ID | 2024-3411 | # of Openings | 1 | Job Locations | US-MD-Chevy Chase | Category | Education for Development |
Background:
Creative Associates International is a dynamic, global development company that specializes in education, economic growth, democratic institutions, and stabilization. Based in Chevy Chase, MD (metro Washington, D.C. area), Creative has programs in more than 30 countries with a strong client portfolio that includes the U.S. Agency for International Development and the State Department, among others. Founded in 1977, Creative is a minority-owned, mission-driven organization that has earned a solid reputation among its clients and is well-regarded by competitors and partners alike.
We value diversity - in backgrounds and in experiences. We are deliberate and self-reflective about the kind of team and culture that we are building, seeking staff that are not only strong in their own aptitudes but care deeply about supporting each other's growth. Our success depends on all our employees' points of view, and the principle that inclusion is everyone's responsibility.
Position Summary:
The Vice President assumes a key strategic role at Creative, responsible for leading the Division effectively, providing a clear vision and a strong sense of purpose and organizational direction. The position works closely with Creative's executive and senior management teams to plan the strategic course of the division by identifying new business opportunities and program initiatives aligned with corporate goals and values. The successful candidate must come with expertise and experience in designing, implementing, and managing international development programs in the education sector, be well-versed with USAID and other USG and international development agencies, and have field experience working in countries akin to those in Creative's portfolio.
The successful candidate brings a dynamic blend of passion and deep expertise, specific to the education sector, in technical solutions, program management, new business development, client relationship management and exceptional staff mentorship and management. S/he thrives on leading their teams into new technical areas and geographies, growing the division and the company. S/he must have a track record of growth and management of large, dispersed teams and programs operating in challenging environments. The Vice President, leading by example, must demonstrate unwavering commitment to our core values and uphold corporate standards as well as advance organizational change working with all units to identify and implement new/improved business processes that will drive Creative forward.
Expected Outcomes:
Reporting & Supervision:
The Vice President reports to the Chief Programs Officer and supervises the Division's Directors. The division is currently divided into a Program Management Unit and a Technical Unit. This is a Hybrid role and the successful candidate will be expected to be able to be in the DC-based Home Office a minimum of 3 days per week.
Primary Responsibilities:
Required Skills & Qualifications:
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EEOC Statement: Creative is an equal opportunity/affirmative action employer and does not discriminate in its selection and employment practices. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, political affiliation, sexual orientation, gender identity, marital status, disability, protected veteran status, genetic information, age, or other legally protected characteristics. Military veterans, Ameri-Corps, Peace Corps, and other national service alumni are encouraged to apply.
Accessibility Notice: If you need reasonable accommodation for any part of the employment process due to a physical or mental disability, please send an email to Ireneb@creativedc.com. Please view Affirmative Action/Equal Employment Opportunity Posters provided by OFCCP here.
Pay Transparency Nondiscrimination Provision: Creative 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. #LI-IB
Only finalists will be contacted. No phone calls, please.