Vice President Relocation Package Jobs in Silver Spring, MD

Enterprise is a national nonprofit that exists to make a good home possible for the millions of families without one. Since 1982, we have invested $92.0 billion and created 1.1 million homes across all 50 states, the District of Columbia, Puerto Rico and the U.S. Virgin Islands all to make home and community places of pride, power and belonging.

The Vice President, Strategic Planning and Initiatives serves as the principal integrator and strategic right hand to the President, enabling the effective leadership and operation of the division. This role ensures that the President's priorities are translated into organized action, that the leadership team operates with coherence and accountability, and that the division's operating rhythm supports high performance. This is a role of trust, discretion, and organizational influence. The VP, Strategic Planning and Initiatives operates at the executive level managing enterprise-sensitive information, coordinating across organizational boundaries, and carrying peer-level credibility with senior leaders. The role does not direct the leadership team but works as a trusted coordinator who ensures alignment, reduces friction, and amplifies the President's impact.

Key Responsibilities

• Executive Advisory and Decision Support
• Strategic Planning Facilitation to Ownership
• Operating Rhythm and Leadership Team Effectiveness
• Strategic Initiative Oversight
• Organizational Health and Culture
• Information Architecture and Communications
• External Engagement Coordination
• Change Management

Accountability and Outcomes

The following links the role's key responsibilities to their expected deliverables and measurable outcomes.

Responsibility

Executive advisory & decision support

Key Deliverables

Briefing materials; decision memos; tracking system for commitments

Measurable Outcomes

President reports high confidence in preparation; commitments tracked and met on time

Responsibility

Strategic planning

Key Deliverables Annual strategic plan; planning calendar; leadership team inputs; progress reports

Measurable Outcomes Plan produced on schedule; leadership team reports process is well-run and their input is reflected

Responsibility

Operating rhythm

Key Deliverables

Leadership meeting calendar; agendas; decision logs; follow-through reports

Measurable Outcomes

Meetings are purposeful; decisions documented; follow-through rate measurably improves

Responsibility Strategic initiative oversight

Key Deliverables

Initiative charters; status reports; risk logs; escalation recommendations

Measurable Outcomes

Initiatives delivered on time and scope; President has accurate real-time visibility

Responsibility

Organizational health

Key Deliverables

Periodic health assessments; culture reports; recommended interventions

Measurable Outcomes

Early identification of risk; leadership team trust scores improve over time

Responsibility

Information architecture

Key Deliverables

Communication systems; President's communication calendar; key internal messages

Measurable Outcomes

Information bottlenecks reduced; staff report clarity on division priorities

Responsibility

External engagement

Key Deliverables

Briefing packages; stakeholder maps; follow-through on external commitments

Measurable Outcomes

President rates external preparation highly; external relationships are maintained with consistency

Responsibility

Change management

Key Deliverables

Change management plans; stakeholder engagement strategies; progress reports

Measurable Outcomes

Change initiatives achieve intended outcomes; staff report feeling informed and involved

Decision-Making Authority

The VP, Strategic Planning and Initiatives operates with significant delegated authority in defined domains. The following framework describes the expected degree of autonomy:

Decides Independently

• Operating and process decisions within the President's office
• Day-to-day management of the operating calendar and meeting rhythm
• Routine external coordination and scheduling on the President's behalf

Decides with President Consultation

• Strategic initiative scope and resource decisions
• Communications from the President's office on sensitive matters
• Significant changes to planning process or operating calendar

President Decides

• Strategic priorities and direction
• Personnel decisions affecting the leadership team
• External commitments with material organizational consequence

Core Competency Framework

The following competencies define what high performance looks like in this role, based on Enterprise's Leadership Competencies. Behavioral anchors are provided at two levels to support evaluation and development.

Executive judgment and discretion /Customer and client focus

• Meets expectations: Handles sensitive information appropriately; knows when to escalate; provides sound, balanced advice in familiar situations.
• Exceeds expectations: Navigates ambiguous, high-stakes situations with composure and precision; advises the President on complex political or organizational dynamics with insight that consistently adds value; trusted with the most sensitive matters without close oversight.

Cultivates innovation through strategic thinking and planning

• Meets expectations: Understands the division's strategic priorities and can translate them into organized work plans; tracks progress and flags misalignments.
• Exceeds expectations: Proactively identifies strategic opportunities and risks; synthesizes complex inputs into clear strategic recommendations; over time, leads the design and execution of the strategic planning process with minimal direction.

Drives results

• Meets expectations: Builds productive working relationships across the leadership team; coordinates effectively and follows through on commitments; earns credibility through competence and reliability.
• Exceeds expectations: Operates as a genuine peer to senior leaders; shapes decisions and behavior through trust and persuasion rather than authority; resolves cross-functional tensions with skill and without escalation.

Collaborates and communicates effectively

• Meets expectations: Communicates clearly and concisely in written and verbal form; manages information flow within the President's office effectively.
• Exceeds expectations: Designs and maintains systems that ensure the right information reaches the right people at the right time; drafts communications that consistently reflect the President's voice and intent; proactively addresses information gaps before they cause problems.

Manages ambiguity and situational adaptability

• Meets expectations: Supports change initiatives by keeping stakeholders informed and coordinating logistics; manages own work effectively during periods of change.
• Exceeds expectations: Leads the change management workstream on complex initiatives; anticipates and addresses resistance; builds coalitions and sustains momentum across organizational boundaries.

Values differences and supports culture-building

• Meets expectations: Monitors team dynamics and reports concerns to the President; supports culture-building activities.
• Exceeds expectations: Functions as a reliable early-warning system for organizational risk; designs and leads culture interventions; builds trust across the division through consistent, visible investment in organizational health.

Required Qualifications

• Bachelor's degree in a relevant field plus a minimum 15 years of related experience, with at least 3 years of operating at or near the executive level; or a graduate degree with 8-12 years of experience with at least three operating at or near the executive level.
• Demonstrated experience managing organizational performance metrics, dashboards, and reporting, including aggregating key KPIs for internal and external audiences, to support accountability and storytelling.
• Demonstrated experience supporting or serving as a chief of staff, executive director, or senior strategic advisor in a complex organization.
• Proven ability to manage enterprise-sensitive information with absolute discretion.
• Strong track record of facilitating cross-functional collaboration and delivering results through influence rather than authority.