Director, Member Communications

### Job Details

#### Description

The American Hospital Association (AHA) is a national organization that represents and serves all types of hospitals, health care networks, and their patients and communities. The AHA has two main offices, located in Washington, D.C. and Chicago. We are currently seeking a Director, Advocacy & Member Communications for our Washington, D.C. office. This position is a hybrid role (three days in the office, two days working remote).

Starting base salary = $126,000 – $157,500 (commensurate with related experience).

The Director, Advocacy & Member Communications is a key contributor to the association’s proactive and reactive communications to external audiences. Those audiences include, but are not limited to, AHA member CEOs and senior staff at AHA member organizations and the public. This position leads a team of communications professionals who work collaboratively with AHA’s policy, federal relations, legal and other departments to develop messages and materials reflecting the goals and mission of the association before AHA members, Congress, government agencies and the public. This position oversees and manages multiple electronic newsletters, including AHA Today, the association’s flagship daily electronic communication, and leads efforts to enhance digital communications geared toward members.

#### Essential Functions

**Leadership and Management**
– Manage a team of communications professionals who work closely with colleagues from the policy, federal relations, and legal departments to produce high-profile communications for AHA members, Congress, policymakers, and the public.
– Lead a team of four individuals who primarily serve as editors, writers, and communications strategists for the advocacy and member communications team.
– Develop and implement digital communications strategies to spotlight the good work occurring at hospitals and health systems and increase the value of AHA membership.
– Serve as a role model of ongoing professional learning and development and the AHA values.

**News Communications**
– Oversee and provide day-to-day management of AHA’s member newsletters, most notably AHA Today, a daily electronic newsletter that reaches 65,000 members and other health care stakeholders.
– Work with team members to develop and schedule content for AHA Today to ensure that it is a robust and valued resource for hospital and health system news and resources.
– Manage the association’s weekly events and education newsletter.
– Work closely with field engagement and grassroots advocacy team on other electronic newsletters, including communications focused on top advocacy issues, rural hospitals, and behavioral health.
– Serve as a backup for overseeing the headline section of AHA Today. This includes writing headline stories on tight deadlines and ensuring the newsletter is sent on time each day.
– Develop strategies for how to grow newsletter readership, as well as how to promote news content to larger audiences.

**Member Communications**
– Lead various communications efforts and provide strategic communications counsel and editorial assistance on numerous projects.
– Work with the communications team to edit and review comment letters, regulatory advisories, and other special member communications.
– Work closely with the vice president of advocacy and member communications and grassroots advocacy team to better engage AHA members on advocacy campaigns.
– Develop communication strategies to support various initiatives from AHA-related groups.

**Website and Mobile Strategy**
– Play a key role in efforts to enhance AHA’s website and mobile strategy.
– Oversee AHA News webpage and implement strategies to enhance the reach of AHA’s news coverage.
– Work with team members on efforts to make sure web content is enhanced for SEO and easy to find for members.
– Play a key role in efforts and projects related to developing and implementing a mobile strategy for the association.

**Primary Backup to VP of Advocacy and Member Communications**
– Serve as the primary backup for the vice president of advocacy and member communications.

We offer an excellent total compensation package, which includes medical/dental coverage (PPO/HMO), vision care, life insurance, short and long-term disability plans, 401(k), tuition reimbursement, paid vacation/holidays/sick days, wellness programs, and more!

The American Hospital Association (AHA) is an Equal Opportunity Employer. We evaluate qualified applicants without regard to race, color, religion, sex, national origin, disability, veteran status, and other legally protected characteristics. We will provide reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, and Title I of the Americans with Disabilities Act of 1990. If, because of a medical condition or disability, you need a reasonable accommodation for any part of the employment process, please call (312) 422-3000 and ask for the Director, Human Resources and let us know the nature of your request and your contact information.

The AHA participates in the E-Verify Program. #LI-Hybrid

#### Qualifications

**Education**
– Required: Bachelor’s or better in Communication or related field.

**Experience**
– Required: Minimum 7 years’ experience in the health care field related to communications.
– 2 years with success leading teams/projects.
– Journalism background or experience managing newsletters is essential.
– Association, agency, or Capitol Hill work experience is a plus.
– Experience writing/editing a variety of materials and the ability to break down complex issues in easy-to-understand language.
– Experience managing and delivering top-notch communication materials.
– Familiarity with web and mobile trends development, data analytics, and HTML/CSS a plus.

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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