This position sets the strategic direction of ASQ's registration activities, event planning, event execution, and reconciliation methods for courses, internal and external conferences, and meetings. Ensures internal and external stakeholder objectives are achieved and financial goals attained.
A bachelor's degree in business or related field is required. CMP (Certified Meeting Planner Certification) preferred.
A minimum of 7-10 years progressive experience in association, hotel or meeting planning; 1 year of people management.
Accountability: Leads by example; demonstrates responsibility through actions and words. Focuses on mission; explains context and holds themselves and team accountable for results.
Communication: Encourages and practices active listening. Communicates clear messages. Creates an environment that supports open communication.
Continuous Improvement: Encourages new ideas from team and facilitates better ways to do business. Sets and supports continuous improvement expectations and recognizes accomplishments.
Developing Self and Staff: Provides timely feedback about performance, strengths and development needs. Teaches others how to perform new tasks. Ensures development plan remains on track and provides resources to support development.
Ethics: Leads by example and acts in a way that minimizes organizational risk from unethical practices. Asks, "What is best for ASQ and the customer?"
Teamwork: Facilitates and models teamwork throughout the organization; fosters cooperation and collaboration through trust-building and relationships.
WORKING CONDITIONS AND PHYSICAL REQUIREMENTS:
Work Condition: Normal Office Environment. 20-25% travel required.
Bachelors or better in Business Administration.
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)