IDEA Community Engagement Specialist

The Community Engagement Specialist for the Inclusion, Diversity, Equity, and Accessibility (IDEA) department will establish and foster external relationships with residents, community partners, visitors, schools, non-profits, businesses, and more. This position will center on promoting, overseeing, continuously evaluating and enhancing community involvement initiatives aimed at furthering IDEA-related objectives. This role requires interpersonal, communication, and organizational skills, as well as a deep understanding of equitable community engagement.

EDUCATION AND EXPERIENCE:

• Bachelor’s degree or equivalent experience (3 years) in education, museum studies, community engagement, social work, IDEA, or related field.
• Ability to actively listen, be creative, resolve conflict, and emulate cultural sensitivity.
• Experience with planning events and community engagement activities.
• Must demonstrate initiative and positive thinking, with ability to multi-task.
• Experience with budget and project management.
• Demonstrated ability to work effectively with minimum supervision, attaining a satisfactory output by established deadlines.
• Proven experience in implementing IDEA initiatives is strongly preferred.
• Ability to plan and implement engaging events.
• Familiarity with Microsoft Office Suite.

KNOWLEDGE, SKILLS, AND ABILITIES:

• Excellent organizational, interpersonal and communication skills.
• Strong computer, office equipment, and mobile communications skills needed, specifically Microsoft Office Suite (SharePoint, Teams, Word, Outlook, Excel, PowerPoint); or desire to learn new technology.
• Ability to set and carry out short-term goals while keeping long-term goals in mind.
• Proficient at prioritizing, project management and process implementation.
• Ability to work professionally and collaboratively with diverse audiences including staff, board, donors, community partners and visitors.
• Demonstrated public speaking ability.
• Demonstrated understanding of social, political, environmental, and economic factors influencing community outcomes and experiences.
• Must demonstrate absolute discretion in handling confidential information.

PHYSICAL REQUIREMENTS:

Work is primarily sedentary in nature, no special demands are required.

ESSENTIAL FUNCTIONS AND ACCOUNTABILITIES:

• Build strong, equitable relationships within the community and external networks.
• Conduct proactive community outreach to strengthen connections to local residents.
• Collaborate with community members to ensure their interests and needs are reflected in museum programming, events, and more.
• Coordinate the newly established Supplier Diversity procedures and serve as the point person for managing relationships.
• Actively attend and table at community and networking events hosted in Pittsburgh.
• Actively attend diversity job and supplier diversity fairs to establish connections.
• Establish internal and external community engagement programs and processes with the IDEA Department.
• Interacts with other organizations, museums and stakeholders, providing requested information, coordinating visits.
• Develop external communication plans with the marketing team for IDEA.
• Coordinate and continue to evolve “Envisioning a Just Pittsburgh” Call for Art
• Plan and promote cultural community events and activities to attract a diverse audience.
• Plan and implement Heritage Month activities and communications.
• Ongoing awareness of community needs, initiatives, and discussions
• Other duties as assigned.

The starting pay range for this position, based on experience, is $40,000.00-$55,000.00

For full consideration, please include a cover letter with application materials.

The following PA Act 153 clearances, or proof of application of clearances, are required beginning employment and as a condition of continued employment: Pennsylvania Child Abuse History Clearance Pennsylvania State Police Criminal Record Check FBI Fingerprint Criminal Background Check Obtaining the required clearances is completed as part of the new hire process.

Carnegie Museums is an Equal Opportunity-Affirmative Action Employer – Minorities / Females / Veterans / Individuals with Disabilities / Sexual Orientation / Gender Identity

The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.   

*GUIDANCE ON ESSENTIAL FUNCTIONS:   The Americans with Disabilities Act (“ADA”) requires employers to consider and accommodate qualified individuals with disabilities.  An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job.  When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below.  Please note that the following guidelines are non-exhaustive.  If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function?  The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function?  If so, the function is more likely to be essential. D. How much time is spent performing the function and how often?  Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job?  If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential.  G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it?  If so, it is more likely to be essential.