ASAE
Senior Vice President of Talent Management and Development
ASAE, Washington, District of Columbia, us, 20022
Position:
Senior Vice President of Talent Management and DevelopmentOrganization:
American Dental Education AssociationReports to:
Chief Operating Officer and Chief of StaffLocation:
655 K Street, NW, Suite 800, Washington, DC 20001 (Hybrid Schedule)Salary:
$185,000 - $215,000 commensurate upon experience
Seeking a vibrant and skillful HR leader committed to excellence in talent management and strategy.ABOUT ADEAAs The Voice of Oral Health Education, the American Dental Education Association (ADEA) plays a criticalrole in shaping the future of oral health education and research. As such, ADEA works closely with itsconstituents to develop a well-prepared and an inclusive oral health workforce with the aim of improvingthe health of all persons and communities. Our members include the 80 U.S. and Canadian dental schools,800 plus allied/advanced dental education and residency programs, and more than 60 corporate partners.Representing 65,000+ students, faculty, staff, residents, fellows, and administrators throughout theacademic oral health professions, ADEA also advances innovation, academic and clinical research,leadership development (faculty, staff, and student), and enhances oral health through programming,advocacy, and by driving policy. With a staff of approximately 80 talented individuals, ADEA’s workencompasses a wide range of activities that focus on knowledge, research, and instructional expansion.The Association also leads efforts to foster clinical inquiry and transformative, agile change to meet thecurrent and future needs of a rapidly changing oral health education community and the health careprofessions.Through its eLearning series, conferences, meetings, collaborations, and publications such as the peerreviewed Journal of Dental Education, ADEA further fosters linkages and connections among a diversegroup of international and national partners. The linkages and connections further allow ADEA and itsstakeholders to leverage their collective strength to impact and improve not only the public health ofcommunities but the overall health of individuals. We also offer the oral health education applicationservices ADEA AADSAS, ADEA PASS, ADEA DHCAS and ADEA CAAPID. Learn more about ADEA at
adea.org
.ABOUT THE ROLE AND POSITIONThe Senior Vice President of Talent Management and Development (SVP TMD) at ADEA is a dynamic,solutions-focused, and strategic leader responsible for shaping and guiding the human resource and talentmanagement/development function. This key position also assists ADEA staff and leadership insupporting an inclusive, mission-driven, and humanistic culture so that the Association can enhance theemployee experience and fulfill its strategic goals.ADEA seeks an experienced human resource and talent management/development leader who has highemotional and cultural intelligence and understands the importance of fostering a culture that valuespeople and innovation. This leader is highly skilled at navigating nuanced areas with sound judgment andensuring a compliant and safe environment for all employees and members. The SVP TMD directs andguides ADEA’s full employment lifecycle, including recruiting and sourcing the best talent, exiting theAssociation such as retirement, as well as maintaining effective programs for onboarding, retention, andpromotion. This position currently supervises one direct report, a Senior Director, reports to the ChiefOperating Officer and Chief of Staff (COO/COS) and serves as a trusted advisor and strategic partner toADEA’s senior leadership, including the ADEA President and CEO (P&CEO).The successful SVP TMD is adept in leading with empathy, maintains an open-door policy for employeesand supervisors, champions professionalism and an inclusive workplace that supports employees feelingvalued and fosters employee belonging. The SVP TMD is also comfortable being hands-on as needed,exercising compassionate-firmness, and engaging in difficult but respectful conversations with a widerange of constituencies to ensure compliance and foster employee well-being.This role requires a forward-thinking professional that can advise on data-driven decisions. The SVP TMDmust also be adaptable and able to lead high-tech human resource operations will also developing hightouch relationships with a diverse group of leaders and constituents. The ADEA SVP TMD is a strong bigpicture strategic thinker and advises senior leadership on opportunities, while also advising on talentmanagement issues to drive positive Association business results. Additionally, the SVP TMD takes aposture of listening but is also solutions-focused and uses best practices to advance quality improvementand a culture that enhances staff accountability and continuous innovation to meet member needs. Thisposition contributes significantly to the growth and retention of ADEA staff and in ensuring that ADEAremains a top destination for talented professionals who want to make a difference in oral education,health care, postsecondary education, and/or the academic health professions.Key Responsibilities:•
Strategic Leadership & Talent Management:
Collaborates with the ADEA senior leadership teamto support its long-term mission and strategic objectives through effective talent managementand development. Keeps abreast of Association employment, human resources best practices,and trends to advise leadership and staff. Provides strategic direction and guidance related tocurrent and evolving human resources functions. Works collaboratively with senior leaders andstaff to implement impactful solutions in such areas as employee wellness and enhancingemployee management/leadership development and upskilling. Oversees talent strategiesrelated to recruitment, performance management, and employee engagement. Developsappropriate marketing strategies, defines roles and responsibilities of hiring team, and developsservice-level agreements to ensure an effective and efficient recruitment lifecycle. Advises theADEA senior leadership team, including the COO/COS and P&CEO, on issues such as successionplanning, organizational structure, compensation, promotions, benefits, and wellnessprogramming to build and retain a high-performing, inclusive workforce.•
Compensation, Benefits, & Employee Value Proposition:
Designs analyses, manages externalconsultants, and collaborates with the ADEA Senior Chief Financial Officer (CFO) and COO/COS toensure that ADEA’s compensation, benefits, and incentive programs remain competitive andequitable to retain and attract top talent. Regularly benchmarks compensation levels inconjunction with external consultants against market trends to ensure ADEA remainscompetitive. Leads initiatives that foster a positive employee experience, ensuring alignmentbetween strategic goals, and team/individual skills and professional development, while alsopromoting personal and career growth.•
Employee Relations & Performance Management:
Provides direction and serves as a coach andresource to staff and supervisors on all employee relations and performance issues. Developsand reviews employee performance policies and processes in conjunction with ADEA seniorleaders. Manages complex employee issues with a goal of fostering individual and collectiveprofessional growth, inter/intra departmental and staff solutions, and effective inter/intradepartmental communications. Advises staff, supervisors, and senior leadership regarding theemployee-related informal and formal ADEA complaint policies and processes. Consistent withADEA policies and applicable DC, federal, and other laws, conducts objective and thoroughemployment and/or other investigations as needed and directed by the COO/COS or P&CEO.Seeks employee feedback through surveys, focus groups, and exit interviews, and uses data todrive continuous improvement initiatives, and advise senior leadership on employeeprogramming and policies.•
Diversity, Equity, Inclusion, and Belonging (DEIB) Initiatives:
Partners with ADEA’s SeniorDirector of Diversity, Equity, and Inclusive Learning, the ADEA Access, Diversity, and Inclusion(ADI) team, and COO/COS to promote an inclusive, mission-driven, culturally-responsive, andhumanistic work environment. Drives DEIB initiatives that align with ADEA’s values and strategicpriorities. Supports wellness and an equitable, diverse, and welcoming workplace that fosterspositive cross-staff and cross-departmental/divisional collaboration and engagement.•
Compliance & Risk Management:
Collaborates with business partners, ADEA staff overseeingareas which intersect with human resources, and external legal counsel to ensure compliancewith legal standards and employment-related matters. Updates ADEA policies and practices toensure compliance with all applicable DC, federal, and other employment, regulatory, and laborlaws. Implements related best practices as needed and provides recommendations to ensureADEA’s compliance. Leads initiatives regarding workplace safety, workers’ compensation,employment-related insurance, employee regulatory requirements, and ensures training forADEA staff, supervisors, and other applicable ADEA stakeholders on these topics as needed.Manages immigration processes such as H1B visas and other employee-related compliancematters. Keeps ADEA senior leadership abreast of best practices and changes to applicableemployment laws and regulations and advises on recommendation and impact.•
Executive Compensation & Retirement Plan Administration:
Administers the 403(b) retirementplan in collaboration with the Senior CFO, ensuring compliance with all regulations, audits, andfilings. Serves as a liaison and engages with designated external compensation consultants toadvise and provide recommendations on executive compensation and salary benchmarkingstudies to the ADEA Board of Directors Finance Committee, Senior CFO, COO/COS, and P&CEO.Collaborates with the ADEA Immediate Past-Chair of the Board of Directors, COO/COS, SeniorCFO, and designated external consultants regarding the annual P&CEO evaluation survey, selfevaluation, and compensation review to ensure that the evaluation is conducted consistent withADEA policy.•
HR Operations & Technology Integration:
Directs and evaluates ADEA human resourcesprocesses and policies and partners with the ADEA Information Technology team to assesstechnology needs and provide recommendations to improve operational efficiency and ensurecompliance with applicable employment and related laws, regulations, and support bestpractices. Oversees human resources operations and works closely with the ADEA facilities team,IT, Senior CFO, COO/COS, and P&CEO in developing, designing, and managing employee spacesto support efficient operations, communication, workflow, and interactions.•
Leadership & Team Development:
Provides direct leadership to the ADEA Senior Director ofHuman Resources, offering constructive feedback, coaching, and fostering the individual’sprofessional growth. Supervises temporary employees and/or consultants assigned by theCOO/COS to work with human resources. Leads and implements professional development andtraining to enhance leadership and teammate interactions, improve staff communication andinnovation, advance employee wellness, promote ongoing organizational efficiency, and helpachieve ADEA’s strategic and functional goals while mitigating risk for the Association. Buildsstrong human resources and talent management and development operations that are agile,responsive, data-driven, and that align with the Association’s strategic priorities and policies.Partners with the ADEA senior leadership and staff to develop, assess, and plan programs whichfoster an inclusive, mission-driven, accountable culture, while also promoting individual andteam upskilling, collaborations, and effective communication to ensure ADEA meets its goals.The SVP TMD is a compelling opportunity for a human resources professional who thrives working in amission-driven environment with dedicated Association staff and members, seeking to make a tangibleimpact by assisting and positioning schools and programs in their efforts to produce an inclusive futureready oral health workforce. The SVP TMD will play a major role in supporting ADEA staff engagement,inclusion, development, and growth. The individual in this position will also serve as a trusted advisor inensuring ADEA is a great place to work and lead the future of oral health education.APPLICATION PROCESSFor consideration, interested candidates will submit the following: a completed application, a resume(Word or PDF), and a letter addressing your specific interest, experience, and alignment to ADEA’s missionand the qualifications of the position. Applications will be accepted through December 13, 2024.To obtain further details or inquire about this opportunity, please reach out to Danisha Martin, SeniorConsultant, Search, of Impact Search Advisors by Nonprofit HR at danisham@nonprofithr.com.
ADEA is an Equal Opportunity Employer. The Association’s EEO policy prohibits discrimination in employment on thebasis of race, color, religion, age, sex, national origin or ancestry, marital status, personal appearance, sexualorientation, gender identity or expression, pregnancy, childbirth, or related medical conditions, family responsibilities,genetic information, political affiliation, matriculation, veteran status, union affiliation, disability, credit information,status as a victim or family member of a victim of domestic violence, a sexual offense, or stalking, or any other legally-protected characteristic in accordance with federal or local law (the “Protected Categories”). EEO applies to all termsand conditions of employment, including but not limited to recruitment, hiring, training and development, promotion, termination, compensation, and benefits.ABOUT THE IDEAL CANDIDATEThe ideal candidate for the SVP TMD role will be a seasoned human resources leader with a proven trackrecord of strategic human resource planning, negotiating, facilitating, developing, and leading complexrelated functions. The incoming SVP TMD must have strong operational expertise and skill in resolvingcomplex employee issues. Additionally, this leader will have significant experience and excel as a proactivechange agent, collaborator, and coach. In working with the ADEA staff and senior leadership, the SVP TMDeffectively utilizes consultative strategies to gather input and support staff training, organizationaltransformation, and innovation. The SVP TMD has the experience, knowledge, and skills to align talentstrategies with the Association’s goals. The ideal candidate is adaptable and has demonstrated leadershipand excellent communication, presentation, and people skills, as well as the ability to build and fosterstrong trusting relationships, influence leaders, use negotiation skills and develop solutions to achieveresults. Experience and the ability to advise leaders on how to successfully lead people through change isessential. ADEA seeks an accomplished human resource leader with a knowledge of industry best practicesand employment regulations to drive talent initiatives. Additionally, we are searching for a highlyaccomplished professional with solid business acumen, exceptional discernment, and communicationskills, and preferably someone who has successfully navigated the nuanced membership associationenvironment.Education & Certifications• Bachelor’s degree in Human Resources, Business Administration, or a related field is required;Master’s or law degree is highly preferred.• Professional certification such as SPHR or SHRM-SCP is strongly preferred.Experience & Expertise• A minimum of 12 years of human resources management experience or 10 years with a graduatedegree.• Experience in strategic HR management and talent management in a nonprofit associationenvironment is highly preferred.• Proven experience in human resources leadership roles, including managing teams, coachingsupervisors, and resolving complex employee relations issues.• Demonstrated knowledge of human resources operations, including total rewards programs,employee engagement strategies, professional development, compensation, benefits,performance management, and employee relations.• Familiarity with HRIS systems and the ability to effectively learn new software and relatedemployee information technology, with a preference for Paycom; experience with andproficiency in Microsoft Office (Word, Excel, Outlook, PowerPoint), Adobe Acrobat, andZoom/Teams.Key Skills & Attributes• Strategic & Operational Balance: Ability to operate at both strategic and operational levels,providing short-term and long-term HR direction while managing day-to-day operationalfunctions.• Business Acumen: Strong understanding of the business drivers in a mid-sized association andthe ability to align human resources and talent strategy to support the Association’s goals andmission.• Leadership & Supervisory Skills: Proven track record of supporting and fostering inclusivecultures, successfully managing, coaching, and leading diverse teams, and providing leadershipregarding human resources best practices.• Communication and Conflict Resolution Skills: Excellent written and verbal communicationskills, solid conflict resolution, ability to effectively advise, give presentations, and interact withexecutive leadership, staff, and other stakeholders.• Project Management: Strong organizational skills and project/program managementcapabilities, with experience in handling multiple initiatives concurrently in a fast-pacedenvironment.• Change Management: Demonstrated evidence of working successfully with senior leaders andstaff to advance innovation and grow talent to support transformation and change to fulfill theorganization’s mission and strategic priorities.Compliance & Legal Expertise• Thorough knowledge of employment-related laws and regulations, with experience handlingemployment-related immigration processes (H1B, Green Card).• Demonstrated experience working effectively with applicable employment (DC, state, federal)and other legal standards related to but not limited to wages, overtime, work hours,workers’/unemployment compensation, FMLA, Paid Leave, Paid Safe & Sick Time, and disabilityrelated accommodations.• Strong knowledge of civil rights, EEO, and other workplace compliance programs, includingsignificant experience in managing, leading, conducting, and overseeing informal and formalcomplaint programs, procedures, and investigations.• Experience with 403(b) retirement plan administration, working with internal and externalstakeholders to ensure compliance and effective management.Personal Qualities• Analytical & Problem-Solving: Strong attention to detail with ability to analyze and present datato make evidence-based human resource decisions and recommendations; and solid ability toresolve and analyze complex employee and human resource problems, forward-thinkingsolutions, and decision-making skills.• Interpersonal Skills: Diplomatic, inclusive leadership style, strong emotional and culturalintelligence with strong conflict resolution skills and the ability to work effectively with internaland external constituents such as members, business partners, affiliated associations, andgovernment officials.• Confidentiality: Demonstrates the ability to handle sensitive information with discretion andmaintain confidentiality.• Adaptability: Agile and willing to learn new technologies and processes as needed to improvehuman resource functions.Work Requirements• Ability to travel to member meetings and events, including some weekends and evenings.• Ability to work at ADEA’s Washington, DC office on a hybrid basis (currently three days per weekin the office on Tuesdays, Wednesdays, and Thursdays; and Mondays and Tuesdays working at alocation within the DC Metropolitan area).
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Senior Vice President of Talent Management and DevelopmentOrganization:
American Dental Education AssociationReports to:
Chief Operating Officer and Chief of StaffLocation:
655 K Street, NW, Suite 800, Washington, DC 20001 (Hybrid Schedule)Salary:
$185,000 - $215,000 commensurate upon experience
Seeking a vibrant and skillful HR leader committed to excellence in talent management and strategy.ABOUT ADEAAs The Voice of Oral Health Education, the American Dental Education Association (ADEA) plays a criticalrole in shaping the future of oral health education and research. As such, ADEA works closely with itsconstituents to develop a well-prepared and an inclusive oral health workforce with the aim of improvingthe health of all persons and communities. Our members include the 80 U.S. and Canadian dental schools,800 plus allied/advanced dental education and residency programs, and more than 60 corporate partners.Representing 65,000+ students, faculty, staff, residents, fellows, and administrators throughout theacademic oral health professions, ADEA also advances innovation, academic and clinical research,leadership development (faculty, staff, and student), and enhances oral health through programming,advocacy, and by driving policy. With a staff of approximately 80 talented individuals, ADEA’s workencompasses a wide range of activities that focus on knowledge, research, and instructional expansion.The Association also leads efforts to foster clinical inquiry and transformative, agile change to meet thecurrent and future needs of a rapidly changing oral health education community and the health careprofessions.Through its eLearning series, conferences, meetings, collaborations, and publications such as the peerreviewed Journal of Dental Education, ADEA further fosters linkages and connections among a diversegroup of international and national partners. The linkages and connections further allow ADEA and itsstakeholders to leverage their collective strength to impact and improve not only the public health ofcommunities but the overall health of individuals. We also offer the oral health education applicationservices ADEA AADSAS, ADEA PASS, ADEA DHCAS and ADEA CAAPID. Learn more about ADEA at
adea.org
.ABOUT THE ROLE AND POSITIONThe Senior Vice President of Talent Management and Development (SVP TMD) at ADEA is a dynamic,solutions-focused, and strategic leader responsible for shaping and guiding the human resource and talentmanagement/development function. This key position also assists ADEA staff and leadership insupporting an inclusive, mission-driven, and humanistic culture so that the Association can enhance theemployee experience and fulfill its strategic goals.ADEA seeks an experienced human resource and talent management/development leader who has highemotional and cultural intelligence and understands the importance of fostering a culture that valuespeople and innovation. This leader is highly skilled at navigating nuanced areas with sound judgment andensuring a compliant and safe environment for all employees and members. The SVP TMD directs andguides ADEA’s full employment lifecycle, including recruiting and sourcing the best talent, exiting theAssociation such as retirement, as well as maintaining effective programs for onboarding, retention, andpromotion. This position currently supervises one direct report, a Senior Director, reports to the ChiefOperating Officer and Chief of Staff (COO/COS) and serves as a trusted advisor and strategic partner toADEA’s senior leadership, including the ADEA President and CEO (P&CEO).The successful SVP TMD is adept in leading with empathy, maintains an open-door policy for employeesand supervisors, champions professionalism and an inclusive workplace that supports employees feelingvalued and fosters employee belonging. The SVP TMD is also comfortable being hands-on as needed,exercising compassionate-firmness, and engaging in difficult but respectful conversations with a widerange of constituencies to ensure compliance and foster employee well-being.This role requires a forward-thinking professional that can advise on data-driven decisions. The SVP TMDmust also be adaptable and able to lead high-tech human resource operations will also developing hightouch relationships with a diverse group of leaders and constituents. The ADEA SVP TMD is a strong bigpicture strategic thinker and advises senior leadership on opportunities, while also advising on talentmanagement issues to drive positive Association business results. Additionally, the SVP TMD takes aposture of listening but is also solutions-focused and uses best practices to advance quality improvementand a culture that enhances staff accountability and continuous innovation to meet member needs. Thisposition contributes significantly to the growth and retention of ADEA staff and in ensuring that ADEAremains a top destination for talented professionals who want to make a difference in oral education,health care, postsecondary education, and/or the academic health professions.Key Responsibilities:•
Strategic Leadership & Talent Management:
Collaborates with the ADEA senior leadership teamto support its long-term mission and strategic objectives through effective talent managementand development. Keeps abreast of Association employment, human resources best practices,and trends to advise leadership and staff. Provides strategic direction and guidance related tocurrent and evolving human resources functions. Works collaboratively with senior leaders andstaff to implement impactful solutions in such areas as employee wellness and enhancingemployee management/leadership development and upskilling. Oversees talent strategiesrelated to recruitment, performance management, and employee engagement. Developsappropriate marketing strategies, defines roles and responsibilities of hiring team, and developsservice-level agreements to ensure an effective and efficient recruitment lifecycle. Advises theADEA senior leadership team, including the COO/COS and P&CEO, on issues such as successionplanning, organizational structure, compensation, promotions, benefits, and wellnessprogramming to build and retain a high-performing, inclusive workforce.•
Compensation, Benefits, & Employee Value Proposition:
Designs analyses, manages externalconsultants, and collaborates with the ADEA Senior Chief Financial Officer (CFO) and COO/COS toensure that ADEA’s compensation, benefits, and incentive programs remain competitive andequitable to retain and attract top talent. Regularly benchmarks compensation levels inconjunction with external consultants against market trends to ensure ADEA remainscompetitive. Leads initiatives that foster a positive employee experience, ensuring alignmentbetween strategic goals, and team/individual skills and professional development, while alsopromoting personal and career growth.•
Employee Relations & Performance Management:
Provides direction and serves as a coach andresource to staff and supervisors on all employee relations and performance issues. Developsand reviews employee performance policies and processes in conjunction with ADEA seniorleaders. Manages complex employee issues with a goal of fostering individual and collectiveprofessional growth, inter/intra departmental and staff solutions, and effective inter/intradepartmental communications. Advises staff, supervisors, and senior leadership regarding theemployee-related informal and formal ADEA complaint policies and processes. Consistent withADEA policies and applicable DC, federal, and other laws, conducts objective and thoroughemployment and/or other investigations as needed and directed by the COO/COS or P&CEO.Seeks employee feedback through surveys, focus groups, and exit interviews, and uses data todrive continuous improvement initiatives, and advise senior leadership on employeeprogramming and policies.•
Diversity, Equity, Inclusion, and Belonging (DEIB) Initiatives:
Partners with ADEA’s SeniorDirector of Diversity, Equity, and Inclusive Learning, the ADEA Access, Diversity, and Inclusion(ADI) team, and COO/COS to promote an inclusive, mission-driven, culturally-responsive, andhumanistic work environment. Drives DEIB initiatives that align with ADEA’s values and strategicpriorities. Supports wellness and an equitable, diverse, and welcoming workplace that fosterspositive cross-staff and cross-departmental/divisional collaboration and engagement.•
Compliance & Risk Management:
Collaborates with business partners, ADEA staff overseeingareas which intersect with human resources, and external legal counsel to ensure compliancewith legal standards and employment-related matters. Updates ADEA policies and practices toensure compliance with all applicable DC, federal, and other employment, regulatory, and laborlaws. Implements related best practices as needed and provides recommendations to ensureADEA’s compliance. Leads initiatives regarding workplace safety, workers’ compensation,employment-related insurance, employee regulatory requirements, and ensures training forADEA staff, supervisors, and other applicable ADEA stakeholders on these topics as needed.Manages immigration processes such as H1B visas and other employee-related compliancematters. Keeps ADEA senior leadership abreast of best practices and changes to applicableemployment laws and regulations and advises on recommendation and impact.•
Executive Compensation & Retirement Plan Administration:
Administers the 403(b) retirementplan in collaboration with the Senior CFO, ensuring compliance with all regulations, audits, andfilings. Serves as a liaison and engages with designated external compensation consultants toadvise and provide recommendations on executive compensation and salary benchmarkingstudies to the ADEA Board of Directors Finance Committee, Senior CFO, COO/COS, and P&CEO.Collaborates with the ADEA Immediate Past-Chair of the Board of Directors, COO/COS, SeniorCFO, and designated external consultants regarding the annual P&CEO evaluation survey, selfevaluation, and compensation review to ensure that the evaluation is conducted consistent withADEA policy.•
HR Operations & Technology Integration:
Directs and evaluates ADEA human resourcesprocesses and policies and partners with the ADEA Information Technology team to assesstechnology needs and provide recommendations to improve operational efficiency and ensurecompliance with applicable employment and related laws, regulations, and support bestpractices. Oversees human resources operations and works closely with the ADEA facilities team,IT, Senior CFO, COO/COS, and P&CEO in developing, designing, and managing employee spacesto support efficient operations, communication, workflow, and interactions.•
Leadership & Team Development:
Provides direct leadership to the ADEA Senior Director ofHuman Resources, offering constructive feedback, coaching, and fostering the individual’sprofessional growth. Supervises temporary employees and/or consultants assigned by theCOO/COS to work with human resources. Leads and implements professional development andtraining to enhance leadership and teammate interactions, improve staff communication andinnovation, advance employee wellness, promote ongoing organizational efficiency, and helpachieve ADEA’s strategic and functional goals while mitigating risk for the Association. Buildsstrong human resources and talent management and development operations that are agile,responsive, data-driven, and that align with the Association’s strategic priorities and policies.Partners with the ADEA senior leadership and staff to develop, assess, and plan programs whichfoster an inclusive, mission-driven, accountable culture, while also promoting individual andteam upskilling, collaborations, and effective communication to ensure ADEA meets its goals.The SVP TMD is a compelling opportunity for a human resources professional who thrives working in amission-driven environment with dedicated Association staff and members, seeking to make a tangibleimpact by assisting and positioning schools and programs in their efforts to produce an inclusive futureready oral health workforce. The SVP TMD will play a major role in supporting ADEA staff engagement,inclusion, development, and growth. The individual in this position will also serve as a trusted advisor inensuring ADEA is a great place to work and lead the future of oral health education.APPLICATION PROCESSFor consideration, interested candidates will submit the following: a completed application, a resume(Word or PDF), and a letter addressing your specific interest, experience, and alignment to ADEA’s missionand the qualifications of the position. Applications will be accepted through December 13, 2024.To obtain further details or inquire about this opportunity, please reach out to Danisha Martin, SeniorConsultant, Search, of Impact Search Advisors by Nonprofit HR at danisham@nonprofithr.com.
ADEA is an Equal Opportunity Employer. The Association’s EEO policy prohibits discrimination in employment on thebasis of race, color, religion, age, sex, national origin or ancestry, marital status, personal appearance, sexualorientation, gender identity or expression, pregnancy, childbirth, or related medical conditions, family responsibilities,genetic information, political affiliation, matriculation, veteran status, union affiliation, disability, credit information,status as a victim or family member of a victim of domestic violence, a sexual offense, or stalking, or any other legally-protected characteristic in accordance with federal or local law (the “Protected Categories”). EEO applies to all termsand conditions of employment, including but not limited to recruitment, hiring, training and development, promotion, termination, compensation, and benefits.ABOUT THE IDEAL CANDIDATEThe ideal candidate for the SVP TMD role will be a seasoned human resources leader with a proven trackrecord of strategic human resource planning, negotiating, facilitating, developing, and leading complexrelated functions. The incoming SVP TMD must have strong operational expertise and skill in resolvingcomplex employee issues. Additionally, this leader will have significant experience and excel as a proactivechange agent, collaborator, and coach. In working with the ADEA staff and senior leadership, the SVP TMDeffectively utilizes consultative strategies to gather input and support staff training, organizationaltransformation, and innovation. The SVP TMD has the experience, knowledge, and skills to align talentstrategies with the Association’s goals. The ideal candidate is adaptable and has demonstrated leadershipand excellent communication, presentation, and people skills, as well as the ability to build and fosterstrong trusting relationships, influence leaders, use negotiation skills and develop solutions to achieveresults. Experience and the ability to advise leaders on how to successfully lead people through change isessential. ADEA seeks an accomplished human resource leader with a knowledge of industry best practicesand employment regulations to drive talent initiatives. Additionally, we are searching for a highlyaccomplished professional with solid business acumen, exceptional discernment, and communicationskills, and preferably someone who has successfully navigated the nuanced membership associationenvironment.Education & Certifications• Bachelor’s degree in Human Resources, Business Administration, or a related field is required;Master’s or law degree is highly preferred.• Professional certification such as SPHR or SHRM-SCP is strongly preferred.Experience & Expertise• A minimum of 12 years of human resources management experience or 10 years with a graduatedegree.• Experience in strategic HR management and talent management in a nonprofit associationenvironment is highly preferred.• Proven experience in human resources leadership roles, including managing teams, coachingsupervisors, and resolving complex employee relations issues.• Demonstrated knowledge of human resources operations, including total rewards programs,employee engagement strategies, professional development, compensation, benefits,performance management, and employee relations.• Familiarity with HRIS systems and the ability to effectively learn new software and relatedemployee information technology, with a preference for Paycom; experience with andproficiency in Microsoft Office (Word, Excel, Outlook, PowerPoint), Adobe Acrobat, andZoom/Teams.Key Skills & Attributes• Strategic & Operational Balance: Ability to operate at both strategic and operational levels,providing short-term and long-term HR direction while managing day-to-day operationalfunctions.• Business Acumen: Strong understanding of the business drivers in a mid-sized association andthe ability to align human resources and talent strategy to support the Association’s goals andmission.• Leadership & Supervisory Skills: Proven track record of supporting and fostering inclusivecultures, successfully managing, coaching, and leading diverse teams, and providing leadershipregarding human resources best practices.• Communication and Conflict Resolution Skills: Excellent written and verbal communicationskills, solid conflict resolution, ability to effectively advise, give presentations, and interact withexecutive leadership, staff, and other stakeholders.• Project Management: Strong organizational skills and project/program managementcapabilities, with experience in handling multiple initiatives concurrently in a fast-pacedenvironment.• Change Management: Demonstrated evidence of working successfully with senior leaders andstaff to advance innovation and grow talent to support transformation and change to fulfill theorganization’s mission and strategic priorities.Compliance & Legal Expertise• Thorough knowledge of employment-related laws and regulations, with experience handlingemployment-related immigration processes (H1B, Green Card).• Demonstrated experience working effectively with applicable employment (DC, state, federal)and other legal standards related to but not limited to wages, overtime, work hours,workers’/unemployment compensation, FMLA, Paid Leave, Paid Safe & Sick Time, and disabilityrelated accommodations.• Strong knowledge of civil rights, EEO, and other workplace compliance programs, includingsignificant experience in managing, leading, conducting, and overseeing informal and formalcomplaint programs, procedures, and investigations.• Experience with 403(b) retirement plan administration, working with internal and externalstakeholders to ensure compliance and effective management.Personal Qualities• Analytical & Problem-Solving: Strong attention to detail with ability to analyze and present datato make evidence-based human resource decisions and recommendations; and solid ability toresolve and analyze complex employee and human resource problems, forward-thinkingsolutions, and decision-making skills.• Interpersonal Skills: Diplomatic, inclusive leadership style, strong emotional and culturalintelligence with strong conflict resolution skills and the ability to work effectively with internaland external constituents such as members, business partners, affiliated associations, andgovernment officials.• Confidentiality: Demonstrates the ability to handle sensitive information with discretion andmaintain confidentiality.• Adaptability: Agile and willing to learn new technologies and processes as needed to improvehuman resource functions.Work Requirements• Ability to travel to member meetings and events, including some weekends and evenings.• Ability to work at ADEA’s Washington, DC office on a hybrid basis (currently three days per weekin the office on Tuesdays, Wednesdays, and Thursdays; and Mondays and Tuesdays working at alocation within the DC Metropolitan area).
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