Deputy Director

Company: TaskForce Prevention and Community Services
Location: Chicago
Posted on: February 14, 2026

Job Description:

Job Description Job Description Classification: Exempt Status Status: Regular, Full-Time Salary Range: $130,000–$150,000, commensurate with experience Location: Hybrid, must be based in Chicago Reports to: Executive Director About TaskForce Prevention and Community Services TaskForce Prevention and Community Services is a multi-service, grassroots organization committed to improving the sexual health and overall well-being of LGBTQ youth of Color in Chicago by providing a safe space for fellowship, HIV/STI screening and education, and on-site referrals to medical, housing, and other social services. Position Overview The Deputy Director is the organization’s senior operational leader, charged with bringing strategy to life across all functions. As the Executive Director’s chief internal partner, this role provides decisive leadership in managing operations, coaching and supporting program leaders, fostering cross-team collaboration, and building the systems needed to sustain growth and respond to real-world challenges. This position exists because TaskForce is evolving. As the organization grows in scale, urgency, and impact, it requires a dedicated senior leader to strengthen systems, coach leaders, and ensure that execution, staff experience, and mission alignment remain strong. The Deputy Director enables the Executive Director to focus on fundraising, strategy, and external relationships by ensuring that the internal organization is aligned, well-run, and resilient. While primarily internal-facing, the role may represent the organization externally when appropriate. Core ResponsibilitiesSenior Leadership and Executive Partnership Serve as the primary strategic thought partner to the Executive Director, translating vision, priorities, and strategy into execution. Act on behalf of the Executive Director in internal decision-making and representation when appropriate. Balance long-term planning with near-term operational realities in a fast-moving environment. Program Leadership and People Management Coach and support program leaders to strengthen program quality, people management, and day-to-day problem-solving. Develop managers and senior staff through feedback, accountability, training, and professional growth. Build leadership capacity across the organization, including among junior team members. Organizational Integration and Systems Leadership Drive cross-departmental alignment across programs, communications, and evaluation, fostering collaboration and improving organizational execution. Translate organizational urgency into clear, written processes and systems that promote consistency, accountability, and staff satisfaction. Design and strengthen cross-team workflows that improve coordination and follow-through. Crisis and Incident Leadership Serve as the primary internal lead for crisis and incident response involving participant or staff safety. Coordinate cross-team response, documentation, communication, and follow-up during and after incidents. Ensure post-incident learning translates into updated SOPs, training, and operational improvements. Operations, SOPs, and Organizational Stewardship Review, organize, and strengthen SOPs and policies, particularly those tied to participant and staff safety. Ensure SOPs are centralized, current, and supported by training and walkthroughs, with emphasis on real-world application. Identify and address policy gaps, with attention to how supervision structures and decision-making processes may unintentionally replicate harm or inequity. Support organizational compliance and forward-looking planning, including key 501(c)(3) requirements and timely reporting. Evaluation and Impact Partnership Partner with the evaluation function to support strong data flow, impact thinking, and learning. Serve as a credible thought partner who understands evaluation methodologies and can co-create and challenge approaches thoughtfully. Support movement beyond counts and utilization toward understanding impact on quality of life and social determinants of health. What Success Looks Like Within the first six months, you will have: Centralized and strengthened core SOPs and policies. Established clearer workflows between programs and evaluation. Improved staff understanding and use of documented systems. Increased staff confidence in handling high-risk situations. Reduced operational burden on the Executive Director. Contributed to increased staff satisfaction and stronger internal alignment. QualificationsExperience and Background Minimum of five years of relevant experience required, with a strong preference for candidates bringing eight to ten years and a proven record of delivering measurable results. Experience in nonprofit program development and management. Proven people leader, ideally with experience managing managers. Experience operating in fast-paced, high-stakes, or complex service environments. Experience leading through organizational growth, change, or complexity. Education An advanced degree is preferred. However, we also encourage accomplished leaders with a proven record of impact and measurable results to apply, regardless of formal academic credentials. Relevant fields include public health, psychology, social work, or related social sciences. Skills and Competencies Strong people leadership and coaching skills. Systems thinking and the ability to design workflows that reduce friction. Project management and organizational discipline. Comfort with ambiguity and competing priorities. Ability to anticipate risk and plan ahead. Strong written and verbal communication skills. High judgment, emotional intelligence, and discretion with sensitive information. Ability to hold complexity without becoming reactive. Values and Lived Experience Deep commitment to equity, mission alignment, and values-based leadership. Experience working with LGBTQ communities and culturally responsive practice strongly preferred. Work Environment and Schedule Hybrid role with regular on-site presence required to support staff, observe program operations, and respond to real-time issues. Fast-paced, high-volume nonprofit environment. Occasional evenings or weekends as needed. On-call availability during critical incidents may be required. Compensation and Benefits Salary Range: $130,000–$150,000, commensurate with experience Competitive benefits package including health, dental, vision, retirement, and paid time off Why Join TaskForce This is a rare opportunity to step into a true senior leadership role with real authority, meaningful impact, and the chance to shape how an organization functions at its core. If you are a systems-minded leader who thrives in complexity, cares deeply about people and equity, and wants to turn mission into sustainable practice, we encourage you to apply. Equal Opportunity Employer Taskforce Prevention and Community Services (TaskForce) is an equal opportunity employer and does not discriminate against any individual based on any non-merit factor, and is committed to an equitable workplace where everyone is treated as a respected and valued member of the team. We actively seek to build and maintain a diverse staff with regard to race, culture, ethnicity, class, religion, physical ability, age, gender, and sexual orientation. As an organization working in solidarity with the LGBTQ community, TaskForce is committed to fostering the leadership and elevating the voices of LGBTQ young people, including people of color, Native people, immigrants and refugees, low-income people, transgender, gender non-conforming, and non-binary people, people with disabilities, people who were formerly imprisoned, people with HIV, people who live with substance dependence, and people living in the many intersections of these experiences. We encourage people from these communities to apply. Powered by JazzHR WiEDnsAcJn

Keywords: TaskForce Prevention and Community Services, Buffalo Grove , Deputy Director, Human Resources , Chicago, Illinois