Position Profile

Scarlet Hope’s culture is shaped by its calling to go where others often will not. The organization values obedience over comfort, presence over performance, and relationships over transactions. Staff are united by a shared commitment to the Gospel and to reaching women with dignity, compassion, and truth.

Healthy urgency is a defining characteristic. The mission demands responsiveness and courage, balanced with wisdom and stewardship. Excellence is expected, but perfectionism is not. Leaders model humility, adaptability, and accountability, recognizing the emotional and spiritual weight of the work.

Scarlet Hope partners closely with churches and community organizations while maintaining clear boundaries. It is not a church, and staff leadership focuses on equipping, connecting, and supporting without replacing discipleship or pastoral care.

The work requires humility, adaptability, and a willingness to learn quickly.

Transformation at Scarlet Hope happens through trust, consistency, and long-term presence. Leaders model collaboration, emotional intelligence, and accountability, recognizing that this ministry is both spiritually significant and operationally complex.

• Lead Operations and Staff Culture: Oversee day-to-day organizational operations including people leadership, systems, HR, finance, development, compliance, and infrastructure.
• Serve as Strategic Implementer to the Founder: Translate the founder’s vision into executable plans, priorities, and rhythms, ensuring alignment and implementation across departments and leaders.
• Stabilize and Scale the Organization: Build operational clarity and repeatable systems that support national and global expansion without sacrificing mission or culture.
• Develop and Lead Senior Staff: Coach and empower directors and leaders, clarifying roles, accountability, and decision-making authority across the organization.
• Strengthen Organizational Health and Sustainability: Partner with leadership to implement EOS-style operating rhythms, succession planning, and long-term organizational readiness.

• Proven Leadership Experience: 8 to 10 years of progressively responsible leadership experience in operations, organizational leadership, or executive management within a growing organization. Experience in nonprofit, ministry, or mission-driven environments is strongly preferred, particularly where complexity, rapid growth, or emotionally demanding work is present.
• Operational, Strategic, and People Leadership Excellence: Demonstrated ability to lead across multiple functional areas including people leadership, organizational systems, finance, compliance, and infrastructure. This leader brings both strategic thinking and hands-on execution, with a track record of building clarity, accountability, scalable processes, and healthy staff culture through change.
• Spiritual Maturity and Gospel Alignment: A committed follower of Jesus Christ who affirms Scarlet Hope’s Statement of Faith and lives out a vibrant, personal Christian faith. Deep alignment with Scarlet Hope’s mission, vision, and values, including adherence to its Standards of Christian Life. The Vice President is expected to actively participate in a local church and to model Christ-centered character, integrity, and leadership in both professional and personal life.
• Educational Background: A bachelor’s degree is required. Advanced education in business, organizational leadership, nonprofit management, ministry, or a related field is preferred, though equivalent professional experience may be considered.

• Leading Through Growth and Complexity: Scarlet Hope is expanding nationally and exploring global opportunities while continuing to refine its operational model. The Vice President must lead through ambiguity, build systems in motion, and make wise decisions without slowing the mission.
• Balancing Urgency with Sustainability: The work creates constant demand: more women to reach, more opportunities to say “yes.” This leader must help the organization discern priorities, steward resources wisely, and ensure the staff can sustain the pace long-term.
• Operating in Spiritually and Emotionally Heavy Contexts: This ministry sits close to trauma, injustice, and spiritual warfare. The Vice President must lead with emotional intelligence, resilience, and clarity, supporting staff without over-functioning or losing focus on the mission.

• Strengthen and Scale a Proven Ministry Model: Scarlet Hope has developed an effective outreach model with national reach. This role has the opportunity to strengthen infrastructure and systems that allow the model to be replicated with excellence and integrity.
• Shape the Organization’s Next Season of Growth: This position will help define how Scarlet Hope matures organizationally, establishing leadership rhythms, operational clarity, and sustainable practices that will guide the ministry for years to come.
• Build a High-Trust, High-Performance Team Culture: Continue to cultivate a staff culture that is resilient, aligned, and deeply committed to the mission. An environment where people are equipped to do hard work well.

• Operational Clarity and Alignment Established: Clear roles, decision-making structures, and organizational rhythms are in place, creating confidence with the founder and across staff, leadership, and the board.
• Strong Staff Culture and Leadership Health: Teams are well-led, supported, and aligned around shared priorities, with improved collaboration, accountability, and sustainability.
• Organizational Capacity Increased for Mission Impact: The organization is positioned to advance its vision with greater consistency and effectiveness, allowing Scarlet Hope to reach more women and equip more communities without overextending its people or resources.