Sucession Planning Consultant at Berkshire County Head Start

Pittsfield, Massachusetts, United States -

Full Time

Start Date

Immediate

Expiry Date

08 Apr, 26

Salary

7500.0

Posted On

08 Jan, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Succession Planning, Leadership Development, Nonprofit Governance, Stakeholder Engagement, Risk Assessment, Facilitation, Organizational Structure, Emergency Succession Planning, Transition Management, Policy Review, Internal Talent Pipeline, Documentation, Knowledge Transfer, Decision-Making Authority, Collaboration, Implementation

Industry

Education Administration Programs

Description

Description Overview We are seeking an experienced Succession Planning Consultant to support our nonprofit organization in assessing leadership readiness and developing a formal, actionable succession plan aligned with nonprofit governance best practices. This engagement is focused on strengthening organizational capacity, reducing leadership transition risk, and ensuring continuity of mission. It is not connected to any immediate personnel change. Purpose and Objectives The consultant will be responsible for: Assessing the current leadership structure and succession readiness Identifying key positions critical to organizational continuity Reducing risks associated with planned or unplanned leadership transitions Developing a formal succession plan aligned with nonprofit governance best practices Requirements Scope of Work The consultant will propose a practical, collaborative approach that may include the following components: Succession Readiness Assessment Review organizational structure, leadership roles, and governance practices Identify key leadership and mission-critical positions Assess current succession readiness and transition risks Review existing policies related to leadership transitions and emergency coverage Stakeholder Engagement Engage the Board of Directors, Executive leadership, and selected senior staff Facilitate discussions to clarify roles, responsibilities, and expectations during leadership transitions Incorporate stakeholder input into succession planning recommendations Succession Planning Development Develop an emergency succession plan for sudden or unplanned leadership departures Develop a planned succession framework for anticipated transitions Clarify Board and management roles during succession processes Provide recommendations for leadership development and strengthening the internal talent pipeline Implementation and Sustainability Develop a written succession plan with clear procedures and decision-making authority Recommend approaches for documentation, cross-training, and knowledge transfer Provide guidance on maintaining and periodically updating the succession plan Deliverables Expected deliverables may include: Succession readiness assessment summary Facilitated meetings or workshops with the Board and leadership team A written succession plan covering both emergency and planned succession scenarios Practical tools or templates to support implementation (e.g., checklists, role coverage plans) Final presentation to the Board of Directors Budget The anticipated budget range for this project is $6,000–$7,500. Proposals should include: Consultant fees and any anticipated expenses Payment schedule Indication of fixed-fee or hourly pricing Key assumptions underlying the budget Consultant Qualifications Qualified candidates will demonstrate: Experience supporting nonprofit organizations with succession planning or executive transition readiness Strong understanding of nonprofit governance, leadership, and Board roles Proven ability to facilitate sensitive conversations with Boards and senior leaders A track record of delivering practical, implementable plans and tools Proposal Submission Requirements Interested consultants should submit a proposal that includes: Cover letter Description of proposed approach and methodology Proposed scope of work and timeline Budget and fee structure Qualifications and brief bios of key team members At least three references from comparable projects

Responsibilities

The consultant will assess the current leadership structure and develop a formal succession plan to ensure organizational continuity. This includes identifying key positions and reducing risks associated with leadership transitions.