Job Description

Description

Reporting to the Area West Leader, the Region 3 Leader will fulfill a dual role of Region Leader as well as Executive Director for the local chapter. This role leads in all aspects of mission and the execution of the strategic plan, including fundraising, revenue, and expense, with responsibility and accountability for goal setting and delivery for Region 3.  Region 3 consists of all offices from Santa Barbara through San Diego.  The incumbent will serve as a top-level, multi-Executive Director in support of the Association’s strategic initiatives.   The incumbent will guide new initiatives, serve as the region’s leader, and will provide timely answers to high level, multi-chapter questions and deliver consolidated reporting to the Area West Leader.  

Title: Region 3 Leader

Position Location: Los Angeles, California

Status: full-Time, exempt range $230,000 - $270,000, plus our amazing benefits!

Reports To: Area West Leader

Responsibilities

Essential functions and responsibilities include, but are not limited to:

As Region 3 Leader:

  • Serve as the leader of a region in the Association’s 6 Pillars: Growing revenue in the support of the mission, providing and enhancing programs, advancing public policy, accelerating research, ensuring effective marketing & communications to increase concern & awareness, and strengthening diversity, equity and inclusion.
  • Support the chapter executives in their outreach with local health care leaders to promote dementia care; identify opportunities for co-sponsorship and partnership, maximize the benefits of external relationships, including those from the local boards, community organizations, donors and government agencies. 
  • Serve as a key spokesperson for chapters within the assigned region, to achieve strategic plan outcomes.
  • Supervise and guide the work of the chapter executive by monitoring progress, providing solutions, and encouraging effective strategic activities.
  • Accountable for all financial and operational performance in the assigned region.  
  • Review and approve preparation of financial analyses for budgetary planning and key expenditures.
  • Serve as a leader, working across multiple chapters to meet short and long-term objectives.
  • Influence multiple stakeholders including care providers, policy makers, consumers, research community, and program and chapter leadership. 
  • Collaborate with Area Leaders, peer Regional Leaders, and functional management to develop and manage relationships externally to ensure mutual benefits from alliances, identify best practices, evaluate impact, as well as share and implement them effectively.
  • Support chapter leaders as they plan, develop and direct the execution of all programs, policies and services as they relate to the Alzheimer’s Association education and program initiatives, diversity, corporate initiatives, mass market fundraising, public relations, marketing, and various communication efforts.
  • Participate in administering Association policies, directing and coordinating all region activities to meet growth objectives.
  • Review analyses of activities, costs, operations and forecast data to determine regional progress toward stated goals and objectives.
  • Confer with the Area West Leader and key functions to determine goals and objectives, review achievements and discuss required changes in goals or objectives resulting from current status and conditions.
  • Provide guidance on key projects and local initiatives.

As Executive Director

  • Lead revenue opportunities including Walk to End Alzheimer’s®The Longest Day®, and other Association events.
  • Lead volunteer recruitment to ensure appropriate resources are in place to achieve the Chapter’s goals and objectives.
  • Ensure ongoing local programming excellence, conduct program evaluation and needs analysis to maintain superior delivery.
  • Build relationships with local, state and Federal government as well as corporate partners and community organizations.
  • Work in collaboration with neighboring chapters and other non-profit organizations to ensure city, state and Federal Public Policy initiatives benefit our constituents.
  • Build and coach a team of leaders to support the chapter’s annual initiatives.
  • Actively engage staff and volunteers in development efforts; plan and deliver all Chapter programs, including delivery of educational programs, support groups and third party events.
  • Oversee advocacy efforts through recruitment of advocates and ambassadors; serve as the local point of contact for public policy issues and questions.
  • Expand local revenue generating and fundraising activities to support existing program operations; use external relationships, including community leaders, to garner new opportunities.
  • Create and manage chapter budget, maintain financial records, and oversee daily office functions.
  • Serve as the primary spokesperson for the chapter.

Qualifications

  • Bachelor’s or Advanced degree in business and or public health/administration or similar desired.
  • 15 or more years of experience, with increased responsibility in managing revenue and expense budgets for program and business operations.
  • A minimum of five years of experience as executive director of a multi-million-dollar chapter, which is part of a large multi-chapter voluntary health organization.
  • Deep knowledge of Voluntary Health Associations
  • Strong knowledge of public policy initiatives 
  • Proven development/fundraising and revenue-generating expertise, preferably with high single digit or double-digit year over year revenue growth 
  • Senior management experience in a large non-profit organization; budget development experience 
  • Experience building relationships and working in multi-level collaboration – local, regional, and national.
  • Availability to work evenings and weekends as needed, and to travel regionally and nationally as required (estimated travel is 25-35%).

Knowledge, Skills and Abilities

  • Business acumen including excellent leadership and interpersonal skills with strong influencing and collaboration capabilities.
  • Communication proficiency including superior written and verbal communication skills, business presentations and public speaking. 
  • Demonstrated ability to communicate and work with executive team members along with senior leaders in the field.
  • Demonstrated ability to build relationships with diverse populations.
  • Problem solving capabilities with strong analytical skills and the ability to think strategically and creatively.
  • Project management skills with the ability to make creative use of available resources and proactively develop new ones. Superior multi-tasking abilities, with ability to move seamlessly between environments and activities.
  • Broad business perspective to successfully align communications strategies with organizational imperatives.
  • Knowledge of Alzheimer’s and dementia with demonstrated evidence of ability to transfer knowledge into service outreach across the network.
  • Demonstrated ability to influence multiple stakeholders including care providers, policy makers, consumers, and program and organization leadership through written and oral communication as demonstrated through successful initiatives and professional presentations, or other related endeavors. 
  • Proven ability to effectively lead, coach, and develop staff, as well as manage budget.

Who We Are:

The Alzheimer’s Association is the leading voluntary health organization in Alzheimer’s care, support and research. Our mission is to lead the way to end Alzheimer's and all other dementia– by accelerating global research, driving risk reduction and early detection, and maximizing quality care and support.

At the Alzheimer’s Association, our employees are at the core of all we do. Our network of more than 1,900 employees across the United States makes a difference each and every day for those impacted by Alzheimer’s and those at risk for the disease.

We warmly invite qualified applicants to consider this opportunity to make a life-changing impact on the millions living with Alzheimer’s, their caregivers and those that may develop the disease in the future. Read on to learn more about the role, then visit our website www.alz.org/jobs to explore who we are and why we've been recognized as a Best Place to Work for the last twelve years in a row.

At the Alzheimer's Association®, we believe that diverse perspectives are critical to achieving health equity — meaning that all communities have a fair and just opportunity for early diagnosis and access to risk reduction and quality care. The Association is committed to engaging underrepresented and underserved communities and responding with resources and education to address the disproportionate impact of Alzheimer’s and dementia.

The Alzheimer’s Association is committed to diversity, equity and inclusion in the workplace and provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

Employees working 24 hours/week or more are eligible for a comprehensive benefits package, including medical, dental, vision, flex accounts, short and long-term disability, life insurance, long term care insurance, tuition reimbursement, generous Paid Time Off, 12 annual holidays and Paid Family Leave, as well as an annual Cultural & Heritage Day and Volunteer Day of their choosing. They are also eligible for our gold standard 401(k) retirement plan.

Full time employees (37.5 hours/week), will enjoy all of the above plus an annual School Visitation Day and an Elder Care Facility Day of their choosing.

 

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)