The Center for Human Development is seeking a senior information and technology professional for a dynamic role in our growing and complex organization. CHD places a high value on data, systems, and technology to support and enhance the delivery of high quality clinical and social service programming. The agency has invested significant financial and personnel resources into the IT, applications, and enterprise systems department and is looking for an experienced leader to optimize those important resources.

Responsibilities: The Vice President is primarily responsible for providing strategic direction to the organization for complex information and data analysis efforts and the use of technology to meet on-going business needs. The VP will direct and lead the work of the Information Technology, Application Data Services, and Enterprise Systems Management departments including network/operations, communications, help desk, training, information/data management, systems administration, and health care/behavioral health informatics. This role will support the agency’s efforts to track and analyze internal and external performance measures, working closely with Compliance and Quality Assurance staff. The VP will ensure the effective integration of IT strategies to support the overall technological, information, and quality requirements of the agency.

Qualifications: Bachelor’s Degree in related field required; Master's Degree preferred; 5 years’ experience in leading an IT/IS department in a large and complex organization; Excellent communication skills; demonstrated experience with strategic decision making and planning. Experience with behavioral health and/or social service organization preferred.

This is a fully on-site position located in Springfield, MA.

Education

• Bachelors or better

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)