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Land Bank Twin Cities Seeks Next President


kpCompanies is leading the search for the next President for Land Bank Twin Cities. This will be a highly visible and inspiring leader responsible for the overall strategic direction of Land Bank Twin Cities. This position will be responsible for overseeing the implementation of all aspects of any strategic or business plans. This includes strategic direction as well as overall management of personnel, programs and activities, community impact, and financial results as the organization fulfills its mission.

We welcome you and thank you for taking the time to review this President job posting.

Job Responsibilities

Vision & Strategy

  • Lead review, and assure the currency of, strategic and/or business plans. 
  • Implement a bold, clear, and achievable vision for the organization for the years ahead. 
  • Translate the organization’s vision into focused priorities and strategies. 
  • Identify the places and policies where the organization expects its greatest impact moving forward and articulate how it will track progress and measure success. 
  • Take into account current political, economic, and social realities, including the needs of communities of color. 
  • Ensure that the organization is agile and strategically responsive to changing conditions and unexpected challenges. 


  • Communicate the vision widely and persuasively. 
  • Inspire and galvanize the organization’s staff, board, partners, supporters, and stakeholders. 
  • Provide organizational leadership through change: proactively addressing adapting to change, directing change, and effecting change. 
  • Represent the organization with the media and other audiences and raise its visibility and the relevance of its mission to a larger and broader public. 
  • Bridge competing interests and philosophical differences and provide decisive, timely leadership. Provide sound judgment to steer the organization in challenging times. 
  • Engage in an entrepreneurial approach to revenue generation and lines of business. 
  • Creatively adapt the organization’s areas of focus to emerging needs and opportunities. 
  • Engage in legislative efforts, seeking and fostering partnerships while lobbying to bring about systems change.


  • Ensure a well-structured and managed organization, with clear lines of authority and alignment around goals. 
  • Hire, supervise, terminate (with or without cause), and set compensation and benefits for all employees. 
  • Serve as a unifying and decisive staff leader, able to make tough, timely decisions. 
  • Delegate effectively while providing oversight. 
  • Attract, lead, and retain the strongest possible staff and hold them to clearly defined, high standards of excellence and accountability. 
  • Attend carefully to the organization’s fiscal health and stability through rigorous budgetary planning and close supervision of a strong financial team. 
  • Engage effectively with the Board of Directors, drawing upon members’ knowledge and experience and involving them appropriately in strategy, policy, fundraising, and fiduciary oversight.


  • Implement the financial strategy of the organization. 
  • Seek and obtain a variety of types of funds to support the financial strategy, including grants and loans, through personal efforts and with a support team of staff and Board. 
  • Pursue creative new avenues for revenue generation. 

Partnerships & Strategic Alliances

  • Lead formation, and strengthening, of necessary partnerships 
  • Build coalitions and negotiate solutions. 
  • Drive successful community redevelopment outcomes through effective interaction with federal, state, and local elected officials and government agencies. 
  • Support and deepen the organization’s effective collaborations with public and private partners, including local grassroots organizations and communities of color. 

Additional responsibilities and tasks as delegated and or requested by the Board of Directors

  • Facilitate efficient operations of the organization by following organizational governing documents (e.g. articles & bylaws), the delegated authority and powers as stated in the Delegation of Authority to President and Committees, the Loan and Acquisition Policies and Procedures, and other like documents as they may be modified by the Board from time to time. 

Required Qualifications

Below are some of the typical requirements for a President. We recognize that skill sets can be a complex combination of experiences. Even if your background does not exactly match these requirements but you have a passion for our work, we would love to hear from you and we recognize the value of transferable skills.


  • Required: Bachelor’s degree. 
  • Desired: Advanced degree in a relevant field, e.g. law or finance.


  • Minimum of five (5) years of organizational senior leadership experience. 
  • Track record of effective senior leadership in a sizable private organization or public institution. 
  • Experience managing growth and change, engaging diverse stakeholders, building bridges to new partners and constituents, and working with or reporting to a volunteer board would be an advantage.  

Other required Knowledge, Skills, and Abilities 

  • Skilled as a bold leader and spokesperson: has informed passion and sense of urgency about the organization’s mission and legacy, is farsighted about its future potential. 

How to Apply

Interested candidates should submit a cover letter, resume, and salary expectations no later than 9 p.m. on Friday, March 22, 2024.

Equity & Salary Disclosure

Salary Range: $160,000–$210,000

We believe in practices that create real equity and pay parity regardless of background or identity and we freely discuss compensation with all qualified candidates the first time we interview them. Saving the salary discussion for the first conversation allows us to fully understand the needs of each candidate and to ensure that qualified candidates, even those who’ve historically been overlooked and/or underpaid, don’t self-select out of the processes based on salary alone, as our experience and research suggest. In addition to those who opt out, because they fear the salary may be out of reach for them, we equally don’t want to miss out on conversations with candidates who are slightly over the range when in some cases the total compensation including factors such as bonuses, flexibility, and better health benefits, etc. may exceed expectations. Finally, as a search firm – we are always looking for top-notch talent to introduce to our clients. Should the salary or any other requirement not be fit, there is often a chance that someone on our team is working on another position you may be a better fit for. If you would like to discuss your qualifications for this role as well as discuss salary and compensation – just give us a call, and we’d be happy to discuss!

Equal Opportunity Employer

Land Bank Twin Cities and kpCompanies are equal opportunity employers and all employees and applicants for employment are afforded equal opportunity in every area of hiring and employment without regard to race, color, ethnicity, religious creed, national origin, ancestry, sex, gender identity, age, disability, mental illness, sexual harassment, sexual orientation, genetics, military/veteran status, citizenship, arrest record, and any other legally protected characteristic.

All submissions are received in the strictest confidence.