Lawrence Berkeley National Laboratory
Berkeley, CA, USA
Chief Human Resources Officer - 101412
Division: OP - Operations
Lawrence Berkeley National Laboratory is one of the U.S. Department of Energy’s (DOE) national laboratories and is the birthplace of great team science performed in the service of the public good. Since its founding in the 1930s, a host of award-winning scientists – including 16 Nobel Prize winners – have called the Lab home. The individual and collective talents of the remarkable people who work at Berkeley Lab represent the most important asset we have to carry out our mission of providing science solutions for the nation’s greatest challenges.
We are seeking a strategic leader to serve as Chief Human Resources Officer to provide vision and direction for Berkeley Lab’s critical Human Resources function, which serves a population of ~4,000. Reporting to the Deputy Chief Operations Officer, this position is a strategic business partner and trusted advisor to the Laboratory Director and a key member of the Laboratory Operations Senior Leadership Team.
This position also directs the HR Division, which encompasses the offices of Talent Acquisition, Compensation & Benefits, HR Systems, Employee & Labor Relations, HR Policy & Compliance, and Project Management and Business Process Improvement. As Division Director, the position leads a talented 95-person team, including Business Partners dedicated to the Lab’s 22 Science and 7 Operations Divisions, specialized Centers of Expertise, and Shared Services group.
The Chief Human Resources Officer develops and implements long-term strategic plans to ensure strong pipelines for future hiring needs. They oversee critical tactical and operational HR activities, and innovate and modernize processes where appropriate. This position ensures compliance with all HR-related federal and state laws and regulations, adhering to applicable University of California (UC) policies and DOE contractual requirements. They will also be an integral part of the Lab’s ongoing focus to enhance both recruitment and the employee experience. This effort is a collaboration with other key offices across the Lab, including: Learning and Culture; Inclusion, Diversity, Equity and Accountability (IDEA); Strategic Communications, and Career Pathways.
We are looking for candidates who are prepared to successfully navigate the changing talent landscape and manage an inter-generational workforce alongside the rapid technology developments that impact the skills and capabilities employees need to have both now and in the future. We need an effective communicator who can inspire, motivate, and engage a hybrid workforce and help to continue to build our culture of inclusion and collaboration. Candidates should have a demonstrated record of success developing hiring and retention strategies, building and inspiring a team of high-performing HR professionals, influencing change, and making sound business decisions in a large, complex organization.
Key Responsibilities:
• Provide vision, leadership, creativity, and strategic direction that ensures Berkeley Lab’s human resources strategy and long-term workforce supports its scientific mission now and in the future.
• Partner with senior leadership on laboratory-wide people stewardship initiatives. Develop and execute HR strategic plan that aligns with the Laboratory’s mission, values, and business objectives.
• Manage HR Division resources, including the administration of 95 employees and an annual budget of $18 million, to ensure maximum effectiveness and quality of service delivered. Cultivate an inclusive culture that emphasizes collaboration, continuous improvement, and commitment to excellence and accountability.
• Provide oversight for all people development processes, including succession planning, talent acquisition, performance management, and reporting and analytics on people-related metrics and trends.
• Develop and implement effective and strategic employee programs designed to enhance employee capabilities, engagement and motivation.
• Provide strategic oversight, direction, development and optimization of HR business processes and information technology systems. Innovate and modernize as appropriate to meet current and anticipated business requirements.
• Develop and maintain positive, collaborative relationships with key stakeholders, including UC Office of the President, DOE, and internal Berkeley Lab partners and customers, through constructive communication, integrity, and transparency.
• Play a key role in the development of the Laboratory’s HR Capital Strategic Plan; work closely with HR liaisons at the UC Office of the President, DOE Berkeley Site Office, and DOE, ensuring support for the plan’s strategic and operational direction.
• Accountable for Laboratory HR management policies that ensure effective management and administration in compliance with all relevant federal and contractual requirements. Work closely with HR leaders at the other National Laboratories and in the UC system to inform the development of HR-related policies and processes.
• Foster high ethical standards in meeting the organization’s mission, vision, and goals.
Required Qualifications:
• A minimum of 15 years of progressively responsible HR experience and a bachelor's degree or an equivalent combination of education and relevant experience.
• Proven experience in leading and managing the design and implementation of an HR Strategic Plan with modern HR practices aligned with the organization’s mission and unique needs.
• Broad business process transformation experience, including previous success at leading change, driving execution and adoption of strategic programs and innovative business processes across large teams in complex organizations.
• Demonstrated success as a strategic member of a senior executive team, including providing effective advice and counsel to senior leaders managing their organizations and human capital strategies.
• Experienced in leading a highly effective, engaged, innovative, and productive HR organization of comparable complexity and scope that translates to a scientific/discovery research organization.
• Track record of upgrading organizational capability through the development of a strong recruitment function and highly effective workforce.
• Demonstrated success working in a complex labor environment.
• Track record implementing process improvements in the HR function to provide efficient, accurate, and trending performance data and analyses to line management to support their decision processes.
• Inspiring, visionary, and collaborative leader who can influence others to achieve common goals by engaging and developing robust, productive relationships.
• Demonstrated abilities as a skilled communicator with outstanding interpersonal, relationship building, advocacy, and negotiation skills applied across a broad spectrum of constituents and stakeholders.
• Thorough knowledge and understanding of HR management and best practices in the major functional areas of HR, as well as employment law and related governmental regulations.
• Commitment to upholding the Lab’s stewardship responsibilities, especially with regard to the Lab’s research, people, and resources, and ensuring that it remains a valuable national asset.
Application Guidelines:
• For full consideration, please submit your resume and letter of interest by May 20, 2024.
• The cover letter should highlight your interest in the role, relevant HR and leadership experience (including team size and scope), significant accomplishments, as well as contributions to diversity, equity, and inclusion.
Notes:
• This is a full-time career appointment, exempt from overtime pay (paid monthly).
• This position is expected to pay $300,000 to $375,000 annually; salary will be commensurate with the final candidate’s qualifications and experience, including skills, knowledge, relevant education, certifications, and aligned with the internal leadership peer group. It is not typical for an individual to be offered a salary at or near the top of the range for a position.
• This position may be subject to a background check. Any convictions will be evaluated to determine if they directly relate to the responsibilities and requirements of the position. Having a conviction history will not automatically disqualify an applicant from being considered for employment.
• The Chief Human Resources Officer position is a career position appointed by and serving at the discretion of the Laboratory Director. This appointment is at will and may be terminated at any time, with or without cause.
• This position is subject to the financial disclosure requirements of the California Political Reform Act of 1974. The successful candidate will be required to file financial interest statements upon assuming this position, annually while holding this position, and when leaving this position.
• This position is eligible for a hybrid work schedule - a combination of teleworking and performing work on site at Berkeley Lab, One Cyclotron Road, Berkeley, CA. Work schedules are dependent on business needs. Individuals working a hybrid schedule must reside within 150 miles of the Lab.
How To Apply
Apply directly online at http://50.73.55.13/counter.php?id=281735 and follow the on-line instructions to complete the application process.
About Berkeley Lab:
Berkeley Lab is a U.S. Department of Energy national laboratory managed by the University of California and designated a Federally Funded Research and Development Center. Located in the San Francisco Bay Area, we have a close relationship with UC Berkeley, as well as robust partnerships with other academic institutions and industries, including those in Silicon Valley. The Laboratory conducts world-class research that supports clean energy, a healthy planet, and solution-inspired discovery science. Berkeley Lab is defined by our deeply felt sense of stewardship (https://stewardship.lbl.gov/), which we describe as a commitment to taking care of the Laboratory's research, people, and resources that are entrusted to us. Our values of team science, innovation, service, trust, and respect knit us together as a community. We practice these values and prioritize our principles of inclusion, diversity, equity, and accountability (IDEA, https://diversity.lbl.gov/) to build highly effective teams that produce world-class science and technology and where all individuals, regardless of their backgrounds, disciplines, and experiences, can thrive. The Laboratory has a dynamic workforce of about 4,000 employees and an annual operating budget of approximately $1.4 billion.
Berkeley Lab is committed to Inclusion, Diversity, Equity and Accountability (IDEA, https://diversity.lbl.gov/ideaberkeleylab/) and strives to continue building community with these shared values and commitments. Berkeley Lab is an Equal Opportunity and Affirmative Action Employer. We heartily welcome applications from women, minorities, veterans, and all who would contribute to the Lab's mission of leading scientific discovery, inclusion, and professionalism. In support of our diverse global community, all qualified applicants will be considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, or protected veteran status.
Equal Opportunity and IDEA Information Links:
Know your rights, click here (http://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm) for the supplement: Equal Employment Opportunity is the Law and the Pay Transparency Nondiscrimination Provision (https://www.dol.gov/sites/dolgov/files/ofccp/pdf/pay-transp_%20English_formattedESQA508c.pdf)under 41 CFR 60-1.4.
Full Time
Chief Human Resources Officer - 101412
Division: OP - Operations
Lawrence Berkeley National Laboratory is one of the U.S. Department of Energy’s (DOE) national laboratories and is the birthplace of great team science performed in the service of the public good. Since its founding in the 1930s, a host of award-winning scientists – including 16 Nobel Prize winners – have called the Lab home. The individual and collective talents of the remarkable people who work at Berkeley Lab represent the most important asset we have to carry out our mission of providing science solutions for the nation’s greatest challenges.
We are seeking a strategic leader to serve as Chief Human Resources Officer to provide vision and direction for Berkeley Lab’s critical Human Resources function, which serves a population of ~4,000. Reporting to the Deputy Chief Operations Officer, this position is a strategic business partner and trusted advisor to the Laboratory Director and a key member of the Laboratory Operations Senior Leadership Team.
This position also directs the HR Division, which encompasses the offices of Talent Acquisition, Compensation & Benefits, HR Systems, Employee & Labor Relations, HR Policy & Compliance, and Project Management and Business Process Improvement. As Division Director, the position leads a talented 95-person team, including Business Partners dedicated to the Lab’s 22 Science and 7 Operations Divisions, specialized Centers of Expertise, and Shared Services group.
The Chief Human Resources Officer develops and implements long-term strategic plans to ensure strong pipelines for future hiring needs. They oversee critical tactical and operational HR activities, and innovate and modernize processes where appropriate. This position ensures compliance with all HR-related federal and state laws and regulations, adhering to applicable University of California (UC) policies and DOE contractual requirements. They will also be an integral part of the Lab’s ongoing focus to enhance both recruitment and the employee experience. This effort is a collaboration with other key offices across the Lab, including: Learning and Culture; Inclusion, Diversity, Equity and Accountability (IDEA); Strategic Communications, and Career Pathways.
We are looking for candidates who are prepared to successfully navigate the changing talent landscape and manage an inter-generational workforce alongside the rapid technology developments that impact the skills and capabilities employees need to have both now and in the future. We need an effective communicator who can inspire, motivate, and engage a hybrid workforce and help to continue to build our culture of inclusion and collaboration. Candidates should have a demonstrated record of success developing hiring and retention strategies, building and inspiring a team of high-performing HR professionals, influencing change, and making sound business decisions in a large, complex organization.
Key Responsibilities:
• Provide vision, leadership, creativity, and strategic direction that ensures Berkeley Lab’s human resources strategy and long-term workforce supports its scientific mission now and in the future.
• Partner with senior leadership on laboratory-wide people stewardship initiatives. Develop and execute HR strategic plan that aligns with the Laboratory’s mission, values, and business objectives.
• Manage HR Division resources, including the administration of 95 employees and an annual budget of $18 million, to ensure maximum effectiveness and quality of service delivered. Cultivate an inclusive culture that emphasizes collaboration, continuous improvement, and commitment to excellence and accountability.
• Provide oversight for all people development processes, including succession planning, talent acquisition, performance management, and reporting and analytics on people-related metrics and trends.
• Develop and implement effective and strategic employee programs designed to enhance employee capabilities, engagement and motivation.
• Provide strategic oversight, direction, development and optimization of HR business processes and information technology systems. Innovate and modernize as appropriate to meet current and anticipated business requirements.
• Develop and maintain positive, collaborative relationships with key stakeholders, including UC Office of the President, DOE, and internal Berkeley Lab partners and customers, through constructive communication, integrity, and transparency.
• Play a key role in the development of the Laboratory’s HR Capital Strategic Plan; work closely with HR liaisons at the UC Office of the President, DOE Berkeley Site Office, and DOE, ensuring support for the plan’s strategic and operational direction.
• Accountable for Laboratory HR management policies that ensure effective management and administration in compliance with all relevant federal and contractual requirements. Work closely with HR leaders at the other National Laboratories and in the UC system to inform the development of HR-related policies and processes.
• Foster high ethical standards in meeting the organization’s mission, vision, and goals.
Required Qualifications:
• A minimum of 15 years of progressively responsible HR experience and a bachelor's degree or an equivalent combination of education and relevant experience.
• Proven experience in leading and managing the design and implementation of an HR Strategic Plan with modern HR practices aligned with the organization’s mission and unique needs.
• Broad business process transformation experience, including previous success at leading change, driving execution and adoption of strategic programs and innovative business processes across large teams in complex organizations.
• Demonstrated success as a strategic member of a senior executive team, including providing effective advice and counsel to senior leaders managing their organizations and human capital strategies.
• Experienced in leading a highly effective, engaged, innovative, and productive HR organization of comparable complexity and scope that translates to a scientific/discovery research organization.
• Track record of upgrading organizational capability through the development of a strong recruitment function and highly effective workforce.
• Demonstrated success working in a complex labor environment.
• Track record implementing process improvements in the HR function to provide efficient, accurate, and trending performance data and analyses to line management to support their decision processes.
• Inspiring, visionary, and collaborative leader who can influence others to achieve common goals by engaging and developing robust, productive relationships.
• Demonstrated abilities as a skilled communicator with outstanding interpersonal, relationship building, advocacy, and negotiation skills applied across a broad spectrum of constituents and stakeholders.
• Thorough knowledge and understanding of HR management and best practices in the major functional areas of HR, as well as employment law and related governmental regulations.
• Commitment to upholding the Lab’s stewardship responsibilities, especially with regard to the Lab’s research, people, and resources, and ensuring that it remains a valuable national asset.
Application Guidelines:
• For full consideration, please submit your resume and letter of interest by May 20, 2024.
• The cover letter should highlight your interest in the role, relevant HR and leadership experience (including team size and scope), significant accomplishments, as well as contributions to diversity, equity, and inclusion.
Notes:
• This is a full-time career appointment, exempt from overtime pay (paid monthly).
• This position is expected to pay $300,000 to $375,000 annually; salary will be commensurate with the final candidate’s qualifications and experience, including skills, knowledge, relevant education, certifications, and aligned with the internal leadership peer group. It is not typical for an individual to be offered a salary at or near the top of the range for a position.
• This position may be subject to a background check. Any convictions will be evaluated to determine if they directly relate to the responsibilities and requirements of the position. Having a conviction history will not automatically disqualify an applicant from being considered for employment.
• The Chief Human Resources Officer position is a career position appointed by and serving at the discretion of the Laboratory Director. This appointment is at will and may be terminated at any time, with or without cause.
• This position is subject to the financial disclosure requirements of the California Political Reform Act of 1974. The successful candidate will be required to file financial interest statements upon assuming this position, annually while holding this position, and when leaving this position.
• This position is eligible for a hybrid work schedule - a combination of teleworking and performing work on site at Berkeley Lab, One Cyclotron Road, Berkeley, CA. Work schedules are dependent on business needs. Individuals working a hybrid schedule must reside within 150 miles of the Lab.
How To Apply
Apply directly online at http://50.73.55.13/counter.php?id=281735 and follow the on-line instructions to complete the application process.
About Berkeley Lab:
Berkeley Lab is a U.S. Department of Energy national laboratory managed by the University of California and designated a Federally Funded Research and Development Center. Located in the San Francisco Bay Area, we have a close relationship with UC Berkeley, as well as robust partnerships with other academic institutions and industries, including those in Silicon Valley. The Laboratory conducts world-class research that supports clean energy, a healthy planet, and solution-inspired discovery science. Berkeley Lab is defined by our deeply felt sense of stewardship (https://stewardship.lbl.gov/), which we describe as a commitment to taking care of the Laboratory's research, people, and resources that are entrusted to us. Our values of team science, innovation, service, trust, and respect knit us together as a community. We practice these values and prioritize our principles of inclusion, diversity, equity, and accountability (IDEA, https://diversity.lbl.gov/) to build highly effective teams that produce world-class science and technology and where all individuals, regardless of their backgrounds, disciplines, and experiences, can thrive. The Laboratory has a dynamic workforce of about 4,000 employees and an annual operating budget of approximately $1.4 billion.
Berkeley Lab is committed to Inclusion, Diversity, Equity and Accountability (IDEA, https://diversity.lbl.gov/ideaberkeleylab/) and strives to continue building community with these shared values and commitments. Berkeley Lab is an Equal Opportunity and Affirmative Action Employer. We heartily welcome applications from women, minorities, veterans, and all who would contribute to the Lab's mission of leading scientific discovery, inclusion, and professionalism. In support of our diverse global community, all qualified applicants will be considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, or protected veteran status.
Equal Opportunity and IDEA Information Links:
Know your rights, click here (http://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm) for the supplement: Equal Employment Opportunity is the Law and the Pay Transparency Nondiscrimination Provision (https://www.dol.gov/sites/dolgov/files/ofccp/pdf/pay-transp_%20English_formattedESQA508c.pdf)under 41 CFR 60-1.4.
Equity and Inclusion Manager (Manager I)
City of Portland
Salary: $114,192.00 - $163,321.60 Annually
Job Type: Regular
Job Number: 2024-00456
Location: 1120 SW 5th Ave, OR
Bureau: Portland Parks & Recreation
Closing: 5/6/2024 11:59 PM Pacific
The Position
Job Appointment: Full-Time Work Schedule: Mon-Fri. 8-5, alternate schedule may be available after probation. Work Location: Hybrid- The Portland Building, Remote work must be performed within Oregon or Washington. For more information, https://www.portland.gov/policies/human-resources-administrative-rules/employee-behavior-expectations/hrar-4045-employee#toc-geographic-work-location. Benefit: Please check our benefits tab for an overview of benefits for this position Language Pay Premium Eligible: This position is or may be eligible for https://www.portland.gov/bhr/class-comp/language-pay-differential-overview for qualifying employees. Application Material: Please click APPLY to submit your application via the City of Portland's online portal. You will need to attach a resume, a cover letter and an equity statement.
Position Summary:
The Equity and Inclusion Manager for the City of Portland Vibrant Communities Service Area, including Portland Parks & Recreation (PP&R), Portland Children's Levy, and Office of Arts & Culture is a vital member of the bureau's executive leadership team, currently reporting directly to the PP&R Director and will transition to reporting to the Chief of Staff for the Vibrant Communities Deputy City Administrator in June. This position holds a prominent role within both internal operations and external interactions, exercising significant discretion in executing responsibilities.
Primarily, the Equity and Inclusion Manager leads a dedicated equity and inclusion team, focusing on underserved communities, specifically Black people, Indigenous people, people of color, immigrants, and refugees, LGBT2SQIA+ people, people with disabilities, youth, older adults, and people living with low incomes. This involves coordinating various internal and external committees and workgroups, such as PP&R's Diversity and Equity Committee, City affinity groups, and supporting the development and implementation of strategic plans and policies. Supporting the implementation of PP&R's strategic plan, Healthy Parks, Healthy Portland, is an example of this work. Visit here for more information on Healthy Parks, Healthy Portland: https://www.portland.gov/parks/healthy-parks.
Drawing on deep knowledge of the City's mission and operational intricacies, the incumbent will develop and manage initiatives aligned with equity, diversity, accessibility, and inclusion principles, furthering the City's strategic equity and inclusion objectives. This role collaborates extensively with internal and external stakeholders to ensure alignment with City goals. City of Portland Charter Transition On, Nov. 1, 2023, Portland City Council approved an organizational chart to unify bureaus, programs, and services under the leadership of a city administrator. Organized by service areas, the new model establishes key leadership positions and realigns core services to operate efficiently and effectively. The new organizational structure features a city administrator's office and executive leadership team: six deputy city administrators, an equity officer, a sustainability officer, and an assistant city administrator. Together, these people will be responsible for leading and coordinating operations across the City to improve delivery of internal and external services, developing, and implementing a shared citywide vision and priorities, and continuing to grow a shared culture across the organization. The city administrator's office will also include the Office of Equity and Human Rights, Communications, Community and Civic Life, Council Operations, the Office of Government Relations, and Portland Solutions, to provide greater citywide coordination of policies and programming. The organizational chart includes six service areas, each led by a deputy city administrator: Budget and Finance; City Operations; Community and Economic Development; Public Safety; Public Works; and Vibrant Communities. Vibrant Communities Service Area will include Portland Parks & Recreation, Portland Children's Levy, and Office of Arts & Culture. What you'll get to do:
• Ensure Citywide, service area and bureau-specific equity and anti-racism lenses are applied towards the evaluation, development and performance management of strategic plans, policies, processes, practices, and communications. • Collaborate with City and service area program managers and executive leadership. • Manage and lead the equity and inclusion team. • Perform complex and responsible administrative, financial, and statistical analysis in support of the equity and inclusion program. • Provide sound, expert, data-driven and professional recommendations. • Work closely with the Office of Equity and Human Rights, and other city internal stakeholders to align the citywide goals and overall approach to equity and inclusion. • Lead the diversity, equity, and inclusion change management framework.
The ideal candidate for this position will have these attributes: • Lived Experience: You have direct experience working with marginalized communities, particularly communities of color and persons with disabilities. • Experienced Equity Practitioner: You have a proven ability to perform advanced equity analysis and a deep understanding of anti-racist principles and of intersectional approaches. • Socially Intelligent: You can communicate with others in a way that creates ease. You understand how to navigate complex political environments. You can effectively communicate with all levels of an organization. • Strategic: You have experience working to dismantle structural and institutional racism as well as disrupt individual racism. You can turn concepts into practical applications for use in everyday decision making. • Collaborative and Inclusive: You share power with others. You build partnerships and work collaboratively with stakeholders.You delegate tasks, triage work and leverage resources. You are comfortable with facilitation and navigating conflict through a trauma informed lens. • Change agent: You have experience in senior leadership as an advocate and champion working toward strategic goals. You have a focus on finishing tasks while establishing progressive long-range goals. • Innovative: You are creative, adaptable, and can excel in change management.
About Vibrant Communities Service Area: Vibrant Communities Service Area includes Portland Parks & Recreation, Portland Children's Levy, and Office of Arts & Culture. This Service Area will reflect the connectivity between parks and recreation, arts, and services for children—ensuring our city is a great place to live, work, and play. Diversity and equity are vital to the City's ideals and values. The City of Portland, Oregon is a growing and diverse city of 650,000 residents, nearly 20% of whom speak languages other than English at home. The City of Portland values a diverse workforce and seeks ways to promote equity and inclusion within the organization and with the public.City of Portland encourages applications from candidates with knowledge, ability and experience working with a broad range of individuals and communities with diverse racial, ethnic, and socio-economic backgrounds. Although not required, candidates who can fluently speak another language should include that information in their application materials. Multilingual candidates are encouraged to apply. Virtual Zoom Meet & Greet Opportunity Come meet the hiring manager and the senior recruiter! We'll be talking about the position duties and responsibilities, day to day life in the role, review the announcement, discuss how to apply, and answer questions you may have about the position. April 25, 202412:00 PM Pacific Time (US and Canada)
Join Zoom Meeting https://us06web.zoom.us/j/89791409328
Meeting ID: 897 9140 9328
Have a question? Contact Information: TroyLynn Craft Senior Recruiter https://www.governmentjobs.com/careers/portlandor/jobs/newprint/troylynn.craft@portlandoregon.gov%C2%A0
To Qualify
The following minimum qualifications are required for this position:
• Knowledge of the issues surrounding access, equity, diversity, inclusion, implicit bias and institutional racism. • Experience in operational and strategic planning, including program evaluation, reporting, tracking, budget preparation and management. • Experience in appropriate communication strategies to reach and engage diverse audiences, including conflict resolution and leading difficult conversation. • Ability to collaborate with communities of color, people traditionally underserved or underrepresented and differently able communities in local decision making. • Experience in leadership, managing, supervising, including training and performance evaluation. • Ability to communicate effectively in writing and in person across a wide range of situations, that include large/small, external/internal stakeholder group conversations to sensitive one-on-one discussions.
The Recruitment Process
STEP 1: Apply online between April 15 - May 6, 2024
Required Application Materials:
• Cover Letter: a description of how your experience aligns with each minimum qualification of this position. • Resume: should support the details provided in your cover letter. • Equity Statement: a depiction of your past experiences that explains how these experiences have contributed to your personal and professional growth. It should explain the distinct qualities and commitment you can bring to the table.
Optional Application Materials:
• If you would like to request Veteran's Preference, please submit your Veteran documents (ex, DD214-Member 4, VA Benefit Letter, etc.) by the closing date of the recruitment.
Application Tips:
• Your cover letter should include details describing your education, training and/or experience, and where obtained, which clearly reflects your qualifications for each of the numbered items in the "To Qualify" section of this announcement. • Your resume should support the details described in your cover letter. • Salary Range/Equity Pay Analysis: Please note per the https://www.oregon.gov/boli/workers/pages/equal-pay.aspx your salary is determined based on the experience and education listed in your resume/application. It is strongly encouraged to include any transferable experience (paid or unpaid regardless of how recent) to ensure your offer is reflective of all directly related and equivalent experience. • Do not attach any additional documents. • Please note, all completed applications for this position must be submitted no later than on the closing date and time of this recruitment. • All applications must be submitted via the City's online application process. • E-mailed and/or faxed applications will not be accepted.
Step 2: Minimum Qualification Evaluation: Week of May 6, 2024
• An evaluation of each applicant's training and paid and unpaid experience, as demonstrated in their resume and cover letter, weighted 100%. • Your resume and cover letter will be the basis for our evaluation of your qualifications for this position. Incomplete or inappropriate information may result in disqualification. • You have 14 days from the notice of the minimum qualification evaluation results to let us know if you would like to review and discuss your evaluation result. Please read the City of Portland https://www.portland.gov/policies/human-resources-administrative-rules/employment/hrar-301-recruitment-processes#toc-examination-review for complete information. • Additional evaluation may be required prior to establishment of the eligible list and/or final selection.
Step 3: Establishment of Eligible List: Week of May 13, 2024
• Candidates who meet the minimum qualifications will be placed on the equally ranked eligible list.
Step 4: Selection (Interview): Late May
• Hiring bureau will review and select candidates for an interview. • Please note, the selection process may take up to 90 days from the notification of being placed on the eligible list.
Step 5: Offer of Employment: June
Step 6: Start Date
• A start date will be determined after all conditions of employment have been met.
*Timeline is approximate and subject to change.
Additional Information
https://www.portland.gov/bhr/career-center/recruitment-policy for additional information regarding the following:
• City of Portland Core Values • Recruitment Process - Work Status • Equal Employment Opportunity • Veteran Preference • ADA, Pregnancy, and Religious Accommodations
An Equal Opportunity / Affirmative Action Employer
To apply, please visit https://apptrkr.com/5183178
Full Time
Equity and Inclusion Manager (Manager I)
City of Portland
Salary: $114,192.00 - $163,321.60 Annually
Job Type: Regular
Job Number: 2024-00456
Location: 1120 SW 5th Ave, OR
Bureau: Portland Parks & Recreation
Closing: 5/6/2024 11:59 PM Pacific
The Position
Job Appointment: Full-Time Work Schedule: Mon-Fri. 8-5, alternate schedule may be available after probation. Work Location: Hybrid- The Portland Building, Remote work must be performed within Oregon or Washington. For more information, https://www.portland.gov/policies/human-resources-administrative-rules/employee-behavior-expectations/hrar-4045-employee#toc-geographic-work-location. Benefit: Please check our benefits tab for an overview of benefits for this position Language Pay Premium Eligible: This position is or may be eligible for https://www.portland.gov/bhr/class-comp/language-pay-differential-overview for qualifying employees. Application Material: Please click APPLY to submit your application via the City of Portland's online portal. You will need to attach a resume, a cover letter and an equity statement.
Position Summary:
The Equity and Inclusion Manager for the City of Portland Vibrant Communities Service Area, including Portland Parks & Recreation (PP&R), Portland Children's Levy, and Office of Arts & Culture is a vital member of the bureau's executive leadership team, currently reporting directly to the PP&R Director and will transition to reporting to the Chief of Staff for the Vibrant Communities Deputy City Administrator in June. This position holds a prominent role within both internal operations and external interactions, exercising significant discretion in executing responsibilities.
Primarily, the Equity and Inclusion Manager leads a dedicated equity and inclusion team, focusing on underserved communities, specifically Black people, Indigenous people, people of color, immigrants, and refugees, LGBT2SQIA+ people, people with disabilities, youth, older adults, and people living with low incomes. This involves coordinating various internal and external committees and workgroups, such as PP&R's Diversity and Equity Committee, City affinity groups, and supporting the development and implementation of strategic plans and policies. Supporting the implementation of PP&R's strategic plan, Healthy Parks, Healthy Portland, is an example of this work. Visit here for more information on Healthy Parks, Healthy Portland: https://www.portland.gov/parks/healthy-parks.
Drawing on deep knowledge of the City's mission and operational intricacies, the incumbent will develop and manage initiatives aligned with equity, diversity, accessibility, and inclusion principles, furthering the City's strategic equity and inclusion objectives. This role collaborates extensively with internal and external stakeholders to ensure alignment with City goals. City of Portland Charter Transition On, Nov. 1, 2023, Portland City Council approved an organizational chart to unify bureaus, programs, and services under the leadership of a city administrator. Organized by service areas, the new model establishes key leadership positions and realigns core services to operate efficiently and effectively. The new organizational structure features a city administrator's office and executive leadership team: six deputy city administrators, an equity officer, a sustainability officer, and an assistant city administrator. Together, these people will be responsible for leading and coordinating operations across the City to improve delivery of internal and external services, developing, and implementing a shared citywide vision and priorities, and continuing to grow a shared culture across the organization. The city administrator's office will also include the Office of Equity and Human Rights, Communications, Community and Civic Life, Council Operations, the Office of Government Relations, and Portland Solutions, to provide greater citywide coordination of policies and programming. The organizational chart includes six service areas, each led by a deputy city administrator: Budget and Finance; City Operations; Community and Economic Development; Public Safety; Public Works; and Vibrant Communities. Vibrant Communities Service Area will include Portland Parks & Recreation, Portland Children's Levy, and Office of Arts & Culture. What you'll get to do:
• Ensure Citywide, service area and bureau-specific equity and anti-racism lenses are applied towards the evaluation, development and performance management of strategic plans, policies, processes, practices, and communications. • Collaborate with City and service area program managers and executive leadership. • Manage and lead the equity and inclusion team. • Perform complex and responsible administrative, financial, and statistical analysis in support of the equity and inclusion program. • Provide sound, expert, data-driven and professional recommendations. • Work closely with the Office of Equity and Human Rights, and other city internal stakeholders to align the citywide goals and overall approach to equity and inclusion. • Lead the diversity, equity, and inclusion change management framework.
The ideal candidate for this position will have these attributes: • Lived Experience: You have direct experience working with marginalized communities, particularly communities of color and persons with disabilities. • Experienced Equity Practitioner: You have a proven ability to perform advanced equity analysis and a deep understanding of anti-racist principles and of intersectional approaches. • Socially Intelligent: You can communicate with others in a way that creates ease. You understand how to navigate complex political environments. You can effectively communicate with all levels of an organization. • Strategic: You have experience working to dismantle structural and institutional racism as well as disrupt individual racism. You can turn concepts into practical applications for use in everyday decision making. • Collaborative and Inclusive: You share power with others. You build partnerships and work collaboratively with stakeholders.You delegate tasks, triage work and leverage resources. You are comfortable with facilitation and navigating conflict through a trauma informed lens. • Change agent: You have experience in senior leadership as an advocate and champion working toward strategic goals. You have a focus on finishing tasks while establishing progressive long-range goals. • Innovative: You are creative, adaptable, and can excel in change management.
About Vibrant Communities Service Area: Vibrant Communities Service Area includes Portland Parks & Recreation, Portland Children's Levy, and Office of Arts & Culture. This Service Area will reflect the connectivity between parks and recreation, arts, and services for children—ensuring our city is a great place to live, work, and play. Diversity and equity are vital to the City's ideals and values. The City of Portland, Oregon is a growing and diverse city of 650,000 residents, nearly 20% of whom speak languages other than English at home. The City of Portland values a diverse workforce and seeks ways to promote equity and inclusion within the organization and with the public.City of Portland encourages applications from candidates with knowledge, ability and experience working with a broad range of individuals and communities with diverse racial, ethnic, and socio-economic backgrounds. Although not required, candidates who can fluently speak another language should include that information in their application materials. Multilingual candidates are encouraged to apply. Virtual Zoom Meet & Greet Opportunity Come meet the hiring manager and the senior recruiter! We'll be talking about the position duties and responsibilities, day to day life in the role, review the announcement, discuss how to apply, and answer questions you may have about the position. April 25, 202412:00 PM Pacific Time (US and Canada)
Join Zoom Meeting https://us06web.zoom.us/j/89791409328
Meeting ID: 897 9140 9328
Have a question? Contact Information: TroyLynn Craft Senior Recruiter https://www.governmentjobs.com/careers/portlandor/jobs/newprint/troylynn.craft@portlandoregon.gov%C2%A0
To Qualify
The following minimum qualifications are required for this position:
• Knowledge of the issues surrounding access, equity, diversity, inclusion, implicit bias and institutional racism. • Experience in operational and strategic planning, including program evaluation, reporting, tracking, budget preparation and management. • Experience in appropriate communication strategies to reach and engage diverse audiences, including conflict resolution and leading difficult conversation. • Ability to collaborate with communities of color, people traditionally underserved or underrepresented and differently able communities in local decision making. • Experience in leadership, managing, supervising, including training and performance evaluation. • Ability to communicate effectively in writing and in person across a wide range of situations, that include large/small, external/internal stakeholder group conversations to sensitive one-on-one discussions.
The Recruitment Process
STEP 1: Apply online between April 15 - May 6, 2024
Required Application Materials:
• Cover Letter: a description of how your experience aligns with each minimum qualification of this position. • Resume: should support the details provided in your cover letter. • Equity Statement: a depiction of your past experiences that explains how these experiences have contributed to your personal and professional growth. It should explain the distinct qualities and commitment you can bring to the table.
Optional Application Materials:
• If you would like to request Veteran's Preference, please submit your Veteran documents (ex, DD214-Member 4, VA Benefit Letter, etc.) by the closing date of the recruitment.
Application Tips:
• Your cover letter should include details describing your education, training and/or experience, and where obtained, which clearly reflects your qualifications for each of the numbered items in the "To Qualify" section of this announcement. • Your resume should support the details described in your cover letter. • Salary Range/Equity Pay Analysis: Please note per the https://www.oregon.gov/boli/workers/pages/equal-pay.aspx your salary is determined based on the experience and education listed in your resume/application. It is strongly encouraged to include any transferable experience (paid or unpaid regardless of how recent) to ensure your offer is reflective of all directly related and equivalent experience. • Do not attach any additional documents. • Please note, all completed applications for this position must be submitted no later than on the closing date and time of this recruitment. • All applications must be submitted via the City's online application process. • E-mailed and/or faxed applications will not be accepted.
Step 2: Minimum Qualification Evaluation: Week of May 6, 2024
• An evaluation of each applicant's training and paid and unpaid experience, as demonstrated in their resume and cover letter, weighted 100%. • Your resume and cover letter will be the basis for our evaluation of your qualifications for this position. Incomplete or inappropriate information may result in disqualification. • You have 14 days from the notice of the minimum qualification evaluation results to let us know if you would like to review and discuss your evaluation result. Please read the City of Portland https://www.portland.gov/policies/human-resources-administrative-rules/employment/hrar-301-recruitment-processes#toc-examination-review for complete information. • Additional evaluation may be required prior to establishment of the eligible list and/or final selection.
Step 3: Establishment of Eligible List: Week of May 13, 2024
• Candidates who meet the minimum qualifications will be placed on the equally ranked eligible list.
Step 4: Selection (Interview): Late May
• Hiring bureau will review and select candidates for an interview. • Please note, the selection process may take up to 90 days from the notification of being placed on the eligible list.
Step 5: Offer of Employment: June
Step 6: Start Date
• A start date will be determined after all conditions of employment have been met.
*Timeline is approximate and subject to change.
Additional Information
https://www.portland.gov/bhr/career-center/recruitment-policy for additional information regarding the following:
• City of Portland Core Values • Recruitment Process - Work Status • Equal Employment Opportunity • Veteran Preference • ADA, Pregnancy, and Religious Accommodations
An Equal Opportunity / Affirmative Action Employer
To apply, please visit https://apptrkr.com/5183178
Job Title: Chief Advancement Officer Reports to (Title): President Department(s): Communications and Development Employment Classification: Full-Time FLSA Status: Exempt Base Annual Compensation Range: The full-time salary range for this role is between $175,000 - $263,000 with exact salary depending on experience, and new staff rarely start at the top of the range. Location: Remote
About Borealis Philanthropy
From Black-led movement-building, to queer and trans liberation, to disability justice and inclusion, community organizers are working every day to bring about transformational change. Borealis Philanthropy exists to listen to, invest in, and support them. Our staff of experts come from the communities we serve, and bring their lived experiences, values, and visions to the work of supporting community-driven change through grantee and funder collaboration.
As a philanthropic intermediary, Borealis Philanthropy builds bridges between funders and organizers by creating opportunities for impact-driven investments. We team with funders to conceive, develop, and implement grantmaking initiatives that resource the many innovative organizations within each of our respective grantmaking funds. In partnering with philanthropy, we remove barriers to funding for grassroots organizations and invest in intersectional movements, building a future that serves all of us.
Where We Are
While Borealis Philanthropy has been quite public about what we believe it takes to fund transformational change as a social justice intermediary, we know the reality that it is rare for intermediaries like ours to consistently be set up for long term success and sustainability.
As Borealis Philanthropy enters our tenth year of partnering with funders and movement leaders and organizers to build the liberatory future we believe possible, we are leaning more deeply into our theory of change , and intentionally investing in the next decade of resourcing justice movements by building an infrastructure to actualize our organizational potential.
Our Values
Alchemy + Healing, Atrevida + Audacity, Accountability + Integrity, Ubuntu + Interconnectedness
JOB OVERVIEW:
The Borealis Philanthropy Chief Advancement Officer (CAO) will be charged with overseeing the development and implementation of an organization-wide fundraising and communications strategy that is grounded in our organizational vision and values. This individual will be responsible for ensuring that the organization not only meets its revenue targets, but is actively working to bring on new donors, with priorities to:
Grow our individual donors and family foundation relationships,
Strengthen and expand our institutional philanthropy portfolio, and
Explore opportunities for corporate giving strategies.
This person will also be responsible for helping to implement strategic campaigns that amplify the work of Borealis and the intersections across our funds, collaborating with colleagues across the organization to leverage existing organizational relationships and identify new potential sources of financial support for Borealis’ funds.
A key member of Borealis’ Senior Leadership Team, the CAO will work closely with colleagues, including the President, Chief of Programs and Chief Financial Officer to facilitate the design of a comprehensive development and communications strategy for the organization that supports the cultivation, solicitation, and stewardship of both individual and institutional donors, as well as partners, grantees, and community aligned with our mission and vision. They will lead a growing team of communications and development staff in operationalizing the organization’s fundraising and communications strategy.
The CAO will play a critical role in cultivating a culture of community-centric philanthropy across the organization – among staff, the Board of Directors, and with funding partners. They will partner with the President to identify opportunities to meaningfully engage staff and Board members in fundraising and communications activity and dialogue in service of increasing awareness of the organization and gifts. They will provide comprehensive support to the President, the Senior Leadership team and the development and communications team in service of building a community of donor organizers. This includes ensuring necessary coaching and guidance is available org-wide to increase individual confidence and impact in philanthropic conversations with prospects and donors. They will build relationships with supporters that value the work of Borealis and our funds while cultivating connections across communities and amplifying movement partners.
KEY RESPONSIBILITIES:
The CAO will oversee the development and communications staffing of the following functional areas over time. To begin, priority will be given to the solidification of fundraising and communications strategy across the organization, effective operations, and the development of engagement strategies that support general operating and fund-specific fundraising.
The vision for this growing portfolio will ultimately include 15-16 staff across the Development and Communications departments. The CAO will have approximately four direct reports.
Fundraising Strategy & Operations
Partner with the President and Executive Team to define Borealis’ fundraising priorities as related to the organization’s strategic priorities.
Develop and implement a multi-year organization-wide fundraising strategy that is reflective and inclusive of diverse revenue streams – including foundations, corporations, and high net wealth individuals. As part of this strategy, set, monitor, and report on measurable goals for revenue sustainability and growth.
Work closely with the Finance team to forecast annual revenue goals, perform monthly revenue reconciliation, and manage donor reports to maintain accuracy and financial accountability.
Supervise internal systems that increase transparency and integration of data across the organization. This includes the evaluation of existing technology and tools and our new Salesforce database.
Recruit, hire, coach, and supervise a team of 5 development staff members and manage budgets related to the fundraising team.
Live and foster a culture of philanthropy that follows the principles of Community-Centric Fundraising , including that:
Fundraising must be grounded in race, equity, and social justice.
Donors are partners, and this means that we are transparent, and occasionally have difficult conversations.
Everyone (donors, staff, funders, board members, volunteers) personally benefits from engaging in the work of social justice – it’s not just charity and compassion.
Individual Major Gifts
Identify and prioritize individual major gift prospects, leveraging existing relationships and Borealis staff and Board member networks.
With Senior Philanthropic Advisor, create and manage cultivation and solicitation strategies for the most promising individual major gift prospects, partnering with Borealis leadership and/or key staff members as relevant.
Partner with the development team to build the organization’s major gifts infrastructure to bring on and steward individual and family foundation giving.
In partnership with the President and Senior Philanthropic Advisor, manage a portfolio of the organization’s highest capacity major gift donors (current and prospective).
Support and advise the President, the Board of Directors, and other senior staff on the cultivation and solicitation of major gift donors and prospects.
Foundation Relations + Corporate Giving
Collaborate with colleagues across the organization to research and identify philanthropic potential within existing organizational relationships, and to identify new prospective corporate and foundation funders, with an emphasis on major national and international foundations.
Supervise a Development Director, Associate, and Fund Directors in cultivation, solicitation, and stewardship strategies for the most promising foundation prospects.
Explore possibilities to grow the organization's corporate fundraising opportunities and the resources required to invest in building the required strategy.
In partnership with the President and key staff, manage a portfolio of the organization’s highest capacity corporate and foundation funders (current and prospective).
Communications & Marketing
Oversee the communications staff in the development and implementation of an organization-wide communications strategy that is culturally responsive and justice focused.
Integrate fundraising and communications strategy to relay the importance internally and externally of a ‘One Borealis’ funding and communications strategy.
Partner with fund leadership and communications staff to create case statements for fundraising priorities. Ensure staff and Board members have the necessary tools to communicate information consistently and effectively to external audiences.
Stay up to date on communications trends, the best ways to communicate to our audiences.
Board Management
Partner with the President in managing fundraising-related activities of the Board of Directors, including the creation of annual engagement plans for each Board member and managing additional vehicles for board engagement (i.e. development committee, etc.).
Identify opportunities to enhance Board confidence and impact in fundraising conversations.
These key responsibilities are not meant to be all-inclusive and may be subject to change at any time.
QUALIFICATIONS & SKILLS:
Bachelor’s degree and ten years of related work experience preferred.
7 years supervisory experience leading staff
A proven track record of developing and implementing values-aligned organizational development plans that include communications and fundraising strategies with clear and measurable outcomes and an ability to monitor success.
Experience soliciting and receiving 8+ figure gifts, multi-year grants and managing complex sets of grant deliverables with excellent outcomes.
Proven track record in fundraising from diverse sources, including experience applying moves management and facilitating leadership gift conversations with individual, foundation donors and/ or corporate giving.
Experience launching and managing strategic fundraising campaigns, capital campaigns, new lines of business or other strategic initiatives.
Demonstrated ability to effectively manage complex processes and projects for multiple priorities in a fast-paced environment in collaboration with others.
Demonstrated experience with and knowledge of the grant-seeking process, including grant writing, submission and reporting. A record of successful grant awards from major national and/or international foundations preferred.
Expertise in the practice and teachings of Community Centric Fundraising and Trust Based Philanthropy.
Salesforce CRM experience or similar CRM use.
Experience in a grantmaking organization is preferred.
Proven track record of leading people and processes within complex organizations, including managing teams to successfully reach and/or exceed fundraising goals.
Demonstrated success in remote and diverse work environments.
Demonstrated ability to work collaboratively, iteratively, and creatively with a diverse set of stakeholders, to co-create processes and solutions that meet the needs of the organization as well as donors and funders.
Excellent interpersonal communication skills, energy, and enthusiasm with the ability to build long-term relationships and represent the organization to external audiences.
Outstanding verbal and written communications skills, including the ability to write and present fundraising materials to a diverse set of audiences.
Ability to engage and support leadership with their efforts in fundraising, consultation, and advocacy.
Demonstrated flexibility, self-awareness, professional integrity, and cultural competence – including commitment to Borealis’ values, and diversity, equity, and inclusion.
ESSENTIAL PHYSICAL REQUIREMENTS:
Ability to travel independently to attend meetings.
Ability to converse verbally and in writing with donors, prospects, and other business partners.
Ability to maintain a full-time position with some extended hours required to travel and attend donor events.
Commitment to Disability, Diversity, Equity & Inclusion
Borealis is committed to the full inclusion of all qualified individuals. As part of this commitment, we will ensure that persons with disabilities are provided reasonable accommodations. If reasonable accommodation is needed to participate in the job application or interview process, please contact hr@borealisphilanthropy.org. Borealis is an equal opportunity employer and does not discriminate on the basis of race, sex, religion, national origin, gender identity or expression, sexual orientation, disability, age, or any other category protected by local, state, or federal laws. We are committed to building a diverse, equitable, and inclusive staff team. We strongly encourage applicants who are people of color, LGBTQ, women, trans and gender non-conforming people, people with disabilities, and/or formerly incarcerated people.
Application Instructions:
Whitney Herrington and McKenzie Midock of Ascend People are supporting this search. Please apply through the below link. Applications should include a resume and cover letter, as well as the required information as described in the application link. Priority will be given to applications submitted by April 19, 2024, though applications will be reviewed on an ongoing basis until the position is filled.
Full Time
Job Title: Chief Advancement Officer Reports to (Title): President Department(s): Communications and Development Employment Classification: Full-Time FLSA Status: Exempt Base Annual Compensation Range: The full-time salary range for this role is between $175,000 - $263,000 with exact salary depending on experience, and new staff rarely start at the top of the range. Location: Remote
About Borealis Philanthropy
From Black-led movement-building, to queer and trans liberation, to disability justice and inclusion, community organizers are working every day to bring about transformational change. Borealis Philanthropy exists to listen to, invest in, and support them. Our staff of experts come from the communities we serve, and bring their lived experiences, values, and visions to the work of supporting community-driven change through grantee and funder collaboration.
As a philanthropic intermediary, Borealis Philanthropy builds bridges between funders and organizers by creating opportunities for impact-driven investments. We team with funders to conceive, develop, and implement grantmaking initiatives that resource the many innovative organizations within each of our respective grantmaking funds. In partnering with philanthropy, we remove barriers to funding for grassroots organizations and invest in intersectional movements, building a future that serves all of us.
Where We Are
While Borealis Philanthropy has been quite public about what we believe it takes to fund transformational change as a social justice intermediary, we know the reality that it is rare for intermediaries like ours to consistently be set up for long term success and sustainability.
As Borealis Philanthropy enters our tenth year of partnering with funders and movement leaders and organizers to build the liberatory future we believe possible, we are leaning more deeply into our theory of change , and intentionally investing in the next decade of resourcing justice movements by building an infrastructure to actualize our organizational potential.
Our Values
Alchemy + Healing, Atrevida + Audacity, Accountability + Integrity, Ubuntu + Interconnectedness
JOB OVERVIEW:
The Borealis Philanthropy Chief Advancement Officer (CAO) will be charged with overseeing the development and implementation of an organization-wide fundraising and communications strategy that is grounded in our organizational vision and values. This individual will be responsible for ensuring that the organization not only meets its revenue targets, but is actively working to bring on new donors, with priorities to:
Grow our individual donors and family foundation relationships,
Strengthen and expand our institutional philanthropy portfolio, and
Explore opportunities for corporate giving strategies.
This person will also be responsible for helping to implement strategic campaigns that amplify the work of Borealis and the intersections across our funds, collaborating with colleagues across the organization to leverage existing organizational relationships and identify new potential sources of financial support for Borealis’ funds.
A key member of Borealis’ Senior Leadership Team, the CAO will work closely with colleagues, including the President, Chief of Programs and Chief Financial Officer to facilitate the design of a comprehensive development and communications strategy for the organization that supports the cultivation, solicitation, and stewardship of both individual and institutional donors, as well as partners, grantees, and community aligned with our mission and vision. They will lead a growing team of communications and development staff in operationalizing the organization’s fundraising and communications strategy.
The CAO will play a critical role in cultivating a culture of community-centric philanthropy across the organization – among staff, the Board of Directors, and with funding partners. They will partner with the President to identify opportunities to meaningfully engage staff and Board members in fundraising and communications activity and dialogue in service of increasing awareness of the organization and gifts. They will provide comprehensive support to the President, the Senior Leadership team and the development and communications team in service of building a community of donor organizers. This includes ensuring necessary coaching and guidance is available org-wide to increase individual confidence and impact in philanthropic conversations with prospects and donors. They will build relationships with supporters that value the work of Borealis and our funds while cultivating connections across communities and amplifying movement partners.
KEY RESPONSIBILITIES:
The CAO will oversee the development and communications staffing of the following functional areas over time. To begin, priority will be given to the solidification of fundraising and communications strategy across the organization, effective operations, and the development of engagement strategies that support general operating and fund-specific fundraising.
The vision for this growing portfolio will ultimately include 15-16 staff across the Development and Communications departments. The CAO will have approximately four direct reports.
Fundraising Strategy & Operations
Partner with the President and Executive Team to define Borealis’ fundraising priorities as related to the organization’s strategic priorities.
Develop and implement a multi-year organization-wide fundraising strategy that is reflective and inclusive of diverse revenue streams – including foundations, corporations, and high net wealth individuals. As part of this strategy, set, monitor, and report on measurable goals for revenue sustainability and growth.
Work closely with the Finance team to forecast annual revenue goals, perform monthly revenue reconciliation, and manage donor reports to maintain accuracy and financial accountability.
Supervise internal systems that increase transparency and integration of data across the organization. This includes the evaluation of existing technology and tools and our new Salesforce database.
Recruit, hire, coach, and supervise a team of 5 development staff members and manage budgets related to the fundraising team.
Live and foster a culture of philanthropy that follows the principles of Community-Centric Fundraising , including that:
Fundraising must be grounded in race, equity, and social justice.
Donors are partners, and this means that we are transparent, and occasionally have difficult conversations.
Everyone (donors, staff, funders, board members, volunteers) personally benefits from engaging in the work of social justice – it’s not just charity and compassion.
Individual Major Gifts
Identify and prioritize individual major gift prospects, leveraging existing relationships and Borealis staff and Board member networks.
With Senior Philanthropic Advisor, create and manage cultivation and solicitation strategies for the most promising individual major gift prospects, partnering with Borealis leadership and/or key staff members as relevant.
Partner with the development team to build the organization’s major gifts infrastructure to bring on and steward individual and family foundation giving.
In partnership with the President and Senior Philanthropic Advisor, manage a portfolio of the organization’s highest capacity major gift donors (current and prospective).
Support and advise the President, the Board of Directors, and other senior staff on the cultivation and solicitation of major gift donors and prospects.
Foundation Relations + Corporate Giving
Collaborate with colleagues across the organization to research and identify philanthropic potential within existing organizational relationships, and to identify new prospective corporate and foundation funders, with an emphasis on major national and international foundations.
Supervise a Development Director, Associate, and Fund Directors in cultivation, solicitation, and stewardship strategies for the most promising foundation prospects.
Explore possibilities to grow the organization's corporate fundraising opportunities and the resources required to invest in building the required strategy.
In partnership with the President and key staff, manage a portfolio of the organization’s highest capacity corporate and foundation funders (current and prospective).
Communications & Marketing
Oversee the communications staff in the development and implementation of an organization-wide communications strategy that is culturally responsive and justice focused.
Integrate fundraising and communications strategy to relay the importance internally and externally of a ‘One Borealis’ funding and communications strategy.
Partner with fund leadership and communications staff to create case statements for fundraising priorities. Ensure staff and Board members have the necessary tools to communicate information consistently and effectively to external audiences.
Stay up to date on communications trends, the best ways to communicate to our audiences.
Board Management
Partner with the President in managing fundraising-related activities of the Board of Directors, including the creation of annual engagement plans for each Board member and managing additional vehicles for board engagement (i.e. development committee, etc.).
Identify opportunities to enhance Board confidence and impact in fundraising conversations.
These key responsibilities are not meant to be all-inclusive and may be subject to change at any time.
QUALIFICATIONS & SKILLS:
Bachelor’s degree and ten years of related work experience preferred.
7 years supervisory experience leading staff
A proven track record of developing and implementing values-aligned organizational development plans that include communications and fundraising strategies with clear and measurable outcomes and an ability to monitor success.
Experience soliciting and receiving 8+ figure gifts, multi-year grants and managing complex sets of grant deliverables with excellent outcomes.
Proven track record in fundraising from diverse sources, including experience applying moves management and facilitating leadership gift conversations with individual, foundation donors and/ or corporate giving.
Experience launching and managing strategic fundraising campaigns, capital campaigns, new lines of business or other strategic initiatives.
Demonstrated ability to effectively manage complex processes and projects for multiple priorities in a fast-paced environment in collaboration with others.
Demonstrated experience with and knowledge of the grant-seeking process, including grant writing, submission and reporting. A record of successful grant awards from major national and/or international foundations preferred.
Expertise in the practice and teachings of Community Centric Fundraising and Trust Based Philanthropy.
Salesforce CRM experience or similar CRM use.
Experience in a grantmaking organization is preferred.
Proven track record of leading people and processes within complex organizations, including managing teams to successfully reach and/or exceed fundraising goals.
Demonstrated success in remote and diverse work environments.
Demonstrated ability to work collaboratively, iteratively, and creatively with a diverse set of stakeholders, to co-create processes and solutions that meet the needs of the organization as well as donors and funders.
Excellent interpersonal communication skills, energy, and enthusiasm with the ability to build long-term relationships and represent the organization to external audiences.
Outstanding verbal and written communications skills, including the ability to write and present fundraising materials to a diverse set of audiences.
Ability to engage and support leadership with their efforts in fundraising, consultation, and advocacy.
Demonstrated flexibility, self-awareness, professional integrity, and cultural competence – including commitment to Borealis’ values, and diversity, equity, and inclusion.
ESSENTIAL PHYSICAL REQUIREMENTS:
Ability to travel independently to attend meetings.
Ability to converse verbally and in writing with donors, prospects, and other business partners.
Ability to maintain a full-time position with some extended hours required to travel and attend donor events.
Commitment to Disability, Diversity, Equity & Inclusion
Borealis is committed to the full inclusion of all qualified individuals. As part of this commitment, we will ensure that persons with disabilities are provided reasonable accommodations. If reasonable accommodation is needed to participate in the job application or interview process, please contact hr@borealisphilanthropy.org. Borealis is an equal opportunity employer and does not discriminate on the basis of race, sex, religion, national origin, gender identity or expression, sexual orientation, disability, age, or any other category protected by local, state, or federal laws. We are committed to building a diverse, equitable, and inclusive staff team. We strongly encourage applicants who are people of color, LGBTQ, women, trans and gender non-conforming people, people with disabilities, and/or formerly incarcerated people.
Application Instructions:
Whitney Herrington and McKenzie Midock of Ascend People are supporting this search. Please apply through the below link. Applications should include a resume and cover letter, as well as the required information as described in the application link. Priority will be given to applications submitted by April 19, 2024, though applications will be reviewed on an ongoing basis until the position is filled.
Mind Share Partners (MSP) is a national nonprofit that is changing the culture of workplace mental health so that both employees and organizations can thrive. It does this for two reasons: to normalize what it looks like to have a mental health challenge at work--which is everyone at some point in their lives--and to address the workplace factors that can cause poor mental health for all employees/workers. MSP believes that if workplaces commit to reducing stigma, supporting their employees with mental health challenges, and addressing related workplace factors, they can drastically improve individual lives, company cultures, and workplace productivity.
MSP has been at the start of a growing movement to support mentally healthy workplaces and is poised to grow its impact with offerings that meet the increasingly complex needs of employers with customized workplace training, strategic advising, and implementation as well as its advocacy work. Over 50% of MSP’s revenue is from client services earned income, with the remainder from a range of philanthropic sources. As one of the only nonprofits exclusively focused on workplace mental health in an increasingly competitive space, MSP brings a unique mission and value proposition to this important work as both a trusted service provider and a movement builder. In close concert with the Board of Directors and the team, the CEO will guide the development of a newly refreshed vision to drive revenue growth and increased impact.
The next CEO will be an authentic storyteller, entrepreneurial visionary, exceptional fundraiser, and sales strategist who will drive the co-creation of MSP’s next iteration of a vision and strategic plan. They will demonstrate the ability to set clear priorities and goals, formulate and execute new revenue generation strategies, and stay agile to pivot in response to external conditions and impact data. The CEO will bring a nuanced, asset-based understanding of mental health as a spectrum, including an understanding of the intersectionality with DEIBJ concepts and the experiences of people with marginalized identities. They will be able to speak personally and openly about their own mental health experience and inspire others to support the organization and the movement. They will bring exceptional communications skills, sales and fundraising expertise, team management and leadership, and an entrepreneurial mindset to the work of elevating MSP’s mission and nurturing connectivity and culture among the team and stakeholders.
HISTORY AND VALUES
Mind Share Partners grew out of the idea that both employees and organizations should and could thrive in working relationships. Founder Kelly Greenwood knew that mental health is integral to the future of work as well as to diversity, equity, and inclusion. Old systems, practices, and styles that were negatively impacting employee mental health needed to be reevaluated in an effort to improve the future of work and DEIBJ in our country. Since 2020, workplace mental health has moved from a nice-to-have to a must-have, but few workplaces know how to execute well in this area. The pandemic’s lasting effects, racial reckoning, the political divide, and other factors created an unprecedented awareness of the mental health challenges and has normalized the conversation. MSP seeks to eliminate stigma and create more mentally healthy workplaces. MSP tripled its impact during 2020 and is seeking significant growth this year and beyond.
OPPORTUNITIES AND EXPECTATIONS FOR THE CEO
The CEO will be a seasoned executive leader (10+ years in a senior leadership role) who can passionately and authentically speak to current challenges in workplace mental health, the demands that C-Suite leadership and employees are facing to create and sustain supportive environments, and advocate for practical solutions. In collaboration with the Board and team, the CEO will create a 3–5-year strategic plan to grow and position MSP in an increasingly competitive client services landscape of well-resourced for-profit market players. Essential to success will be: (1) networks and relationships to drive business opportunity in client services and with new major donors, (2) examination and evolution of the client services portfolio to drive growth and maximize earned revenue, and (3) capacity and skill to drive thought leadership, movement building, and communications activities to support strategic growth and impact.
Revenue Generation: Fundraising & Sales The CEO will demonstrate skill in fundraising and resource development, including securing major gifts from high-net-worth individuals, foundation grants, corporate sponsorships, and the like to fuel growth. A core responsibility of the CEO will also be to drive sales and effective market positioning for the client services work. In addition to bringing networks and relationships for potential new work, they will build on a unique mission identity as a nonprofit and support development of new offerings that meet the moment for companies looking for tailored, flexible tools and strategies to measurably improve workplace mental health.
Movement Building The CEO will be an impactful spokesperson who can speak personally to the importance of mentally healthy workplaces across a range of external stakeholders including historically underrepresented communities, cross-sector thought leaders, advocates, and other strategic partners and influencers such as national press/media, nonprofits, companies, and coalitions – to share and build support for MSP’s vision and mission. In close partnership with the marketing and communications team the CEO will support strategic communications and movement building activities including building a social media presence focused on workplace mental health that will engage and grow an audience of followers, bylined articles, and other published contributions.
People Management & Culture Development MSP’s passionate team is the heart of the organization. Throughout the COVID pandemic, racial reckoning, national and global challenges, and internal organizational change, the team has tirelessly pushed to think differently about the changing and increased needs of MSP and its offerings. Aligned with MSP’s mission and vision, the CEO will build and nurture honest, authentic, and accountable relationships. They will embody and actualize an organization-wide commitment to listening to, working with, and learning from internal and external partners. The CEO will be a people-centered leader and strong manager with experience in hiring, coaching, and resourcing managers in a values-driven environment as well as implementing effective performance management practices to facilitate the team’s growth and success.
The CEO will support the development and growth of the team and a healthy organizational culture. Specifically, continued development and measurable progress on DEIBJ integration is critical, such that both MSP’s culture and its programmatic work reflects the organization’s collective understanding of intersectionality and centers the experiences and needs of people with marginalized identities. They will work to foster a culture that values equity, transparency, trust, clear communication, and collaboration across MSP while maintaining a healthy, flexible, and caring culture.
Financial Management & Stewardship In partnership with the senior leadership team, the CEO will lead and nurture a deeply committed team of 14 and bring strong business and financial acumen to manage an operating budget of $2 million and will advance effective business operations. This includes aligning growth with mission, planning for sustainability, and advancing internal policies and practices that reflect the organization’s core values.
Board Relations & Governance The CEO will partner with the Board to ensure transparency and accountability in organizational governance, financial health, and compliance, and identify current and future leadership needs. The CEO will also leverage the experience, relationships, and wisdom of the board to mobilize and motivate champions for the movement.
DESIRED EXPERIENCE AND QUALIFICATIONS
While no one candidate will embody all the qualifications enumerated below, the ideal candidate will possess many of the following professional and personal abilities, attributes, and experiences:
Personal Connection to Mental Health
A personal mental health story that can be told from the “I-voice”/personal lived experience (rather than from a friend or family perspective) and made broadly relevant and engaging, as well as shared in an authentic and vulnerable way.
Understanding of mental health as a broad spectrum of experiences in a strengths-based frame, both inextricable and intersectional to personal identity and lived experiences. Demonstrated depth of understanding of relevant fields and spaces, such as workplace mental health, human resources, learning and development, and diversity, equity, inclusion, belonging, and justice (DEIBJ).
Revenue Generator
Experience and orientation toward other types of revenue generation. Background in client services, sales, and/or earned income revenue strategies, including market positioning, services business development, and connecting with senior leaders around MSP’s unique value proposition.
Strategic fundraising orientation to effectively nurture, build, and sustain relationships with mission aligned donors as well as experience raising significant investments from public and private sources, including high net worth individuals, companies, corporate sponsorships, and foundations.
Inspiring Thought Leader
Experience with thought leadership, advocacy, and external relations via writing and speaking, building strategic partnerships, and establishing effective messaging and organizational voice.
Powerful communicator in writing, one on one, in small group settings, and with large audiences. Ability to authentically share the mission of MSP that draws in others. A natural brand-builder, connector, and networker to help expand the MSP network and motivate others. Models humility, vulnerability (especially around mental health) and authenticity.
Strategist and Scaler
Entrepreneurial and audacious spirit with demonstrated organizational, financial, and operational management expertise of a similarly sized or larger organization. Experience with scaling organizations is highly desirable.
Proven experience developing strategic plans, operationalizing effective planning processes, and implementing action steps that align programs and resources with mission and values.
Capacity to take multiple pieces of data, identify trends, risks and opportunities and make strategic recommendations for a path forward.
Team Culture Builder
Collaborative and compassionate leadership mindset, an openness to shared leadership with the Board and team, as well as an effective internal management style with both individuals and teams that breaks down silos and fosters mutual learning and cross team collaboration. A record of bringing a holistic lens to leadership regarding race, socioeconomic status, gender, sexuality, religion, nationality, and other identities impacted by equity barriers.
Strong relationship-building skills and a genuine interest in listening to and learning from others. Ability to establish trust, engage partners, as well as act with intentionality and accountability.
Empathy, emotional intelligence, and expertise in change management to guide and further cultivate a values-centered, positive, supportive, and transparent work environment.
The Basics
Ability and willingness to travel as needed for MSP meetings, fundraising events, conferences, and speaking engagements.
Combination of educational, professional, and lived experience aligned with MSP’s mission and values.
This full-time, exempt role can be based anywhere in the United States; MSP has a nationally distributed and fully remote team.
COMPENSATION, BENEFITS, AND LOCATION
MSP seeks to live its vision of a mentally healthy and inclusive workplace and below are just some examples of what that looks like in practice:
PTO (Paid Time Off) : Four weeks of PTO and 12 paid holidays plus an office shutdown the week prior to New Year’s—more importantly, MSP encourages team members to completely sign off from work when they are on vacation and at the end of their workdays.
Flexibility : MSP has always been a nationally distributed team that puts employees first with flexible work practices. Team members connect often and convene in person for two in-person retreats each year and when necessary.
Benefits : MSP has strong medical (including mental health), dental, and vision benefits, life insurance, a 401k with 2% matching, professional development funds, and a stipend to set up a home office.
Culture : The MSP team is made up of good humans who strive for excellence with balance—they recognize the whole person at work.
The location of this role is flexible within the United States as it is a remote position. The salary for this role will be $220,000.
TO APPLY
More information about Mind Share Partners may be found at: www.mindsharepartners.org
This search is being led with support from the national executive search firm NPAG . We invite interested candidates to submit a cover letter that includes: (1) what draws you personally to care about the mission of Mind Share Partners, and (2) a brief outline of your qualifications and relevant professional and lived experiences, along with a resume or CV via NPAG’s website .
Mind Share Partners’ Hiring Values We look at the whole picture : We recognize that neither job descriptions nor people are perfect. If you think you can be successful in this role but don’t meet every listed qualification, we encourage you to apply—we’d love to get to know you and see what you have to offer. We look for “culture adds” not “culture fits.” We want people who push our thinking and who bring a unique perspective to our work.
We seek to build an inclusive team : Mental health is a new frontier of DEIBJ and an intersectional issue that affects groups differently. At Mind Share Partners, we seek to reflect this in our team. We are an equal opportunity employer deeply committed to building an inclusive team with diverse perspectives and experiences from a range of backgrounds and cultures. We actively seek out identities, experiences, and perspectives that we don’t have represented on our team and do not discriminate based on race, religion, color, national origin, gender identity, sexual orientation, age, marital status, veteran status, or disability. We strongly encourage people from underrepresented communities within the workplace mental health space to apply.
Full Time
Mind Share Partners (MSP) is a national nonprofit that is changing the culture of workplace mental health so that both employees and organizations can thrive. It does this for two reasons: to normalize what it looks like to have a mental health challenge at work--which is everyone at some point in their lives--and to address the workplace factors that can cause poor mental health for all employees/workers. MSP believes that if workplaces commit to reducing stigma, supporting their employees with mental health challenges, and addressing related workplace factors, they can drastically improve individual lives, company cultures, and workplace productivity.
MSP has been at the start of a growing movement to support mentally healthy workplaces and is poised to grow its impact with offerings that meet the increasingly complex needs of employers with customized workplace training, strategic advising, and implementation as well as its advocacy work. Over 50% of MSP’s revenue is from client services earned income, with the remainder from a range of philanthropic sources. As one of the only nonprofits exclusively focused on workplace mental health in an increasingly competitive space, MSP brings a unique mission and value proposition to this important work as both a trusted service provider and a movement builder. In close concert with the Board of Directors and the team, the CEO will guide the development of a newly refreshed vision to drive revenue growth and increased impact.
The next CEO will be an authentic storyteller, entrepreneurial visionary, exceptional fundraiser, and sales strategist who will drive the co-creation of MSP’s next iteration of a vision and strategic plan. They will demonstrate the ability to set clear priorities and goals, formulate and execute new revenue generation strategies, and stay agile to pivot in response to external conditions and impact data. The CEO will bring a nuanced, asset-based understanding of mental health as a spectrum, including an understanding of the intersectionality with DEIBJ concepts and the experiences of people with marginalized identities. They will be able to speak personally and openly about their own mental health experience and inspire others to support the organization and the movement. They will bring exceptional communications skills, sales and fundraising expertise, team management and leadership, and an entrepreneurial mindset to the work of elevating MSP’s mission and nurturing connectivity and culture among the team and stakeholders.
HISTORY AND VALUES
Mind Share Partners grew out of the idea that both employees and organizations should and could thrive in working relationships. Founder Kelly Greenwood knew that mental health is integral to the future of work as well as to diversity, equity, and inclusion. Old systems, practices, and styles that were negatively impacting employee mental health needed to be reevaluated in an effort to improve the future of work and DEIBJ in our country. Since 2020, workplace mental health has moved from a nice-to-have to a must-have, but few workplaces know how to execute well in this area. The pandemic’s lasting effects, racial reckoning, the political divide, and other factors created an unprecedented awareness of the mental health challenges and has normalized the conversation. MSP seeks to eliminate stigma and create more mentally healthy workplaces. MSP tripled its impact during 2020 and is seeking significant growth this year and beyond.
OPPORTUNITIES AND EXPECTATIONS FOR THE CEO
The CEO will be a seasoned executive leader (10+ years in a senior leadership role) who can passionately and authentically speak to current challenges in workplace mental health, the demands that C-Suite leadership and employees are facing to create and sustain supportive environments, and advocate for practical solutions. In collaboration with the Board and team, the CEO will create a 3–5-year strategic plan to grow and position MSP in an increasingly competitive client services landscape of well-resourced for-profit market players. Essential to success will be: (1) networks and relationships to drive business opportunity in client services and with new major donors, (2) examination and evolution of the client services portfolio to drive growth and maximize earned revenue, and (3) capacity and skill to drive thought leadership, movement building, and communications activities to support strategic growth and impact.
Revenue Generation: Fundraising & Sales The CEO will demonstrate skill in fundraising and resource development, including securing major gifts from high-net-worth individuals, foundation grants, corporate sponsorships, and the like to fuel growth. A core responsibility of the CEO will also be to drive sales and effective market positioning for the client services work. In addition to bringing networks and relationships for potential new work, they will build on a unique mission identity as a nonprofit and support development of new offerings that meet the moment for companies looking for tailored, flexible tools and strategies to measurably improve workplace mental health.
Movement Building The CEO will be an impactful spokesperson who can speak personally to the importance of mentally healthy workplaces across a range of external stakeholders including historically underrepresented communities, cross-sector thought leaders, advocates, and other strategic partners and influencers such as national press/media, nonprofits, companies, and coalitions – to share and build support for MSP’s vision and mission. In close partnership with the marketing and communications team the CEO will support strategic communications and movement building activities including building a social media presence focused on workplace mental health that will engage and grow an audience of followers, bylined articles, and other published contributions.
People Management & Culture Development MSP’s passionate team is the heart of the organization. Throughout the COVID pandemic, racial reckoning, national and global challenges, and internal organizational change, the team has tirelessly pushed to think differently about the changing and increased needs of MSP and its offerings. Aligned with MSP’s mission and vision, the CEO will build and nurture honest, authentic, and accountable relationships. They will embody and actualize an organization-wide commitment to listening to, working with, and learning from internal and external partners. The CEO will be a people-centered leader and strong manager with experience in hiring, coaching, and resourcing managers in a values-driven environment as well as implementing effective performance management practices to facilitate the team’s growth and success.
The CEO will support the development and growth of the team and a healthy organizational culture. Specifically, continued development and measurable progress on DEIBJ integration is critical, such that both MSP’s culture and its programmatic work reflects the organization’s collective understanding of intersectionality and centers the experiences and needs of people with marginalized identities. They will work to foster a culture that values equity, transparency, trust, clear communication, and collaboration across MSP while maintaining a healthy, flexible, and caring culture.
Financial Management & Stewardship In partnership with the senior leadership team, the CEO will lead and nurture a deeply committed team of 14 and bring strong business and financial acumen to manage an operating budget of $2 million and will advance effective business operations. This includes aligning growth with mission, planning for sustainability, and advancing internal policies and practices that reflect the organization’s core values.
Board Relations & Governance The CEO will partner with the Board to ensure transparency and accountability in organizational governance, financial health, and compliance, and identify current and future leadership needs. The CEO will also leverage the experience, relationships, and wisdom of the board to mobilize and motivate champions for the movement.
DESIRED EXPERIENCE AND QUALIFICATIONS
While no one candidate will embody all the qualifications enumerated below, the ideal candidate will possess many of the following professional and personal abilities, attributes, and experiences:
Personal Connection to Mental Health
A personal mental health story that can be told from the “I-voice”/personal lived experience (rather than from a friend or family perspective) and made broadly relevant and engaging, as well as shared in an authentic and vulnerable way.
Understanding of mental health as a broad spectrum of experiences in a strengths-based frame, both inextricable and intersectional to personal identity and lived experiences. Demonstrated depth of understanding of relevant fields and spaces, such as workplace mental health, human resources, learning and development, and diversity, equity, inclusion, belonging, and justice (DEIBJ).
Revenue Generator
Experience and orientation toward other types of revenue generation. Background in client services, sales, and/or earned income revenue strategies, including market positioning, services business development, and connecting with senior leaders around MSP’s unique value proposition.
Strategic fundraising orientation to effectively nurture, build, and sustain relationships with mission aligned donors as well as experience raising significant investments from public and private sources, including high net worth individuals, companies, corporate sponsorships, and foundations.
Inspiring Thought Leader
Experience with thought leadership, advocacy, and external relations via writing and speaking, building strategic partnerships, and establishing effective messaging and organizational voice.
Powerful communicator in writing, one on one, in small group settings, and with large audiences. Ability to authentically share the mission of MSP that draws in others. A natural brand-builder, connector, and networker to help expand the MSP network and motivate others. Models humility, vulnerability (especially around mental health) and authenticity.
Strategist and Scaler
Entrepreneurial and audacious spirit with demonstrated organizational, financial, and operational management expertise of a similarly sized or larger organization. Experience with scaling organizations is highly desirable.
Proven experience developing strategic plans, operationalizing effective planning processes, and implementing action steps that align programs and resources with mission and values.
Capacity to take multiple pieces of data, identify trends, risks and opportunities and make strategic recommendations for a path forward.
Team Culture Builder
Collaborative and compassionate leadership mindset, an openness to shared leadership with the Board and team, as well as an effective internal management style with both individuals and teams that breaks down silos and fosters mutual learning and cross team collaboration. A record of bringing a holistic lens to leadership regarding race, socioeconomic status, gender, sexuality, religion, nationality, and other identities impacted by equity barriers.
Strong relationship-building skills and a genuine interest in listening to and learning from others. Ability to establish trust, engage partners, as well as act with intentionality and accountability.
Empathy, emotional intelligence, and expertise in change management to guide and further cultivate a values-centered, positive, supportive, and transparent work environment.
The Basics
Ability and willingness to travel as needed for MSP meetings, fundraising events, conferences, and speaking engagements.
Combination of educational, professional, and lived experience aligned with MSP’s mission and values.
This full-time, exempt role can be based anywhere in the United States; MSP has a nationally distributed and fully remote team.
COMPENSATION, BENEFITS, AND LOCATION
MSP seeks to live its vision of a mentally healthy and inclusive workplace and below are just some examples of what that looks like in practice:
PTO (Paid Time Off) : Four weeks of PTO and 12 paid holidays plus an office shutdown the week prior to New Year’s—more importantly, MSP encourages team members to completely sign off from work when they are on vacation and at the end of their workdays.
Flexibility : MSP has always been a nationally distributed team that puts employees first with flexible work practices. Team members connect often and convene in person for two in-person retreats each year and when necessary.
Benefits : MSP has strong medical (including mental health), dental, and vision benefits, life insurance, a 401k with 2% matching, professional development funds, and a stipend to set up a home office.
Culture : The MSP team is made up of good humans who strive for excellence with balance—they recognize the whole person at work.
The location of this role is flexible within the United States as it is a remote position. The salary for this role will be $220,000.
TO APPLY
More information about Mind Share Partners may be found at: www.mindsharepartners.org
This search is being led with support from the national executive search firm NPAG . We invite interested candidates to submit a cover letter that includes: (1) what draws you personally to care about the mission of Mind Share Partners, and (2) a brief outline of your qualifications and relevant professional and lived experiences, along with a resume or CV via NPAG’s website .
Mind Share Partners’ Hiring Values We look at the whole picture : We recognize that neither job descriptions nor people are perfect. If you think you can be successful in this role but don’t meet every listed qualification, we encourage you to apply—we’d love to get to know you and see what you have to offer. We look for “culture adds” not “culture fits.” We want people who push our thinking and who bring a unique perspective to our work.
We seek to build an inclusive team : Mental health is a new frontier of DEIBJ and an intersectional issue that affects groups differently. At Mind Share Partners, we seek to reflect this in our team. We are an equal opportunity employer deeply committed to building an inclusive team with diverse perspectives and experiences from a range of backgrounds and cultures. We actively seek out identities, experiences, and perspectives that we don’t have represented on our team and do not discriminate based on race, religion, color, national origin, gender identity, sexual orientation, age, marital status, veteran status, or disability. We strongly encourage people from underrepresented communities within the workplace mental health space to apply.
North Carolina Central University Chancellor Search
North Carolina Central University (NCCU), an esteemed constituent institution of the University of North Carolina System (UNC System), is actively searching for its next visionary chancellor to spearhead the storied institution’s journey into a continued future of growth, innovation and transformative change. With current chancellor, Dr. Johnson O. Akinleye, set to retire after nearly eight years of dedicated service to the NCCU community, effective at the end of the 2023–2024 academic year, the university is calling forth dynamic individuals with a passion for education, innovation and impactful leadership to guide NCCU to new heights. ABOUT NORTH CAROLINA CENTRAL UNIVERSITY NCCU is a nationally ranked historically Black university founded in 1910 in Durham, North Carolina, by pharmacist and religious educator Dr. James E. Shepard. The university serves as a hub for intellectual dialogue and discourse and is a source of academic distinction and game-changing innovation for North Carolina, the United States and the world. It is the oldest publicly-funded liberal arts college for African Americans in the nation. Located in the state’s Research Triangle region, NCCU has an enrollment of 7,964 students (Fall 2023) who hail from North Carolina, North America, Africa, Asia, South America and Europe. The university offers nearly 140 undergraduate, graduate and professional degree programs – including a Ph.D. in integrated biosciences – with 146 area concentrations. NCCU’s signature graduate and undergraduate degrees are housed in seven colleges and schools: College of Arts and Social Sciences and Humanities; School of Business; School of Education; School of Graduate Studies; College of Health and Sciences; School of Law; and School of Library and Information Sciences. The Role of Chancellor of North Carolina Central University The Chancellor reports to the UNC System President, and executes the policies established by the UNC Board of Governors and the NCCU Board of Trustees. As the chief executive of the institution, the Chancellor is responsible for all institutional operations including administrative, academic, financial, student affairs, advancement, athletics, and alumni affairs, and ensuring that the institution’s affairs are carried out consistent with federal and state law and university policy. The Chancellor’s Cabinet and Executive Leadership Team includes ten direct reports: the Provost and Vice Chancellor for Academic Affairs; the Chief Financial Officer and Vice Chancellor for Administration and Finance; the Vice Chancellor for Student Affairs; the Vice Chancellor for Institutional Advancement; the Chief of Staff; the Chief Legal Counsel; the Director of Athletics; the Chief Information Officer; the Chief Human Resources Officer; and the Chief Brand Officer. The Chancellor works closely with UNC Board of Governors, the President and UNC System leaders, and the NCCU Board of Trustees to ensure alignment between the institution’s strategic initiatives and the UNC System Strategic Plan: Higher Expectations. The Chancellor has overall responsibilities to strengthen existing institutional initiatives and foster new initiatives to ensure sustainability and forward progress toward successfully advancing the university’s mission. The Chancellor will serve as the public face of the University, providing leadership across campus and being an active and contributing leader within the community, across North Carolina, among other higher education institutions, and across the nation. Desired Qualifications and Characteristics The next chancellor of North Carolina Central University will demonstrate leadership capabilities and potential in the following areas: • North Carolina Central University’s History and Mission. Someone with a deep passion for NCCU’s 113-year history and mission as a public Historically Black College and University (HBCU) – the nation’s first public liberal arts colleges for Black students – and its contributions to the region and our state, especially in the fields of law, the liberal arts, education, health sciences and nursing, and business. • UNC System Governance and Strategic Goals. Someone who understands and appreciates the governance structure of the UNC System and is wholly committed to furthering the shared goals of the UNC System’s strategic plan, especially our focus on increasing student success. • Integrity, Transparency, and Communication. Someone with unwavering integrity and commitment to transparency, and who communicates with and actively listens to diverse constituent groups to foster a shared vision and goals for the institution. • Strategic Vision. Someone who demonstrates a clear vision for meeting the institution’s challenges and seizing its many opportunities, including increasing student enrollment, retention, and on-time graduation, strengthening the institution’s signature programs, and forging strong ties with employers and communities in the Durham and Triangle region. • Change Management and Shared Accountability. Someone with the ability to manage and lead through change, demonstrating adaptability, resilience, and the ability to thrive in a dynamic environment and lead the institution through future transformations. Someone with a strong background in establishing clear performance metrics and holding institutional leaders accountable to ensure alignment with the university’s strategic objectives. • Student Success and Wellbeing. Someone who is laser-focused on student success, continuing the institution’s exceptional record of driving upward social and economic mobility; who is committed to academic excellence; and who fully recognizes the critical links between access, affordability, student support, and success. • Employee Success, Wellbeing, and Development. Someone who appreciates the essential contribution of faculty and staff and demonstrates the importance of employee engagement and wellbeing by fostering a positive work environment where faculty and staff at all levels feel valued, supported, and motivated. This includes developing future leaders within the institution to grow a sustainable pipeline of talent that aligns with the university’s long-term goals. • Strategic Partnerships and Institutional Support. Someone who cultivates new and manages ongoing partnerships that advance the institution’s mission and goals, secures financial support from philanthropic, corporate, and government sources, embraces the institution’s role in the economic and community development of the region, and successfully advocates on the institution’s behalf with lawmakers and leaders at every level of government. • Campus Safety. Someone who prioritizes the safety and security of the entire campus community and employs strong crisis management skills. • Fiscal Stewardship. Someone with demonstrated ability to manage the institution’s resources in a transparent and fiscally prudent manner and to maintain a high-quality infrastructure to support the institution’s mission. • Operational Excellence. Someone who applies sound management practices to sustain the operational health of the institution and understands the importance of leveraging technology to enhance student learning and streamline administrative processes. • Free Expression and Academic Freedom. Someone who is wholly committed to the principles of free expression and academic freedom. How to Apply Individuals interested in being considered for the Chancellorship of North Carolina Central University are encouraged to apply. For priority consideration, candidates must submit a letter of interest and a Curriculum Vitae/Resume by March 29, 2024. Confidential inquiries, nominations, and applications should be directed via electronic mail to chancellorsearch@northcarolina.edu. The position will remain open until filled. Candidates will be notified before their references are contacted. The NCCU Search Advisory Committee will consider candidates and conduct interviews. The Committee will recommend at least three unranked candidates to the NCCU Board of Trustees who will then recommend at least three unranked finalists to the President. The President will nominate one candidate to the UNC Board of Governors for election. Under North Carolina law, the names and personal information of candidates remain confidential throughout the search process and beyond. Points of Contact: • Confidential inquiries, nominations, and applications should be directed via electronic mail to chancellorsearch@northcarolina.edu. • For other questions, contact Lynn Duffy, Senior Associate Vice President for Leadership Development and Talent Acquisition, UNC System Office, at lsduffy@northcarolina.edu For more information about the search process, please visit the North Carolina Central University Chancellor Search website at https://www.nccu.edu/chancellor-search. EEO Statement North Carolina Central University is an Equal Opportunity and Affirmative Action Employer. No one who applies or seeks employment will be denied admission to or employment at NCCU on the basis of race, religion, color, national origin, sex, age, disabling condition, veteran status, political affiliation, genetic information or sexual orientation and sexual identity.
Full Time
North Carolina Central University Chancellor Search
North Carolina Central University (NCCU), an esteemed constituent institution of the University of North Carolina System (UNC System), is actively searching for its next visionary chancellor to spearhead the storied institution’s journey into a continued future of growth, innovation and transformative change. With current chancellor, Dr. Johnson O. Akinleye, set to retire after nearly eight years of dedicated service to the NCCU community, effective at the end of the 2023–2024 academic year, the university is calling forth dynamic individuals with a passion for education, innovation and impactful leadership to guide NCCU to new heights. ABOUT NORTH CAROLINA CENTRAL UNIVERSITY NCCU is a nationally ranked historically Black university founded in 1910 in Durham, North Carolina, by pharmacist and religious educator Dr. James E. Shepard. The university serves as a hub for intellectual dialogue and discourse and is a source of academic distinction and game-changing innovation for North Carolina, the United States and the world. It is the oldest publicly-funded liberal arts college for African Americans in the nation. Located in the state’s Research Triangle region, NCCU has an enrollment of 7,964 students (Fall 2023) who hail from North Carolina, North America, Africa, Asia, South America and Europe. The university offers nearly 140 undergraduate, graduate and professional degree programs – including a Ph.D. in integrated biosciences – with 146 area concentrations. NCCU’s signature graduate and undergraduate degrees are housed in seven colleges and schools: College of Arts and Social Sciences and Humanities; School of Business; School of Education; School of Graduate Studies; College of Health and Sciences; School of Law; and School of Library and Information Sciences. The Role of Chancellor of North Carolina Central University The Chancellor reports to the UNC System President, and executes the policies established by the UNC Board of Governors and the NCCU Board of Trustees. As the chief executive of the institution, the Chancellor is responsible for all institutional operations including administrative, academic, financial, student affairs, advancement, athletics, and alumni affairs, and ensuring that the institution’s affairs are carried out consistent with federal and state law and university policy. The Chancellor’s Cabinet and Executive Leadership Team includes ten direct reports: the Provost and Vice Chancellor for Academic Affairs; the Chief Financial Officer and Vice Chancellor for Administration and Finance; the Vice Chancellor for Student Affairs; the Vice Chancellor for Institutional Advancement; the Chief of Staff; the Chief Legal Counsel; the Director of Athletics; the Chief Information Officer; the Chief Human Resources Officer; and the Chief Brand Officer. The Chancellor works closely with UNC Board of Governors, the President and UNC System leaders, and the NCCU Board of Trustees to ensure alignment between the institution’s strategic initiatives and the UNC System Strategic Plan: Higher Expectations. The Chancellor has overall responsibilities to strengthen existing institutional initiatives and foster new initiatives to ensure sustainability and forward progress toward successfully advancing the university’s mission. The Chancellor will serve as the public face of the University, providing leadership across campus and being an active and contributing leader within the community, across North Carolina, among other higher education institutions, and across the nation. Desired Qualifications and Characteristics The next chancellor of North Carolina Central University will demonstrate leadership capabilities and potential in the following areas: • North Carolina Central University’s History and Mission. Someone with a deep passion for NCCU’s 113-year history and mission as a public Historically Black College and University (HBCU) – the nation’s first public liberal arts colleges for Black students – and its contributions to the region and our state, especially in the fields of law, the liberal arts, education, health sciences and nursing, and business. • UNC System Governance and Strategic Goals. Someone who understands and appreciates the governance structure of the UNC System and is wholly committed to furthering the shared goals of the UNC System’s strategic plan, especially our focus on increasing student success. • Integrity, Transparency, and Communication. Someone with unwavering integrity and commitment to transparency, and who communicates with and actively listens to diverse constituent groups to foster a shared vision and goals for the institution. • Strategic Vision. Someone who demonstrates a clear vision for meeting the institution’s challenges and seizing its many opportunities, including increasing student enrollment, retention, and on-time graduation, strengthening the institution’s signature programs, and forging strong ties with employers and communities in the Durham and Triangle region. • Change Management and Shared Accountability. Someone with the ability to manage and lead through change, demonstrating adaptability, resilience, and the ability to thrive in a dynamic environment and lead the institution through future transformations. Someone with a strong background in establishing clear performance metrics and holding institutional leaders accountable to ensure alignment with the university’s strategic objectives. • Student Success and Wellbeing. Someone who is laser-focused on student success, continuing the institution’s exceptional record of driving upward social and economic mobility; who is committed to academic excellence; and who fully recognizes the critical links between access, affordability, student support, and success. • Employee Success, Wellbeing, and Development. Someone who appreciates the essential contribution of faculty and staff and demonstrates the importance of employee engagement and wellbeing by fostering a positive work environment where faculty and staff at all levels feel valued, supported, and motivated. This includes developing future leaders within the institution to grow a sustainable pipeline of talent that aligns with the university’s long-term goals. • Strategic Partnerships and Institutional Support. Someone who cultivates new and manages ongoing partnerships that advance the institution’s mission and goals, secures financial support from philanthropic, corporate, and government sources, embraces the institution’s role in the economic and community development of the region, and successfully advocates on the institution’s behalf with lawmakers and leaders at every level of government. • Campus Safety. Someone who prioritizes the safety and security of the entire campus community and employs strong crisis management skills. • Fiscal Stewardship. Someone with demonstrated ability to manage the institution’s resources in a transparent and fiscally prudent manner and to maintain a high-quality infrastructure to support the institution’s mission. • Operational Excellence. Someone who applies sound management practices to sustain the operational health of the institution and understands the importance of leveraging technology to enhance student learning and streamline administrative processes. • Free Expression and Academic Freedom. Someone who is wholly committed to the principles of free expression and academic freedom. How to Apply Individuals interested in being considered for the Chancellorship of North Carolina Central University are encouraged to apply. For priority consideration, candidates must submit a letter of interest and a Curriculum Vitae/Resume by March 29, 2024. Confidential inquiries, nominations, and applications should be directed via electronic mail to chancellorsearch@northcarolina.edu. The position will remain open until filled. Candidates will be notified before their references are contacted. The NCCU Search Advisory Committee will consider candidates and conduct interviews. The Committee will recommend at least three unranked candidates to the NCCU Board of Trustees who will then recommend at least three unranked finalists to the President. The President will nominate one candidate to the UNC Board of Governors for election. Under North Carolina law, the names and personal information of candidates remain confidential throughout the search process and beyond. Points of Contact: • Confidential inquiries, nominations, and applications should be directed via electronic mail to chancellorsearch@northcarolina.edu. • For other questions, contact Lynn Duffy, Senior Associate Vice President for Leadership Development and Talent Acquisition, UNC System Office, at lsduffy@northcarolina.edu For more information about the search process, please visit the North Carolina Central University Chancellor Search website at https://www.nccu.edu/chancellor-search. EEO Statement North Carolina Central University is an Equal Opportunity and Affirmative Action Employer. No one who applies or seeks employment will be denied admission to or employment at NCCU on the basis of race, religion, color, national origin, sex, age, disabling condition, veteran status, political affiliation, genetic information or sexual orientation and sexual identity.
Program Manager, Planned Giving
University Job Title: Development Associate, Manager
Bargaining Unit: None - Not included in the union (Yale Union Group)
Time Type: Full time
Duration Type: Regular
Compensation Grade: Administration & Operations
Wage Ranges: Click https://your.yale.edu/work-yale/careers/wage-ranges to see our Wage Ranges
Work Location: Central Campus
Worksite Address: 157 Church Street New Haven, CT 06510
Work Week: Standard (M-F equal number of hours per day)
Searchable Job Family: Communications/Editing/Teaching, Development
Total # of Hours to be Works: 37.5
Position Focus:
Reporting to the University Director, Planned Giving, the Program Manager directs a team of program coordinators to ensure a high level of administrative support for the Planned Giving team, including assisting the Director and frontline gift officers in their work to raise and steward planned gifts for Yale's highest priorities. The Program Manager oversees support for an integrated program specializing in structured gift vehicles to provide vital charitable support for the university while meeting a donor's tax or personal financial goals. This role focuses on implementing processes for efficient gift processing, identifying best practices for tracking goals, supporting program coordinators with the production of written content for internal partners as well as donors, the generation of gift illustrations, and generally contributing to a growing and busy specialized fundraising arm. The Program Manager also develops, directs, and trains staff and colleagues on processes and policies with a focus on information and records management.
Specific duties include: Supervision of a staff of program coordinators, with responsibilities including active management/oversight of workflow, providing feedback and coaching to staff, and implementing and overseeing onboarding efforts. Development of processes for briefings and correspondence, and monitoring of quality standards for all written materials provided by and for Planned Giving and university partners. Oversight and development of a stewardship program to maintain contact with planned giving donors, including project oversight for events, both virtual and in-person. Acting as an operational resource for Planned Giving, innovating and developing best practices in line with changing departmental needs, setting and overseeing guidelines for internal and external processes, and maintaining a department calendar to track deadlines. Monitoring intake of inquiries from donors and acting as a point person for internal partners. Serving as a team resource and subject matter expert in Yale's CRM database, Hopper, and ensure support of operations relating to, for example, data entry, goal-tracking and year-end reporting. Partnering and liaising with colleagues to manage and track a publications calendar for deliverables. Serving as a key contact for banking partner, BNY Mellon.
The following responsibilities are generic in nature. Applicants will find the information in this Position Focus to be most relevant to the needs of the position.
Cover letter required with application.
Essential Duties:
1. Plans, directs and oversees programmatic activities in support of the overall mission. Initiates, develops and oversees projects that advance the unit’s goals.2. Tracks program activities and regularly informs leadership of progress. Recommends structural or programmatic adjustments, changes or additions based on full knowledge of mission, goals, and objectives. Develops, as needed, metrics to identify and measure success.3. Develops, implements, and maintains operational policies and procedures. Innovates and develops best practices in line with changing unit and departmental needs. Serves as a resource to the unit director and others, as needed, in the work of the team.4. Hires and supervises staff, overseeing workflow and ensuring equal distribution and timely completion of work. Meets regularly with direct reports and provides feedback and conducts reviews. Evaluates team productivity and makes necessary adjustments.5. Sets and maintains quality standards for all materials provided by and for the unit. Devises and implements plans for communications with stakeholders and others.6. May participate in training of new staff to ensure a comprehensive understanding of the resources and procedures within the unit.7. May hire and directly supervises unit’s student employees, including training and coordination of project assignments.8. Keeps abreast of University information, disseminating to team members as appropriate.9. May perform other duties as assigned.
Required Education and Experience:
Bachelor's Degree and two years of related experience and two years’ supervisory experience or equivalent combination of experience and education.
Required Skill/Ability 1:
Superior interpersonal skills. Ability to train and coach staff with varying experience and expertise. Ability to interact in a professional manner with senior administrators and donors.
Required Skill/Ability 2:
Excellent verbal and written communication skills, editorial skills, and attention to detail. Strong information management and computer skills, including demonstrated proficiency using database systems to produce reports and other analysis.
Required Skill/Ability 3:
Professionalism, maturity, and ability to maintain strict confidentiality.
Required Skill/Ability 4:
Ability to prioritize work, multi-task, and meet deadlines in a fast-paced environment. Strong organizational and problem-solving skills. Ability to initiate and apply creative solutions.
Required Skill/Ability 5:
Commitment to an inclusive workplace. Ability to engage with diverse audiences (age, gender, nationality, race/ethnicity, profession, sexual orientation, etc.) Ability to work well independently and as part of a diverse team.
Preferred Education, Experience and Skills:
Experience in a University setting or with development work. Familiarity with Yale. Experience working directly with senior executives, faculty, or administrators. Ability to design, implement, and document business, information, and report management processes and policies. Experience in supervising staff.
Drug Screen: No
Health Screening: No
Background Check Requirements:
All candidates for employment will be subject to pre-employment background screening for this position, which may include motor vehicle, DOT certification, drug testing and credit checks based on the position description and job requirements. All offers are contingent upon the successful completion of the background check. For additional information on the background check requirements and process visit "Learn about background checks" under the Applicant Support Resources section of Careers on the It's Your Yale website.
COVID-19 Vaccine Requirement:
The University maintains policies pertaining to COVID-19. All faculty, staff, students, and trainees are required to comply with these policies, which may be found here: https://covid19.yale.edu/health-guidelines
Posting Disclaimer:
The intent of this job description is to provide a representative summary of the essential functions that will be required of the position and should not be construed as a declaration of specific duties and responsibilities of the particular position. Employees will be assigned specific job-related duties through their hiring departments.
To apply, visit https://apptrkr.com/4984223
Yale is a tobacco-free campus.
Full Time
Program Manager, Planned Giving
University Job Title: Development Associate, Manager
Bargaining Unit: None - Not included in the union (Yale Union Group)
Time Type: Full time
Duration Type: Regular
Compensation Grade: Administration & Operations
Wage Ranges: Click https://your.yale.edu/work-yale/careers/wage-ranges to see our Wage Ranges
Work Location: Central Campus
Worksite Address: 157 Church Street New Haven, CT 06510
Work Week: Standard (M-F equal number of hours per day)
Searchable Job Family: Communications/Editing/Teaching, Development
Total # of Hours to be Works: 37.5
Position Focus:
Reporting to the University Director, Planned Giving, the Program Manager directs a team of program coordinators to ensure a high level of administrative support for the Planned Giving team, including assisting the Director and frontline gift officers in their work to raise and steward planned gifts for Yale's highest priorities. The Program Manager oversees support for an integrated program specializing in structured gift vehicles to provide vital charitable support for the university while meeting a donor's tax or personal financial goals. This role focuses on implementing processes for efficient gift processing, identifying best practices for tracking goals, supporting program coordinators with the production of written content for internal partners as well as donors, the generation of gift illustrations, and generally contributing to a growing and busy specialized fundraising arm. The Program Manager also develops, directs, and trains staff and colleagues on processes and policies with a focus on information and records management.
Specific duties include: Supervision of a staff of program coordinators, with responsibilities including active management/oversight of workflow, providing feedback and coaching to staff, and implementing and overseeing onboarding efforts. Development of processes for briefings and correspondence, and monitoring of quality standards for all written materials provided by and for Planned Giving and university partners. Oversight and development of a stewardship program to maintain contact with planned giving donors, including project oversight for events, both virtual and in-person. Acting as an operational resource for Planned Giving, innovating and developing best practices in line with changing departmental needs, setting and overseeing guidelines for internal and external processes, and maintaining a department calendar to track deadlines. Monitoring intake of inquiries from donors and acting as a point person for internal partners. Serving as a team resource and subject matter expert in Yale's CRM database, Hopper, and ensure support of operations relating to, for example, data entry, goal-tracking and year-end reporting. Partnering and liaising with colleagues to manage and track a publications calendar for deliverables. Serving as a key contact for banking partner, BNY Mellon.
The following responsibilities are generic in nature. Applicants will find the information in this Position Focus to be most relevant to the needs of the position.
Cover letter required with application.
Essential Duties:
1. Plans, directs and oversees programmatic activities in support of the overall mission. Initiates, develops and oversees projects that advance the unit’s goals.2. Tracks program activities and regularly informs leadership of progress. Recommends structural or programmatic adjustments, changes or additions based on full knowledge of mission, goals, and objectives. Develops, as needed, metrics to identify and measure success.3. Develops, implements, and maintains operational policies and procedures. Innovates and develops best practices in line with changing unit and departmental needs. Serves as a resource to the unit director and others, as needed, in the work of the team.4. Hires and supervises staff, overseeing workflow and ensuring equal distribution and timely completion of work. Meets regularly with direct reports and provides feedback and conducts reviews. Evaluates team productivity and makes necessary adjustments.5. Sets and maintains quality standards for all materials provided by and for the unit. Devises and implements plans for communications with stakeholders and others.6. May participate in training of new staff to ensure a comprehensive understanding of the resources and procedures within the unit.7. May hire and directly supervises unit’s student employees, including training and coordination of project assignments.8. Keeps abreast of University information, disseminating to team members as appropriate.9. May perform other duties as assigned.
Required Education and Experience:
Bachelor's Degree and two years of related experience and two years’ supervisory experience or equivalent combination of experience and education.
Required Skill/Ability 1:
Superior interpersonal skills. Ability to train and coach staff with varying experience and expertise. Ability to interact in a professional manner with senior administrators and donors.
Required Skill/Ability 2:
Excellent verbal and written communication skills, editorial skills, and attention to detail. Strong information management and computer skills, including demonstrated proficiency using database systems to produce reports and other analysis.
Required Skill/Ability 3:
Professionalism, maturity, and ability to maintain strict confidentiality.
Required Skill/Ability 4:
Ability to prioritize work, multi-task, and meet deadlines in a fast-paced environment. Strong organizational and problem-solving skills. Ability to initiate and apply creative solutions.
Required Skill/Ability 5:
Commitment to an inclusive workplace. Ability to engage with diverse audiences (age, gender, nationality, race/ethnicity, profession, sexual orientation, etc.) Ability to work well independently and as part of a diverse team.
Preferred Education, Experience and Skills:
Experience in a University setting or with development work. Familiarity with Yale. Experience working directly with senior executives, faculty, or administrators. Ability to design, implement, and document business, information, and report management processes and policies. Experience in supervising staff.
Drug Screen: No
Health Screening: No
Background Check Requirements:
All candidates for employment will be subject to pre-employment background screening for this position, which may include motor vehicle, DOT certification, drug testing and credit checks based on the position description and job requirements. All offers are contingent upon the successful completion of the background check. For additional information on the background check requirements and process visit "Learn about background checks" under the Applicant Support Resources section of Careers on the It's Your Yale website.
COVID-19 Vaccine Requirement:
The University maintains policies pertaining to COVID-19. All faculty, staff, students, and trainees are required to comply with these policies, which may be found here: https://covid19.yale.edu/health-guidelines
Posting Disclaimer:
The intent of this job description is to provide a representative summary of the essential functions that will be required of the position and should not be construed as a declaration of specific duties and responsibilities of the particular position. Employees will be assigned specific job-related duties through their hiring departments.
To apply, visit https://apptrkr.com/4984223
Yale is a tobacco-free campus.
ABOUT THE ORGANIZATION:
Commonpoint Queens is a multifaceted community center dedicated to sustaining and enhancing the quality of individual, family and communal life throughout Queens, offering services to people of all ages, ability levels, stages of life and backgrounds. They strive to meet the evolving needs of their community of over 77,000 members ranging from providing in-school and after-school programs, professional and career development, assistance with food insecurity, legal services, financial counseling, mental health services, senior classes, dementia care programs, and tax preparation assistance to name a few. Commonpoint Queens has grown tremendously in the last five years and now has a budget of about $70 MM, a mission-driven staff of 3,000 and close to 70 sites in the five boroughs (although mainly concentrated in Queens).
ABOUT THE OPPORTUNITY:
Within our holistic, strength-focused, and family-supported practice framework, the Chief Financial Officer (CFO) will report to the President and Chief Executive Officer (CEO) and manage a team of roughly 15. The CFO has primary responsibility for overseeing and directing fiscal strategy, financial management, accounting, compliance, and investment activities in support of the goals and mission of Commonpoint Queens.
The successful candidate will partner with the senior leadership and the Board of Directors to develop strategies that support organizational growth, financial stability, and agency impact goals. The CFO also seeks ways to continuously improve the finance department to align with organizational values and expand community investment opportunities. The CFO ensures compliance with relevant laws and contractual requirements and manages organizational risks and liabilities.
Key responsibilities include:
Financial Oversight and Management
Develop credibility for the agency’s financial operations by providing practical, timely, and accurate analysis of budgets, financial reports, cash management, and financial trends and by effectively managing solutions to agency challenges to assist the CEO, the Board, and others on the Leadership Team in leading the organization and fulfilling the mission.
Oversee the comptroller and accounting department to ensure timely completion of monthly general ledger management and accounting close, e.g., accruals, deferred revenue, sub-ledger reconciliation and other monthly closing procedures.
Lead and manage the different branches of the accounting department to ensure accurate and timely budget reporting and financial projections.
Supervise, train, and develop the management of Accounts Receivable, Accounts Payable, Contracts Management, and Payroll.
Maintain all banking relationships and initiate strategies to strengthen cash position.
Collaborate with the accounting department to leverage financial software to ensure the precision of information, facilitate informed decision-making and guide the formulation of effective policies.
Financial Analysis, Strategy, and Budgeting
Spearhead financial growth strategies that respond to the dynamic landscape of Commonpoint Queens. Provide strategic financial input and leadership on issues affecting the organization and its mission, values, and programs.
Establish budget and forecast preparation guidelines and prepare the annual budget in collaboration with the CEO, Senior Leaders, and the Board of Directors.
Drive strategy around continually improving the budgeting process by educating department directors and managers on financial issues impacting department budgets.
Develop a reliable cash flow projection process and reporting mechanism with a minimum cash threshold to meet operating needs.
Engage and play a leadership role in the Board Finance and Investment Committees to develop short, and long-term financial plans and projections.
Compliance and Internal Controls
Oversee the agency audit process and manage the relationship with external auditors. Ensure smooth processes for contract audits.
Monitor compliance with grant record-keeping and billing requirements in alignment with local, state, and federal guidelines, including an annual A-133.
Oversee the finance department’s grants management division to ensure that grants are tracked and matched with corresponding expenses within the accounting system.
ABOUT THE SUCCESSFUL CANDIDATE:
The ideal CFO will be forward-thinking, people-focused, and strategic about financial management and budgeting, community building, team development, and urban engagement. The successful candidate will be a highly credible and accomplished financial strategist, leader and manager, committed to the mission, vision, and values of Commonpoint Queens and energized by its impact in the community.
Qualifications:
Minimum of 15 years senior level financial experience in the nonprofit sector and/or equivalent business experience, with at least 10 years in a senior management position.
A strong track record of understanding and managing government contracts, including regulatory compliance, negotiation, and change management.
Possess strong analytical skills and have a data-driven approach; adept at informing, creating, and managing budgets.
Demonstrated success leveraging exceptional strategic thinking and creative problem-solving skills to improve systems and processes, navigate complexity, overcome challenges, and achieve impact. Strong systems skills required.
Ability to balance the demands of big-picture strategy with day-to-day orientation to details.
Record of accomplishments building and leading effective teams and coaching/developing others to maximize their potential.
A high EQ, and a capacity for embracing change, fostering a team culture that is adaptable, and skillfully guiding individuals through transitions with a reassuring and steady leadership approach.
Clear and effective communicator with extensive experience presenting to executives and boards.
Approachable with strong interpersonal skills and ability to work effectively with a wide variety of people; ability to inspire trust and motivate staff.
Experience intentionally using financial software to produce timely and accurate data.
High standard of ethics, integrity, respect, and humility.
The incoming CFO will bring the following professional and personal attributes to Commonpoint Queens:
Not-for-profit experience: You’ve worked in a not-for-profit agency, understand regulatory compliance expectations of public funding (Federal, State and City-level) and understand some of the unique challenges and opportunities that come with the territory.
Strategic and financial expertise : You will bring experience, insight and a data-driven approach to the executive and board meetings. This insight will provide you with the ability to creatively problem-solve, make decisions, and implement changes quickly and soundly.
Growth and innovation : You will be energized by the potential for compelling opportunities and tackling new problems through programs. You will have the ability to evaluate long-term budgetary strategic direction, help develop strategy, and build the team to execute on it. You also thrive in a fast-paced, dynamic, and inclusive environment.
Building high-performing teams: You have a framework for how organizations build, manage, retain, and inspire great teams. You know leading a team requires incredible communication skills, attention to detail, and the ability to assimilate a high volume of information across disciplines and departments.
Inspiring and thoughtful communications: Your ability to craft the right message to the team in a variety of situations will help the organization stay connected, aligned, and focused.
EDUCATION: BA/BS required; MBA, CPA, CFA, CFP or equivalent advanced accounting and financial experience preferred.
COMPENSATION & BENEFITS: Salary range for this role is $225,000 - $240,000 commensurate with experience.
Commonpoint Queens provides a suite of competitive benefits including health insurance (including dental & vision), FSA, a 403(b) Plan and Pension Plan, Life Insurance, and a generous and flexible PTO system.
LOCATION & EXPECTATIONS: This position reports to offices located in Little Neck, and Forest Hills, Queens with some flexibility. Presence at other locations within NYC may be required, in addition to evening/weekend hours as needed.
HOW TO APPLY: Submit a cover letter AND resume in confidence here .
Commonpoint Queens provides equal employment opportunities to all applicants without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, genetic information (including family medical history), political affiliation, military service in accordance with applicable federal, state, and local laws. We encourage candidates from the local Eastern Queens/Western Long Island communities to consider applying for this employment opportunity.
Full Time
ABOUT THE ORGANIZATION:
Commonpoint Queens is a multifaceted community center dedicated to sustaining and enhancing the quality of individual, family and communal life throughout Queens, offering services to people of all ages, ability levels, stages of life and backgrounds. They strive to meet the evolving needs of their community of over 77,000 members ranging from providing in-school and after-school programs, professional and career development, assistance with food insecurity, legal services, financial counseling, mental health services, senior classes, dementia care programs, and tax preparation assistance to name a few. Commonpoint Queens has grown tremendously in the last five years and now has a budget of about $70 MM, a mission-driven staff of 3,000 and close to 70 sites in the five boroughs (although mainly concentrated in Queens).
ABOUT THE OPPORTUNITY:
Within our holistic, strength-focused, and family-supported practice framework, the Chief Financial Officer (CFO) will report to the President and Chief Executive Officer (CEO) and manage a team of roughly 15. The CFO has primary responsibility for overseeing and directing fiscal strategy, financial management, accounting, compliance, and investment activities in support of the goals and mission of Commonpoint Queens.
The successful candidate will partner with the senior leadership and the Board of Directors to develop strategies that support organizational growth, financial stability, and agency impact goals. The CFO also seeks ways to continuously improve the finance department to align with organizational values and expand community investment opportunities. The CFO ensures compliance with relevant laws and contractual requirements and manages organizational risks and liabilities.
Key responsibilities include:
Financial Oversight and Management
Develop credibility for the agency’s financial operations by providing practical, timely, and accurate analysis of budgets, financial reports, cash management, and financial trends and by effectively managing solutions to agency challenges to assist the CEO, the Board, and others on the Leadership Team in leading the organization and fulfilling the mission.
Oversee the comptroller and accounting department to ensure timely completion of monthly general ledger management and accounting close, e.g., accruals, deferred revenue, sub-ledger reconciliation and other monthly closing procedures.
Lead and manage the different branches of the accounting department to ensure accurate and timely budget reporting and financial projections.
Supervise, train, and develop the management of Accounts Receivable, Accounts Payable, Contracts Management, and Payroll.
Maintain all banking relationships and initiate strategies to strengthen cash position.
Collaborate with the accounting department to leverage financial software to ensure the precision of information, facilitate informed decision-making and guide the formulation of effective policies.
Financial Analysis, Strategy, and Budgeting
Spearhead financial growth strategies that respond to the dynamic landscape of Commonpoint Queens. Provide strategic financial input and leadership on issues affecting the organization and its mission, values, and programs.
Establish budget and forecast preparation guidelines and prepare the annual budget in collaboration with the CEO, Senior Leaders, and the Board of Directors.
Drive strategy around continually improving the budgeting process by educating department directors and managers on financial issues impacting department budgets.
Develop a reliable cash flow projection process and reporting mechanism with a minimum cash threshold to meet operating needs.
Engage and play a leadership role in the Board Finance and Investment Committees to develop short, and long-term financial plans and projections.
Compliance and Internal Controls
Oversee the agency audit process and manage the relationship with external auditors. Ensure smooth processes for contract audits.
Monitor compliance with grant record-keeping and billing requirements in alignment with local, state, and federal guidelines, including an annual A-133.
Oversee the finance department’s grants management division to ensure that grants are tracked and matched with corresponding expenses within the accounting system.
ABOUT THE SUCCESSFUL CANDIDATE:
The ideal CFO will be forward-thinking, people-focused, and strategic about financial management and budgeting, community building, team development, and urban engagement. The successful candidate will be a highly credible and accomplished financial strategist, leader and manager, committed to the mission, vision, and values of Commonpoint Queens and energized by its impact in the community.
Qualifications:
Minimum of 15 years senior level financial experience in the nonprofit sector and/or equivalent business experience, with at least 10 years in a senior management position.
A strong track record of understanding and managing government contracts, including regulatory compliance, negotiation, and change management.
Possess strong analytical skills and have a data-driven approach; adept at informing, creating, and managing budgets.
Demonstrated success leveraging exceptional strategic thinking and creative problem-solving skills to improve systems and processes, navigate complexity, overcome challenges, and achieve impact. Strong systems skills required.
Ability to balance the demands of big-picture strategy with day-to-day orientation to details.
Record of accomplishments building and leading effective teams and coaching/developing others to maximize their potential.
A high EQ, and a capacity for embracing change, fostering a team culture that is adaptable, and skillfully guiding individuals through transitions with a reassuring and steady leadership approach.
Clear and effective communicator with extensive experience presenting to executives and boards.
Approachable with strong interpersonal skills and ability to work effectively with a wide variety of people; ability to inspire trust and motivate staff.
Experience intentionally using financial software to produce timely and accurate data.
High standard of ethics, integrity, respect, and humility.
The incoming CFO will bring the following professional and personal attributes to Commonpoint Queens:
Not-for-profit experience: You’ve worked in a not-for-profit agency, understand regulatory compliance expectations of public funding (Federal, State and City-level) and understand some of the unique challenges and opportunities that come with the territory.
Strategic and financial expertise : You will bring experience, insight and a data-driven approach to the executive and board meetings. This insight will provide you with the ability to creatively problem-solve, make decisions, and implement changes quickly and soundly.
Growth and innovation : You will be energized by the potential for compelling opportunities and tackling new problems through programs. You will have the ability to evaluate long-term budgetary strategic direction, help develop strategy, and build the team to execute on it. You also thrive in a fast-paced, dynamic, and inclusive environment.
Building high-performing teams: You have a framework for how organizations build, manage, retain, and inspire great teams. You know leading a team requires incredible communication skills, attention to detail, and the ability to assimilate a high volume of information across disciplines and departments.
Inspiring and thoughtful communications: Your ability to craft the right message to the team in a variety of situations will help the organization stay connected, aligned, and focused.
EDUCATION: BA/BS required; MBA, CPA, CFA, CFP or equivalent advanced accounting and financial experience preferred.
COMPENSATION & BENEFITS: Salary range for this role is $225,000 - $240,000 commensurate with experience.
Commonpoint Queens provides a suite of competitive benefits including health insurance (including dental & vision), FSA, a 403(b) Plan and Pension Plan, Life Insurance, and a generous and flexible PTO system.
LOCATION & EXPECTATIONS: This position reports to offices located in Little Neck, and Forest Hills, Queens with some flexibility. Presence at other locations within NYC may be required, in addition to evening/weekend hours as needed.
HOW TO APPLY: Submit a cover letter AND resume in confidence here .
Commonpoint Queens provides equal employment opportunities to all applicants without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, genetic information (including family medical history), political affiliation, military service in accordance with applicable federal, state, and local laws. We encourage candidates from the local Eastern Queens/Western Long Island communities to consider applying for this employment opportunity.
The John F. Kennedy Center for Performing Arts
Washington DC
About The Kennedy Center “I am certain that after the dust of centuries has passed over our cities, we, too, will be remembered not for victories or defeats in battle or in politics, but for our contribution to the human spirit.” – President John F. Kennedy The Kennedy Center is the nation’s cultural center and living memorial to President John F. Kennedy. Located on the banks of the Potomac River in Washington, D.C., the Center presents performances across all genres, and is also home to artistic affiliates Washington National Opera and National Symphony Orchestra. At the Kennedy Center, we strive to foster belonging and empowerment at work. We are able to advance our mission because of our committed and passionate employees. We are fortunate to be able to leverage their diverse perspectives, life experiences and skills to inform how our workplace can be a safe, transparent, and replenishing community. The Kennedy Center is an equal opportunity employer and does not discriminate against any employee or applicant based on race, religion, gender identity, sexual orientation, disability, veteran status, marital status, pregnancy or related condition, or any other basis protected by law. Mission Statement: As the nation's performing arts center, and a living memorial to President John F. Kennedy, we are a leader for the arts across America and around the world, reaching and connecting with artists, inspiring and educating communities. We welcome all to create, experience, learn about, and engage with the arts. Why Join Us We offer a comprehensive range of benefits to all full-time employees including: Staff offers for discount tickets Retirement plan with organization matching (after 1 year of employment) Qualifying employer for the Public Student Loan Forgiveness Program (PSLF) Commuter programs including pre-tax options for discounted parking and SmartBenefits (WMATA) Annual Leave, Sick Leave, and Personal Days available immediately upon hire 11 paid holidays per year Medical, Dental, and Vision benefits with FSA and HSA options, and paid FMLA Flexible work arrangements We like to have fun! Check out the Kennedy Center National Dance Day 2023 staff video! Job Description Reporting to the Chief HR Officer, the Director, HR Operations is a key member of the senior leadership team, providing visionary leadership and strategic direction for Human Resources functions, ensuring alignment with the mission of the institution. Operating within a unionized environment with 17 collective bargaining agreements, this position is instrumental in supporting the overall organization by ensuring compliance with labor laws and fostering a harmonious working environment. The incumbent is responsible for: helping development HR operational strategies, implementing HR operational strategies; ensuring high levels of employee engagement and aligning human capital resources with organizational strategies. Responsibilities include: the development of strong partnerships with business leaders and coaching and developing managers and front-line leaders, analyzing business information and leading HR and business project initiatives; proactively engaging in employee relations issues, including investigations, managing employee development/training activities; and developing and managing programs, policies, and procedures. In addition to supervising the Senior Business Partner and an HR Coordinator, the Director, HR Operations also serves as a senior advisor to members of the leadership team. There will be strong collaboration between the Director of Total Rewards, Director of Talent Acquisition and Diversity and this role to ensure a collaborative, strategic approach to supporting the Kennedy Center teams. Key Responsibilities HR Operations: Oversee, facilitate, and deliver high-quality, responsive, and partnership-focused services to internal customers. Plan, supervise, and carry out human resources activities while managing and mentoring a Senior HR Business Partner and HR Coordinator, ensuring the effective efforts of the Human Resources functions. Strategic Leadership and Advisement : Collaborate with senior leadership to provide strategic input into the development, implementation, and training of policies and procedures that align with organizational objectives. Act as a Business Partner and Advisor to the Office of the President and Senior Staff. Advise senior leadership and provide guidance and input on department restructures, change initiatives, talent development and the succession planning process. Collaborate with the Directors of Talent Acquisition and Total Rewards to ensure a cohesive strategy. Manage the department budget for HR and provide HR metrics and reporting for Board and senior leadership. Provide HR consulting services to designated client departments and executive leadership. Employee Experience and Engagement : Drive initiatives for employee experience, engagement, and internal communications. Lead exit interviews and collaborate with Director of Talent Acquisition and Diversity to tell the employee lifecycle story from onboarding to exit. Training and Development : Design, develop, and facilitate training programs that align with organizational goals and foster employee development. Conduct regular assessments to measure the impact of training programs on employee performance. Policy Development and Implementation : Draft, advise on, and implement HR policies that are aligned with the organization's overall strategy and compliance requirements. Collaborate with Legal to ensure policies adhere to legal standards. Develop strategies for the effective implementation and rollout of new policies. Manage the Kennedy Center Employee Handbook to ensure accurate and up-to-date information. Labor Relations and Compliance : Oversee and manage HR operations related to labor relations in conjunction with Legal and Total Rewards, ensuring compliance with 17 Collective Bargaining Agreements. Foster positive relations with unions, participate in negotiations, and work to maintain a harmonious working environment. Conduct regular reviews of labor laws to ensure ongoing compliance. Other duties as assigned. Key Qualifications Bachelor’s degree in human resources, Business Administration, or related field required, Master’s degree highly preferred. At least seven years of human resource management experience required, with strategic, talent management, and/or business development experience highly preferred. Labor experience strongly preferred. HR certification (SPHR, PHR, SHRM-CP, or SHRM-SCP) strongly preferred. Excellent knowledge of federal, state/district employment laws and regulations. Strong written and verbal communication skills, including public speaking skills. Ability to collaborate with and balance the needs of multiple stakeholder groups. Proficiency with Microsoft Word, PowerPoint, and Excel. Excellent analytical and decision-making abilities Team management skills Coaching skills or certification a plus. Candidate must be local or willing to relocate to the DMV area. Additional Information The Kennedy Center is currently operating in a hybrid work environment with the expectation that regular office presence will occur, specifically for team meetings, trainings, etc. Occasional evening and weekend work may be required (typically with advance notice) with travel as needed on a minimum basis.
Full Time Regular
About The Kennedy Center “I am certain that after the dust of centuries has passed over our cities, we, too, will be remembered not for victories or defeats in battle or in politics, but for our contribution to the human spirit.” – President John F. Kennedy The Kennedy Center is the nation’s cultural center and living memorial to President John F. Kennedy. Located on the banks of the Potomac River in Washington, D.C., the Center presents performances across all genres, and is also home to artistic affiliates Washington National Opera and National Symphony Orchestra. At the Kennedy Center, we strive to foster belonging and empowerment at work. We are able to advance our mission because of our committed and passionate employees. We are fortunate to be able to leverage their diverse perspectives, life experiences and skills to inform how our workplace can be a safe, transparent, and replenishing community. The Kennedy Center is an equal opportunity employer and does not discriminate against any employee or applicant based on race, religion, gender identity, sexual orientation, disability, veteran status, marital status, pregnancy or related condition, or any other basis protected by law. Mission Statement: As the nation's performing arts center, and a living memorial to President John F. Kennedy, we are a leader for the arts across America and around the world, reaching and connecting with artists, inspiring and educating communities. We welcome all to create, experience, learn about, and engage with the arts. Why Join Us We offer a comprehensive range of benefits to all full-time employees including: Staff offers for discount tickets Retirement plan with organization matching (after 1 year of employment) Qualifying employer for the Public Student Loan Forgiveness Program (PSLF) Commuter programs including pre-tax options for discounted parking and SmartBenefits (WMATA) Annual Leave, Sick Leave, and Personal Days available immediately upon hire 11 paid holidays per year Medical, Dental, and Vision benefits with FSA and HSA options, and paid FMLA Flexible work arrangements We like to have fun! Check out the Kennedy Center National Dance Day 2023 staff video! Job Description Reporting to the Chief HR Officer, the Director, HR Operations is a key member of the senior leadership team, providing visionary leadership and strategic direction for Human Resources functions, ensuring alignment with the mission of the institution. Operating within a unionized environment with 17 collective bargaining agreements, this position is instrumental in supporting the overall organization by ensuring compliance with labor laws and fostering a harmonious working environment. The incumbent is responsible for: helping development HR operational strategies, implementing HR operational strategies; ensuring high levels of employee engagement and aligning human capital resources with organizational strategies. Responsibilities include: the development of strong partnerships with business leaders and coaching and developing managers and front-line leaders, analyzing business information and leading HR and business project initiatives; proactively engaging in employee relations issues, including investigations, managing employee development/training activities; and developing and managing programs, policies, and procedures. In addition to supervising the Senior Business Partner and an HR Coordinator, the Director, HR Operations also serves as a senior advisor to members of the leadership team. There will be strong collaboration between the Director of Total Rewards, Director of Talent Acquisition and Diversity and this role to ensure a collaborative, strategic approach to supporting the Kennedy Center teams. Key Responsibilities HR Operations: Oversee, facilitate, and deliver high-quality, responsive, and partnership-focused services to internal customers. Plan, supervise, and carry out human resources activities while managing and mentoring a Senior HR Business Partner and HR Coordinator, ensuring the effective efforts of the Human Resources functions. Strategic Leadership and Advisement : Collaborate with senior leadership to provide strategic input into the development, implementation, and training of policies and procedures that align with organizational objectives. Act as a Business Partner and Advisor to the Office of the President and Senior Staff. Advise senior leadership and provide guidance and input on department restructures, change initiatives, talent development and the succession planning process. Collaborate with the Directors of Talent Acquisition and Total Rewards to ensure a cohesive strategy. Manage the department budget for HR and provide HR metrics and reporting for Board and senior leadership. Provide HR consulting services to designated client departments and executive leadership. Employee Experience and Engagement : Drive initiatives for employee experience, engagement, and internal communications. Lead exit interviews and collaborate with Director of Talent Acquisition and Diversity to tell the employee lifecycle story from onboarding to exit. Training and Development : Design, develop, and facilitate training programs that align with organizational goals and foster employee development. Conduct regular assessments to measure the impact of training programs on employee performance. Policy Development and Implementation : Draft, advise on, and implement HR policies that are aligned with the organization's overall strategy and compliance requirements. Collaborate with Legal to ensure policies adhere to legal standards. Develop strategies for the effective implementation and rollout of new policies. Manage the Kennedy Center Employee Handbook to ensure accurate and up-to-date information. Labor Relations and Compliance : Oversee and manage HR operations related to labor relations in conjunction with Legal and Total Rewards, ensuring compliance with 17 Collective Bargaining Agreements. Foster positive relations with unions, participate in negotiations, and work to maintain a harmonious working environment. Conduct regular reviews of labor laws to ensure ongoing compliance. Other duties as assigned. Key Qualifications Bachelor’s degree in human resources, Business Administration, or related field required, Master’s degree highly preferred. At least seven years of human resource management experience required, with strategic, talent management, and/or business development experience highly preferred. Labor experience strongly preferred. HR certification (SPHR, PHR, SHRM-CP, or SHRM-SCP) strongly preferred. Excellent knowledge of federal, state/district employment laws and regulations. Strong written and verbal communication skills, including public speaking skills. Ability to collaborate with and balance the needs of multiple stakeholder groups. Proficiency with Microsoft Word, PowerPoint, and Excel. Excellent analytical and decision-making abilities Team management skills Coaching skills or certification a plus. Candidate must be local or willing to relocate to the DMV area. Additional Information The Kennedy Center is currently operating in a hybrid work environment with the expectation that regular office presence will occur, specifically for team meetings, trainings, etc. Occasional evening and weekend work may be required (typically with advance notice) with travel as needed on a minimum basis.
U.S. Securities and Exchange Commission
Los Angeles, CA
Duties
At the Securities and Exchange Commission (SEC), we are committed to diversity, equity, inclusion and accessibility (DEIA) and value a workforce that reflects the diverse experiences and perspectives of the communities we serve. As such, we welcome applications from qualified individuals of all backgrounds who share our commitment to public service.
The Enforcement Associate Regional Director, under the general direction of the Regional Director plans and establishes policy for the enforcement program of the Los Angeles Regional Office (LARO), and directs, coordinates, and evaluates the performance of Enforcement staff operations.
Participating with applicable headquarters divisions and offices to plan and evaluate the overall Regional Office Enforcement program. Managing investigations and litigation of alleged violations of the federal securities laws within the LARO jurisdiction. Identifying and evaluating securities practices, their significance under the laws and regulations administered by the Commission, and determining appropriate procedures or remedies to be applied. Managing resources, overseeing investigation strategies, approving prospective recommendations to the Commission, reviewing Commission memoranda and court pleadings, and training staff attorneys. Managing and participating in significant and complex investigations and litigation. Representing the Commission in dealings with the public and the news media. Performing the full range of supervisory duties that includes evaluating employee performance; making recommendations for appointment and promotion; hearing and resolving complaints; identifying development and training needs of employees; and other related supervisory tasks. Supervising the activities of staff members in connection with administrative proceedings before agency Administrative Law Judges, before the Commission, and in connection with actions filed in federal district court on matters under the jurisdiction of the regional office. Contacting and collaborating with high-ranking officials from other federal agencies and departments of government, congressional staff officials, state officials and/or executives of comparable private sector organizations. Requirements Conditions of Employment You must possess a J.D. or LL.B Degree. You must be an active member of the bar in good standing. CITIZENSHIP: This position is open to US Citizens. Application procedures are specific to this vacancy announcement. Please read all the instructions carefully. Failure to follow the instructions may result in you not being considered for this position. Supplementary vacancies may be filled in addition to the number stated in this announcement. This position has promotion potential to the SO-02. TRIAL PERIOD: This appointment may require completion of a two year supervisory/managerial trial period. SECURITY CLEARANCE: Entrance on duty is contingent upon completion of a pre-employment security investigation. Favorable results on a Background Investigation may be a condition of employment or selection to another position. DRUG TESTING: This position may be subjected to drug testing requirements. PERMANENT CHANGE OF STATION (PCS): Moving/Relocation expenses are not authorized. DIRECT DEPOSIT: All Federal employees are required to have Federal salary payments made by direct deposit to a financial institution of their choosing. This position is not in the collective bargaining unit. For consideration at the SO-2 level, you must currently hold a SO-2 position within the SEC. This position is eligible to request telework in accordance with the SEC 's telework policy. Qualifications All qualification requirements must be met by the closing date of this announcement.
Qualifying experience may be obtained in the private or public sector. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Qualifying education must have been obtained from an accredited college or university recognized by the U.S. Department of Education. BASIC REQUIREMENT: All applicants must possess the following J.D. or LL.B. degree --AND-- Active membership of the bar in good standing in any state, territory of the United States, the District of Columbia, or the commonwealth of Puerto Rico. (Note: proof of bar membership will be required before entry on duty. MINIMUM QUALIFICATION REQUIREMENT: In addition to meeting the basic requirement, applicants must also meet the minimum qualification requirement. SO-01: Applicant must have at least four years of post J.D. work experience identifying legal issues, providing legal analyses, recommendations, and preparing complex legal documents, which also includes at least three years of specialized experience:
Interpreting federal securities laws; and Conducting investigations and enforcement activities under the federal securities Acts relating to the anti-fraud, anti-manipulative, and other provisions of the Acts. Education FOREIGN EDUCATION: If you are using education completed in foreign colleges or universities to meet the qualification requirements, you must show the education credentials have been evaluated by a private organization that specializes in interpretation of foreign education programs and such education has been deemed equivalent to that gained in an accredited U.S. education program; or full credit has been given for the courses at a U.S. accredited college or university. For further information, visit: http://www.ed.gov/about/offices/list/ous/international/usnei/us/edlite-visitus-forrecog.html Official Transcripts will be required at the time of appointment to verify educational eligibility.
Additional information SEC COMPENSATION PROGRAM: The overall salary range listed above is provided for informational purposes as it represents the full range that is applicable to current employees in this occupation/grade; however, a selectee's initial pay is always set below the maximum rate of the range. Please click here for additional information. Disability Employment: For information on disability appointments, please visit http://www.opm.gov/policy-data-oversight/disability-employment/ Reasonable Accommodation: If you are an applicant who needs a reasonable accommodation for disability to participate in the application process at the SEC, submit the form for Reasonable Accommodation for Participation in Job Application Process here . Please be sure to submit your request at least 5 business days in advance of the date you need the requested accommodation. Equal Employment Opportunity (EEO) Information for SEC Job Applicants: Federal EEO laws protect all applicants from discrimination on the following bases: race, color, sex (not limited to conduct which is sexual in nature, includes pregnancy, gender identity, sexual orientation, transgender status), age (40 and over), religion, national origin, disability, genetic information, retaliation for participating in the EEO process or opposing discrimination. Applicants who believe they have been discriminated against on any EEO basis can seek recourse through the SEC's administrative complaints process. To be timely, an individual must enter the EEO process within 45 days from when they know (or should have known) of the alleged discrimination. Click here for additional information. The Fair Chance Act prohibits specific inquiries concerning an applicant's criminal or credit background unless the hiring agency has made a conditional offer of employment to the applicant. An applicant may submit a complaint, or any other information, to the agency within 30 calendar days of the date of alleged non-compliance by contacting the Legal and Policy Office in the Office of Human Resources at ElliottT@sec.gov . Read more Benefits
A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new window Learn more about federal benefits .
Review our benefits Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered. Required Documents
You must provide a complete Application Package, which includes:
Required : Your responses to the Occupational Questionnaire. Required : Your complete and comprehensive resume that includes a complete history of your work experience and the applicable employment dates with months and years. To determine if you qualify for this position, OHR will review your work history that is relevant to the specific position for which you applied. If you are an external candidate selected for this position, OHR will review your complete work history to establish your starting salary.If you are a current SEC employee selected for this position, the standard percentage increases will be applied (i.e., 6% for non-supervisory and 10% for supervisory positions) if your selection results in a promotion. If your selection results in lateral movement (i.e. no change in grade) you will maintain your current salary. Note : Your resume must directly address the definition of specialized experience listed in the qualification section of this announcement and must NOT contain pictures. Required, if applicable: Veteran's documentation (DD-214, member 4 copy or other documentation containing dates of service and character of discharge.)
If you are relying on your education to meet qualification requirements:
Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from
schools accredited by accrediting institutions recognized by the U.S. Department of Education .
Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.
Full-time
Duties
At the Securities and Exchange Commission (SEC), we are committed to diversity, equity, inclusion and accessibility (DEIA) and value a workforce that reflects the diverse experiences and perspectives of the communities we serve. As such, we welcome applications from qualified individuals of all backgrounds who share our commitment to public service.
The Enforcement Associate Regional Director, under the general direction of the Regional Director plans and establishes policy for the enforcement program of the Los Angeles Regional Office (LARO), and directs, coordinates, and evaluates the performance of Enforcement staff operations.
Participating with applicable headquarters divisions and offices to plan and evaluate the overall Regional Office Enforcement program. Managing investigations and litigation of alleged violations of the federal securities laws within the LARO jurisdiction. Identifying and evaluating securities practices, their significance under the laws and regulations administered by the Commission, and determining appropriate procedures or remedies to be applied. Managing resources, overseeing investigation strategies, approving prospective recommendations to the Commission, reviewing Commission memoranda and court pleadings, and training staff attorneys. Managing and participating in significant and complex investigations and litigation. Representing the Commission in dealings with the public and the news media. Performing the full range of supervisory duties that includes evaluating employee performance; making recommendations for appointment and promotion; hearing and resolving complaints; identifying development and training needs of employees; and other related supervisory tasks. Supervising the activities of staff members in connection with administrative proceedings before agency Administrative Law Judges, before the Commission, and in connection with actions filed in federal district court on matters under the jurisdiction of the regional office. Contacting and collaborating with high-ranking officials from other federal agencies and departments of government, congressional staff officials, state officials and/or executives of comparable private sector organizations. Requirements Conditions of Employment You must possess a J.D. or LL.B Degree. You must be an active member of the bar in good standing. CITIZENSHIP: This position is open to US Citizens. Application procedures are specific to this vacancy announcement. Please read all the instructions carefully. Failure to follow the instructions may result in you not being considered for this position. Supplementary vacancies may be filled in addition to the number stated in this announcement. This position has promotion potential to the SO-02. TRIAL PERIOD: This appointment may require completion of a two year supervisory/managerial trial period. SECURITY CLEARANCE: Entrance on duty is contingent upon completion of a pre-employment security investigation. Favorable results on a Background Investigation may be a condition of employment or selection to another position. DRUG TESTING: This position may be subjected to drug testing requirements. PERMANENT CHANGE OF STATION (PCS): Moving/Relocation expenses are not authorized. DIRECT DEPOSIT: All Federal employees are required to have Federal salary payments made by direct deposit to a financial institution of their choosing. This position is not in the collective bargaining unit. For consideration at the SO-2 level, you must currently hold a SO-2 position within the SEC. This position is eligible to request telework in accordance with the SEC 's telework policy. Qualifications All qualification requirements must be met by the closing date of this announcement.
Qualifying experience may be obtained in the private or public sector. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Qualifying education must have been obtained from an accredited college or university recognized by the U.S. Department of Education. BASIC REQUIREMENT: All applicants must possess the following J.D. or LL.B. degree --AND-- Active membership of the bar in good standing in any state, territory of the United States, the District of Columbia, or the commonwealth of Puerto Rico. (Note: proof of bar membership will be required before entry on duty. MINIMUM QUALIFICATION REQUIREMENT: In addition to meeting the basic requirement, applicants must also meet the minimum qualification requirement. SO-01: Applicant must have at least four years of post J.D. work experience identifying legal issues, providing legal analyses, recommendations, and preparing complex legal documents, which also includes at least three years of specialized experience:
Interpreting federal securities laws; and Conducting investigations and enforcement activities under the federal securities Acts relating to the anti-fraud, anti-manipulative, and other provisions of the Acts. Education FOREIGN EDUCATION: If you are using education completed in foreign colleges or universities to meet the qualification requirements, you must show the education credentials have been evaluated by a private organization that specializes in interpretation of foreign education programs and such education has been deemed equivalent to that gained in an accredited U.S. education program; or full credit has been given for the courses at a U.S. accredited college or university. For further information, visit: http://www.ed.gov/about/offices/list/ous/international/usnei/us/edlite-visitus-forrecog.html Official Transcripts will be required at the time of appointment to verify educational eligibility.
Additional information SEC COMPENSATION PROGRAM: The overall salary range listed above is provided for informational purposes as it represents the full range that is applicable to current employees in this occupation/grade; however, a selectee's initial pay is always set below the maximum rate of the range. Please click here for additional information. Disability Employment: For information on disability appointments, please visit http://www.opm.gov/policy-data-oversight/disability-employment/ Reasonable Accommodation: If you are an applicant who needs a reasonable accommodation for disability to participate in the application process at the SEC, submit the form for Reasonable Accommodation for Participation in Job Application Process here . Please be sure to submit your request at least 5 business days in advance of the date you need the requested accommodation. Equal Employment Opportunity (EEO) Information for SEC Job Applicants: Federal EEO laws protect all applicants from discrimination on the following bases: race, color, sex (not limited to conduct which is sexual in nature, includes pregnancy, gender identity, sexual orientation, transgender status), age (40 and over), religion, national origin, disability, genetic information, retaliation for participating in the EEO process or opposing discrimination. Applicants who believe they have been discriminated against on any EEO basis can seek recourse through the SEC's administrative complaints process. To be timely, an individual must enter the EEO process within 45 days from when they know (or should have known) of the alleged discrimination. Click here for additional information. The Fair Chance Act prohibits specific inquiries concerning an applicant's criminal or credit background unless the hiring agency has made a conditional offer of employment to the applicant. An applicant may submit a complaint, or any other information, to the agency within 30 calendar days of the date of alleged non-compliance by contacting the Legal and Policy Office in the Office of Human Resources at ElliottT@sec.gov . Read more Benefits
A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new window Learn more about federal benefits .
Review our benefits Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered. Required Documents
You must provide a complete Application Package, which includes:
Required : Your responses to the Occupational Questionnaire. Required : Your complete and comprehensive resume that includes a complete history of your work experience and the applicable employment dates with months and years. To determine if you qualify for this position, OHR will review your work history that is relevant to the specific position for which you applied. If you are an external candidate selected for this position, OHR will review your complete work history to establish your starting salary.If you are a current SEC employee selected for this position, the standard percentage increases will be applied (i.e., 6% for non-supervisory and 10% for supervisory positions) if your selection results in a promotion. If your selection results in lateral movement (i.e. no change in grade) you will maintain your current salary. Note : Your resume must directly address the definition of specialized experience listed in the qualification section of this announcement and must NOT contain pictures. Required, if applicable: Veteran's documentation (DD-214, member 4 copy or other documentation containing dates of service and character of discharge.)
If you are relying on your education to meet qualification requirements:
Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from
schools accredited by accrediting institutions recognized by the U.S. Department of Education .
Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.
U.S. Securities and Exchange Commission
Los Angeles, CA
Duties
At the Securities and Exchange Commission (SEC), we are committed to diversity, equity, inclusion and accessibility (DEIA) and value a workforce that reflects the diverse experiences and perspectives of the communities we serve. As such, we welcome applications from qualified individuals of all backgrounds who share our commitment to public service.
The mission of the Division of Examinations is to protect investors, ensure market integrity and support responsible capital formation through risk-focused strategies that: (1) improve compliance; (2) prevent fraud; (3) monitor risk; and (4) inform policy. The results of the Division's examinations are used by the SEC to inform rule-making initiatives, identify and monitor risks, improve industry practices and pursue misconduct.
If selected, you will join a well-respected team that is responsible for supporting EXAMS' mission to conduct and coordinate the nationwide examination program for entities over which the Commission has regulatory authority.
As Special Counsel in the Office of the Director, you will:
Serve as an expert adviser and consultant to the Director and Deputy Directors on examination related issues, questions of law and administrative policy involved in the operations of the SEC and in its contacts with industry, private and professional associations, state, local, and foreign governments, and the general public; Prepare and coordinating the preparation of presentations, speeches, talking points, Congressional testimony, and briefing memoranda for the Director. Serving as a liaison between the Office and the Chairman's Office, Commissioners, and other SEC Divisions and Offices and other Federal agencies; Support the Director and Deputy Directors on examination initiatives. Coordinating implementation with senior staff, monitoring schedules for individual projects and facilitating the Director's review of memorandum and publications drafted by EXAMS staff members and other Divisions and Offices; and Provide expert legal advice and assistance for issues or legal problems typically involving controversial and sensitive matters related to examinations. Requirements Conditions of Employment CITIZENSHIP: You must be a US Citizen. You must possess a J.D. or LL.B Degree and You must be an active member of the bar in good standing. This position is open to current permanent EXAMS employees ONLY. Application procedures are specific to this vacancy announcement. Please read all the instructions carefully. Failure to follow the instructions may result in you not being considered for this position. Supplementary vacancies may be filled in addition to the number stated in this announcement. This position has promotion potential to the SK-16 TRIAL PERIOD: This appointment may require completion of a two-year trial period. SECURITY CLEARANCE: Entrance on duty is contingent upon completion of a pre-employment security investigation. Favorable results on a Background Investigation may be a condition of employment or selection to another position. DRUG TESTING: This position may be subjected to drug testing requirements. PERMANENT CHANGE OF STATION (PCS): Moving/Relocation expenses are not authorized. DIRECT DEPOSIT: All Federal employees are required to have Federal salary payments made by direct deposit to a financial institution of their choosing. This position is not in the collective bargaining unit. This is a temporary promotion not-to-exceed one year from date of appointment to the position. This appointment may be extended OR it may end at any time during the course of the appointment at the discretion of management. Applicants should also be available for possible extension, if needed. If selected, you may receive a salary increase for the duration of the temporary promotion. You will be returned to your original salary at the end of the appointment. This position is eligible to request telework in accordance with the SEC 's telework policy. Qualifications All qualification requirements must be met by the closing date of this announcement.
Qualifying experience may be obtained in the private or public sector. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Qualifying education must have been obtained from an accredited college or university recognized by the U.S. Department of Education. BASIC REQUIREMENT: All applicants must possess the following J.D. or LL.B. degree --AND-- Active membership of the bar in good standing in any state, territory of the United States, the District of Columbia, or the commonwealth of Puerto Rico. (Note: proof of bar membership will be required before entry on duty. MINIMUM QUALIFICATION REQUIREMENT: In addition to meeting the basic requirement, applicants must also meet the minimum qualification requirement. SK-16: Applicant must have at least one year of specialized experience equivalent to the SK-14 level. Specialized experience includes: Applying of federal securities laws, rules and regulations, and policy; AND Drafting technical documents including legal memos, briefs, publications, or speeches; AND Interacting with senior level officers, leaders or executives. Education FOREIGN EDUCATION: If you are using education completed in foreign colleges or universities to meet the qualification requirements, you must show the education credentials have been evaluated by a private organization that specializes in interpretation of foreign education programs and such education has been deemed equivalent to that gained in an accredited U.S. education program; or full credit has been given for the courses at a U.S. accredited college or university. For further information, visit: http://www.ed.gov/about/offices/list/ous/international/usnei/us/edlite-visitus-forrecog.html Additional information Salary Ranges Atlanta, GA $149,533- $253,616 Boston, MA $168,629 - $270,170 Chicago, IL $157,553 - $267,572 Denver, CO $156,655- $266,047 Fort Worth, TX $153,402 - $260,522 Los Angeles, CA $163,744 - $272,100 Miami, FL $150,695 - $255,925 New York, NY $165,286 - $272,100 Philadelphia, PA $155,186 - $263,552 Salt Lake City, UT $141,421 - $240,174 San Francisco, CA $174,985 - $272,100 Washington DC $160,831 - $272,100 IMPORTANT INFORMATION FOR SURPLUS OR DISPLACED FEDERAL EMPLOYEES: Career Transition Assistance Plan (CTAP) is available to individuals who have special priority selection rights under this plan. Individuals must be minimally qualified for this position to receive consideration for special priority selection. CTAP eligibles will be considered minimally qualified if they meet the minimum requirements for this position. Reasonable Accommodation: If you are an applicant who needs a reasonable accommodation for disability to participate in the application process at the SEC, submit the form for Reasonable Accommodation for Participation in Job Application Process here . Please be sure to submit your request at least 5 business days in advance of the date you need the requested accommodation. Equal Employment Opportunity (EEO) Information for SEC Job Applicants : Federal EEO laws protect all applicants from discrimination on the following bases: race, color, sex (not limited to conduct which is sexual in nature, includes pregnancy, gender identity, sexual orientation, transgender status), age (40 and over), religion, national origin, disability, genetic information, retaliation for participating in the EEO process or opposing discrimination. Applicants who believe they have been discriminated against on any EEO basis can seek recourse through the SEC's administrative complaints process. To be timely, an individual must enter the EEO process within 45 days from when they know (or should have known) of the alleged discrimination. Click here for additional information. Read more Benefits
A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new window Learn more about federal benefits .
Review our benefits Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered. Required Documents
You must provide a complete Application Package, which includes:
Required : Your responses to the Occupational Questionnaire. Required: Your complete and comprehensive resume that includes a complete history of your work experience and the applicable employment dates with months and years. It is recommended that your resume include thetitle, series, and grade (e.g. SK-0301-12) for all relevant Federal experience . To determine if you qualify for this position, OHR will review your work history that is relevant to the specific position for which you applied. If you are a current SEC employee selected for this position, the standard percentage increases will be applied (i.e., 6% for non-supervisory and 10% for supervisory positions) if your selection results in a promotion. If your selection results in lateral movement (i.e. no change in grade) you will maintain your current salary. If your selection results in a change in grade from an SK-15 to an SK-16 you will maintain your current salary.Note: Your resume must directly address the definition of specialized experience listed in the qualification section of this announcement and must NOT contain pictures.
If you are relying on your education to meet qualification requirements:
Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from
schools accredited by accrediting institutions recognized by the U.S. Department of Education .
Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.
Full-time
Duties
At the Securities and Exchange Commission (SEC), we are committed to diversity, equity, inclusion and accessibility (DEIA) and value a workforce that reflects the diverse experiences and perspectives of the communities we serve. As such, we welcome applications from qualified individuals of all backgrounds who share our commitment to public service.
The mission of the Division of Examinations is to protect investors, ensure market integrity and support responsible capital formation through risk-focused strategies that: (1) improve compliance; (2) prevent fraud; (3) monitor risk; and (4) inform policy. The results of the Division's examinations are used by the SEC to inform rule-making initiatives, identify and monitor risks, improve industry practices and pursue misconduct.
If selected, you will join a well-respected team that is responsible for supporting EXAMS' mission to conduct and coordinate the nationwide examination program for entities over which the Commission has regulatory authority.
As Special Counsel in the Office of the Director, you will:
Serve as an expert adviser and consultant to the Director and Deputy Directors on examination related issues, questions of law and administrative policy involved in the operations of the SEC and in its contacts with industry, private and professional associations, state, local, and foreign governments, and the general public; Prepare and coordinating the preparation of presentations, speeches, talking points, Congressional testimony, and briefing memoranda for the Director. Serving as a liaison between the Office and the Chairman's Office, Commissioners, and other SEC Divisions and Offices and other Federal agencies; Support the Director and Deputy Directors on examination initiatives. Coordinating implementation with senior staff, monitoring schedules for individual projects and facilitating the Director's review of memorandum and publications drafted by EXAMS staff members and other Divisions and Offices; and Provide expert legal advice and assistance for issues or legal problems typically involving controversial and sensitive matters related to examinations. Requirements Conditions of Employment CITIZENSHIP: You must be a US Citizen. You must possess a J.D. or LL.B Degree and You must be an active member of the bar in good standing. This position is open to current permanent EXAMS employees ONLY. Application procedures are specific to this vacancy announcement. Please read all the instructions carefully. Failure to follow the instructions may result in you not being considered for this position. Supplementary vacancies may be filled in addition to the number stated in this announcement. This position has promotion potential to the SK-16 TRIAL PERIOD: This appointment may require completion of a two-year trial period. SECURITY CLEARANCE: Entrance on duty is contingent upon completion of a pre-employment security investigation. Favorable results on a Background Investigation may be a condition of employment or selection to another position. DRUG TESTING: This position may be subjected to drug testing requirements. PERMANENT CHANGE OF STATION (PCS): Moving/Relocation expenses are not authorized. DIRECT DEPOSIT: All Federal employees are required to have Federal salary payments made by direct deposit to a financial institution of their choosing. This position is not in the collective bargaining unit. This is a temporary promotion not-to-exceed one year from date of appointment to the position. This appointment may be extended OR it may end at any time during the course of the appointment at the discretion of management. Applicants should also be available for possible extension, if needed. If selected, you may receive a salary increase for the duration of the temporary promotion. You will be returned to your original salary at the end of the appointment. This position is eligible to request telework in accordance with the SEC 's telework policy. Qualifications All qualification requirements must be met by the closing date of this announcement.
Qualifying experience may be obtained in the private or public sector. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Qualifying education must have been obtained from an accredited college or university recognized by the U.S. Department of Education. BASIC REQUIREMENT: All applicants must possess the following J.D. or LL.B. degree --AND-- Active membership of the bar in good standing in any state, territory of the United States, the District of Columbia, or the commonwealth of Puerto Rico. (Note: proof of bar membership will be required before entry on duty. MINIMUM QUALIFICATION REQUIREMENT: In addition to meeting the basic requirement, applicants must also meet the minimum qualification requirement. SK-16: Applicant must have at least one year of specialized experience equivalent to the SK-14 level. Specialized experience includes: Applying of federal securities laws, rules and regulations, and policy; AND Drafting technical documents including legal memos, briefs, publications, or speeches; AND Interacting with senior level officers, leaders or executives. Education FOREIGN EDUCATION: If you are using education completed in foreign colleges or universities to meet the qualification requirements, you must show the education credentials have been evaluated by a private organization that specializes in interpretation of foreign education programs and such education has been deemed equivalent to that gained in an accredited U.S. education program; or full credit has been given for the courses at a U.S. accredited college or university. For further information, visit: http://www.ed.gov/about/offices/list/ous/international/usnei/us/edlite-visitus-forrecog.html Additional information Salary Ranges Atlanta, GA $149,533- $253,616 Boston, MA $168,629 - $270,170 Chicago, IL $157,553 - $267,572 Denver, CO $156,655- $266,047 Fort Worth, TX $153,402 - $260,522 Los Angeles, CA $163,744 - $272,100 Miami, FL $150,695 - $255,925 New York, NY $165,286 - $272,100 Philadelphia, PA $155,186 - $263,552 Salt Lake City, UT $141,421 - $240,174 San Francisco, CA $174,985 - $272,100 Washington DC $160,831 - $272,100 IMPORTANT INFORMATION FOR SURPLUS OR DISPLACED FEDERAL EMPLOYEES: Career Transition Assistance Plan (CTAP) is available to individuals who have special priority selection rights under this plan. Individuals must be minimally qualified for this position to receive consideration for special priority selection. CTAP eligibles will be considered minimally qualified if they meet the minimum requirements for this position. Reasonable Accommodation: If you are an applicant who needs a reasonable accommodation for disability to participate in the application process at the SEC, submit the form for Reasonable Accommodation for Participation in Job Application Process here . Please be sure to submit your request at least 5 business days in advance of the date you need the requested accommodation. Equal Employment Opportunity (EEO) Information for SEC Job Applicants : Federal EEO laws protect all applicants from discrimination on the following bases: race, color, sex (not limited to conduct which is sexual in nature, includes pregnancy, gender identity, sexual orientation, transgender status), age (40 and over), religion, national origin, disability, genetic information, retaliation for participating in the EEO process or opposing discrimination. Applicants who believe they have been discriminated against on any EEO basis can seek recourse through the SEC's administrative complaints process. To be timely, an individual must enter the EEO process within 45 days from when they know (or should have known) of the alleged discrimination. Click here for additional information. Read more Benefits
A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new window Learn more about federal benefits .
Review our benefits Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered. Required Documents
You must provide a complete Application Package, which includes:
Required : Your responses to the Occupational Questionnaire. Required: Your complete and comprehensive resume that includes a complete history of your work experience and the applicable employment dates with months and years. It is recommended that your resume include thetitle, series, and grade (e.g. SK-0301-12) for all relevant Federal experience . To determine if you qualify for this position, OHR will review your work history that is relevant to the specific position for which you applied. If you are a current SEC employee selected for this position, the standard percentage increases will be applied (i.e., 6% for non-supervisory and 10% for supervisory positions) if your selection results in a promotion. If your selection results in lateral movement (i.e. no change in grade) you will maintain your current salary. If your selection results in a change in grade from an SK-15 to an SK-16 you will maintain your current salary.Note: Your resume must directly address the definition of specialized experience listed in the qualification section of this announcement and must NOT contain pictures.
If you are relying on your education to meet qualification requirements:
Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from
schools accredited by accrediting institutions recognized by the U.S. Department of Education .
Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.
Assoc Director of Corp & Found Relations / Development Officer II
Job no: 901132 Work type: Support Staff Pay Grade: 14 Major Administrative Unit / College: University Advancement Department: Constituency Program Dir 1 40001223 Sub Area: AP- Professionals Salary: Salary Commensurate with Experience Location: East Lansing Categories: Administrative/Business/Professional, PR/Media/Graphics/Comm/Fund Raising, Administrative Professionals- AP, Full Time (90-100%), Union, Remote-Friendly
Working/Functional Title Assoc Director of Corp & Found Relations
Position Summary The Eli Broad College of Business at Michigan State University is seeking an enthusiastic and energetic, results-oriented individual to join its highly successful fundraising team as the Associate Director of Corporate and Foundation Relations. Ranked one of the top 25 business programs in the country, the College completed the MSU Empower Extraordinary campaign in 2019, exceeding its $162M goal by raising $195M, including a $62 million capital project. We are now in the planning stages of the next campaign. The Associate Director will be an integral member of a team helping to steward the corporate and foundation gifts that were made during the last campaign and begin setting expectations for the next campaign.
The Associate Director will assist faculty and College administration in identifying, cultivating, and engaging potential corporate and foundation sources of support, with the overarching goal of soliciting major gifts in support of significant College initiatives.
Responsibilities:
This position is responsible for establishing and maintaining a portfolio of corporate and foundation prospects for the Eli Broad College of Business.
The successful candidate will:
Solicitation, Cultivation & Discovery:
• Meet with corporation and foundation prospects to understand their priorities and strategies with the objective of identifying and building significant alliances, leading to philanthropic support for the Eli Broad College of Business.
• Maintain an aggressive travel and communications schedule with new and existing corporate and foundation partners to build and enrich the Eli Broad College of Business relationships with them.
• Identify and build relationships with key alumni/friends within target corporations and foundations in order to seek advice and assistance in relationship building, charitable gifts, and research funding.
Strategy and Coordination:
• Establish close and effective working relationships with College administration, the University Advancement Corporate Relations and Foundation Relations teams, and MSU Business-CONNECT. This requires a person who is experienced and comfortable in working across administrative boundaries in an open and collegial environment.
• Become conversant with the Eli Broad College of Business's strengths and strategic priorities.
• In collaboration with the University Advancement Corporate Relations and Foundation Relations teams, participate in the development of a coordinated strategy to engage target corporations and foundations with the Eli Broad College of Business’ programs/researchers/educational mission.
• Participate in regular meetings with the University Advancement Corporate Relations and Foundation Relations teams.
• Establish effective working relationships with academic department heads, center and institute directors, faculty, and administrators throughout the Eli Broad College of Business in order to thoroughly understand their programs and priorities and to assist them in managing their respective corporate and foundation partnership activities.
• Create opportunities for regular and substantive contact between high-level corporate and foundation executives and the Eli Broad College of Business Dean, Chairs, Center Directors, and key faculty.
• Coordinate with the Eli Broad College of Business’s grant funding recipients to provide stewardship, monitor outcomes and prepare regular progress reports.
Reporting:
• Reports directly to the Eli Broad College of Business’s Senior Director of Development.
• Dotted line appointment to the Senior Director of Corporate Relations
Prospective candidates will have excellent written and communication skills, with the ability to produce business correspondence; solicitation materials; appropriate letters of acknowledgement; proposals to individuals, corporations, and foundations; and reports. She/he will have a demonstrated ability to establish and manage multiple business relationships with complex, multifaceted organizations successfully and simultaneously. Individuals sought for this role will have in-depth knowledge of the breadth of corporate interactions with higher education and with foundation practices. They will also have the ability to understand quickly and translate clearly and succinctly faculty research and its value to potential funders.
Unit Specific Education/Experience/Skills Knowledge equivalent to that which normally would be acquired by completing a four-year college degree program in Communications, Public Relations, Marketing, and/or Business; three to five years of related and progressively more responsible or expansive work experience in public relations, volunteer administration, professional and higher education fundraising, marketing or related field; or an equivalent combination of education and experience.
Desired Qualifications
• Minimum of bachelor’s degree in business or related field.
• Five years of demonstrated and progressively more responsible experience working within private sector corporations in higher education development, research and development, communications, public relations, or related field.
• Demonstrated experience in managing business relationships in a role such as account manager is desirable.
• Excellent writing and communication skills.
• Experience and level of sophistication needed to deal with high-level management in the corporate or education sector.
• Must be goal-oriented and an accomplished problem solver.
• Must be team-oriented/collaborative.
Equal Employment Opportunity Statement All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, age, disability or protected veteran status.
Required Application Materials Resume and cover letter
Special Instructions HOW TO APPLY
If you have any questions regarding this position, please contact Patricia Karam, Director of Recruitment, at karampat@msu.edu.
All candidates must submit an application, resume, and cover letter through the Michigan State University Human Resources web-based system, the URL for this website is careers.msu.edu. Please indicate the position number 901132 when submitting your application.
Screening of applicants will continue until the position is filled.
Work Hours 8 am - 5 pm with some evenings and weekends
Website Advancement.msu.edu
Remote Work Statement MSU strives to provide a flexible work environment and this position has been designated as remote-friendly. Remote-friendly means some or all of the duties can be performed remotely as mutually agreed upon.
Bidding eligibility ends October 10, 2023 at 11:55 P.M. Advertised: Oct 4, 2023 Eastern Daylight Time Applications close: Nov 2, 2023 Eastern Daylight Time
To apply, visit https://apptrkr.com/4676578
Full Time
Assoc Director of Corp & Found Relations / Development Officer II
Job no: 901132 Work type: Support Staff Pay Grade: 14 Major Administrative Unit / College: University Advancement Department: Constituency Program Dir 1 40001223 Sub Area: AP- Professionals Salary: Salary Commensurate with Experience Location: East Lansing Categories: Administrative/Business/Professional, PR/Media/Graphics/Comm/Fund Raising, Administrative Professionals- AP, Full Time (90-100%), Union, Remote-Friendly
Working/Functional Title Assoc Director of Corp & Found Relations
Position Summary The Eli Broad College of Business at Michigan State University is seeking an enthusiastic and energetic, results-oriented individual to join its highly successful fundraising team as the Associate Director of Corporate and Foundation Relations. Ranked one of the top 25 business programs in the country, the College completed the MSU Empower Extraordinary campaign in 2019, exceeding its $162M goal by raising $195M, including a $62 million capital project. We are now in the planning stages of the next campaign. The Associate Director will be an integral member of a team helping to steward the corporate and foundation gifts that were made during the last campaign and begin setting expectations for the next campaign.
The Associate Director will assist faculty and College administration in identifying, cultivating, and engaging potential corporate and foundation sources of support, with the overarching goal of soliciting major gifts in support of significant College initiatives.
Responsibilities:
This position is responsible for establishing and maintaining a portfolio of corporate and foundation prospects for the Eli Broad College of Business.
The successful candidate will:
Solicitation, Cultivation & Discovery:
• Meet with corporation and foundation prospects to understand their priorities and strategies with the objective of identifying and building significant alliances, leading to philanthropic support for the Eli Broad College of Business.
• Maintain an aggressive travel and communications schedule with new and existing corporate and foundation partners to build and enrich the Eli Broad College of Business relationships with them.
• Identify and build relationships with key alumni/friends within target corporations and foundations in order to seek advice and assistance in relationship building, charitable gifts, and research funding.
Strategy and Coordination:
• Establish close and effective working relationships with College administration, the University Advancement Corporate Relations and Foundation Relations teams, and MSU Business-CONNECT. This requires a person who is experienced and comfortable in working across administrative boundaries in an open and collegial environment.
• Become conversant with the Eli Broad College of Business's strengths and strategic priorities.
• In collaboration with the University Advancement Corporate Relations and Foundation Relations teams, participate in the development of a coordinated strategy to engage target corporations and foundations with the Eli Broad College of Business’ programs/researchers/educational mission.
• Participate in regular meetings with the University Advancement Corporate Relations and Foundation Relations teams.
• Establish effective working relationships with academic department heads, center and institute directors, faculty, and administrators throughout the Eli Broad College of Business in order to thoroughly understand their programs and priorities and to assist them in managing their respective corporate and foundation partnership activities.
• Create opportunities for regular and substantive contact between high-level corporate and foundation executives and the Eli Broad College of Business Dean, Chairs, Center Directors, and key faculty.
• Coordinate with the Eli Broad College of Business’s grant funding recipients to provide stewardship, monitor outcomes and prepare regular progress reports.
Reporting:
• Reports directly to the Eli Broad College of Business’s Senior Director of Development.
• Dotted line appointment to the Senior Director of Corporate Relations
Prospective candidates will have excellent written and communication skills, with the ability to produce business correspondence; solicitation materials; appropriate letters of acknowledgement; proposals to individuals, corporations, and foundations; and reports. She/he will have a demonstrated ability to establish and manage multiple business relationships with complex, multifaceted organizations successfully and simultaneously. Individuals sought for this role will have in-depth knowledge of the breadth of corporate interactions with higher education and with foundation practices. They will also have the ability to understand quickly and translate clearly and succinctly faculty research and its value to potential funders.
Unit Specific Education/Experience/Skills Knowledge equivalent to that which normally would be acquired by completing a four-year college degree program in Communications, Public Relations, Marketing, and/or Business; three to five years of related and progressively more responsible or expansive work experience in public relations, volunteer administration, professional and higher education fundraising, marketing or related field; or an equivalent combination of education and experience.
Desired Qualifications
• Minimum of bachelor’s degree in business or related field.
• Five years of demonstrated and progressively more responsible experience working within private sector corporations in higher education development, research and development, communications, public relations, or related field.
• Demonstrated experience in managing business relationships in a role such as account manager is desirable.
• Excellent writing and communication skills.
• Experience and level of sophistication needed to deal with high-level management in the corporate or education sector.
• Must be goal-oriented and an accomplished problem solver.
• Must be team-oriented/collaborative.
Equal Employment Opportunity Statement All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, age, disability or protected veteran status.
Required Application Materials Resume and cover letter
Special Instructions HOW TO APPLY
If you have any questions regarding this position, please contact Patricia Karam, Director of Recruitment, at karampat@msu.edu.
All candidates must submit an application, resume, and cover letter through the Michigan State University Human Resources web-based system, the URL for this website is careers.msu.edu. Please indicate the position number 901132 when submitting your application.
Screening of applicants will continue until the position is filled.
Work Hours 8 am - 5 pm with some evenings and weekends
Website Advancement.msu.edu
Remote Work Statement MSU strives to provide a flexible work environment and this position has been designated as remote-friendly. Remote-friendly means some or all of the duties can be performed remotely as mutually agreed upon.
Bidding eligibility ends October 10, 2023 at 11:55 P.M. Advertised: Oct 4, 2023 Eastern Daylight Time Applications close: Nov 2, 2023 Eastern Daylight Time
To apply, visit https://apptrkr.com/4676578
Governor’s Office of Planning and Research
1400 10th Street, Sacramento, CA 95814, USA
___________________________________________________________________________ Governor’s Office of Planning and Research - Sacramento, California Virtual Career Fair and Ongoing Job Opportunities We’re Hiring! Thursday, October 12 at 5:30pm PST ___________________________________________________________________________ The Governor’s Office of Planning and Research serves the Governor as the state’s planning, innovation and research agency and focuses on coordinated and equitable land use, climate resilience, economic, and community development. Now hiring for positions across our expanding branches, including HR and administration, IT, communications, legal and legislative affairs, policy and planning, and more! You can pre-register for the job fair here: https://cpshr-us.zoom.us/meeting/register/tZwpdumgrz4jG9LsB5az3ootImr_CDB19um2#/registration . We are hiring for the following positions: State Planning & Policy Development
ICARP Grant Administrative Analyst
ICARP Grant Administrative Assistant
ICARP Grant Administrative Analyst
ICARP Grant Administrator
Science Communications Officer
Special Project Assistant
ICARP Communications Coordinator
Precision Medicine Equity Officer
California Strategic Growth Council
Program Associate
Connecting Communities Analyst
Program Manager
Program Manager
Senior Program Analyst
Senior Program Specialist
CRC Program Analyst
Office of Community Partnerships & Strategic Communications
State Working Group Liaison
CRC Program Analyst
Community Engagement Program Coordinator
Racial Equity Commission
Coming soon!
Coming soon!
Coming soon!
Coming soon!
Coming soon!
California Volunteers
Multimedia Specialist
College Corps Regional Program Specialist
Social Media Director
Operations Analyst
Fiscal Compliance Analyst
Digital Liaison Specialist
Communications Manager
Graphic Designer III
Regional Climate Program Specialist
College Corps Special Advisor for Fellow Experience
External Affairs Regional Manager
Agency Administration & Operations
Executive Analyst
Access and Asset Management Support Specialist
Coming soon!
Coming soon!
To view Virtual Career Fair details and additional information on open Job Opportunities please view the following website: https://www.governorsofficeofplanningandresearch.us Please attend our Virtual Career Fair: Date: Thursday, October 12 Time: 5:30pm PST For more information contact: Michael Morrison CPS HR Consulting 916.471.3411 Governor’s Office of Planning and Research Sacramento, CA 95814 Governor’s Office of Planning and Research website https://www.opr.ca.gov The Governor’s Office of Planning and Research is an equal opportunity employer.
Full Time
___________________________________________________________________________ Governor’s Office of Planning and Research - Sacramento, California Virtual Career Fair and Ongoing Job Opportunities We’re Hiring! Thursday, October 12 at 5:30pm PST ___________________________________________________________________________ The Governor’s Office of Planning and Research serves the Governor as the state’s planning, innovation and research agency and focuses on coordinated and equitable land use, climate resilience, economic, and community development. Now hiring for positions across our expanding branches, including HR and administration, IT, communications, legal and legislative affairs, policy and planning, and more! You can pre-register for the job fair here: https://cpshr-us.zoom.us/meeting/register/tZwpdumgrz4jG9LsB5az3ootImr_CDB19um2#/registration . We are hiring for the following positions: State Planning & Policy Development
ICARP Grant Administrative Analyst
ICARP Grant Administrative Assistant
ICARP Grant Administrative Analyst
ICARP Grant Administrator
Science Communications Officer
Special Project Assistant
ICARP Communications Coordinator
Precision Medicine Equity Officer
California Strategic Growth Council
Program Associate
Connecting Communities Analyst
Program Manager
Program Manager
Senior Program Analyst
Senior Program Specialist
CRC Program Analyst
Office of Community Partnerships & Strategic Communications
State Working Group Liaison
CRC Program Analyst
Community Engagement Program Coordinator
Racial Equity Commission
Coming soon!
Coming soon!
Coming soon!
Coming soon!
Coming soon!
California Volunteers
Multimedia Specialist
College Corps Regional Program Specialist
Social Media Director
Operations Analyst
Fiscal Compliance Analyst
Digital Liaison Specialist
Communications Manager
Graphic Designer III
Regional Climate Program Specialist
College Corps Special Advisor for Fellow Experience
External Affairs Regional Manager
Agency Administration & Operations
Executive Analyst
Access and Asset Management Support Specialist
Coming soon!
Coming soon!
To view Virtual Career Fair details and additional information on open Job Opportunities please view the following website: https://www.governorsofficeofplanningandresearch.us Please attend our Virtual Career Fair: Date: Thursday, October 12 Time: 5:30pm PST For more information contact: Michael Morrison CPS HR Consulting 916.471.3411 Governor’s Office of Planning and Research Sacramento, CA 95814 Governor’s Office of Planning and Research website https://www.opr.ca.gov The Governor’s Office of Planning and Research is an equal opportunity employer.
The Opportunity:
Reporting to Dr. Paul Lee, Executive Director of University of Michigan Medical Group and Senior Associate Dean for Clinical Affairs, U-M Medical School and University of Michigan Health, the Chief Clinical Officer for Children’s and Women’s Hospitals (CCO C&W) will partner with Chief Operating Officer C&W and Chief Nursing Officer C&W in a triad to ensure the overall performance of the Hospitals.
The primary responsibility for this senior-level management position is to provide clinical operational leadership related to all clinical processes, systems, and practices focused on improving safety, quality, timeliness, financial stewardship, and people in C&W. The CCO C&W will coordinate these activities with the overall UMHS safety and quality priorities. The CCO C&W will guide management of patient placement, capacity, and physician leadership for patient flow and process improvement within C&W and with partner community hospitals and health systems.
The CCO C&W is expected to work closely with the CCOs of the adult hospital/Frankel Cardiovascular Center and the ambulatory care enterprise, as well as with the Chief Medical Officer of UMHS, department chairs, other departmental leaders (including chief departmental administrators and division leaders), and leaders across Michigan Medicine and the University of Michigan.
The Ideal Candidate:
The ideal candidate will be Board-certified in their respective clinical specialty. Candidate should be a pediatrician, pediatric sub-specialist, OBGYN or OBGYN sub-specialist. The CCO C&W will be an active medical staff member and will hold an MD or equivalent and eligible for a faculty appointment in the University of Michigan Medical School.
In addition, the ideal candidates will possess:
Leadership skills commensurate with a history of leadership roles/responsibilities and an understanding of behavioral and organizational change methodology.
Leadership experience in the management of health care delivery and a history of successful execution of initiatives.
Administrative leadership experience in programmatic strategic planning, implementation, and evaluation within a complex academic medical center environment.
Leadership experience with hospital operations, including capacity / LOS management and quality & safety initiatives. Operating Room operational improvement experience preferred.
The Organization:
The University of Michigan is one of the nation’s premiere universities and is among the most highly regarded in the world. The University is home to Michigan Medicine, comprised of the Medical School, its clinical enterprise, the University of Michigan Health (UM-H) and Michigan Health Corp., the legal entity that allows the Academic Medical Center to enter into partnerships, affiliations, joint ventures, and other business activities. The entire U-M community takes immense pride in having a health system routinely ranked among the nation’s very best, and one that has been recognized as one of the best employers in the nation. UM-H is composed of C.S. Mott Children’s Hospital, the Von Voigtlander Women’s Hospital, University Hospital, University of Michigan Health-West (formerly Metro Health), Frankel Cardiovascular Center, and the University of Michigan Medical Group which currently houses and supports more than 3,000 physicians and 140 clinics at 40 sites throughout Southeastern Michigan.
The faculty and staff of C.S. Mott Children’s Hospital and Von Voigtlander Women’s Hospital are committed to providing extraordinary care for children, women and their families, and pursuing innovations that improve treatment and quality of life for our patients. Winning awards and achieving designations is never our goal, but to the extent that they are a representation to our community that the care we offer is of the highest quality, we are pleased to share that we are consistently recognized for our high standards and commitment to continuous improvement. The Hospitals are comprised of 348 pediatric inpatient beds, 50 maternity rooms, 46 private NICU rooms, 16 ORs and a 9-story, 245,000 square foot outpatient wing. The 24/7 Pediatric Emergency Department and Urgent Care Center includes 31 exam rooms and observation bays, a helipad, three all-private intensive care units and state-of-the-art operating room suite.
The Region:
The city of Ann Arbor, Michigan, is a vibrant community located 40 miles southwest of Detroit. It is home to the sprawling University of Michigan with its more-than 38,000 students. The city also boasts a nationally recognized public school system and a variety of private and parochial schools.
Regularly receiving national attention as one of the best places, Ann Arbor is much more than a university town; it is home to more than 100 high tech, research, and light-industrial employers. Major employers outside the university and government also call Ann Arbor home. The area is most well-known for its globally inspired cultural offerings.
This diverse community has many attractions, with over 300 restaurants; shopping, world-class museums; galleries; theaters; and clubs with live music. The city's numerous off-street trails and lightly traveled neighborhood streets attract joggers and bike riders throughout the year. Cyclists enjoy the extensive trail system, which winds along the Huron River. Endless opportunities for recreation are also available in the city's 159 parks, which feature trails; golf; canoe liveries; swimming pools; ice rinks; tennis courts; athletic fields; volunteer opportunities; programs for every age, interest, and ability; and so much more.
Nominations, including self-nominations are greatly appreciated and may be sent to:
Beth Ross Consultant Physician and Leadership Solutions - Executive Search AMN Healthcare Beth.ross@amnhealthcare.com
Full Time
The Opportunity:
Reporting to Dr. Paul Lee, Executive Director of University of Michigan Medical Group and Senior Associate Dean for Clinical Affairs, U-M Medical School and University of Michigan Health, the Chief Clinical Officer for Children’s and Women’s Hospitals (CCO C&W) will partner with Chief Operating Officer C&W and Chief Nursing Officer C&W in a triad to ensure the overall performance of the Hospitals.
The primary responsibility for this senior-level management position is to provide clinical operational leadership related to all clinical processes, systems, and practices focused on improving safety, quality, timeliness, financial stewardship, and people in C&W. The CCO C&W will coordinate these activities with the overall UMHS safety and quality priorities. The CCO C&W will guide management of patient placement, capacity, and physician leadership for patient flow and process improvement within C&W and with partner community hospitals and health systems.
The CCO C&W is expected to work closely with the CCOs of the adult hospital/Frankel Cardiovascular Center and the ambulatory care enterprise, as well as with the Chief Medical Officer of UMHS, department chairs, other departmental leaders (including chief departmental administrators and division leaders), and leaders across Michigan Medicine and the University of Michigan.
The Ideal Candidate:
The ideal candidate will be Board-certified in their respective clinical specialty. Candidate should be a pediatrician, pediatric sub-specialist, OBGYN or OBGYN sub-specialist. The CCO C&W will be an active medical staff member and will hold an MD or equivalent and eligible for a faculty appointment in the University of Michigan Medical School.
In addition, the ideal candidates will possess:
Leadership skills commensurate with a history of leadership roles/responsibilities and an understanding of behavioral and organizational change methodology.
Leadership experience in the management of health care delivery and a history of successful execution of initiatives.
Administrative leadership experience in programmatic strategic planning, implementation, and evaluation within a complex academic medical center environment.
Leadership experience with hospital operations, including capacity / LOS management and quality & safety initiatives. Operating Room operational improvement experience preferred.
The Organization:
The University of Michigan is one of the nation’s premiere universities and is among the most highly regarded in the world. The University is home to Michigan Medicine, comprised of the Medical School, its clinical enterprise, the University of Michigan Health (UM-H) and Michigan Health Corp., the legal entity that allows the Academic Medical Center to enter into partnerships, affiliations, joint ventures, and other business activities. The entire U-M community takes immense pride in having a health system routinely ranked among the nation’s very best, and one that has been recognized as one of the best employers in the nation. UM-H is composed of C.S. Mott Children’s Hospital, the Von Voigtlander Women’s Hospital, University Hospital, University of Michigan Health-West (formerly Metro Health), Frankel Cardiovascular Center, and the University of Michigan Medical Group which currently houses and supports more than 3,000 physicians and 140 clinics at 40 sites throughout Southeastern Michigan.
The faculty and staff of C.S. Mott Children’s Hospital and Von Voigtlander Women’s Hospital are committed to providing extraordinary care for children, women and their families, and pursuing innovations that improve treatment and quality of life for our patients. Winning awards and achieving designations is never our goal, but to the extent that they are a representation to our community that the care we offer is of the highest quality, we are pleased to share that we are consistently recognized for our high standards and commitment to continuous improvement. The Hospitals are comprised of 348 pediatric inpatient beds, 50 maternity rooms, 46 private NICU rooms, 16 ORs and a 9-story, 245,000 square foot outpatient wing. The 24/7 Pediatric Emergency Department and Urgent Care Center includes 31 exam rooms and observation bays, a helipad, three all-private intensive care units and state-of-the-art operating room suite.
The Region:
The city of Ann Arbor, Michigan, is a vibrant community located 40 miles southwest of Detroit. It is home to the sprawling University of Michigan with its more-than 38,000 students. The city also boasts a nationally recognized public school system and a variety of private and parochial schools.
Regularly receiving national attention as one of the best places, Ann Arbor is much more than a university town; it is home to more than 100 high tech, research, and light-industrial employers. Major employers outside the university and government also call Ann Arbor home. The area is most well-known for its globally inspired cultural offerings.
This diverse community has many attractions, with over 300 restaurants; shopping, world-class museums; galleries; theaters; and clubs with live music. The city's numerous off-street trails and lightly traveled neighborhood streets attract joggers and bike riders throughout the year. Cyclists enjoy the extensive trail system, which winds along the Huron River. Endless opportunities for recreation are also available in the city's 159 parks, which feature trails; golf; canoe liveries; swimming pools; ice rinks; tennis courts; athletic fields; volunteer opportunities; programs for every age, interest, and ability; and so much more.
Nominations, including self-nominations are greatly appreciated and may be sent to:
Beth Ross Consultant Physician and Leadership Solutions - Executive Search AMN Healthcare Beth.ross@amnhealthcare.com
Salary Range:
Salary commensurate with qualifications and experience
About SMU
SMU’s more than 12,000 diverse, high-achieving students come from all 50 states and over 80 countries to take advantage of the University’s small classes, meaningful research opportunities, leadership development, community service, international study and innovative programs.
SMU serves approximately 7,000 undergraduates and 5,000 graduate students through eight degree-granting schools: Dedman College of Humanities and Sciences , Cox School of Business , Lyle School of Engineering , Meadows School of the Arts , Simmons School of Education and Human Development , Dedman School of Law , Perkins School of Theology and Moody School of Graduate and Advanced Studies .
SMU is data driven, and its powerful supercomputing ecosystem – paired with entrepreneurial drive – creates an unrivaled environment for the University to deliver research excellence.
Now in its second century of achievement, SMU is recognized for the ways it supports students, faculty and alumni as they become ethical, enterprising leaders in their professions and communities. SMU’s relationship with Dallas – the dynamic center of one of the nation’s fastest-growing regions – offers unique learning, research, social and career opportunities that provide a launch pad for global impact.
SMU is nonsectarian in its teaching and committed to academic freedom and open inquiry.
About the Department:
The Office of Wellbeing Education was established in 2022 and is responsible for health promotion for the SMU community, including oversight of the Wellbeing Education Student Team (WESTies) that provides peer education. Additionally, the University’s recovery efforts are housed within the office. There is considerable opportunity for the development and growth of wellbeing efforts at SMU as this office continues to take shape.
About the Position:
This role is an on-campus, in-person position.
The Director of Wellbeing Education works as a member of the Associate Vice President for Student Affairs and Dean of Students leadership team in assessing, developing, managing, and promoting a holistic health and wellness culture at Southern Methodist University (SMU). This position will develop and implement a vision for the newly-created Office of Wellbeing Education and work collaboratively with offices and departments across campus to promote wellbeing, specifically those within the Division of Student Affairs. The Director of Wellbeing Education supervises staff members, including the recovery program coordinator.
Essential Functions:
Provide leadership for the newly-created Office of Wellbeing Education using evidence-based health promotion approaches to develop a vision, strategies, and programs that advance a culture of holistic health and wellbeing and address critical priority areas for student wellness at SMU. This includes supervising the recovery program coordinator.
Collaborate with colleagues across campus and within the Division of Student Affairs in planning and implementing large- and small-scale programming and presentations for the campus that promote health and wellbeing.
Conduct health needs assessments and other public health surveys to drive program planning. Produce comprehensive reports to educate stakeholders and inform strategic planning and decision-making. Complete the biannual Drug Free Campus-Act reports.
Support the ongoing work of the Student Recovery Program and oversee the substance use prevention efforts on campus.
Maintain and oversee department budgets in partnership with the Associate Vice President for Student Affairs and Dean of Students and the Senior Financial Budget Officer for the Division of Student Affairs. Pursue additional funding for program and office support through collaboration with the Division of Development and External Affairs' fundraising efforts and through grant writing.
Provide direction and leadership for a core group of students to promote awareness and effective delivery of health-related information and programs. Recruit, train, and supervise 10-15 Wellbeing Education Team members (WESTies) each year.
Serve as a member of the Associate Vice President for Student Affairs and Dean of Students Leadership Team.
The position requires some evening and weekend work depending upon training requests and student needs.
Qualifications
Education and Experience:
Master’s degree is required. Field of study for degree in public health, higher education or other closely related field, is required.
A minimum of five years of work experience in the field of health education or health promotion is required. College health and wellbeing experience or experience with corporate wellbeing initiatives is required.
Experience with developing and utilizing student/peer leaders is preferred. Experience with quantitative and qualitative data analysis is preferred.
Master Certified Health Education Specialist (MCHES) credential is preferred.
Knowledge, Skills and Abilities:
Candidate must demonstrate strong interpersonal and verbal communication skills, with the ability to communicate broadly across the University and develop and maintain effective relationships with a wide range of constituencies. Must also demonstrate strong written communication skills.
Candidate must possess strong problem-solving skills with the ability to identify and analyze problems, as well as devise solutions. Must also have strong organizational, planning, project and time management skills with the ability to manage concurrent projects and multiple tasks.
Candidate must have effective presentation and facilitation skills, be able to use data collection and software for data analysis and be able to perform budget planning and monitor expenditures.
Candidate must ensure confidentiality, including medical records and other health data, and have the ability to handle sensitive, traumatic situations.
Proficiency in Microsoft Office (Word, Excel, PowerPoint and Outlook) is required. Website Maintenance skills, and Social Media skills are preferred.
Physical and Environmental Demands:
Bend, crawl, squat, climb
Reach above shoulders
Sit for long periods of time
Handle objects (dexterity)
Carry/lift 25 lbs.
Kneel, stand, push/pull
Walk for long distances
Drive motorized equipment
Deadline to Apply:
This position is open until filled.
EEO Statement:
SMU will not discriminate in any program or activity on the basis of race, color, religion, national origin, sex, age, disability, genetic information, veteran status, sexual orientation, or gender identity and expression. The Executive Director for Access and Equity/Title IX Coordinator is designated to handle inquiries regarding nondiscrimination policies and may be reached at the Perkins Administration Building, Room 204, 6425 Boaz Lane, Dallas, TX 75205, 214-768-3601, accessequity@smu.edu.
Full Time
Salary Range:
Salary commensurate with qualifications and experience
About SMU
SMU’s more than 12,000 diverse, high-achieving students come from all 50 states and over 80 countries to take advantage of the University’s small classes, meaningful research opportunities, leadership development, community service, international study and innovative programs.
SMU serves approximately 7,000 undergraduates and 5,000 graduate students through eight degree-granting schools: Dedman College of Humanities and Sciences , Cox School of Business , Lyle School of Engineering , Meadows School of the Arts , Simmons School of Education and Human Development , Dedman School of Law , Perkins School of Theology and Moody School of Graduate and Advanced Studies .
SMU is data driven, and its powerful supercomputing ecosystem – paired with entrepreneurial drive – creates an unrivaled environment for the University to deliver research excellence.
Now in its second century of achievement, SMU is recognized for the ways it supports students, faculty and alumni as they become ethical, enterprising leaders in their professions and communities. SMU’s relationship with Dallas – the dynamic center of one of the nation’s fastest-growing regions – offers unique learning, research, social and career opportunities that provide a launch pad for global impact.
SMU is nonsectarian in its teaching and committed to academic freedom and open inquiry.
About the Department:
The Office of Wellbeing Education was established in 2022 and is responsible for health promotion for the SMU community, including oversight of the Wellbeing Education Student Team (WESTies) that provides peer education. Additionally, the University’s recovery efforts are housed within the office. There is considerable opportunity for the development and growth of wellbeing efforts at SMU as this office continues to take shape.
About the Position:
This role is an on-campus, in-person position.
The Director of Wellbeing Education works as a member of the Associate Vice President for Student Affairs and Dean of Students leadership team in assessing, developing, managing, and promoting a holistic health and wellness culture at Southern Methodist University (SMU). This position will develop and implement a vision for the newly-created Office of Wellbeing Education and work collaboratively with offices and departments across campus to promote wellbeing, specifically those within the Division of Student Affairs. The Director of Wellbeing Education supervises staff members, including the recovery program coordinator.
Essential Functions:
Provide leadership for the newly-created Office of Wellbeing Education using evidence-based health promotion approaches to develop a vision, strategies, and programs that advance a culture of holistic health and wellbeing and address critical priority areas for student wellness at SMU. This includes supervising the recovery program coordinator.
Collaborate with colleagues across campus and within the Division of Student Affairs in planning and implementing large- and small-scale programming and presentations for the campus that promote health and wellbeing.
Conduct health needs assessments and other public health surveys to drive program planning. Produce comprehensive reports to educate stakeholders and inform strategic planning and decision-making. Complete the biannual Drug Free Campus-Act reports.
Support the ongoing work of the Student Recovery Program and oversee the substance use prevention efforts on campus.
Maintain and oversee department budgets in partnership with the Associate Vice President for Student Affairs and Dean of Students and the Senior Financial Budget Officer for the Division of Student Affairs. Pursue additional funding for program and office support through collaboration with the Division of Development and External Affairs' fundraising efforts and through grant writing.
Provide direction and leadership for a core group of students to promote awareness and effective delivery of health-related information and programs. Recruit, train, and supervise 10-15 Wellbeing Education Team members (WESTies) each year.
Serve as a member of the Associate Vice President for Student Affairs and Dean of Students Leadership Team.
The position requires some evening and weekend work depending upon training requests and student needs.
Qualifications
Education and Experience:
Master’s degree is required. Field of study for degree in public health, higher education or other closely related field, is required.
A minimum of five years of work experience in the field of health education or health promotion is required. College health and wellbeing experience or experience with corporate wellbeing initiatives is required.
Experience with developing and utilizing student/peer leaders is preferred. Experience with quantitative and qualitative data analysis is preferred.
Master Certified Health Education Specialist (MCHES) credential is preferred.
Knowledge, Skills and Abilities:
Candidate must demonstrate strong interpersonal and verbal communication skills, with the ability to communicate broadly across the University and develop and maintain effective relationships with a wide range of constituencies. Must also demonstrate strong written communication skills.
Candidate must possess strong problem-solving skills with the ability to identify and analyze problems, as well as devise solutions. Must also have strong organizational, planning, project and time management skills with the ability to manage concurrent projects and multiple tasks.
Candidate must have effective presentation and facilitation skills, be able to use data collection and software for data analysis and be able to perform budget planning and monitor expenditures.
Candidate must ensure confidentiality, including medical records and other health data, and have the ability to handle sensitive, traumatic situations.
Proficiency in Microsoft Office (Word, Excel, PowerPoint and Outlook) is required. Website Maintenance skills, and Social Media skills are preferred.
Physical and Environmental Demands:
Bend, crawl, squat, climb
Reach above shoulders
Sit for long periods of time
Handle objects (dexterity)
Carry/lift 25 lbs.
Kneel, stand, push/pull
Walk for long distances
Drive motorized equipment
Deadline to Apply:
This position is open until filled.
EEO Statement:
SMU will not discriminate in any program or activity on the basis of race, color, religion, national origin, sex, age, disability, genetic information, veteran status, sexual orientation, or gender identity and expression. The Executive Director for Access and Equity/Title IX Coordinator is designated to handle inquiries regarding nondiscrimination policies and may be reached at the Perkins Administration Building, Room 204, 6425 Boaz Lane, Dallas, TX 75205, 214-768-3601, accessequity@smu.edu.
Associate Director of Human Resources, CBSO
Job no: 532220
Work type: Officer of Administration
Location: Eugene, OR
Categories: Administrative/Professional, Human Resources
Department: Central Business Services Office, Office of the Provost Appointment Type and Duration: Regular, Ongoing Salary: Commensurate with experience Compensation Band: OS-OA08-Fiscal Year 2023-2024 FTE: 1.0
Application Review Begins
August 7, 2023; position open until filled
Special Instructions to Applicants
Please include the following with your online application:
• A resume that outlines your educational and professional work experience. These details are used to determine if applicants meet the qualifications of this position.
• The names of at least three professional references, their e-mail addresses, and telephone numbers. Candidates will be notified prior to references being contacted.
Please Note: We may contact applicants who meet the minimum requirements to request additional information for the next stage of review.
To receive a copy of the full position description, please send an email to mailto:cbrady@uoregon.edu. Salary offers are determined based on final candidate qualifications and experience; and the application of fair, equitable, and consistent pay practices at the University.
Department Summary
The University of Oregon is implementing a shared services model for human resources across many areas of our campus. This is an exciting time to join the HR community at the University of Oregon as we innovate, develop new processes, and implement HR best practices.
The Central Business Service Offices (CBSO), a shared service office, provides specific services in the areas of Finance, Human Resources, Payroll, Purchasing, Contracting, Travel, and Accounts Payable for several organizations on campus including:
The Ballmer Institute for Children's Behavioral Health Clark Honors College College of Design College of Education School of Journalism & Communication.
The mission of the shared services group is to provide consistency through centralized services, offering our expertise in processing a wide variety of financial and human resources transactions and functions including acting as a liaison to the Business Affairs Office, Purchasing and Contracting Services, University Human Resources, and Payroll Administration. The units supported by the CBSO constitute a large business enterprise consisting of more than 1,000 employees and more than $100 million in budgeted operations as well as many other funds types including but not limited to sponsored, gift, and foundation funds, development and outreach, and designated operations funds. The CBSO also works with a breadth of employee category types including at least 3 different unions, student employees, and officers of administration.
The team within the CBSO is committed to providing superior customer service and creating partnerships with our customers to ensure their needs are fulfilled to the highest standard.
Position Summary
Do your professional goals align with providing individualized human resource services that focus on helping others succeed and reach their full potential? If so, the Central Business Services Office (CBSO) is seeking an Associate Director of Human Resources (ADHR) to provide leadership and support to our faculty and staff through the provision of a variety of HR services, and creating an inclusive and welcoming environment.
The Associate Director of Human Resources, CBSO will join the newly formed HR shared services team within the CBSO and will provide HR leadership to the CBSO HR staff including directors, managers, classified personnel, and the breadth of HR across each of the 5 supported units. The ADHR is one of two Associate Directors focused on supporting over 1,000 employees (faculty, staff, student, and graduate employees).
The ADHR will lead a team to learn the unique needs of your customers and develop policies, practices, and workflows to meet those needs while working closely with school, college, and university (University HR) leadership to implement consistent HR best practices across the CBSO portfolio. Reporting to the Senior Director of the CBSO, and as a member of the CBSO leadership team, you will participate in strategic planning, including recruiting and hiring, employee engagement, workforce planning, helping shape the experience of administrators, faculty, staff, and students throughout the employee life cycle.
As the leader of Human Resources in the CBSO, you will work closely with university leaders, administrators, supervisors, search chairs, and hiring managers, providing strategic consultation and excellent customer service to help them meet their HR goals. Using knowledge and creativity, you will help guide our customers to solutions that align with UO (University of Oregon) policies and practices. You will keep your finger on the pulse of emerging trends, concerns, and best practices, sharing your assessments with leadership, and adjusting priorities and strategic approaches accordingly.
You will lead recruitment efforts by writing engaging position descriptions and job advertisements while incorporating strategies to build robust and diverse pools of applicants. You will coach and train supervisors and leadership on best practices for running searches, including proactively removing roadblocks for applicants and building diverse and inclusive active recruitment strategies. Your team will be the first point of contact for new employees as you onboard them to their units and the university. You will build out and refine onboarding processes that set up new employees for success and begin the process of retaining them.
You will work with division leaders and University HR on employee engagement strategies, performance evaluation, and professional development, supervisor training and coaching, and employee and labor relations (ELR) needs. Your team will also manage the employee exit process including exit interviews and surveys, collecting data, identifying trends, and proposing initiatives to better engage, develop, and retain our faculty and staff.
While there is room for innovation and creativity in this role, there is also an expectation of an elevated level of support. This position will be a part of a team of HR professionals across campus and will work closely with University Human Resources professionals who can provide guidance, consultation, subject-matter expertise, and a sounding board for innovative ideas.
Minimum Requirements
• Five years of progressively responsible human resources experience and a bachelor's degree; or seven years of progressively responsible HR experience*.
• Three years' experience supervising at least one regular, permanent employee including performance management; OR five years' combined experience performing lead work and supervising students/interns/part-time/temporary staff.
*HR experience is subject matter expertise in one or more of the functional areas of HR, such as recruitment and hiring; classification and compensation; employee and labor relations; or employee training, development, and retention.
Professional Competencies
• Effective communication skills, including the ability to communicate with a range of stakeholders, from executives to front-line staff and other individual contributors.
• Ability to advance diversity, equity, and inclusion efforts through one's own actions and by influencing the actions of others.
• Understanding of the needs and experiences of job seekers and employees with diverse/marginalized identities, and commitment to advancing inclusion efforts in recruitment and retention.
• Knowledge of effective strategies to build robust and diverse pools of applicants and run an inclusive search process, create an inclusive work environment, and improve equity in processes and policy.
• Ability to manage complex HR matters, including employee and labor relations issues, with sensitivity, respect, compliance awareness, and a solution-oriented approach.
• Ability to build relationships and work collaboratively with a variety of stakeholders.
• Understanding of effective supervisory practices and techniques, employee and employer relationships, and management principles and the ability to advise supervisors on these matters.
• Ability to handle sensitive and confidential materials and situations appropriately.
• Ability to adapt to changing priorities, make appropriate decisions, escalate matters when necessary, and provide proactive, effective change management.
Preferred Qualifications
• HR experience in a higher education setting or a similarly complex organization.
• Experience understanding and applying provisions of collective bargaining agreements to personnel situations and working with various employee groups including administrative, faculty, and student employees.
• Experience with position description development, performance management, recruitment, classification, compensation, and EEO/affirmative action.
• Experience leveraging a wide array of technologies, such as tools for applicant tracking, productivity, and communication.
FLSA Exempt: Yes
All offers of employment are contingent upon successful completion of a background inquiry.
The University of Oregon is proud to offer a robust benefits package to eligible employees, including health insurance, retirement plans and paid time off. For more information about benefits, visit http://hr.uoregon.edu/careers/about-benefits.
The University of Oregon is an equal opportunity, affirmative action institution committed to cultural diversity and compliance with the ADA. The University encourages all qualified individuals to apply, and does not discriminate on the basis of any protected status, including veteran and disability status. The University is committed to providing reasonable accommodations to applicants and employees with disabilities. To request an accommodation in connection with the application process, please contact us at mailto:uocareers@uoregon.edu or 541-346-5112.
UO prohibits discrimination on the basis of race, color, sex, national or ethnic origin, age, religion, marital status, disability, veteran status, sexual orientation, gender identity, and gender expression in all programs, activities and employment practices as required by Title IX, other applicable laws, and policies. Retaliation is prohibited by UO policy. Questions may be referred to the Title IX Coordinator, Office of Civil Rights Compliance, or to the Office for Civil Rights. Contact information, related policies, and complaint procedures are listed on the http://studentlife.uoregon.edu/nondiscrimination.
In compliance with federal law, the University of Oregon prepares an annual report on campus security and fire safety programs and services. The Annual Campus Security and Fire Safety Report is available online at https://clery.uoregon.edu/annual-campus-security-and-fire-safety-report.
To apply, visit https://apptrkr.com/4410781
Full Time
Associate Director of Human Resources, CBSO
Job no: 532220
Work type: Officer of Administration
Location: Eugene, OR
Categories: Administrative/Professional, Human Resources
Department: Central Business Services Office, Office of the Provost Appointment Type and Duration: Regular, Ongoing Salary: Commensurate with experience Compensation Band: OS-OA08-Fiscal Year 2023-2024 FTE: 1.0
Application Review Begins
August 7, 2023; position open until filled
Special Instructions to Applicants
Please include the following with your online application:
• A resume that outlines your educational and professional work experience. These details are used to determine if applicants meet the qualifications of this position.
• The names of at least three professional references, their e-mail addresses, and telephone numbers. Candidates will be notified prior to references being contacted.
Please Note: We may contact applicants who meet the minimum requirements to request additional information for the next stage of review.
To receive a copy of the full position description, please send an email to mailto:cbrady@uoregon.edu. Salary offers are determined based on final candidate qualifications and experience; and the application of fair, equitable, and consistent pay practices at the University.
Department Summary
The University of Oregon is implementing a shared services model for human resources across many areas of our campus. This is an exciting time to join the HR community at the University of Oregon as we innovate, develop new processes, and implement HR best practices.
The Central Business Service Offices (CBSO), a shared service office, provides specific services in the areas of Finance, Human Resources, Payroll, Purchasing, Contracting, Travel, and Accounts Payable for several organizations on campus including:
The Ballmer Institute for Children's Behavioral Health Clark Honors College College of Design College of Education School of Journalism & Communication.
The mission of the shared services group is to provide consistency through centralized services, offering our expertise in processing a wide variety of financial and human resources transactions and functions including acting as a liaison to the Business Affairs Office, Purchasing and Contracting Services, University Human Resources, and Payroll Administration. The units supported by the CBSO constitute a large business enterprise consisting of more than 1,000 employees and more than $100 million in budgeted operations as well as many other funds types including but not limited to sponsored, gift, and foundation funds, development and outreach, and designated operations funds. The CBSO also works with a breadth of employee category types including at least 3 different unions, student employees, and officers of administration.
The team within the CBSO is committed to providing superior customer service and creating partnerships with our customers to ensure their needs are fulfilled to the highest standard.
Position Summary
Do your professional goals align with providing individualized human resource services that focus on helping others succeed and reach their full potential? If so, the Central Business Services Office (CBSO) is seeking an Associate Director of Human Resources (ADHR) to provide leadership and support to our faculty and staff through the provision of a variety of HR services, and creating an inclusive and welcoming environment.
The Associate Director of Human Resources, CBSO will join the newly formed HR shared services team within the CBSO and will provide HR leadership to the CBSO HR staff including directors, managers, classified personnel, and the breadth of HR across each of the 5 supported units. The ADHR is one of two Associate Directors focused on supporting over 1,000 employees (faculty, staff, student, and graduate employees).
The ADHR will lead a team to learn the unique needs of your customers and develop policies, practices, and workflows to meet those needs while working closely with school, college, and university (University HR) leadership to implement consistent HR best practices across the CBSO portfolio. Reporting to the Senior Director of the CBSO, and as a member of the CBSO leadership team, you will participate in strategic planning, including recruiting and hiring, employee engagement, workforce planning, helping shape the experience of administrators, faculty, staff, and students throughout the employee life cycle.
As the leader of Human Resources in the CBSO, you will work closely with university leaders, administrators, supervisors, search chairs, and hiring managers, providing strategic consultation and excellent customer service to help them meet their HR goals. Using knowledge and creativity, you will help guide our customers to solutions that align with UO (University of Oregon) policies and practices. You will keep your finger on the pulse of emerging trends, concerns, and best practices, sharing your assessments with leadership, and adjusting priorities and strategic approaches accordingly.
You will lead recruitment efforts by writing engaging position descriptions and job advertisements while incorporating strategies to build robust and diverse pools of applicants. You will coach and train supervisors and leadership on best practices for running searches, including proactively removing roadblocks for applicants and building diverse and inclusive active recruitment strategies. Your team will be the first point of contact for new employees as you onboard them to their units and the university. You will build out and refine onboarding processes that set up new employees for success and begin the process of retaining them.
You will work with division leaders and University HR on employee engagement strategies, performance evaluation, and professional development, supervisor training and coaching, and employee and labor relations (ELR) needs. Your team will also manage the employee exit process including exit interviews and surveys, collecting data, identifying trends, and proposing initiatives to better engage, develop, and retain our faculty and staff.
While there is room for innovation and creativity in this role, there is also an expectation of an elevated level of support. This position will be a part of a team of HR professionals across campus and will work closely with University Human Resources professionals who can provide guidance, consultation, subject-matter expertise, and a sounding board for innovative ideas.
Minimum Requirements
• Five years of progressively responsible human resources experience and a bachelor's degree; or seven years of progressively responsible HR experience*.
• Three years' experience supervising at least one regular, permanent employee including performance management; OR five years' combined experience performing lead work and supervising students/interns/part-time/temporary staff.
*HR experience is subject matter expertise in one or more of the functional areas of HR, such as recruitment and hiring; classification and compensation; employee and labor relations; or employee training, development, and retention.
Professional Competencies
• Effective communication skills, including the ability to communicate with a range of stakeholders, from executives to front-line staff and other individual contributors.
• Ability to advance diversity, equity, and inclusion efforts through one's own actions and by influencing the actions of others.
• Understanding of the needs and experiences of job seekers and employees with diverse/marginalized identities, and commitment to advancing inclusion efforts in recruitment and retention.
• Knowledge of effective strategies to build robust and diverse pools of applicants and run an inclusive search process, create an inclusive work environment, and improve equity in processes and policy.
• Ability to manage complex HR matters, including employee and labor relations issues, with sensitivity, respect, compliance awareness, and a solution-oriented approach.
• Ability to build relationships and work collaboratively with a variety of stakeholders.
• Understanding of effective supervisory practices and techniques, employee and employer relationships, and management principles and the ability to advise supervisors on these matters.
• Ability to handle sensitive and confidential materials and situations appropriately.
• Ability to adapt to changing priorities, make appropriate decisions, escalate matters when necessary, and provide proactive, effective change management.
Preferred Qualifications
• HR experience in a higher education setting or a similarly complex organization.
• Experience understanding and applying provisions of collective bargaining agreements to personnel situations and working with various employee groups including administrative, faculty, and student employees.
• Experience with position description development, performance management, recruitment, classification, compensation, and EEO/affirmative action.
• Experience leveraging a wide array of technologies, such as tools for applicant tracking, productivity, and communication.
FLSA Exempt: Yes
All offers of employment are contingent upon successful completion of a background inquiry.
The University of Oregon is proud to offer a robust benefits package to eligible employees, including health insurance, retirement plans and paid time off. For more information about benefits, visit http://hr.uoregon.edu/careers/about-benefits.
The University of Oregon is an equal opportunity, affirmative action institution committed to cultural diversity and compliance with the ADA. The University encourages all qualified individuals to apply, and does not discriminate on the basis of any protected status, including veteran and disability status. The University is committed to providing reasonable accommodations to applicants and employees with disabilities. To request an accommodation in connection with the application process, please contact us at mailto:uocareers@uoregon.edu or 541-346-5112.
UO prohibits discrimination on the basis of race, color, sex, national or ethnic origin, age, religion, marital status, disability, veteran status, sexual orientation, gender identity, and gender expression in all programs, activities and employment practices as required by Title IX, other applicable laws, and policies. Retaliation is prohibited by UO policy. Questions may be referred to the Title IX Coordinator, Office of Civil Rights Compliance, or to the Office for Civil Rights. Contact information, related policies, and complaint procedures are listed on the http://studentlife.uoregon.edu/nondiscrimination.
In compliance with federal law, the University of Oregon prepares an annual report on campus security and fire safety programs and services. The Annual Campus Security and Fire Safety Report is available online at https://clery.uoregon.edu/annual-campus-security-and-fire-safety-report.
To apply, visit https://apptrkr.com/4410781
CHIEF FINANCIAL OFFICER
What We Do
SBCS has been committed to supporting the well-being and prosperity of San Diego children, youth, and families for over 50 years. SBCS’ services and support – based on the strengths of local communities – assist those throughout the region to reach their fullest potential. With a budget of nearly $61 million, the support of over 1,200 community volunteers, and a staff of 500 dedicated professionals working in schools, police departments, family resource centers, and affordable housing locations, SBCS is truly transforming the community. Through comprehensive and coordinated initiatives focused on the areas of child well-being, youth development, family wellness, and community engagement, SBCS responds to the needs of the community with a strengths-based approach, serving more than 50,000 clients each year. For more information, please visit: www.sbcssandiego.org
LEADERSHIP & CULTURE
The Chief Financial Officer (CFO) will join a dedicated, experienced, and exceptionally talented team working collaboratively to serve the community. In 2021, SBCS was honored to receive the inaugural “Inspire & Enable Award” from the San Diego Foundation for its incredible achievement in enabling community solutions to improve the quality of life in the San Diego region. A well-respected leader in the community, President & CEO, Kathryn Lembo attributed the recognition to the hard work and commitment of SBCS’ staff. Since joining SBCS in 1982, Kathryn has transformed the organization from a tiny drop-in center for drug-abusing teens, into one of the largest social service and community development agencies serving San Diego County. The organization has achieved tremendous organic growth, based on a highly supportive family-like culture focused on the personal and professional growth of each team member.
COMPENSATION & BENEFITS
• Salary – $250,000 - $275,000 DOE/Neg. • Medical, dental, vision, AD&D, and life insurance. • 403(b) retirement plan, SBCS will match 100% of the employee contribution up to 10%, vested at 100% on the 6th year of employment. • 18 paid days off, 10 days of accrued paid sick days per year, and 13 paid holidays. • Flexible spending accounts and dependent care.
LOCATION
This is a hybrid role based out of SBCS’ main office at 430 F Street, Chula Vista, CA 91910.
POSITION SUMMARY
This is an exciting time to join SBCS as the organization embarks on its most ambitious fundraising and branding campaign ever. In addition to investing in programs, the campaign includes ground-up construction of a new administration and services center, located in the heart of Downtown Chula Vista. Reporting to the President & CEO, the CFO will manage a $61 million annual operating budget, with overall strategic and operational responsibility for SBCS’ Finance and Accounting department, including payroll. They will lead an exceptionally talented team, managing one direct report and a team of 15 staff. Serving as a key thought partner to the CEO, the CFO will work across every area of the organization, partnering with the Board, leadership, and staff on organizational planning, development, and assessment activities. This high-profile and extremely collaborative position will also represent the organization externally, partnering with executives at other leading organizations on coordinated initiatives that align with SBCS’ mission. This is a tremendous opportunity for a strategic financial leader with a track record of supporting a growing organization to meet future expansion.
Priority areas in the first 12 months include:
• Build a deep understanding of the community, cultivating relationships with stakeholders. • Become ingrained in the organization, building relationships with the team, and becoming familiar with SBCS’ history, programs, partners, and contracts. • Analyze SBCS’ current organizational structure, with a focus on the finance and accounting systems; recommend opportunities for streamlining and modernization.
DUTIES & RESPONSIBILITIES
• Serve as an internal consultant to the CEO, Board, VP of Program Operations, VP of Business Operations, and other key stakeholders on all financial matters, making recommendations and suggesting proactive strategies to keep SBCS on track. • Prepare, monitor, and update the annual operating budget. • Coordinate and compile all necessary documents for the annual agency audit. • Prepare and monitor contract budgets, forecasts, and internal financial plans and processes. • Support accounting, general ledger, and operations functions, ensuring that systems are in place to guarantee timeliness and accuracy. • Drive best financial practices within SBCS through standard operating procedures, and keep the senior leadership team, Board, and staff up to date on SBCS' financial status. • Serve as a point of reference for all growth plans and projects within SBCS. • Generate weekly, monthly, quarterly, and annual reports as needed to monitor, evaluate, and optimize cash flow and liquidity. • Build relationships with stakeholders and service providers including banks, funders, vendors, and outside consultants. • Utilize technology to optimize all reporting and analytical functions. • Ensure SBCS meets critical regulatory and legal compliance benchmarks. • Supervise, coach, and mentor staff to achieve individual and organizational success. • Anticipate organizational needs and proactively propose solutions.
BACKGROUND PROFILE
• Committed to SBCS’ mission of service and support. • Strategic and hands-on approach to finance, accounting, and operations; adept at analysis, business planning, budget development, and forecasting. • Successful leadership and management experience in finance and business operations and proficiency with accounting software. • Demonstrated experience with audit, contract/grants management, legal compliance, and regulatory oversight. • Excellent communication skills, both written and oral, with the ability to effectively communicate complex financial concepts and technical data to stakeholders from non-finance related backgrounds. • Effective public speaker, including presentations to senior management, the Board, and outside stakeholders/partners. • Strong leadership skills with the ability to mentor and motivate staff to achieve goals.
FOR MORE INFORMATION OR TO APPLY, PLEASE CONTACT:
Sarah Thompson, Senior Director, Blair Search Partners 1855 1st Ave., Suite 300, San Diego, CA 92101 sarah@blairsearchpartners.com
Full Time
CHIEF FINANCIAL OFFICER
What We Do
SBCS has been committed to supporting the well-being and prosperity of San Diego children, youth, and families for over 50 years. SBCS’ services and support – based on the strengths of local communities – assist those throughout the region to reach their fullest potential. With a budget of nearly $61 million, the support of over 1,200 community volunteers, and a staff of 500 dedicated professionals working in schools, police departments, family resource centers, and affordable housing locations, SBCS is truly transforming the community. Through comprehensive and coordinated initiatives focused on the areas of child well-being, youth development, family wellness, and community engagement, SBCS responds to the needs of the community with a strengths-based approach, serving more than 50,000 clients each year. For more information, please visit: www.sbcssandiego.org
LEADERSHIP & CULTURE
The Chief Financial Officer (CFO) will join a dedicated, experienced, and exceptionally talented team working collaboratively to serve the community. In 2021, SBCS was honored to receive the inaugural “Inspire & Enable Award” from the San Diego Foundation for its incredible achievement in enabling community solutions to improve the quality of life in the San Diego region. A well-respected leader in the community, President & CEO, Kathryn Lembo attributed the recognition to the hard work and commitment of SBCS’ staff. Since joining SBCS in 1982, Kathryn has transformed the organization from a tiny drop-in center for drug-abusing teens, into one of the largest social service and community development agencies serving San Diego County. The organization has achieved tremendous organic growth, based on a highly supportive family-like culture focused on the personal and professional growth of each team member.
COMPENSATION & BENEFITS
• Salary – $250,000 - $275,000 DOE/Neg. • Medical, dental, vision, AD&D, and life insurance. • 403(b) retirement plan, SBCS will match 100% of the employee contribution up to 10%, vested at 100% on the 6th year of employment. • 18 paid days off, 10 days of accrued paid sick days per year, and 13 paid holidays. • Flexible spending accounts and dependent care.
LOCATION
This is a hybrid role based out of SBCS’ main office at 430 F Street, Chula Vista, CA 91910.
POSITION SUMMARY
This is an exciting time to join SBCS as the organization embarks on its most ambitious fundraising and branding campaign ever. In addition to investing in programs, the campaign includes ground-up construction of a new administration and services center, located in the heart of Downtown Chula Vista. Reporting to the President & CEO, the CFO will manage a $61 million annual operating budget, with overall strategic and operational responsibility for SBCS’ Finance and Accounting department, including payroll. They will lead an exceptionally talented team, managing one direct report and a team of 15 staff. Serving as a key thought partner to the CEO, the CFO will work across every area of the organization, partnering with the Board, leadership, and staff on organizational planning, development, and assessment activities. This high-profile and extremely collaborative position will also represent the organization externally, partnering with executives at other leading organizations on coordinated initiatives that align with SBCS’ mission. This is a tremendous opportunity for a strategic financial leader with a track record of supporting a growing organization to meet future expansion.
Priority areas in the first 12 months include:
• Build a deep understanding of the community, cultivating relationships with stakeholders. • Become ingrained in the organization, building relationships with the team, and becoming familiar with SBCS’ history, programs, partners, and contracts. • Analyze SBCS’ current organizational structure, with a focus on the finance and accounting systems; recommend opportunities for streamlining and modernization.
DUTIES & RESPONSIBILITIES
• Serve as an internal consultant to the CEO, Board, VP of Program Operations, VP of Business Operations, and other key stakeholders on all financial matters, making recommendations and suggesting proactive strategies to keep SBCS on track. • Prepare, monitor, and update the annual operating budget. • Coordinate and compile all necessary documents for the annual agency audit. • Prepare and monitor contract budgets, forecasts, and internal financial plans and processes. • Support accounting, general ledger, and operations functions, ensuring that systems are in place to guarantee timeliness and accuracy. • Drive best financial practices within SBCS through standard operating procedures, and keep the senior leadership team, Board, and staff up to date on SBCS' financial status. • Serve as a point of reference for all growth plans and projects within SBCS. • Generate weekly, monthly, quarterly, and annual reports as needed to monitor, evaluate, and optimize cash flow and liquidity. • Build relationships with stakeholders and service providers including banks, funders, vendors, and outside consultants. • Utilize technology to optimize all reporting and analytical functions. • Ensure SBCS meets critical regulatory and legal compliance benchmarks. • Supervise, coach, and mentor staff to achieve individual and organizational success. • Anticipate organizational needs and proactively propose solutions.
BACKGROUND PROFILE
• Committed to SBCS’ mission of service and support. • Strategic and hands-on approach to finance, accounting, and operations; adept at analysis, business planning, budget development, and forecasting. • Successful leadership and management experience in finance and business operations and proficiency with accounting software. • Demonstrated experience with audit, contract/grants management, legal compliance, and regulatory oversight. • Excellent communication skills, both written and oral, with the ability to effectively communicate complex financial concepts and technical data to stakeholders from non-finance related backgrounds. • Effective public speaker, including presentations to senior management, the Board, and outside stakeholders/partners. • Strong leadership skills with the ability to mentor and motivate staff to achieve goals.
FOR MORE INFORMATION OR TO APPLY, PLEASE CONTACT:
Sarah Thompson, Senior Director, Blair Search Partners 1855 1st Ave., Suite 300, San Diego, CA 92101 sarah@blairsearchpartners.com
United Way of Central Indiana
Indianapolis, IN, USA
Manager of Business Development
Fundraising And Engagement Department
United Way fights for the education, financial stability, health, and basic needs of everyone in our community .
We pursue this vision in all we do as we ask our community to give, advocate and volunteer. We believe that vision can only be achieved if pursued with shared values, and therefore place great emphasis on building a team that will pursue this vision together with ICARE . This is an exciting time to be part of United Way of Central Indiana's team as we embark on a new strategic framework that fosters innovation, builds community partnerships, and integrates across traditional functional areas.
I nclusion -C ourage- A ccountability- R espect- E xcellence
Position Summary
United Way of Central Indiana (UWCI) is seeking a high-energy individual with a go-getter mentality to join our business development team. As the Manager of Business Development, your primary responsibilities will be to help secure new partnerships from net-new organizations or lapsed relationships by pairing an organization's Corporate Social Responsibility (CSR), community, and business goals with UWCI programming, services, and mission. Your secondary responsibility, in collaboration with our Events, Marketing, and Business Development team, will be promoting and securing sponsorships for UWCI's events. This individual will interact with clients of all levels, in a variety of industries across Central Indiana. This position will also participate in a variety of meaningful projects to further their understanding of sales/fundraising, marketing, and corporate social responsibility through philanthropy, volunteerism, and advocacy.
Position Duties & Responsibilities
The following statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified.
Business Development - Partnership:
Collaborate with our Business Development, Marketing, Fundraising and Strategic Intelligence and Information teams to find new leads or under-nurtured prospects.
Proactively seek and connect with new business opportunities in the market through your own independent research and networking.
Through a combination of different mediums, consistently achieve activity goals each month.
Consistently track interactions through CRM (Salesforce).
Build relationships with potential partners and work to secure partnerships aligned with their CSR/ESG goals as well as UWCI goals. Partnerships may be investing only, co-investing, working together on solutions, etc.
Develop and manage a short/medium/long-term sales pipeline.
Conduct effective discovery meetings with true curiosity.
Present United Way of Central Indiana's offerings and value to potential partners.
Maintain and develop a deep understanding of our programs, solutions, and sponsorship opportunities.
In partnership with the Sr. Business Development Director and the Chief Fundraising and Engagement Officer, create and attain income generation goals that provide true impact on the efforts of UWCI and our corporate or community partners.
Business Development - Sponsorship:
Create and maintain meaningful relationships with local business leaders/executives by educating them on UWCI's events and sponsorship opportunities.
Identify trends and customer needs, building a short/medium/long-term sales pipeline in accordance with targets.
Provide insight for our Events, Marketing, and Business Development teams to further develop our sponsorship offerings and process.
Act as a point of contact for sponsorship information as it relates to net-new relationships.
Achieve revenue goals tied to sponsorship.
Qualifications
To perform this job successfully, an individual must be able to perform each essential job function satisfactorily.The requirements listed are representative of the basic knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The individual in this role must display the highest level of integrity and confidentiality. United Way also values innovative thinking, and a successful candidate will be a self-starter who can work within the team to achieve goals and objectives. The individual should have effective communication skills, attention to detail and organization, and flexibility and adaptability. The individual will also maintain knowledge of trends in their area of responsibility and review literature to understand key issues.
Knowledge, Skills, and Abilities
Exemplify a proactive and self-starter attitude.
Experience with nurturing a cold or warm lead into a meaningful relationship.
Proficient at conducting discovery meetings.
Ability to manage multiple deals/projects simultaneously.
Problem-solving mindset with an ability to think outside of the box.
Strong presentation skills.
Excellent phone and email etiquette.
Previous experience with securing deals or sponsorships is preferred.
Knowledge of using CRM (Salesforce) and prospecting tools (such as LinkedIn Sales Navigator) is preferred.
Previous experience in a customer/donor-facing role is preferred.
Ability to travel up to 60% within Central Indiana throughout the week. A valid driver's license is required.
Work Environment:
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Office setting, with sustained use of a computer.
The noise level in the work environment is minimal to moderate.
Maintains personal/professional competency and works to create an environment of courtesy, respect, enthusiasm, and a positive attitude in all interactions both internal and external to the organization.
Core Competencies
United Way of Central Indiana's team is evaluated on the following core competencies:
Courage
Accountability
Respect
Excellence
Thinking Strategically
Stakeholder Experience
Effective Communication
Position Leader: Senior Business Development Director
FLSA Status: Exempt, Fulltime
Salary Range : Upper 50's to Mid 60's
Benefits: Complete Benefits Package
Equal Opportunity Employer
Please apply at uwci.org/careers
This position description does not constitute a contract of employment or a guarantee of any terms or conditions of employment. UWCI employees are employed on an at-will basis. In addition, nothing in this position description restricts UWCI's right to assign or reassign duties and responsibilities to this position at any time.
Full Time
Manager of Business Development
Fundraising And Engagement Department
United Way fights for the education, financial stability, health, and basic needs of everyone in our community .
We pursue this vision in all we do as we ask our community to give, advocate and volunteer. We believe that vision can only be achieved if pursued with shared values, and therefore place great emphasis on building a team that will pursue this vision together with ICARE . This is an exciting time to be part of United Way of Central Indiana's team as we embark on a new strategic framework that fosters innovation, builds community partnerships, and integrates across traditional functional areas.
I nclusion -C ourage- A ccountability- R espect- E xcellence
Position Summary
United Way of Central Indiana (UWCI) is seeking a high-energy individual with a go-getter mentality to join our business development team. As the Manager of Business Development, your primary responsibilities will be to help secure new partnerships from net-new organizations or lapsed relationships by pairing an organization's Corporate Social Responsibility (CSR), community, and business goals with UWCI programming, services, and mission. Your secondary responsibility, in collaboration with our Events, Marketing, and Business Development team, will be promoting and securing sponsorships for UWCI's events. This individual will interact with clients of all levels, in a variety of industries across Central Indiana. This position will also participate in a variety of meaningful projects to further their understanding of sales/fundraising, marketing, and corporate social responsibility through philanthropy, volunteerism, and advocacy.
Position Duties & Responsibilities
The following statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified.
Business Development - Partnership:
Collaborate with our Business Development, Marketing, Fundraising and Strategic Intelligence and Information teams to find new leads or under-nurtured prospects.
Proactively seek and connect with new business opportunities in the market through your own independent research and networking.
Through a combination of different mediums, consistently achieve activity goals each month.
Consistently track interactions through CRM (Salesforce).
Build relationships with potential partners and work to secure partnerships aligned with their CSR/ESG goals as well as UWCI goals. Partnerships may be investing only, co-investing, working together on solutions, etc.
Develop and manage a short/medium/long-term sales pipeline.
Conduct effective discovery meetings with true curiosity.
Present United Way of Central Indiana's offerings and value to potential partners.
Maintain and develop a deep understanding of our programs, solutions, and sponsorship opportunities.
In partnership with the Sr. Business Development Director and the Chief Fundraising and Engagement Officer, create and attain income generation goals that provide true impact on the efforts of UWCI and our corporate or community partners.
Business Development - Sponsorship:
Create and maintain meaningful relationships with local business leaders/executives by educating them on UWCI's events and sponsorship opportunities.
Identify trends and customer needs, building a short/medium/long-term sales pipeline in accordance with targets.
Provide insight for our Events, Marketing, and Business Development teams to further develop our sponsorship offerings and process.
Act as a point of contact for sponsorship information as it relates to net-new relationships.
Achieve revenue goals tied to sponsorship.
Qualifications
To perform this job successfully, an individual must be able to perform each essential job function satisfactorily.The requirements listed are representative of the basic knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The individual in this role must display the highest level of integrity and confidentiality. United Way also values innovative thinking, and a successful candidate will be a self-starter who can work within the team to achieve goals and objectives. The individual should have effective communication skills, attention to detail and organization, and flexibility and adaptability. The individual will also maintain knowledge of trends in their area of responsibility and review literature to understand key issues.
Knowledge, Skills, and Abilities
Exemplify a proactive and self-starter attitude.
Experience with nurturing a cold or warm lead into a meaningful relationship.
Proficient at conducting discovery meetings.
Ability to manage multiple deals/projects simultaneously.
Problem-solving mindset with an ability to think outside of the box.
Strong presentation skills.
Excellent phone and email etiquette.
Previous experience with securing deals or sponsorships is preferred.
Knowledge of using CRM (Salesforce) and prospecting tools (such as LinkedIn Sales Navigator) is preferred.
Previous experience in a customer/donor-facing role is preferred.
Ability to travel up to 60% within Central Indiana throughout the week. A valid driver's license is required.
Work Environment:
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Office setting, with sustained use of a computer.
The noise level in the work environment is minimal to moderate.
Maintains personal/professional competency and works to create an environment of courtesy, respect, enthusiasm, and a positive attitude in all interactions both internal and external to the organization.
Core Competencies
United Way of Central Indiana's team is evaluated on the following core competencies:
Courage
Accountability
Respect
Excellence
Thinking Strategically
Stakeholder Experience
Effective Communication
Position Leader: Senior Business Development Director
FLSA Status: Exempt, Fulltime
Salary Range : Upper 50's to Mid 60's
Benefits: Complete Benefits Package
Equal Opportunity Employer
Please apply at uwci.org/careers
This position description does not constitute a contract of employment or a guarantee of any terms or conditions of employment. UWCI employees are employed on an at-will basis. In addition, nothing in this position description restricts UWCI's right to assign or reassign duties and responsibilities to this position at any time.
Resources for Human Development
Philadelphia, PA, USA
On behalf of our client, Resources for Human Development, Linke Resources is conducting a search for their Chief Information Officer
About Resources for Human Development (RHD) Resources for Human Development is a national human services nonprofit with the broadest possible service mission, and specializes in creating innovative, quality services that support people of all abilities wherever the needs exists. Founded in 1970, RHD supports more than 160 human service programs across the country, serving tens of thousands of people every year with caring and effective programs addressing intellectual and developmental disabilities, behavioral health, homelessness, addiction recovery, and more.
RHD’s mission is to provide caring, effective, and innovative services that empower people of all abilities as they work to achieve the highest level of independence possible and build better lives for themselves, their families, and their communities. From providing residential services for individuals with intellectual and developmental disabilities, people with mental health challenges, people in addiction recovery and people experiencing homelessness to job training, assisted transportation, and crisis intervention, RHD provides individualized, quality assistance to person-centered, trauma-informed programs across the country.
RHD prides itself on its history of innovation, not only in the services offered, but also in their management approach rooted in RHD’s values. RHD is committed to the fundamental value of dignity and respect for all human beings, to the empowerment of our consumers and staff, and to the flexibility to meet the changing needs of all partners and those served.
RHD was founded in 1970 as an organization that would actively advocate for social change. Every program upholds RHD’s values and legacy of excellence in service delivery by treating people with respect and dignity, and by tailoring services to best meet the needs of the people supported, no matter their challenge.
RHD operates 135 programs in 13 states. Programs fall into three broad service categories: Behavioral Health and Housing (BHH), Intellectual and Developmental Disabilities (IDD), and Healthcare. They all specialize in helping individuals and families with complex needs, including mental illness, developmental disabilities, chronic homelessness, substance abuse, post-traumatic stress, abuse, and other conditions. Diverse services include housing, education, community development, job training, career counseling, social services, recovery, outsider art, and returning citizens. RHD also operates a nationally recognized network of nurse managed, community health centers, the Family Practice & Counseling Network.
Each year, RHD provides essential day and residential services to more than 50,000 children and adults, while RHD’s community health centers provide care to more than 22,000 patients.
Position Summary The CIO leads the organization in planning and implementing enterprise technology systems to support the mission and vision of RHD nationally. This individual has responsibility for strategic planning, operational planning, security, compliance, and overall administration of enterprise information support systems. The CIO will lead a system of complex technology resources, a diverse team, and developing partnerships across the organization to enhance programmatic and administrative information systems. Additionally, this position is responsible for the corporate administrative support team and national procurement team.
The CIO is also responsible for the activities related to the availability, integrity, and confidentiality of consumer, customer, employee, funder, and business information in compliance with applicable laws and the organization’s information security policies. The CIO is responsible for establishing and maintaining a corporate-wide information security management program to ensure information technology assets are protected. In addition, this individual will partner with risk management, legal, compliance, and executive leadership to manage organizational risk associated with information systems technology.
Essential Duties and Functions
• Promote and support a working environment consistent with the culture of RHD and RHD values.
• Develop, lead, and support an integrated team responsible for managing the core technology infrastructure, including wireless, wired, data center, disaster recovery, cloud environment, information technology security, applications, and related project management.
• In partnership with leadership from Business Technology & Support (BT&S), Shared Services, Service Lines, and Programs inform, develop, and implement Information Technology Initiatives, based on market trends, changes to service delivery models, and other organizational needs, as part of the strategic and operational plans for RHD.
• Develop and communicate a 1 year, 3 year, and 5 year Technology Operational Plan for the organization, including KPIs, specific goals, and success measures.
• Develop, manage, and oversee the operating, personnel, and capital budgets for all BT&S cost centers.
• Provide direction and leadership in the acquisition, application, and use of technology across the organization through a governance structure that aligns technology initiatives with business priorities while balancing resource constraints (human and fiscal) to optimize technology investments.
• Partner with operational leadership on the ongoing maintenance and validation of a Business Continuity Plan.
• Provide leadership, direction, and support ensuring the BT&S Team provides excellent customer service and satisfies the technology and support requirements and needs of our staff, service lines, departments, and programs.
• Ensure that enterprise information systems operate according to internal standards, external accrediting agency standards, and legal requirements.
• Maintain and monitor a strategic, comprehensive enterprise information security and information technology risk management program; including a security management and reporting framework.
• Partner with risk management, legal, compliance, and executive leadership, to determine the acceptable level of organizational informational technology risk.
• Provide leadership, guidance, and support towards achieving the goals of the organization’s procurement process and related initiatives.
• Provide leadership, direction, and support ensuring the Administrative Corporate Support Team provides excellent customer service and satisfies the support requirements and needs of our staff, service lines, departments, and programs.
• Provide leadership, direction, and support ensuring effective project management for identified operational and strategic initiatives.
Education, and Experience Qualifications
• Bachelor’s Degree in Information Systems, Engineering or related area from an accredited institution is required.
• Master’s Degree is preferred.
• Minimum of 15 years demonstrated experience with IT systems and IT management at a senior level, including executive level, with a sequence of increasing responsibilities in large and diverse business settings. Experience and/or familiarity with the health care industry.
• A track record of successful large project implementations.
• Demonstrated ability to deliver technology solutions that align to business needs in collaboration with leadership across the organization.
• Demonstrated technical foundation including, but not limited to: SaaS implementations, Cybersecurity, Data Management and Business Analytics, Network Infrastructure, and Cloud Computing.
• Excellent communication skills (written and oral) with the ability to engage and work collaboratively with diverse groups of people.
• Excellent listening, relationship building, collaboration, and conflict management skills.
• Demonstrated skills in organizational leadership and management with the ability to coach and develop staff, create, and lead high-performance teams, set, and achieve strategic objectives, and manage to financial and high-quality service-delivery objectives.
• Demonstrated project management skills.
• Demonstrated ability to translate technology for non-technical individuals.
• Demonstrated success as a customer driven leader, understanding and meeting the needs of administrative, programmatic, and operational customers.
• Experience working with Executive Leadership and Board of Directors.
Desired Competencies and Attributes
• Passionate belief in the mission of Resources for Human Development and their core values.
• Ability to represent Resources for Human Development in an enthusiastic, engaging, and professional manner.
• Excellent communication, influencing and relationship-building skills.
• Highly developed team working skills; commitment to working collaboratively across departmental boundaries to achieve goals and build cohesiveness, while valuing individual perspectives and contributions.
• Experience in designing and building and operationalizing effective growth strategies.
• Data driven while promoting a culture of accountability.
• Highly strategic with strong execution skills.
• Drive for achievement; set clear, challenging goals and expectations that are aligned with organizational objectives.
• Commitment to embrace and advance Diversity, Equity, and Inclusion Initiatives.
Salary will be commensurate with experience. Resources for Human Development offers a comprehensive benefits package and a collaborative work environment focused on supporting their mission, vision, and values.
Diversity, Equity, and Inclusion Statement RHD is committed to cultivating not only the diversity of leadership and staff, but also an inclusive culture that is vibrant, engaging and encouraging of innovation as well as intellectual debate. RHD believes creating and maintaining an inclusive workplace allows employees from all backgrounds and walks of life to achieve their fullest potential. An inclusive culture is one that accepts, values, and views as strength, the difference that all bring to the workplace.
RHD employees and programs in the City of Philadelphia are required to follow the COVID vaccine mandate. Revised PDPH guidance allows for new hires to be partially vaccinated at the time of hire. This means they have received at least one shot in a two-dose series or a single dose in a one-dose series before beginning in-person shifts. The final dose must be received within 4 weeks of hire (start date). This currently does not include boosters.
Resources for Human Development is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, age, religion, gender, gender identity, sexual orientation, national origin, genetic information, veteran, or disability status.
For additional information, contact Dr. George P. Linke, Jr., at https://tinyurl.com/4x5f75mr or apply online at http://www.linkeresources.com/jobs/
Resources for Human Development is an Equal Opportunity Employer (EOE)
Full Time
On behalf of our client, Resources for Human Development, Linke Resources is conducting a search for their Chief Information Officer
About Resources for Human Development (RHD) Resources for Human Development is a national human services nonprofit with the broadest possible service mission, and specializes in creating innovative, quality services that support people of all abilities wherever the needs exists. Founded in 1970, RHD supports more than 160 human service programs across the country, serving tens of thousands of people every year with caring and effective programs addressing intellectual and developmental disabilities, behavioral health, homelessness, addiction recovery, and more.
RHD’s mission is to provide caring, effective, and innovative services that empower people of all abilities as they work to achieve the highest level of independence possible and build better lives for themselves, their families, and their communities. From providing residential services for individuals with intellectual and developmental disabilities, people with mental health challenges, people in addiction recovery and people experiencing homelessness to job training, assisted transportation, and crisis intervention, RHD provides individualized, quality assistance to person-centered, trauma-informed programs across the country.
RHD prides itself on its history of innovation, not only in the services offered, but also in their management approach rooted in RHD’s values. RHD is committed to the fundamental value of dignity and respect for all human beings, to the empowerment of our consumers and staff, and to the flexibility to meet the changing needs of all partners and those served.
RHD was founded in 1970 as an organization that would actively advocate for social change. Every program upholds RHD’s values and legacy of excellence in service delivery by treating people with respect and dignity, and by tailoring services to best meet the needs of the people supported, no matter their challenge.
RHD operates 135 programs in 13 states. Programs fall into three broad service categories: Behavioral Health and Housing (BHH), Intellectual and Developmental Disabilities (IDD), and Healthcare. They all specialize in helping individuals and families with complex needs, including mental illness, developmental disabilities, chronic homelessness, substance abuse, post-traumatic stress, abuse, and other conditions. Diverse services include housing, education, community development, job training, career counseling, social services, recovery, outsider art, and returning citizens. RHD also operates a nationally recognized network of nurse managed, community health centers, the Family Practice & Counseling Network.
Each year, RHD provides essential day and residential services to more than 50,000 children and adults, while RHD’s community health centers provide care to more than 22,000 patients.
Position Summary The CIO leads the organization in planning and implementing enterprise technology systems to support the mission and vision of RHD nationally. This individual has responsibility for strategic planning, operational planning, security, compliance, and overall administration of enterprise information support systems. The CIO will lead a system of complex technology resources, a diverse team, and developing partnerships across the organization to enhance programmatic and administrative information systems. Additionally, this position is responsible for the corporate administrative support team and national procurement team.
The CIO is also responsible for the activities related to the availability, integrity, and confidentiality of consumer, customer, employee, funder, and business information in compliance with applicable laws and the organization’s information security policies. The CIO is responsible for establishing and maintaining a corporate-wide information security management program to ensure information technology assets are protected. In addition, this individual will partner with risk management, legal, compliance, and executive leadership to manage organizational risk associated with information systems technology.
Essential Duties and Functions
• Promote and support a working environment consistent with the culture of RHD and RHD values.
• Develop, lead, and support an integrated team responsible for managing the core technology infrastructure, including wireless, wired, data center, disaster recovery, cloud environment, information technology security, applications, and related project management.
• In partnership with leadership from Business Technology & Support (BT&S), Shared Services, Service Lines, and Programs inform, develop, and implement Information Technology Initiatives, based on market trends, changes to service delivery models, and other organizational needs, as part of the strategic and operational plans for RHD.
• Develop and communicate a 1 year, 3 year, and 5 year Technology Operational Plan for the organization, including KPIs, specific goals, and success measures.
• Develop, manage, and oversee the operating, personnel, and capital budgets for all BT&S cost centers.
• Provide direction and leadership in the acquisition, application, and use of technology across the organization through a governance structure that aligns technology initiatives with business priorities while balancing resource constraints (human and fiscal) to optimize technology investments.
• Partner with operational leadership on the ongoing maintenance and validation of a Business Continuity Plan.
• Provide leadership, direction, and support ensuring the BT&S Team provides excellent customer service and satisfies the technology and support requirements and needs of our staff, service lines, departments, and programs.
• Ensure that enterprise information systems operate according to internal standards, external accrediting agency standards, and legal requirements.
• Maintain and monitor a strategic, comprehensive enterprise information security and information technology risk management program; including a security management and reporting framework.
• Partner with risk management, legal, compliance, and executive leadership, to determine the acceptable level of organizational informational technology risk.
• Provide leadership, guidance, and support towards achieving the goals of the organization’s procurement process and related initiatives.
• Provide leadership, direction, and support ensuring the Administrative Corporate Support Team provides excellent customer service and satisfies the support requirements and needs of our staff, service lines, departments, and programs.
• Provide leadership, direction, and support ensuring effective project management for identified operational and strategic initiatives.
Education, and Experience Qualifications
• Bachelor’s Degree in Information Systems, Engineering or related area from an accredited institution is required.
• Master’s Degree is preferred.
• Minimum of 15 years demonstrated experience with IT systems and IT management at a senior level, including executive level, with a sequence of increasing responsibilities in large and diverse business settings. Experience and/or familiarity with the health care industry.
• A track record of successful large project implementations.
• Demonstrated ability to deliver technology solutions that align to business needs in collaboration with leadership across the organization.
• Demonstrated technical foundation including, but not limited to: SaaS implementations, Cybersecurity, Data Management and Business Analytics, Network Infrastructure, and Cloud Computing.
• Excellent communication skills (written and oral) with the ability to engage and work collaboratively with diverse groups of people.
• Excellent listening, relationship building, collaboration, and conflict management skills.
• Demonstrated skills in organizational leadership and management with the ability to coach and develop staff, create, and lead high-performance teams, set, and achieve strategic objectives, and manage to financial and high-quality service-delivery objectives.
• Demonstrated project management skills.
• Demonstrated ability to translate technology for non-technical individuals.
• Demonstrated success as a customer driven leader, understanding and meeting the needs of administrative, programmatic, and operational customers.
• Experience working with Executive Leadership and Board of Directors.
Desired Competencies and Attributes
• Passionate belief in the mission of Resources for Human Development and their core values.
• Ability to represent Resources for Human Development in an enthusiastic, engaging, and professional manner.
• Excellent communication, influencing and relationship-building skills.
• Highly developed team working skills; commitment to working collaboratively across departmental boundaries to achieve goals and build cohesiveness, while valuing individual perspectives and contributions.
• Experience in designing and building and operationalizing effective growth strategies.
• Data driven while promoting a culture of accountability.
• Highly strategic with strong execution skills.
• Drive for achievement; set clear, challenging goals and expectations that are aligned with organizational objectives.
• Commitment to embrace and advance Diversity, Equity, and Inclusion Initiatives.
Salary will be commensurate with experience. Resources for Human Development offers a comprehensive benefits package and a collaborative work environment focused on supporting their mission, vision, and values.
Diversity, Equity, and Inclusion Statement RHD is committed to cultivating not only the diversity of leadership and staff, but also an inclusive culture that is vibrant, engaging and encouraging of innovation as well as intellectual debate. RHD believes creating and maintaining an inclusive workplace allows employees from all backgrounds and walks of life to achieve their fullest potential. An inclusive culture is one that accepts, values, and views as strength, the difference that all bring to the workplace.
RHD employees and programs in the City of Philadelphia are required to follow the COVID vaccine mandate. Revised PDPH guidance allows for new hires to be partially vaccinated at the time of hire. This means they have received at least one shot in a two-dose series or a single dose in a one-dose series before beginning in-person shifts. The final dose must be received within 4 weeks of hire (start date). This currently does not include boosters.
Resources for Human Development is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, age, religion, gender, gender identity, sexual orientation, national origin, genetic information, veteran, or disability status.
For additional information, contact Dr. George P. Linke, Jr., at https://tinyurl.com/4x5f75mr or apply online at http://www.linkeresources.com/jobs/
Resources for Human Development is an Equal Opportunity Employer (EOE)
The John F. Kennedy Center for Performing Arts
Hybrid/Flexible (DC, MD, or VA)
About the Washington National Opera Founded in 1956 as a modest but intrepid ensemble known as the Opera Society of Washington, Washington National Opera (WNO) is today one of America’s largest opera companies. Under the leadership of General Director Timothy O’Leary and Artistic Director Francesca Zambello, WNO draws inspiration from a rich legacy built on the values of artistic excellence, engagement with a broad community, and a thriving future for opera and its audiences. As an artistic affiliate of the John F. Kennedy Center for the Performing Arts, WNO performs fall and spring seasons in the 2,200-seat Kennedy Center Opera House. WNO also offers performances on Millennium Stage and at other venues at the Center and throughout the city, and offers training, educational, and social impact programs year-round. WNO Mission Statement: Washington National Opera, as a leader in opera and a flagship of the Kennedy Center, seeks to inspire, connect, and enrich our community, shape the future of opera, and illuminate the American and human experience. We tell timeless stories with programming that excites, entertains, engages, and educates. We are committed to diversity and balance – presenting classic, contemporary, and American works – to broad local, national, and international audiences. WNO Core Values: Integrity, Excellence, Inclusivity, Innovation, Joy At the Kennedy Center, we strive to foster belonging and empowerment at work. We are able to advance our mission because of our committed and passionate employees. We are fortunate to be able to leverage their diverse perspectives, life experiences and skills to inform how our workplace can be a safe, transparent, and replenishing community. The Kennedy Center is an equal opportunity employer and does not discriminate against any employee or applicant based on race, religion, gender identity, sexual orientation, disability, veteran status, marital status, pregnancy or related condition, or any other basis protected by law. Why Join Us We offer a comprehensive range of benefits to all full-time employees including: Staff offers for discount tickets Retirement plan with organization matching (after 1 year of employment) Qualifying employer for the Public Student Loan Forgiveness Program (PSLF) Commuter programs including pre-tax options for discounted parking and SmartBenefits (WMATA) Annual Leave, Sick Leave, and Personal Days available immediately upon hire 11 paid holidays per year Medical, Dental, and Vision benefits with FSA and HSA options, and paid FMLA Flexible work arrangements We like to have fun! Check out the Kennedy Center National Dance Day 2022 staff video! Job Description The WNO Senior Manager for Finance reports to the WNO General Director and serves as a senior leader on the WNO Management Team. This position is responsible for assessing WNO’s financial needs, and identifying opportunities, potential innovations, and risks at both the macro- and micro- levels of the organization. Through this work, the Senior Manager for Finance prioritizes and directs funds appropriately to ensure WNO’s mission and strategic objectives, while achieving financial stability for WNO, improved net performance, and balanced annual budgets in a financial planning environment involving a high degree of complexity for a $25 million annual budget. The position is responsible for guiding the efforts of WNO’s budget managers in financial planning and decision-making, and for preparing and interpreting detailed financial information for WNO’s senior leadership and Board of Trustees. The Senior Manager for Finance is expected to work independently to manage WNO’s financial outcomes, anticipate needs, pursue opportunities, and make strategic recommendations. Duties & Responsibilities Leads the process of planning both annual and long-term budgets. Directs the work of WNO’s budget managers and performs data analysis to forecast WNO’s short-, medium-, and long-term financial needs and performance, based on WNO’s ~$25 million expense budget. Serves as WNO’s financial representative to the WNO Board of Trustees, and takes responsibility for preparing, interpreting, and annotating detailed financial statements for WNO’s Finance Committee, Executive Committee, and Board of Trustees. This contributor must work with WNO’s staff leadership and Trustee officers on providing input and recommendations as well as facilitating recommended financial changes. Develops WNO financial strategic planning tools, including WNO’s detailed 10-year financial model, and runs financial scenario-planning exercises to allow WNO’s leadership to envision the financial outcomes of long-term repertory planning, season design choices, and strategic decisions such as organizational structure, capital campaign structure, strategic initiatives, and social impact programming planning. Conceives and implements methods for overseeing WNO’s funding, while identifying opportunities for significantly improved net performance. Doing so enables WNO to accomplish strategic objectives while achieving improved financial performance. Assessing WNO’s financial needs, proposes innovations to WNO’s business model and annual programming mix, identifying opportunities and risks, prioritizing and directing funds appropriately. Through proactive financial management, ensures optimal achievement of WNO’s mission while outperforming financial targets through strategic prioritization and expense management. By monitoring expense and revenue trends, creates consistently updated forecasts and recommends strategic actions to ensure balanced budgets for WNO. Independently identifies, pursues, negotiates, and executes major expense restructuring opportunities, such as WNO’s $1.9 million annual cost in combined lease obligations, negotiating outcomes for financial optimization and effective management in meeting WNO’s needs for offices, rehearsal studio, and production storage. Serves as a key member of WNO’s labor relations negotiating committees, compiling and evaluating data and recommending strategies for labor negotiations for collective bargaining agreements representing more than $10 million in annual costs. Identifies opportunities to restructure WNO labor costs to enable financial improvements. Other duties as assigned. Key Qualifications Degree in Business studies preferred 5 years experience in financial administration or related field; arts experience preferred. Advanced knowledge of Excel and financial management software. Familiarity with accounting/financial systems and practices preferable. Must be detail-oriented and have strong analytical skills. Knowledge of statistical/quantitative analysis methods a plus. Candidate must be local or willing to relocate to the DMV area.
Full Time Regular
About the Washington National Opera Founded in 1956 as a modest but intrepid ensemble known as the Opera Society of Washington, Washington National Opera (WNO) is today one of America’s largest opera companies. Under the leadership of General Director Timothy O’Leary and Artistic Director Francesca Zambello, WNO draws inspiration from a rich legacy built on the values of artistic excellence, engagement with a broad community, and a thriving future for opera and its audiences. As an artistic affiliate of the John F. Kennedy Center for the Performing Arts, WNO performs fall and spring seasons in the 2,200-seat Kennedy Center Opera House. WNO also offers performances on Millennium Stage and at other venues at the Center and throughout the city, and offers training, educational, and social impact programs year-round. WNO Mission Statement: Washington National Opera, as a leader in opera and a flagship of the Kennedy Center, seeks to inspire, connect, and enrich our community, shape the future of opera, and illuminate the American and human experience. We tell timeless stories with programming that excites, entertains, engages, and educates. We are committed to diversity and balance – presenting classic, contemporary, and American works – to broad local, national, and international audiences. WNO Core Values: Integrity, Excellence, Inclusivity, Innovation, Joy At the Kennedy Center, we strive to foster belonging and empowerment at work. We are able to advance our mission because of our committed and passionate employees. We are fortunate to be able to leverage their diverse perspectives, life experiences and skills to inform how our workplace can be a safe, transparent, and replenishing community. The Kennedy Center is an equal opportunity employer and does not discriminate against any employee or applicant based on race, religion, gender identity, sexual orientation, disability, veteran status, marital status, pregnancy or related condition, or any other basis protected by law. Why Join Us We offer a comprehensive range of benefits to all full-time employees including: Staff offers for discount tickets Retirement plan with organization matching (after 1 year of employment) Qualifying employer for the Public Student Loan Forgiveness Program (PSLF) Commuter programs including pre-tax options for discounted parking and SmartBenefits (WMATA) Annual Leave, Sick Leave, and Personal Days available immediately upon hire 11 paid holidays per year Medical, Dental, and Vision benefits with FSA and HSA options, and paid FMLA Flexible work arrangements We like to have fun! Check out the Kennedy Center National Dance Day 2022 staff video! Job Description The WNO Senior Manager for Finance reports to the WNO General Director and serves as a senior leader on the WNO Management Team. This position is responsible for assessing WNO’s financial needs, and identifying opportunities, potential innovations, and risks at both the macro- and micro- levels of the organization. Through this work, the Senior Manager for Finance prioritizes and directs funds appropriately to ensure WNO’s mission and strategic objectives, while achieving financial stability for WNO, improved net performance, and balanced annual budgets in a financial planning environment involving a high degree of complexity for a $25 million annual budget. The position is responsible for guiding the efforts of WNO’s budget managers in financial planning and decision-making, and for preparing and interpreting detailed financial information for WNO’s senior leadership and Board of Trustees. The Senior Manager for Finance is expected to work independently to manage WNO’s financial outcomes, anticipate needs, pursue opportunities, and make strategic recommendations. Duties & Responsibilities Leads the process of planning both annual and long-term budgets. Directs the work of WNO’s budget managers and performs data analysis to forecast WNO’s short-, medium-, and long-term financial needs and performance, based on WNO’s ~$25 million expense budget. Serves as WNO’s financial representative to the WNO Board of Trustees, and takes responsibility for preparing, interpreting, and annotating detailed financial statements for WNO’s Finance Committee, Executive Committee, and Board of Trustees. This contributor must work with WNO’s staff leadership and Trustee officers on providing input and recommendations as well as facilitating recommended financial changes. Develops WNO financial strategic planning tools, including WNO’s detailed 10-year financial model, and runs financial scenario-planning exercises to allow WNO’s leadership to envision the financial outcomes of long-term repertory planning, season design choices, and strategic decisions such as organizational structure, capital campaign structure, strategic initiatives, and social impact programming planning. Conceives and implements methods for overseeing WNO’s funding, while identifying opportunities for significantly improved net performance. Doing so enables WNO to accomplish strategic objectives while achieving improved financial performance. Assessing WNO’s financial needs, proposes innovations to WNO’s business model and annual programming mix, identifying opportunities and risks, prioritizing and directing funds appropriately. Through proactive financial management, ensures optimal achievement of WNO’s mission while outperforming financial targets through strategic prioritization and expense management. By monitoring expense and revenue trends, creates consistently updated forecasts and recommends strategic actions to ensure balanced budgets for WNO. Independently identifies, pursues, negotiates, and executes major expense restructuring opportunities, such as WNO’s $1.9 million annual cost in combined lease obligations, negotiating outcomes for financial optimization and effective management in meeting WNO’s needs for offices, rehearsal studio, and production storage. Serves as a key member of WNO’s labor relations negotiating committees, compiling and evaluating data and recommending strategies for labor negotiations for collective bargaining agreements representing more than $10 million in annual costs. Identifies opportunities to restructure WNO labor costs to enable financial improvements. Other duties as assigned. Key Qualifications Degree in Business studies preferred 5 years experience in financial administration or related field; arts experience preferred. Advanced knowledge of Excel and financial management software. Familiarity with accounting/financial systems and practices preferable. Must be detail-oriented and have strong analytical skills. Knowledge of statistical/quantitative analysis methods a plus. Candidate must be local or willing to relocate to the DMV area.
Director of Partner Services & Digital Engagement Marketing
Position Overview
KU Marketing serves the University of Kansas and its many stakeholders by engaging external people for mutual benefit. We support many service lines across the university including student recruitment, branding, conferences & events, professional development programming, student services, and many more. This role leads several key pieces of these exciting marketing opportunities and the resulting benefits to students, employees, Kansans and the members of our local and regional community.
KU’s director of partner services & digital engagement delivers in three key areas.
First, the role leads the team that is the primary interface between KU Marketing and its internal University of Kansas partners, including strategy development, planning, regular communications in support of the delivery of marketing services, and results tracking and reporting. KU Marketing is not a vendor or supplier to other KU units, but rather a strategic partner working toward shared goals. KU’s director of partner services & digital engagement and the strategists reporting to the role engage in strategy development and regular communications with partners. Those communications include proactive notifications and issue avoidance, work reviews and approvals, status updates, change requests, financial and labor budget statuses, and KPI and results reporting.
Second, the role oversees the execution of digital tactics in support of Marketing’s plans and partner goals. Vital to the success of partner relationships and strategy are execution, tracking, analysis and reporting. For that reason and others, the digital experience team reports to this role as do the analysts within KU Marketing. The digital marketing functions that report to this role include digital advertising, KU Marketing’s portion of CRM utilization and marketing automation, email production, website design and development, and search engine optimization.
Third, the director of partner services & digital engagement collaborates with other teams and functions within Marketing and occasionally external vendors for brand alignment, creative services, project and resource management, and more to deliver upon strategies and plans. The director is a senior leader within KU Marketing, working on broad strategies and advising the chief marketing officer on varied topics.
KU Marketing is the central marketing unit at the university. It directly acts on KU’s strategic plan and institutional branding while also serving diverse internal partners. Key partners, and therefore work, include recruitment marketing for credit-bearing (e.g., degrees) and non-credit programs (e.g., professional development) delivered in several locations and modalities, conference and event services, on-campus events, student and campus services, economic development, KU affiliates, and others. KU Marketing offers a full complement of marketing services including copywriting, editing, design, video, photo and digital. Tactics delivered include digital and print advertising, direct mail, social media, email, webpages, CRM support and marketing automation, printed materials, research, press releases, and others.
The director of partner services & digital engagement reports to KU’s chief marketing officer.
Job Description
Internal Communications 40%
• Oversee and personally engage in the relationships between KU Marketing and its internal partners. This includes creating as needed and implementing methods for strategy development, regular communication, performance reporting, and optimizing partner success and satisfaction. • Serve as oversight on the success and health of each relationship, including celebrating wins, reporting the status of relationships to the chief marketing officer, and resolving issues and escalations.
Oversee digital tactics Execution 30%
• Ensure that digital marketing strategies and tactics are executed in line with established strategies and plans, as well as high levels of quality and partner satisfaction. • Team members reporting to the director will perform the hands-on work of digital marketing.
Strategy development 10% • In the service of our partners and for those matters driven by Marketing, develop relevant, practical, actionable and high-potential strategies. • Work with other members of Marketing to generate and vet ideas, align work, and create project plans. Some strategy may be developed by team members and reviewed by the director.
Leadership and management 10% • Lead the several team members who report to the role and manage their productivity, engagement and employment at KU. • Support team members’ needs including but not limited to performance, hiring and departures, professional development, equipment, and more. • Fill in for team members during absences, as possible. Oversee budgets for specific partners, campaigns, and initiatives. • Serve as a senior member of KU Marketing leadership by supporting, advising and acting on top priorities and issues.
Tracking, analyzing and reporting 5% • Relying on the role’s team members for execution, the director will ensure Marketing is tracking marketing activities, analyzing the leading indicators and final results to identify success and opportunities for optimization, and reporting progress and outcomes to leadership and partners.
Other relevant duties as assigned 5%
Position Requirements
The position is hybrid in which incumbent works on-site and remote based on a set schedule. Incumbent will work at the KU Lawrence campus and at least 16 hours at the KU Edwards Campus and may work from an approved productive location at other times. Travel between Lawrence and Overland Park, KS (KU Edwards).
Required Qualifications
• Bachelor’s Degree in marketing, communications, business, public relations, or related discipline and seven (7) years of professional experience OR a Master's Degree in marketing, communications, business, public relations, or related field and five (5) years of professional experience in the field. • Seven (7) years of account management experience. • Five (5) years of supervisory experience. • Experience developing, communicating and implementing strategic marketing plans for complex, large campaigns and/or clients, as evidenced by application materials. • Experience developing and executing digital marketing strategies and tactics including at least five (5) of the following focus areas: digital advertising, website development, search engine optimization, CRM/marketing automation configuration and utilization, content marketing, marketing (mass) emails, and/or database marketing. • Experience tracking, analyzing and reporting the performance and outcomes of marketing strategies and tactics
Preferred Qualifications
• Master’s degree in marketing, communications, business, public relations or closely-related discipline • Five (5) or more years of professional experience in higher education. • Ten (10) or more years of full-time, professional experience in marketing communications • Ten (10) or more years of full-time, professional experience in account management • Experience employing contemporary best practices for successful account management. • Experience regularly using the Slate CRM and/or Hubspot CRM as a marketer or administrator. • Experience working on marketing or communications on a team of more than 20 professionals and for an organization of more than 1,000 employees • Google Ads certification. • Search engine optimization experience and/or certification. • Experience preparing and delivering written and verbal presentations to diverse audiences including senior leaders. • Familiarity with operational finances such as budget management and ROI analysis. • Familiarity with University of Kansas operations, policies and procedures.
Contact Information to Applicants
Chris Gregory, cgregory@ku.edu
Additional Candidate Instruction
A complete application includes: • Cover letter addressing how you meet the required and preferred qualifications. Resume. • Contact information for three professional references (including at least one previous or current supervisor). • Completion of the online application. • Application review begins Thursday, June 8, 2023 and continues until a pool of qualified applicants is identified.
Advertised Salary Range $105,000 to $115,000, final determination commensurate with experience Application Review Begins: 08-Jun-2023 Anticipated Start Date: 17-Jul-2023 Primary Campus:University of Kansas Lawrence Campus FTE: 1.0 Reg/Temp: Regular FLSA Status: Executive Employee Class: U-Unclassified Professional Staff Work Schedule: Monday-Friday, 8 am - 5 pm with travel between KU Lawrence and Edwards Campus in Overland Park, KS. Job Family: Administrative/Management-KUL Work Location Assignment: Hybrid
If interested, please apply: https://apptrkr.com/4186745
Disclaimer
The University of Kansas prohibits discrimination on the basis of race, color, ethnicity, religion, sex, national origin, age, ancestry, disability status as a veteran, sexual orientation, marital status, parental status, gender identity, gender expression, and genetic information in the university's programs and activities. Retaliation is also prohibited by university policy. The following persons have been designated to handle inquiries regarding the nondiscrimination policies and are the Title IX coordinators for their respective campuses: Director of the Office of Civil Rights & Title IX, civilrights@ku.edu, Room 1082, Dole Human Development Center, 1000 Sunnyside Avenue, Lawrence, KS 66045, 785-864-6414, 711 TTY (for the Lawrence, Edwards, Parsons, Yoder, and Topeka campuses); Director, Equal Opportunity Office, Mail Stop 7004, 4330 Shawnee Mission Parkway, Fairway, KS 66205, 913-588-8011, 711 TTY (for the Wichita, Salina, and Kansas City, Kansas medical center campuses).
Full Time
Director of Partner Services & Digital Engagement Marketing
Position Overview
KU Marketing serves the University of Kansas and its many stakeholders by engaging external people for mutual benefit. We support many service lines across the university including student recruitment, branding, conferences & events, professional development programming, student services, and many more. This role leads several key pieces of these exciting marketing opportunities and the resulting benefits to students, employees, Kansans and the members of our local and regional community.
KU’s director of partner services & digital engagement delivers in three key areas.
First, the role leads the team that is the primary interface between KU Marketing and its internal University of Kansas partners, including strategy development, planning, regular communications in support of the delivery of marketing services, and results tracking and reporting. KU Marketing is not a vendor or supplier to other KU units, but rather a strategic partner working toward shared goals. KU’s director of partner services & digital engagement and the strategists reporting to the role engage in strategy development and regular communications with partners. Those communications include proactive notifications and issue avoidance, work reviews and approvals, status updates, change requests, financial and labor budget statuses, and KPI and results reporting.
Second, the role oversees the execution of digital tactics in support of Marketing’s plans and partner goals. Vital to the success of partner relationships and strategy are execution, tracking, analysis and reporting. For that reason and others, the digital experience team reports to this role as do the analysts within KU Marketing. The digital marketing functions that report to this role include digital advertising, KU Marketing’s portion of CRM utilization and marketing automation, email production, website design and development, and search engine optimization.
Third, the director of partner services & digital engagement collaborates with other teams and functions within Marketing and occasionally external vendors for brand alignment, creative services, project and resource management, and more to deliver upon strategies and plans. The director is a senior leader within KU Marketing, working on broad strategies and advising the chief marketing officer on varied topics.
KU Marketing is the central marketing unit at the university. It directly acts on KU’s strategic plan and institutional branding while also serving diverse internal partners. Key partners, and therefore work, include recruitment marketing for credit-bearing (e.g., degrees) and non-credit programs (e.g., professional development) delivered in several locations and modalities, conference and event services, on-campus events, student and campus services, economic development, KU affiliates, and others. KU Marketing offers a full complement of marketing services including copywriting, editing, design, video, photo and digital. Tactics delivered include digital and print advertising, direct mail, social media, email, webpages, CRM support and marketing automation, printed materials, research, press releases, and others.
The director of partner services & digital engagement reports to KU’s chief marketing officer.
Job Description
Internal Communications 40%
• Oversee and personally engage in the relationships between KU Marketing and its internal partners. This includes creating as needed and implementing methods for strategy development, regular communication, performance reporting, and optimizing partner success and satisfaction. • Serve as oversight on the success and health of each relationship, including celebrating wins, reporting the status of relationships to the chief marketing officer, and resolving issues and escalations.
Oversee digital tactics Execution 30%
• Ensure that digital marketing strategies and tactics are executed in line with established strategies and plans, as well as high levels of quality and partner satisfaction. • Team members reporting to the director will perform the hands-on work of digital marketing.
Strategy development 10% • In the service of our partners and for those matters driven by Marketing, develop relevant, practical, actionable and high-potential strategies. • Work with other members of Marketing to generate and vet ideas, align work, and create project plans. Some strategy may be developed by team members and reviewed by the director.
Leadership and management 10% • Lead the several team members who report to the role and manage their productivity, engagement and employment at KU. • Support team members’ needs including but not limited to performance, hiring and departures, professional development, equipment, and more. • Fill in for team members during absences, as possible. Oversee budgets for specific partners, campaigns, and initiatives. • Serve as a senior member of KU Marketing leadership by supporting, advising and acting on top priorities and issues.
Tracking, analyzing and reporting 5% • Relying on the role’s team members for execution, the director will ensure Marketing is tracking marketing activities, analyzing the leading indicators and final results to identify success and opportunities for optimization, and reporting progress and outcomes to leadership and partners.
Other relevant duties as assigned 5%
Position Requirements
The position is hybrid in which incumbent works on-site and remote based on a set schedule. Incumbent will work at the KU Lawrence campus and at least 16 hours at the KU Edwards Campus and may work from an approved productive location at other times. Travel between Lawrence and Overland Park, KS (KU Edwards).
Required Qualifications
• Bachelor’s Degree in marketing, communications, business, public relations, or related discipline and seven (7) years of professional experience OR a Master's Degree in marketing, communications, business, public relations, or related field and five (5) years of professional experience in the field. • Seven (7) years of account management experience. • Five (5) years of supervisory experience. • Experience developing, communicating and implementing strategic marketing plans for complex, large campaigns and/or clients, as evidenced by application materials. • Experience developing and executing digital marketing strategies and tactics including at least five (5) of the following focus areas: digital advertising, website development, search engine optimization, CRM/marketing automation configuration and utilization, content marketing, marketing (mass) emails, and/or database marketing. • Experience tracking, analyzing and reporting the performance and outcomes of marketing strategies and tactics
Preferred Qualifications
• Master’s degree in marketing, communications, business, public relations or closely-related discipline • Five (5) or more years of professional experience in higher education. • Ten (10) or more years of full-time, professional experience in marketing communications • Ten (10) or more years of full-time, professional experience in account management • Experience employing contemporary best practices for successful account management. • Experience regularly using the Slate CRM and/or Hubspot CRM as a marketer or administrator. • Experience working on marketing or communications on a team of more than 20 professionals and for an organization of more than 1,000 employees • Google Ads certification. • Search engine optimization experience and/or certification. • Experience preparing and delivering written and verbal presentations to diverse audiences including senior leaders. • Familiarity with operational finances such as budget management and ROI analysis. • Familiarity with University of Kansas operations, policies and procedures.
Contact Information to Applicants
Chris Gregory, cgregory@ku.edu
Additional Candidate Instruction
A complete application includes: • Cover letter addressing how you meet the required and preferred qualifications. Resume. • Contact information for three professional references (including at least one previous or current supervisor). • Completion of the online application. • Application review begins Thursday, June 8, 2023 and continues until a pool of qualified applicants is identified.
Advertised Salary Range $105,000 to $115,000, final determination commensurate with experience Application Review Begins: 08-Jun-2023 Anticipated Start Date: 17-Jul-2023 Primary Campus:University of Kansas Lawrence Campus FTE: 1.0 Reg/Temp: Regular FLSA Status: Executive Employee Class: U-Unclassified Professional Staff Work Schedule: Monday-Friday, 8 am - 5 pm with travel between KU Lawrence and Edwards Campus in Overland Park, KS. Job Family: Administrative/Management-KUL Work Location Assignment: Hybrid
If interested, please apply: https://apptrkr.com/4186745
Disclaimer
The University of Kansas prohibits discrimination on the basis of race, color, ethnicity, religion, sex, national origin, age, ancestry, disability status as a veteran, sexual orientation, marital status, parental status, gender identity, gender expression, and genetic information in the university's programs and activities. Retaliation is also prohibited by university policy. The following persons have been designated to handle inquiries regarding the nondiscrimination policies and are the Title IX coordinators for their respective campuses: Director of the Office of Civil Rights & Title IX, civilrights@ku.edu, Room 1082, Dole Human Development Center, 1000 Sunnyside Avenue, Lawrence, KS 66045, 785-864-6414, 711 TTY (for the Lawrence, Edwards, Parsons, Yoder, and Topeka campuses); Director, Equal Opportunity Office, Mail Stop 7004, 4330 Shawnee Mission Parkway, Fairway, KS 66205, 913-588-8011, 711 TTY (for the Wichita, Salina, and Kansas City, Kansas medical center campuses).