WARRIOR BONFIRE PROJECT
PAIN SHARED IS PAIN DIVIDED, JOY SHARED IS JOY MULTIPLIED
WARRIOR BONFIRE PROJECT
The people, governance practices, and partners that make the organization tick.
Mike Foss is a retired US Army Lieutenant Colonel, Engineer. Foss served as a Squad Leader and Platoon Sergeant, 132nd Engineer Battalion; Platoon Leader and Executive Officer, 4th Engineer Battalion; Commander, 994th Engineer Company (Bailey Bridge) and the 409th Engineer Company (MGB); Executive Officer, 244th Engineer Battalion (Combat Heavy); Collection Manager, G2, SMDC/ARSTRAT; Commander, 3/361st TSBN; Deputy Commander, 5th Armor Brigade; and Military Executive, National Geospatial Intelligence Agency.
As the President, Mike is implementing a five year plan to build our services and define a structure of regions. This plan includes a solid base of ongoing fundraising efforts, growth of efficient operations, member services and members served. Through personal and professional experiences, Mikes understanding of those we serve and their needs, due to his military service, energizes his desire to build the Bonfire to its fullest potential in order to help all those that need it.
Helen is the Director of Veteran Services and Marketing for the Warrior Bonfire Program, a non-profit organization dedicated to improving the lives of Purple Heart veterans on their life long journey of recovery and healing, with focus on creating active based, stress free environments that promote camaraderie and therapeutic healing.
Helen’s extensive experience with startup organizations, entrepreneurial projects, process systems development, customer relationship management, marketing collaboration and network coordination offers a platform to think creatively for the intent to grow entities, their networks, products, services and brand.
Helen’s passion is to help others learn their strengths, discover their purpose and execute a plan to achieve that purpose. Helen has a natural tendency to serve, collaborate, network and build which is the foundation of everything she promotes.
Number of employees
Source: IRS Form 990
WARRIOR BONFIRE PROJECTOfficers, directors, trustees, and key employees
SOURCE: IRS Form 990
There are no highest paid employees recorded for this organization.
WARRIOR BONFIRE PROJECTBoard of directors
as of 06/09/2023
Board of directors data
Term: 2019 - 2023
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
Board orientation and educationDoes the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? No
CEO oversightHas the board conducted a formal, written assessment of the chief executive within the past year ? No
Ethics and transparencyHave the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? No
Board compositionDoes the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? No
Board performanceHas the board conducted a formal, written self-assessment of its performance within the past three years? No
Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.
The organization's leader identifies as:
The organization's co-leader identifies as:
Race & ethnicity
Equity strategiesLast updated: 12/08/2021
- We review compensation data across the organization (and by staff levels) to identify disparities by race.
- We ask team members to identify racial disparities in their programs and / or portfolios.
- We analyze disaggregated data and root causes of race disparities that impact the organization's programs, portfolios, and the populations served.
- We disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
- We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
- We have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.
- We use a vetting process to identify vendors and partners that share our commitment to race equity.
- We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
- We have community representation at the board level, either on the board itself or through a community advisory board.
- We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
- We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.