Manager, Events & Programs Jobs

The Manager, Events & Programs handles multiple events simultaneously while maintaining effective communication with staff, volunteers, donors and external vendors and community partners. Events and Programs include but are not limited to Mission Advancement donor events, public/community events and overall museum engagement events & activities. This position collaborates across the Museum to help ensure an exceptional experience in line with the museum’s mission, vision, and values.

Job Duties and Responsibilities

Manage events and select programs which involves setting strategy, decision making, managing event processes, coordinating meetings, preparing, monitoring and maintaining event budgets, while coordinating workflows in order to meet event outcomes efficiently and effectively.

Lead, coach, and develop the events staff to achieve high performance while meeting the needs of the organization. Provide clear direction, support and guidance while identifying and nurturing their professional development.

Develop events & program strategy in conjunction with museum goals and calendar to achieve successful outcomes for programs and constituent engagement.

Identify & implement new, unique and interesting ways to engage donors, partners, members, prospects and other constituents.

Serve as the primary contact for events and maintains clear, effective communication with internal stakeholders, vendors and team members by presenting a calm and positive leadership style that results in cohesive strategy and execution.

Drive on-brand execution of event day logistics, including agenda management, staff direction and timely communication to ensure successful program delivery.

Develop metrics and ongoing reporting within the SMM CRM system to analyze and measure success.

Manages event budgets, including but not limited to maintaining cost control, processing purchase orders and expense reporting.

Performs other related duties as assigned.

Required Competencies

Communication: Expresses oneself clearly in conversations and interactions with others and ensures that information is shared with others who should be informed.

Collaboration: Develops, maintains, and strengthens partnerships with others inside or outside the organization who can provide information, assistance, and support.

Customer Service: Demonstrates an understanding of the SMM mission by ensuring that their own interactions with internal and external customers consistently support the mission.

Fostering an Inclusive Community: Contributes to a museum environment, and people, that reflect and respond to the diverse needs and cultures of our community (internal and external).

Results Orientation: Focuses on providing a best in class visitor experience through work outcomes by meeting personal and organizational work objectives.

Management: Coaches and develops employees by providing feedback, development opportunities, and work direction while creating a sense of connection and belonging amongst staff and volunteers.

Minimum Qualifications:

Education: AA degree

Experience: Proven Professional Event Management experience required, preferably in Development/Fundraising field and non-profit organizations. Proven track record of working experience with upper level management (including President/CEO). In-depth knowledge of the Twin Cities’ philanthropic community preferred.

Certifications: CMP certification valued.

Work Environment: Typical work schedule is Monday to Friday, but does require to work evenings and weekends based on event needs and schedule

Travel: Occasional local travel and on rare occasions out of state travel required

The salary range for this role is: $70,202 - $73,713 per year

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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. 41 CFR 60-1.35(c)