What are the responsibilities and job description for the Manager, Social Responsibility position at Mashantucket Pequot Interactive LLC?
Under the direction of the Vice President of Marketing Strategy & Operations, the Manager of Social Responsibility will be responsible for planning, managing and implementing the company's Social Responsibility initiatives which include Community Support and Outreach (ensuring alignment with the strategic priorities of the Mashantucket Pequot Tribal Nation), Community/Philanthropic Giving, Native American causes, Responsible Gaming and Sustainable Play community programs, and other community-based initiatives. The ideal candidate will have a strong commitment to social responsibility and an understanding of the gaming industry. Bachelor degree in Social Work, Public Relations, Business, or related field. Three (3) years of experience in a social responsibility, community relations or community engagement role, preferably in the gaming industry. Three (3) years of experience of project management. Three (3) years of experience developing and managing programming or events. Three (3) years experience supervising one or more team members as a full-time direct report. Experience working with Native American communities. Proven ability to build and cultivate new business relationships. Must demonstrate exceptional communication and interpersonal skills. Budget management experience required. Experience working collaboratively with diverse internal and external stakeholders. Experience in a fast-paced, evolving workspace a plus. Candidates must have the ability to work flexible hours as needed and be willing to travel as required. Candidates must be located the New England region, with a strong preference for candidates in Connecticut. This role is remote/hybrid. Office presence in Connecticut may be required in the future.
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)
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)
