Emergency Planning/Business Continuity Process Manager

Opportunity.OpportunityDetail.JobDetails

Opportunity.OpportunityDetail.Description

We are seeking an Emergency Planning/Business Continuity Process Manager for the Security Operations Department.

Incumbent shall provide guidance and expertise in planning and managing the service divisions’ and business units’ appropriate response to different levels of emergencies: incidents, crises, and disasters.  He/she is responsible for validating appropriate responses to said emergencies, ensuring criteria exist to distinguish between those levels and that all responders are aware of their obligations under the plans. He/she is also responsible for administration of ongoing business continuity planning (BCP) efforts by all business units.

Finally, incumbent shall be accountable to orchestrate reviews of how well plans undertaken are executed in response to emergencies and initiating lessons learned summaries with recommended changes as part of a continuous improvement program for business continuity.

If you have 3-5 years of managerial and emergency lead experience, you should apply right away!

Highlights:

• Direct use of Emergency Response system for the organization and serve as primary POC for that vendor
• Ensure that business continuity plans are updated, documented, and tested annually
• Guide business units in developing their emergency plans when requested or when needed
• Develop new processes and procedures to replace obsolete ones
• Provide ongoing review and reporting on the Emergency Response system to management
• Design, schedule and evaluate training of Credit Human staff in order to ensure required knowledge levels and operational efficiency in the areas of emergency management and recovery

Experience:

    Required

• 3-5 years proven, related experience
• Management experience

    Preferred

• Emergency lead role with a medium to large organization

Education:

    Required

• BS degree in business administration, supply chain management or equivalent

    Preferred

• BA/BS degree in Security & Emergency Management | Disaster & Emergency Management
• BA/BS degree in Emergency Management Administration

Licenses & Certifications:

    Preferred

• Certified Emergency Responder Specialist (CERS) | American Institute of Certified Planners (AICP), or equivalent

Skills & Knowledge:

    Required

• Good Decision-Making Skills
• PC Skills (Great working knowledge of Windows and MS Office)
• Proven Analytical Skills
• Proven Influencer Skills
• Familiarity with continuous improvement methodology
• Excellent listening, written and verbal communication skills

Schedule: Monday-Friday, 8:30 am-5:30 pm

Level of Work: 2C

Salary range:  $78k - $84K

Flexibility: On-site, not hybrid

Credit Human provides employees with many benefits from insurance coverage to college tuition reimbursement.

To get to know Credit Human and learn more about our benefits, visit our careers page at www.credithuman.com/careers.

Credit Human conducts employment background checks that may be used for decisions related to employment with Credit Human. Standard background checks performed on final candidates include NCUA Administrative and Prohibited Orders, ChexSystems, past employment verification, criminal history checks on convictions, and outstanding arrest warrants within the past seven years. Degree verifications are conducted if listed on the employment application. Additional background checks relevant to the role may include a motor vehicle registration check, credit check, and/or fingerprint card. Applicants must be currently authorized to work in the United States on a full-time basis.

Opportunity.OpportunityDetail.Qualifications

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)