Career Center

Position: Senior Vice President of Talent Management and Development  
Organization: American Dental Education Association  
Reports to: Chief Operating Officer and Chief of Staff  
Location: 655 K Street, NW, Suite 800, Washington, DC 20001 (Hybrid Schedule) 
Salary: $185,000 - $215,000 commensurate upon experience  

Seeking a vibrant and skillful HR leader committed to excellence in talent management and strategy. 

ABOUT ADEA  
As The Voice of Oral Health Education®, the American Dental Education Association (ADEA) plays a critical 
role in shaping the future of oral health education and research.  As such, ADEA works closely with its 
constituents to develop a well-prepared and an inclusive oral health workforce with the aim of improving 
the health of all persons and communities. Our members include the 80 U.S. and Canadian dental schools, 
800 plus allied/advanced dental education and residency programs, and more than 60 corporate partners.   
Representing 65,000+ students, faculty, staff, residents, fellows, and administrators throughout the 
academic oral health professions, ADEA also advances innovation, academic and clinical research, 
leadership development (faculty, staff, and student), and enhances oral health through programming, 
advocacy, and by driving policy. With a staff of approximately 80 talented individuals, ADEA’s work 
encompasses a wide range of activities that focus on knowledge, research, and instructional expansion. 
The Association also leads efforts to foster clinical inquiry and transformative, agile change to meet the 
current and future needs of a rapidly changing oral health education community and the health care 
professions.  

Through its eLearning series, conferences, meetings, collaborations, and publications such as the peer
reviewed Journal of Dental Education, ADEA further fosters linkages and connections among a diverse 
group of international and national partners. The linkages and connections further allow ADEA and its 
stakeholders to leverage their collective strength to impact and improve not only the public health of 
communities but the overall health of individuals. We also offer the oral health education application 
services ADEA AADSAS®, ADEA PASS®, ADEA DHCAS® and ADEA CAAPID®. Learn more about ADEA at adea.org.  

ABOUT THE ROLE AND POSITION 
The Senior Vice President of Talent Management and Development  (SVP TMD) at ADEA is a dynamic, 
solutions-focused, and strategic leader responsible for shaping and guiding the human resource and talent 
management/development  function. This key position also  assists ADEA staff and leadership in 
supporting an inclusive, mission-driven, and humanistic culture so that the Association can enhance the 
employee experience and fulfill its strategic goals.  

ADEA seeks an experienced human resource and talent management/development leader who has high 
emotional and cultural intelligence and understands the importance of fostering a culture that values 
people and innovation. This leader is highly skilled at navigating nuanced areas with sound judgment and 
ensuring a compliant and safe environment for all employees and members. The SVP TMD directs and 
guides ADEA’s full employment lifecycle, including recruiting and sourcing the best talent, exiting the 
Association such as retirement, as well as maintaining effective programs for onboarding, retention, and 
promotion. This position currently supervises one direct report, a Senior Director, reports to the Chief 
Operating Officer and Chief of Staff (COO/COS) and serves as a trusted advisor and strategic partner to 
ADEA’s senior leadership, including the ADEA President and CEO (P&CEO). 

The successful SVP TMD is adept in leading with empathy, maintains an open-door policy for employees 
and supervisors, champions professionalism and an inclusive workplace that supports employees feeling 
valued and fosters employee belonging. The SVP TMD is also comfortable being hands-on as needed, 
exercising compassionate-firmness, and engaging in difficult but respectful conversations with a wide
range of constituencies to ensure compliance and foster employee well-being.  

This role requires a forward-thinking professional that can advise on data-driven decisions. The SVP TMD 
must also be adaptable and able to lead high-tech human resource operations will also developing high
touch relationships with a diverse group of leaders and constituents. The ADEA SVP TMD is a strong big
picture strategic thinker and advises senior leadership on opportunities, while also advising on talent 
management issues to drive positive Association business results. Additionally, the SVP TMD takes a 
posture of listening but is also solutions-focused and uses best practices to advance quality improvement 
and a culture that enhances staff accountability and continuous innovation to meet member needs. This 
position contributes significantly to the growth and retention of ADEA staff and in ensuring that ADEA 
remains a top destination for talented professionals who want to make a difference in oral education, 
health care, postsecondary education, and/or the academic health professions. 

Key Responsibilities: 
• Strategic Leadership & Talent Management: Collaborates with the ADEA senior  leadership team 
to support its long-term mission and strategic objectives through effective talent management 
and development. Keeps abreast of Association employment, human resources best practices, 
and trends to advise leadership and staff.  Provides strategic direction and guidance related to 
current and evolving human resources functions. Works collaboratively with senior leaders and 
staff to implement impactful solutions in such areas as employee wellness and enhancing 
employee management/leadership development and upskilling. Oversees talent strategies 
related to recruitment, performance management, and employee engagement.  Develops 
appropriate marketing strategies, defines roles and responsibilities of hiring team, and develops 
service-level agreements to ensure an effective and efficient recruitment lifecycle. Advises the 
ADEA senior leadership team, including the COO/COS and P&CEO, on issues such as succession 
planning, organizational structure, compensation, promotions, benefits, and wellness 
programming to build and retain a high-performing, inclusive workforce. 

• Compensation, Benefits, & Employee Value Proposition: Designs analyses, manages external 
consultants, and collaborates with the ADEA Senior Chief Financial Officer (CFO) and COO/COS to 
ensure that ADEA’s compensation, benefits, and incentive programs remain competitive and 
equitable to retain and attract top talent. Regularly benchmarks compensation levels in 
conjunction with external consultants against market trends to ensure ADEA remains 
competitive. Leads initiatives that foster a positive employee experience, ensuring alignment 
between strategic goals, and team/individual skills and professional development, while also  
promoting personal and career growth. 

• Employee Relations & Performance Management: Provides direction and serves as a coach and 
resource to staff and supervisors on all employee relations and performance issues. Develops 
and reviews employee performance policies and processes in conjunction with ADEA senior 
leaders. Manages complex employee issues with a goal of fostering individual and collective 
professional growth, inter/intra departmental and staff solutions,  and effective inter/intra 
departmental communications.  Advises staff, supervisors, and senior leadership regarding the 
employee-related informal and formal ADEA complaint policies and processes. Consistent with 
ADEA policies and applicable DC, federal, and other laws, conducts objective and thorough 
employment and/or other  investigations as needed and directed by the COO/COS or P&CEO. 
Seeks employee feedback through surveys, focus groups, and exit interviews, and uses data to 
drive continuous improvement initiatives, and advise senior leadership on employee 
programming and policies. 

• Diversity, Equity, Inclusion, and Belonging (DEIB) Initiatives: Partners with ADEA’s Senior 
Director of Diversity, Equity, and Inclusive Learning,  the ADEA Access, Diversity, and Inclusion 
(ADI) team, and COO/COS to promote an inclusive, mission-driven, culturally-responsive, and 
humanistic work environment. Drives DEIB initiatives that align with ADEA’s values and strategic 
priorities. Supports wellness and an equitable, diverse, and welcoming workplace that fosters 
positive cross-staff and cross-departmental/divisional collaboration and engagement. 

• Compliance & Risk Management: Collaborates with business partners, ADEA staff overseeing 
areas which intersect with human resources, and external legal counsel to ensure compliance 
with legal standards and employment-related matters. Updates ADEA policies and practices to 
ensure compliance with all applicable DC, federal, and other employment, regulatory, and labor 
laws. Implements related best practices as needed and provides recommendations to ensure 
ADEA’s compliance. Leads initiatives regarding workplace safety, workers’ compensation, 
employment-related insurance, employee regulatory requirements, and ensures training for 
ADEA staff, supervisors, and other applicable ADEA stakeholders on these topics as needed. 
Manages immigration processes such as H1B visas and other employee-related compliance  
matters. Keeps ADEA senior leadership abreast of best practices and changes to applicable 
employment laws and regulations and advises on recommendation and impact. 

• Executive Compensation & Retirement Plan Administration: Administers the 403(b) retirement 
plan in collaboration with the Senior CFO, ensuring compliance with all regulations, audits, and 
filings. Serves as a liaison and engages with designated external compensation consultants to 
advise and provide recommendations on executive compensation and salary benchmarking 
studies to the ADEA Board of Directors Finance Committee, Senior CFO, COO/COS, and P&CEO. 
Collaborates with the ADEA Immediate Past-Chair of the Board of Directors, COO/COS, Senior 
CFO, and designated external consultants regarding the annual P&CEO evaluation survey, self
evaluation, and compensation review to ensure that the evaluation is conducted consistent with 
ADEA policy.  

• HR Operations & Technology Integration: Directs and evaluates ADEA human resources 
processes and policies and partners with the ADEA Information Technology team to assess 
technology needs and provide recommendations to improve operational efficiency and ensure 
compliance with applicable employment and related laws, regulations, and support best 
practices. Oversees human resources operations and works closely with the ADEA facilities team, 
IT, Senior CFO, COO/COS, and P&CEO in developing, designing, and managing employee spaces 
to support efficient operations, communication, workflow, and interactions.  

• Leadership & Team Development: Provides direct leadership to the ADEA Senior Director of 
Human Resources, offering constructive feedback, coaching, and fostering the individual’s 
professional growth. Supervises temporary employees and/or consultants assigned by the 
COO/COS to work with human resources. Leads and implements professional development and 
training to enhance leadership and teammate interactions, improve staff communication and 
innovation, advance employee wellness, promote ongoing organizational efficiency, and help 
achieve ADEA’s strategic and functional goals while mitigating risk for the Association. Builds 
strong human resources and talent management and development operations that are agile, 
responsive, data-driven, and that align with the Association’s strategic priorities and policies. 
Partners with the ADEA senior leadership and staff to develop, assess, and plan programs which 
foster an inclusive, mission-driven, accountable culture, while also promoting individual and 
team upskilling, collaborations, and effective communication to ensure ADEA meets its goals.  

The SVP TMD is a compelling opportunity for a human resources professional who thrives working in a 
mission-driven environment with dedicated Association staff and members, seeking to make a tangible 
impact by assisting and positioning schools and programs in their efforts to produce an inclusive future
ready oral health workforce. The SVP TMD will play a major role in supporting ADEA staff engagement, 
inclusion, development, and growth. The individual in this position will also serve as a trusted advisor in 
ensuring ADEA is a great place to work and lead the future of oral health education.

APPLICATION PROCESS 
For consideration, interested candidates will submit the following: a completed application, a resume 
(Word or PDF), and a letter addressing your specific interest, experience, and alignment to ADEA’s mission 
and the qualifications of the position. Applications will be accepted through December 13, 2024.  

To obtain further details or inquire about this opportunity, please reach out to Danisha Martin, Senior 
Consultant, Search, of Impact Search Advisors by Nonprofit HR at danisham@nonprofithr.com.

 
ADEA is an Equal Opportunity Employer. The Association’s EEO policy prohibits discrimination in employment on the 
basis of race, color, religion, age, sex, national origin or ancestry, marital status, personal appearance, sexual 
orientation, gender identity or expression, pregnancy, childbirth, or related medical conditions, family responsibilities, 
genetic information, political affiliation, matriculation, veteran status, union affiliation, disability, credit information, 
status as a victim or family member of a victim of domestic violence, a sexual offense, or stalking, or any other legally- 
protected characteristic in accordance with federal or local law (the “Protected Categories”). EEO applies to all terms 
and conditions of employment, including but not limited to recruitment, hiring, training and development, promotion, termination, compensation, and benefits.

ABOUT THE IDEAL CANDIDATE 
The ideal candidate for the SVP TMD role will be a seasoned human resources leader with a proven track 
record of strategic human resource planning, negotiating, facilitating, developing, and leading complex 
related functions. The incoming SVP TMD must have strong operational expertise and skill in resolving 
complex employee issues. Additionally, this leader will have significant experience and excel as a proactive 
change agent, collaborator, and coach. In working with the ADEA staff and senior leadership, the SVP TMD 
effectively utilizes consultative strategies to gather input and support staff training, organizational 
transformation, and innovation. The SVP TMD has the experience, knowledge, and skills to align talent 
strategies with the Association’s goals. The ideal candidate is adaptable and has demonstrated leadership 
and excellent communication, presentation, and people skills, as well as the ability to build and foster 
strong trusting relationships, influence leaders, use negotiation skills and develop solutions to achieve 
results. Experience and the ability to advise leaders on how to successfully lead people through change is 
essential. ADEA seeks an accomplished human resource leader with a knowledge of industry best practices 
and employment regulations to drive talent initiatives. Additionally, we are searching for a highly 
accomplished professional with solid business acumen, exceptional discernment, and communication 
skills, and preferably someone who has successfully navigated the nuanced membership association 
environment. 

Education & Certifications 
• Bachelor’s degree in Human Resources, Business Administration, or a related field is required; 
Master’s or law degree is highly preferred. 
• Professional certification such as SPHR or SHRM-SCP is strongly preferred. 
Experience & Expertise 
• A minimum of 12 years of human resources management experience or 10 years with a graduate 
degree.  
• Experience in strategic HR management and talent management in a nonprofit association 
environment is highly preferred. 
• Proven experience in human resources leadership roles, including managing teams, coaching 
supervisors, and resolving complex employee relations issues. 
• Demonstrated knowledge of human resources operations, including total rewards programs, 
employee engagement strategies, professional development, compensation, benefits, 
performance management, and employee relations. 
• Familiarity with HRIS systems and the ability to effectively learn new software and related 
employee information technology, with a preference for Paycom; experience with and 
proficiency in Microsoft Office (Word, Excel, Outlook, PowerPoint), Adobe Acrobat, and 
Zoom/Teams. 

Key Skills & Attributes 
• Strategic & Operational Balance: Ability to operate at both strategic and operational levels, 
providing short-term and long-term HR direction while managing day-to-day operational 
functions. 
• Business Acumen: Strong understanding of the business drivers in a mid-sized association and 
the ability to align human resources and talent strategy to support the Association’s goals and 
mission. 
• Leadership & Supervisory Skills: Proven track record of supporting and fostering inclusive 
cultures,  successfully managing, coaching, and leading diverse teams, and providing leadership 
regarding human resources best practices. 
• Communication and Conflict Resolution Skills: Excellent written and verbal communication 
skills, solid conflict resolution, ability to effectively advise, give presentations, and interact with 
executive leadership, staff, and other stakeholders. 
• Project Management: Strong organizational skills and project/program management 
capabilities, with experience in handling multiple initiatives concurrently in a fast-paced 
environment. 
• Change Management: Demonstrated evidence of working successfully with senior leaders and 
staff to advance innovation and grow talent to support transformation and change to fulfill the 
organization’s mission and strategic priorities. 
Compliance & Legal Expertise 
• Thorough knowledge of employment-related laws and regulations, with experience handling 
employment-related immigration processes (H1B, Green Card). 
• Demonstrated experience working effectively with applicable employment (DC, state, federal) 
and other legal standards related to but not limited to wages, overtime, work hours, 
workers’/unemployment compensation, FMLA, Paid Leave, Paid Safe & Sick Time, and disability 
related accommodations. 
• Strong knowledge of civil rights, EEO, and other workplace compliance programs, including 
significant experience in managing, leading, conducting, and overseeing informal and formal 
complaint programs, procedures, and investigations. 
• Experience with 403(b) retirement plan administration, working with internal and external 
stakeholders to ensure compliance and effective management. 

Personal Qualities 
• Analytical & Problem-Solving: Strong attention to detail with ability to analyze and present data 
to make evidence-based human resource decisions and recommendations; and solid ability to 
resolve and analyze complex employee and human resource problems, forward-thinking 
solutions, and decision-making skills. 
• Interpersonal Skills: Diplomatic, inclusive leadership style, strong emotional and cultural 
intelligence with strong conflict resolution skills and the ability to work effectively with internal 
and external constituents such as members, business partners, affiliated associations, and 
government officials. 
• Confidentiality: Demonstrates the ability to handle sensitive information with discretion and 
maintain confidentiality. 
• Adaptability: Agile and willing to learn new technologies and processes as needed to improve 
human resource functions. 

Work Requirements 
• Ability to travel to member meetings and events, including some weekends and evenings. 
• Ability to work at ADEA’s Washington, DC office on a hybrid basis (currently three days per week 
in the office on Tuesdays, Wednesdays, and Thursdays; and Mondays and Tuesdays working at a 
location within the DC Metropolitan area).