Location: Buffalo,NY, USA
Description
Program Summary
A program of Child and Family Services, the Center for Resolution and Justice (CRJ) helps individuals and organizations throughout WNY to have difficult conversations through mediation, conflict coaching, and Restorative Justice initiatives toward peaceful and meaningful solutions and resolving disagreement.
CRJ is part of a statewide network of Community Dispute Resolution Centers that provides free and low-cost dispute resolution programs that support disputing parties to develop their own solutions to matters that might otherwise bring them to court or have already put them in litigation. Services are provided by a team of professional staff and trained, volunteer community mediators.
Interested candidates must submit a cover letter and resume in order to be considered.
Position Summary:
The Program Operations Manager will oversee the Center for Resolution and Justices (CRJ) programmatic processes and operations to ensure productivity and quality throughout the various conflict resolution services offered throughout WNY. Main duties include unifying practices and procedures across the program, improving productivity and efficiency and managing quality standards to implement and monitor policies and procedures in accordance with agency and funder requirements and that ensure high quality, impactful and sustainable programming . The Operations Manager is part of the CRJ leadership team and will work with CRJ Director as partner and strategic leader to implement and monitor policies and procedures that ensure high quality, impactful and sustainable conflict resolution programming. The Operations Manager will also supervise a team to help carryout operations goals.
CRJ Managers are expected to complete our Basic Mediation and Conflict Coaching trainings and apprenticeship with additional professional development opportunities available.
A day on the job as the Program Operations Manager includes:
+ Manage the overall Program operations and work alongside CRJ leadership in day-to-day implementation;
+ Carryout program goals, proven through regular data reporting to C+FS and/or funders, as well as client, mediator, partner, and funder feedback;
+ Utilize electronic case management system to prepare regular reports;
+ Enforce the quality assurance efforts in accordance with funder (NYS Office of Court Administration, Office of Victims Services, etc), C+FS, and CRJ requirements;
+ Identify potential problems and points of friction in CRJ policies and practices, and find solutions to maximize efficiency and impact;
+ Participate in long-term planning to support CRJs programmatic and operational goals;
+ Help identify opportunities to expand or shift course based on community needs;
+ Provide training, supervision, coaching and feedback to the operations staff, and work alongside CRJ leadership in providing regular opportunities that foster an exchange of ideas and provide cross-team learning;
+ Work collaboratively with a focus on teamwork across all CRJ initiatives;
+ Develop and deliver in-service training for staff and other program stakeholders, based on areas of identified interest or need, or as requested by Director or other CRJ leadership;
+ Assist in supervising panel mediators, conflict coaches, Restorative Justice facilitators and any other volunteers and interns as needed;
+ Oversee and implement mediator (and other third-party neutrals/volunteers) quality assurance program in alignment with program polices and procedures and the NYS UCS Division of ADR;
+ Mediates and/or conflict coaches as needed and to maintain expertise and experience as is appropriate within workload demands;
+ Represents CRJ on relevant coalitions and committees, and to referring agencies, government offices, community agencies to increase awareness and use of CRJs services and programs
+ Attend and participate in regular CRJ and agency meetings;
+ Attend professional development trainings as required;
+ Incorporate the agency mission, values and philosophy in decisions, behaviors and actions;
+ Model and practice sensitivity, fair treatment and acceptance of diversity in all interpersonal interactions and in accordance with trauma informed practices;
Our ideal candidate:
+ Believes that
+ Collaborative, community relationships can affect positive, systemic change
+ Diversity in ideas and in people fosters an atmosphere of equity and inclusion
+ Those involved in court or the juvenile justice system should be provided the opportunity to have a voice and a choice in developing solutions to address their needs;
+ Has obtained an MBA with focus on nonprofit management or operations
+ Has 2-3 years experience as a mediator, conflict coach, or other neutral;
+ Has 2-3 years of nonprofit management experience
+ Experience in working with a Community Dispute Resolution Center;
+ Is proficient in Microsoft Office programs, demonstrates a commitment to data integrity, and a willingness to learn and maximize technology to support project goals;
Minimum Requirements:
+ Bachelor's Degree
+ 2-3 years of experience directly supervising others
+ Proven work experience as an operations manager or similar role;
+ Big picture thinking and solid problem-solving skills to address top-level concerns;
+ Interpersonal skills to communicate with a multitude of stakeholders and build trust;
+ Strong personal and professional judgment;
+ Adaptability to respond quickly to a shifting reality and adjust initiatives and priorities;
+ Outstanding organizational skills;
+ Comfortable with legal and regulatory processes to ensure compliance;
+ Knowledge of organizational effectiveness and operations management;
+ Familiarity with nonprofit management;
+ Excellent written and verbal communication;
+ Leadership ability;
+ Willing to travel occasionally throughout and outside of WNY for local, regional, statewide meetings and other professional development opportunities.
This position may be eligible for a hybrid work schedule of one to two days of remote work depending on program needs
Competitive Pay Range $67,500 - $72,500 annually based on experience and/or education
C+FS offers full-time employees the below benefits to support our employees and their families and help to create a healthy work environment
+ Paid Time Off (PTO), paid holidays and bereavement time
+ Employer Paid Life Insurance
+ Medical insurance options
+ Dental insurance options
+ Vision insurance options
+ Wellness Program and Incentives
+ Health Savings Account (HSA)
+ Healthcare Flexible Spending Account (FSA)
+ Dependent Care FSA Retirement
+ Employee Referral Bonus
+ Qualifying Employer for Public Service Student Loan Forgiveness Program (PSLF)
+ 403(b) Right Away and Employer-Contributions
Diversity Statement:
Within our agency and in the communities that we serve, C+FS is committed to diversity and inclusion with race equity at the center. Every day we work to promote safety, health, and wellness. We will not stop until black, indigenous and people of color are free from racism and experience peace, prosperity and well-being.
Child and Family Services is an Equal Opportunity Employer:
Child and Family Services provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, veteran or familial status, or genetics. In addition to federal law requirements, Child and Family Services complies with applicable state and local laws governing nondiscrimination in employment. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer leaves of absence, compensation, and training.
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 contractors legal duty to furnish information. 41 CFR 60-1.35(c)