SIL International

Compensation

Full Description

Job Title President / CEO / Executive Director Location Global Position Type Paid - Regular Job Description The CEO of SIL US provides visionary, spiritual, and strategic leadership to this newly forming U.S.-based nonprofit subsidiary of SIL Global. The CEO is responsible for advancing the organization’s mission and increasing its impact through fundraising, church engagement, public advocacy, and service to language communities, particularly among Native American, Alaska Native, Native Hawaiian, and diaspora populations. The CEO will ensure SIL US’s alignment with the global SIL vision while building a distinctively American expression of its identity and operations. This leader will champion a values-based culture, catalyze organizational growth, and serve as the public face of SIL US. The CEO will also ensure that the organization will have consistent, edifying corporate worship and prayer that undergirds the Association’s mission. The key focus for the CEO is establishing SIL US as a respected, mission-aligned, and financially sustainable organization that meaningfully: • resources SIL Global through fundraising and recruitment • serves language communities and churches across the United States • Appointed by and reports to the SIL US Board of Directors • Serves as the primary liaison with SIL Global Leadership • Leads the SIL US Senior Leadership Team SUPERVISES • Chief Operations Officer (or Director of Operations) • Chief Development Officer (or Director of Development) • Other leadership roles as the organization grows KEY RESULTS AREAS KRA #1: Spiritual and Visionary Leadership This KRA will be fulfilled when: • SIL US is rooted in prayer, Scripture, and discernment, with leadership practices that reflect dependency on God. • There is consistent, edifying corporate worship and prayer that undergirds the organization’s mission. • A compelling vision for the role of U.S. churches and donors in the global language movement is clearly articulated and embraced. • The organization’s identity and culture reflect SIL’s faith foundation and commitment to human flourishing. • Staff and stakeholders are inspired and aligned around SIL US’s mission and values. KRA #2: Organizational Development and Culture This KRA will be fulfilled when: • SIL US has a clear strategy, structure, and staffing plan that supports its mission. A strong and collaborative leadership team is in place. • Organizational values are embodied in policies, practices, and daily work. There is clarity around internal systems, performance metrics, and accountability structures. KRA #3: External Engagement and Advocacy This KRA will be fulfilled when: • SIL US is recognized as a trusted voice in such areas as language-related education, climate response, and anti-trafficking efforts. • Strategic relationships are developed with legislators, agencies, and coalitions. SIL US actively participates in forums that influence policy, funding, and public awareness. • Churches and Christian organizations see SIL US as a trusted partner and mobilizer. Native American, Alaska Native, Native Hawaiian, and diaspora communities see SIL US as an ally, advocate, and effective service provider. KRA #4: Advancement and Financial Sustainability This KRA will be fulfilled when: • A comprehensive fundraising strategy is implemented, including major gifts, institutional grants, and mass engagement. • SIL US exceeds revenue targets and diversifies its funding base. • Donors are deeply connected to the mission and experience a generous, faith-filled culture. • The organization demonstrates excellent stewardship, transparency, and impact reporting. KRA #5: Relationship with SIL Global and the Broader SIL Network This KRA will be fulfilled when: • SIL US operates in alignment with SIL Global’s mission, vision, and core values. There is trust and synergy between SIL US and SIL Global teams. • SIL US is contributing to global strategic goals while pursuing its unique mandate. Collaboration with other national entities and Areas is strengthened through shared initiatives and mutual learning. KRA #6: Personal and Professional Development This KRA will be fulfilled when: • The CEO maintains spiritual vitality and practices spiritual disciplines. • The CEO engages in ongoing leadership development and reflective learning. • The CEO models balance, rest, and a sustainable pace of life. • Regular evaluation and review of progress against PRD objectives occurs with the Board Chair. KPIs to be developed with the successful candidate Knowledge, Skills, Attitudes: 1. Leadership that is: • a. Missional and faith-driven • b. Visionary, strategic, and inspiring • c. Collaborative and humble • d. Entrepreneurial and resilient • e. Culturally sensitive and adaptable 2. Strategic posture: • a. Able to design and implement multi-faceted strategies • b. Skilled in change leadership and organizational start-up • c. Committed to equity, inclusion, and contextualization 3. External representation: • a. Compelling public communicator with media and policy fluency • b. Experienced fundraiser and network builder • c. Relationally adept in church, nonprofit, and public sector environments 4. Organizational acumen: • a. Proven executive leadership experience • b. Familiar with nonprofit governance, finance, and compliance • c. Skilled in developing high-trust, high-impact teams 5. Spiritual maturity: • a. Centered in Christ, with a heart for prayer and discernment • b. Grounded in Scripture and missional theology • c. Able to integrate faith, leadership, and service in all areas of life Weekly Hours 24