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We’re Hiring! Associate Director, Recruitment & Onboarding   Location of Position: Marin Headlands, Sausalito, California  Reports to : Senior Director, People & Culture Position Classification & Expected Hours of Work, and Travel: This is a full-time position. Regular onsite work is required. Days and hours of work may vary according to the needs of The Marine Mammal Center. Evening, weekend, and holiday work is required as job duties demand. Travel within California is expected for this position.   Compensation Range: $93,600 - $109,738 annual   Benefits:   Holidays Sick Time Vacation Medical, Dental, and Vision Life Insurance Long Term Disability Insurance 401k Retirement Plan Employee Assistance Program   Job Summary: The Associate Director, Recruitment & Onboarding serves as the senior operational lead and is the architect for staff recruitment, hiring, and onboarding and volunteer recruitment, onboarding, and placement at The Marine Mammal Center. This role provides strategic input, architectural design, and operational leadership to ensure recruitment and onboarding practices are consistent, equitable, compliant, and aligned with the Center’s mission and strategic priorities. The Associate Director, Recruitment & Onboarding translates organizational direction, workforce and volunteer priorities, and operational needs into scalable recruitment and onboarding frameworks, tools, and practices. This role oversees and develops a multidisciplinary recruitment team, manages recruitment systems, and stewards the organization’s staff position description and volunteer role description libraries. This role is accountable for day-to-day staff hiring outcomes and volunteer placements. This position actively supports the Center’s mission by ensuring the organization attracts, selects, and onboards a diverse, skilled, and mission-aligned staff workforce and volunteer community.   Essential Functions:   Recruitment & Onboarding Strategy: 60% Serve as the senior operational lead and manage recruitment and onboarding frameworks that support staff recruitment, hiring, and onboarding and volunteer recruitment, onboarding, and placement, aligned with organizational priorities established by the People & Culture department and Executive leadership Provide oversight of end-to-end processes for staff and volunteer recruitment and onboarding, ensuring consistent, equitable, and high-quality practices. Manage and administer all Applicant Tracking System (ATS) and onboarding platforms, ensuring appropriate configuration, data integrity, user access, and system performance. Provide operational leadership for ATS and onboarding platform reviews, assessing system effectiveness, alignment with organizational needs, compliance requirements, and user experience. Lead and support the development of Requests for Proposal (RFPs) for recruitment and onboarding systems as needed, including requirements gathering, evaluation criteria, and cross-functional coordination. Manage and facilitate recruitment and onboarding vendor evaluation and selection processes, including demonstrations, comparative analysis, and recommendation development in partnership with People & Culture leadership and other stakeholders as needed. Provide leadership and guidance for recruitment and onboarding system implementation, configuration, testing, and rollout, ensuring data integrity, minimal disruption, and alignment with recruitment and onboarding workflows as needed. Ensure background checks, motor vehicle checks, Form I-9, E-Verify, and other pre-boarding requirements for staff and volunteers are completed accurately, efficiently, and in compliance with all applicable requirements. Ensure recruitment and onboarding practices align with applicable federal, state, and local laws and regulations, funding requirements and budget constraints, and organizational policies. Develop and maintain dashboards and reports measuring staff time-to-fill, source of staff hire, volunteer pipeline health, placement timelines, compliance, candidate and volunteer experience, and outreach or event return on investment (ROI). Review recruitment and onboarding data to identify trends, risks, and gaps; implement corrective actions and provide recommendations to People & Culture leadership as needed. Lead continuous improvement of recruitment and onboarding frameworks, tools, and standards to strengthen effectiveness, experience, and outcomes. Design sourcing approaches that support organizational hiring priorities, including proactive pipeline development for hard-to-fill, technical, and mission-critical staff roles. Provide oversight of talent pipeline development for staff and volunteers, ensuring sustainable, mission-aligned candidate and volunteer pools are maintained. Serve as a visible talent brand ambassador for the Center, confidently articulating the organization’s mission, impact, culture, and opportunities to candidates and prospective volunteers. Engage directly in sourcing and outreach activities for staff and volunteer roles when positions are senior-level, highly specialized, strategically critical, or present unique recruitment challenges. Establish standards and expectations for candidate and volunteer experience across recruitment stages, ensuring timely communication, structured interviews, and consistent offer or placement practices. Manage and steward the Center’s staff position description library and role description library, ensuring consistency, accuracy, and alignment with organizational structure, position and role levels, equitable classification practices, workforce planning, and operational needs. Maintain established templates, standards, and review processes for the creation, updating, and approval of staff position descriptions and volunteer role descriptions. Provide oversight and guidance to management during the development or revision of a position or role description using established protocols. Conduct regular and periodic reviews of position and volunteer role descriptions to ensure ongoing relevance, clarity, and organizational alignment. Ensure position description and role description libraries are integrated with recruitment and onboarding systems and workflows.   Leadership & Management: 25 % Hire, train, mentor, and manage staff, ensuring individual and team development, alignment with goals, and adherence to policies and best practices. Provide direct supervision and coaching to strengthen communication capacity across departments, building a culture of clear, consistent, and mission-driven storytelling. Meet with direct reports to identify and resolve problems; perform personnel actions, such as approving timesheets and evaluating performance. Monitor workload distribution and team capacity to ensure sustainable operations and effective service delivery. Coach and train direct reports to build sourcing and outreach capabilities across the Recruitment & Onboarding team for position and role levels, ensuring sustainability and high-quality recruitment practices. Foster a collaborative, service-oriented, and mission-aligned team culture grounded in professionalism, confidentiality, and continuous improvement. Partner with hiring managers and organizational leaders to clarify staffing and volunteer needs, define hiring and onboarding criteria, and set expectations for recruitment and onboarding timelines. Review hiring and volunteer placement outcomes and intervene when barriers, delays, or risks arise. Serve as the primary escalation point for staff recruitment, hiring, and onboarding and volunteer recruitment, onboarding, and placement issues, resolving most challenges and elevating matters to People & Culture leadership when issues involve policy interpretation, legal or compliance risk, and/or cross-departmental impact. Supports the development of the Recruitment & Onboarding budget in collaboration with the Senior Director, Human Resources; tracks results to ensure alignment with key financial targets for expenses and/or revenue in collaboration with management; approves and monitors team expenditures within established parameters. Organizational Impact:  10% Actively contribute as a core member of the Center’s DEI committee, providing insight, data analysis, and recommendations related to recruitment, onboarding, risk mitigation, and data analytics to inform innovative practices to enhance organizational culture. Lead the implementation of DEI initiatives aligned with organizational priorities for recruitment and onboarding of staff and volunteers. Support and prioritize the Center’s DEI objectives and integrate as opportunities arise. May actively serve on various organizational wide committees as assigned. Other Duties as Assigned:  5% Perform special projects and research as assigned. Perform other duties as assigned.   Supervisory Responsibility: - Human Resources Specialist - Volunteer Recruitment & Onboarding Coordinator 1 - Volunteer Recruitment & Onboarding Manager   Knowledge, Skills, and Abilities: Strong commitment to the mission and strategic priorities of The Marine Mammal Center. Ability to understand strategic organizational issues and influence change. Strong knowledge of human resources practices, policies, and procedures, with demonstrated judgment and discretion in application Demonstrated knowledge of current recruitment, onboarding, talent acquisition tools, strategies, processes, and best practices. Experience serving as a system administrator/super user for a complex Applicant Tracking System (ATS), including requisitions, job postings, candidate communications, interview scheduling, offer management, onboarding workflows, and advanced analytics/reporting. Experience implementing, optimizing, and maintaining platforms, including workflow design, change management, documentation, and end-user training. Experience managing vendor relationships, contracts, and service delivery for recruiting systems and related tools. Experience with employer branding and recruitment-related marketing strategies to support candidate attraction and engagement. Strong, current knowledge of applicable state and federal laws and regulations related to recruiting and hiring. Demonstrated ability to develop, interpret, and leverage data and analytics to inform strategy, drive continuous improvement, and improve outcomes. Customer-focused approach with the ability to understand stakeholder needs, set clear expectations, and consistently deliver high-quality service. Strong leadership and team building skills, with the ability to motivate team members, balance workloads, set priorities, monitor performance, and mentor, coach and develop talent. Ability to quickly establish professional rapport with internal customers; approachable and able to engage with sensitivity, patience, and professionalism in addressing interpersonal concerns. Demonstrated professionalism and confidentiality in handling sensitive and confidential information. Excellent written, verbal, active listening, presentation, and facilitation skills, with the ability to communicate clearly, concisely, and timely. Comfort participating in group presentations and negotiations, representing the function effectively with internal and external stakeholders. Ability to work collaboratively and maintain open communication in a team environment, partnering effectively across functions and levels. Ability to work independently to manage projects, priorities, commitments, and deadlines. Strong organization skills including attention to detail, effective problem-solving, multitasking, and time management. Ability to solve complex problems efficiently and effectively, applying sound judgment and making timely decisions Demonstrated ability to take initiative, prioritize competing demands, resolve conflicts, and follow through to completion Adapts to and learns from change, challenges, and feedback; demonstrates flexibility in approach and supports others in adopting new processes and expectations. Proficiency with Microsoft Office applications (Excel, Outlook, PowerPoint, SharePoint, Word) and virtual collaboration tools (Asana, Slack, Teams, Zoom). Ability to build and sustain effective working relationships with people from diverse backgrounds while demonstrating self-awareness, respect, and professionalism. Willingness to support and participate in the Center’s diversity, equity, and inclusion programs.   Qualifications and Experience: Professional HR certification such as SHRM-SCP or SPHR preferred. Valid driver license with acceptable motor vehicle record to maintain standards of insurability. (Must be 21+ years old as frequently driving company vehicles is required for this position.) This position requires a combination of education and/or experience equivalent to a bachelor’s degree in human resources or related field; and 7 years of experience directly related in recruitment and onboarding operations, with at least 5 years in a leadership/people management capacity.   Work Environment & Physical Requirements: This position operates in a professional office, laboratory, and hospital environment both indoors and outdoors with access to other parts of the facilities via outdoor pathways. Routinely uses standard office equipment, which may involve repetitive motion. This role involves extended periods of desk work and computer use. Job responsibilities may include physical tasks requiring manual dexterity, coordination, and mobility, including lifting or moving up to 25 pounds. Exposure to odors associated with animals and the care of animals. Limited exposure to allergens and zoonotic diseases.   OUR COMMITMENT TO DIVERSITY The Marine Mammal Center actively engages individuals from all backgrounds. We are committed to embracing diversity within our organization because we firmly believe that diverse employee teams help us to achieve our best organizational outcomes and provide the most effective support to the communities we serve. We are deeply dedicated to creating and maintaining an inclusive, equitable and supportive work environment.  We strongly encourage people from underrepresented groups to apply. The Marine Mammal Center believes in growth and supporting our employees as best we can so they can become their best selves in and outside of work. We believe that a healthy work environment means building an inclusive culture where people can thrive together and feel supported and empowered. We believe in stretch versus constraint.   OUR MISSION The Marine Mammal Center advances ocean health through marine mammal rescue and rehabilitation, research, and education.   ABOUT THE MARINE MAMMAL CENTER For more information, please visit our “About Us” page at   www.marinemammalcenter.org   To Apply: Please submit a cover letter and resume and provide a brief description about how your experience aligns with the role.   Note that applications without a cover letter will not be considered.   In your cover letter, please feel free to note which pronouns you use (For example – she/her/hers, he/him/his, they/them/theirs, etc).   We strongly encourage people of color, lesbian, gay, bisexual, transgender, queer and non-binary people, veterans, parents, and individuals with disabilities to apply. The Center is an equal opportunity employer and welcomes everyone to our team. If you need reasonable accommodation at any point in the application or interview process, please let us know.

Sales Manager (7556U), Lawrence Hall of Science - 81581 About Berkeley At the University of California, Berkeley, we are dedicated to fostering a community where everyone feels welcome and can thrive. Our culture of openness, freedom and belonging make it a special place for students, faculty and staff. As a world-leading institution, Berkeley is known for its academic and research excellence, public mission, diverse student body, and commitment to equity and social justice. Since our founding in 1868, we have driven innovation, creating global intellectual, economic and social value. We are looking for applicants who reflect California's diversity and want to be part of an inclusive, equity-focused community that views education as a matter of social justice. Please consider whether your values align with our https://chancellor.berkeley.edu/guiding-values-and-principles, https://diversity.berkeley.edu/principles-community, and https://strategicplan.berkeley.edu/. At UC Berkeley, we believe that learning is a fundamental part of working, and provide space for https://www.youtube.com/watch?v=KEjdp4CRjgg&t=3s (staff organizations). Our goal is for everyone on the Berkeley campus to feel supported and equipped to realize their full potential. We actively support this by providing all of our full-time staff employees with at least 80 hours (10 days) of paid time per year to engage in professional development activities. Find out more about how you can http://grow.berkeley.edu/ at UC Berkeley. Departmental Overview The Lawrence Hall of Science is UC Berkeley's public science center, serving more than 150,000 visitors each year to programs and events onsite, 100,000 students and children in local schools and community settings. Our programs, products, and research impact youth, communities, educators, leaders and partners locally, nationally and globally. Our mission is to inspire and engage through science discovery and learning in ways that advance access and opportunity. We do this by working with audiences that include learners, who experience our programs and products; educators, who work both in and out of school settings; and partners, who conduct research, build capacity for learning, and transform education systems. Research underlies everything we do, and we design all of our programs and products to have high impact beyond the walls of The Lawrence. Since we were founded in 1968, The Lawrence has been at the forefront of science, technology, engineering, and math (STEM) learning. The Lawrence is unique among science centers as it is a Learning Lab. We design, develop and study a wide array of science, technology, engineering and mathematics learning programs and products for youth, families and adults from diverse backgrounds in our specialized facilities and through our community partnerships. Our spaces and partnerships offer unique opportunities for public engagement and learning. Position Summary Uses skills as a seasoned, experienced sales professional to lead a full range of sales and outreach activities for The Lawrence Hall of Science and its educational programs. Develops and implements strategic promotional efforts, outreach plans, and enrollment strategies to increase participation in museum visits, mobile science education programs, summer camps, teen research programs, and free access initiatives. Works closely with marketing, education, and operations teams to ensure aligned messaging and seamless customer experiences. Has a full understanding of best practices in educational sales, CRM management, and community engagement; applies judgment to resolve a wide range of operational and strategic challenges while advancing the museum's mission and access goals. Application Review Date The First Review Date for this job is: 10/15/2025. Responsibilities Program Sales & Outreach: • Promote and sell The Lawrence Hall of Science and its educational programs to school administrators, teachers, community organizations, and families. • Develop and maintain an annual sales plan to meet participation and revenue goals across all program areas: museum visits and add-ons, mobile science programs, summer camps, teen research programs, and more. • Identify and pursue new leads through cold outreach, existing contacts, event attendance, and referrals. • Cultivate long-term relationships with school districts, educational partners, and parent communities. • Support the growth of museum visitation by promoting and managing free admission programs and access partnerships, with a focus on increasing participation among underrepresented groups. Pipeline & Booking Management: • Manage the full sales lifecycle, from lead generation through booking and follow-up. • Track all sales activities in the CRM system, ensuring accurate and up-to-date records. • Monitor program capacities and coordinate with internal teams to ensure availability aligns with sales efforts. • Maintain high levels of customer service throughout the inquiry and booking process. Marketing & Communication Collaboration • Partner closely with the Marketing team to align messaging, campaign timelines, and audience targeting strategies. • Provide input on marketing content to ensure it reflects customer needs, program features, and messaging • Coordinate input from product owners in alignment with seasons and annual planning cycles (e.g., school year calendars, summer camp enrollment windows). • Share customer insights and feedback with Marketing to inform materials such as brochures, email campaigns, digital ads, and social media content. • Support the development of outreach campaigns by identifying priority segments and suggesting effective communication channels. • Help evaluate the effectiveness of campaigns by reporting on lead conversion rates and customer response trends. Evaluation and Strategy: • Analyze participation and sales data to identify trends and opportunities. • Set measurable sales and outreach goals; identify and monitor key performance indicators (KPIs); and provide regular, transparent reporting to internal stakeholders to inform decision-making and track progress. • Contribute insights to improve program offerings based on customer feedback and market demand. Other duties as assigned by a supervisor. Required Qualifications • Minimum 3 years of professional experience in sales, outreach, customer engagement, or a related field, with demonstrated success in building relationships and supporting participation or revenue goals. • Demonstrated success in developing and executing sales strategies that increase participation and revenue across multiple audiences. • Proven ability to cultivate and maintain relationships with variety of stakeholders, including educators, district administrators, community organizations, and families. • Skilled at managing multiple, concurrent sales pipelines and timelines, ensuring accuracy in CRM systems while meeting performance benchmarks. • Strong collaboration skills with demonstrated experience working cross-functionally with marketing, product, and operations teams to align outreach strategies and customer messaging. • Excellent written and oral communication skills, with the ability to create persuasive outreach materials, lead presentations, and respond effectively to educator and parent inquiries. • Demonstrated capacity to collect and analyze data related to participation, revenue, and customer engagement in order to evaluate program effectiveness and inform future strategy. • Strong organizational and administrative skills with keen attention to detail, thriving in a mission-driven environment that values thoughtful planning, collaboration, and high-quality customer service. • Proven track record of accountability, consistently meeting goals and deadlines while maintaining professionalism, responsiveness, and integrity in all client interactions. • Willingness to work occasional evenings or weekends to support outreach events or family engagement programs. • Bachelor's degree in education, business, communications, or related area and/or equivalent experience/training. Preferred Qualifications • Candidates with experience in science centers, youth-serving organizations, summer camps, afterschool programs, or educational travel/tourism are strongly encouraged to apply. • Minimum 5 years of professional experience in sales or outreach, including senior-level responsibilities in customer engagement, revenue generation, and relationship cultivation. • Experience with Tessitura, Salesforce, or other CRM/database tools used for tracking customer engagement and program enrollment. • Bilingual candidates (especially in Spanish) are encouraged to apply. Salary & Benefits For information on the comprehensive benefits package offered by the University, please visit the University of California's http://ucnet.universityofcalifornia.edu/compensation-and-benefits/index.htmlwebsite. Under California law, the University of California, Berkeley is required to provide a reasonable estimate of the compensation range for this role and should not offer a salary outside of the range posted in this job announcement. This range takes into account the wide range of factors that are considered in making compensation decisions including but not limited to experience, skills, knowledge, abilities, education, licensure and certifications, analysis of internal equity, and other business and organizational needs. It is not typical for an individual to be offered a salary at or near the top of the range for a position. Salary offers are determined based on final candidate qualifications and experience. The budgeted annual salary range that the University reasonably expects to pay for this position is $74,700.00 - $89,250.00. • • This is an exempt monthly-paid position. How to Apply • To apply, please submit your resume and cover letter. Other Information • This is not a visa opportunity. Conviction History Background This is a designated position requiring fingerprinting and a background check due to the nature of the job responsibilities. Berkeley does hire people with conviction histories and reviews information received in the context of the job responsibilities. The University reserves the right to make employment contingent upon successful completion of the background check. Mandated Reporter This position has been identified as a Mandated Reporter required to report the observed or suspected abuse or neglect of children, dependent adults, or elders to designated law enforcement or social service agencies. We reserve the right to make employment contingent upon completion of signed statements acknowledging the responsibilities of a Mandated Reporter. SB 791 and AB 810 Misconduct Disclosure Requirement: As a condition of employment, the final candidate who accepts a conditional offer of employment will be required to disclose if they have been subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct; received notice of any allegations or are currently the subject of any administrative or disciplinary proceedings involving misconduct; have left a position after receiving notice of allegations or while under investigation in an administrative or disciplinary proceeding involving misconduct; or have filed an appeal of a finding of misconduct with a previous employer. "Misconduct" means any violation of the policies or laws governing conduct at the applicant's previous place of employment, including, but not limited to, violations of policies or laws prohibiting sexual harassment, sexual assault, or other forms of harassment, discrimination, dishonesty, or unethical conduct, as defined by the employer. For reference, below are UC's policies addressing some forms of misconduct: https://policy.ucop.edu/doc/4000385/SVSH https://policy.ucop.edu/doc/1001004/Anti-Discrimination https://policy.ucop.edu/doc/4000701/AbusiveConduct Equal Employment Opportunity The University of California is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected status under state or federal law. To apply, visit https://apptrkr.com/6632941

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 America's performing arts center, and a living memorial to President John F. Kennedy, we are a leader for the arts across the United States and around the world, connecting the greatest living artists with audiences of every stripe, no matter their background. We welcome all Americans and creators and visitors from across the globe to discover, experience, learn about, be inspired by, and engage with the arts. Why Join Us We offer a total rewards package to all full-time employees to include:  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 13 paid holidays per year  Medical, Dental, and Vision benefits with FSA and HSA options, and paid FMLA Pay Details The Kennedy Center strives to design equitable compensation programs. The projected salary range for this position is $110,000 - $130,000, commensurate with experience, and includes a comprehensive benefits package. This is the targeted range of possible compensation for this role at the time of posting. This range may be modified in the future. Base pay within the range is ultimately determined by a candidate’s skills, expertise, and experience as it relates to the position qualifications and responsibilities. Job Description The Director of Public Relations (Classical) is responsible for maintaining and enhancing the awareness, public image, and reputation of the Kennedy Center and its two resident artistic affiliates—the National Symphony Orchestra (NSO), helmed by Music Director Gianandrea Noseda and Executive Director Jean Davidson, and Washington National Opera (WNO), led by Artistic Director Francesca Zambello and General Director Timothy O’Leary—alongside distinctive music series including the Fortas Chamber Music Series (Artistic Director Jennifer Koh). The Director’s primary focus is to support the artistic vision of the above by helping to craft key messages and storylines, actively pursuing and delivering coverage and visibility through local, national, and international media placements, new media, self-generated content and storytelling, and by influencing a range of platforms including the Center’s social media and website. By deepening existing relationships with arts journalists and developing new connections to entice new writers, editors, and producers to cover the NSO and WNO, The Director will expand feature coverage nationally and globally. In an increasingly changing media landscape, the public relations team seeks to leverage new opportunities through multiple, non-traditional media channels and creatively spur interest among new, diverse audiences in symphonic, operatic, and chamber music repertoire and experiences. This role will also work in close coordination with the Center’s marketing department to execute strategies that support seasonal marketing and on-sale initiatives to build audiences and achieve earned revenue goals. The Director is a frontline representative of the Public Relations team and will help to manage the day-to-day strategy and media operations of a fast-paced PR office, directing artistic and program announcements, leveraging publicity opportunities, driving media cultivation, and determining positioning of institutional news and issues related to the full range of its classical music activities and related music education and community engagement projects. Reporting to the VP of Public Relations, this position will also work closely and proactively with them and other senior/executive leadership, providing strategic input and guidance as it relates to all variety of communications, including crisis communications. This position regularly collaborates with external artistic partners, vendors, and publicists/managers to coordinate publicity efforts. The Director will supervise a team of two direct reports: Deputy Director and Associate Director. Additionally, as part of the execution of strategic communications campaigns throughout the season for the NSO and WNO, this role will craft and lead internal communications to ensure broad awareness and alignment throughout the NSO, WNO, and the Center and among its key stakeholders.   Key Responsibilities Publicity & Media Relations: Design and implement comprehensive public relations strategies that support and leverage the unparalleled breadth, vibrancy and excellence of the classical music offerings at the Kennedy Center. Help to craft and deliver a message that consistently positions the Center and its affiliates (NSO and WNO) as enterprising arts leaders across America and internationally. Assign, write, review, and edit press releases and media communications that reflect the artistic vision and mission of the Center and its artistic affiliates. Primary areas of discipline and focus: National Symphony Orchestra (classical, Pops, education and outreach programs), Washington National Opera (WNO, Cafritz Young Artists, education and outreach programs), Fortas Chamber Music Series, and Renee Fleming VOICES. Media Affairs: Develop relationships with a key target list of industry press contacts and continue building an open line of communication to develop positive narratives from the media about the Kennedy Center and it’s programming. Proactive outreach daily to ensure there is a consistent drumbeat in the public about the works being done here. Draft and edit media pitch and other outreach necessary for a constant presence in the press. Internal Coordination: Work proactively and initiate/attend regular meetings with senior and artistic leadership, directors, and managers cross-institutionally to develop and execute strong messaging and manage flow and distribution of information. Use public relations expertise to contribute creative ideas that will generate buzz, reach a broad range of media (beyond arts and culture reporters), and cultivate new audiences for classical music. Management of staff: Provide leadership and guidance to deputy director and associate director in their work towards meeting job objectives and goals. Work with direct reports on long-range PR planning and short and long-term campaigns and direct efforts to achieve maximum publicity for Kennedy Center events, artists, and stories. Special Events: As a senior member of the Kennedy Center Public Relations Office, assist and support team for the Center’s marquee award events including the Kennedy Center Honors (December), the Mark Twain Prize for American Humor (Spring), and other Center-wide special events including major international festivals and other initiatives to generate a higher profile of the Kennedy Center locally, nationally, and internationally. Content Generation/Production: Work closely with social media team, sharing earned media as suggested content for organic social media posts consistent with strategic communications goals. Advise on the voice, messaging, and branding of the NSO and WNO’s social media accounts. Finance/Budget: Oversee and manage budget for PR-related expenditures (i.e. photography, media event costs) for NSO and WNO throughout the year. Work with Classical PR Coordinator to routinely track invoices and expenses and ensure timely payment for vendors.    Other duties as assigned. Key Qualifications Minimum of 8 years of strategic public relations management experience, and a least three years in a supervisory capacity. Demonstrated publicity results on a national level and proven success at managing complex issues in a fast-paced environment. Established and constructive relationships with key journalists and national media outlets highly valued for this position (arts beat and editorial leadership relationships, but also general features/mainstream reporters). Bachelor’s degree required; public relations or communications degree a plus. Candidates with appreciation and expansive knowledge of classical music and the performing arts are preferred but not required. Strong interpersonal skills to interact professionally, graciously, and maturely with media, artists, managers/publicists, outside consultants, vendors, trustees, and a variety of other internal and external constituents.  High-level strategic communication skills and ability to successfully execute high-profile PR campaigns that raise awareness, appreciation, and profile. Outstanding writing and editing skills Personal characteristics of poise, calm, and composure in stressful, crisis communications situations. Demonstrated supervisory skills and a capacity to build strong teams. Ability to multi-task and respond quickly to requests from journalists/editors, photo desks, as well as internal departments and artistic/executive leadership. Candidate must be local or willing to relocate to the DMV area. Relocation assistance is not provided.  Candidate must be willing to work onsite. Additional Information Night and weekend work as required by performance schedules. PR staff at the Kennedy Center share the responsibilities of concert duty, amounting to 1-2 performances weekly on average for most positions. Travel of up to 5% may be required.