Chief Executive Officer

The Position

Under the direction of the Board of Commissioners, the Chief Executive Officer (CEO) is responsible for the administration, management, and overall performance of the Walla Walla Housing Authority. The CEO oversees the agency's housing programs, properties, finances, operations, employees, contracts, and compliance with Board policies and applicable federal, state, and local requirements.

The next CEO will be a strategic leader who is also willing to work tactically when needed. Supported by a strong finance and operations team, this individual will provide clear direction, understand the human resources needs of the organization, balance community priorities with responsible stewardship of agency resources, and keep the Board informed without surprises.

Success in this role will require knowledge of HUD and affordable housing, along with direct experience in real estate development, property acquisition, housing finance, construction, and project management. Because WWHA is a relatively small organization, the CEO must be able to develop project scopes and guide complex work from planning and financing through construction and completion. The position also serves as a visible representative of WWHA, strengthens external partnerships, supports succession planning and organizational culture, and advances systems and technology that improve efficiency.

The selected candidate will be expected to live within the WWHA service region and work inperson in the Walla Walla office.

To view the position’s full job description, please see the attachment provided here.

Opportunities and Challenges

Leading Through Transition and Strengthening Succession Planning: The next CEO will guide WWHA through an important leadership transition while building an organizational culture that supports the agency's continued success. A key priority will be succession planning, including providing direction, developing internal capacity, and ensuring that knowledge and leadership responsibilities are carried forward.

Advancing Development and Acquisition: Property development and acquisition will remain central to WWHA's work. The CEO will need the experience to evaluate opportunities, develop project scopes, understand financing, and guide new construction, facility development, remodeling, and acquisition projects from concept through completion.

Modernizing Systems and Improving Efficiency: WWHA is continuing to advance its use of technology and systems to improve organizational efficiency. The next CEO will identify practical opportunities to modernize processes and introduce tools that improve service, access, and day-to-day operations.

Navigating HUD, Funding, and Financial Stewardship: WWHA depends on federal and state funding, grants, and complex housing finance. The next CEO must remain current on HUD programs and regulations while bringing the financial and audit knowledge needed to protect agency resources, support sound decisions, and balance community needs with available funding.

Strengthening Board, Community, and External Partnerships: The CEO will serve as a visible representative of WWHA and maintain strong relationships with the Board, community partners, funding agencies, and other stakeholders. Success will require political awareness, collaboration, clear communication, and a commitment to keeping the Board informed while building trust throughout the community.

The Ideal Candidate

The ideal candidate will be genuinely passionate about affordable housing and the work of the Walla Walla Housing Authority. This individual will be vision-driven, able to think strategically, and willing to become directly involved when needed. The next CEO must balance the needs of the community with responsible use of the organization's resources.

The successful candidate will bring a strong understanding of HUD programs and affordable housing finance, along with direct knowledge of real estate development and acquisition. Experience with land acquisition, new facilities, remodeling, construction, project financing, and writing project scopes will be important to leading WWHA's development work.

Strong project management, financial, and audit skills are also essential. Because WWHA cannot rely heavily on outside consultants, the CEO must be able to guide complex projects and decisions internally. The ideal candidate should understand human resources and be prepared to lead an organization of more than 40 employees while supporting succession planning and a strong organizational culture.

The next CEO will be a strong communicator and attentive listener who is open to feedback, builds trust, and provides clear direction. This individual must be able to make difficult decisions when necessary and maintain transparent communication with the Board so that emerging issues never come as a surprise.

The preferred candidate will be a collaborative leader who understands the political landscape and can serve effectively as the face of the organization. This person will build and sustain external partnerships, bring energy to the agency's housing and community work, and support practical innovation, including new systems and technology that improve efficiency.

Education & Experience

A bachelor's degree from an accredited college or university in business administration, public administration, or a related field is preferred. An equivalent combination of education and experience that provides the knowledge and abilities required for the position may be considered.

Candidates should have at least five (5) years of progressively responsible experience in housing management, housing agency administration, public housing development, housing finance, modernization programs, real estate development, property management, or a closely related field. Executive or senior management experience is strongly preferred.

Candidates must possess thorough knowledge of HUD programs and applicable federal, state, and local regulations, guidelines, budgeting requirements, and development processes.

Certification as a NAHRO Certified Management Executive or IREM Certified Property Manager, or an equivalent or similar professional certification, is preferred.

The successful candidate must possess or obtain a valid Washington or Oregon driver's license, maintain an acceptable driving record, and successfully complete the agency's required background-check process.

Compensation & Benefits

• $175,000 - $210,000 DOQ
• Health coverage beginning after the first full calendar month of employment. Employees contribute 20% of the monthly premium for employee-only coverage and may add dependents at their own cost through payroll deduction.
• Washington State Department of Retirement Systems Public Employees' Retirement System (PERS).
• Optional participation in the Washington State Deferred Compensation Program.
• Optional Section 125 cafeteria plan that allows employees to pay eligible health insurance premiums, out-of-pocket medical expenses, and dependent-care expenses on a pre-tax basis.
• Optional AFLAC supplemental insurance available through payroll deduction.
• Generous Paid Time Off that begins accruing upon hire and may be used according to each employee's personal needs. PTO is provided in place of separate vacation, annual leave, and sick leave. PTO accrues at 21 days annually during the first four years of service, 27 days annually after five through nine years of service, and 36 days annually after ten or more years of service. Regular part-time employees accrue PTO proportionately.
• Eleven (11) paid holidays, which include: New Year's Day, Martin Luther King Jr. Day, Presidents Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Thanksgiving Day and the following day, Christmas Eve, and Christmas Day.
• Three (3) floating holidays accrued upon hire and annually thereafter. Floating holidays must be used within the applicable calendar year.
• Monthly wellness program events.