philanthropic norms, and a transfer of leadership and assets in the LGBTQ movement. The new CEO will serve as a leading voice, a skilled ambassador, and a strategic partner to donors, community organizations, and civic leaders, expanding Horizons’ reach, modernizing fundraising strategies, and strengthening the foundation’s role as a catalytic force in the movement to protect and advance LGBTQ rights. The next CEO will bring clarity, courage, and vision to steward Horizons into the next stage of its journey, ensuring that it remains a visible, influential, and community-rooted champion for LGBTQ people in the San Francisco Bay Area and nationally. ABOUT HORIZONS FOUNDATION Founded in 1980 as the world's first community foundation created by and for LGBTQ people, Horizons Foundation provided the original seed money for nonprofits that became the San Francisco AIDS Foundation, the Gay Games, and the National Center for Lesbian Rights, which argued and won marriage equality in the Supreme Court. In the decades since, Horizons has grown into one of the most trusted and influential LGBTQ philanthropic institutions in the United States. Guided by its core values – Justice, Equity, Pride, Generosity, Legacy, Courage, and Excellence – Horizons directs resources to the people and organizations working to advance safety, belonging, and opportunity for all LGBTQ communities. Horizons is widely recognized as a national leader in LGBTQ philanthropy, and consistently ranks among the “Top 10” LGBTQ funders in the U.S. Horizons has over $70 million in assets and distributes over $12 million annually via multiple funding programs to hundreds of organizations locally and nationally, from grassroots, frontline groups with just a few staff to larger, more complex institutions serving thousands. All are united in a shared conviction that LGBTQ people deserve dignity, respect, and access to the same opportunities to live and thrive to which all people are entitled. Horizons maintains an unwavering commitment to supporting communities most marginalized within the LGBTQ ecosystem, including LGBTQ people of color, transgender communities, immigrants and refugees, youth and elders, and those with the least access to affirming services. Through its robust donor‑advised fund (DAF) program, Horizons serves as a philanthropic home for over 150 donors investing in LGBTQ issues, broader social justice causes, and community priorities nationwide. In addition to grantmaking, the foundation convenes leaders, builds donor and community networks, and hosts one of the LGBTQ community’s most celebrated annual galas. Horizons is widely regarded as a national model and leading champion of LGBTQ donor and community-centered legacy (planned) giving. For decades, Horizons has advanced the belief that LGBTQ people can shape the future of their own movement through gifts that ensure long‑term stability, safety, joy, and cultural expression for generations to come. Horizons’ leadership in legacy giving is matched by the scale of its planned‑giving pipeline. Through its ongoing Now and Forever campaign , the foundation has already identified more than $100 million in future legacy commitments toward a $250 million goal, and its Legacy Circle now includes over 300 documented planned‑gift donors — one of the largest such communities among LGBTQ‑serving institutions. Today, Horizons is a convener, a community partner, and a trusted steward of a vision for a better future, guided by values that reflect and uplift the communities it serves. More information about Horizons Foundation can be found at https://www.horizonsfoundation.org . THE CURRENT MOMENT Horizons is experiencing a once‑in‑a‑generation moment of transition and opportunity. The departure of a long‑tenured, accomplished, and deeply respected leader, combined with unprecedented financial strength and a rapidly evolving LGBTQ landscape, positions Horizons for a new chapter of strategic and community leadership and impact. The current federal and state political and cultural climate has brought heightened visibility, vulnerability, and urgency to LGBTQ communities. Attacks on transgender rights, rising anti‑LGBTQ rhetoric, and increasing political polarization create an environment that demands bold, steady, and values‑grounded advocacy. At the same time, philanthropic norms are shifting. Younger donors bring new expectations, community needs are more complex, and Bay Area and Silicon Valley wealth dynamics continue to evolve. Internally, Horizons is experiencing growth in programming, assets, and influence, requiring both modernization and renewed strategic clarity. As Horizons navigates this moment, the next CEO will guide the organization to become an even more proactive, visible, and catalytic force, building on its role as a respected funder and leaning into the opportunity to serve as an essential movement driver. This leadership transition creates a rare and exciting opportunity to deepen Horizons’ impact, diversify and engage new generations of donors, strengthen resource development, evolve internal systems, and reaffirm Horizons’ role as a powerful champion for LGBTQ communities in the Bay Area and far beyond. THE OPPORTUNITY Horizons seeks a visionary, strategic, relational leader with strong executive presence, fundraising acumen, and a deep understanding of community philanthropy. The successful candidate will have demonstrated a strong commitment to the LGBTQ community and possess a combination of strategic sophistication and emotional intelligence, balancing external engagement with internal capacity building. The next CEO will lead a groundbreaking institution at a pivotal moment, advancing equity, mobilizing resources, and strengthening the LGBTQ movement in one of the most dynamic regions in the world.  Opportunities for impact in this role include the following : Lead at a defining moment for LGBTQ philanthropy and social justice. The next CEO will have the opportunity to elevate Horizons’ role as a values‑driven leader in a rapidly shifting social, political, and philanthropic landscape. This moment requires a leader who can navigate complexity with clarity, assess emerging risks, and remain steady amid uncertainty while keeping Horizons’ mission and values at the center. They will provide the strategic vision to guide Horizons into the future, building on a strong legacy while expanding the organization’s reach, relevance, and impact. Working closely with the Board, staff, donors, and community partners, the CEO will shape a unifying, actionable plan that strengthens long‑term sustainability, deepens grantmaking impact, and broadens Horizons’ influence across the San Francisco Bay Area and beyond. Through this leadership, the CEO will amplify Horizons’ position as a model for philanthropic institutions committed to equity, social justice, and a thriving future for all LGBTQ communities. Be a powerful ambassador and advocate for Horizons and the communities it serves. The next CEO will elevate the foundation’s visibility, serving as a compelling, outward facing leader with strong presence, communication skills, deep community understanding, and the ability to navigate an attention economy to draw in new audiences to the foundation. They will cultivate and strengthen relationships with grantees, donors, community partners, civic leaders, and philanthropic institutions, while expanding Horizons’ reach. As a vocal advocate in an increasingly complex political environment, the CEO will champion the needs of LGBTQ communities with authenticity, courage, and strategic clarity. They will serve as a trusted spokesperson who communicates Horizons’ mission and impact with emotional intelligence, cultural competency, diplomacy, and vision, ensuring the organization is recognized as a bold, values driven leader in the region and beyond. Advance Strategic Fundraising and Donor Engagement . The next CEO will expand Horizons’ fundraising strength and long‑term sustainability. Building on a 40‑year legacy of community‑centered philanthropy and a strong foundation in planned giving, they will enhance donor stewardship, strengthen and expand the major‑gifts strategy, and engage emerging LGBTQ philanthropists and Bay Area wealth leaders. As DAFs remain a distinctive engine for community investment, the CEO will deepen relationships with DAF holders and ensure the systems supporting this program are robust, responsive, and aligned with donor needs. They will steward long‑standing donors while cultivating new philanthropic partners, creating clear pathways for a broad range of supporters to connect with Horizons’ mission. In partnership with staff and community leaders, the CEO will uphold and strengthen Horizons’ participatory community advisory processes, ensuring that community priorities guide philanthropic decision‑making. They will also reinforce mechanisms that enable donor‑advised fund holders to act as aligned stewards, channeling resources toward the priorities the foundation and community have identified as most urgent. Through strategic leadership, relationship‑building, and a sophisticated understanding of today’s philanthropic landscape, the CEO will diversify and grow the resources that fuel Horizons’ impact. Advance Financial Stewardship and Strategic Clarity. Ensuring Horizons’ long‑term financial strength will be a central leadership priority. Building on a solid financial foundation, the CEO will bring strategic insight to guide sound decision‑making, deepen organizational understanding of financial risk and opportunity, and guide thoughtful choices about resource allocation that advance Horizons’ mission. They will oversee financial health and asset management with a focus on sustaining and growing the permanent endowment, ensuring that Horizons remains well‑positioned to serve LGBTQ communities for generations to come. Catalyze Community Leadership and Movement ‑ Building. The CEO will elevate Horizons’ role as a visible, connected leader in LGBTQ movement‑building, ensuring Horizons serves not only as a funder but as a driving force for advocacy, strategy, and community resilience. They will strengthen and expand Horizons’ ability to respond quickly to emerging crises while also shaping a more intentional, long‑term approach to supporting grantee partners. As LGBTQ organizations navigate increasingly complex political and organizational challenges, the CEO will have the opportunity to position Horizons as a central hub for knowledge, convening, and collaboration, connecting leaders, equipping frontline organizations, and amplifying community strategies locally and nationally. Foster a cohesive, committed, and high ‑ impact team culture. The team at Horizons is deeply committed to the community of people it serves. The CEO will lead a team of 13, manage 3 direct reports, and report to the Board of Directors. The next CEO will be an effective leader of teams who cultivates talent, fosters trust, and inspires a positive, inclusive internal culture grounded in collaboration, transparency, equity, and empathy. They will mentor and develop leaders, actively listen to staff needs and aspirations, and cultivate an environment where individuals and teams thrive. The CEO will strengthen internal systems and clarify decision‑making structures to ensure the organization has the operational infrastructure to sustain growth. This includes refining organizational processes, delegating effectively, and building alignment across teams so that systems, structures, and practices keep pace with Horizons’ evolving scale and ambitions. As Horizons enters its next chapter, the CEO will honor the foundation’s legacy while positioning it for greater visibility, impact, and long‑term sustainability. Cultivate a strong partnership with the Board of Directors to advance Horizons’ mission . The next CEO will develop and maintain a relationship with the Board defined by trust, respect, transparency, and clear communication. They will partner with the Board to strengthen governance practices, clarify strategic priorities, and support clear decision‑making frameworks and consistent communication that promote alignment. They will work with the Board as it continues to grow as a strategic, empowered governing body that is fully engaged in fundraising, long‑term planning, and effective oversight as Horizons increases in size, complexity, and public profile. DESIRED QUALIFICATIONS Horizons’ next CEO will be an experienced and collaborative leader with deep knowledge and a passion for serving, funding, and helping lead the LGBTQ community. They will possess leadership skills that align with the organization’s values. While no one candidate will embody all of the qualifications enumerated below, the ideal candidate will possess many of the following professional and personal abilities, attributes, and experiences: Mission and Values Alignment Deep, demonstrated commitment to the LGBTQ community and to Horizons’ mission, vision, and core values of justice, equity, pride, generosity, legacy, courage, and excellence. Authentic understanding of LGBTQ movement dynamics and the communities most impacted by inequity. Executive and Visionary Leadership At least 10+ years of senior or executive leadership in philanthropy, nonprofit management, or a related sector. Experience navigating complex organizational environments, leading change with steadiness, and making disciplined, equity-aligned decisions. Ambassadorial Communication and Relationship Building Demonstrated excellence in communication with a proven ability to inspire confidence as a persuasive public speaker and skilled writer addressing diverse audiences. Proven ability to build strong, trust‑based relationships grounded in transparency, authenticity, and cultural humility. Fundraising and Resource Development Proven track record of cultivating, soliciting, and stewarding major donors and securing major gifts. Experience designing long-term fundraising strategies, engaging new generations of philanthropists, and strengthening a culture of giving. Understanding of planned giving, donor advised funds, or philanthropic vehicles that fuel sustainable community investment. Organizational and People Leadership Compassionate, effective leader of teams with experience building inclusive, high performing organizational cultures. Skilled at delegation, talent development, and creating conditions for staff to thrive individually and collectively. Experience partnering with a Board of Directors to strengthen governance, clarity, and strategic alignment. Financial & Operational Acumen Strong financial literacy, including experience managing budgets, assessing risk, and guiding organizational sustainability. Ability to align resources with strategic priorities and ensure operational systems support a growing institution. Comfort leveraging modern technology and digital platforms to strengthen organizational effectiveness, including donor databases and CRM systems (e.g., Salesforce), digital communications, and social media engagement. COMPENSATION AND BENEFITS Work Location: This role is a hybrid position, requiring a minimum of three days of on-site work in San Francisco, California per week (Tuesday, Wednesday, Thursday). It entails some local and regional travel to conferences, speaking engagements, and other relevant activities to advance the mission, with occasional national travel. Compensation and Benefits : The salary range for this full-time, exempt position is $285,000 - $325,000 annually, depending on qualifications and experience. In addition to federal and other paid holidays, Horizons’ current practice is to offer staff an additional day off on the last Friday of the month. Horizons offers a generous benefits package that includes full health, vision, and dental coverage; vacation and sick leave; up to an 8% employer contribution to a 403(b) retirement plan; and the pride of working at a critical community institution. TO APPLY This search is being led by Ellen LaPointe and Phuong Quach of the national talent search firm NPAG . We invite applications with a resume and cover letter outlining your interest and qualifications via the portal on NPAG’s website . Should you have questions, candidate nominations, or if you need assistance or accommodations in the application process, please contact Phuong Quach at phuong@npag.com . Horizons Foundation is an equal opportunity employer that supports and upholds diversity in our staffing and values. We actively seek and welcome applications from people who identify as people of color; women; transgender, gender-nonconforming, and non-binary people; LGBTQ people; and people living with disabilities. We comply with all applicable federal, state, and local laws governing nondiscrimination in employment and encourage and seek qualified candidates of all backgrounds.

Minimum Qualifications Bachelor's degree in human resources, business administration, or related field and two years of progressively responsible professional human resource experience; or any equivalent combination of related training and experience in Human Resources. Applicants within six months of meeting the minimum education/experience requirement may be considered for trainee status.   Bachelor degree + 2 years of professional HR experience or Associate degree + 4 years of professional HR experience or High School degree or equivalent + 6 years of professional HR experience Successful completion of a pre-employment drug screen and successful completion of all applicable background checks pre-hire and ongoing are required. Position Summary This is highly responsible professional human resources work within the Fire Rescue department to provide support in reaching the department's goals. An employee assigned to this classification is responsible for providing departmental analysis of current hiring strategies, recommending modifications as necessary throughout all Human Resources disciplines. The HR Specialist position is responsible for aligning business objectives with employees and management in the designated department. The position serves as a consultant to management on strategic human resource-related issues.  Work requires a thorough understanding and application of human resources management theories, principles, methods, and practices.   Work is performed under the limited supervision of a higher-level supervisor, where work assignments are subject to established procedures, practices, precedents, or well-defined policies; work is generally reviewed upon completion for accuracy, acceptability of results, quality, and timeliness. Examples of Duties ESSENTIAL JOB FUNCTIONS This is an emergency essential classification. Upon declaration of a disaster and/or emergency, all employees in this classification are required to work. Exudes a positive customer service focus. Advocates building organizational culture through aligning decisions with the County's core values. Understands the business plan of the department; creates a productive partnership with Fire Rescue to offer HR solutions to effectively achieve the strategic goals and objectives in the hiring process, retention of employees, and in general HR consultations. Assists the department in achieving their goals and objectives by ensuring top talent is recruited, hired, retained, and developed. Participates in a variety of special projects in diverse disciplines of human resources. Coaches managers/supervisors on individual and team issues. Reviews, researches, and provides consultation for a variety of human resources actions; advises departments of recommended disposition and/or necessary action. Maintains effective working relationships with managers to ensure internal equity and market-appropriate decisions are made in the promotion and salary processes. May assist with developing and revising job specifications as required. May conduct and respond to salary surveys and analyze data obtained as required. Conducts and reviews compensation-related issues as required. May recommend revisions to human resources programs, systems, policies, guidelines, rules, regulations, methods, techniques, and procedures. Prepares correspondence, detailed analysis reports, policies and procedures, spreadsheets, graphs, and statistical analysis. Analyzes trends and metrics that can improve the job functions of the organization's departments.  Performs the duties listed, as well as those assigned, with professionalism and a sense of urgency.  Knowledge Skills and Abilities Knowledge of human resources management theories, principles, methods, and practices.  Knowledge of human resources policies, procedures, systems, processes, and laws and regulations. Knowledge of principles of government organization and administration. Knowledge of principles of customer service. Skill in the application of auditing, research, and statistical techniques to human resources functions. Ability to research, analyze, interpret, and apply laws, rules, regulations, policies, procedures, and guidelines. Ability to develop, recommend, and administer human resources programs and systems. Ability to compile and analyze data using quantitative and statistical analysis techniques. Ability to read, understand, interpret, analyze, apply, and administer provisions of collective bargaining agreements, Personnel Rules and Regulations, and employment laws and regulations. Ability to operate a computer using word-processing, spreadsheet, database, and related software applications. Ability to perform mathematical calculations. Ability to communicate effectively, with all levels of the organization. Ability to establish and maintain effective working relationships. Ability to perform independently a wide variety of assigned tasks.  PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.   While performing the duties of this job, the employee is regularly required to sit, and talk or hear. The employee is frequently required to use hands to finger, handle or feel.  Specific vision abilities required by this job include close vision.  WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.   The noise level in the work environment is usually moderate. Supplemental Information Confidential Position:  Certain personal information for employees (and specific family members) in this job position is exempt from public records pursuant to Chapter 119 of the Florida Statutes. An organization is only as good as the people it employs. To attract and retain the best team possible, the Alachua County Board of County Commissioners offers a competitive benefit program. We believe that if we expect our employees to support the County, we must first support the health and financial well-being of our employees and their families, now and as they plan for their future. BoCC-Contributed Benefits Medical/Health Insurance   Employee Life Insurance   Florida Retirement System   Employee Assistance Program Optional Benefits Dental Insurance   Vision Insurance Supplemental & Dependent Life Insurance Deferred Retirement Program Flexible Spending Accounts Roth IRA Tuition Assistance Program   NOTE: For detailed information regarding available benefits click here. You may also view Frequently Asked Questions (FAQs) regarding benefits.  FLORIDA RETIREMENT SYSTEM (FRS) The Florida Retirement System is a retirement plan designed to provide an income to a vested employee and his/her family when the employee retires, becomes partially or totally disabled, or dies prior to retirement.  A defined benefit or defined contribution option may be chosen by the employee. TUITION ASSISTANCE PROGRAM Permanent, full-time employees are eligible for educational assistance funds. Contact the Human Resources Office for program details. HOLIDAYS Holidays are as follows:  New Years Day   Martin Luther King Day   Memorial Day   Juneteenth Independence Day   Labor Day   Veterans' Day   Thanksgiving Day   Friday following Thanksgiving   Christmas Eve (IAFF*)   Christmas Day   Additional Christmas Holiday (All non-IAFF employees)   2 Floating Holidays  (All non- IAFF employees) *IAFF – International Association of Firefighters Pay periods are every two weeks, Monday through Sunday. Payday is Friday. International Association of Firefighters follow the General Contract 7k regarding holidays. Vacation Leave – Generous vacation accrual rates with payout of unused accrued leave, with some restrictions. For more detailed information regarding vacation leave refer to Employee Policy Manual, Section 7-2 . Sick leave is earned at a rate of 4 hours per pay period by all permanent, full-time employees*. At the end of each fiscal year, eligible employees can convert up to 10 days of accrued sick leave to vacation leave on a 2:1 basis. For more detailed information regarding sick leave refer to Employee Policy Manual, Section 7-3   *Accruals slightly different for IAFF employee.

Minimum Qualifications Associate degree and one (1) year of experience in business development, marketing, or public relations; or any equivalent combination of related training and experience.   Applicants within six months of meeting the minimum education/experience requirement may be considered for trainee status. SKILLS TESTING REQUIRED – Only applicants who meet the minimum qualifications and submit the required skills testing scores will be referred to the next step in the recruitment for this position.  This position requires a passing score on the following County's skills assessment tests: Microsoft Excel, Microsoft Word with a minimum score of moderate knowledge.   The assessment tests can be taken in person or online/remotely through the CareerSource North Central Florida.  The applicant must contact CareerSource North Central Florida at: assessment@careersourcencfl.com  to arrange testing.   Passing scores must be received by the Human Resources Office via email at achr@alachuacounty.us no later than five business days after the posting closes. CareerSource North Central Florida is not responsible for submitting test scores to the Alachua County Human Resources Office. All scores are valid only for a period of 2 years from the date of testing.   A Valid Florida Driver License is required and a Motor Vehicle Record that meets the requirements of Alachua County policy #6-7; Motor Vehicle Records will be reviewed prior to employment. If, in the past 24-month period, the applicants Motor Vehicle Record has more than three (3) moving traffic infractions or three (3) or more at fault motor vehicle accidents (or combination of both and /or a conviction/pending charge for driving under the influence) or is in violation of any standard mandated by Federal or State Law or Regulation, the minimum qualifications are not met for the position. Successful completion of all applicable background checks pre-hire and ongoing are required. Position Summary This is administrative support work in securing worksite agreements to support the local area work experience initiatives at CareerSource North Central Florida (CSNCFL). The employee assigned to this classification implements policies and procedures to ensure worksites adhere to federal, state, and local guidance; and serves as a point of contact for work experience participants regarding orientation, payroll, and ongoing measures of progress.  Work is performed under the direction of a higher level supervisor and is reviewed through conferences, reports, and observation of results obtained. Examples of Duties Exudes a positive customer service focus. Advocates building organizational culture through aligning decisions with core values. Retains current and generates new worksites to meet regional needs and supports participant training initiatives.  Obtains and reviews performance evaluations from employers and takes appropriate actions. Appropriates direct placements to worksites with eligible program participants.  Reviews, enters, and completes participant's timesheets in the timesheet management system.  Coordinates new hire orientations, timesheet collection, and paycheck distribution.  Analyzes and tracks outcomes from work experience programs and communicates trends effectively with management.  Provides programmatic guidance and assistance to make recommendations and improve outcomes.  Maintains full compliance with all personnel policies and procedures. Works retail hours and/or hours as assigned.  Drives a personal vehicle regularly to perform duties as required. Performs the duties listed, as well as those assigned, with professionalism and a sense of urgency. NOTE: These examples are intended only as illustrations of the various kinds of work performed in positions allocated to this class. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position.   KNOWLEDGE, SKILLS, AND ABILITIES Knowledge of computer basics including Microsoft Office applications. Knowledge of office machine usage (copier, fax, phone, and scanner). Knowledge of customer-focused service delivery systems. Skill in Microsoft Office. Skills in verbal and written communication.  Strong ability to coordinate with internal and external partners. Ability to engage, understand, and respond to the needs of business accounts. Ability  to work in a fast-paced and diverse environment. Ability to interpret and understand program policy and establish necessary work processes and procedures. Ability to set and manage priorities and execute programmatic data entry on a timely basis. PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to sit and talk or hear. The employee is occasionally required to walk; use hands to finger, handle, or feel objects, tools, or controls; and reach with hands and arms. The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision and the ability to adjust focus. WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderately quiet. Supplemental Information Complete Tier One Training and pass the Tier One Certificate Exam within six (6) months of being hired.  Desired experience in workforce or  business development, building business relations, or sales. This is a Non-Bargaining classification assigned to NFC-CareerSource. An organization is only as good as the people it employs. To attract and retain the best team possible, the Alachua County Board of County Commissioners offers a competitive benefit program. We believe that if we expect our employees to support the County, we must first support the health and financial well-being of our employees and their families, now and as they plan for their future. BoCC-Contributed Benefits Medical/Health Insurance   Employee Life Insurance   Florida Retirement System   Employee Assistance Program Optional Benefits Dental Insurance   Vision Insurance Supplemental & Dependent Life Insurance Deferred Retirement Program Flexible Spending Accounts Roth IRA Tuition Assistance Program   NOTE: For detailed information regarding available benefits click here. You may also view Frequently Asked Questions (FAQs) regarding benefits.  FLORIDA RETIREMENT SYSTEM (FRS) The Florida Retirement System is a retirement plan designed to provide an income to a vested employee and his/her family when the employee retires, becomes partially or totally disabled, or dies prior to retirement.  A defined benefit or defined contribution option may be chosen by the employee. TUITION ASSISTANCE PROGRAM Permanent, full-time employees are eligible for educational assistance funds. Contact the Human Resources Office for program details. HOLIDAYS Holidays are as follows:  New Years Day   Martin Luther King Day   Memorial Day   Juneteenth Independence Day   Labor Day   Veterans' Day   Thanksgiving Day   Friday following Thanksgiving   Christmas Eve (IAFF*)   Christmas Day   Additional Christmas Holiday (All non-IAFF employees)   2 Floating Holidays  (All non- IAFF employees) *IAFF – International Association of Firefighters Pay periods are every two weeks, Monday through Sunday. Payday is Friday. International Association of Firefighters follow the General Contract 7k regarding holidays. Vacation Leave – Generous vacation accrual rates with payout of unused accrued leave, with some restrictions. For more detailed information regarding vacation leave refer to Employee Policy Manual, Section 7-2 . Sick leave is earned at a rate of 4 hours per pay period by all permanent, full-time employees*. At the end of each fiscal year, eligible employees can convert up to 10 days of accrued sick leave to vacation leave on a 2:1 basis. For more detailed information regarding sick leave refer to Employee Policy Manual, Section 7-3   *Accruals slightly different for IAFF employee.

Executive Director Eviction Defense Collaborative San Francisco, California Drive vision, advocacy, and organizational strength to protect San Francisco’s most vulnerable tenants from eviction and homelessness. In partnership with Lindauer, Eviction Defense Collaborative (EDC) seeks a visionary and pragmatic Executive Director. This leader will guide a highly dedicated team and ensure the organization remains a powerful advocate for housing stability and tenant rights. The Executive Director will manage a growing staff, lead in labor relations and union negotiations, and partner with the Board of Directors to ensure strong governance and long-term impact. The ideal candidate will bring at least a decade of senior leadership experience and demonstrated success in fundraising and fiscal management. Deep knowledge of eviction, housing, and social justice systems is a plus. In this role, you will: • Provide strategic vision, leadership, and organizational management. • Strengthen EDC’s culture of equity, inclusion, and high performance. • Oversee finances, budgets, and fundraising with a focus on sustainability. • Build relationships with funders, policymakers, and community coalitions. • Serve as the public voice of EDC, advocating for housing as a human right. Why EDC? • San Francisco’s leading voice in the fight for tenant rights and housing stability. • Innovative, holistic programming that integrates legal defense with social support and rental assistance. • A mission-driven culture rooted in justice, equity, and the belief that housing is a human right. The salary range for this role is $175,000 – $225,000, plus comprehensive benefits. To learn more, apply, or nominate a candidate, please visit: https://www.lindauerglobal.com/searches/open-searches/executive-director-eviction-defense- collaborative?utm_medium=referral&utm_source=job-board&utm_campaign=edc-ed