Director of Government Relations & Advocacy
PRIMARY JOB FUNCTION(S):
Monitors federal and state public policy trends and legislative/regulatory developments; advises on merits of engagement, assures timely and accurate actions/responses.
Develops policy position statements, issue briefs, regulatory comments, and testimony.
Builds and maintains relationships with key members of Congress and staff, staff for committees of jurisdiction, the administration, and regulatory agencies to communicate and effectively represent Chimes legislative/policy objectives.
Keep abreast of public health issues that effect people supported by Chimes services
Works with outside consultants, manages member engagement/committees related to public policy, coordinates Affiliate Advisory Council activities in support of legislative and regulatory efforts, develops and maintains data base on Chimes member Congressional relationships, and provides Chimes leadership with the tools they need to be effective advocates
Participates in coalitions; acts as liaison to various groups. Participates and represents Chimes on service delivery related coalitions, task forces, groups/projects, etc.
Develops/maintains subject matter expertise in the following areas relating to services and supports for people with disabilities, behavioral health services, and related workforce, employment, public health and technology components.
BA Degree required, Master’s preferred
Disability, behavioral health, or public health policy experience preferred
Strong organizational, motivational and consensus building skills.
Exceptional persuasive writing ability, strong public speaking and communication skills
Accustomed to working in a fast-paced environment; political campaign experience a plus.
Occasional weekend obligations; occasional travel required
NOTE: At the discretion of the Personnel Officer, additional related experience and/or education may be substituted in lieu of the requirements specified under Education and Experience.
Bachelors or better.
Masters or better.
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)
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Job posted: 2020-11-02