Manager, Legislative and Regulatory Policy

Job Details

Description

Who We Are: It all starts with purpose.

We are a purpose-driven nonprofit with a dynamic staff culture.

With a meaningful purpose, motivated staff, and excellent benefits, working here will definitely have you smiling! The ADA’s headquarters is located just steps from Chicago’s Magnificent Mile and close to public transportation. With more than 400 colleagues, the ADA Staff are some of the most talented people in the Chicago, Washington D.C., and Maryland area.

We were named a Top Workplace by the Chicago Tribune in 2019 and 2021! Come join our team!

Job Responsibilities:

The Manager, Legislative and Regulatory Policy is responsible for lobbying issues related to dental practice and other issues before federal regulator agencies on behalf of the ADA, both through written documents, such as comment letters in response to agency rules and in-person meetings with agency officials at all levels as well as assisting the Department of State Government Affairs on related issues through research. The manager also helps develop and deliver the ADA’s message on legislation that affects dental practice and other issues before Congress, both through written testimony, fact sheets, letters, etc. and through in-person advocacy with congressional staff. All these activities require a close-working relationship with internal ADA agencies and ADA leadership (ED, president, etc.) and independent decision-making.

Must-Have:

• Bachelor’s degree
• Minimum 5 years experience advocating within health care policies in a legislative/regulatory environment
• Knowledge of legislative and/or regulatory accomplishment
• Knowledge of Congress, federal agencies and the legislative/regulatory process at the federal level
• Excellent oral/written communication, analytical skills, and political savviness
• Ability to speak and present to large audiences, and demonstrate a high level of interpersonal engagement
• Ability to work independently, collaboratively and manage projects
• Proficiency in Microsoft Office Suite and Adobe Acrobat
• Some evening/weekend work
• Some travel; ADA annual conference, state lobbyist conference, ADA headquarters

Nice to Have:

• D.D.S., D.M.D., or Master’s degree
• Existing contacts on the Hill/Federal agencies
• Experience with Medicaid, Medicare, commercial insurance and/or legislative policy

Just a few of the benefits offered to employees:

• Promotes Work/Life Balance
• Hybrid Work Schedule (2-3 days from home)
• Health insurance/ dental reimbursement plan
• Ample Paid time off
• 401(k)
• Pension
• Flexible Spending Account
• Life insurance
• Tuition reimbursement
• Paid Parental Leave
• Pet Insurance
• Student Loan Refinance
• 2 days off to work at a charity event of your choice

The American Dental Association is proud to be an Equal Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex, sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. The American Dental Association is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at [email protected].

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.

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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