Director, Planning and Response

Summary:

Under the leadership of the VP, National Field Response, the Director of Planning and Response will provide overall guidance and support to the Sr. Managers of Planning, Partnerships Strategy and Responder Strategy. Providing leadership and oversight for centralized planning and responder and partner programs and initiatives. This role will work in close coordination with the People Team and ASPCA programs that rely on responders and partner resources. This position is responsible for ensuring that the ASPCA is positioned well to respond to multiple field operations including the ASPCA's National Criminal/Cruelty Cases, non-criminal operations, crisis response, partner support, and Disaster Response operations. This role oversees development and recruitment strategies to ensure that the organization maintains robust responder and response partner programs with well-trained resources to ensure capacity to respond effectively. The position is also responsible for guiding and supporting the planning lead through the complex planning process, ensuring that we are focusing on streamlined planning that provides a voice to all programs involved in operations. This role is based in a remote office and will focus on the development of the three roles outlined above by supporting streamlined and efficient processes, communications, and feedback on performance. They will represent the ASPCA at professional meetings, conferences, trainings and will participate in strategic training workshops and webinars to advance local knowledge base on large-scale operations and field response topics. The position will deploy during natural and man-made disasters as part of the Response Team and/or provide support for Operational Planning, Response Partner, Responder management and Resource Unit as needed.

Responsibilities:

Responsibilities will include, but are not limited to:

Management (25%)

• Manage the Sr. Managers of Planning, Responder and Response Partner Strategy to leverage ASPCA resources and management tools

• Provide consistent timely feedback and developmental opportunities for Direct Report(s)

• Develop and implement annual professional development plans through the goal setting process

• Provide guidance and support the team in taking ownership of their work and projects

• Ensure quality and timeline requirements are met or exceeded

• Attend Professional Development trainings and conferences as necessary

• Represent the Department with media opportunities, public speaking and presentations

• Ability and commitment to operate in alignment with our Core Values of commitment, ownership, team, elevate, and impact

• Mentor and coach direct reports, newly trained staff, and responders, when appropriate. Address and report performance concerns appropriately

• Conduct workshops or give lectures to animal welfare professionals, in effort to expand knowledge of ASPCA response capabilities and Planning and field operation protocols

• Assist in the development and annual updating of Standard Operating Procedures (SOPs) to ensure effective cruelty and disaster response

• Develop and maintain a monthly reporting system and provide reports to VP, National Field Response

• Empower and support staff to maintain an appropriate work life balance.

• Collaborate with Program Operations to oversee the NFR team's Rapid Response process including maintenance of the department's Rapid Response spreadsheet

• Schedule and participate in an ongoing on-call schedule for the Planning & Response branch to ensure evening, weekend, and holiday coverage.

Responder Communication (25%)

• Work with the Sr. Managers of Partnerships and Responders to support the development of outreach strategies in an effort to recruit qualified and available responders and partners

• Ensure that the team develops and implements recruitment, engagement, and retention efforts targeting the following qualifications: ASAR and Technical Animal Rescue, veterinary, daily care, logistics, safety, transport and other critical responder needs as identified

• Collaboratively design digital and printed recruitment materials

• Oversee all tech and database needs for the planning, responder and partnership programs.

• Oversee the responder and partnership application processes. Work with the NFR team to keep applicants informed and to recruit responders who possess targeted skill sets.

• Support in the management of the onboarding and orientation process for all new Professional Responders (PR), serve as a liaison between PRs, the ASPCA, and HireArt

• Support in the management of identifying local temporary labor agencies to support temporary shelter operations in the field. Guide the contract process and negotiate rates and terms. Spearhead recruitment process and scheduling.

• Collaborate with ASPCA People Team and Legal Team on risk management and to appropriately address responder and partner personnel issues

• Work with appropriate departments on protocol and infrastructure development and serve as a liaison to ensure protocols are communicated and implemented within responder pools. Ensure all personnel related policies, protocols and processes are compliant with internal policies and applicable laws.

• Collaborate closely with M&C and the People Team to enhance responder communication and engagement in order to maintain a high retention rate. Efforts may include sending quality communications relating to deployment logistics, training opportunities, quarterly newsletters and holiday communications. Foster a culture of positive and transparent communication within the responder and partner programs.

• Conduct After Action Discussions with ASPCA teams that activate NFR Responder Resources following each deployment cycle

• Support in the development of responder training and orientation materials for NFR in collaboration with subject matter experts in the Learning and Development team and the People Team Responder Lead. Efforts may include recorded, virtual, and in-person orientations, presentations, and trainings.

• Provide training and guidance to NFR staff on incident documentation processes and best practices for providing feedback on responder performance.

• Oversee management of the Responder Portal powered by Digital Cheetah

• Interface with IT team and software vendor for any updates or fixes, ensure responder data is being managed efficiently and effectively

• Track and report on all responder metrics

• Collaborate closely with Legal team to ensure that responder agreements, waivers, and handbooks remain up to date

Field Response (20%)

• Provide support as needed on planning for all cruelty, crisis response, partner support, and natural disaster field operations

• Support the After-Action Review process as needed, Support and advise on complex and sensitive conversations and improvement plans

• Work with VP, National Field Response to identify pre-response responder needs, work with senior managers of planning, responders, and partners to ensure that responder resources are coordinated and assigned effectively

• Contribute to preparation and presentation of operational plans and documentation

• Assume field leadership role(s) as assigned

• Provide daily updates for situation reports, summaries, narrative statements and analyses of events, after action reports, and team debriefs

• Implement current best practices and SOPs used to increase and enhance our field response capabilities

• Work with NFR and PRE-Department leads in the development and coordination of comprehensive response plans (IAP) prior to and during all responses

• Work with the Field Operations, Disaster and Logistics Branches to expand the NFR team's capabilities through collaboration and capacity building

• Support Critical Incident Debriefs - Work with VP, National Field Response, the People Team and other relevant Department Leads to identify operational periods of significant staff and responder stress. Once identified, coordinate and facilitate critical incident debrief with impacted responders. Collect responder feedback and translate into actionable improvement plan items

• Provide leadership and project management for the required technical aspects that support the department in planning for, responding to, and following a natural disaster or cruelty

• Other duties as required

Training (15%)

• Develop an annual training calendar for direct reports to achieve ASPCA training priorities

• Participate in strategic training workshops and webinars to advance local knowledge base of large- scale operations and field response topics

• Actively market ASPCA response resources

• Provide leadership and represent the ASPCA at professional meetings, conferences, and trainings

• Coordinate with program leads on the development of Just in Time training for staff and responders

Resource Unit (15%)

• Support in the coordination of responders, mobilizing a large number of personnel across various operations and locations. Responsibilities include scheduling, assigning roles, managing flights, lodging, ground transportation and dietary accommodations

• Support communications with responders before, during and after responses

• Collaborate with Resource Unit, NFR and PRE Team-Leads to identify and prioritize scheduling needs

Qualifications:

• Exceptional communication skills

• Proficiency in administrative and computer skills

• Strong written and verbal communication skills

• Strong presentation skills

• Must have strong influencing skills

• Strong organizational skills with strong attention to detail

• Ability to work under pressure

• Animal handling during field operations

• Must demonstrate professionalism, particularly while under pressure

• Ability to build collaborative relationships and work collaboratively with internal and external partners

• Experience pulling together diverse staff with varying skills and credentials to accomplish a task

• Must be able to lift up to 50 pounds

• Must be able to work long hours due to the unpredictable nature of disaster and field work

• Must be able to work weekends and evenings and holidays, on short notice as required and extensive travel up to 40 percent required

• Must be able to participate in rotating on-call schedule outside of normal work hours

• Exemplifies the ASPCA's Core Values:

  • Has Commitment and dedication to improving the lives of animals

  • Demonstrates Ownership and feels responsible for outcomes

  • Believes in Team - that we are stronger together

  • Seeks to Elevate others and reimagine what is possible

  • Focuses on Impact, specifically making change for animals

Education and Work Experience:

• Bachelor's degree or equivalent required

• FEMA Incident Command System trainings: ICS 100, 200, 700 and 800

• ICS 300 and 400 completed within 12 months

• 5 years' administrative and/or coordination experience

• 5 years' experience volunteer management

• 5 years supervisory experience at minimum; 5-10 years desired

• Strong knowledge of animal welfare and large-scale cruelty and disaster response issues

• Working knowledge of local, regional, state and federal emergency management systems and community disaster preparedness; and

• Technical Animal rescue background preferred

• Must maintain a valid driver's license in good standing

• Ability to pull large trailers and drive long distances preferred

Compensation & Benefits:

The target hiring range is based on where the employee works, which for remote roles is the employee's primary location of residence, and its respective cost of labor. You can view which zone applies to you based on your location (aspca.app.box.com/v/aspcazonetable). For questions regarding locations not on the list, please send an email to Careers@aspca.org for more information.

Starting pay for the successful applicant will depend on a variety of factors, including but not limited to education, training, experience, location, business needs, internal equity, market demands or budgeted amount for the role. The target hiring range is for new hire offers only, and compensation may increase beyond the maximum hiring range based on performance over time. The maximum of the hiring range is reserved for candidates with the highest qualifications and relevant experience. The expected hiring salary ranges for this role are set forth below and may be modified in the future.

• Zone 1: $97,000 - $104,000 annually

• Zone 2: $107,000 - $114,000 annually

• Zone 3: $118,000 -$125,000 annually

Stay Connected - Join our Talent Community:

If you are interested in joining our team but do not see a position listed that fits your experience or interests, please click this link and join our Talent Community to stay connected to future opportunities with the ASPCA.

Our EEO Policy:

The ASPCA is an Equal Employment Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, national origin, ancestry, gender, gender identity or expression, age, marital or domestic partner status, citizenship status, sexual orientation, disability, genetic information, military or veteran status, or any other characteristic protected by applicable federal, state or local laws, regulations or ordinances.

Applicants with disabilities may be entitled to a reasonable accommodation under the terms of the Americans with Disabilities Act and certain state or local laws. A reasonable accommodation is a change in the ASPCA's standard application process, which will ensure an equal employment opportunity without imposing undue hardship on the ASPCA. Please inform the ASPCA's People Team if you need an accommodation in order to complete any forms or to otherwise participate in the application process.

Individuals seeking employment are considered without regards to race, color, creed, religion, sex, national origin, ancestry, gender, gender identity or expression, age, marital or domestic partner status, citizenship status, sexual orientation, disability, genetic information, military or veteran status, or any other characteristic protected by applicable federal, state or local laws, regulations or ordinances.

ASPCA is an Equal Opportunity Employer (M/F/D/V).

Qualifications:

Language:

Education and Work Experience:

Our EEO Policy:

The ASPCA is an Equal Employment Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, national origin, ancestry, gender, gender identity or expression, age, marital or domestic partner status, citizenship status, sexual orientation, disability, genetic information, military or veteran status, or any other characteristic protected by applicable federal, state or local laws, regulations or ordinances.

Applicants with disabilities may be entitled to a reasonable accommodation under the terms of the Americans with Disabilities Act and certain state or local laws. A reasonable accommodation is a change in the ASPCA's standard application process, which will ensure an equal employment opportunity without imposing undue hardship on the ASPCA. Please inform the ASPCA's People Team if you need an accommodation in order to complete any forms or to otherwise participate in the application process.

Individuals seeking employment are considered without regards to race, color, creed, religion, sex, national origin, ancestry, gender, gender identity or expression, age, marital or domestic partner status, citizenship status, sexual orientation, disability, genetic information, military or veteran status, or any other characteristic protected by applicable federal, state or local laws, regulations or ordinances.

ASPCA is an Equal Opportunity Employer (M/F/D/V).

About Us:
The ASPCA was founded in 1866 on the belief that animals are entitled to kind and respectful treatment by humans and must be protected under the law. As a 501(c)(3) not-for-profit corporation with more than two million supporters nationwide, the ASPCA is committed to preventing cruelty to dogs, cats, equines, and farm animals throughout the United States.

The ASPCA is headquartered in New York City, where we maintain a full-service animal hospital, spay/neuter clinic, mobile spay/neuter and primary pet care clinics, a rehabilitation center for canine victims of cruelty, kitten nursery, adoption center, and two community veterinary centers.

The ASPCA also operates programs and services that extend nationwide. We assist animals in need through on-the-ground disaster and cruelty interventions, behavioral rehabilitation, animal placement, legal and legislative advocacy, and the advancement of the sheltering and veterinary community through research, training, and resources.

At the ASPCA, we are committed to fostering a collaborative and compassionate culture and we welcome all voices to contribute to our lifesaving mission. Our staff represent a vast array of backgrounds and diversity dimensions, bringing with them valuable experiences and perspectives. They join the ASPCA to learn, grow, and continually do their best work on behalf of animals. We are inspired by our staff, partners, and the communities we support across the country who work to improve animal lives. We are committed to diversity, equity, and inclusion at the ASPCA because it elevates our organizational culture, aligns with our Core Values, and enables us to move further and faster toward the ASPCA's vision - that all animals live good lives; valued by society, protected by its laws, and free from cruelty, pain and suffering.

Your Employee Rights Under the Family and Medical Leave Act

Pursuant to regulations of the Family and Medical Leave Act (FMLA), we provide this notice to applicants about eligible employees' protected leave for certain reasons. Click on the linkto learn more.

Applicants that are residents of Colorado: Per CO Senate Bill 23-058, we cannot generally request or require any age-related information (i.e., age, DOB, attendance or graduation dates from an educational institution) on an initial employment application; this includes any age-related inquiries in the initial interview. We are permitted to require/request additional application materials; if those materials contain any age-related information, an applicant may redact the information before submitting an initial employment application.

About Us:
The ASPCA was founded in 1866 on the belief that animals are entitled to kind and respectful treatment by humans and must be protected under the law. As a 501(c)(3) not-for-profit corporation with more than two million supporters nationwide, the ASPCA is committed to preventing cruelty to dogs, cats, equines, and farm animals throughout the United States.

The ASPCA is headquartered in New York City, where we maintain a full-service animal hospital, spay/neuter clinic, mobile spay/neuter and primary pet care clinics, a rehabilitation center for canine victims of cruelty, kitten nursery, adoption center, and two community veterinary centers.

The ASPCA also operates programs and services that extend nationwide. We assist animals in need through on-the-ground disaster and cruelty interventions, behavioral rehabilitation, animal placement, legal and legislative advocacy, and the advancement of the sheltering and veterinary community through research, training, and resources.

At the ASPCA, we are committed to fostering a collaborative and compassionate culture and we welcome all voices to contribute to our lifesaving mission. Our staff represent a vast array of backgrounds and diversity dimensions, bringing with them valuable experiences and perspectives. They join the ASPCA to learn, grow, and continually do their best work on behalf of animals. We are inspired by our staff, partners, and the communities we support across the country who work to improve animal lives. We are committed to diversity, equity, and inclusion at the ASPCA because it elevates our organizational culture, aligns with our Core Values, and enables us to move further and faster toward the ASPCA's vision - that all animals live good lives; valued by society, protected by its laws, and free from cruelty, pain and suffering.

Applicants that are residents of Colorado: Per CO Senate Bill 23-058, we cannot generally request or require any age-related information (i.e., age, DOB, attendance or graduation dates from an educational institution) on an initial employment application; this includes any age-related inquiries in the initial interview. We are permitted to require/request additional application materials; if those materials contain any age-related information, an applicant may redact the information before submitting an initial employment application.