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Director Of Risk Management &amp; Procurement JR10000000874 Williamstown, MA (Main Campus) Williams College is thrilled to announce a new leadership opportunity: Director of Risk Management &amp; Procurement, reporting directly to the Assistant Vice President for Finance. The Director will provide leadership and guidance for all matters related to procuring goods and services from vendors, and plays a pivotal role in shaping the strategic vision and leadership for managing enterprise risks. The Director collaborates with College leadership to identify and mitigate risks, ensures cost effective and efficient handling of all acquisitions and contracting needs, oversees the employees responsible for purchasing and insurance management and claims, and cultivates positive vendor relationships to achieve the best value for Williams' non-compensation expenditures. This is a unique opportunity to partner with the AVP of Finance to actively define the future of this role, aligning with Williams' strategic goals, objectives, and distinctive culture. Williams College is committed to building a broadly diverse and inclusive community where members from all backgrounds can live, learn, and thrive. Responsibilities: 
<ul>
<li>Managing Williams' enterprise risk management process and insurance coverage, including: 
<ul>
<li>Facilitating meetings of ERM subject matter experts (e.g. General Counsel, EH&amp;S, OIT, HR, Facilities, Campus Safety; CFO, etc.) </li>
<li>Reporting to the board and executive leadership team </li>
<li>Preparing deep dives into certain risk areas, as requested </li>
</ul>
</li>
<li>Creating a hybrid procurement process by collaborating with the college community to establish, communicate, implement and monitor procurement policies and procedures, cultivating positive vendor relationships, and overseeing procurement of goods and services. </li>
<li>Leading the further deployment of the Workday software supporting the procurement process from requisition to payment. </li>
</ul>
 Qualifications: 
<ul>
<li>Bachelor's plus at least 8 years relevant experience required, or equivalent combination of education and experience. </li>
<li>Procurement experience is required. </li>
<li>Experience in higher education and Workday preferred. </li>
<li>Advanced knowledge of procurement, insurance and risk management. </li>
<li>Experience with implementing and maintaining advanced procurement software. </li>
<li>Ability to manage large amounts of data and clearly identify, report and present key findings, including a sophisticated skillset of presenting information to support analysis and decision making, both verbally and written. </li>
<li>Strong critical thinking, analytical, and creative problem-solving skills; attention to detail. </li>
<li>Proven leadership and interpersonal skills, including the ability to effectively present information to a wide range of constituents. </li>
<li>Excellent organizational skills; ability to plan work, set and manage multiple priorities and changes in schedules to meet anticipated and established deadlines; effectively managing a team to bring about the successful completion of deliverables. </li>
<li>A collaborative working style and ability to build strong relationships with people at all levels of the organization. </li>
<li>Capacity to work independently as well as with others in a diverse and decentralized organization. </li>
<li>A commitment to serving the needs of a diverse population. </li>
</ul>
 Application review will begin on September 8, 2025. A cover letter is required for your application to be considered; please submit a cover letter in a separate document in your application. Pay range is from $140,000 to $165,000, commensurate with experience. Hybrid on-site/remote work arrangements may be available with approval for employees based in NY, MA, CT, or VT; subject to review and revision as policy evolves. This full-time, year-round position is eligible for Williams College's robust benefits package designed to support you in your work and overall health and wellness. Please visit <a href="https://apptrkr.com/get_redirect.php?id=6461299&amp;targetURL=http://careers.williams.edu" target="_blank">http://careers.williams.edu</a> to apply. Employment at Williams is contingent on the verification of background information submitted by the applicant, including the completion of a criminal record check, and education when applicable. Decisions regarding appointments, promotions, and conditions of employment comply with applicable federal or state law prohibiting discrimination based on race, color, sex, national origin, religion, age, disability, marital status, sexual orientation, gender identity or expression, ancestry, or military service. Beyond meeting fully its legal obligations for non-discrimination, Williams College is committed to building a diverse and inclusive community where members from all backgrounds can live, learn and thrive. As part of this commitment, we will ensure that persons with disabilities are provided reasonable accommodations. If reasonable accommodation is needed to participate in the job application or interview process please feel free to contact us via phone at (413) 597-2681 or email at <a href="https://apptrkr.com/get_redirect.php?id=6461299&amp;targetURL=mailto:hr@williams.edu?subject=Careers%20at%20Williams%20College&amp;body=I%20have%20a%20question%20regarding%20a%20job%20posting%20I've%20seen%20on%20the%20Career%20Site." target="_blank">hr@williams.edu</a>. To apply, visit <a href="https://apptrkr.com/6461299" target="_blank">https://wd5.myworkdaysite.com/en-US/recruiting/williamscollege/External_Career_Site/job/Williamstown-MA-Main-Campus/Director-of-Risk-Management--Insurance----Procurement_JR10000000874</a>. Copyright ©2025 Jobelephant.com Inc. All rights reserved. <a href="https://www.jobelephant.com/" target="_blank">Posted by the FREE value-added recruitment advertising agency</a> jeid-202417f4e00a7e489f81f22dc3aba547

Director Of Risk Management & Procurement

TITLE: &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;&nbsp;ChiefTalent Officer
LOCATION: &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;&nbsp; &nbsp; &nbsp;New York, NY (Lower EastSide)
DEPARTMENT: &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;&nbsp;Administration/Human Resources
REPORTS TO:&nbsp; &nbsp; &nbsp; &nbsp; &nbsp;&nbsp; &nbsp; Chief Executive Officer (CEO)
SALARY RANGE: &nbsp; &nbsp; &nbsp;&nbsp;&nbsp;$175,000 to $200,000 annually depending onexperience, plus excellent benefits
DATE POSTED: &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;&nbsp;July 2024

OUR CULTURE:&nbsp; At Grand St. we believeleaders are made, not born. &nbsp;We operate on auto trust,expecting staff will do their jobs well and continue to growprofessionally. &nbsp; We assume the best intentions and give gracewhenever needed. &nbsp; Diversity, equity, and inclusion areintegral parts of our culture and personified by our leadership.Grand St. is a community and we strive to make everyone –colleagues and constituents – feel supported and seen. &nbsp;
JOB SUMMARY:&nbsp; The Chief Talent Officer(CTO) provides executive-level leadership and guidance to theorganization’s HR strategies and operations for 600+ Union andManagement staff. The CTO is responsible not only for setting,enforcing, and evaluating legally compliant human resourcespolicies, procedures, and best practices, but also identifying andimplementing long-range strategic talent management goals. You willwork closely with the Executive Team performing all facets ofHR-related duties partnering with the Chief Financial Officer(CFO), Chief Program Officer of Youth &amp; Community Development,Chief Operating Officer (COO), Chief Development &amp;Communications Officer (CDCO), as well as senior management staff.&nbsp;This position carries out responsibilities in the followingfunctional and strategic areas: benefits administration, employeerelations, labor relations, training, performance management,onboarding, policy implementation, recruitment/employment,affirmative action and employment law compliance.&nbsp;
EDUCATION, EXPERIENCE AND SKILLREQUIREMENTS:
<ul>
<li>Masters preferred</li>
<li>Minimum of 10 years of Human Resource Management experiencerequired&nbsp;</li>
<li>HR Certification preferred</li>
<li>Strategic, Talent Management and/or Business Developmentexperience preferred</li>
<li>Knowledge of proven and emerging techniques in all aspects ofpersonnel management</li>
<li>Strong communication skills (both verbal and written)</li>
</ul>
<ul>
<li>Excellent supervisory, leadership, interpersonal and conflictresolution skills</li>
<li>Excellent organizational skills</li>
<li>Strong analytical and problem-solving skills</li>
<li>Thorough knowledge of employment-related laws andregulations</li>
<li>Experience with development and implementation of humanresource information and payroll systems</li>
<li>&nbsp;Experience with labor relations in a unionizedenvironment</li>
</ul>
Supervisory Responsibilities:
<ul>
<li>Supervises Management-level HR and Payroll staff</li>
<li>Oversees the daily workflow of the HR department and theadministration of human resource programs including, but notlimited to, compensation, benefits and leaves, disciplinarymatters, disputes and investigations, performance &amp; talentmanagement, evaluations, recognition, morale, occupational healthand safety, and training and development</li>
</ul>
ESSENTIAL DUTIES AND RESPONSIBILITIES:
<ul>
<li>Partners with the Executive Team to develop, implement andcommunicate human resource policies, procedures, laws, standardsand government regulations</li>
<li>Maintains the Employee Handbook</li>
</ul>
<ul>
<li>Collaborates with executive leadership to definethe&nbsp;organization's&nbsp;long-term mission and goals;identifies ways to support this mission through talentmanagement</li>
<li>Identifies key performance indicators (KPI’s) forthe&nbsp;organization's&nbsp;human resource and talent managementfunctions and assesses the&nbsp;organization's&nbsp;success andmarket competitiveness based on those metrics</li>
<li>Researches, develops, and implements competitive compensation,benefits, performance appraisal, and employee incentiveprograms</li>
<li>Oversees benefits administration including claims resolution,change reporting, approval of invoice payment, and communicatingbenefit&nbsp;information to employees</li>
<li>Ensures compliance with employment benefits, insurance, safety,401K, EEOC and other labor laws, regulations, and requirements</li>
</ul>
<ul>
<li>Administers and manages the 401K Plan</li>
</ul>
<ul>
<li>Maintains knowledge of laws, regulations, and best practices inemployment law, human resources, compensation and talentmanagement</li>
<li>Drafts and implements the&nbsp;organization's&nbsp;staffingbudget for the department.</li>
<li>Participates in professional development and networkingconferences and events.</li>
</ul>
<ul>
<li>Oversees department’s recruitment efforts including the postingof positions, recruitment advertising and other outreachpartnerships</li>
</ul>
<ul>
<li>Handles labor relations matters and coordination of thegrievance process</li>
</ul>
<ul>
<li>Monitors unemployment claims and assists with appeals onworkers’ compensation claims and coordinates between the employeeand insurance carrier</li>
<li>Responsible for Workers Compensation and 401k Audits</li>
<li>Performs other duties as required and assigned.</li>
</ul>
&nbsp;Your Skills &amp;Knowledge&nbsp;
<ul>
<li>Build a strong organizational culture that aligns with GrandStreet Settlement mission and implements all of those values onevery level of the organization</li>
<li>You take ownership of your work, think strategically, and takethoughtful action with very little direction</li>
<li>Excellent verbal and written communication skills</li>
<li>Excellent analytical and organizational skills</li>
<li>Extremely proficient with Microsoft Office Suite, Google Suiteor related software</li>
<li>People-centric and contributes to Grand St. Settlement’slegacy</li>
</ul>
BENEFITS:
<ul>
<li>Full medical insurance coverage</li>
<li>9% employer contribution to our 401k plan after 1 year</li>
<li>24 vacation days annually, 4 discretionary days, 12 sick daysannually</li>
<li>Guaranteed life Insurance and long-term disabilityinsurance</li>
<li>Flexible spending accounts</li>
<li>Travel/ commute reimbursement</li>
</ul>
HOW TO APPLY:
Please submit a resume and thoughtful cover letter outlining howyour skills &amp; experience meet the job descriptionto&nbsp;<a href="mailto:ctosearch@grandsettlement.org" target="_blank">ctosearch@grandsettlement.org</a>.Please include three professional references that we can contact;at least one should be a former supervisor.&nbsp;
If selected for this position, must obtain NYC Dept.of Health fingerprint clearance and State Central Registry (SCR)clearance (fees may apply); ability to maintain State CentralRegistry (SCR) clearance and fingerprint clearance throughout theduration of employment.
Employment Opportunity Employer (EOE)&nbsp;

Chief Talent Officer

The initial cutoff date for referral is 8/3/2023. Applicants applying by the initial cutoff date will be given first consideration. Additional referral lists will be created monthly or as vacancies become available. Serves as a Chinese Mandarin language teacher at the Defense Language Institute Foreign Language Center (DLIFLC) located on the Presidio of Monterey in Monterey, CA. DLIFLC offers intensive foreign language instruction in fourteen languages and dialects languages on a schedule that extends throughout the year. Courses are taught six hours per day, five days a week with the exception of federal holidays. Learn more about&nbsp;<a href="https://www.youtube.com/watch?v=z_5e3--107U" target="_blank">student life</a>&nbsp;and our&nbsp;<a href="https://vimeo.com/261328850" target="_blank">Institute</a>&nbsp;in these videos.
DLIFLC provides high quality culturally based foreign language training to enhance the national security of the United States. As an accredited institution, it awards Associates of Arts and Bachelor degrees to qualified graduates. U.S. Citizenship is not required, although candidates must have work authorization for the U.S. Candidates wishing to use Optional Practical Training (OPT) work authorization may be considered. DLIFLC may be able to support candidates with an H1-B visa under certain circumstances. Application information Starting salary for Assistant Professor is $83,309-$88,103 per year. All applications must be made via&nbsp;<a href="https://www.usajobs.gov/job/722168700" target="_blank">USAJobs</a>, the federal government's official hiring website. Applicants who do not qualify for initial appointment at the&nbsp;<a href="https://www.usajobs.gov/job/735129200" target="_blank">Assistant Professor</a>&nbsp;level may be eligible for appointment at the&nbsp;<a href="https://www.usajobs.gov/job/735130800" target="_blank">Instructor</a>&nbsp;or&nbsp;<a href="https://www.usajobs.gov/job/735130200" target="_blank">Senior Instructor</a>&nbsp;level. Why work for DLIFLC?In addition to competitive salaries with locality pay, as a Department of Defense organization, employees receive a government pension in addition to Social Security; employees are also eligible for the Thrift Savings Plan with government contributions of up to 5% of salary. Health insurance can be carried over into retirement, with the federal government paying up to 75% of the premiums.A government sponsored wellness program allows for three hours per week of exercise on government time. Free access is offered to a state-of-the art gym located on the Presidio. After one year of service, employees receive up to 12-weeks of paid parental leave upon the birth of a child. Access to government childcare facilities may be available, and fee assistance for private childcare may be available subject to eligibility guidelines. DLIFLC offers generous paid time off benefits, with 13 days of sick leave each year plus 13-26 days of annual leave (vacation time) depending on length of service. Additionally, DLIFLC offers an Educational Assistance Program that may pay tuition for courses related to the employee's work assignment. To learn more about DLIFLC, visit our&nbsp;<a href="https://www.dliflc.edu/administration/employment" target="_blank">website</a>&nbsp;or find us on&nbsp;<a href="https://www.facebook.com/DLIFLC" target="_blank">Facebook.</a> Additional information
<ul>
<li>Please be sure to note all requirements and application procedures as contained on the official USAJobs vacancy announcement. If there are any discrepancies between this posting and that on the official USAJobs site, the USAJobs terms will prevail.</li>
<li>Relocation expenses may be authorized subject to approval, funding, and federal regulations.</li>
<li>Recruitment and Relocation incentives may be authorized subject to approval, funding, and federal regulations.</li>
<li>NOTICE OF VETERANS PREFERENCE: Department of Defense considers veterans' preference eligibility a positive factor for hiring. Applicants eligible for veterans' preference must include that information in their cover letter or resume and attached supporting documentation (e.g., DD Form 214, "Certificate of Release or Discharge from Active Duty") to their submissions. Although the point-preference system is not used, applicants eligible to claim 10-Point preference must submit a Standard Form (SF) 15, "Application for 10-Point Veteran Preference," and supporting documents required for specific type of preference claimed. (SF 15, which lists the types of 10-Point Preference and the required supporting documents, is available from the Office of Personnel Management Website at&nbsp;<a href="http://www.opm.gov/" target="_blank">www.opm.gov</a>.).</li>
</ul>
DEPARTMENT OF THE ARMY EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT March 21, 2023 As Secretary of the Army, I am committed to developing and fostering an environment that promotes and reflects diversity, equity, inclusion, and accessibility. Individually, these concepts enhance the Army's ability to create cohesive teams, which is integral to building trust at all levels; collectively, they leverage the strength of our people, advance opportunity, and optimize talent. These concepts enable the Army to fight and win our Nation's wars. As an integral part of that mission, the Army must protect our own employees from unlawful discrimination, harassment, and retaliation to ensure continued success. This equal employment opportunity (EEO) policy statement is a reminder that all Army employees are protected from unlawful discrimination. Army employees and applicants for employment are covered by Federal laws and Presidential Executive Orders designed to safeguard them from discrimination based on race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, genetic information (family medical history), political affiliation, military service, or other non-merit-based factors. These protections extend to all management practices and employment decisions, including recruitment and hiring, performance appraisals, promotions, training, and career development programs. Consistent with these obligations, the Army provides reasonable accommodations to employees and applicants for functional limitations caused by disabilities, and for sincerely held religious beliefs, observances, and practices. Army employees and applicants are also protected against retaliation. Consistent with Federal laws, acts of retaliation against an employee or applicant who engages in protected activity, such as reporting discrimination or harassment or participating in the EEO process, will not be tolerated. The Army will take prompt action if an employee or applicant is subjected to workplace discrimination, retaliation, or harassment (including sexual harassment). We must be diligent in maintaining a workplace free from discrimination. This includes working to ensure that harassment, on any protected basis, does not occur within our Army. Army managers and supervisors play a critical role and have a responsibility to help prevent and eliminate harassment in the workplace, and all employees have a duty not to engage in harassing conduct and to report any such conduct if it occurs. Army employees or applicants who believe that they have been subjected to discrimination, harassment, or retaliation should contact their local EEO office. It is incumbent upon all of us to ensure that the Army is a model employer and serves as an example of equity and inclusiveness for all workplaces, within and outside the Federal government. Likewise, each of us must take responsibility for implementing the Army's EEO policy and cooperating fully in its enforcement. In so doing, we reaffirm our collective commitment to a work environment free from unlawful discrimination, harassment, and retaliation. Christine E. Wormuth Secretary of the Army

Assistant Professor of Chinese: Chinese Mandarin Language and Culture Instructor

The initial cutoff date for referral is 8/3/2023. Applicants applying by the initial cutoff date will be given first consideration. Additional referral lists will be created monthly or as vacancies become available. Serves as a Russian language teacher at the Defense Language Institute Foreign Language Center (DLIFLC) located on the Presidio of Monterey in Monterey, CA. DLIFLC offers intensive foreign language instruction in fourteen languages and dialects languages on a schedule that extends throughout the year. Courses are taught six hours per day, five days a week with the exception of federal holidays. Learn more about&nbsp;<a href="https://www.youtube.com/watch?v=z_5e3--107U" target="_blank">student life</a>&nbsp;and our&nbsp;<a href="https://vimeo.com/261328850" target="_blank">Institute</a>&nbsp;in these videos.
DLIFLC provides high quality culturally based foreign language training to enhance the national security of the United States. As an accredited institution, it awards Associates of Arts and Bachelor degrees to qualified graduates. U.S. Citizenship is not required, although candidates must have work authorization for the U.S. Candidates wishing to use Optional Practical Training (OPT) work authorization may be considered. DLIFLC may be able to support candidates with an H1-B visa under certain circumstances.
Application information Starting salary for Assistant Professor is $83,309-$88,103 per year. All applications must be made via&nbsp;<a href="https://www.usajobs.gov/job/722169100" target="_blank">USAJobs</a>, the federal government's official hiring website. Applicants who do not qualify for initial appointment at the&nbsp;<a href="https://www.usajobs.gov/job/733986800" target="_blank">Assistant Professor</a>&nbsp;level may be eligible for appointment at the&nbsp;<a href="https://www.usajobs.gov/job/733988500" target="_blank">Instructor</a>&nbsp;or&nbsp;<a href="https://www.usajobs.gov/job/733987800" target="_blank">Senior Instructor</a>&nbsp;level. Why work for DLIFLC? In addition to competitive salaries with locality pay, as a Department of Defense organization, employees receive a government pension in addition to Social Security; employees are also eligible for the Thrift Savings Plan with government contributions of up to 5% of salary. Health insurance can be carried over into retirement, with the federal government paying up to 75% of the premiums.A government sponsored wellness program allows for three hours per week of exercise on government time. Free access is offered to a state-of-the art gym located on the Presidio. After one year of service, employees receive up to 12-weeks of paid parental leave upon the birth of a child. Access to government childcare facilities may be available, and fee assistance for private childcare may be available subject to eligibility guidelines. DLIFLC offers generous paid time off benefits, with 13 days of sick leave each year plus 13-26 days of annual leave (vacation time) depending on length of service. Additionally, DLIFLC offers an Educational Assistance Program that may pay tuition for courses related to the employee's work assignment. To learn more about DLIFLC, visit our&nbsp;<a href="https://www.dliflc.edu/administration/employment" target="_blank">website</a>&nbsp;or find us on&nbsp;<a href="https://www.facebook.com/DLIFLC" target="_blank">Facebook.</a> Additional information
<ul>
<li>Please be sure to note all requirements and application procedures as contained on the official USAJobs vacancy announcement. If there are any discrepancies between this posting and that on the official USAJobs site, the USAJobs terms will prevail.</li>
<li>Relocation expenses may be authorized subject to approval, funding, and federal regulations.</li>
<li>Recruitment and Relocation incentives may be authorized subject to approval, funding, and federal regulations.</li>
<li>NOTICE OF VETERANS PREFERENCE: Department of Defense considers veterans' preference eligibility a positive factor for hiring. Applicants eligible for veterans' preference must include that information in their cover letter or resume and attached supporting documentation (e.g., DD Form 214, "Certificate of Release or Discharge from Active Duty") to their submissions. Although the point-preference system is not used, applicants eligible to claim 10-Point preference must submit a Standard Form (SF) 15, "Application for 10-Point Veteran Preference," and supporting documents required for specific type of preference claimed. (SF 15, which lists the types of 10-Point Preference and the required supporting documents, is available from the Office of Personnel Management Website at&nbsp;<a href="http://www.opm.gov/" target="_blank">www.opm.gov</a>.).</li>
</ul>
DEPARTMENT OF THE ARMY EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT March 21, 2023 As Secretary of the Army, I am committed to developing and fostering an environment that promotes and reflects diversity, equity, inclusion, and accessibility. Individually, these concepts enhance the Army's ability to create cohesive teams, which is integral to building trust at all levels; collectively, they leverage the strength of our people, advance opportunity, and optimize talent. These concepts enable the Army to fight and win our Nation's wars. As an integral part of that mission, the Army must protect our own employees from unlawful discrimination, harassment, and retaliation to ensure continued success. This equal employment opportunity (EEO) policy statement is a reminder that all Army employees are protected from unlawful discrimination. Army employees and applicants for employment are covered by Federal laws and Presidential Executive Orders designed to safeguard them from discrimination based on race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, genetic information (family medical history), political affiliation, military service, or other non-merit-based factors. These protections extend to all management practices and employment decisions, including recruitment and hiring, performance appraisals, promotions, training, and career development programs. Consistent with these obligations, the Army provides reasonable accommodations to employees and applicants for functional limitations caused by disabilities, and for sincerely held religious beliefs, observances, and practices. Army employees and applicants are also protected against retaliation. Consistent with Federal laws, acts of retaliation against an employee or applicant who engages in protected activity, such as reporting discrimination or harassment or participating in the EEO process, will not be tolerated. The Army will take prompt action if an employee or applicant is subjected to workplace discrimination, retaliation, or harassment (including sexual harassment). We must be diligent in maintaining a workplace free from discrimination. This includes working to ensure that harassment, on any protected basis, does not occur within our Army. Army managers and supervisors play a critical role and have a responsibility to help prevent and eliminate harassment in the workplace, and all employees have a duty not to engage in harassing conduct and to report any such conduct if it occurs. Army employees or applicants who believe that they have been subjected to discrimination, harassment, or retaliation should contact their local EEO office. It is incumbent upon all of us to ensure that the Army is a model employer and serves as an example of equity and inclusiveness for all workplaces, within and outside the Federal government. Likewise, each of us must take responsibility for implementing the Army's EEO policy and cooperating fully in its enforcement. In so doing, we reaffirm our collective commitment to a work environment free from unlawful discrimination, harassment, and retaliation. Christine E. Wormuth Secretary of the Army

Assistant Professor of Russian: Russian Language and Culture Instructor

Accountable to:&nbsp;President
General Summary:&nbsp;&nbsp;Under the direction of the University President, the Vice President for Administration &amp; Finance serves as the Chief Financial Officer of the University.&nbsp;&nbsp;The VPAF administers the University budget as well as supervises the Business Office, Human Resources, Office of Financial Aid, Facilities, Security and Safety, and the Office of Information Technology. The VPAF is also responsible for the outsourced Bookstore, general contract administration, regulation administration, The University’s annual budget, fiscal policies, and other services as assigned.&nbsp;&nbsp;The VPAF works closely with various State of North Dakota governing and regulating agencies.
Primary Responsibilities:&nbsp;
Business Office&nbsp;- Responsible for the accurate accounting and budgeting of appropriated and non-appropriated funds to include payroll and student accounts. Human Resources&nbsp;- Responsible for talent acquisition, salary administration, employee training, and appropriate application of&nbsp;&nbsp;HR policies, procedures, and practices. May coordinate on the process of position creation and management. Student Financial Aid&nbsp;- Responsible for accurate accounting and disbursement of student financial aid; federal funds, scholarships, grants, waivers, and awards used by students for tuition, books, and fees. Facilities Management&nbsp;- Responsible for the maintenance and cleaning of all buildings and grounds of the University.&nbsp;&nbsp;Provides oversight for new construction and renovation of buildings. Campus Safety and Security&nbsp;- Provides security services 24/7, Clery Act reporting, and safety measures. &nbsp;Information Technology Center&nbsp;- Provides for the physical infrastructure, security and support of all campus network and communication lines, computers and related I.T. equipment on campus. Bookstore&nbsp;- Responsible for the oversight of bookstore operations (currently contracted with Barnes &amp; Noble) Coordination with North Dakota University System office&nbsp;- Responds to requests for information from the NDUS and SBHE, assists with presentations as necessary and serves as a member of the NDUS Administrative Affairs Council. Budget Administration&nbsp;- Coordinates the budget requests and development processes. Serves on the Strategic Planning and Budget Council.&nbsp;&nbsp;Serves on the Faculty Senate Salary and Budget Committee. Contract Administration&nbsp;- Executes most contracts and works with assigned attorney to ensure compliance with state laws. &nbsp;
Secondary Responsibilities:
Dining Services&nbsp;- Coordinates with the VPSA to manage the food services contract (currently contracted with Sodexo).&nbsp;&nbsp;Sets board rates in conjunction with food services personnel. Residence Life&nbsp;- Coordinates with the VPSA to maintain residence halls for safety, security, and student satisfaction.&nbsp;&nbsp;Accounts for charges and receipts regarding student residence fees.&nbsp;&nbsp;Sets room rates in connection with residence life personnel. Dakota College at Bottineau&nbsp;- Coordinates with DCB personnel to provide advice and assistance as necessary.
Performance Standards
Fulfills defined responsibilities for the position and sets strategic annual professional goals and objectives.&nbsp; Participates actively as a team member of President’s Staff and University Cabinet. Monitors the work performance of staff, clearly communicates expectations and responsibilities, conducts evaluations, and takes corrective actions as necessary. Provides professional development opportunities for staff, and orients staff to university practices, procedures, and policies. Ensures an inclusive and participatory working climate in which staff members are empowered and free to express themselves in a non-threatening environment, promoting civility, creativity, and professionalism. Follows established policies and practices. Responds to supervisory instructions and guidelines in a timely and responsible manner. Meets all expectations for university staff members’ professional conduct.&nbsp; Accountable for the following first-level reports:&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;
&nbsp;Associate VPAF/Controller &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Director, Bookstore &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Director, Facilities Management &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Director, Financial Aid &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Director, Human Resources &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Director, Campus Safety &amp; Security &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Co-Directors, Information Technology Center
Minimum Qualifications:
Baccalaureate degree in finance, administration, accounting, or a directly related discipline from a regionally accredited institution.&nbsp; Minimum of eight (8) years successful and progressive experience and background in leadership and administrative roles, with direct and administrative fiscal experience in a college or university setting Outstanding communication skills&nbsp;&nbsp;&nbsp;&nbsp; &nbsp;
Preferred Qualifications:
1. Graduate degree in finance, administration, accounting, or a directly related field or CPA certification preferred
2.&nbsp;ND Veteran’s Preference applies
Other Significant Characteristics:
Be an individual with high integrity, principles, and work ethic. Endorse the principles of shared governance, inclusive and research-based decision making. Possess a philosophy that is aligned with the institutional mission and core values and possess the ability to work constructively and fairly with faculty, students, staff, and other stakeholders of the University.&nbsp; Possess a “can-do” attitude, approach problems and issues objectively, responsibly, while cooperatively exploring options and solutions.&nbsp; Possess the abilities to provide effective leadership and to facilitate effective long-term strategic planning guided by a clear vision. Provide responsible supervision and support of employees. Make high-quality judgments and decisions based upon institutional data and input. Have the ability to manage resources effectively, fairly, and positively. Be experienced interacting with auditors, government officials, and legislators.&nbsp; Be active professionally and aware of current developments in professional arenas, with the experience or interest in becoming an active participant in professional organizations. Be willing to be an active and visible participant in the life of the University and the greater community. Please Note -&nbsp;The reviewing of potential candidates will begin on August 13th, 2023
The above is intended to describe the general content of and requirements for the performance of this position.&nbsp;&nbsp;&nbsp;It is not to be construed as an exhaustive statement of duties, responsibilities, or requirements.
Additional Information Equal Opportunity and Non-Discrimination Statement:&nbsp;&nbsp;Minot State University (MSU) is committed to the principle of equal opportunity in education and employment. MSU does not discriminate on the basis of race, color, national origin, religion, sex, age, disability, sexual orientation, gender identity and expression, genetic information (GINA), marital or parental status, veteran’s status, citizenship status, public assistance status, participation in lawful off-campus activity, spousal relationship to current employee, or other protected status under federal, state, or local law. MSU complies with all federal and state non-discrimination, equal opportunity and affirmative action laws, orders and regulations, including complying with the Civil Rights Act, the Americans with Disabilities Act, the Rehabilitation Act of 1973, and Title IX of the Education Amendments of 1972. This policy applies to admissions, enrollment, scholarships, loan programs, participation in University activities, employment, and access to participation in, and treatment in all University programs and activities.
For more information, or for accommodations contact:&nbsp;<a href="mailto:hr@minotstateu.edu" target="_blank">hr@minotstateu.edu</a>. For Relay Services:&nbsp;<a href="http://www.relaynorthdakota.com/" target="_blank">Relay North Dakota</a>
ND Veteran's Preference:&nbsp;North Dakota Veterans claiming preference must submit all proof of eligibility by the closing date. Proof of eligibility includes a DD-214 or NGB 22 and if claiming disabled status, a current letter of disability from the VA dated within the last 12 months.
&nbsp;Confidentiality of Application Materials
Pursuant to NDCC 44-04-18.27, applications and any records related to the applications that identify an applicant are confidential, except records related to the finalists of the position, which are open to the public after the search committee has identified the top three finalists who will be invited to campus.

Vice President of Administration and Finance

Working within a team, the Electronic Resources Librarian is responsible for the acquisition, receipt, maintenance, and renewal of electronic resources for the library. The Electronic Resources Librarian resolves electronic access problems, performs regular cleanup of data, and maintains records related to the library’s e-resources. Reporting to the Senior Electronic Resources Librarian, the Electronic Resources Librarian routinely interacts with cataloging staff, collection development staff, vendors, and publishers. The Electronic Resources Librarian assists with other projects within the Technical Services Division as needed.
Salary: $58,000 minimum, hiring commensurate with experience and qualifications. This position offers a flexible work schedule (minimum of 3 days in the office per week).
Requirements
Master's Degree in Library or Information Science
Skills:
<ul>
<li>Communication skills</li>
<li>Strong attention to detail</li>
<li>Able to maintain good customer relations</li>
<li>Able to work effectively in a team environment</li>
<li>Able to work in many library systems such as EZProxy, Open URL link resolvers, and electronic records management systems&nbsp;</li>
</ul>
Essential Functions
<ul>
<li>Assists with the purchase of specific materials to meet the needs of Rice library users&nbsp;</li>
<li>Maintains assigned resources over time&nbsp;</li>
<li>Generates reports and conducts analyses&nbsp;</li>
<li>Develops an understanding of customer interests and needs</li>
<li>Maintains aspects of electronic collections&nbsp;</li>
<li>Works with technical services staff members to ensure accuracy of the Library’s database&nbsp;</li>
<li>Works with collection development librarians to recommend electronic products by contacting suppliers and setting up trials&nbsp;</li>
<li>May provide usage statistics&nbsp;</li>
<li>Performs all other duties as assigned</li>
</ul>
Additional Functions
<ul>
<li>Works with vendors, IT, cataloging, and public services staff to establish standards for information storage and display</li>
<li>Prepares and maintains systems manuals and documentation</li>
<li>Promotes communication and enhanced service through production of instructional materials for public and technical services units</li>
<li>Establishes and maintains regular communication channels with vendors/publishers</li>
<li>Identifies and works with vendors to establish services and resolve problems</li>
<li>Serves as problem resolution resource for orders, claims, database and electronic journal access; may involve direct contact with users in order to understand and resolve problems</li>
<li>Utilizes local and web-based online systems, manual records, etc., and works closely with IT staff and acquisitions librarians to identify and resolve complex order problems</li>
<li>Communicates to obtain information needed to resolve complex problems with access to electronic resources as identified by staff within the library</li>
<li>Plans and implements special projects</li>
<li>Responsible for managing the library’s electronic products</li>
<li>Manages the EZProxy configuration files</li>
<li>Has primary responsibility for updates to our OpenURL link resolver and updates to local listings&nbsp;</li>
</ul>
Preferences
<ul>
<li>1 year related experience in managing electronic resources in an academic setting</li>
<li>Experience with the Alma library platform</li>
<li>Experience with EZProxy</li>
<li>Knowledge of metadata/MARC records</li>
<li>Strong analytical and problem-solving skills</li>
</ul>
*Special Instructions to Applicants:* Applications received by August 14, 2023 will receive first consideration. All interested applicants should attach a cover letter, a resume, and the titles, addresses, telephone numbers and email addresses of three references in the Supporting Documents section of the application. We suggest the documents be in a PDF format to avoid formatting issues.
Inquiries: Lisa Spiro, Assistant University Librarian/Search Coordinator at (713) 348-2480 or <a href="mailto:lspiro@rice.edu" target="_blank">lspiro@rice.edu</a>.
Fondren Library <a href="https://knowledgecafe.rice.edu/benefits" target="_blank">https://library.rice.edu/</a>
Rice University HR / Benefits website <a href="https://knowledgecafe.rice.edu/benefits" target="_blank">https://knowledgecafe.rice.edu/benefits</a>
Rice Mission and Values <a href="https://www.rice.edu/mission-values" target="_blank">https://www.rice.edu/mission-values</a>
Rice University is an Equal Opportunity Employer with commitment to diversity at all levels, and considers for employment qualified applicants without regard to race, color, religion, age, sex, sexual orientation, gender identity, national or ethnic origin, genetic information, disability or protected veteran status.

Electronic Resources Librarian

Opportunity
Reporting to IRAP’s Executive Vice President, External Relationsand Chief of Staff, the Vice President (VP), Development will be anintegral member of the IRAP team, and involved in theorganization’s overall strategic development. They will oversee andmanage the organization’s fundraising strategy, development, andexecution, and will build key infrastructure and contacts tostrengthen and sustain its activities. In partnership with theExecutive Vice President, External Relations and Chief of Staff,the Development team, and other key stakeholders, the VP will be astrategic leader and frontline fundraiser, forging newrelationships to increase IRAP’s visibility, achieve ambitiousimpact, and secure long-term financial resources. They will lead,in partnership, the design and implementation of a comprehensive,clearly-articulated multi-year plan to maintain organizationalhealth in the years to come. The VP will hold a portfolio ofprincipal and major individual and institutional donors, and willbe responsible for personal fundraising performance alongside therest of the development team.&nbsp;
The VP, Development will have primary responsibility forestablishing and implementing the infrastructure needed to grow a$30M annual budget through the solicitation of grassroots tomajor/principal gifts, special events and virtual opportunities,and corporate and foundation support. They will expand anddiversify IRAP’s donor base/pipeline and work closely with otherteam members to secure funding for new initiatives. In addition,the VP will work closely with the Board of Directors on theirrespective individual fundraising / relationship-building plans,and encourage everyone, through many different avenues, to becomemore involved in helping the organization reach their fundraisinggoals.
The VP, Development will directly supervise the highly strategicDevelopment Leadership Team, comprising the Director of IndividualPhilanthropy, Director of Institutional Philanthropy, and theDevelopment Operations team lead, in addition to overseeing andleading the nine Development team professionals. They will also bea member of the Senior Management Team, responsible for helping todevelop a strategic execution plan to achieve organizationalresults.
Responsibilities
<ul>
<li>Provide strategic vision and direction to build a first-ratedevelopment program, in partnership with the Executive LeadershipTeam, Development team, and Board of Directors, includingindividual, corporate, and foundation fundraising, and support andensure stellar development operations.</li>
<li>Through a combination of donor, prospect, Board, and staffengagement; intentional pipeline building and authenticstewardship; and creative and innovative fundraising strategies,lead the organization-wide goal of deepening existing andprospective funder relationships, and expanding and diversifyingthe base of supporters and ambassadors.</li>
<li>Maintain a dynamic portfolio of high-net-worth individuals andmajor institutional funders.</li>
<li>Support the Board of Directors, including staffing theDevelopment Committee, as it undertakes greater fundraising andpipeline-building efforts.</li>
<li>Ensure dynamic processes in all phases of prospect management,donor qualification, cultivation, solicitation, stewardship, anddevelopment reporting.</li>
<li>Create and implement a plan for the diversification of fundingtypes, such as expanding our non-U.S. supporter base, competing formore multilateral funding opportunities, and/or acceleratinggrassroots giving.&nbsp;</li>
<li>Ensure the mobilization of virtual and in-person fundraisingactivities, including by leading the biannual Audacious Communitycalls and other development cultivation and stewardshipopportunities.&nbsp;</li>
<li>Communicate regularly with the Executive Vice President,appropriate Executive Leadership Team members, and the SeniorDirector, Global Planning and Strategic Resourcing to understandpotential programmatic funding needs, then work with others on theDevelopment team to identify and pursue funding opportunities tomeet those needs.</li>
<li>With the support of the Development Operations team, provideregular analysis and reporting on the overall performance offundraising against goals and Annual Plan.</li>
<li>Actively manage the Development departmental budget, bringingrisks and opportunities to the attention of the EVP, ExternalRelations and Chief of Staff.</li>
<li>In collaboration with the Senior Director of Communications,devise and implement compelling and consistent external messaging,and build consistent and recognizable identity to further IRAP’sbrand and enhance visibility.</li>
<li>Identify, develop, and mentor the Development team, and fostera team culture of accountability, collaboration, honesty, respect,and joy.</li>
<li>Indirectly manage a team of Development professionals who aremembers of the union.</li>
<li>Together with the Development team, advance DEIAB efforts infundraising, including elevating client and partner voices, andsupporting Development’s role in the achievement oforganization-wide DEIAB goals.</li>
</ul>
Qualifications
Education
<ul>
<li>Bachelor’s degree required.</li>
</ul>
Experience
<ul>
<li>At least ten years of professional experience in amission-driven, nonprofit organization.</li>
<li>Demonstrated success in a Development function/role/position(managing and forging relationships with multiple donorsources).</li>
<li>Five years of management or supervisory experience required;supervisory experience in a unionized environment preferred.</li>
<li>Experience in building a dynamic and effective fundraisingprogram, designed to grow with time and the expanding needs of theorganization.</li>
<li>Experience working with Salesforce, Raiser’s Edge or other CRMdatabase management systems is a plus.</li>
</ul>
Values, Competencies and Skills
<ul>
<li>Highly creative and strategic minded; ability to influence andengage a wide range of donors and build long-termrelationships.</li>
<li>Demonstrated ability to direct broad fundraising initiatives tomeet institutional goals, and proven ability to personally raiseprincipal and major individual and/or institutional gifts.</li>
<li>Superb writing, communication, and analytical skills.</li>
<li>Exceptional organizational and time management skills.</li>
<li>Flexible and adaptable style; a leader who can positivelyimpact both strategic and tactical fundraising initiatives.</li>
<li>Ability to work both independently without close oversight, butalso a team player who will productively engage with others,including IRAP staff, leadership, Board of Directors, and other keystakeholders.</li>
<li>Demonstrated ability to inspire, engage, and motivatestaff.</li>
<li>High standards of professional and ethical conduct, integrity,and accountability.&nbsp;</li>
<li>Must be familiar with nonprofit financial management andprogram budgeting.</li>
<li>Commitment to IRAP’s mission to create a world where refugeesand all people seeking safety are empowered to claim their right tofreedom of movement and a path to lasting refuge.</li>
</ul>
Location
The candidate will work in one of IRAP’s U.S. offices in NewYork City or Washington, DC, but remote work candidates will beconsidered. The position must be able to work within EST workhours, +/- two hours, to facilitate team collaboration.
Job-related Requirements
This position does not require regular office presence.
This position requires the ability to travel (approximately sixtimes per year, including possible international travel),occasional work outside daytime business hours to meet withsupporters and participate in cultivation opportunities, andrepresent IRAP at external events/meetings as and whenrequired.
Compensation
IRAP strives for equity and transparency in its compensationpractices. Compensation is based on experience, education, andinternal equity. The salary for this role is in a range based onmarket data and will be between $158,772 - $180,071.
Benefits
IRAP offers an extremely competitive benefits package in eachlocation. For more information about IRAP’s benefits, please visitour careers page.&nbsp;
IRAP’s benefits vary across office locations, and IRAP seeks tooffer equitable and generous benefits to all employees. IRAP’s U.S.benefits include:
<ul>
<li>Fully paid family health insurance</li>
<li>Retirement options</li>
<li>Extensive PTO (20 or more vacation days &amp; 19 org-wideholidays)&nbsp;</li>
<li>Comprehensive leave time for sickness</li>
<li>Disability and parenting (5 months of parentalleave)&nbsp;</li>
<li>Reimbursement for work from home equipment</li>
<li>Generous opportunities for professional development</li>
</ul>
&nbsp; Benefits
IRAP’s benefits vary across office locations, and IRAP seeks tooffer equitable and generous benefits to all employees. IRAP’s U.S.benefits include:
<ul>
<li>Fully paid family health insurance</li>
<li>Retirement options</li>
<li>Extensive PTO (20 or more vacation days &amp; 19 org-wideholidays)&nbsp;</li>
<li>Comprehensive leave time for sickness</li>
<li>Disability and parenting (5 months of parentalleave)&nbsp;</li>
<li>Reimbursement for work from home equipment</li>
<li>Generous opportunities for professional development</li>
</ul>

Vice President, Development

*A retained search via&nbsp;StratéGenius&nbsp;&nbsp;
---
Maybeck High School, an inclusive and vibrant school grounded in community and individuality, is seeking a thoughtful and dynamic educator to lead through collaboration and compassion as the next School Director. Founded 50 years ago in Berkeley, California, when four local teachers rebelled against censorship in the classroom, Maybeck was established with academic freedom at its core - freedom for students and staff, alike. Today, Maybeck thrives from that practice of freethinking. It is an intentionally small school with an enrollment of approximately 115 students. This allows students to be known deeply, forming close bonds with each other and with each member of staff. Community is at the heart of Maybeck in a way that not many other schools can claim. It is a unique school that nurtures young people who know and believe in their self-worth due largely to the acceptance, support, and respect they receive from the Maybeck community.&nbsp;&nbsp;&nbsp;
Reporting to the Board of Directors, the School Director is simultaneously the public face of the school, an enthusiastic educator, and its central administrator. While the School Director has executive decision-making authority regarding many of the school’s affairs, they are expected to actively collaborate and to build consensus among the full staff when making educational and operational decisions. Administrative leadership at Maybeck is unique in this way. Maybeck was founded as a school run by teachers and this is still true today. While many schools centralize decision-making authority to a “Leadership Team,” at Maybeck, leadership is extended across all staff through several different committees that plan, propose, and decide policy and operations. To this end, Maybeck’s School Director must have a broad-minded definition of servant leadership, with sincere intention and demonstration of placing the group before the individual.
The Position and Strategic Priorities
In partnership with the staff, the Director will guide the school community both in everyday planning and long-term strategic direction, including helping to develop the next strategic plan. The Director is the outward facing spokesperson for the school, and as such, will provide persuasive and transparent communication that faithfully represents Maybeck’s culture and its core values. In guiding and structuring the efforts of the staff to achieve Maybeck’s mission, the Director will clarify Maybeck’s identity as a school through a collaborative process that will ultimately help strengthen Maybeck’s position in the marketplace.&nbsp;
In the coming years, the Director can anticipate being a part of several important conversations on topics that include: ensuring a robust, high-quality academic program that challenges and supports a diversity of learners and learning styles; providing critical leadership in the areas of diversity, equity, inclusion, justice, and belonging (DEIJB) to deliver economic and racial diversity in admissions, embed DEIJB practice and norms into student activities and life, and foster an inclusive community that ensures a space and a voice for all groups and identities; staying current on pedagogical practices for the classroom through professional development as appropriate for all staff; and collaborating with the Board to seek non-tuition avenues of fundraising that will increase our endowment and allow us to expand our commitment to significant economic diversity in our student body..
The Director is the keeper of Maybeck’s collective vision, and with that, is a teacher, at heart and in practice. The Director will be seen and known on campus and in the classroom. This is not a role where one stays locked behind the closed door of an office; rather, it entails leading from within as an active participant in daily life. The Director will provide additional operational structure and vision to maintain Maybeck’s spirit. The School is an amalgam of college preparatory, personalized education, quirky characters, and autonomous staff and students. As a result, the Director must be adaptable, well-rounded, curious, open-minded, and patient while navigating a unique governance structure and simultaneously graduating students who consistently attend some of the top colleges and universities in the country.&nbsp;
Search Calendar
<ul>
<li>Application deadline: September 15, 2023</li>
<li>Semifinalist interviews: Early to Mid-October 2023</li>
<li>Finalist interviews: Weeks of October 23 and 30, 2023</li>
<li>Announcement: Late December 2023 to Early January 2024</li>
<li>Start date: July 1, 2024</li>
</ul>
To read the full opportunity statement and learn how to apply, click the link below:
<a href="https://www.strategenius.org/opportunity-maybeck-school-director" target="_blank">Leadership Opportunity: Maybeck High School — StratéGenius (strategenius.org)</a>

School Director (Head of School)

Associate Principal Scientist, Life Sciences w/Pepsi-Cola Technical Operations, Inc. in Purchase, NY. Provide nutritional &amp; policy expertise to inform PBNA (PepsiCo Beverages North America) Portfolio of the Future workstreams w/in beverages. Position reqs a Master's deg (U.S. or Foreign Equiv) in Public Health, Nutritional Sci, or Food Sci &amp; 7 yrs of exp in job offered or rel roles w/ subject matter expertise in health &amp; nutrition scis. Must have 5 yrs of exp in: Dvlpng &amp; interpreting sci literature to ensure integrity of clinical studies for functional ingredients; Analyzing &amp; interpreting public policy, incl anticipated shifts thru partnership w/ trade associations; &amp; Planning, dvlpng, &amp; executing educational materials for healthcare or R&amp;D prof'ls. Must have 3 yrs of exp in: Translating sci into on-pack claims that resonate w/ consumers. Must have 6 mos of exp in: Creating &amp; executing a research based, multi-yr sweetener strategic roadmap. *Telecommuting permitted 20%: work may be performed w/in normal commuting distance from the Pepsi-Cola Tech Operations, Inc. office in Purchase, NY. *Travel Reqd: 20% Domestic. Sal: $120,058-$138,000/yr. QUALIFIED APPLICANTS: Visit <a href="http://www.pepsicojobs.com" target="_blank">http://www.pepsicojobs.com</a> &amp; search req ID # 397715 or job title. Click on matching job &amp; follow directions to submit resume.

Associate Principal Scientist, Life Sciences 

Management: SCOR Reinsurance Company seeks CTO Sr Business Analyst in NY, NY to manage tool dvlpmt &amp; improvement projects conducted w/in SBS (SCOR Business Solutions), in cooperation w/ other SCOR stakeholder such as IT, Claims, Accntg, Underwriting, Mrktng &amp; Reserving. Req'mts: Master's or foreign equiv in Mgmt or rel. field &amp; 6 yrs of progressively responsible exp in job offered or rel. occupation: utilizing project mgmt exp utilizing Agile methodology &amp; project mgmt tools incl workflow &amp; resource allocation. Proficiency in French req'd. Telecommuting &amp;/or work from home may be permissible pursuant to company policies. When not telecommuting, must report to work site. Offered salary is btwn $150,301 &amp; $165,000/yr. 40 hrs/wk. Pls email resume to <a href="mailto:LENGELSON@scor.com" target="_blank">LENGELSON@scor.com</a> &amp; indicate job code JM071725AD. No Headhunters. NO CALLS PLEASE. EOE.

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