Executive Director Jobs

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Job Summary

The Regional Executive Director (RED) provides local leadership to a regional office, manages the day-to-day operations, and serves as the local face of the organization. He/she will lead a local management team to accomplish the business of the regional office and collaborate with corporate departments to ensure consistent service delivery to individuals with disabilities. He/she will lead efforts to deliver on all programmatic goals as articulated in the strategic plan and the financial goals established during the annual budgeting process. He/she will oversee the compilation of human service and operational statistical data, capture of key data and statistical information for annual outcomes, cultural diversity plan, and other required reports as required.

Primary Duties

The requirements listed below are representative of the knowledge, skills, and abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. These duties and responsibilities will be rated on the Annual Performance Review.

• Partner with Program and financial staff to prepare, recommend, and manage annual operating and capital budgets for the Regional Office. Implement internal controls and key program performance metrics to ensure programs are sustainable. Support annual program review and audit activities.
• Develop new and expand existing rehabilitation contract options to increase the number of participants served with best in class/quality services in the Regional Office, with an emphasis on meeting the goals of the Strategic Plan. Coordinate with Business Development, Program Development and Communications teams to research, develop, and implement new program and employment opportunities for individuals served.
• Act as community liaison between the organization and funding sources in the community, advocacy groups, educators, and professionals. Coordinate with Corporate Program Development efforts to secure and develop new opportunities.
• Serve on state, regional, and national committees having impact on employment and training policies for people with disabilities while ensuring a positive public image for the regional office and ServiceSource.
• Lead and coordinate all rehabilitation, administration, financial, and related compliance functions throughout the Regional Office such that each program contributes positively to enhance the organization as a good employer, a respected rehabilitation provider, and a viable business.

Additional Responsibilities

• Coordinate the Enterprise Risk Management program for the organization with the Risk and Compliance Department. Prepare quarterly reports and participate in quarterly compliance meetings.
• Coordinate all personnel activities with Corporate Human Resources and ensure that corporate personnel policies are followed and implemented in all regional operations.
• Actively participate in annual corporate strategic and annual budget planning meetings. Prepare monthly report for the EVP or designee.
• Lead CARF accreditation process and work with rehabilitation teams to achieve 3 year accreditation.
• Develop, recommend, and implement annual goals for the organization during the strategic planning process.
• Work with staff to prepare and recommend rehabilitation service contracts. Work with staff to prepare grant applications, reply to Request for Proposals (RFPs), or other Purchase of Service applications.
• Oversee local technology interface with corporate offices. Recommend and support implementation of technology as an effective tool to improve the efficiency of services and operations.
• Perform other responsibilities as assigned.
• Develop and maintain a safe program and operating environment for all service and employment operations.
• Support the Local Advisory Board, if applicable.
• Coordinate all pricing, budget and contract activities with the Finance Department.
• Ensure that legal and regulatory safety and program participant laws and regulations are met.
• Lead rehabilitation team to ensure AbilityOne program participant support functions and compliance requirements are effectively implemented and met.

Qualifications: Education, Experience and Certification(s)

• Active fundraising experience and previous experience establishing relationships with individuals and organizations of influence preferred.
• Valid driver’s license and/or access to reliable transportation to perform work-related travel required. Eligible drivers must have a good motor vehicle record (MVR).
• Minimum of 10 years’ senior management experience required in disability and/or human service field, from an accredited college or university.
• Master’s degree in a related human service/rehabilitation field preferred (e.g., health administration, public health, counseling, vocational rehabilitation, disability, therapy) from an accredited college or university.

Knowledge, Skills, And Abilities

• Strong financial management skills, including budget oversight and analysis.
• High level strategic thinking and planning. Ability to envision and convey the organizations mission and strategic future to the staff, board and donors.
• Strong public speaking ability.
• Solid organizational skills including planning, delegating, program development and task facilitation.
• Excellent written and oral/verbal communication skills.
• Must be able to work with people internally and externally at all levels of the organization.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to stand; reach with hands and arms; and talk or hear. The employee is occasionally required to walk and sit. The employee may occasionally lift or move products and supplies, up to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, depth perception, and ability to adjust focus.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level in the work environment is usually quiet.

What We Offer – for Benefit Eligible Employees May Include:

Because ServiceSource hires the best people, we work hard to provide benefits that make their lives better, so we offer a comprehensive benefit program which features:

• Health coverage for you and your family through Medical, Dental, and Vision plans.
• A generous paid time-off program in which the benefits increase based on your tenure with the company.
• A 403(b)-Retirement plan in which the company matches dollar for dollar on a generous percentage matching up to 3% of your contribution.
• Tax advantages through Flexible Spending and Health Savings accounts that allow you to pay for specific healthcare and dependent care expenses with pre-tax dollars.
• To help you manage your work and life needs, we offer an Employee Assistance Program, Wellness Program, and Tuition Assistance.
• Financial protection with 100% company paid Disability, Life, Accidental Death & Dismemberment insurance.

ServiceSource is committed to hiring and retaining a diverse workforce. We are an Equal Opportunity and Affirmative Action Employer, making decisions without regard to race, color, religion, sex, national origin, age, veteran status, disability, or any other protected class. If accommodation is needed in the application process, arrangements can be made with the local regional office http://www.servicesource.org/contact-us.We are an E-Verify Employer and a drug-free workplace. Pre-employment background checks are required for all employment positions.

PAY TRANSPARENCY POLICY STATEMENT:

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information