Missing Pieces Support Group

ABOUT US

Missing Pieces Support Group is a nonprofit organization organized by a group of women who have experienced pregnancy losses ranging from first-term miscarriages to stillborns. We are dedicated to uplifting underserved communities through advocacy, education, and resource connection. We understand the emotional and physical toll that pregnancy loss carries and are committed to supporting families through awareness, community, and accessible resources.

Our mission includes:

• Providing informational and educational resources
• Building a mindful, supportive community
• Offering a platform for families to share their stories

ROLE OVERVIEW / PRIMARY PURPOSE

As a Board Member of Missing Pieces Support Group serve as strategic leaders, ambassadors, and stewards of the organization’s mission. This is an active, working board role focused on governance, fundraising, recruitment, advocacy, and long-term sustainability.

Board Members are expected to contribute time, talent, and resources while helping guide MPSG’s growth and community impact.

MPSG Board Members operate within the framework of Lead. Fund. Recruit. Advocate.

KEY RESPONSIBILITIES / DUTIES

1. Mission Impact – Lead

• Actively participate in board and committee meetings
• Keep MPSG’s mission, values, and communities served central to all decision-making
• Serve as mentors and champions to committees, volunteers, and program leaders
• Support the success of signature programs, initiatives, and events
• Demonstrate initiative by “owning a piece” of the work aligned with skills and interests

1. Growth & Sustainability – Fund

• Fulfill a $1,000 annual give/get commitment, which may include:
  • Personal financial contributions
  • Corporate sponsorships
  • Program-related in-kind donations
  • Pro-bono professional services (valued at fair market rate)
  • Event or operational support that offsets organizational costs
• Make a personal financial gift annually by participating in MPSG’s recurring giving program, with a minimum commitment of $240 per year
• Participate in fundraising campaigns and signature events
• Engage personal and professional networks to support sponsorships, partnerships, and donor engagement
• Support donor cultivation and stewardship efforts in collaboration with the Development Committee
• Participate in 100% Board Member Giving

1. Movement Building – Recruit

• Identify and engage high-impact volunteers and potential board members
• Promote MPSG’s mission within professional, civic, and personal networks
• Encourage participation in committees, events, and community programs
• Help strengthen MPSG’s leadership pipeline and volunteer base

1. Visibility & Advocacy – Advocate

• Represent MPSG at community events, partner engagements, and public-facing initiatives
• Share MPSG’s mission with donors, volunteers, community partners, and stakeholders
• Assist in building strategic partnerships that expand program reach and sustainability
• Serve as a positive and professional ambassador for the organization

1. Board Structure & Time Commitment

• Serve a 2-year renewable term, reviewed annually
• Attend one board meeting per month (approximately one hour), typically held on the third Sunday of the month
• Attend committee meetings as applicable
• Lead or actively support at least one committee or program initiative
• Commit to participation in at least one signature MPSG event annually
• Focus primarily on strategy, mentorship, and advocacy, while supporting operational needs as volunteer systems continue to evolve
• Maintain open, timely communication with board members and leadership, primarily via WhatsApp and designated platforms

1. Onboarding, Assessment & Support

• All new board members will participate in a 30-day mutual assessment period to ensure alignment and fit for both the individual and the organization
• Board onboarding includes orientation covering:
• • MPSG’s mission, programs, governance, and fundraising expectations
  • Committee structure, volunteer leadership model, and organizational goals
  • Ongoing mentorship from Committee Chairs and members of the Executive Leadership Team

Assessment Period

All new Board Members are asked to participate in a 30-day mutual assessment period to ensure alignment and fit for both the individual and the organization. During this time, expectations, engagement, and role alignment will be reviewed collaboratively.

Term & Service

Board Member terms, renewal cycles, and leadership opportunities will be outlined upon appointment and may evolve as the organization grows.

• Directly shape a meaningful mission supporting families experiencing grief and loss
• Expand personal and professional networks within a growing nonprofit ecosystem
• Be recognized for leadership and contributions through MPSG platforms
• Leave a lasting impact in the Houston community and beyond
• Build governance and leadership experience within a mission-driven organization

Qualifications & Strengths

• Demonstrated leadership experience in operations, communications, strategy, or organizational development.
• Strong background in human-centered engagement, communications, or community building.
• Ability to listen, synthesize feedback, and translate insights into strategic recommendations.
• Comfort serving in a governance role while remaining connected to programmatic and community realities.
• Commitment to MPSG’s mission and values, including trauma-informed and equity-centered practices.

Benefits of Board Service

• Shape the human experience of a mission-driven organization supporting families in grief and loss.
• Influence organizational culture, strategy, and community impact.
• Expand professional and personal networks.
• Be recognized for leadership and contributions through MPSG platforms.
• Leave a lasting impact on families, volunteers, and supporters across the Houston community and beyond.

How To Apply Or Nominate

• Complete a Board Interest Form outlining professional background, networks, and committee preferences
• Board candidates are reviewed by the Executive Leadership Committee and matched to roles based on skills, experience, and organizational needs