Top Division Research & Development Executive plans and directs all research and development policies, objectives, and initiatives for a division. Leads research efforts to identify new technologies and other scientific concepts that can be used to improve current product offerings or create new products and services. Being a Top Division Research & Development Executive evaluates and recommends ideas for new products that may enhance the organization's competitive position and achieve growth in revenue and/or market share. Requires a bachelor's degree. Additionally, Top Division Research & Development Executive typically reports to a top management. The Top Division Research & Development Executive manages a departmental function within a broader corporate function. Develops major goals to support broad functional objectives. Approves policies developed within various sub-functions and departments. To be a Top Division Research & Development Executive typically requires 8+ years of managerial experience. Comprehensive knowledge of the overall departmental function. (Copyright 2024 Salary.com)
Be a part of history! AURA discoveries change the way we view our universe. The Association of Universities for Research in Astronomy, Inc. (AURA), a nonprofit incorporated in 1957, operates as a consortium of 46 US institutions and 4 international affiliates responsible for the construction, operation and maintenance of world-class astronomical observatories and research centers. With an annual budget of approximately $300 million, AURA’s role is to establish, cultivate and promote public observatories and facilities that advance innovative astronomical research.
AURA is seeking a strategic HR leader to lead HR services for our 700 employees across our continental U.S. and Hawaii locations supporting the National Science Foundation. This position will be based out of our NOIRLab center in Tucson, Arizona.
Reporting to AURA’s Head of Human Resources, the HR Division Head will be in charge of defining the people vision and goals for US-based NSF employees. You will be defining new and innovative ways to hire, engage, evaluate, and develop staff while navigating the compliance complexities and operational rigor that is required of an academically oriented, not-for-profit, government contractor.
Essential Functions:
Required Education/Experience/Skills/Abilities:
Preferred Education/Experience/Skills/Abilities:
Applicants should submit the following materials in a single PDF file: a cover letter and resume. Candidates should take advantage of the cover letter and the summary to describe their particular interest in being a strategic leader at AURA.
Please only use this link to apply: https://stsci.slideroom.com/#/permalink/program/77759/YplGjtjd1r
Applications received by April 12, 2024, will receive full consideration. The position will remain open until filled.
The diversity of the AURA staff enhances the dynamic and collegial atmosphere of our community and reflects our commitment to inclusivity in the broadest sense. Accordingly, women, minorities, veterans, and disabled individuals are strongly encouraged to apply for this position.
As an Equal Opportunity and Affirmative Action Employer, AURA does not discriminate because of race, sex, color, age, religion, national origin, sexual orientation, lawful political affiliations, veteran status, or mental or physical handicap. Veterans, disabled or wounded warriors needing assistance with the employment process can contact us at careers@stsci.edu. Salaries and benefits are commensurate with those of AURA member universities.
Included Benefits:
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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