Cascade PBS’s mission is to inform and inspire our community to make the world a better place.
Our vision is to be the most essential and relevant media organization in the region.
The CTO at Cascade PBS is an executive level position reporting directly to the CEO. This individual must demonstrate the highest level of understanding of the technical, business, and operational needs of the organization and the physical structures. In collaboration with other executives and team members, the CTO is accountable for developing and operationalizing the organization’s overall technology plan; and iterating on the evolving landscape in which the organization competes. You will contribute to the company’s strategic direction and align our technology initiatives with that strategy and its goals and objectives. The CTO must be able to lead and inspire a team of information technology and broadcast engineering professionals to collaborate, innovate and set a high standard of excellence.
Salary range : $150,000-$180,000
Location : Seattle - Must live in WA State
Hybrid schedule available. Weekly onsite days required.
Cascade PBS offers competitive benefits to team members working 20 hours or more a week.
Benefits include :
11 paid holidays
1 personal holiday
12 days of vacation to start
10 days of sick
Half-day Fridays during Summer
Company-matched 401(k) Retirement Plan that is fully-vested immediately
Employer paid ORCA card
Employee Assistance Program (EAP)
Medical
Dental
Vision
Apply Here
KEY RESPONSIBILITIES/DUTIES
Develop and implement the organization’s technology strategy in alignment with the company’s overall strategic plan and objectives.
Establish and monitor objectives and key results (OKRs) to measure the effectiveness and efficiency of technology operations.
Ensure the security, proper maintenance, and continuous improvement of all technology infrastructure to meet the up-time requirements of the business per industry standards. This includes, among other things, media production and distribution systems, network infrastructure, business applications, communication systems, end user computing, etc.
Develop and implement plans to mitigate risks and ensure business continuity in the event of technological disruptions or disasters.
Implement comprehensive cybersecurity measures to safeguard the organization's digital assets, sensitive data, and intellectual property. This includes conducting regular security assessments, implementing robust firewalls and intrusion detection systems, ensuring compliance with data protection standards and regulations (such as PCI DSS, GDPR and CCPA), conducting employee training on cybersecurity best practices, and establishing incident response protocols to mitigate cyber threats and data breaches effectively. Additionally, collaborate with internal stakeholders and external cybersecurity experts to stay abreast of emerging threats and proactively address vulnerabilities in the organization's technology infrastructure.
With the proliferation of digital content distribution channels, ensuring the security and protection of intellectual property rights is paramount. The CTO will lead efforts to implement robust digital rights management (DRM) solutions, develop anti-piracy strategies, and safeguard content against unauthorized distribution and piracy threats.
Evaluate and select technology vendors, negotiate contracts, and manage vendor relationships to ensure the delivery of quality products and services.
Ensure the safe and secure operation of the organization’s transmission facilities.
Ensure compliance with all FCC rules and regulations.
Maximize revenue generating opportunities at the organization’s transmission facilities. Negotiate and manage revenue generating leases.
Develop and manage department operating and capital expense budgets with an eye toward efficiency and impact.
Continuously research industry trends, consider what they mean for Cascade PBS, educate others in the organization, and synthesize what’s valuable into strategic and operational plans.
Engage regularly with local, regional, and national technology leaders to ensure the organization maintains the highest level of technical and operational business practices to position Cascade PBS as a thought-leader in public media and beyond.
Seek input from team members at all levels of the organization on technology needs, challenges, and opportunities.
Actively communicate, to internal and external stakeholders, the organization’s mission and values, the broader organizational strategy, and the specific technology priorities and plans.
Coordinate all areas of oversight and responsibility with other Cascade Public Media functions/groups.
Lead and manage a team of technology professionals consistent with the core values of the organization and diversity, equity, and inclusion in particular. This involves promoting diversity in hiring and leadership, implementing inclusive design practices, and ensuring that technology solutions are accessible to all members of the community, regardless of background or ability.
Unify the engineering and information technology teams, modernizing our enterprise-wide, systems and processes for a seamless end-to-end workflow across the value delivery chain.
Engage department personnel in professional development and growth.
Model, and hold others accountable, for creating a positive culture that is aligned with the values of the organization.
Participate in the development and review of company policies and procedures as requested.
Collaborate with other team members to foster a positive and productive culture and contribute toward the overall growth of the Cascade PBS
Other duties, responsibilities and activities may change or be assigned at any time with or without notice
REQUIRED SKILLS/ABILITIES
Exceptional written and verbal communication skills required. Ability to translate complex ideas and strategies into everyday terms that non-technical people can understand.
Service and solutions mindset to challenges and opportunities, looking for ways to help others achieve underlying objectives.
Excellent and proven project and change management skills, as well as decision making and organizational skills with a history of managing complex initiatives, delivering quality work on time and within budgetary guidelines.
Analytical, problem-solving, and critical thinking skills.
Ability to identify new opportunities, drive clarity, create focus, and make tough decisions in complex and dynamic contexts.
Solid understanding of broad technology trends and the ability to align innovation with business goals.
Experience building and integrating systems for the full lifecycle of media distribution – from pre-production to digital download platforms.
Working knowledge of the broadcast and technology systems and protocols.
Proficiency with standard business software applications.
Ability to troubleshoot complex technology challenges at the micro and macro level as needed.
Ability to handle confidential information judiciously.
EDUCATION AND EXPERIENCE
BS in Engineering or technical discipline, or equivalent, quantifiable experience.
Minimum of ten years managing critical technical infrastructures. Understanding of RF systems a plus.
Minimum of eight years leadership experience, including technical teams.
Experience modernizing the traditional television production and distribution workflow.
Understanding of FCC regulations and other industry standards.
PHYSICAL REQUIREMENTS
Ability to lift, carry, push, and pull 10 pounds required.
Ability to climb, twist, bend, kneel, crawl and reach above head required.
Ability to work some evenings, weekends and holidays.
Ability to sit or stand for extended periods.
Must have a valid driver’s license or reliable means of transportation to meet requirements of the job.
The hiring process for this role will include a phone screen and a virtual or in-person panel interview. In some instances, additional panel interviews may take place. If you need reasonable accommodation during the job application or interview process, please contact us at jobs@kcts9.org .
Full Time
Cascade PBS’s mission is to inform and inspire our community to make the world a better place.
Our vision is to be the most essential and relevant media organization in the region.
The CTO at Cascade PBS is an executive level position reporting directly to the CEO. This individual must demonstrate the highest level of understanding of the technical, business, and operational needs of the organization and the physical structures. In collaboration with other executives and team members, the CTO is accountable for developing and operationalizing the organization’s overall technology plan; and iterating on the evolving landscape in which the organization competes. You will contribute to the company’s strategic direction and align our technology initiatives with that strategy and its goals and objectives. The CTO must be able to lead and inspire a team of information technology and broadcast engineering professionals to collaborate, innovate and set a high standard of excellence.
Salary range : $150,000-$180,000
Location : Seattle - Must live in WA State
Hybrid schedule available. Weekly onsite days required.
Cascade PBS offers competitive benefits to team members working 20 hours or more a week.
Benefits include :
11 paid holidays
1 personal holiday
12 days of vacation to start
10 days of sick
Half-day Fridays during Summer
Company-matched 401(k) Retirement Plan that is fully-vested immediately
Employer paid ORCA card
Employee Assistance Program (EAP)
Medical
Dental
Vision
Apply Here
KEY RESPONSIBILITIES/DUTIES
Develop and implement the organization’s technology strategy in alignment with the company’s overall strategic plan and objectives.
Establish and monitor objectives and key results (OKRs) to measure the effectiveness and efficiency of technology operations.
Ensure the security, proper maintenance, and continuous improvement of all technology infrastructure to meet the up-time requirements of the business per industry standards. This includes, among other things, media production and distribution systems, network infrastructure, business applications, communication systems, end user computing, etc.
Develop and implement plans to mitigate risks and ensure business continuity in the event of technological disruptions or disasters.
Implement comprehensive cybersecurity measures to safeguard the organization's digital assets, sensitive data, and intellectual property. This includes conducting regular security assessments, implementing robust firewalls and intrusion detection systems, ensuring compliance with data protection standards and regulations (such as PCI DSS, GDPR and CCPA), conducting employee training on cybersecurity best practices, and establishing incident response protocols to mitigate cyber threats and data breaches effectively. Additionally, collaborate with internal stakeholders and external cybersecurity experts to stay abreast of emerging threats and proactively address vulnerabilities in the organization's technology infrastructure.
With the proliferation of digital content distribution channels, ensuring the security and protection of intellectual property rights is paramount. The CTO will lead efforts to implement robust digital rights management (DRM) solutions, develop anti-piracy strategies, and safeguard content against unauthorized distribution and piracy threats.
Evaluate and select technology vendors, negotiate contracts, and manage vendor relationships to ensure the delivery of quality products and services.
Ensure the safe and secure operation of the organization’s transmission facilities.
Ensure compliance with all FCC rules and regulations.
Maximize revenue generating opportunities at the organization’s transmission facilities. Negotiate and manage revenue generating leases.
Develop and manage department operating and capital expense budgets with an eye toward efficiency and impact.
Continuously research industry trends, consider what they mean for Cascade PBS, educate others in the organization, and synthesize what’s valuable into strategic and operational plans.
Engage regularly with local, regional, and national technology leaders to ensure the organization maintains the highest level of technical and operational business practices to position Cascade PBS as a thought-leader in public media and beyond.
Seek input from team members at all levels of the organization on technology needs, challenges, and opportunities.
Actively communicate, to internal and external stakeholders, the organization’s mission and values, the broader organizational strategy, and the specific technology priorities and plans.
Coordinate all areas of oversight and responsibility with other Cascade Public Media functions/groups.
Lead and manage a team of technology professionals consistent with the core values of the organization and diversity, equity, and inclusion in particular. This involves promoting diversity in hiring and leadership, implementing inclusive design practices, and ensuring that technology solutions are accessible to all members of the community, regardless of background or ability.
Unify the engineering and information technology teams, modernizing our enterprise-wide, systems and processes for a seamless end-to-end workflow across the value delivery chain.
Engage department personnel in professional development and growth.
Model, and hold others accountable, for creating a positive culture that is aligned with the values of the organization.
Participate in the development and review of company policies and procedures as requested.
Collaborate with other team members to foster a positive and productive culture and contribute toward the overall growth of the Cascade PBS
Other duties, responsibilities and activities may change or be assigned at any time with or without notice
REQUIRED SKILLS/ABILITIES
Exceptional written and verbal communication skills required. Ability to translate complex ideas and strategies into everyday terms that non-technical people can understand.
Service and solutions mindset to challenges and opportunities, looking for ways to help others achieve underlying objectives.
Excellent and proven project and change management skills, as well as decision making and organizational skills with a history of managing complex initiatives, delivering quality work on time and within budgetary guidelines.
Analytical, problem-solving, and critical thinking skills.
Ability to identify new opportunities, drive clarity, create focus, and make tough decisions in complex and dynamic contexts.
Solid understanding of broad technology trends and the ability to align innovation with business goals.
Experience building and integrating systems for the full lifecycle of media distribution – from pre-production to digital download platforms.
Working knowledge of the broadcast and technology systems and protocols.
Proficiency with standard business software applications.
Ability to troubleshoot complex technology challenges at the micro and macro level as needed.
Ability to handle confidential information judiciously.
EDUCATION AND EXPERIENCE
BS in Engineering or technical discipline, or equivalent, quantifiable experience.
Minimum of ten years managing critical technical infrastructures. Understanding of RF systems a plus.
Minimum of eight years leadership experience, including technical teams.
Experience modernizing the traditional television production and distribution workflow.
Understanding of FCC regulations and other industry standards.
PHYSICAL REQUIREMENTS
Ability to lift, carry, push, and pull 10 pounds required.
Ability to climb, twist, bend, kneel, crawl and reach above head required.
Ability to work some evenings, weekends and holidays.
Ability to sit or stand for extended periods.
Must have a valid driver’s license or reliable means of transportation to meet requirements of the job.
The hiring process for this role will include a phone screen and a virtual or in-person panel interview. In some instances, additional panel interviews may take place. If you need reasonable accommodation during the job application or interview process, please contact us at jobs@kcts9.org .
Brentwood School inspires every student to:
Think critically and creatively.
Act ethically.
Shape a future with meaning.
BRENTWOOD SCHOOL
Assistant Director of Equity and Inclusion
Brentwood School, a vibrant and diverse K-12 independent school, is looking for a full-time Assistant Director of Equity and Inclusion to begin July 1, 2024. The Assistant Director of Equity & Inclusion plays a vital role in fostering a diverse, equitable, and inclusive educational environment for students, faculty, and staff. The Assistant Director collaborates closely with the Director of Equity & Inclusion, the E&I team, and other key constituents to develop and implement initiatives that promote cultural competency, equity, and social justice within the Brentwood community.
The Assistant Director assists in creating and supporting programs that promote inclusivity and raise awareness of issues related to equity and social justice. The Assistant Director of E&I should possess expertise and passion for DEI work with a vision for shaping a school culture where all individuals feel respected, valued, and empowered.
Responsibilities include:
Collaborate with the Director of Equity and Inclusion to design and implement a comprehensive DEI strategic plan that aligns with the school's mission and values
Work closely with faculty, staff, students, and families to develop and deliver DEI training programs, workshops, and professional development opportunities
Provide coaching and support to teachers in integrating diverse perspectives and culturally responsive teaching practices into the curriculum, and to staff members for incorporating culturally responsive practices into their roles at the school
Foster partnerships with external organizations to bring diverse voices, experiences, and resources to the school community for the purpose of community education and informing best practices
Assist in the recruitment and retention of a diverse faculty and staff, ensuring that hiring practices promote equity and inclusion
Support the Director of Equity and Inclusion in the collection and analysis of data to assess the effectiveness of Office of Equity and Inclusion initiatives and identify areas for improvement
Serve as a resource for students, families, and staff members, providing support and guidance on DEI matters
Stay current on research, best practices, and emerging trends in the field of DEI, and share relevant information with the school community
Provide support in addressing bias incidents
Serve as a member of a divisional leadership team
Coordinate with and support Parent/Guardian Affinity Group leaders and Faculty/Staff Affinity Group liaisons
Help oversee Student Affinity Groups and the Student Diversity Council
Teach a class, as determined by the Division Directors and Director of Equity and Inclusion, and lead a student advisory group
Partner with, support, and offer leadership to the Equity and Inclusion Division Specialists
Serve on the Belldegrun Center for Innovative Leadership Collaborative team
Support the Office of Equity and Inclusion with the development and implementation of a K-12 DEI scope and sequence
Support and advance school-wide diversity, equity and inclusion initiatives in the areas of hiring, admissions, financial support, curriculum, athletics, special programs, etc.
Coordinate and/or assist in the planning of events, including but not limited to: All-Family Celebration of Diversity, African-American Read-Ins, Diversity Day, Pollyanna, Student Diversity Leadership Conference, professional development, admissions, assemblies/community time/advisory, affinity group events, various conferences and other equity and inclusion events
Engage students of varied identities, lifestyles, and beliefs
Create an environment that fosters open discussion with the freedom to express varied points of view
Engage in professional and personal development and commit to growth in the areas of diversity, equity and inclusion
Participate and initiate opportunities that demonstrate one's growth, knowledge, and skills
Other duties as assigned by the Director of Equity and Inclusion, the Assistant Head for Community and Belonging, or another member of the Senior Administrative Team
Desired Qualifications:
Demonstrated experience and knowledge of diversity, equity, and inclusion issues within an educational setting, preferably in a K-12 independent school environment
Familiarity with culturally responsive teaching practices and the ability to support teachers in implementing these practices
Strong interpersonal and communication skills, with the ability to facilitate difficult conversations and engage diverse stakeholders
Excellent organizational skills and the ability to manage multiple projects simultaneously
Analytical skills to collect, interpret, and utilize data effectively
Experience in designing and delivering DEI training and professional development sessions
Commitment to continuous learning, personal growth, and self-reflection in the field of DEI
A collaborative and inclusive approach to work, with a demonstrated ability to build and maintain positive relationships with various stakeholders
Flexibility
A sense of humor and warmth
Strong collaboration skills and the ability to work independently
While being vaccinated for COVID-19 is not required, it is strongly recommended.
COMPENSATION: Brentwood School's employment requirements vary, from positions requiring no experience to those needing 20+ years of expert experience. Our salary range includes all levels of experience, from $90,000 - $110,000. Salaries are determined based on years of experience, education, full- or part-time status, the category of the role, and the number of months of worked per school year. Salary ranges do not include benefits, i.e. 403b retirement matching, paid lunch time, free breakfast and lunch, free parking, subsidy toward medical, dental, vision, life/AD&D plans, and generous time off. The pay range is an estimate and is not guaranteed. If hired, your actual base salary will be determined by your education, experience, and category.
Brentwood School is dedicated to the creation of a diverse faculty and staff that better represents our student body and the city of Los Angeles. Information about our school can be found at www.bwscampus.com . Please submit a letter of interest highlighting your education and experience along with a resume to the contact person listed below.
Claudia Teager
Administrative Assistant, Office of Equity and Inclusion
Email: cteager@bwscampus.com
Full Time
Brentwood School inspires every student to:
Think critically and creatively.
Act ethically.
Shape a future with meaning.
BRENTWOOD SCHOOL
Assistant Director of Equity and Inclusion
Brentwood School, a vibrant and diverse K-12 independent school, is looking for a full-time Assistant Director of Equity and Inclusion to begin July 1, 2024. The Assistant Director of Equity & Inclusion plays a vital role in fostering a diverse, equitable, and inclusive educational environment for students, faculty, and staff. The Assistant Director collaborates closely with the Director of Equity & Inclusion, the E&I team, and other key constituents to develop and implement initiatives that promote cultural competency, equity, and social justice within the Brentwood community.
The Assistant Director assists in creating and supporting programs that promote inclusivity and raise awareness of issues related to equity and social justice. The Assistant Director of E&I should possess expertise and passion for DEI work with a vision for shaping a school culture where all individuals feel respected, valued, and empowered.
Responsibilities include:
Collaborate with the Director of Equity and Inclusion to design and implement a comprehensive DEI strategic plan that aligns with the school's mission and values
Work closely with faculty, staff, students, and families to develop and deliver DEI training programs, workshops, and professional development opportunities
Provide coaching and support to teachers in integrating diverse perspectives and culturally responsive teaching practices into the curriculum, and to staff members for incorporating culturally responsive practices into their roles at the school
Foster partnerships with external organizations to bring diverse voices, experiences, and resources to the school community for the purpose of community education and informing best practices
Assist in the recruitment and retention of a diverse faculty and staff, ensuring that hiring practices promote equity and inclusion
Support the Director of Equity and Inclusion in the collection and analysis of data to assess the effectiveness of Office of Equity and Inclusion initiatives and identify areas for improvement
Serve as a resource for students, families, and staff members, providing support and guidance on DEI matters
Stay current on research, best practices, and emerging trends in the field of DEI, and share relevant information with the school community
Provide support in addressing bias incidents
Serve as a member of a divisional leadership team
Coordinate with and support Parent/Guardian Affinity Group leaders and Faculty/Staff Affinity Group liaisons
Help oversee Student Affinity Groups and the Student Diversity Council
Teach a class, as determined by the Division Directors and Director of Equity and Inclusion, and lead a student advisory group
Partner with, support, and offer leadership to the Equity and Inclusion Division Specialists
Serve on the Belldegrun Center for Innovative Leadership Collaborative team
Support the Office of Equity and Inclusion with the development and implementation of a K-12 DEI scope and sequence
Support and advance school-wide diversity, equity and inclusion initiatives in the areas of hiring, admissions, financial support, curriculum, athletics, special programs, etc.
Coordinate and/or assist in the planning of events, including but not limited to: All-Family Celebration of Diversity, African-American Read-Ins, Diversity Day, Pollyanna, Student Diversity Leadership Conference, professional development, admissions, assemblies/community time/advisory, affinity group events, various conferences and other equity and inclusion events
Engage students of varied identities, lifestyles, and beliefs
Create an environment that fosters open discussion with the freedom to express varied points of view
Engage in professional and personal development and commit to growth in the areas of diversity, equity and inclusion
Participate and initiate opportunities that demonstrate one's growth, knowledge, and skills
Other duties as assigned by the Director of Equity and Inclusion, the Assistant Head for Community and Belonging, or another member of the Senior Administrative Team
Desired Qualifications:
Demonstrated experience and knowledge of diversity, equity, and inclusion issues within an educational setting, preferably in a K-12 independent school environment
Familiarity with culturally responsive teaching practices and the ability to support teachers in implementing these practices
Strong interpersonal and communication skills, with the ability to facilitate difficult conversations and engage diverse stakeholders
Excellent organizational skills and the ability to manage multiple projects simultaneously
Analytical skills to collect, interpret, and utilize data effectively
Experience in designing and delivering DEI training and professional development sessions
Commitment to continuous learning, personal growth, and self-reflection in the field of DEI
A collaborative and inclusive approach to work, with a demonstrated ability to build and maintain positive relationships with various stakeholders
Flexibility
A sense of humor and warmth
Strong collaboration skills and the ability to work independently
While being vaccinated for COVID-19 is not required, it is strongly recommended.
COMPENSATION: Brentwood School's employment requirements vary, from positions requiring no experience to those needing 20+ years of expert experience. Our salary range includes all levels of experience, from $90,000 - $110,000. Salaries are determined based on years of experience, education, full- or part-time status, the category of the role, and the number of months of worked per school year. Salary ranges do not include benefits, i.e. 403b retirement matching, paid lunch time, free breakfast and lunch, free parking, subsidy toward medical, dental, vision, life/AD&D plans, and generous time off. The pay range is an estimate and is not guaranteed. If hired, your actual base salary will be determined by your education, experience, and category.
Brentwood School is dedicated to the creation of a diverse faculty and staff that better represents our student body and the city of Los Angeles. Information about our school can be found at www.bwscampus.com . Please submit a letter of interest highlighting your education and experience along with a resume to the contact person listed below.
Claudia Teager
Administrative Assistant, Office of Equity and Inclusion
Email: cteager@bwscampus.com
Brentwood School inspires every student to:
Think critically and creatively.
Act ethically.
Shape a future with meaning.
BRENTWOOD SCHOOL
Assistant Director of Equity and Inclusion
Brentwood School, a vibrant and diverse K-12 independent school, is looking for a full-time Assistant Director of Equity and Inclusion to begin July 1, 2024. The Assistant Director of Equity & Inclusion plays a vital role in fostering a diverse, equitable, and inclusive educational environment for students, faculty, and staff. The Assistant Director collaborates closely with the Director of Equity & Inclusion, the E&I team, and other key constituents to develop and implement initiatives that promote cultural competency, equity, and social justice within the Brentwood community.
The Assistant Director assists in creating and supporting programs that promote inclusivity and raise awareness of issues related to equity and social justice. The Assistant Director of E&I should possess expertise and passion for DEI work with a vision for shaping a school culture where all individuals feel respected, valued, and empowered.
Responsibilities include:
Collaborate with the Director of Equity and Inclusion to design and implement a comprehensive DEI strategic plan that aligns with the school's mission and values
Work closely with faculty, staff, students, and families to develop and deliver DEI training programs, workshops, and professional development opportunities
Provide coaching and support to teachers in integrating diverse perspectives and culturally responsive teaching practices into the curriculum, and to staff members for incorporating culturally responsive practices into their roles at the school
Foster partnerships with external organizations to bring diverse voices, experiences, and resources to the school community for the purpose of community education and informing best practices
Assist in the recruitment and retention of a diverse faculty and staff, ensuring that hiring practices promote equity and inclusion
Support the Director of Equity and Inclusion in the collection and analysis of data to assess the effectiveness of Office of Equity and Inclusion initiatives and identify areas for improvement
Serve as a resource for students, families, and staff members, providing support and guidance on DEI matters
Stay current on research, best practices, and emerging trends in the field of DEI, and share relevant information with the school community
Provide support in addressing bias incidents
Serve as a member of a divisional leadership team
Coordinate with and support Parent/Guardian Affinity Group leaders and Faculty/Staff Affinity Group liaisons
Help oversee Student Affinity Groups and the Student Diversity Council
Teach a class, as determined by the Division Directors and Director of Equity and Inclusion, and lead a student advisory group
Partner with, support, and offer leadership to the Equity and Inclusion Division Specialists
Serve on the Belldegrun Center for Innovative Leadership Collaborative team
Support the Office of Equity and Inclusion with the development and implementation of a K-12 DEI scope and sequence
Support and advance school-wide diversity, equity and inclusion initiatives in the areas of hiring, admissions, financial support, curriculum, athletics, special programs, etc.
Coordinate and/or assist in the planning of events, including but not limited to: All-Family Celebration of Diversity, African-American Read-Ins, Diversity Day, Pollyanna, Student Diversity Leadership Conference, professional development, admissions, assemblies/community time/advisory, affinity group events, various conferences and other equity and inclusion events
Engage students of varied identities, lifestyles, and beliefs
Create an environment that fosters open discussion with the freedom to express varied points of view
Engage in professional and personal development and commit to growth in the areas of diversity, equity and inclusion
Participate and initiate opportunities that demonstrate one's growth, knowledge, and skills
Other duties as assigned by the Director of Equity and Inclusion, the Assistant Head for Community and Belonging, or another member of the Senior Administrative Team
Desired Qualifications:
Demonstrated experience and knowledge of diversity, equity, and inclusion issues within an educational setting, preferably in a K-12 independent school environment
Familiarity with culturally responsive teaching practices and the ability to support teachers in implementing these practices
Strong interpersonal and communication skills, with the ability to facilitate difficult conversations and engage diverse stakeholders
Excellent organizational skills and the ability to manage multiple projects simultaneously
Analytical skills to collect, interpret, and utilize data effectively
Experience in designing and delivering DEI training and professional development sessions
Commitment to continuous learning, personal growth, and self-reflection in the field of DEI
A collaborative and inclusive approach to work, with a demonstrated ability to build and maintain positive relationships with various stakeholders
Flexibility
A sense of humor and warmth
Strong collaboration skills and the ability to work independently
While being vaccinated for COVID-19 is not required, it is strongly recommended.
COMPENSATION: Brentwood School's employment requirements vary, from positions requiring no experience to those needing 20+ years of expert experience. Our salary range includes all levels of experience, from $90,000 - $110,000. Salaries are determined based on years of experience, education, full- or part-time status, the category of the role, and the number of months of worked per school year. Salary ranges do not include benefits, i.e. 403b retirement matching, paid lunch time, free breakfast and lunch, free parking, subsidy toward medical, dental, vision, life/AD&D plans, and generous time off. The pay range is an estimate and is not guaranteed. If hired, your actual base salary will be determined by your education, experience, and category.
Brentwood School is dedicated to the creation of a diverse faculty and staff that better represents our student body and the city of Los Angeles. Information about our school can be found at www.bwscampus.com . Please click on the Apply button to submit a letter of interest highlighting your education and experience along with a resume.
Full Time
Brentwood School inspires every student to:
Think critically and creatively.
Act ethically.
Shape a future with meaning.
BRENTWOOD SCHOOL
Assistant Director of Equity and Inclusion
Brentwood School, a vibrant and diverse K-12 independent school, is looking for a full-time Assistant Director of Equity and Inclusion to begin July 1, 2024. The Assistant Director of Equity & Inclusion plays a vital role in fostering a diverse, equitable, and inclusive educational environment for students, faculty, and staff. The Assistant Director collaborates closely with the Director of Equity & Inclusion, the E&I team, and other key constituents to develop and implement initiatives that promote cultural competency, equity, and social justice within the Brentwood community.
The Assistant Director assists in creating and supporting programs that promote inclusivity and raise awareness of issues related to equity and social justice. The Assistant Director of E&I should possess expertise and passion for DEI work with a vision for shaping a school culture where all individuals feel respected, valued, and empowered.
Responsibilities include:
Collaborate with the Director of Equity and Inclusion to design and implement a comprehensive DEI strategic plan that aligns with the school's mission and values
Work closely with faculty, staff, students, and families to develop and deliver DEI training programs, workshops, and professional development opportunities
Provide coaching and support to teachers in integrating diverse perspectives and culturally responsive teaching practices into the curriculum, and to staff members for incorporating culturally responsive practices into their roles at the school
Foster partnerships with external organizations to bring diverse voices, experiences, and resources to the school community for the purpose of community education and informing best practices
Assist in the recruitment and retention of a diverse faculty and staff, ensuring that hiring practices promote equity and inclusion
Support the Director of Equity and Inclusion in the collection and analysis of data to assess the effectiveness of Office of Equity and Inclusion initiatives and identify areas for improvement
Serve as a resource for students, families, and staff members, providing support and guidance on DEI matters
Stay current on research, best practices, and emerging trends in the field of DEI, and share relevant information with the school community
Provide support in addressing bias incidents
Serve as a member of a divisional leadership team
Coordinate with and support Parent/Guardian Affinity Group leaders and Faculty/Staff Affinity Group liaisons
Help oversee Student Affinity Groups and the Student Diversity Council
Teach a class, as determined by the Division Directors and Director of Equity and Inclusion, and lead a student advisory group
Partner with, support, and offer leadership to the Equity and Inclusion Division Specialists
Serve on the Belldegrun Center for Innovative Leadership Collaborative team
Support the Office of Equity and Inclusion with the development and implementation of a K-12 DEI scope and sequence
Support and advance school-wide diversity, equity and inclusion initiatives in the areas of hiring, admissions, financial support, curriculum, athletics, special programs, etc.
Coordinate and/or assist in the planning of events, including but not limited to: All-Family Celebration of Diversity, African-American Read-Ins, Diversity Day, Pollyanna, Student Diversity Leadership Conference, professional development, admissions, assemblies/community time/advisory, affinity group events, various conferences and other equity and inclusion events
Engage students of varied identities, lifestyles, and beliefs
Create an environment that fosters open discussion with the freedom to express varied points of view
Engage in professional and personal development and commit to growth in the areas of diversity, equity and inclusion
Participate and initiate opportunities that demonstrate one's growth, knowledge, and skills
Other duties as assigned by the Director of Equity and Inclusion, the Assistant Head for Community and Belonging, or another member of the Senior Administrative Team
Desired Qualifications:
Demonstrated experience and knowledge of diversity, equity, and inclusion issues within an educational setting, preferably in a K-12 independent school environment
Familiarity with culturally responsive teaching practices and the ability to support teachers in implementing these practices
Strong interpersonal and communication skills, with the ability to facilitate difficult conversations and engage diverse stakeholders
Excellent organizational skills and the ability to manage multiple projects simultaneously
Analytical skills to collect, interpret, and utilize data effectively
Experience in designing and delivering DEI training and professional development sessions
Commitment to continuous learning, personal growth, and self-reflection in the field of DEI
A collaborative and inclusive approach to work, with a demonstrated ability to build and maintain positive relationships with various stakeholders
Flexibility
A sense of humor and warmth
Strong collaboration skills and the ability to work independently
While being vaccinated for COVID-19 is not required, it is strongly recommended.
COMPENSATION: Brentwood School's employment requirements vary, from positions requiring no experience to those needing 20+ years of expert experience. Our salary range includes all levels of experience, from $90,000 - $110,000. Salaries are determined based on years of experience, education, full- or part-time status, the category of the role, and the number of months of worked per school year. Salary ranges do not include benefits, i.e. 403b retirement matching, paid lunch time, free breakfast and lunch, free parking, subsidy toward medical, dental, vision, life/AD&D plans, and generous time off. The pay range is an estimate and is not guaranteed. If hired, your actual base salary will be determined by your education, experience, and category.
Brentwood School is dedicated to the creation of a diverse faculty and staff that better represents our student body and the city of Los Angeles. Information about our school can be found at www.bwscampus.com . Please click on the Apply button to submit a letter of interest highlighting your education and experience along with a resume.
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.
Middle School Director Brentwood School – Los Angeles, CA July 2024
THE SCHOOL Brentwood School in Los Angeles, California, is an independent, coeducational, college-preparatory day school in the Brentwood neighborhood of west Los Angeles. The school, a community of 1200+ Kindergarten through 12th grade students and 151 faculty members, is situated on two campuses. The three-acre West Campus (K-5) is four blocks away from the original 28-acre East Campus (6-12). In its relatively short history of 50 years, Brentwood has grown to be one of the premier independent day schools in California. Students describe a warm and caring atmosphere where they are known and valued as individuals. Embracing high standards of academic excellence, character development, and emotional intelligence, Brentwood encourages students to think critically and creatively and to act ethically.
Brentwood School is fully accredited by the California Association of Independent Schools and the Western Association of Schools and Colleges, and is a member of the National Association of Independent Schools (NAIS), the California Association of Independent Schools, INDEX, A Better Chance, and the Independent School Alliance for Minority Affairs.
HISTORY Founded as a non-profit corporation in 1972, Brentwood School acquired the Brentwood Military Academy, which had existed on the land now known as Brentwood’s East Campus, and opened a co-educational, college preparatory day school with grades 6-10. Grade 11 was added in fall 1973 and Brentwood’s first senior class graduated in June 1975. In 1994, Brentwood purchased the nearby Marymount Junior School campus and opened a Kindergarten through grade 6 campus in the fall of 1995. As the 2019-2020 school year began, Brentwood opened a new Middle School building and reconfigured the division to include grades 6-8. LOCATION AND SETTING Visitors to Brentwood’s two campuses are immediately struck by their beauty and warmth. The setting is a well-integrated blend of old and new buildings, red-tiled roofs, intimate courtyards, ivy-covered walls and green fields. Brentwood’s East Campus, housing grades 6-12, is situated on 28 acres with Mission-style historic buildings, a new 73,000 square foot Middle School building, renovated Upper School classrooms, and sustainable landscaping. The five story Middle School building houses not only general classrooms but also includes dedicated spaces for music, art, science, fabrication and design, theater rehearsal, film, dance, a separate theater, a library, and dining hall/kitchen. The Middle School also has its own playing field and outdoor commons areas adjacent to the Middle School building. The Upper School facilities, including classrooms, laboratory space, a cafeteria, a bookstore, faculty and administrative offices and courtyards, are on the hillside with sweeping views across Los Angeles to the ocean. The 22-acre East Campus Athletics Complex was completed in 2001 and the Caruso Watt Aquatics Center opened in the spring of 2008. No other school in the Los Angeles area boasts such an expansive, state-of-the-art facility that encompasses such a wide variety of sports. Lying at the base of the Santa Monica Mountains at the western edge of Los Angeles, the community of Brentwood is gracious and welcoming, with comfortable homes on leafy, well-maintained streets. Nearby neighborhoods and cities include Pacific Palisades, Santa Monica, Westwood, and Bel Air. The UCLA campus is about one mile east of the school. The Brentwood area is also home to the Getty Center, one of the world’s most comprehensive arts, conservation, and education institutions.
COMMUNITY Brentwood School has always been a community where students and teachers know and care about each other. The closeness and longevity of these relationships is evident in the close ties many teachers still share with alumni/ae. The vibrant faculty draws on a wealth of teaching experiences. Fifty-nine faculty members have been at Brentwood for 10 or more years and 91 hold advanced degrees. Brentwood’s student body is diverse and lively. Students of color comprise 46% of the population. Tuition for the 2023-2024 school year is $50,880 (grades 6-12) and Brentwood is strongly committed to an aggressive financial support program. The school has budgeted $9.7 million annually for financial support and 17% of the East Campus students receive support. With the school’s close proximity to three major freeways, Brentwood is easily accessible to students from a wide geographical area served by eleven school bus routes and an extensive carpool system. DIVERSITY, EQUITY, AND INCLUSION Every single person in our community brings something different. Their unique background and personal experiences represent a value added to our community. Brentwood is intentional, purposeful, and strategic about honoring people in all their differences which is reflected in Diversity as a core value. Equity is being conscious and cognitive of our efforts to best meet the needs of all members of our community. Inclusion means creating an environment where all participants and constituents can be their best selves, irrespective of background, experience, and lifestyle. We do this with a variety of measures, policies, and programs. We do this through our curriculum—in what we teach and how we teach it. We work together as students, parents, faculty, and administration to maintain an inclusive community. All of this is motivated and inspired by our recognition that diversity is advantageous now and in the future.
ACADEMIC AND CO-CURRICULAR PROGRAMS The child-centered philosophies of learning and teaching, the emphasis on a broad-based and diverse liberal arts curriculum that is connected and sequential between grades and divisions, and the unwavering quest for excellence are all common features of the Brentwood K-12 experience. The school provides a core curriculum that is primarily traditional and classical emphasizing language, communication, mathematical reasoning, and computation. The goal of both curriculum and pedagogy is to foster intellectual curiosity, excitement for learning, and a desire to fulfill individual potential.
THE MIDDLE SCHOOL (GRADES 6-8) On the East Campus, the 352 Middle School students learn to assume more responsibility for their own education. The 6th grade class is composed of 42 Brentwood Lower School students plus 34 new students while the 7th grade class of 137 welcomed 74 new students this past year. The ideal class size means students benefit not only from a great deal of personal attention, but also from a feeling of being closely connected to the school, to one another, and to the faculty. In this nurturing, supportive environment, students are exposed to a broad range of subjects that allow them to explore their interests, develop new ones, and experience both personal and intellectual growth. See the Middle School Curriculum Guide for more information. The weekly meetings of the Middle School Advisory Program allow students to develop more fully connections with faculty members in small, intimate groups. In faculty-moderated sessions, students explore topics that include core values, organization and study skills, coping with peer pressure, and ethical decision-making. In addition, the Middle School Family Groups are designed to build community and leadership, combining students from 6th - 8th grades in groups. Each group of approximately 14 students participates in activities including Advisory Olympics/Games and Community Discussions that range from challenging subjects to fun topics that are relevant to Middle School age students. CO-CURRICULAR ACTIVITIES Brentwood encourages active participation in extracurricular activities in order to engage students in the life of the school and enable students to discover and purse their passions. It is a goal to provide students with as many areas as possible in which to develop their talents and to experience success. Opportunities abound for participation in art, athletics, debate, drama, dance, jazz band, orchestra, rhythm section workshop, chorus, student government, and service learning.
THE ARTS The arts programs at Brentwood foster a supportive atmosphere that promotes questioning, individuality, and diversity. The Middle School arts at Brentwood offer instruction in visual arts, dance, music, film, and drama. Working in observational, abstract, and/or inventive ways, students learn to manipulate ideas, techniques, and materials through a thoughtful, evolving application of the elements and principles of art and design as they work toward creative goals.
THE ATHLETIC PROGRAM A tradition of wide and enthusiastic participation in physical education and athletics has developed alongside athletic success. Brentwood fields highly competitive teams and prizes character, sportsmanship, and teamwork. Approximately 80% of students in the Middle School participate on at least one Middle School team, and many play on two or three different teams during the school year. There are 29 Middle School interscholastic teams representing the Middle School in 14 sports. Each year Brentwood teams attain numerous league and sectional championships as well as many playoff berths. A “no-cut” policy applies to 6th-8th grade teams. The program is designed to engender an understanding of commitment, sportsmanship, hard work, and responsibility.
SERVICE LEARNING Brentwood’s service learning program ensures the development of social awareness, and inspires students to be lifelong learners with a self-motivated sense of responsibility to the local, national, and global communities. The school is a caring and conscientious neighbor, to both the nearby VA and broader Los Angeles communities.
BELLDEGRUN CENTER FOR INNOVATION LEADERSHIP (BCIL) The Belldegrun Center for Innovative Leadership prepares community members in grades K – 12 to engage with real world challenges and explore solutions within and beyond the classroom. Work with BCIL impacts the entire Brentwood School community, cultivating innovative problem solvers, courageous risk takers, effective managers, adept communicators, and inspired community builders. Through their involvement in BCIL, students and faculty seek answers in creative, collaborative ways and discover that their work can have an impact. PARENT INVOLVEMENT Brentwood believes in partnering with parents in the education of their child and encourages and welcomes parents to actively participate in the life of the school. The children benefit from sharing their school world with their parents; the school benefits from parents who contribute their talents, interests, and energy to support and enrich the school’s programs; and the parents benefit from experiencing first-hand the environment in which their children are educated. Parents are strongly encouraged to participate in the Parents Association and Eagles organizations and to attend parent education events including guest lectures and breakfasts with the Middle School Director.
STRENGTHS OF THE MIDDLE SCHOOL One of the hallmarks of the Brentwood Middle School is a passionate, vibrant, and child-centered faculty who are committed to the following: ● A culture of collegiality, professionalism, and interdisciplinary collaboration ● A commitment to equity, inclusion, and cross-cultural competency ● Vigorous college-preparatory academic program that fosters critical and creative thinking and provides rich extracurricular offerings ● Students who are happy, self-confident, well-rounded, and caring ● High quality educational and athletic facilities on a magnificent campus ● Core values that emphasize character, personal responsibility, and service to the greater community
● A balance of hard work and fun, and of high expectations and nurturing, with a strong focus on the quality of student life ● An enviable stature and high demand for admissions in the universe of greater Los Angeles independent schools
THE POSITION The Middle School Director is responsible for all aspects of the program and personnel in the Middle School. The Middle School Leadership Team is comprised of the Director, Assistant Middle School Director, Middle School Director of Service Learning, Learning Specialist, the counselors/School Psychologist, Assistant Director of Equity and Inclusion, and the Associate Athletic Director.
EXPECTATIONS The Middle School Director will lead a robust division that has constructed its programs and operations with careful attention to Brentwood’s mission and values. The Director of the Middle School will accomplish the following:
● Provide leadership through the support and collaboration with an excellent faculty, attending to the curriculum, and ensuring the Middle School’s overall vitality ● Work with the faculty and administration to sustain systems and structures that support and increase the effectiveness of the school’s curriculum and programs ● Strengthen collaboration and foster transparency and trust through open communication, clear expectations and full engagement- working closely with the Middle School leadership, faculty, staff, parents, and students ● Foster an environment that encourages open discussion with the freedom to express varied points of view ● Create a culture where critical feedback is seen and experienced as a catalyst for professional and personal growth
● Engage fully in the daily life of the school and support students of varied identifies, lifestyles, and beliefs ● Provide educational leadership and be a skilled spokesperson for the school’s vibrant, educational program ● Work closely with the Head of Brentwood School and the members of the School Leadership Team to foster the strength of the entire school
PROFESSIONAL QUALITIES Brentwood School is interested in candidates who can support, articulate, and promote a mission-driven, child-centered model of education. Along with excellent organizational and leadership skills, ideal candidates will have backgrounds that demonstrate most, if not all, of the following:
● A warm, approachable presence on campus that invites and respects the views of others yet is decisive when needed ● Visible and accessible on campus, knowing and enjoying the faculty, staff, parents, and especially the students of the school ● Engage actively with students, faculty, staff, and families in the daily life of the school, preserving and promoting the warmth and closeness that defines the Middle School’s culture ● Knowledge and understanding of developmentally appropriate and inclusive curriculum and instructional practices ● Strong familiarity with significant educational, DEI, and technology trends in independent schools ● Effective communication with faculty members, students, and parents, in a clear concise, and timely manner, keeping these groups appropriately informed of potential issues and or needs ● Experience evaluating faculty ● Cross-cultural competency and a commitment to equity and inclusion ● Ability to synthesize and articulate the school’s educational vision and to inspire and motivate others towards further strengthening the Middle School ● Teaching and administrative experience at the Middle School level ● An advanced degree is preferred ● Collaborative approach to leadership balanced with the ability to make decisions ● A lifelong learner who uses the latest research to complement their own experiences ● The ability to motivate, inspire, and support faculty and staff PERSONAL QUALITIES The favored candidate is an outgoing, energetic, confident person of keen intellect and integrity who will enjoy developing and guiding the Middle School community. The frequency with which parents and teachers are on campus working together requires a leader who is the soul of discretion. The Middle School will be best served by a leader who is self-aware; has a hands-on, approachable style; a sense of humor; and a true love and appreciation for educating middle school-age children.
TO APPLY: Brentwood School is dedicated to the creation of a diverse faculty and staff that best represents our student body and the city of Los Angeles. Information about our school can be found at www.bwscampus.com. Please submit a letter of interest and resume to the contact person listed below. In your letter, highlight your education and experience specifically related to diversity, equity, and inclusion.
Kim Hutchings Senior Executive Assistant and Administrative Liaison to the Board of Trustees 100 S. Barrington Place Los Angeles, CA 90049 Email: khutchings@bwscampus.com
COMPENSATION: Brentwood School's employment requirements vary, from positions requiring no experience to those needing 20+ years of expert experience. Our salary range includes all levels of experience, from $175,000 to $225,000. Salaries are determined based on years of experience, education, full- or part-time status, the category of the role, and the number of months of worked per school year. Salary ranges do not include benefits, i.e. 403b retirement matching, paid lunch time, free breakfast and lunch, free parking, subsidy toward medical, dental, vision, life/AD&D plans, and generous time off. The pay range is an estimate and is not guaranteed. If hired, your actual base salary will be determined by your education, experience, and category.
Full Time
Middle School Director Brentwood School – Los Angeles, CA July 2024
THE SCHOOL Brentwood School in Los Angeles, California, is an independent, coeducational, college-preparatory day school in the Brentwood neighborhood of west Los Angeles. The school, a community of 1200+ Kindergarten through 12th grade students and 151 faculty members, is situated on two campuses. The three-acre West Campus (K-5) is four blocks away from the original 28-acre East Campus (6-12). In its relatively short history of 50 years, Brentwood has grown to be one of the premier independent day schools in California. Students describe a warm and caring atmosphere where they are known and valued as individuals. Embracing high standards of academic excellence, character development, and emotional intelligence, Brentwood encourages students to think critically and creatively and to act ethically.
Brentwood School is fully accredited by the California Association of Independent Schools and the Western Association of Schools and Colleges, and is a member of the National Association of Independent Schools (NAIS), the California Association of Independent Schools, INDEX, A Better Chance, and the Independent School Alliance for Minority Affairs.
HISTORY Founded as a non-profit corporation in 1972, Brentwood School acquired the Brentwood Military Academy, which had existed on the land now known as Brentwood’s East Campus, and opened a co-educational, college preparatory day school with grades 6-10. Grade 11 was added in fall 1973 and Brentwood’s first senior class graduated in June 1975. In 1994, Brentwood purchased the nearby Marymount Junior School campus and opened a Kindergarten through grade 6 campus in the fall of 1995. As the 2019-2020 school year began, Brentwood opened a new Middle School building and reconfigured the division to include grades 6-8. LOCATION AND SETTING Visitors to Brentwood’s two campuses are immediately struck by their beauty and warmth. The setting is a well-integrated blend of old and new buildings, red-tiled roofs, intimate courtyards, ivy-covered walls and green fields. Brentwood’s East Campus, housing grades 6-12, is situated on 28 acres with Mission-style historic buildings, a new 73,000 square foot Middle School building, renovated Upper School classrooms, and sustainable landscaping. The five story Middle School building houses not only general classrooms but also includes dedicated spaces for music, art, science, fabrication and design, theater rehearsal, film, dance, a separate theater, a library, and dining hall/kitchen. The Middle School also has its own playing field and outdoor commons areas adjacent to the Middle School building. The Upper School facilities, including classrooms, laboratory space, a cafeteria, a bookstore, faculty and administrative offices and courtyards, are on the hillside with sweeping views across Los Angeles to the ocean. The 22-acre East Campus Athletics Complex was completed in 2001 and the Caruso Watt Aquatics Center opened in the spring of 2008. No other school in the Los Angeles area boasts such an expansive, state-of-the-art facility that encompasses such a wide variety of sports. Lying at the base of the Santa Monica Mountains at the western edge of Los Angeles, the community of Brentwood is gracious and welcoming, with comfortable homes on leafy, well-maintained streets. Nearby neighborhoods and cities include Pacific Palisades, Santa Monica, Westwood, and Bel Air. The UCLA campus is about one mile east of the school. The Brentwood area is also home to the Getty Center, one of the world’s most comprehensive arts, conservation, and education institutions.
COMMUNITY Brentwood School has always been a community where students and teachers know and care about each other. The closeness and longevity of these relationships is evident in the close ties many teachers still share with alumni/ae. The vibrant faculty draws on a wealth of teaching experiences. Fifty-nine faculty members have been at Brentwood for 10 or more years and 91 hold advanced degrees. Brentwood’s student body is diverse and lively. Students of color comprise 46% of the population. Tuition for the 2023-2024 school year is $50,880 (grades 6-12) and Brentwood is strongly committed to an aggressive financial support program. The school has budgeted $9.7 million annually for financial support and 17% of the East Campus students receive support. With the school’s close proximity to three major freeways, Brentwood is easily accessible to students from a wide geographical area served by eleven school bus routes and an extensive carpool system. DIVERSITY, EQUITY, AND INCLUSION Every single person in our community brings something different. Their unique background and personal experiences represent a value added to our community. Brentwood is intentional, purposeful, and strategic about honoring people in all their differences which is reflected in Diversity as a core value. Equity is being conscious and cognitive of our efforts to best meet the needs of all members of our community. Inclusion means creating an environment where all participants and constituents can be their best selves, irrespective of background, experience, and lifestyle. We do this with a variety of measures, policies, and programs. We do this through our curriculum—in what we teach and how we teach it. We work together as students, parents, faculty, and administration to maintain an inclusive community. All of this is motivated and inspired by our recognition that diversity is advantageous now and in the future.
ACADEMIC AND CO-CURRICULAR PROGRAMS The child-centered philosophies of learning and teaching, the emphasis on a broad-based and diverse liberal arts curriculum that is connected and sequential between grades and divisions, and the unwavering quest for excellence are all common features of the Brentwood K-12 experience. The school provides a core curriculum that is primarily traditional and classical emphasizing language, communication, mathematical reasoning, and computation. The goal of both curriculum and pedagogy is to foster intellectual curiosity, excitement for learning, and a desire to fulfill individual potential.
THE MIDDLE SCHOOL (GRADES 6-8) On the East Campus, the 352 Middle School students learn to assume more responsibility for their own education. The 6th grade class is composed of 42 Brentwood Lower School students plus 34 new students while the 7th grade class of 137 welcomed 74 new students this past year. The ideal class size means students benefit not only from a great deal of personal attention, but also from a feeling of being closely connected to the school, to one another, and to the faculty. In this nurturing, supportive environment, students are exposed to a broad range of subjects that allow them to explore their interests, develop new ones, and experience both personal and intellectual growth. See the Middle School Curriculum Guide for more information. The weekly meetings of the Middle School Advisory Program allow students to develop more fully connections with faculty members in small, intimate groups. In faculty-moderated sessions, students explore topics that include core values, organization and study skills, coping with peer pressure, and ethical decision-making. In addition, the Middle School Family Groups are designed to build community and leadership, combining students from 6th - 8th grades in groups. Each group of approximately 14 students participates in activities including Advisory Olympics/Games and Community Discussions that range from challenging subjects to fun topics that are relevant to Middle School age students. CO-CURRICULAR ACTIVITIES Brentwood encourages active participation in extracurricular activities in order to engage students in the life of the school and enable students to discover and purse their passions. It is a goal to provide students with as many areas as possible in which to develop their talents and to experience success. Opportunities abound for participation in art, athletics, debate, drama, dance, jazz band, orchestra, rhythm section workshop, chorus, student government, and service learning.
THE ARTS The arts programs at Brentwood foster a supportive atmosphere that promotes questioning, individuality, and diversity. The Middle School arts at Brentwood offer instruction in visual arts, dance, music, film, and drama. Working in observational, abstract, and/or inventive ways, students learn to manipulate ideas, techniques, and materials through a thoughtful, evolving application of the elements and principles of art and design as they work toward creative goals.
THE ATHLETIC PROGRAM A tradition of wide and enthusiastic participation in physical education and athletics has developed alongside athletic success. Brentwood fields highly competitive teams and prizes character, sportsmanship, and teamwork. Approximately 80% of students in the Middle School participate on at least one Middle School team, and many play on two or three different teams during the school year. There are 29 Middle School interscholastic teams representing the Middle School in 14 sports. Each year Brentwood teams attain numerous league and sectional championships as well as many playoff berths. A “no-cut” policy applies to 6th-8th grade teams. The program is designed to engender an understanding of commitment, sportsmanship, hard work, and responsibility.
SERVICE LEARNING Brentwood’s service learning program ensures the development of social awareness, and inspires students to be lifelong learners with a self-motivated sense of responsibility to the local, national, and global communities. The school is a caring and conscientious neighbor, to both the nearby VA and broader Los Angeles communities.
BELLDEGRUN CENTER FOR INNOVATION LEADERSHIP (BCIL) The Belldegrun Center for Innovative Leadership prepares community members in grades K – 12 to engage with real world challenges and explore solutions within and beyond the classroom. Work with BCIL impacts the entire Brentwood School community, cultivating innovative problem solvers, courageous risk takers, effective managers, adept communicators, and inspired community builders. Through their involvement in BCIL, students and faculty seek answers in creative, collaborative ways and discover that their work can have an impact. PARENT INVOLVEMENT Brentwood believes in partnering with parents in the education of their child and encourages and welcomes parents to actively participate in the life of the school. The children benefit from sharing their school world with their parents; the school benefits from parents who contribute their talents, interests, and energy to support and enrich the school’s programs; and the parents benefit from experiencing first-hand the environment in which their children are educated. Parents are strongly encouraged to participate in the Parents Association and Eagles organizations and to attend parent education events including guest lectures and breakfasts with the Middle School Director.
STRENGTHS OF THE MIDDLE SCHOOL One of the hallmarks of the Brentwood Middle School is a passionate, vibrant, and child-centered faculty who are committed to the following: ● A culture of collegiality, professionalism, and interdisciplinary collaboration ● A commitment to equity, inclusion, and cross-cultural competency ● Vigorous college-preparatory academic program that fosters critical and creative thinking and provides rich extracurricular offerings ● Students who are happy, self-confident, well-rounded, and caring ● High quality educational and athletic facilities on a magnificent campus ● Core values that emphasize character, personal responsibility, and service to the greater community
● A balance of hard work and fun, and of high expectations and nurturing, with a strong focus on the quality of student life ● An enviable stature and high demand for admissions in the universe of greater Los Angeles independent schools
THE POSITION The Middle School Director is responsible for all aspects of the program and personnel in the Middle School. The Middle School Leadership Team is comprised of the Director, Assistant Middle School Director, Middle School Director of Service Learning, Learning Specialist, the counselors/School Psychologist, Assistant Director of Equity and Inclusion, and the Associate Athletic Director.
EXPECTATIONS The Middle School Director will lead a robust division that has constructed its programs and operations with careful attention to Brentwood’s mission and values. The Director of the Middle School will accomplish the following:
● Provide leadership through the support and collaboration with an excellent faculty, attending to the curriculum, and ensuring the Middle School’s overall vitality ● Work with the faculty and administration to sustain systems and structures that support and increase the effectiveness of the school’s curriculum and programs ● Strengthen collaboration and foster transparency and trust through open communication, clear expectations and full engagement- working closely with the Middle School leadership, faculty, staff, parents, and students ● Foster an environment that encourages open discussion with the freedom to express varied points of view ● Create a culture where critical feedback is seen and experienced as a catalyst for professional and personal growth
● Engage fully in the daily life of the school and support students of varied identifies, lifestyles, and beliefs ● Provide educational leadership and be a skilled spokesperson for the school’s vibrant, educational program ● Work closely with the Head of Brentwood School and the members of the School Leadership Team to foster the strength of the entire school
PROFESSIONAL QUALITIES Brentwood School is interested in candidates who can support, articulate, and promote a mission-driven, child-centered model of education. Along with excellent organizational and leadership skills, ideal candidates will have backgrounds that demonstrate most, if not all, of the following:
● A warm, approachable presence on campus that invites and respects the views of others yet is decisive when needed ● Visible and accessible on campus, knowing and enjoying the faculty, staff, parents, and especially the students of the school ● Engage actively with students, faculty, staff, and families in the daily life of the school, preserving and promoting the warmth and closeness that defines the Middle School’s culture ● Knowledge and understanding of developmentally appropriate and inclusive curriculum and instructional practices ● Strong familiarity with significant educational, DEI, and technology trends in independent schools ● Effective communication with faculty members, students, and parents, in a clear concise, and timely manner, keeping these groups appropriately informed of potential issues and or needs ● Experience evaluating faculty ● Cross-cultural competency and a commitment to equity and inclusion ● Ability to synthesize and articulate the school’s educational vision and to inspire and motivate others towards further strengthening the Middle School ● Teaching and administrative experience at the Middle School level ● An advanced degree is preferred ● Collaborative approach to leadership balanced with the ability to make decisions ● A lifelong learner who uses the latest research to complement their own experiences ● The ability to motivate, inspire, and support faculty and staff PERSONAL QUALITIES The favored candidate is an outgoing, energetic, confident person of keen intellect and integrity who will enjoy developing and guiding the Middle School community. The frequency with which parents and teachers are on campus working together requires a leader who is the soul of discretion. The Middle School will be best served by a leader who is self-aware; has a hands-on, approachable style; a sense of humor; and a true love and appreciation for educating middle school-age children.
TO APPLY: Brentwood School is dedicated to the creation of a diverse faculty and staff that best represents our student body and the city of Los Angeles. Information about our school can be found at www.bwscampus.com. Please submit a letter of interest and resume to the contact person listed below. In your letter, highlight your education and experience specifically related to diversity, equity, and inclusion.
Kim Hutchings Senior Executive Assistant and Administrative Liaison to the Board of Trustees 100 S. Barrington Place Los Angeles, CA 90049 Email: khutchings@bwscampus.com
COMPENSATION: Brentwood School's employment requirements vary, from positions requiring no experience to those needing 20+ years of expert experience. Our salary range includes all levels of experience, from $175,000 to $225,000. Salaries are determined based on years of experience, education, full- or part-time status, the category of the role, and the number of months of worked per school year. Salary ranges do not include benefits, i.e. 403b retirement matching, paid lunch time, free breakfast and lunch, free parking, subsidy toward medical, dental, vision, life/AD&D plans, and generous time off. The pay range is an estimate and is not guaranteed. If hired, your actual base salary will be determined by your education, experience, and category.
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.
University of California Office of the President
Oakland, CA, USA
DIRECTOR OF OPERATIONS & DEPUTY TO THE EXECUTIVE DIRECTOR - WASHINGTON, DC
UC OFFICE OF THE PRESIDENT At the University of California (UC), your contributions make a difference. A world leader producing Nobel and Pulitzer prize recipients with over 150 years of groundbreaking research transforming the world. Choose a career where you can leverage your knowledge, skills and aspirations to inspire and support some of the greatest minds in the world, and those who will follow in their footsteps. Working at the University of California is being part of a unique institution, and a vibrant and diverse community. At the University of California, Office of the President, we propel our mission through impactful work locally, in government centers and systemwide. We are passionate people, serving the greater good.
The University of California, one of the largest and most acclaimed institutions of higher learning in the world, is dedicated to excellence in teaching, research and public service. The University of California Office of the President is the headquarters to the 10 campuses, six academic medical centers and three national laboratories and enrolls premier students from California, the nation and the world. Learn more about the UC Office of the President
DEPARTMENT OVERVIEW UCDC is a system-wide program of the nine University of California undergraduate campuses at Berkeley, Davis, Irvine, Los Angeles, Merced, Riverside, San Diego, Santa Barbara, and Santa Cruz. The Program provides residential, internship, and instructional experiences for UC students (and faculty) within Washington's rich cultural, political, and international environment. The Program is housed at the Washington Center, an 11-story building that includes offices, classrooms, and living space for more than 270 students in the Dupont Circle neighborhood of Washington, DC.
POSITION SUMMARY The Director of Operations and Deputy to the Executive Director (DODED) will be a member of the UCDC Leadership Team, report directly to the UCDC Executive Director (ED), and oversee UCDC operations and administrative functions including finance, Information Technology services, facilities, and Human Resources. The DODED will provide strategic guidance and advising to the Executive Director in matters related to resource planning and program development. Together with the ED and the Director of Academic & Student Affairs, the DODED will provide leadership, direction, and oversight of the UCDC Center and program. This position is located in Washington, DC.
Responsibilities · 50% Manage Operations Team: Manage Operations Team (currently 7 FTE across different units), in close partnership with UCOP Program Analyst. Promote collaboration and communication within the Management Team and enhance partnership and bilateral communication with UCOP operational partners. Ensure compliance with applicable local and UCOP policies and procedures. Work with Managers to develop and maintain Standard Operating Procedures for each unit. Manage the Data Analyst (currently 1 FTE) and oversee all data, research, and reporting needs at UCDC. This includes but is not limited to maintaining UCDC's operational budget, ensuring operational compliance, development of a data infrastructure and other ongoing reporting associated with UCDC’s operations, student enrollment, and academic programming. Work to maintain a diverse, productive, equitable, and inclusive UCDC community.
· 40% Strategy and Development: Serve as a key trusted advisor to the Executive Director, providing strategic guidance and operational oversight, aimed at ensuring UCDC achieves a self-sustaining business model. Establish and implement a strategic plan for development, aimed at optimizing the Executive Director’s engagement in development activities. Lead development and execution of high-profile public events, receptions, and fundraisers. Implement UCDC values, mission, vision, and strategic direction, in collaboration with UCDC’s leadership team. Work closely with various partners and stakeholders, including UC Office of the President, UC Campuses/Locations, as well as external organizations, to ensure alignment of objectives and seamless execution of organizational initiatives. Initiate and design studies, summary reports and background materials including approaches, trends, sources and uses, etc., that have a significant impact on UCDC.
· 10% Operational Compliance: Oversight of revenue and expenses to ensure the long-term viability of the UCDC program and the maintenance of the UCDC Center. Provide strategic oversight for the development of the annual budget; determining expense priorities, recommending and implementing changes to methods, unit planning, staffing, programs and other financial activities.
Required Qualifications · Minimum 10 years’ experience in higher education, non-profit management, or equivalent. · Advanced skills in short- and long-range planning, program and project management, facilitation, and collaboration. · Experience developing and implementing strategic plans. · Proven ability to focus on priorities, strategies, and vision. · Substantial experience in operations management. · Experience managing budgets and doing financial analysis and reporting. · Experience successfully supervising staff in pursuit of common goals. · Experience leading and communicating effectively. · Experience building and sustaining collaborative teams and/or networks. · Understanding of the University’s missions of teaching, research, and public service and an ability to support those missions through the work of UCDC. · Maintains the highest level of integrity, professionalism, and ethics.
Education Required Qualifications · Bachelor's degree in related area and / or equivalent experience / training
Preferred Qualifications · MBA, Master’s in nonprofit management, or similar advanced degree.
SPECIAL CONDITIONS SALARY AND BENEFITS Job Title Administrative Manager 2
Job Code 000548
Salary Grade Grade 27
Payscale: $180,000 - $215,000
The University of California, Office of the President, is required to provide a reasonable estimate of the compensation range for this role. 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, 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 full salary range shows the growth potential for this position and the pay scale is the budgeted salary or hourly range that the University reasonably expects to pay for this position.
Benefits: For information on the comprehensive benefits package offered by the University visit: Benefits of Belonging
ADDITIONAL INFORMATION HOW TO APPLY Please be prepared to attach a cover letter and resume with your application.
APPLICATION REVIEW DATE The first review date for this job is March 1, 2024. The position will be open until filled.
CONDITIONS OF EMPLOYMENT Background Check Process: Successful completion of a background check is required for this critical position. Background check process at UCOP
Smoke Free Work Environment: The University of California, Office of the President, is smoke & tobacco-free as of January 1, 2014. UC Smoke & Tobacco Free Policy
As a condition of employment, you will be required to comply with the University of California Policy on Vaccination Programs, as may be amended or revised from time to time. Federal, state, or local public health directives may impose additional requirements.
EEO STATEMENT The University of California, Office of the President, is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age or protected veteran status. EEO/AA
Employer UC Nondiscrimination Policy The University of California, Office of the President, strives to make this job board accessible to any and all users. If you have comments regarding the accessibility of our website or need assistance completing the application process, please contact us at: Accessibility or email the Human Resource Department at epost@ucop.edu. To apply, visit: https://apptrkr.com/4975976
Full Time
DIRECTOR OF OPERATIONS & DEPUTY TO THE EXECUTIVE DIRECTOR - WASHINGTON, DC
UC OFFICE OF THE PRESIDENT At the University of California (UC), your contributions make a difference. A world leader producing Nobel and Pulitzer prize recipients with over 150 years of groundbreaking research transforming the world. Choose a career where you can leverage your knowledge, skills and aspirations to inspire and support some of the greatest minds in the world, and those who will follow in their footsteps. Working at the University of California is being part of a unique institution, and a vibrant and diverse community. At the University of California, Office of the President, we propel our mission through impactful work locally, in government centers and systemwide. We are passionate people, serving the greater good.
The University of California, one of the largest and most acclaimed institutions of higher learning in the world, is dedicated to excellence in teaching, research and public service. The University of California Office of the President is the headquarters to the 10 campuses, six academic medical centers and three national laboratories and enrolls premier students from California, the nation and the world. Learn more about the UC Office of the President
DEPARTMENT OVERVIEW UCDC is a system-wide program of the nine University of California undergraduate campuses at Berkeley, Davis, Irvine, Los Angeles, Merced, Riverside, San Diego, Santa Barbara, and Santa Cruz. The Program provides residential, internship, and instructional experiences for UC students (and faculty) within Washington's rich cultural, political, and international environment. The Program is housed at the Washington Center, an 11-story building that includes offices, classrooms, and living space for more than 270 students in the Dupont Circle neighborhood of Washington, DC.
POSITION SUMMARY The Director of Operations and Deputy to the Executive Director (DODED) will be a member of the UCDC Leadership Team, report directly to the UCDC Executive Director (ED), and oversee UCDC operations and administrative functions including finance, Information Technology services, facilities, and Human Resources. The DODED will provide strategic guidance and advising to the Executive Director in matters related to resource planning and program development. Together with the ED and the Director of Academic & Student Affairs, the DODED will provide leadership, direction, and oversight of the UCDC Center and program. This position is located in Washington, DC.
Responsibilities · 50% Manage Operations Team: Manage Operations Team (currently 7 FTE across different units), in close partnership with UCOP Program Analyst. Promote collaboration and communication within the Management Team and enhance partnership and bilateral communication with UCOP operational partners. Ensure compliance with applicable local and UCOP policies and procedures. Work with Managers to develop and maintain Standard Operating Procedures for each unit. Manage the Data Analyst (currently 1 FTE) and oversee all data, research, and reporting needs at UCDC. This includes but is not limited to maintaining UCDC's operational budget, ensuring operational compliance, development of a data infrastructure and other ongoing reporting associated with UCDC’s operations, student enrollment, and academic programming. Work to maintain a diverse, productive, equitable, and inclusive UCDC community.
· 40% Strategy and Development: Serve as a key trusted advisor to the Executive Director, providing strategic guidance and operational oversight, aimed at ensuring UCDC achieves a self-sustaining business model. Establish and implement a strategic plan for development, aimed at optimizing the Executive Director’s engagement in development activities. Lead development and execution of high-profile public events, receptions, and fundraisers. Implement UCDC values, mission, vision, and strategic direction, in collaboration with UCDC’s leadership team. Work closely with various partners and stakeholders, including UC Office of the President, UC Campuses/Locations, as well as external organizations, to ensure alignment of objectives and seamless execution of organizational initiatives. Initiate and design studies, summary reports and background materials including approaches, trends, sources and uses, etc., that have a significant impact on UCDC.
· 10% Operational Compliance: Oversight of revenue and expenses to ensure the long-term viability of the UCDC program and the maintenance of the UCDC Center. Provide strategic oversight for the development of the annual budget; determining expense priorities, recommending and implementing changes to methods, unit planning, staffing, programs and other financial activities.
Required Qualifications · Minimum 10 years’ experience in higher education, non-profit management, or equivalent. · Advanced skills in short- and long-range planning, program and project management, facilitation, and collaboration. · Experience developing and implementing strategic plans. · Proven ability to focus on priorities, strategies, and vision. · Substantial experience in operations management. · Experience managing budgets and doing financial analysis and reporting. · Experience successfully supervising staff in pursuit of common goals. · Experience leading and communicating effectively. · Experience building and sustaining collaborative teams and/or networks. · Understanding of the University’s missions of teaching, research, and public service and an ability to support those missions through the work of UCDC. · Maintains the highest level of integrity, professionalism, and ethics.
Education Required Qualifications · Bachelor's degree in related area and / or equivalent experience / training
Preferred Qualifications · MBA, Master’s in nonprofit management, or similar advanced degree.
SPECIAL CONDITIONS SALARY AND BENEFITS Job Title Administrative Manager 2
Job Code 000548
Salary Grade Grade 27
Payscale: $180,000 - $215,000
The University of California, Office of the President, is required to provide a reasonable estimate of the compensation range for this role. 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, 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 full salary range shows the growth potential for this position and the pay scale is the budgeted salary or hourly range that the University reasonably expects to pay for this position.
Benefits: For information on the comprehensive benefits package offered by the University visit: Benefits of Belonging
ADDITIONAL INFORMATION HOW TO APPLY Please be prepared to attach a cover letter and resume with your application.
APPLICATION REVIEW DATE The first review date for this job is March 1, 2024. The position will be open until filled.
CONDITIONS OF EMPLOYMENT Background Check Process: Successful completion of a background check is required for this critical position. Background check process at UCOP
Smoke Free Work Environment: The University of California, Office of the President, is smoke & tobacco-free as of January 1, 2014. UC Smoke & Tobacco Free Policy
As a condition of employment, you will be required to comply with the University of California Policy on Vaccination Programs, as may be amended or revised from time to time. Federal, state, or local public health directives may impose additional requirements.
EEO STATEMENT The University of California, Office of the President, is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age or protected veteran status. EEO/AA
Employer UC Nondiscrimination Policy The University of California, Office of the President, strives to make this job board accessible to any and all users. If you have comments regarding the accessibility of our website or need assistance completing the application process, please contact us at: Accessibility or email the Human Resource Department at epost@ucop.edu. To apply, visit: https://apptrkr.com/4975976
University of California, Berkeley
Berkeley, CA, USA
Development Director (0462U), The California Policy Lab - 59681 About Berkeley
At the University of California, Berkeley, we are committed to creating a community that fosters equity of experience and opportunity, and ensures that students, faculty, and staff of all backgrounds feel safe, welcome and included. Our culture of openness, freedom and belonging make it a special place for students, faculty and staff.
The University of California, Berkeley, is one of the world's leading institutions of higher education, distinguished by its combination of internationally recognized academic and research excellence; the transformative opportunity it provides to a large and diverse student body; its public mission and commitment to equity and social justice; and its roots in the California experience, animated by such values as innovation, questioning the status quo, and respect for the environment and nature. Since its founding in 1868, Berkeley has fueled a perpetual renaissance, generating unparalleled intellectual, economic and social value in California, the United States and the world.
We are looking for equity-minded applicants who represent the full diversity of California and who demonstrate a sensitivity to and understanding of the diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds present in our community. When you join the team at Berkeley, you can expect to be part of an inclusive, innovative and equity-focused community that approaches higher education as a matter of social justice that requires broad collaboration among faculty, staff, students and community partners. In deciding whether to apply for a position at Berkeley, you are strongly encouraged to consider whether your values align with our https://chancellor.berkeley.edu/guiding-values-and-principles, our https://diversity.berkeley.edu/principles-community, and our https://strategicplan.berkeley.edu/.
At UC Berkeley, we believe that learning is a fundamental part of working, and 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 staff employees with at least 80 hours (10 days) of paid time per year to engage in professional development activities. To find out more about how you can grow your career at UC Berkeley, visit https://hr.berkeley.edu/grow.
Departmental Overview
The California Policy Lab (CPL) creates research insights for government impact. Through hands-on partnerships with government agencies, CPL performs rigorous research across issue silos and builds the data infrastructure necessary to improve programs and policies that millions of Californians rely on every day. We focus our work in six policy areas: education, criminal justice reform, poverty and the social safety net, labor and employment, health, and homelessness and high needs populations. CPL recognizes the value of having a diverse staff at all levels of the organization. CPL-Berkeley is a center within the Institute for Research on Labor and Employment (IRLE).
Application Review Date
The First Review Date for this job is: October 10, 2023
Responsibilities
The California Policy Lab (CPL) creates research insights for government impact. Through hands-on partnerships with government agencies, CPL performs rigorous research across issue silos and builds the data infrastructure necessary to improve programs and policies that millions of Californians rely on every day. We focus our work in six policy areas: education, criminal justice reform, poverty and the social safety net, labor and employment, health, and homelessness and high-needs populations.
The Development Director will lead the Lab's development efforts, securing philanthropic support to fund the Lab's operations across both the UC Berkeley and UCLA headquarters, with fundraising also supporting research on other campuses across the UC system. They will report to the Executive Directors of each site at UCLA and UC Berkeley and will occasionally interact with faculty, researchers, and staff across the UC system, and coordinate with gift officers in other campus units as needed.
The position will develop and implement a fundraising strategy and will be responsible for identifying, cultivating, and preparing proposals for foundations, potential major gift donors, and government agencies at the local, state, and federal levels. They will fundraise for a $6-8 million annual budget and will focus on expanding and diversifying CPL's long-term funding sources. In addition, the Development Director will work with our Communications Director to identify opportunities for marketing CPL to potential funders.
The Development Director should have demonstrated experience in fundraising from foundations, federal agencies (like NSF or NIH), and/or major donors. We prefer someone with experience in research or policy in one or more of CPL's policy areas, including criminal justice, education, labor, homelessness, and the social safety net. We prefer candidates with advanced knowledge of fundraising and with experience from a non-profit, academic, or research environment. The position works directly with the leadership team at CPL UC Berkeley and UCLA, leading social-policy researchers throughout the UC system, as well as state and local government agency staff, and it is important that the candidate be able to communicate our work to different audiences. The position will be based in Berkeley but will occasionally require travel to Los Angeles and other cities.
We are looking for a Development Director who is passionate about the work of the California Policy Lab, including our work on equity, and is effective at telling our story to potential funders. Responsibilities include:
• Analyzes needs and assists in the creation of strategic plans for fundraising and other advancement programs. • Develops and manages a dynamic portfolio to identify, cultivate, solicit, and steward prospects. The entire budget for the Lab is $6-8 million annually and is raised through multiple channels including foundations, government support, and university support. • Writes proposals for solicitation of foundation, government, and/or state prospects and manages the submission process, including drafting portions of the narratives and collecting together all other relevant materials. • Supports research staff in the writing and submission of foundation- and government-based grants and ensures timely submission. • Identifies, cultivates, solicits and stewards foundation, government, and/or state prospects. • Initiates prospect research to find new foundations and high-capacity individual donors. • Develops strategies for prospects and executes them with substantial autonomy. • Maintains ongoing communication with funders, informing them of our work and seeking to develop closer engagement with the Lab. • Organizes and implements large-scale fundraising strategies, including marketing and communications initiatives designed to attract new funding. For example, plans the annual advisory board meetings and plans and hosts various events that have a fundraising focus. • Develops materials that showcase our work for different audiences and strategically works to get them in the hands of potential funders. • Works with other CPL staff to ensure foundation presence at larger, research-focused conferences and convenings. • Serves as the lead development professional for all CPL proposals. • Develops reports and communications for funders, including foundations. These include narrative reports on the Lab's growth and development. • Works with the Executive and Faculty Directors to ensure that predetermined fundraising goals are met. • Monitors these goals and proposes ideas for new sources of funding, but is not solely responsible for raising this amount (that falls to the Executive Directors). • Ensures timely gift processing, reporting, and acknowledgements.
Required Qualifications
• Training and experience that clearly demonstrates qualifications. • Advanced knowledge of fundraising, foundation relations, and public relations concepts, principles, procedures, and techniques. • Excellent written, oral, and interpersonal communication skills, including political acumen, to build and maintain effective working relationships at all organizational levels and with outside constituencies. • Advanced organizational, analytical, and critical thinking skills, including skill in creative and effective decision making, and problem recognition/avoidance/resolution skills. • Advanced project management skill and experience conducting projects independently on deadline. • Advanced skills to meet or exceed fundraising goals and objectives and proven success in fundraising. • Very strong skills in maintaining confidentiality. • Proven success in applying for grants and managing relationships with foundations. • Bachelor's degree in related area and / or equivalent experience / training.
Preferred Qualifications
• 2+ years of experience in policy or research in one of the policy areas in which CPL works. • Knowledge of CPL, its vision, mission, goals, objectives, and achievements. • At least five (5) years of job experience in fundraising. • Expertise in using marketing and communications to get exposure for potential funders. • Expertise in the areas in which the California Policy Lab works. • Proven success fundraising at a non-profit, university, or other research environment. • Past experience working for or with government agencies. • Certified Fund-Raising Executive.
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 salary or hourly range that the University reasonably expects to pay for this position is $105,500.00 - $140,000.00.
• This is a 24-month, 100% full-time (40 hours per week), contract position that is eligible for full UC benefits with the possibility of extension. • This position is exempt and paid monthly. • This is a hybrid position, eligible for 40% remote capability.
How to Apply
To apply, please submit your resume and cover letter.
Equal Employment Opportunity
The University of California is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status. For more information about your rights as an applicant, please see https://www.eeoc.gov/know-your-rights-workplace-discrimination-illegal-posterposter.
For the complete University of California nondiscrimination and affirmative action policy, please see the University of California http://policy.ucop.edu/doc/4000376/NondiscrimAffirmActpolicy.
To apply, visit https://apptrkr.com/4651925
Full Time
Development Director (0462U), The California Policy Lab - 59681 About Berkeley
At the University of California, Berkeley, we are committed to creating a community that fosters equity of experience and opportunity, and ensures that students, faculty, and staff of all backgrounds feel safe, welcome and included. Our culture of openness, freedom and belonging make it a special place for students, faculty and staff.
The University of California, Berkeley, is one of the world's leading institutions of higher education, distinguished by its combination of internationally recognized academic and research excellence; the transformative opportunity it provides to a large and diverse student body; its public mission and commitment to equity and social justice; and its roots in the California experience, animated by such values as innovation, questioning the status quo, and respect for the environment and nature. Since its founding in 1868, Berkeley has fueled a perpetual renaissance, generating unparalleled intellectual, economic and social value in California, the United States and the world.
We are looking for equity-minded applicants who represent the full diversity of California and who demonstrate a sensitivity to and understanding of the diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds present in our community. When you join the team at Berkeley, you can expect to be part of an inclusive, innovative and equity-focused community that approaches higher education as a matter of social justice that requires broad collaboration among faculty, staff, students and community partners. In deciding whether to apply for a position at Berkeley, you are strongly encouraged to consider whether your values align with our https://chancellor.berkeley.edu/guiding-values-and-principles, our https://diversity.berkeley.edu/principles-community, and our https://strategicplan.berkeley.edu/.
At UC Berkeley, we believe that learning is a fundamental part of working, and 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 staff employees with at least 80 hours (10 days) of paid time per year to engage in professional development activities. To find out more about how you can grow your career at UC Berkeley, visit https://hr.berkeley.edu/grow.
Departmental Overview
The California Policy Lab (CPL) creates research insights for government impact. Through hands-on partnerships with government agencies, CPL performs rigorous research across issue silos and builds the data infrastructure necessary to improve programs and policies that millions of Californians rely on every day. We focus our work in six policy areas: education, criminal justice reform, poverty and the social safety net, labor and employment, health, and homelessness and high needs populations. CPL recognizes the value of having a diverse staff at all levels of the organization. CPL-Berkeley is a center within the Institute for Research on Labor and Employment (IRLE).
Application Review Date
The First Review Date for this job is: October 10, 2023
Responsibilities
The California Policy Lab (CPL) creates research insights for government impact. Through hands-on partnerships with government agencies, CPL performs rigorous research across issue silos and builds the data infrastructure necessary to improve programs and policies that millions of Californians rely on every day. We focus our work in six policy areas: education, criminal justice reform, poverty and the social safety net, labor and employment, health, and homelessness and high-needs populations.
The Development Director will lead the Lab's development efforts, securing philanthropic support to fund the Lab's operations across both the UC Berkeley and UCLA headquarters, with fundraising also supporting research on other campuses across the UC system. They will report to the Executive Directors of each site at UCLA and UC Berkeley and will occasionally interact with faculty, researchers, and staff across the UC system, and coordinate with gift officers in other campus units as needed.
The position will develop and implement a fundraising strategy and will be responsible for identifying, cultivating, and preparing proposals for foundations, potential major gift donors, and government agencies at the local, state, and federal levels. They will fundraise for a $6-8 million annual budget and will focus on expanding and diversifying CPL's long-term funding sources. In addition, the Development Director will work with our Communications Director to identify opportunities for marketing CPL to potential funders.
The Development Director should have demonstrated experience in fundraising from foundations, federal agencies (like NSF or NIH), and/or major donors. We prefer someone with experience in research or policy in one or more of CPL's policy areas, including criminal justice, education, labor, homelessness, and the social safety net. We prefer candidates with advanced knowledge of fundraising and with experience from a non-profit, academic, or research environment. The position works directly with the leadership team at CPL UC Berkeley and UCLA, leading social-policy researchers throughout the UC system, as well as state and local government agency staff, and it is important that the candidate be able to communicate our work to different audiences. The position will be based in Berkeley but will occasionally require travel to Los Angeles and other cities.
We are looking for a Development Director who is passionate about the work of the California Policy Lab, including our work on equity, and is effective at telling our story to potential funders. Responsibilities include:
• Analyzes needs and assists in the creation of strategic plans for fundraising and other advancement programs. • Develops and manages a dynamic portfolio to identify, cultivate, solicit, and steward prospects. The entire budget for the Lab is $6-8 million annually and is raised through multiple channels including foundations, government support, and university support. • Writes proposals for solicitation of foundation, government, and/or state prospects and manages the submission process, including drafting portions of the narratives and collecting together all other relevant materials. • Supports research staff in the writing and submission of foundation- and government-based grants and ensures timely submission. • Identifies, cultivates, solicits and stewards foundation, government, and/or state prospects. • Initiates prospect research to find new foundations and high-capacity individual donors. • Develops strategies for prospects and executes them with substantial autonomy. • Maintains ongoing communication with funders, informing them of our work and seeking to develop closer engagement with the Lab. • Organizes and implements large-scale fundraising strategies, including marketing and communications initiatives designed to attract new funding. For example, plans the annual advisory board meetings and plans and hosts various events that have a fundraising focus. • Develops materials that showcase our work for different audiences and strategically works to get them in the hands of potential funders. • Works with other CPL staff to ensure foundation presence at larger, research-focused conferences and convenings. • Serves as the lead development professional for all CPL proposals. • Develops reports and communications for funders, including foundations. These include narrative reports on the Lab's growth and development. • Works with the Executive and Faculty Directors to ensure that predetermined fundraising goals are met. • Monitors these goals and proposes ideas for new sources of funding, but is not solely responsible for raising this amount (that falls to the Executive Directors). • Ensures timely gift processing, reporting, and acknowledgements.
Required Qualifications
• Training and experience that clearly demonstrates qualifications. • Advanced knowledge of fundraising, foundation relations, and public relations concepts, principles, procedures, and techniques. • Excellent written, oral, and interpersonal communication skills, including political acumen, to build and maintain effective working relationships at all organizational levels and with outside constituencies. • Advanced organizational, analytical, and critical thinking skills, including skill in creative and effective decision making, and problem recognition/avoidance/resolution skills. • Advanced project management skill and experience conducting projects independently on deadline. • Advanced skills to meet or exceed fundraising goals and objectives and proven success in fundraising. • Very strong skills in maintaining confidentiality. • Proven success in applying for grants and managing relationships with foundations. • Bachelor's degree in related area and / or equivalent experience / training.
Preferred Qualifications
• 2+ years of experience in policy or research in one of the policy areas in which CPL works. • Knowledge of CPL, its vision, mission, goals, objectives, and achievements. • At least five (5) years of job experience in fundraising. • Expertise in using marketing and communications to get exposure for potential funders. • Expertise in the areas in which the California Policy Lab works. • Proven success fundraising at a non-profit, university, or other research environment. • Past experience working for or with government agencies. • Certified Fund-Raising Executive.
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 salary or hourly range that the University reasonably expects to pay for this position is $105,500.00 - $140,000.00.
• This is a 24-month, 100% full-time (40 hours per week), contract position that is eligible for full UC benefits with the possibility of extension. • This position is exempt and paid monthly. • This is a hybrid position, eligible for 40% remote capability.
How to Apply
To apply, please submit your resume and cover letter.
Equal Employment Opportunity
The University of California is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status. For more information about your rights as an applicant, please see https://www.eeoc.gov/know-your-rights-workplace-discrimination-illegal-posterposter.
For the complete University of California nondiscrimination and affirmative action policy, please see the University of California http://policy.ucop.edu/doc/4000376/NondiscrimAffirmActpolicy.
To apply, visit https://apptrkr.com/4651925
Aids/LifeCycle Director
About AIDS/LifeCycle
AIDS/LifeCycle (ALC) is produced by and benefits San Francisco AIDS Foundation (SFAF) and the Los Angeles LGBT Center (the Center). The event debuted in 1994 as the California AIDS Ride before it was reconfigured to what is known today as AIDS/LifeCycle (ALC), the world’s largest annual HIV/AIDS fundraiser. AIDS/LifeCycle is a fully supported, seven-day, 545-mile bike ride from San Francisco to Los Angeles that raises important awareness about the ongoing HIV/AIDS epidemic, in addition to funding critical services such as HIV testing and screenings for other sexually transmitted infections, ALC funds HIV care, harm reduction, prevention services including PrEP, and more.
AIDS/LifeCycle happens the first full week in June and averages 2500 Cyclists and 500 volunteers (“Roadies”) participating in the event. Participants are united by a common cause: fighting to end HIV and AIDS. AIDS/LifeCycle raises millions of dollars annually to support San Francisco AIDS Foundation and the HIV-related services of the Los Angeles LGBT Center.
AIDS/LifeCycle Participants represent broad diversity: ages range from 18 to 81, including members of the LGBTQ+ community and allies, as well as participants who are HIV negative or may be living with or affected by HIV. The Ride also boasts over 52% of first-time Cyclists, where nearly all U.S. states/territories are represented at the event, and there is strong international participation, too.
In the seven days it takes the riders to reach Los Angeles, more than 650 people in the United States will contract HIV. More than one million people are currently living with HIV in the U.S., and one in eight people living with HIV nationwide are not aware of their status. Since the California AIDS Ride first began, participants have raised more than $300 million and completed more than 63,000 journeys on bikes from San Francisco to Los Angeles.
A catalyst for change and promoter of HIV/AIDS awareness in Los Angeles, San Francisco, and the communities it passes through, AIDS/LifeCycle is the largest and most successful event of its kind nationally and is celebrated as a life-changing experience by its participants.
San Francisco AIDS Foundation is ALC’s fiscal sponsor. SFAF’s mission is to promote health, wellness, and social justice for communities most impacted by HIV, through sexual health and substance use services, advocacy, and community partnerships.
The Center founded the California AIDS Ride in 1994 with a third-party consultant. The Center’s mission is to ensure all members of the LGBT community thrive as healthy, equal, and complete members of society.
Organizational Highlights
SFAF Founded: 1982 Revenue: $44.3 million Board of Directors: 22 Staff: 230 Headquarters: San Francisco
The Center Founded: 1969 Revenue: $155M Board of Directors: 23 Staff: 750 Headquarters: Los Angeles
The Position
With primary responsibility for setting the vision for AIDS/LifeCycle’s future and realizing its next phase of growth and impact, the AIDS/LifeCycle Director (Ride Director) will develop and implement a strategic plan to increase event participation and revenue, advance diversity and inclusion efforts, and ensure ALC’s long-term sustainability. Essential responsibilities include:
Leadership
• Balance the priorities of two different organizations and confidently manage up to two supervisors while mediating conflict, holding confidence, maintaining loyalty, instilling trust, and modeling transparency across all relationships; • Lead a talented and highly committed team of 28 staff who are employed by the two agencies and who are located in San Francisco and Los Angeles; • Build effective collaborations and foster clear and focused communication channels within and across teams; • Recruit and retain a high-performing leadership team, setting goals and expectations, holding staff accountable, and mentoring and coaching as necessary; • Manage a complex $8 million expense budget, maximizing resources and identifying opportunities to reduce costs while still producing a high-quality event; • Project manage an 18-month event cycle that includes budgeting, fundraising, marketing, and event production; • Foster a culture of equity that mirrors the culture of SFAF and the Center in their work to achieve health justice for all; • Lead, model, and facilitate the safety and transformational experience of the staff, Cyclists, and Roadies participating in the Ride.
Fundraising
• Develop a fundraising plan to raise a minimum of $16 million annually, strengthen AIDS/LifeCycle financially, and continue ALC’s growth as an important source of revenue for SFAF and the Center; • Create strategies to increase donors, ride participants, and team fundraising; • Maximize revenue potential by both driving new and increasing current corporate sponsorship and partnership efforts in support of the event; • Support the creation and implementation of year-round events to raise funds and engage sponsors, Cyclists, and volunteers; • Oversee the development of participant fundraising training and ensure staff support to increase team fundraising and engagement.
Marketing & Communications
• Drive comprehensive updating and refinement of all marketing materials, event signage, messaging, and event entertainment to lift up priority communities and reflect the values of SFAF and the Center; • Create and support the implementation of marketing strategies to attract corporate sponsors, Cyclists, and Roadies; • Develop forward-looking messaging that connects participants to the missions of SFAF and the Center; • Serve as spokesperson for the Ride and steward of the ALC community; • Ensure messaging and brand consistency across all platforms and audiences that are in alignment with the values of both SFAF and the Center.
Community Engagement
• Lead efforts to create an event that is safe and welcoming for all by fostering a culture grounded in diversity, equity, and inclusion; • Develop engagement strategies to retain, expand, and diversify the ALC community; • Foster and maintain strong working relationships with key partners and community leaders.
The Opportunity
This is an exceptional opportunity for an innovative fundraiser to envision AIDS/LifeCycle’s future, create a strategic long-range sustainability plan, and ensure the brand’s continued success.
Position Overview The AIDS/LifeCycle Director Reports to: Vice President of Philanthropy for SFAF and Chief Development Officer for the Center Leads: 28-person staff in San Francisco and Los Angeles and 750 volunteers Oversees: Senior Director of Community Engagement & Fundraising; Production Director; Director of Marketing, Communications & Digital Engagement; and the Director of Partnership Development Manages: $16 million in revenue and $8 million in expenses Lives: In San Francisco or Los Angeles
Professional Requirements
The Ride Director will have the strategic and leadership skills to envision and realize continued growth and a sustainable future for ALC. Critically, they will be a collaborative, big-picture thinker with staff and project management expertise and technical skills to lead a high-functioning team through the 18-month process required to produce a 545-mile, weeklong, multi-site ride that raises $16 million for two essential community-based organizations. The ideal candidate will bring:
• At least five years of senior leadership experience in positions with similar budget and staff oversight responsibilities; • Fundraising expertise, including ideally, event-based peer-to-peer fundraising and/or corporate sponsorship experience; • Event production knowledge is required, large multi-day event experience with cause-based athletic endurance events is highly regarded; • Entrepreneurial savvy supported by the financial acumen to create and implement a multi-year business plan that builds on ALC’s past success to increase the Ride’s growth and impact with knowledge of budgeting; • Prior experience growing and scaling large events is ideal; • An appetite for innovation including knowledge of the ways in which technology is used to engage event donors, participants, and volunteers; • Sophisticated traditional, social media, and grassroots marketing skills to guide strategies for reaching new audiences; • Exceptional communication skills including messaging and public speaking skills to engage the ALC community, and attract new audiences; • Outstanding interpersonal skills defined by the capacity to develop and maintain strong and authentic working relationships with key constituents, including Roadie Captains, Corporate Sponsors, and Team Leaders; • A commitment to upholding the values of diversity, equity, and inclusion and the ability to further advance ALC’s efforts to be an actively inclusive and diverse event.
Essential Qualities
The Ride Director will be a visionary fundraiser and passionate warrior in the fight to end AIDS.
Personal Characteristics
We are seeking candidates with a deep commitment to funding free HIV/AIDS medical care, testing, and prevention services; raising awareness to end the stigmas surrounding HIV/AIDS; and providing a positive, life-affirming experience for people affected by HIV/AIDS. The new Ride Director will bring the following qualities:
• Exceptional interpersonal skills with the ability to engage, foster trust, and build genuine connections with key constituents including Roadie Captains, Team Leaders, and Corporate Sponsors; • High emotional intelligence characterized by an openness to feedback and the humility to learn from staff and the community of Cyclists and volunteers, some of whom have been involved with ALC for decades; • A diplomatic approach that preserves the positive working relationship between the partner organizations by balancing the competing priorities of two agencies and adapting style to manage up to two leaders; • Capacity to gather and analyze information and exercise sound judgment to make decisions and take action; • A demonstrated commitment to centering the values and advancing the missions of SFAF and the Center; • A strong and dedicated desire to grow ALC in its equity work; • A passion for cycling or a willingness to learn about the remarkable cycling community; • Enthusiasm, empathy, and a sense of humor.
Compensation
The salary range for this position is $180,000 – 185,000. The employer will be based on the region of California where the Ride Director resides (e.g., Northern California: San Francisco AIDS Foundation, Southern California: Los Angeles LGBT Center).
SFAF’s comprehensive benefits plan includes 100% employer-paid health, dental, vision, life, and disability insurance. SFAF’s generous paid leave policies include 14 paid holidays, 24 days of Paid Time Off/Sick Time for the first two years of employment, and 29 days after two years. SFAF offers a 403(b)-retirement plan and matches employee contributions up to 3% of salary. In addition to providing flex spending accounts (FSA) and commuter benefits, SFAF offers paid memberships and access to digital platforms that provide gender-affirming care, family-forming support, and access to family caretakers such as nannies, babysitters, and senior caregivers. Access to voluntary supplemental benefits including critical illness insurance, legal services, identity theft protection, and pet insurance as well as discounts for theme parks, shows and events, hotels, and rental cars is also provided.
The Center’s comprehensive benefits plan includes 100% employer-funded health, vision, dental, and life insurance. The Center’s paid leave policies include 10 paid holidays, 12 sick days, three personal days, and 12 vacation days in the first year of employment, 15 in the second and third years of employment, and 20 days at the start of the fourth year of employment. In addition, the Center also provides Flex Spending Accounts and a voluntary 403(b)-retirement plan.
Location
The Ride Director may be based in San Francisco or Los Angeles but will be expected to divide their time between the two cities, spending time with the two producing organizations and the event’s Northern and Southern California staff and stewarding the relationship between the leadership teams in each location. An annual stipend to support travel and related expenses is provided.
Reimbursement toward relocation expenses will be provided for the exceptional candidate our clients seek.
Contact
Please submit a résumé and original cover letter that describes your interest in the organization’s mission and qualifications through the https://www.searchbriefing.com/slindex.aspx?client=8131b98b-1324-4386-ae0b-81261b3e35f6&survey=25e19509-7df5-4d86-83e9-8abcde57b898&search=0d5e5277-9c0c-41b9-875f-5137fc69e884.
Michelle Kristel, Managing Partner McCormack + Kristel 1740 Broadway, 15th Floor New York, NY 10019 Phone: 212.531.5003 | Fax: 212.203.9599 Email: search@mccormackkristel.com Website: www.mccormackkristel.com
All inquiries will be held in strict confidence. Please note that your education, dates of employment, and other information will be verified prior to an offer.
McCormack + Kristel works only with equal opportunity employers.
The San Francisco AIDS Foundation is an Equal Opportunity Employer. SFAF is committed to providing a work environment free of harassment, discrimination, retaliation, and disrespectful or other unprofessional conduct based on: Race, religion (including religious dress and grooming practices), color, sex/gender(including pregnancy, childbirth, breastfeeding, or related medical conditions), sex stereotype, gender identity/gender expression/transgender (including whether or not you are transitioning or have transitioned) and sexual orientation, national origin (including language use restrictions and possession of a driver's license issued to persons unable to prove their presence in the United States is authorized under federal law [Vehicle Code section 12801.9]), ancestry, physical or mental disability, medical condition, genetic information/characteristics, marital status/registered domestic partner status, age (40 and above), sexual orientation, military or veteran status, any other basis protected by federal, state or local law.
SFAF also prohibits discrimination, harassment, disrespectful or unprofessional conduct based on the perception that anyone has any of those characteristics or is associated with a person who has or is perceived as having any of those characteristics.
This policy applies to all areas of employment including recruitment, hiring, training, promotion, compensation, benefits, transfer, layoffs, terminations, and social programs. This policy applies to managers, supervisors, coworkers, and third parties with whom employees come into contact.
In addition, SFAF prohibits retaliation against individuals who raise complaints of discrimination or harassment or who participate in an investigation into allegations of harassment.
The Los Angeles LGBT Center is an Equal Opportunity Employer and is committed to fostering diversity within its staff. Applications are encouraged from all persons regardless of their race, color, ancestry, religious creed, national origin, sex, sexual orientation, gender identity, gender expression, medical/physical/mental condition, pregnancy/childbirth, and related medical condition, age, marital status, or veteran status.
The Center has implemented a policy requiring all staff to be fully vaccinated against COVID-19 as a condition of employment, subject to applicable federal, state, and local laws.
Full Time
Aids/LifeCycle Director
About AIDS/LifeCycle
AIDS/LifeCycle (ALC) is produced by and benefits San Francisco AIDS Foundation (SFAF) and the Los Angeles LGBT Center (the Center). The event debuted in 1994 as the California AIDS Ride before it was reconfigured to what is known today as AIDS/LifeCycle (ALC), the world’s largest annual HIV/AIDS fundraiser. AIDS/LifeCycle is a fully supported, seven-day, 545-mile bike ride from San Francisco to Los Angeles that raises important awareness about the ongoing HIV/AIDS epidemic, in addition to funding critical services such as HIV testing and screenings for other sexually transmitted infections, ALC funds HIV care, harm reduction, prevention services including PrEP, and more.
AIDS/LifeCycle happens the first full week in June and averages 2500 Cyclists and 500 volunteers (“Roadies”) participating in the event. Participants are united by a common cause: fighting to end HIV and AIDS. AIDS/LifeCycle raises millions of dollars annually to support San Francisco AIDS Foundation and the HIV-related services of the Los Angeles LGBT Center.
AIDS/LifeCycle Participants represent broad diversity: ages range from 18 to 81, including members of the LGBTQ+ community and allies, as well as participants who are HIV negative or may be living with or affected by HIV. The Ride also boasts over 52% of first-time Cyclists, where nearly all U.S. states/territories are represented at the event, and there is strong international participation, too.
In the seven days it takes the riders to reach Los Angeles, more than 650 people in the United States will contract HIV. More than one million people are currently living with HIV in the U.S., and one in eight people living with HIV nationwide are not aware of their status. Since the California AIDS Ride first began, participants have raised more than $300 million and completed more than 63,000 journeys on bikes from San Francisco to Los Angeles.
A catalyst for change and promoter of HIV/AIDS awareness in Los Angeles, San Francisco, and the communities it passes through, AIDS/LifeCycle is the largest and most successful event of its kind nationally and is celebrated as a life-changing experience by its participants.
San Francisco AIDS Foundation is ALC’s fiscal sponsor. SFAF’s mission is to promote health, wellness, and social justice for communities most impacted by HIV, through sexual health and substance use services, advocacy, and community partnerships.
The Center founded the California AIDS Ride in 1994 with a third-party consultant. The Center’s mission is to ensure all members of the LGBT community thrive as healthy, equal, and complete members of society.
Organizational Highlights
SFAF Founded: 1982 Revenue: $44.3 million Board of Directors: 22 Staff: 230 Headquarters: San Francisco
The Center Founded: 1969 Revenue: $155M Board of Directors: 23 Staff: 750 Headquarters: Los Angeles
The Position
With primary responsibility for setting the vision for AIDS/LifeCycle’s future and realizing its next phase of growth and impact, the AIDS/LifeCycle Director (Ride Director) will develop and implement a strategic plan to increase event participation and revenue, advance diversity and inclusion efforts, and ensure ALC’s long-term sustainability. Essential responsibilities include:
Leadership
• Balance the priorities of two different organizations and confidently manage up to two supervisors while mediating conflict, holding confidence, maintaining loyalty, instilling trust, and modeling transparency across all relationships; • Lead a talented and highly committed team of 28 staff who are employed by the two agencies and who are located in San Francisco and Los Angeles; • Build effective collaborations and foster clear and focused communication channels within and across teams; • Recruit and retain a high-performing leadership team, setting goals and expectations, holding staff accountable, and mentoring and coaching as necessary; • Manage a complex $8 million expense budget, maximizing resources and identifying opportunities to reduce costs while still producing a high-quality event; • Project manage an 18-month event cycle that includes budgeting, fundraising, marketing, and event production; • Foster a culture of equity that mirrors the culture of SFAF and the Center in their work to achieve health justice for all; • Lead, model, and facilitate the safety and transformational experience of the staff, Cyclists, and Roadies participating in the Ride.
Fundraising
• Develop a fundraising plan to raise a minimum of $16 million annually, strengthen AIDS/LifeCycle financially, and continue ALC’s growth as an important source of revenue for SFAF and the Center; • Create strategies to increase donors, ride participants, and team fundraising; • Maximize revenue potential by both driving new and increasing current corporate sponsorship and partnership efforts in support of the event; • Support the creation and implementation of year-round events to raise funds and engage sponsors, Cyclists, and volunteers; • Oversee the development of participant fundraising training and ensure staff support to increase team fundraising and engagement.
Marketing & Communications
• Drive comprehensive updating and refinement of all marketing materials, event signage, messaging, and event entertainment to lift up priority communities and reflect the values of SFAF and the Center; • Create and support the implementation of marketing strategies to attract corporate sponsors, Cyclists, and Roadies; • Develop forward-looking messaging that connects participants to the missions of SFAF and the Center; • Serve as spokesperson for the Ride and steward of the ALC community; • Ensure messaging and brand consistency across all platforms and audiences that are in alignment with the values of both SFAF and the Center.
Community Engagement
• Lead efforts to create an event that is safe and welcoming for all by fostering a culture grounded in diversity, equity, and inclusion; • Develop engagement strategies to retain, expand, and diversify the ALC community; • Foster and maintain strong working relationships with key partners and community leaders.
The Opportunity
This is an exceptional opportunity for an innovative fundraiser to envision AIDS/LifeCycle’s future, create a strategic long-range sustainability plan, and ensure the brand’s continued success.
Position Overview The AIDS/LifeCycle Director Reports to: Vice President of Philanthropy for SFAF and Chief Development Officer for the Center Leads: 28-person staff in San Francisco and Los Angeles and 750 volunteers Oversees: Senior Director of Community Engagement & Fundraising; Production Director; Director of Marketing, Communications & Digital Engagement; and the Director of Partnership Development Manages: $16 million in revenue and $8 million in expenses Lives: In San Francisco or Los Angeles
Professional Requirements
The Ride Director will have the strategic and leadership skills to envision and realize continued growth and a sustainable future for ALC. Critically, they will be a collaborative, big-picture thinker with staff and project management expertise and technical skills to lead a high-functioning team through the 18-month process required to produce a 545-mile, weeklong, multi-site ride that raises $16 million for two essential community-based organizations. The ideal candidate will bring:
• At least five years of senior leadership experience in positions with similar budget and staff oversight responsibilities; • Fundraising expertise, including ideally, event-based peer-to-peer fundraising and/or corporate sponsorship experience; • Event production knowledge is required, large multi-day event experience with cause-based athletic endurance events is highly regarded; • Entrepreneurial savvy supported by the financial acumen to create and implement a multi-year business plan that builds on ALC’s past success to increase the Ride’s growth and impact with knowledge of budgeting; • Prior experience growing and scaling large events is ideal; • An appetite for innovation including knowledge of the ways in which technology is used to engage event donors, participants, and volunteers; • Sophisticated traditional, social media, and grassroots marketing skills to guide strategies for reaching new audiences; • Exceptional communication skills including messaging and public speaking skills to engage the ALC community, and attract new audiences; • Outstanding interpersonal skills defined by the capacity to develop and maintain strong and authentic working relationships with key constituents, including Roadie Captains, Corporate Sponsors, and Team Leaders; • A commitment to upholding the values of diversity, equity, and inclusion and the ability to further advance ALC’s efforts to be an actively inclusive and diverse event.
Essential Qualities
The Ride Director will be a visionary fundraiser and passionate warrior in the fight to end AIDS.
Personal Characteristics
We are seeking candidates with a deep commitment to funding free HIV/AIDS medical care, testing, and prevention services; raising awareness to end the stigmas surrounding HIV/AIDS; and providing a positive, life-affirming experience for people affected by HIV/AIDS. The new Ride Director will bring the following qualities:
• Exceptional interpersonal skills with the ability to engage, foster trust, and build genuine connections with key constituents including Roadie Captains, Team Leaders, and Corporate Sponsors; • High emotional intelligence characterized by an openness to feedback and the humility to learn from staff and the community of Cyclists and volunteers, some of whom have been involved with ALC for decades; • A diplomatic approach that preserves the positive working relationship between the partner organizations by balancing the competing priorities of two agencies and adapting style to manage up to two leaders; • Capacity to gather and analyze information and exercise sound judgment to make decisions and take action; • A demonstrated commitment to centering the values and advancing the missions of SFAF and the Center; • A strong and dedicated desire to grow ALC in its equity work; • A passion for cycling or a willingness to learn about the remarkable cycling community; • Enthusiasm, empathy, and a sense of humor.
Compensation
The salary range for this position is $180,000 – 185,000. The employer will be based on the region of California where the Ride Director resides (e.g., Northern California: San Francisco AIDS Foundation, Southern California: Los Angeles LGBT Center).
SFAF’s comprehensive benefits plan includes 100% employer-paid health, dental, vision, life, and disability insurance. SFAF’s generous paid leave policies include 14 paid holidays, 24 days of Paid Time Off/Sick Time for the first two years of employment, and 29 days after two years. SFAF offers a 403(b)-retirement plan and matches employee contributions up to 3% of salary. In addition to providing flex spending accounts (FSA) and commuter benefits, SFAF offers paid memberships and access to digital platforms that provide gender-affirming care, family-forming support, and access to family caretakers such as nannies, babysitters, and senior caregivers. Access to voluntary supplemental benefits including critical illness insurance, legal services, identity theft protection, and pet insurance as well as discounts for theme parks, shows and events, hotels, and rental cars is also provided.
The Center’s comprehensive benefits plan includes 100% employer-funded health, vision, dental, and life insurance. The Center’s paid leave policies include 10 paid holidays, 12 sick days, three personal days, and 12 vacation days in the first year of employment, 15 in the second and third years of employment, and 20 days at the start of the fourth year of employment. In addition, the Center also provides Flex Spending Accounts and a voluntary 403(b)-retirement plan.
Location
The Ride Director may be based in San Francisco or Los Angeles but will be expected to divide their time between the two cities, spending time with the two producing organizations and the event’s Northern and Southern California staff and stewarding the relationship between the leadership teams in each location. An annual stipend to support travel and related expenses is provided.
Reimbursement toward relocation expenses will be provided for the exceptional candidate our clients seek.
Contact
Please submit a résumé and original cover letter that describes your interest in the organization’s mission and qualifications through the https://www.searchbriefing.com/slindex.aspx?client=8131b98b-1324-4386-ae0b-81261b3e35f6&survey=25e19509-7df5-4d86-83e9-8abcde57b898&search=0d5e5277-9c0c-41b9-875f-5137fc69e884.
Michelle Kristel, Managing Partner McCormack + Kristel 1740 Broadway, 15th Floor New York, NY 10019 Phone: 212.531.5003 | Fax: 212.203.9599 Email: search@mccormackkristel.com Website: www.mccormackkristel.com
All inquiries will be held in strict confidence. Please note that your education, dates of employment, and other information will be verified prior to an offer.
McCormack + Kristel works only with equal opportunity employers.
The San Francisco AIDS Foundation is an Equal Opportunity Employer. SFAF is committed to providing a work environment free of harassment, discrimination, retaliation, and disrespectful or other unprofessional conduct based on: Race, religion (including religious dress and grooming practices), color, sex/gender(including pregnancy, childbirth, breastfeeding, or related medical conditions), sex stereotype, gender identity/gender expression/transgender (including whether or not you are transitioning or have transitioned) and sexual orientation, national origin (including language use restrictions and possession of a driver's license issued to persons unable to prove their presence in the United States is authorized under federal law [Vehicle Code section 12801.9]), ancestry, physical or mental disability, medical condition, genetic information/characteristics, marital status/registered domestic partner status, age (40 and above), sexual orientation, military or veteran status, any other basis protected by federal, state or local law.
SFAF also prohibits discrimination, harassment, disrespectful or unprofessional conduct based on the perception that anyone has any of those characteristics or is associated with a person who has or is perceived as having any of those characteristics.
This policy applies to all areas of employment including recruitment, hiring, training, promotion, compensation, benefits, transfer, layoffs, terminations, and social programs. This policy applies to managers, supervisors, coworkers, and third parties with whom employees come into contact.
In addition, SFAF prohibits retaliation against individuals who raise complaints of discrimination or harassment or who participate in an investigation into allegations of harassment.
The Los Angeles LGBT Center is an Equal Opportunity Employer and is committed to fostering diversity within its staff. Applications are encouraged from all persons regardless of their race, color, ancestry, religious creed, national origin, sex, sexual orientation, gender identity, gender expression, medical/physical/mental condition, pregnancy/childbirth, and related medical condition, age, marital status, or veteran status.
The Center has implemented a policy requiring all staff to be fully vaccinated against COVID-19 as a condition of employment, subject to applicable federal, state, and local laws.
University of California Office of the President
Oakland, CA, USA
Summer Institute For Emerging Managers And Leaders (Sieml) Manager - Hybrid
Location: Oakland
Full Time
Job ID: 55573
Job Posting
For UCOP internal applicants, please login to the internal candidate gateway at: https://jobs.ucop.edu/
This is a Full-Time, Hybrid position.
UC OFFICE OF THE PRESIDENT
At the University of California (UC), your contributions make a difference. A world leader producing Nobel and Pulitzer prize recipients with over 150 years of groundbreaking research transforming the world. Choose a career where you can leverage your knowledge, skills and aspirations to inspire and support some of the greatest minds in the world, and those who will follow in their footsteps. Working at the University of California is being part of a unique institution, and a vibrant and diverse community. At the University of California, Office of the President, we propel our mission through impactful work locally, in government centers and systemwide. We are passionate people, serving the greater good.
The University of California, one of the largest and most acclaimed institutions of higher learning in the world, is dedicated to excellence in teaching, research and public service. The University of California Office of the President is the headquarters to the 10 campuses, six academic medical centers and three national laboratories and enrolls premier students from California, the nation and the world. https://www.ucop.edu/about
Department Overview Graduate, Undergraduate and Equity Affairs (GUEA) at the UC Office of the President provides leadership and support for efforts that advance UC equity and inclusion, close equity gaps, promote access to and successful completion of baccalaureate and graduate degrees, and help to provide an exemplary University experience for all. We are committed to the University of California's academic mission and to our core values: integrity in advocating unapologetically for access and institutional equity, respect for one another, accountability for and effective use of our public resources, and excellence in our service to the University and the State.
SIEML
The University of California's (UC) Summer Institute for Emerging Managers and Leaders (SIEML) serves as a pathway to advance inclusion within the graduate programs at UC's six business schools (Berkeley, Davis, Irvine, Los Angeles, Riverside and San Diego). Launched in 2012, SIEML offers undergraduate students enrolled at HBCUs (Historically Black Colleges and Universities) and HSIs (Hispanic Serving Institutions), an immersive, short-term residential, business education leadership experience and includes graduate fellowships to UC graduate business schools. https://sieml.universityofcalifornia.edu/.
Position Summary Uses advanced operational concepts and objectives to resolve highly complex issues. Regularly works on issues where analysis of situations or data requires an in-depth evaluation of variable factors. Exercises judgment in selecting methods, techniques and evaluation criteria for obtaining results. Primarily deals with programs and proposals with broad impact across the function, research initiative, program and / or organization. Develops and oversees the implementation of new programs and processes.
Key Responsibilities
• 40% Program Management: Manages SIEML: serves as year-round program lead and lead contact for SIEML. Functions with a high degree of autonomy. Leads SIEML policy and program planning, development, administration, management and implementation. Regularly interprets, monitors and analyzes information regarding policies and procedures and provides consultative services to administrators and other stakeholders. Supports campus host lead in management of the on-site program. Annually coordinates with campus host lead to ensure all key programmatic elements (housing, core program content/agenda, corporate visits/engagement, field trips, speaker series are appropriately addressed by host campus in a manner consistent with program guidelines, timelines and needs. Position may support key programmatic content needs in finalizing the program each year. Position is on site each summer for full duration of the residential program and serves as one of the primary contacts during program each summer. Provides analyses and administration for complex program budget, working directly with internal and external constituents. Develops positions, hires, directs and supervises student interns and ambassadors. Creates and manages SIEML Ambassador Program.
• 30% Outreach, Admissions and Alumni Engagement: Oversees development and implementation of program admissions policies, regulations and guidelines, and evaluates annually for effectiveness. Serves as the systemwide lead for SIEML, represents the program in a wide range of settings and opportunities to advance its brand and impact. Develops and coordinates policy and program communications; Provides comprehensive expert guidance on SIEML admissions policies. Serves on various committees and leads efforts to identify and propose improvements to recruitment strategy and technology to enhance applications and yield. Communicates and collaborates with each of the UC business schools, including in-person visits. Proposes, leads and/or participates on policy, strategy and planning committees and working groups. Leads regular systemwide meetings. Maintains and shares prospective graduate program applicant information with UC business schools. Identifies opportunities and recommends outreach and recruitment activities for UC Business School personnel. Identifies opportunities for UC business school faculty and administrators to outreach to HBCUs and HSIs and help raise UC's profile and presence with key stakeholders on these campuses. Facilitates sharing of outreach and recruitment planning information between UC business schools (travel and conference plans) to maximize inclusion outreach opportunities on behalf of and beyond SIEML and overall outreach on behalf of UC graduate business school programs. Manages database of alumni contact information, including data about current academic status, graduate programs applied to and attended, career paths and other pertinent information; Documents and shares significant activities of SIEML alumni with UC school reps; Provides consistent stewardship to alumni, ensuring that alumni feel continual connection with program; Delivers regular updates about SIEML to alumni; Creates and manages social media platforms for alumni and manages engagement. Counsels stakeholders in considering and executing innovative efforts to drive inclusion outcomes across UC business programs. Partners and participates in training opportunities to advance understanding of admissions programs and guidelines. In consultation, responsible for development of systemwide SIEML admissions policies. Consults with UC business schools regarding recruitment and admissions of SIEML alumni. Leads SIEML admissions process; organizes admissions committee meetings and chairs admissions committee; collects applications, organizes and shares with admissions committee. Gathers all admissions evaluations from admissions committee and coordinates selection process and notifies applicants of decisions. Serves as primary recruiter for SIEML program. Manages creation and deployment of annual outreach/recruitment plan; oversees creation and delivery of outreach and marketing materials; oversees and manages social media marketing efforts. Visits HBCUs and HSIs; cultivates substantive relationships with representatives from partner and potential partner institutions and meets with potential program applicants (individually, group workshops, etc.). Delivers presentations, conducts workshops; facilitates public relations and media opportunities on behalf of the program. Organizes effective outreach activities.
• 20% Executive Advisor and Program/Sponsorship Development: Provides in-depth evaluation and complex analysis to advance program. Develops proposals and recommendations to guide and support a broader strategic direction for the program. Advises UC business school deans and principal management staff, guides and directs planning and recommends innovative developments to advance equity and inclusion within UC business school community. Helps facilitate key new initiatives such as the annual UC Business School Deans Summit. Serves as an advisor for continued development of systemwide Alliance for Diversity in Business (ADB) to support collective UC impact and enhanced coordination, communication and collaboration between the six UC business schools. Responsible for engagement and reporting with state leadership/core program sponsor, as appropriate. Develops and cultivates relationships with industry partners and promotes sponsorship and program enhancement opportunities.
• 10% Technology Management/Other Duties: Develops and advocates solutions to program issues, including developing and administering new systems, policies, processes, or programs. Leads and manages effort to create and maintain complex database to track all SIEML participants and alumni including post-participation application to UC business schools and post-graduation placement. Also responsible for coordinating integration of SIEML database into larger unit-wide complex database for primary systemwide pathways programs. Develops and implements website policies and manages organizational website content; drafts newsletters and correspondence to organizational constituents; Manages and maintains data and documents; Creates annual report for UC and government leadership and other external audiences. Other duties as assigned.
Experience Required Qualifications
• Minimum 5 years of relevant work experience.
Skills and Abilities Required Qualifications
• Excellent ability to analyze, interpret and communicate policies and procedures to the university community, educators, prospective students and the public. • Advanced interpersonal skills including verbal and written communication, active listening, critical thinking, persuasiveness, advising and counseling skills. • Broad knowledge of a variety of administrative operational activities such as project and event management, basic fundraising processes, risk management planning, website design, and accounting guidelines. • Excellent ability to lead collaborative relationships with UC, schools, other universities, community organizations, and other institutions. • Advanced knowledge of project management including program design, implementation, and evaluation. • Well-organized, focused, goal-oriented with an ability to prioritize and exercise good judgment. • Ability to use discretion and maintain confidentiality. • Strong skills in long and short-term planning, analysis, problem-solving, and customer service. • Advanced skills to develop the University's strategic recruitment plans, designing outreach and recruitment programs and materials that will inform, attract, and enroll top candidates to the school / college, including students from under-represented groups. • Experience in higher education, with demonstrated interest and responsibility in domains of diversity, equity and inclusion. • Solid experience in social media marketing and general marketing practices. • Familiarity and interest in business education. • Professional experience in higher education recruitment and admissions. • Knowledge of Outlook, Word, Excel, and PowerPoint at the level of sophistication required for the position. • Experience overseeing the creation and management of a database. • Experience overseeing the creation and management of a website. • Experience using Cascade web development software a plus. • Advanced knowledge of applicable policy analysis techniques. • Ability to work both independently as well as collaboratively with school staff and other university representatives to achieve defined goals is critical. • Takes initiative to organize and follow through with complex tasks to meet deadlines.
Preferred Qualifications
• Knowledge and understanding of SIEML,; Knowledge and understanding of UC and the campus business programs. • Proven ability to use MS Office Suite. • Excellent interpersonal skills and the ability to practice sound judgment in communicating effectively with a very diverse group of individuals in a diplomatic and professional manner, including both strong written and verbal communication skills. • Resourcefulness in finding ways to engage individuals including appropriate, positive solutions to problems and initiative in presenting alternatives and implementing solutions to ensure effective change. • Ability to anticipate problems and take necessary action to eliminate or mitigate potential negative effects. • Expert knowledge of University rules and regulations, processes, protocols and procedures for budget, accounting and fund management, and / or personnel management. • Advanced understanding of admissions technology. • Thorough knowledge of financial analysis and reporting techniques, and / or human resources policies and procedures for staff and academic employees.
Education Required Qualifications
• Bachelor's degree in related area and / or equivalent experience / training
Job Title Project Policy Analyst 4
Job Code 007399
Salary Grade Grade 23
Payscale: $103,000 - $120,000
Full Salary Range: $82,400 - $151,400
The University of California, Office of the President, is required to provide a reasonable estimate of the compensation range for this role. 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, 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 full salary range shows the growth potential for this position and the pay scale is the budgeted salary or hourly range that the University reasonably expects to pay for this position.
HOW TO APPLY
Please be prepared to attach a cover letter and resume with your application. Your application will be considered incomplete without a cover letter.
APPLICATION REVIEW DATE
The new review date for this job is July 14, 2023. The position will remain open until filled. .
CONDITIONS OF EMPLOYMENT
Background Check Process: Successful completion of a background check is required for this critical position. https://www.ucop.edu/local-human-resources/manager-resources/hiring-process/background-checks.html
Smoke Free Work Environment: The University of California, Office of the President, is smoke & tobacco-free as of January 1, 2014. https://www.ucop.edu/safety-and-loss-prevention/environmental/program-resources/uc-smoke-free/uc-smoke-tobacco-free.html
August 2021 Update: The University of California has issued a policy requiring employees to be fully vaccinated against COVID -19 before physically accessing the University location or programs. Upon hire into a UCOP position, you will be provided detailed instructions on how to comply with this policy including access to the COVID vaccination at no cost. New hires to UCOP who work onsite or will come onsite for any activities at a UCOP or other UC location must comply with this policy within 8 weeks after their start date. The policy allows for employees to request approval for an exception or deferral. https://policy.ucop.edu/doc/5000695/SARS-CoV-2_Covid-19
EEO STATEMENT
The University of California, Office of the President, is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age or protected veteran status. https://policy.ucop.edu/doc/4000376/DiscHarassAffirmAction
The University of California, Office of the President, strives to make this job board accessible to any and all users. If you have comments regarding the accessibility of our website or need assistance completing the application process, please contact us at: https://www.ucop.edu/accessibility/index.html or email the Human Resource Department at: epost@ucop.edu.
To apply, visit https://apptrkr.com/4342879
Full Time
Summer Institute For Emerging Managers And Leaders (Sieml) Manager - Hybrid
Location: Oakland
Full Time
Job ID: 55573
Job Posting
For UCOP internal applicants, please login to the internal candidate gateway at: https://jobs.ucop.edu/
This is a Full-Time, Hybrid position.
UC OFFICE OF THE PRESIDENT
At the University of California (UC), your contributions make a difference. A world leader producing Nobel and Pulitzer prize recipients with over 150 years of groundbreaking research transforming the world. Choose a career where you can leverage your knowledge, skills and aspirations to inspire and support some of the greatest minds in the world, and those who will follow in their footsteps. Working at the University of California is being part of a unique institution, and a vibrant and diverse community. At the University of California, Office of the President, we propel our mission through impactful work locally, in government centers and systemwide. We are passionate people, serving the greater good.
The University of California, one of the largest and most acclaimed institutions of higher learning in the world, is dedicated to excellence in teaching, research and public service. The University of California Office of the President is the headquarters to the 10 campuses, six academic medical centers and three national laboratories and enrolls premier students from California, the nation and the world. https://www.ucop.edu/about
Department Overview Graduate, Undergraduate and Equity Affairs (GUEA) at the UC Office of the President provides leadership and support for efforts that advance UC equity and inclusion, close equity gaps, promote access to and successful completion of baccalaureate and graduate degrees, and help to provide an exemplary University experience for all. We are committed to the University of California's academic mission and to our core values: integrity in advocating unapologetically for access and institutional equity, respect for one another, accountability for and effective use of our public resources, and excellence in our service to the University and the State.
SIEML
The University of California's (UC) Summer Institute for Emerging Managers and Leaders (SIEML) serves as a pathway to advance inclusion within the graduate programs at UC's six business schools (Berkeley, Davis, Irvine, Los Angeles, Riverside and San Diego). Launched in 2012, SIEML offers undergraduate students enrolled at HBCUs (Historically Black Colleges and Universities) and HSIs (Hispanic Serving Institutions), an immersive, short-term residential, business education leadership experience and includes graduate fellowships to UC graduate business schools. https://sieml.universityofcalifornia.edu/.
Position Summary Uses advanced operational concepts and objectives to resolve highly complex issues. Regularly works on issues where analysis of situations or data requires an in-depth evaluation of variable factors. Exercises judgment in selecting methods, techniques and evaluation criteria for obtaining results. Primarily deals with programs and proposals with broad impact across the function, research initiative, program and / or organization. Develops and oversees the implementation of new programs and processes.
Key Responsibilities
• 40% Program Management: Manages SIEML: serves as year-round program lead and lead contact for SIEML. Functions with a high degree of autonomy. Leads SIEML policy and program planning, development, administration, management and implementation. Regularly interprets, monitors and analyzes information regarding policies and procedures and provides consultative services to administrators and other stakeholders. Supports campus host lead in management of the on-site program. Annually coordinates with campus host lead to ensure all key programmatic elements (housing, core program content/agenda, corporate visits/engagement, field trips, speaker series are appropriately addressed by host campus in a manner consistent with program guidelines, timelines and needs. Position may support key programmatic content needs in finalizing the program each year. Position is on site each summer for full duration of the residential program and serves as one of the primary contacts during program each summer. Provides analyses and administration for complex program budget, working directly with internal and external constituents. Develops positions, hires, directs and supervises student interns and ambassadors. Creates and manages SIEML Ambassador Program.
• 30% Outreach, Admissions and Alumni Engagement: Oversees development and implementation of program admissions policies, regulations and guidelines, and evaluates annually for effectiveness. Serves as the systemwide lead for SIEML, represents the program in a wide range of settings and opportunities to advance its brand and impact. Develops and coordinates policy and program communications; Provides comprehensive expert guidance on SIEML admissions policies. Serves on various committees and leads efforts to identify and propose improvements to recruitment strategy and technology to enhance applications and yield. Communicates and collaborates with each of the UC business schools, including in-person visits. Proposes, leads and/or participates on policy, strategy and planning committees and working groups. Leads regular systemwide meetings. Maintains and shares prospective graduate program applicant information with UC business schools. Identifies opportunities and recommends outreach and recruitment activities for UC Business School personnel. Identifies opportunities for UC business school faculty and administrators to outreach to HBCUs and HSIs and help raise UC's profile and presence with key stakeholders on these campuses. Facilitates sharing of outreach and recruitment planning information between UC business schools (travel and conference plans) to maximize inclusion outreach opportunities on behalf of and beyond SIEML and overall outreach on behalf of UC graduate business school programs. Manages database of alumni contact information, including data about current academic status, graduate programs applied to and attended, career paths and other pertinent information; Documents and shares significant activities of SIEML alumni with UC school reps; Provides consistent stewardship to alumni, ensuring that alumni feel continual connection with program; Delivers regular updates about SIEML to alumni; Creates and manages social media platforms for alumni and manages engagement. Counsels stakeholders in considering and executing innovative efforts to drive inclusion outcomes across UC business programs. Partners and participates in training opportunities to advance understanding of admissions programs and guidelines. In consultation, responsible for development of systemwide SIEML admissions policies. Consults with UC business schools regarding recruitment and admissions of SIEML alumni. Leads SIEML admissions process; organizes admissions committee meetings and chairs admissions committee; collects applications, organizes and shares with admissions committee. Gathers all admissions evaluations from admissions committee and coordinates selection process and notifies applicants of decisions. Serves as primary recruiter for SIEML program. Manages creation and deployment of annual outreach/recruitment plan; oversees creation and delivery of outreach and marketing materials; oversees and manages social media marketing efforts. Visits HBCUs and HSIs; cultivates substantive relationships with representatives from partner and potential partner institutions and meets with potential program applicants (individually, group workshops, etc.). Delivers presentations, conducts workshops; facilitates public relations and media opportunities on behalf of the program. Organizes effective outreach activities.
• 20% Executive Advisor and Program/Sponsorship Development: Provides in-depth evaluation and complex analysis to advance program. Develops proposals and recommendations to guide and support a broader strategic direction for the program. Advises UC business school deans and principal management staff, guides and directs planning and recommends innovative developments to advance equity and inclusion within UC business school community. Helps facilitate key new initiatives such as the annual UC Business School Deans Summit. Serves as an advisor for continued development of systemwide Alliance for Diversity in Business (ADB) to support collective UC impact and enhanced coordination, communication and collaboration between the six UC business schools. Responsible for engagement and reporting with state leadership/core program sponsor, as appropriate. Develops and cultivates relationships with industry partners and promotes sponsorship and program enhancement opportunities.
• 10% Technology Management/Other Duties: Develops and advocates solutions to program issues, including developing and administering new systems, policies, processes, or programs. Leads and manages effort to create and maintain complex database to track all SIEML participants and alumni including post-participation application to UC business schools and post-graduation placement. Also responsible for coordinating integration of SIEML database into larger unit-wide complex database for primary systemwide pathways programs. Develops and implements website policies and manages organizational website content; drafts newsletters and correspondence to organizational constituents; Manages and maintains data and documents; Creates annual report for UC and government leadership and other external audiences. Other duties as assigned.
Experience Required Qualifications
• Minimum 5 years of relevant work experience.
Skills and Abilities Required Qualifications
• Excellent ability to analyze, interpret and communicate policies and procedures to the university community, educators, prospective students and the public. • Advanced interpersonal skills including verbal and written communication, active listening, critical thinking, persuasiveness, advising and counseling skills. • Broad knowledge of a variety of administrative operational activities such as project and event management, basic fundraising processes, risk management planning, website design, and accounting guidelines. • Excellent ability to lead collaborative relationships with UC, schools, other universities, community organizations, and other institutions. • Advanced knowledge of project management including program design, implementation, and evaluation. • Well-organized, focused, goal-oriented with an ability to prioritize and exercise good judgment. • Ability to use discretion and maintain confidentiality. • Strong skills in long and short-term planning, analysis, problem-solving, and customer service. • Advanced skills to develop the University's strategic recruitment plans, designing outreach and recruitment programs and materials that will inform, attract, and enroll top candidates to the school / college, including students from under-represented groups. • Experience in higher education, with demonstrated interest and responsibility in domains of diversity, equity and inclusion. • Solid experience in social media marketing and general marketing practices. • Familiarity and interest in business education. • Professional experience in higher education recruitment and admissions. • Knowledge of Outlook, Word, Excel, and PowerPoint at the level of sophistication required for the position. • Experience overseeing the creation and management of a database. • Experience overseeing the creation and management of a website. • Experience using Cascade web development software a plus. • Advanced knowledge of applicable policy analysis techniques. • Ability to work both independently as well as collaboratively with school staff and other university representatives to achieve defined goals is critical. • Takes initiative to organize and follow through with complex tasks to meet deadlines.
Preferred Qualifications
• Knowledge and understanding of SIEML,; Knowledge and understanding of UC and the campus business programs. • Proven ability to use MS Office Suite. • Excellent interpersonal skills and the ability to practice sound judgment in communicating effectively with a very diverse group of individuals in a diplomatic and professional manner, including both strong written and verbal communication skills. • Resourcefulness in finding ways to engage individuals including appropriate, positive solutions to problems and initiative in presenting alternatives and implementing solutions to ensure effective change. • Ability to anticipate problems and take necessary action to eliminate or mitigate potential negative effects. • Expert knowledge of University rules and regulations, processes, protocols and procedures for budget, accounting and fund management, and / or personnel management. • Advanced understanding of admissions technology. • Thorough knowledge of financial analysis and reporting techniques, and / or human resources policies and procedures for staff and academic employees.
Education Required Qualifications
• Bachelor's degree in related area and / or equivalent experience / training
Job Title Project Policy Analyst 4
Job Code 007399
Salary Grade Grade 23
Payscale: $103,000 - $120,000
Full Salary Range: $82,400 - $151,400
The University of California, Office of the President, is required to provide a reasonable estimate of the compensation range for this role. 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, 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 full salary range shows the growth potential for this position and the pay scale is the budgeted salary or hourly range that the University reasonably expects to pay for this position.
HOW TO APPLY
Please be prepared to attach a cover letter and resume with your application. Your application will be considered incomplete without a cover letter.
APPLICATION REVIEW DATE
The new review date for this job is July 14, 2023. The position will remain open until filled. .
CONDITIONS OF EMPLOYMENT
Background Check Process: Successful completion of a background check is required for this critical position. https://www.ucop.edu/local-human-resources/manager-resources/hiring-process/background-checks.html
Smoke Free Work Environment: The University of California, Office of the President, is smoke & tobacco-free as of January 1, 2014. https://www.ucop.edu/safety-and-loss-prevention/environmental/program-resources/uc-smoke-free/uc-smoke-tobacco-free.html
August 2021 Update: The University of California has issued a policy requiring employees to be fully vaccinated against COVID -19 before physically accessing the University location or programs. Upon hire into a UCOP position, you will be provided detailed instructions on how to comply with this policy including access to the COVID vaccination at no cost. New hires to UCOP who work onsite or will come onsite for any activities at a UCOP or other UC location must comply with this policy within 8 weeks after their start date. The policy allows for employees to request approval for an exception or deferral. https://policy.ucop.edu/doc/5000695/SARS-CoV-2_Covid-19
EEO STATEMENT
The University of California, Office of the President, is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age or protected veteran status. https://policy.ucop.edu/doc/4000376/DiscHarassAffirmAction
The University of California, Office of the President, strives to make this job board accessible to any and all users. If you have comments regarding the accessibility of our website or need assistance completing the application process, please contact us at: https://www.ucop.edu/accessibility/index.html or email the Human Resource Department at: epost@ucop.edu.
To apply, visit https://apptrkr.com/4342879
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 2022 staff video! Job Description Reporting to the Senior Vice President, Artistic Planning, the Director of Artistic Operations serves in a critical role supporting the Kennedy Center’s mission as the national cultural center to provide world class art to audiences locally, nationally and internationally. This role will support the realization of the Center’s artistic vision through project management and oversight for cross-institutional initiatives; leading and representing the programming team throughout the calendar and seasonal planning; ownership of process and protocol implementation, maintenance, and improvements; and budgeting support. The Director will work in close co-operation with Strategic Planning and Campus Planning departments for resource optimization, as well as Development, Education, Marketing and Public Relations for effective ongoing and special cross-divisional projects and partnerships. This role also oversees the Shared Services support team, developing an artistic operations team that balances resources and staffing with artistic and financial goals. The Director must be able to make decisions and exercise discretion in order to prioritize assignments and work in a fast paced environment, as many projects are time sensitive and involve concurrent deadlines. An eagerness to take initiative, communicate, work independently and in a team setting, and problem solve with a positive attitude is essential. Key Responsibilities Transform artistic vision into operational best practices by managing and driving a broad variety of programming-related projects in a timely and efficient manner. Develop strategy and deliverables, create project and tactical action plans, implement solutions, and achieve measurable project results. Develop schedules, project estimates, resource plans, and budgets providing status reports and recommendations to relevant stakeholders. Set and monitor deadlines, ensure completion of deliverables, and alert team of pending due dates and delinquencies. Drive collaboration across multiple internal and external teams, bringing together the correct audiences at the right time and proactively identifying risks across teams Utilize and manage project management technologies and tools to oversee and administer projects actively and effectively (including, but not limited to, Asana, Excel, SharePoint, Teams). Keep all stakeholders and partner teams informed throughout project process. Build reports, manage metrics for projects, and provide actionable insights for department and other internal and external partners. Assist in measuring and defining capacity of creative teams, managing expectations, and flagging risks for stakeholders Promote an organizational culture that values strategy, planning, collaboration within mission and Center, trust, commitment to the mission, and professional and organizational growth. Oversee and lead Programming and Production divisions to develop processes and tools that drive efficiency, visibility, and accountability. Oversee department functions including planning calendars, artistic planning budgets, contracts, and artistic protocols via operations and production. Oversee and develop cross-team economies regarding contract boiler plates, timely negotiation of contract terms, and development of schedules, timetables, and coordination with Legal, Finance, Marketing, PR, Development, Operations and Production Direct supervision of the Manager, Shared Services, advising and overseeing shared services support team including department resource allocation, calendar management, and efficiency of all performances, events, and/or activities for the Kennedy Center’s Chamber, Classical New Music, Hip-Hop, Contemporary Music, Jazz, VOICES, Arts and Wellbeing, and Comedy seasons. Manage input and implementation of Center wide systems and processes to support the performance programming (including but not limited to: Finance, Contracting, HRIS, Venue Management, Booking and Human Resources) and overall efficient operation of the Center. Lead process improvement efforts including procedures and consistency of post-mortems; identifying learning opportunities and identifying opportunities to streamline processes. Oversee department onboarding processes and systems Other duties as assigned. Key Qualifications 10+ years performing arts (non-profit or commercial) experience 5+ years of Project Management experience working with various levels of leadership, stakeholders, and a variety of teams, such as creative, development, and production Bachelor’s Degree required Excellent attention to detail and exceptional written communication skillsPMP or direct Project Management experience preferred Proven ability to think ahead, problem solve, engage proactively, and take initiative Strong process-minded planner who can determine deadlines, logistics, and operational plans for multi-dimensional programs and events Manage time wisely and prioritize workload in a creative environment where interruptions are common and adaptability is required Deep understanding of project management tools (ex: Asana) and digital organization tools Experience transforming artistic vision into operational plans and overseeing execution Equally comfortable with strategic thinking and excel pivot tables Teambuilding/ability and desire to collaborate and support colleagues across a spectrum of expertise. Strong desire to work in the arts and culture space with bias for inclusivity, equity, and joy
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 2022 staff video! Job Description Reporting to the Senior Vice President, Artistic Planning, the Director of Artistic Operations serves in a critical role supporting the Kennedy Center’s mission as the national cultural center to provide world class art to audiences locally, nationally and internationally. This role will support the realization of the Center’s artistic vision through project management and oversight for cross-institutional initiatives; leading and representing the programming team throughout the calendar and seasonal planning; ownership of process and protocol implementation, maintenance, and improvements; and budgeting support. The Director will work in close co-operation with Strategic Planning and Campus Planning departments for resource optimization, as well as Development, Education, Marketing and Public Relations for effective ongoing and special cross-divisional projects and partnerships. This role also oversees the Shared Services support team, developing an artistic operations team that balances resources and staffing with artistic and financial goals. The Director must be able to make decisions and exercise discretion in order to prioritize assignments and work in a fast paced environment, as many projects are time sensitive and involve concurrent deadlines. An eagerness to take initiative, communicate, work independently and in a team setting, and problem solve with a positive attitude is essential. Key Responsibilities Transform artistic vision into operational best practices by managing and driving a broad variety of programming-related projects in a timely and efficient manner. Develop strategy and deliverables, create project and tactical action plans, implement solutions, and achieve measurable project results. Develop schedules, project estimates, resource plans, and budgets providing status reports and recommendations to relevant stakeholders. Set and monitor deadlines, ensure completion of deliverables, and alert team of pending due dates and delinquencies. Drive collaboration across multiple internal and external teams, bringing together the correct audiences at the right time and proactively identifying risks across teams Utilize and manage project management technologies and tools to oversee and administer projects actively and effectively (including, but not limited to, Asana, Excel, SharePoint, Teams). Keep all stakeholders and partner teams informed throughout project process. Build reports, manage metrics for projects, and provide actionable insights for department and other internal and external partners. Assist in measuring and defining capacity of creative teams, managing expectations, and flagging risks for stakeholders Promote an organizational culture that values strategy, planning, collaboration within mission and Center, trust, commitment to the mission, and professional and organizational growth. Oversee and lead Programming and Production divisions to develop processes and tools that drive efficiency, visibility, and accountability. Oversee department functions including planning calendars, artistic planning budgets, contracts, and artistic protocols via operations and production. Oversee and develop cross-team economies regarding contract boiler plates, timely negotiation of contract terms, and development of schedules, timetables, and coordination with Legal, Finance, Marketing, PR, Development, Operations and Production Direct supervision of the Manager, Shared Services, advising and overseeing shared services support team including department resource allocation, calendar management, and efficiency of all performances, events, and/or activities for the Kennedy Center’s Chamber, Classical New Music, Hip-Hop, Contemporary Music, Jazz, VOICES, Arts and Wellbeing, and Comedy seasons. Manage input and implementation of Center wide systems and processes to support the performance programming (including but not limited to: Finance, Contracting, HRIS, Venue Management, Booking and Human Resources) and overall efficient operation of the Center. Lead process improvement efforts including procedures and consistency of post-mortems; identifying learning opportunities and identifying opportunities to streamline processes. Oversee department onboarding processes and systems Other duties as assigned. Key Qualifications 10+ years performing arts (non-profit or commercial) experience 5+ years of Project Management experience working with various levels of leadership, stakeholders, and a variety of teams, such as creative, development, and production Bachelor’s Degree required Excellent attention to detail and exceptional written communication skillsPMP or direct Project Management experience preferred Proven ability to think ahead, problem solve, engage proactively, and take initiative Strong process-minded planner who can determine deadlines, logistics, and operational plans for multi-dimensional programs and events Manage time wisely and prioritize workload in a creative environment where interruptions are common and adaptability is required Deep understanding of project management tools (ex: Asana) and digital organization tools Experience transforming artistic vision into operational plans and overseeing execution Equally comfortable with strategic thinking and excel pivot tables Teambuilding/ability and desire to collaborate and support colleagues across a spectrum of expertise. Strong desire to work in the arts and culture space with bias for inclusivity, equity, and joy
ABOUT THE HOUSING PARTNERSHIP NETWORK
Housing Partnership Network (HPN) is an award-winning membership network of 100 of the nation’s leading affordable housing and community development nonprofits. Together, our mission is to help millions of people gain access to affordable homes and thriving communities that offer economic opportunity and an enhanced quality of life. We firmly believe everyone deserves to live in a vibrant community where housing fosters dignity, opportunity, and well-being.
Since our founding in 1992, HPN has collectively served over 11 million people; developed, rehabilitated, or preserved about 400,000 affordable homes; and launched 14 successful social enterprises. Our work has been recognized with honors including the MacArthur Award for Creative & Effective Institutions and Wells Fargo NEXT Award for Opportunity Finance. Learn more at www.housingpartnership.net .
Through practitioner-driven peer exchange, policy and innovation, the Housing Partnership Network’s mission is to leverage the individual strengths and mobilize the collective power of our member organizations.
Our vision is that all people live in vibrant and inclusive communities where access to affordable homes creates opportunity and economic mobility.
OUR COMMITMENT TO DIVERSITY AND EQUITY
HPN is committed to creating a diverse and equitable environment and is proud to be an equal opportunity employer. HPN recruits, employs, trains, compensates, and promotes regardless of race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status and other protected status. We believe that the more inclusive we are, the better our work will be. We aspire to build a diverse team, one that better reflects the people and communities we serve. Applicants who contribute to this diversity are strongly encouraged to apply.
WE VALUE
Racial Equity - We are committed to diversity, equity and inclusion at HPN, and helping members advance initiatives that dismantle long-standing systemic racial biases and discrimination to achieve economic and social justice.
Collaboration - We are a true network. We believe in the power and benefits of broad engagement, empowerment and collaboration.
Connection - We actively build relationships that connect people, ideas, and organizations to forge new paths for improving communities.
Inclusion - We recognize our power comes from the collective and cooperative nature of our work, based on an environment that is inclusive of diverse experiences, backgrounds and perspectives.
Respect - We are open, honest, and respectful in all of our interactions which strengthens our relationships, our mission, our work with colleagues and members, and ultimately the lives of the people we all serve.
Transformation - We work with our members to transform our industry by creating systemic solutions to help people who live in our communities to thrive.
VICE PRESIDENT, BUSINESS DEVELOPMENT & INNOVATION OVERVIEW
The Housing Partnership Network is a national membership organization with a deep commitment to new business development and innovation. With over 30 years of developing new social enterprises that help address gaps in the affordable housing sector for scaled impact, our innovation work is central to who we are. This work primarily grows out of peer exchange, which distinguishes HPN and is how we explore, create, and manage social enterprises.
The VP, Business Development & Innovation is responsible for spearheading this work with HPN staff and members to advance new businesses, and some program concepts, that fulfill a collective HPN member need, strategically address needs in the affordable housing and community development marketplace, and support HPN and member sustainability. This role has a particular focus on creating businesses that generate recurring revenue for HPN, in addition to the primary objective of creating member value. With a number of HPN businesses recently spinning off our platform, the person in this position will have primary responsibility for establishing the next generation of new HPN social enterprises.
The Housing Partnership Network has launched fourteen business enterprises to date, demonstrating a long and successful track record of creating social enterprises that stem from and benefit its members and the sector. The VP Business Development & Innovation will continue this legacy by working closely with HPN members and staff to identify, shape and evolve enterprise opportunities that will cover a broad range of areas, with many focusing on advancing initiatives that further HPN’s commitment to social justice and racial equity. The VP Business Development & Innovation is a member of the Peer Exchange Team and will oversee Associate, Senior Associate and/or Director level staff on the Team who are charged with assisting in this work. Additionally, the VP is a valued member of HPN’s Senior Leadership Team that helps strategize around essential business operations, guide core initiatives, and establish organization-wide policies and procedures.
The VP will work with internal HPN business line and program leads, industry partners, and member organizations from across the country to explore, research, design, pilot, incubate and launch new business ventures. Elements that are critical to success in this role include, among others, strong business development skills; business acquisition and valuations, significant experience with business and program innovation; connecting with HPN members through peer exchange and direct engagement; mining and tracking innovation ideas; working with multi-disciplinary groups through a collaborative process to address and reconcile the wide range of stakeholder needs for a new business to succeed; and working across HPN and its membership to ensure that staff and members can easily connect and collaborate around innovative ideas.
The VP will be a mission-driven leader who will utilize their expertise across housing, innovation, public policy, and racial and economic equity to scale the impact of HPN and its members through collective social enterprise. The VP will be nimble, flexible, and adaptable, be a creative non-linear thinker who is comfortable with ambiguity and pursuing multiple paths and be able to quickly figure out new and complicated business areas. Additional qualities and skills include:
Demonstrated ability to create sustainable business solutions that address pressing issues and challenges;
Ability to scan the market for opportunities to purchase businesses that would complement HPN/Member efforts, needs, or opportunities, and provide near term profitability to HPN;
Aptitude for facilitating and managing groups, and commitment to collaborate with peers and existing business partners;
Considerable ingenuity and an ability to understand systems, detect patterns and create effective approaches to new initiatives and businesses;
Experience in and energized by group problem solving, leveraging expertise in a group rather than being the “expert”;
Strong motivational and organizational skills; equally comfortable leading business explorations and coaching other staff to do so;
Empathetic leader and change agent, oriented toward a human centered perspective on effective business and program design and development; and
Committed to building HPN’s knowledge base, innovation and social enterprise.
MAJOR DUTIES AND RESPONSIBILITIES
Building off HPN’s distinguished peer learning and social entrepreneurship models, the VP, Business Development & Innovation will be responsible for the development of future businesses and innovations that emerge from member peer exchange and common interests. Working closely with the Peer Exchange Team, business line and program leads, and other HPN staff the VP will:
Develop and coordinate an efficient and effective process for discovering and evaluating new business and program concepts emerging from members, partners, and existing business lines, as well as maintaining awareness for possible business acquisitions and mergers that would accelerate a response to an innovation, need, or opportunity.
Work collaboratively with the VP, Membership & Peer Exchange to devise and implement forums and opportunities to learn of innovation interests from HPN’s members.
Leverage technology to catalogue new ideas and manage innovation pipeline; gather materials and data from members to inform new business ideas; evaluate progress on explorations; identify support and resources needed to advance business concepts; and determine midcourse corrections in explorations, including when a business concept should be discontinued.
Analyze market needs and opportunities by conducting and/or overseeing qualitative and quantitative market research and data collection from several sources to determine market size, growth potential, financial viability and profitability, and competition.
Solicit ongoing member input regarding explorations by overseeing the formation and facilitation of member design groups, vetting concepts with members through individual and small group conversations, and meeting with HPN and external content experts. Work continually with member design groups from concept to launch.
Produce (or support the production of) business plans, with assistance from HPN’s Finance staff and in conjunction with business line leads (as appropriate), to develop preliminary budgets, financial statements and business models; conduct stress testing; undertake market, relationship and reputational risk assessment; identify key resources required including internal capacity, HPN investment, other capital/funding needs, and operating/investment partners; define member and HPN roles, responsibilities and retained rights; and complete all other elements of a standard business plan to determine feasibility and contribution to HPN sustainability.
Work with members and partners to identify business opportunities that advance HPN’s commitment to racial and economic equity.
Update HPN’s Executive Team to advance and make decisions about business opportunities.
Monitor financial expenditures and schedules to ensure that explorations advance in a timely and sustainable manner.
Work with HPN’s fundraising team to match potential funding opportunities with emerging business concepts and encourage philanthropic support that advances HPN’s innovation work by participating in funder meetings and providing supporting materials regarding solicitation of funding and impact of grant awards.
Prepare and track the Innovations annual budget and participate in regular Finance meetings to review revenue and expenses, including stewardship of philanthropic funding sources.
Prepare investment proposals for review and decisions by the HPN Board Investment and Asset Management (IAM) Committee. Produce quarterly and other ad-hoc reports as needed for the IAM Committee. Assist with collecting data that help HPN leadership, funders, and partners quickly view progress, challenges, and trends.
Develop feedback loops to learn from and integrate current and past HPN business successes and setbacks into HPN’s innovation process.
QUALIFICATIONS
BA with advanced degree/MBA preferred, and minimum of 8-10 years of relevant work experience.
Strong analytical skills with an ability to thoroughly assess market opportunities and business viability using both quantitative and qualitative data and inputs.
Business development and/or business acquisition experience, including preparation of business plans, creation of business models, and launching new enterprises.
Ability and interest in relating to and empathizing with populations from different cultures, backgrounds, and lived experiences, and in approaching the work through a racial equity lens.
Interest and experience in cultivating collaborative processes, with emphasis on engagement to inform and accelerate innovation and drive positive change.
Strong facilitation and listening skills, and the ability to work with a diverse set of stakeholders to extract, synthesize, and communicate key insights.
Excellent project management skills and ability to work under multiple deadlines and competing priorities.
Creativity, curiosity, and an entrepreneurial mindset with the ability to be flexible and adapt effectively to change.
Strong interpersonal and networking skills to interact with HPN members, staff, and partners to inspire thoughtful communication and engender trust and collaboration.
Comfort with the use of technology tools, and the ability to quickly learn new tools and systems.
Knowledge of a wide range of housing and community development concepts and related opportunities for innovation, such as finance, real estate acquisition and development, property operations, technology products and familiarity working with low-income populations and understanding common challenges and needs.
OTHER
This position reports to the Executive Vice President of Peer Exchange, Policy & Innovation.
Preference for this position to be based in Boston, Massachusetts, but location may be flexible.
A moderate amount of travel is required to attend biannual member meetings, and other meetings as needed.
HPN is a remote-first company. “Remote-first” is an organizational strategy that makes working remotely the primary option for most employees. All new employees will be required to be onsite at HPN headquarters or in the Boston area multiple days during weeks designated as All-Staff weeks. There may be additional times when teams are required to travel by their leadership based on scheduled events, team meetings, and business needs.
New employees need to either (1) provide proof that they are fully vaccinated against COVID-19 or (2) granted an exemption prior to beginning work at HPN. At this time, HPN considers an employee “fully vaccinated” when they have completed their primary COVID-19 vaccination series and received a COVID-19 booster. Employees will have four weeks from their “due date” (five or six months, depending on vaccine type, from completing their primary COVID-19 vaccination series) to get the COVID-19 booster.
COMPENSATION
Starting Salary: $153,600 to $192,000 commensurate with education and experience with a bonus potential.
BENEFITS:
20 vacation days, 12 sick days, 12 paid holidays, paid personal day, medical, dental and vision insurance, health savings account, flexible spending account, dependent care flexible spending account, retirement and savings plan/401(k) match, group life insurance, short- and long-term disability, parental leave, sabbatical leave, professional development and much more!
TO APPLY
Please submit required documents; cover letter and resume
Full Time
ABOUT THE HOUSING PARTNERSHIP NETWORK
Housing Partnership Network (HPN) is an award-winning membership network of 100 of the nation’s leading affordable housing and community development nonprofits. Together, our mission is to help millions of people gain access to affordable homes and thriving communities that offer economic opportunity and an enhanced quality of life. We firmly believe everyone deserves to live in a vibrant community where housing fosters dignity, opportunity, and well-being.
Since our founding in 1992, HPN has collectively served over 11 million people; developed, rehabilitated, or preserved about 400,000 affordable homes; and launched 14 successful social enterprises. Our work has been recognized with honors including the MacArthur Award for Creative & Effective Institutions and Wells Fargo NEXT Award for Opportunity Finance. Learn more at www.housingpartnership.net .
Through practitioner-driven peer exchange, policy and innovation, the Housing Partnership Network’s mission is to leverage the individual strengths and mobilize the collective power of our member organizations.
Our vision is that all people live in vibrant and inclusive communities where access to affordable homes creates opportunity and economic mobility.
OUR COMMITMENT TO DIVERSITY AND EQUITY
HPN is committed to creating a diverse and equitable environment and is proud to be an equal opportunity employer. HPN recruits, employs, trains, compensates, and promotes regardless of race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status and other protected status. We believe that the more inclusive we are, the better our work will be. We aspire to build a diverse team, one that better reflects the people and communities we serve. Applicants who contribute to this diversity are strongly encouraged to apply.
WE VALUE
Racial Equity - We are committed to diversity, equity and inclusion at HPN, and helping members advance initiatives that dismantle long-standing systemic racial biases and discrimination to achieve economic and social justice.
Collaboration - We are a true network. We believe in the power and benefits of broad engagement, empowerment and collaboration.
Connection - We actively build relationships that connect people, ideas, and organizations to forge new paths for improving communities.
Inclusion - We recognize our power comes from the collective and cooperative nature of our work, based on an environment that is inclusive of diverse experiences, backgrounds and perspectives.
Respect - We are open, honest, and respectful in all of our interactions which strengthens our relationships, our mission, our work with colleagues and members, and ultimately the lives of the people we all serve.
Transformation - We work with our members to transform our industry by creating systemic solutions to help people who live in our communities to thrive.
VICE PRESIDENT, BUSINESS DEVELOPMENT & INNOVATION OVERVIEW
The Housing Partnership Network is a national membership organization with a deep commitment to new business development and innovation. With over 30 years of developing new social enterprises that help address gaps in the affordable housing sector for scaled impact, our innovation work is central to who we are. This work primarily grows out of peer exchange, which distinguishes HPN and is how we explore, create, and manage social enterprises.
The VP, Business Development & Innovation is responsible for spearheading this work with HPN staff and members to advance new businesses, and some program concepts, that fulfill a collective HPN member need, strategically address needs in the affordable housing and community development marketplace, and support HPN and member sustainability. This role has a particular focus on creating businesses that generate recurring revenue for HPN, in addition to the primary objective of creating member value. With a number of HPN businesses recently spinning off our platform, the person in this position will have primary responsibility for establishing the next generation of new HPN social enterprises.
The Housing Partnership Network has launched fourteen business enterprises to date, demonstrating a long and successful track record of creating social enterprises that stem from and benefit its members and the sector. The VP Business Development & Innovation will continue this legacy by working closely with HPN members and staff to identify, shape and evolve enterprise opportunities that will cover a broad range of areas, with many focusing on advancing initiatives that further HPN’s commitment to social justice and racial equity. The VP Business Development & Innovation is a member of the Peer Exchange Team and will oversee Associate, Senior Associate and/or Director level staff on the Team who are charged with assisting in this work. Additionally, the VP is a valued member of HPN’s Senior Leadership Team that helps strategize around essential business operations, guide core initiatives, and establish organization-wide policies and procedures.
The VP will work with internal HPN business line and program leads, industry partners, and member organizations from across the country to explore, research, design, pilot, incubate and launch new business ventures. Elements that are critical to success in this role include, among others, strong business development skills; business acquisition and valuations, significant experience with business and program innovation; connecting with HPN members through peer exchange and direct engagement; mining and tracking innovation ideas; working with multi-disciplinary groups through a collaborative process to address and reconcile the wide range of stakeholder needs for a new business to succeed; and working across HPN and its membership to ensure that staff and members can easily connect and collaborate around innovative ideas.
The VP will be a mission-driven leader who will utilize their expertise across housing, innovation, public policy, and racial and economic equity to scale the impact of HPN and its members through collective social enterprise. The VP will be nimble, flexible, and adaptable, be a creative non-linear thinker who is comfortable with ambiguity and pursuing multiple paths and be able to quickly figure out new and complicated business areas. Additional qualities and skills include:
Demonstrated ability to create sustainable business solutions that address pressing issues and challenges;
Ability to scan the market for opportunities to purchase businesses that would complement HPN/Member efforts, needs, or opportunities, and provide near term profitability to HPN;
Aptitude for facilitating and managing groups, and commitment to collaborate with peers and existing business partners;
Considerable ingenuity and an ability to understand systems, detect patterns and create effective approaches to new initiatives and businesses;
Experience in and energized by group problem solving, leveraging expertise in a group rather than being the “expert”;
Strong motivational and organizational skills; equally comfortable leading business explorations and coaching other staff to do so;
Empathetic leader and change agent, oriented toward a human centered perspective on effective business and program design and development; and
Committed to building HPN’s knowledge base, innovation and social enterprise.
MAJOR DUTIES AND RESPONSIBILITIES
Building off HPN’s distinguished peer learning and social entrepreneurship models, the VP, Business Development & Innovation will be responsible for the development of future businesses and innovations that emerge from member peer exchange and common interests. Working closely with the Peer Exchange Team, business line and program leads, and other HPN staff the VP will:
Develop and coordinate an efficient and effective process for discovering and evaluating new business and program concepts emerging from members, partners, and existing business lines, as well as maintaining awareness for possible business acquisitions and mergers that would accelerate a response to an innovation, need, or opportunity.
Work collaboratively with the VP, Membership & Peer Exchange to devise and implement forums and opportunities to learn of innovation interests from HPN’s members.
Leverage technology to catalogue new ideas and manage innovation pipeline; gather materials and data from members to inform new business ideas; evaluate progress on explorations; identify support and resources needed to advance business concepts; and determine midcourse corrections in explorations, including when a business concept should be discontinued.
Analyze market needs and opportunities by conducting and/or overseeing qualitative and quantitative market research and data collection from several sources to determine market size, growth potential, financial viability and profitability, and competition.
Solicit ongoing member input regarding explorations by overseeing the formation and facilitation of member design groups, vetting concepts with members through individual and small group conversations, and meeting with HPN and external content experts. Work continually with member design groups from concept to launch.
Produce (or support the production of) business plans, with assistance from HPN’s Finance staff and in conjunction with business line leads (as appropriate), to develop preliminary budgets, financial statements and business models; conduct stress testing; undertake market, relationship and reputational risk assessment; identify key resources required including internal capacity, HPN investment, other capital/funding needs, and operating/investment partners; define member and HPN roles, responsibilities and retained rights; and complete all other elements of a standard business plan to determine feasibility and contribution to HPN sustainability.
Work with members and partners to identify business opportunities that advance HPN’s commitment to racial and economic equity.
Update HPN’s Executive Team to advance and make decisions about business opportunities.
Monitor financial expenditures and schedules to ensure that explorations advance in a timely and sustainable manner.
Work with HPN’s fundraising team to match potential funding opportunities with emerging business concepts and encourage philanthropic support that advances HPN’s innovation work by participating in funder meetings and providing supporting materials regarding solicitation of funding and impact of grant awards.
Prepare and track the Innovations annual budget and participate in regular Finance meetings to review revenue and expenses, including stewardship of philanthropic funding sources.
Prepare investment proposals for review and decisions by the HPN Board Investment and Asset Management (IAM) Committee. Produce quarterly and other ad-hoc reports as needed for the IAM Committee. Assist with collecting data that help HPN leadership, funders, and partners quickly view progress, challenges, and trends.
Develop feedback loops to learn from and integrate current and past HPN business successes and setbacks into HPN’s innovation process.
QUALIFICATIONS
BA with advanced degree/MBA preferred, and minimum of 8-10 years of relevant work experience.
Strong analytical skills with an ability to thoroughly assess market opportunities and business viability using both quantitative and qualitative data and inputs.
Business development and/or business acquisition experience, including preparation of business plans, creation of business models, and launching new enterprises.
Ability and interest in relating to and empathizing with populations from different cultures, backgrounds, and lived experiences, and in approaching the work through a racial equity lens.
Interest and experience in cultivating collaborative processes, with emphasis on engagement to inform and accelerate innovation and drive positive change.
Strong facilitation and listening skills, and the ability to work with a diverse set of stakeholders to extract, synthesize, and communicate key insights.
Excellent project management skills and ability to work under multiple deadlines and competing priorities.
Creativity, curiosity, and an entrepreneurial mindset with the ability to be flexible and adapt effectively to change.
Strong interpersonal and networking skills to interact with HPN members, staff, and partners to inspire thoughtful communication and engender trust and collaboration.
Comfort with the use of technology tools, and the ability to quickly learn new tools and systems.
Knowledge of a wide range of housing and community development concepts and related opportunities for innovation, such as finance, real estate acquisition and development, property operations, technology products and familiarity working with low-income populations and understanding common challenges and needs.
OTHER
This position reports to the Executive Vice President of Peer Exchange, Policy & Innovation.
Preference for this position to be based in Boston, Massachusetts, but location may be flexible.
A moderate amount of travel is required to attend biannual member meetings, and other meetings as needed.
HPN is a remote-first company. “Remote-first” is an organizational strategy that makes working remotely the primary option for most employees. All new employees will be required to be onsite at HPN headquarters or in the Boston area multiple days during weeks designated as All-Staff weeks. There may be additional times when teams are required to travel by their leadership based on scheduled events, team meetings, and business needs.
New employees need to either (1) provide proof that they are fully vaccinated against COVID-19 or (2) granted an exemption prior to beginning work at HPN. At this time, HPN considers an employee “fully vaccinated” when they have completed their primary COVID-19 vaccination series and received a COVID-19 booster. Employees will have four weeks from their “due date” (five or six months, depending on vaccine type, from completing their primary COVID-19 vaccination series) to get the COVID-19 booster.
COMPENSATION
Starting Salary: $153,600 to $192,000 commensurate with education and experience with a bonus potential.
BENEFITS:
20 vacation days, 12 sick days, 12 paid holidays, paid personal day, medical, dental and vision insurance, health savings account, flexible spending account, dependent care flexible spending account, retirement and savings plan/401(k) match, group life insurance, short- and long-term disability, parental leave, sabbatical leave, professional development and much more!
TO APPLY
Please submit required documents; cover letter and resume
City of Long Beach
Deputy City Manager
Annual Salary: $200,397 - $225,213 DOE/DOQ
The City of Long Beach seeks a Deputy City Manager (DCM) to work alongside the City Manager and Assistant City Manager as part of the City’s Executive Management Team to implement City Council’s policies and programs. The City is looking for a DCM who is willing to do hands-on work and make this position their own. They will serve as a facilitator and liaison, providing support to City departments as needs arise. The ideal candidate is an effective communicator, collaborator, and strategist. They are eager to serve the Long Beach community by working as a consensus builder and helping departments work on joint projects.
The next DCM will have experience in local government and can thrive in a dynamic work environment. They will be a talented and inspiring leader who communicates well and is self-motivated. Understanding the big picture while paying attention to detail and being well-organized is an essential part of this position. The DCM will know how the City’s departments work and leverage this knowledge to align City-wide goals and projects accordingly. An incumbent who is looking for a role where every day looks different will thrive as the City’s DCM. This is a great opportunity to create your legacy, build a solid career in government in an organization that is dedicated to its community, and make a difference in the lives of many!
See the full recruitment brochure here: https://indd.adobe.com/view/59bd8553-6e54-446d-bf6e-8a192b271241
JOB DUTIES/THE IDEAL CANDIDATE
The Deputy City Manager (DCM) works collaboratively with all other Department heads to ensure the City Council’s policies and programs are implemented and that departments are working collaboratively to meet the community’s needs. This role requires hands-on work, such as drafting staff reports and memos or diving deep into Departmental budgets or projects. It involves communicating with Councilmembers, the community, and the media. Under the direction of the City Manager and Assistant City Manager, the DCM serves as a key member of the City’s Executive Team directly overseeing the Office of Governmental Affairs, Office of Cannabis Oversight, planning for the annual City Manager’s management retreat, and implementation of the Strategic Visioning Plan. The DCM will assist, as needed, in other areas of critical need in the organization such as economic development, public safety, hiring, homelessness, or other areas of immediate concern. The incumbent will work closely with the City Manager, Assistant City Manager, Mayor, City Council, all City Departments, a wide variety of public and private organizations, governmental agencies, and community groups. Complementing all the duties listed above, this role will focus on intergovernmental coordination at all levels as well as grant coordination for state and federal funding opportunities. The City Manager is looking for this DCM to make this position their own, looking at the City organization from a macro-governmental level aligning with City Manager’s priorities.
The next DCM should be eager to spearhead projects and initiatives and coordinate the resources and collaboration necessary for their successful completion. They will work to build relationships inside and outside the City Manager’s Office and foster a collegial work environment within their staff and among interdepartmental teams. The ideal candidate understands the importance of cross-departmental and collaborative communication. They are adaptable to the daily changes of this role and will volunteer to take on work outside their purview. The successful candidate will demonstrate that they are solution-oriented and fiscally savvy. They also will be eager to learn, understanding the growth that will come with this role. The next DCM has a can-do attitude and inspires staff to work at their highest level. Being politically savvy with strong interpersonal skills is key, as the DCM works with a wide range of stakeholders. The ideal candidate will exhibit critical thinking and show sound judgment and decision-making skills. This position is an opportunity for a candidate to gain experience in areas they are looking to develop.
MINIMUM QUALIFICATIONS:
Bachelor’s degree in a relevant discipline.
Desired:
An MPA or MBA.
8 years of increasingly responsible professional experience, of which at least 4 years includes the management of professional staff and programs.
SALARY AND BENEFITS : Annual salary $200,397 - $225,213 DOE/DOQ and an attractive benefits package
HOW TO APPLY: for first consideration, please submit your resume and cover letter and APPLY by June 27th at:
https://wbcpinc.com/job-board
SECURE THE DATES:
Interviews will be held in-person on August 3rd & 4th (candidates invited to interview will need to be available for both days).
Please contact your recruiter, Sam Sackman, with any questions:
sam@wbcpinc.com
541-630-0657 (direct) 866-929-9227 (Toll Free)
Full Time
City of Long Beach
Deputy City Manager
Annual Salary: $200,397 - $225,213 DOE/DOQ
The City of Long Beach seeks a Deputy City Manager (DCM) to work alongside the City Manager and Assistant City Manager as part of the City’s Executive Management Team to implement City Council’s policies and programs. The City is looking for a DCM who is willing to do hands-on work and make this position their own. They will serve as a facilitator and liaison, providing support to City departments as needs arise. The ideal candidate is an effective communicator, collaborator, and strategist. They are eager to serve the Long Beach community by working as a consensus builder and helping departments work on joint projects.
The next DCM will have experience in local government and can thrive in a dynamic work environment. They will be a talented and inspiring leader who communicates well and is self-motivated. Understanding the big picture while paying attention to detail and being well-organized is an essential part of this position. The DCM will know how the City’s departments work and leverage this knowledge to align City-wide goals and projects accordingly. An incumbent who is looking for a role where every day looks different will thrive as the City’s DCM. This is a great opportunity to create your legacy, build a solid career in government in an organization that is dedicated to its community, and make a difference in the lives of many!
See the full recruitment brochure here: https://indd.adobe.com/view/59bd8553-6e54-446d-bf6e-8a192b271241
JOB DUTIES/THE IDEAL CANDIDATE
The Deputy City Manager (DCM) works collaboratively with all other Department heads to ensure the City Council’s policies and programs are implemented and that departments are working collaboratively to meet the community’s needs. This role requires hands-on work, such as drafting staff reports and memos or diving deep into Departmental budgets or projects. It involves communicating with Councilmembers, the community, and the media. Under the direction of the City Manager and Assistant City Manager, the DCM serves as a key member of the City’s Executive Team directly overseeing the Office of Governmental Affairs, Office of Cannabis Oversight, planning for the annual City Manager’s management retreat, and implementation of the Strategic Visioning Plan. The DCM will assist, as needed, in other areas of critical need in the organization such as economic development, public safety, hiring, homelessness, or other areas of immediate concern. The incumbent will work closely with the City Manager, Assistant City Manager, Mayor, City Council, all City Departments, a wide variety of public and private organizations, governmental agencies, and community groups. Complementing all the duties listed above, this role will focus on intergovernmental coordination at all levels as well as grant coordination for state and federal funding opportunities. The City Manager is looking for this DCM to make this position their own, looking at the City organization from a macro-governmental level aligning with City Manager’s priorities.
The next DCM should be eager to spearhead projects and initiatives and coordinate the resources and collaboration necessary for their successful completion. They will work to build relationships inside and outside the City Manager’s Office and foster a collegial work environment within their staff and among interdepartmental teams. The ideal candidate understands the importance of cross-departmental and collaborative communication. They are adaptable to the daily changes of this role and will volunteer to take on work outside their purview. The successful candidate will demonstrate that they are solution-oriented and fiscally savvy. They also will be eager to learn, understanding the growth that will come with this role. The next DCM has a can-do attitude and inspires staff to work at their highest level. Being politically savvy with strong interpersonal skills is key, as the DCM works with a wide range of stakeholders. The ideal candidate will exhibit critical thinking and show sound judgment and decision-making skills. This position is an opportunity for a candidate to gain experience in areas they are looking to develop.
MINIMUM QUALIFICATIONS:
Bachelor’s degree in a relevant discipline.
Desired:
An MPA or MBA.
8 years of increasingly responsible professional experience, of which at least 4 years includes the management of professional staff and programs.
SALARY AND BENEFITS : Annual salary $200,397 - $225,213 DOE/DOQ and an attractive benefits package
HOW TO APPLY: for first consideration, please submit your resume and cover letter and APPLY by June 27th at:
https://wbcpinc.com/job-board
SECURE THE DATES:
Interviews will be held in-person on August 3rd & 4th (candidates invited to interview will need to be available for both days).
Please contact your recruiter, Sam Sackman, with any questions:
sam@wbcpinc.com
541-630-0657 (direct) 866-929-9227 (Toll Free)
Executive Director for Risk Management and People Services
Job Summary The Executive Director for Risk Management and People Services is responsible for working closely with institutional leaders, including the Board of Trustees, the President, Vice Presidents, Deans, Chairs and department heads, to assess and mitigate risks and to ensure compliance with regulatory and contractual obligations impacting the university. This position works closely with the President and external university counsel on a variety of projects and assists in providing internal management of an institutional response to legal matters. The Department of People Services (commonly called “Human Resources”) also reports to this position (approximately 7 staff members). The Executive Director for Risk Management and People Services has broad leadership responsibilities and serves as a member of the President’s Cabinet, called the Executive Leadership Committee (ELC) and supports the Board of Trustees as needed. As a member of the President's Cabinet, they contribute to strategic decision-making and align institutional practices with restorative justice, risk management, and Diversity Equity and Inclusion (DEI) best practices, promoting an inclusive and accountable university community.
Job Duties & Responsibilities
Risk Management
•Oversee the creation and revision of university administrative policies and procedures in conjunction with institutional stakeholders, responsible for the overall development and implementation of effective university policies. •Assures that all university policies and procedures directly align and conform to local, state, and federal laws and regulations (including but not limited to Title IX, Americans with Disabilities Act, US Department of Education and Colorado State Division of Higher Education rules) and that university policies are not contradictory nor in conflict. •Establish open lines of communication and collaboration with administrative departments to improve policies, procedures, and departmental operating procedures. Takes a collaborative approach, encouraging dialogue, active listening, and shared decision-making, fostering a sense of ownership and buy-in from all stakeholders. •Provide support to faculty in the interpretation of academic policies and procedures, ensuring that their input is valued and considered. •Identify areas of risk and gaps between practice and policy/regulations and collaborate with stakeholders to implement corrective measures. Takes a proactive approach to addressing potential harm and works with stakeholders to oversee and implement corrections and revisions. •Assist staff and faculty in identifying conflicting policies and procedures and revise accordingly. •Oversee implementation of annual insurance renewals support the risk management plans and briefs Finance & Sustainability Committee of the Board of Trustees at least once a year at Fall or Winter meeting Oversee implementation of risk management plans. •Serve on the Threat Assessment Team. •Work with President, Vice Presidents and legal counsel to manage liability and risk exposures for the University. •Monitor and coordinate compliance federal and state laws and risk management activities throughout the institution to ensure complete and consistent compliance. •Identify areas of compliance vulnerability and risk; escalate information to appropriate personnel. Collaborate with university departments and personnel to address and resolve compliance issues. Track and report on status of open compliance matters. •Serves as Board Secretary •Lead employee retention efforts. Focus on building strong relationships, fostering a sense of belonging, and addressing any conflicts or challenges in a collaborative and restorative manner. •Prepare annual compensation and benefits plan for ELC and Finance Committee Fall meeting review and approval •Support the implementation of an effective employee performance evaluation program (Employee Development Path) that is fair, transparent, and promotes growth and development. •Provide regular updates, as directed and requested, to the President, the Board of Trustees as needed, and senior leadership to inform of the status and progress of compliance efforts. Inform the President, or designee of risks that arise from lack of compliance and track progress in response to open compliance matters.
People Services and Campus Partnerships
•Oversee the People Services staff, integrating restorative and DEI practices into their work which includes providing ongoing training, consultation, and technical assistance on protected class federal and state antidiscrimination laws, regulations, and requirements for students and employees. •Consult with Student Success staff to develop and disseminate educational materials, including web-based resources that inform the campus community about protected class federal and state antidiscrimination rights, responsibilities, and resources. •Ensure that the department provides necessary trainings to mitigate risk. •Collaborate with respective Vice Presidents on performance issues within their teams, approaching these conversations with open dialogue, active listening, and seeking mutually beneficial resolutions that uphold individual dignity and contribute to a positive work culture. •Ensure that the yearly performance evaluation process, conducted in the spring of each year. •Consult with Academic Affairs on issues related to faulty contracts. •Along with the Dean of Students, work with Accessibility Resources staff as needed to ensure compliance with ADA, Section 504, and all other federal, state and local laws related to access and accommodation for people with disabilities. •Maintain knowledge of current state and federal laws and regulations and trends in the field of education related to harassment and other discriminatory practices that violate Title IX and ensure that university policy maintains compliant. Along with the Dean of Students, ensure Title IX policy and procedure remains current and in line with Department of Education regulations.
University Leadership
•Serve as a member of the Executive Leadership Committee (ELC) •Assist members of the Board of Trustees as needed regarding creation and implementation of Board policies and procedures.
What Naropa Requires…
•A Master’s Degree or a Juris Doctor degree •Five (5) or more years’ experience in higher education. Such as experience with Title IX, Disabilities Services, and/or development and implementation of codes of conduct •Ability to create and maintain a positive team environment and behave professionally with everyone encountered in the course and scope of the job duties. •Knowledge of current state and federal law and regulations, institution-specific policies, practices and procedures, identified best practices and trends in the field of education related to harassment and other discriminatory practices that violate protected class federal and state antidiscrimination laws. •Experience managing civil rights grievances to a prompt, effective and equitable remedy. •Experience with sexual violence and anti-discrimination prevention efforts. •Ability to maintain confidentiality and communicate with discretion. •Excellent interpersonal, oral, and written communication skills, including strong professional writing, documentation, and presentation skills. •Ability to build relationships and balance the multiple, varying and even conflicting interests of diverse stakeholders around a politically charged subject matter. •All job candidates must hold a commitment to co-create a diverse and inclusive community and actively participate in related JEDI (Justice, Equity, Diversity & Inclusion) professional development regarding the dynamics of privilege and oppression and the impact these have in the workplace. •All job candidates must demonstrate their level of understanding of the dynamics of privilege and oppression, and the impact these have on equity, access, and opportunity. •All job candidates must demonstrate an appropriate level of understanding of and appreciation for the values of Naropa University and the capacity to demonstrate an integration and embodiment of these values as evidenced in work, communication, collaboration styles, and other general workplace behaviors.
Applications: Application review continues until position is filled. Qualified candidates should apply online and include a letter of interest and resume.
Physical Requirements & Environmental Conditions: During regular daily activities, employee must be able to do the following with or without reasonable accommodation: lift up to 15 pounds, stand, walk, sit, handle/finger, and interruptions/distractions.
Naropa recognizes the following holidays throughout the year:
-Martin Luther King, Jr. Day -Memorial Day -Juneteenth -Independence Day -Labor Day -Fall Break, 4th Thursday and Friday in November -Winter Break, the last two weeks in December encompassing the Christmas holiday as well as New Year’s
Naropa’s health and welfare benefits include the following: medical, dental, vision, FSA, HSA, employer-paid short-term and long-term disability, employer-paid life insurance and accidental death and dismemberment, an employer-sponsored pre-tax retirement savings plan, which includes up to 2.5% employer matching, and a variety of voluntary, employee-paid supplemental insurance plans. A comprehensive benefits package is available to full-time employees who work a minimum of 30 hours each week. Employees who work 20 – 29 hours each week are eligible for only the employer-paid short-term & long-term disability, employer-paid life insurance & accidental death and dismemberment, and the retirement plan, which includes up to 2.5% employer matching.
Employees who work fewer than 20 hours per week are eligible to participate in Naropa’s retirement plan only, which includes up to 2.5% employer matching.
All regular full-time and part-time faculty and staff, including student workers, accrue sick leave benefits. Full-time and part-time staff positions accrue vacation and personal time. All leave accrual rates vary based on the position, hours worked, and years of service.
The University recognizes the importance of including its employees in its organizational mission and values and welcomes employees into the classroom to “touch the magic.” Specifically, regular employees are provided generous tuition remission opportunities for themselves and their family members.
Naropa University participates in the Council of Independent Colleges Tuition Exchange Program (CIC-TEP). CIC-TEP is a network of CIC colleges and universities willing to accept, tuition-free, students from families of full-time employees of other CIC participating institutions (full-time as designated by the employer/institution). Additional information can be found here: https://www.cic.edu/member-services/tuition-exchange-program. Naropa University’s commitment to diversity aligns with its highest aspirations to apply contemplative inquiry and education to explore and embody the human qualities that facilitate collaboration to create a common humanity and a just society. Individuals who have experience with and a commitment to inclusive communities are encouraged to apply. EOE
Title IX is a federal civil rights law that prohibits gender discrimination, sexual harassment, sexual and relationship violence. This law applies to all students, faculty, and staff.
For more information, and to apply, visit: https://apptrkr.com/4239755
Full Time
Executive Director for Risk Management and People Services
Job Summary The Executive Director for Risk Management and People Services is responsible for working closely with institutional leaders, including the Board of Trustees, the President, Vice Presidents, Deans, Chairs and department heads, to assess and mitigate risks and to ensure compliance with regulatory and contractual obligations impacting the university. This position works closely with the President and external university counsel on a variety of projects and assists in providing internal management of an institutional response to legal matters. The Department of People Services (commonly called “Human Resources”) also reports to this position (approximately 7 staff members). The Executive Director for Risk Management and People Services has broad leadership responsibilities and serves as a member of the President’s Cabinet, called the Executive Leadership Committee (ELC) and supports the Board of Trustees as needed. As a member of the President's Cabinet, they contribute to strategic decision-making and align institutional practices with restorative justice, risk management, and Diversity Equity and Inclusion (DEI) best practices, promoting an inclusive and accountable university community.
Job Duties & Responsibilities
Risk Management
•Oversee the creation and revision of university administrative policies and procedures in conjunction with institutional stakeholders, responsible for the overall development and implementation of effective university policies. •Assures that all university policies and procedures directly align and conform to local, state, and federal laws and regulations (including but not limited to Title IX, Americans with Disabilities Act, US Department of Education and Colorado State Division of Higher Education rules) and that university policies are not contradictory nor in conflict. •Establish open lines of communication and collaboration with administrative departments to improve policies, procedures, and departmental operating procedures. Takes a collaborative approach, encouraging dialogue, active listening, and shared decision-making, fostering a sense of ownership and buy-in from all stakeholders. •Provide support to faculty in the interpretation of academic policies and procedures, ensuring that their input is valued and considered. •Identify areas of risk and gaps between practice and policy/regulations and collaborate with stakeholders to implement corrective measures. Takes a proactive approach to addressing potential harm and works with stakeholders to oversee and implement corrections and revisions. •Assist staff and faculty in identifying conflicting policies and procedures and revise accordingly. •Oversee implementation of annual insurance renewals support the risk management plans and briefs Finance & Sustainability Committee of the Board of Trustees at least once a year at Fall or Winter meeting Oversee implementation of risk management plans. •Serve on the Threat Assessment Team. •Work with President, Vice Presidents and legal counsel to manage liability and risk exposures for the University. •Monitor and coordinate compliance federal and state laws and risk management activities throughout the institution to ensure complete and consistent compliance. •Identify areas of compliance vulnerability and risk; escalate information to appropriate personnel. Collaborate with university departments and personnel to address and resolve compliance issues. Track and report on status of open compliance matters. •Serves as Board Secretary •Lead employee retention efforts. Focus on building strong relationships, fostering a sense of belonging, and addressing any conflicts or challenges in a collaborative and restorative manner. •Prepare annual compensation and benefits plan for ELC and Finance Committee Fall meeting review and approval •Support the implementation of an effective employee performance evaluation program (Employee Development Path) that is fair, transparent, and promotes growth and development. •Provide regular updates, as directed and requested, to the President, the Board of Trustees as needed, and senior leadership to inform of the status and progress of compliance efforts. Inform the President, or designee of risks that arise from lack of compliance and track progress in response to open compliance matters.
People Services and Campus Partnerships
•Oversee the People Services staff, integrating restorative and DEI practices into their work which includes providing ongoing training, consultation, and technical assistance on protected class federal and state antidiscrimination laws, regulations, and requirements for students and employees. •Consult with Student Success staff to develop and disseminate educational materials, including web-based resources that inform the campus community about protected class federal and state antidiscrimination rights, responsibilities, and resources. •Ensure that the department provides necessary trainings to mitigate risk. •Collaborate with respective Vice Presidents on performance issues within their teams, approaching these conversations with open dialogue, active listening, and seeking mutually beneficial resolutions that uphold individual dignity and contribute to a positive work culture. •Ensure that the yearly performance evaluation process, conducted in the spring of each year. •Consult with Academic Affairs on issues related to faulty contracts. •Along with the Dean of Students, work with Accessibility Resources staff as needed to ensure compliance with ADA, Section 504, and all other federal, state and local laws related to access and accommodation for people with disabilities. •Maintain knowledge of current state and federal laws and regulations and trends in the field of education related to harassment and other discriminatory practices that violate Title IX and ensure that university policy maintains compliant. Along with the Dean of Students, ensure Title IX policy and procedure remains current and in line with Department of Education regulations.
University Leadership
•Serve as a member of the Executive Leadership Committee (ELC) •Assist members of the Board of Trustees as needed regarding creation and implementation of Board policies and procedures.
What Naropa Requires…
•A Master’s Degree or a Juris Doctor degree •Five (5) or more years’ experience in higher education. Such as experience with Title IX, Disabilities Services, and/or development and implementation of codes of conduct •Ability to create and maintain a positive team environment and behave professionally with everyone encountered in the course and scope of the job duties. •Knowledge of current state and federal law and regulations, institution-specific policies, practices and procedures, identified best practices and trends in the field of education related to harassment and other discriminatory practices that violate protected class federal and state antidiscrimination laws. •Experience managing civil rights grievances to a prompt, effective and equitable remedy. •Experience with sexual violence and anti-discrimination prevention efforts. •Ability to maintain confidentiality and communicate with discretion. •Excellent interpersonal, oral, and written communication skills, including strong professional writing, documentation, and presentation skills. •Ability to build relationships and balance the multiple, varying and even conflicting interests of diverse stakeholders around a politically charged subject matter. •All job candidates must hold a commitment to co-create a diverse and inclusive community and actively participate in related JEDI (Justice, Equity, Diversity & Inclusion) professional development regarding the dynamics of privilege and oppression and the impact these have in the workplace. •All job candidates must demonstrate their level of understanding of the dynamics of privilege and oppression, and the impact these have on equity, access, and opportunity. •All job candidates must demonstrate an appropriate level of understanding of and appreciation for the values of Naropa University and the capacity to demonstrate an integration and embodiment of these values as evidenced in work, communication, collaboration styles, and other general workplace behaviors.
Applications: Application review continues until position is filled. Qualified candidates should apply online and include a letter of interest and resume.
Physical Requirements & Environmental Conditions: During regular daily activities, employee must be able to do the following with or without reasonable accommodation: lift up to 15 pounds, stand, walk, sit, handle/finger, and interruptions/distractions.
Naropa recognizes the following holidays throughout the year:
-Martin Luther King, Jr. Day -Memorial Day -Juneteenth -Independence Day -Labor Day -Fall Break, 4th Thursday and Friday in November -Winter Break, the last two weeks in December encompassing the Christmas holiday as well as New Year’s
Naropa’s health and welfare benefits include the following: medical, dental, vision, FSA, HSA, employer-paid short-term and long-term disability, employer-paid life insurance and accidental death and dismemberment, an employer-sponsored pre-tax retirement savings plan, which includes up to 2.5% employer matching, and a variety of voluntary, employee-paid supplemental insurance plans. A comprehensive benefits package is available to full-time employees who work a minimum of 30 hours each week. Employees who work 20 – 29 hours each week are eligible for only the employer-paid short-term & long-term disability, employer-paid life insurance & accidental death and dismemberment, and the retirement plan, which includes up to 2.5% employer matching.
Employees who work fewer than 20 hours per week are eligible to participate in Naropa’s retirement plan only, which includes up to 2.5% employer matching.
All regular full-time and part-time faculty and staff, including student workers, accrue sick leave benefits. Full-time and part-time staff positions accrue vacation and personal time. All leave accrual rates vary based on the position, hours worked, and years of service.
The University recognizes the importance of including its employees in its organizational mission and values and welcomes employees into the classroom to “touch the magic.” Specifically, regular employees are provided generous tuition remission opportunities for themselves and their family members.
Naropa University participates in the Council of Independent Colleges Tuition Exchange Program (CIC-TEP). CIC-TEP is a network of CIC colleges and universities willing to accept, tuition-free, students from families of full-time employees of other CIC participating institutions (full-time as designated by the employer/institution). Additional information can be found here: https://www.cic.edu/member-services/tuition-exchange-program. Naropa University’s commitment to diversity aligns with its highest aspirations to apply contemplative inquiry and education to explore and embody the human qualities that facilitate collaboration to create a common humanity and a just society. Individuals who have experience with and a commitment to inclusive communities are encouraged to apply. EOE
Title IX is a federal civil rights law that prohibits gender discrimination, sexual harassment, sexual and relationship violence. This law applies to all students, faculty, and staff.
For more information, and to apply, visit: https://apptrkr.com/4239755
University of California Office of the President
Oakland, CA, USA
Administrative Officer - Hybrid
Location: OaklandFull Time
Job ID: 51328
Job Posting
For UCOP internal applicants, please login to the internal candidate gateway at: https://jobs.ucop.edu/
UC OFFICE OF THE PRESIDENT
At the University of California (UC), your contributions make a difference. A world leader producing Nobel and Pulitzer prize recipients with over 150 years of groundbreaking research transforming the world. Choose a career where you can leverage your knowledge, skills and aspirations to inspire and support some of the greatest minds in the world, and those who will follow in their footsteps. Working at the University of California is being part of a unique institution, and a vibrant and diverse community. At the University of California, Office of the President, we propel our mission through impactful work locally, in government centers and systemwide. We are passionate people, serving the greater good.
The University of California, one of the largest and most acclaimed institutions of higher learning in the world, is dedicated to excellence in teaching, research and public service. The University of California Office of the President is the headquarters to the 10 campuses, six academic medical centers and three national laboratories and enrolls premier students from California, the nation and the world. https://www.ucop.edu/about
Department Overview Graduate, Undergraduate and Equity Affairs (GUEA) provides leadership and support for efforts that advance UC equity and inclusion, that promote access to and successful completion of baccalaureate and graduate degrees, and that help to provide an exemplary student academic experience.
Position Summary Involves managing or performing the administrative services or managing the full general operations of an academic or non-academic organization(s). Administrative services include activities in finance and human resources and may also include IT, facilities, or student services. General management activities include long and short range strategic planning in determining the mission and directing all activities of multi-disciplinary departments through subordinate management staff.
Key Responsibilities
• 60% Business/Administrative Operations: Manages, plans and administers a wide range of administrative operations. Develops and implements unit practices and strategies for greater unit efficiency and impact. Provides executive level support for unit executive director to facilitate work with key collaborators (Council of Graduate deans, business school deans, UCOP colleagues/leadership, principal staff across the system and others) in advancing critical systemwide graduate education initiatives, policies and efforts. Also performs advanced unit administrative duties. Position manages and coordinates special events as well as provides organizational support, including scheduling and meeting preparation. Position must maintain confidentiality regarding a range of sensitive areas/issues, including represented students/personnel, unionization and bargaining related matters. Responsible for correspondence, document review/editing in addition to assisting in the design and drafting of organizational website content; newsletters and other communication as appropriate on behalf of the unit/executive director. Provides input into non-technical portions of grant and contract proposals. Performs advanced administrative functions to support established faculty grant and academic preparation programs, UC pathways initiatives and other pathways programs. Calculates, monitors and manages deliverable deadlines. Project management including securing appropriate experts, contributors and data/information as necessary.
• 20% Database coordinator: Responsible for data collection, analysis and reporting. Under the direction of the AO4, responsible for management of various databases for the unit such as the UC-HBCU database, UC-HSI DDI database, proposal Central grants database. Supports the AO4 in developing and maintaining databases critical for systemwide initiatives and efforts. Analyzes database effectiveness, uses and report design.
• 15% Financial and IT management: Responsibilities include budgetary and financial management. Provides extensive analytical budgetary support to AO4 in addressing highly complex financial/budgetary needs for current and evolving initiatives and funding resources. Primary responsibility for analyzing, assessing, coordinating the unit's computing services needs (e.g. software, hardware, database systems, cloud storage). Facilitates resolution of IT and facilities issues for unit efficiency. Serves as unit liaison for IT needs and issue resolution.
• 5% Other duties as assigned.
Experience Required Qualifications
• Minimum of 5 years of related work experience.
Skills and Abilities Required Qualifications
• Excellent organizational skills, ability to manage projects and multiple assignments with ongoing demanding timelines. • Ability to use sound judgment in responding to issues and concerns. • Interpersonal skills including verbal and written communication, active listening, critical thinking, and persuasiveness skills. • Solid knowledge of common University-specific computer application programs. • Ability to use discretion and maintain confidentiality. • Knowledge of a variety of administrative operational activities such as event planning, basic fundraising processes, website design, accounting, and contracts and grants regulations and guidelines. • Demonstrated database experience (Access or similar) • Thorough knowledge of financial analysis and reporting techniques. • Demonstrated commitment to principles of diversity, equity and inclusion in higher education and the workplace. • Proficient in Microsoft Excel.
Preferred Qualifications
• Thorough knowledge of University rules and regulations, processes, protocols and procedures for budget, accounting and fund management, and / or personnel management. • Ability to collect, review, synthesize, organize and format large amounts of data and other material. • Strong skills in short-term planning, analysis, problem- solving, and customer service. • Experience with or knowledge of graduate studies. • Advanced internet research experience and skills.
Education Required Qualifications
• Bachelor's degree in related area and / or equivalent experience / training
Job Title Administrative Officer 3
Job Code 007377
Salary Grade Grade 22
Payscale: $90,000 - $104,400
Full Salary Range: $74,300 - $134,500
The University of California, Office of the President, is required to provide a reasonable estimate of the compensation range for this role. 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, 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 full salary range shows the growth potential for this position and the pay scale is the budgeted salary or hourly range that the University reasonably expects to pay for this position.
HOW TO APPLY
Please be prepared to attach a cover letter and resume with your application.
APPLICATION REVIEW DATE
The position will be open until filled.
CONDITIONS OF EMPLOYMENT
Background Check Process: Successful completion of a background check is required for this critical position. https://www.ucop.edu/local-human-resources/manager-resources/hiring-process/background-checks.html
Smoke Free Work Environment: The University of California, Office of the President, is smoke & tobacco-free as of January 1, 2014. https://www.ucop.edu/safety-and-loss-prevention/environmental/program-resources/uc-smoke-free/uc-smoke-tobacco-free.html
August 2021 Update: The University of California has issued a policy requiring employees to be fully vaccinated against COVID -19 before physically accessing the University location or programs. Upon hire into a UCOP position, you will be provided detailed instructions on how to comply with this policy including access to the COVID vaccination at no cost. New hires to UCOP who work onsite or will come onsite for any activities at a UCOP or other UC location must comply with this policy within 8 weeks after their start date. The policy allows for employees to request approval for an exception or deferral. https://policy.ucop.edu/doc/5000695/SARS-CoV-2_Covid-19
EEO STATEMENT
The University of California, Office of the President, is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age or protected veteran status. https://policy.ucop.edu/doc/4000376/DiscHarassAffirmAction
The University of California, Office of the President, strives to make this job board accessible to any and all users. If you have comments regarding the accessibility of our website or need assistance completing the application process, please contact us at: https://www.ucop.edu/accessibility/index.html or email the Human Resource Department at: epost@ucop.edu.
To apply, visit https://apptrkr.com/4213971
jeid-90cfddc65dee984a8621a41e4f626c0c
Full Time
Administrative Officer - Hybrid
Location: OaklandFull Time
Job ID: 51328
Job Posting
For UCOP internal applicants, please login to the internal candidate gateway at: https://jobs.ucop.edu/
UC OFFICE OF THE PRESIDENT
At the University of California (UC), your contributions make a difference. A world leader producing Nobel and Pulitzer prize recipients with over 150 years of groundbreaking research transforming the world. Choose a career where you can leverage your knowledge, skills and aspirations to inspire and support some of the greatest minds in the world, and those who will follow in their footsteps. Working at the University of California is being part of a unique institution, and a vibrant and diverse community. At the University of California, Office of the President, we propel our mission through impactful work locally, in government centers and systemwide. We are passionate people, serving the greater good.
The University of California, one of the largest and most acclaimed institutions of higher learning in the world, is dedicated to excellence in teaching, research and public service. The University of California Office of the President is the headquarters to the 10 campuses, six academic medical centers and three national laboratories and enrolls premier students from California, the nation and the world. https://www.ucop.edu/about
Department Overview Graduate, Undergraduate and Equity Affairs (GUEA) provides leadership and support for efforts that advance UC equity and inclusion, that promote access to and successful completion of baccalaureate and graduate degrees, and that help to provide an exemplary student academic experience.
Position Summary Involves managing or performing the administrative services or managing the full general operations of an academic or non-academic organization(s). Administrative services include activities in finance and human resources and may also include IT, facilities, or student services. General management activities include long and short range strategic planning in determining the mission and directing all activities of multi-disciplinary departments through subordinate management staff.
Key Responsibilities
• 60% Business/Administrative Operations: Manages, plans and administers a wide range of administrative operations. Develops and implements unit practices and strategies for greater unit efficiency and impact. Provides executive level support for unit executive director to facilitate work with key collaborators (Council of Graduate deans, business school deans, UCOP colleagues/leadership, principal staff across the system and others) in advancing critical systemwide graduate education initiatives, policies and efforts. Also performs advanced unit administrative duties. Position manages and coordinates special events as well as provides organizational support, including scheduling and meeting preparation. Position must maintain confidentiality regarding a range of sensitive areas/issues, including represented students/personnel, unionization and bargaining related matters. Responsible for correspondence, document review/editing in addition to assisting in the design and drafting of organizational website content; newsletters and other communication as appropriate on behalf of the unit/executive director. Provides input into non-technical portions of grant and contract proposals. Performs advanced administrative functions to support established faculty grant and academic preparation programs, UC pathways initiatives and other pathways programs. Calculates, monitors and manages deliverable deadlines. Project management including securing appropriate experts, contributors and data/information as necessary.
• 20% Database coordinator: Responsible for data collection, analysis and reporting. Under the direction of the AO4, responsible for management of various databases for the unit such as the UC-HBCU database, UC-HSI DDI database, proposal Central grants database. Supports the AO4 in developing and maintaining databases critical for systemwide initiatives and efforts. Analyzes database effectiveness, uses and report design.
• 15% Financial and IT management: Responsibilities include budgetary and financial management. Provides extensive analytical budgetary support to AO4 in addressing highly complex financial/budgetary needs for current and evolving initiatives and funding resources. Primary responsibility for analyzing, assessing, coordinating the unit's computing services needs (e.g. software, hardware, database systems, cloud storage). Facilitates resolution of IT and facilities issues for unit efficiency. Serves as unit liaison for IT needs and issue resolution.
• 5% Other duties as assigned.
Experience Required Qualifications
• Minimum of 5 years of related work experience.
Skills and Abilities Required Qualifications
• Excellent organizational skills, ability to manage projects and multiple assignments with ongoing demanding timelines. • Ability to use sound judgment in responding to issues and concerns. • Interpersonal skills including verbal and written communication, active listening, critical thinking, and persuasiveness skills. • Solid knowledge of common University-specific computer application programs. • Ability to use discretion and maintain confidentiality. • Knowledge of a variety of administrative operational activities such as event planning, basic fundraising processes, website design, accounting, and contracts and grants regulations and guidelines. • Demonstrated database experience (Access or similar) • Thorough knowledge of financial analysis and reporting techniques. • Demonstrated commitment to principles of diversity, equity and inclusion in higher education and the workplace. • Proficient in Microsoft Excel.
Preferred Qualifications
• Thorough knowledge of University rules and regulations, processes, protocols and procedures for budget, accounting and fund management, and / or personnel management. • Ability to collect, review, synthesize, organize and format large amounts of data and other material. • Strong skills in short-term planning, analysis, problem- solving, and customer service. • Experience with or knowledge of graduate studies. • Advanced internet research experience and skills.
Education Required Qualifications
• Bachelor's degree in related area and / or equivalent experience / training
Job Title Administrative Officer 3
Job Code 007377
Salary Grade Grade 22
Payscale: $90,000 - $104,400
Full Salary Range: $74,300 - $134,500
The University of California, Office of the President, is required to provide a reasonable estimate of the compensation range for this role. 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, 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 full salary range shows the growth potential for this position and the pay scale is the budgeted salary or hourly range that the University reasonably expects to pay for this position.
HOW TO APPLY
Please be prepared to attach a cover letter and resume with your application.
APPLICATION REVIEW DATE
The position will be open until filled.
CONDITIONS OF EMPLOYMENT
Background Check Process: Successful completion of a background check is required for this critical position. https://www.ucop.edu/local-human-resources/manager-resources/hiring-process/background-checks.html
Smoke Free Work Environment: The University of California, Office of the President, is smoke & tobacco-free as of January 1, 2014. https://www.ucop.edu/safety-and-loss-prevention/environmental/program-resources/uc-smoke-free/uc-smoke-tobacco-free.html
August 2021 Update: The University of California has issued a policy requiring employees to be fully vaccinated against COVID -19 before physically accessing the University location or programs. Upon hire into a UCOP position, you will be provided detailed instructions on how to comply with this policy including access to the COVID vaccination at no cost. New hires to UCOP who work onsite or will come onsite for any activities at a UCOP or other UC location must comply with this policy within 8 weeks after their start date. The policy allows for employees to request approval for an exception or deferral. https://policy.ucop.edu/doc/5000695/SARS-CoV-2_Covid-19
EEO STATEMENT
The University of California, Office of the President, is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age or protected veteran status. https://policy.ucop.edu/doc/4000376/DiscHarassAffirmAction
The University of California, Office of the President, strives to make this job board accessible to any and all users. If you have comments regarding the accessibility of our website or need assistance completing the application process, please contact us at: https://www.ucop.edu/accessibility/index.html or email the Human Resource Department at: epost@ucop.edu.
To apply, visit https://apptrkr.com/4213971
jeid-90cfddc65dee984a8621a41e4f626c0c