Executive Director

Bark is hiring an Executive Director - for application instructions, click here.


Executive Director Job Description

Position: Executive Director

Full-time; exempt

Salary: $55,000-$65,000; healthcare & dental; vacation & sick leave

Supervises (currently): Canvass Director, Development Director, Operations Coordinator, Associate  Director,  Forest Watch Coordinator,  Policy Coordinator and oversees contract with Bookkeeper

Supervised by: Board of Directors


General Responsibilities: The Executive Director (ED) is a full-time (40 hrs/wk) position responsible for managing and supporting staff, ensuring Bark has the resources needed to strategically fulfill our mission, including maintaining meaningful and thoughtful relationships with large funders and supporters. They are also responsible for guiding strategic direction to achieve the goals identified in Bark’s 20-Year Vision.  This position ensures the organization operates legally within all federal, state and local laws.


The Executive Director is responsible for ensuring Bark follows through on our commitment to leading our strategy and development with a focus of racial justice and anti-oppression action.  The Executive Director will continue developing and implementing a plan with the support of our consultant team.  Systems will be put in place to advance equity, diversity, and inclusion internally, as well as externally in our work to advocate for the people, forests, and rivers surrounding Mt. Hood. The Executive Director will evaluate progress on this plan at least every two months.


Job Duties:

Staff Support & Development  (30%) -The ED supervises all office and program staff (currently 6 total) and the contracted bookkeeper. The ED works together with each staff person to ensure that they are supported and accountable to the goals stated in our strategic plans and 20-yr vision statement. The ED provides leadership in a collaborative process with the whole organization in developing and implementing a multi-year plan to address issues of systemic inequity inside and outside the organization.  The ED will help ensure staff receive training and support to be able to thrive in their positions.  Supports and participates in the bargaining of the collectively bargained agreement and in maintaining good relations with the Communications Workers of America (CWA), our union.


Development and Fundraising (35%) - With the Development Director, create and implement an annual plan for major donors, planned giving and business donations.  Assist with and support all other fundraising as needed. Member of the Development and Communications Teams. Make sure to understand goals, strategies and status of all campaigns.


Finances and Administration (10%) - The ED works with our bookkeeper to maintain fiscal oversight and reporting. Ensures the board receives regular reports.  Leads annual budget development.  


Strategic Planning, Equity, Diversity and Inclusion (EDI) and Board Support (25%) - Ensures we have resources and continuous support of our EDI work and strategic plan. Ensure there is a process for setting objectives and at least bi-monthly reports on progress.   The ED supports the Board of Directors in their engagement with the organization and their comprehension of regular reporting by the staff.



  • Demonstrated leadership skills, and the ability to prioritize multiple and competing commitments successfully;
  • Demonstrated history of successful staff management and development;
  • Experience with fundraising from members/donors;
  • Experience with financial management;
  • Experience in developing and implementing strategic plans;
  • Experience in public interest advocacy and/or social change organizing.
  • Ability to work some evenings,  weekends and flex-time when necessary for events, campaigns and major donor outings.


Desired Skills:

  • Spanish-speakers are preferred;
  • Knowledge of funding databases is beneficial, training is available;
  • Familiarity with Pacific Northwest conservation issues is desirable;
  • Communication and public speaking skills.



Bark is engaged in a multi-year process to identify inequity in our work, organizational culture, and grow as individuals with unique experiences of exposure to and perpetuation of systemic oppression. We want our organization to be an inclusive and diverse space that is committed to ending oppression. Barkers share a deep love for the forest and recognize that people have a wide range of perspective and experiences that connect us all to the forest. We want to be able to represent a large breadth of connection for the forests we defend. Bark grew out of a history of direct action, public lands advocacy, and an understanding of the legal system. Much of these origins are heavily represented by a white, colonizer perspective. While we have made gains to shift this dominant perspective and create a workplace that is welcoming and comfortable for people from diverse backgrounds, we acknowledge that we have much more work to do.


Bark does not and shall not discriminate on the basis of race, color, religion, gender, gender expression, age, national origin (ancestry), disability, marital status, sexual orientation, socioeconomic status, or military status, in any of its activities or operations. These activities include, but are not limited to, hiring and firing of staff, selection of volunteers and vendors, and provision of services. We are committed to providing an inclusive and welcoming environment for all members of our staff, volunteers, subcontractors, and vendors.


Closing Date: