Salary range is $105k to $185k, with a midpoint of $145k.  New hires typically receive between minimum and midpoint, however, we may go slightly higher based on experience, internal equity and market.

GENERAL PURPOSE: 

Under general direction of the Chief Diversity, Equity & Inclusion Officer, manages the Economic Development team to ensure compliance of the Disadvantaged Business Enterprise (DBE), and small business programs. Ensures Agency compliance with federal and state laws, guidelines and directives related to the DBE and small business programs. Responsible for developing and operationalizing a long-term roadmap for the agency’s Economic Development programs, initiatives and training. Develops and manages the division’s operating budget. Manages the quality, scope, and schedule of assigned programs/projects and provides technical assistance and expertise in planning, organizing and implementing the Agency’s DBE and small business programs. Provides supervision to the Senior Small Business Program Specialists.

ESSENTIAL FUNCTIONS:

The following duties are a representative summary of the primary duties and responsibilities. Incumbent(s) may not be required to perform all duties listed and may be required to perform additional, position-specific duties.

• Plans, coordinates and reviews the work of assigned areas; coordinates schedules, projects and programs related to DBE and small business program compliance.

• Supervises, trains and motivates staff; coordinates and/or provides staff training; assists in the management of the workflow and prioritization of projects and measures the performance of the department and all related staff; provides advice and counsel to staff; provides process and business analysis leadership to less experienced team members.

• Oversees Commercially Useful Functions assessments of contractors, subcontractors and consultants to ensure legal, regulatory and contractual compliance requirements are adhered to.

• Provides management of functions and projects related to planning, organizing and implementing the Agency’s DBE and Small Business Programs; assists in the oversight of staff activities in procurement and contracting processes.

• Provides guidance and reviews processes for calculating, analyzing, and evaluating Small Business and Disadvantaged Business Enterprise (DBE) goals and requirements for Agency procurements and contracts in order to meet pertinent federal, state and local laws, codes and regulations.

• Assists in the management of staff’s performance for their due diligence when conducting on-site assessment of contractors, subcontractors, workers, consultants and DBEs to ensure legal, regulatory and contractual compliance requirements are adhered to.

• Oversees and reviews audits of the financial reporting and tracking systems to include B2GNow for assigned construction, design and architectural engineering projects; and validates associated compliance procedures are on target and within budget.

• Tracks and monitors DBE goal attainment and prepares and submits the semi-annual Federal Transit Administration (FTA) Uniform Report of DBE Commitments/Awards and Payments; ensures adherence to the FTA DBE regulations; monitors the Sound Transit’s DBE Program.

• Serves as project manager for the agency’s DBE Disparity Study.

• Establishes and maintains effective working relationships with other division staff, management, DBE and other small businesses, prime contractors/consultants, outside agencies, community groups and the general public.

• Provides technical assistance and consultations regarding DBE/SB program needs.

• In partnership with the Economic Development team, implement agency DBE/SB programs and operationalize long term roadmap of initiatives.

• Continuously evaluate DBE/SB programs to ensure it is meeting the agency’s goals.

• Support the agency’s Anti-Racist Strategy development and implementation.

• Perform special duties as assigned by the Chief Diversity, Equity & Inclusion Officer.

• Champions and models Sound Transit’s core values and demonstrates values-based behaviors in everyday interactions across the agency.

• Contributes to a culture of diversity, equity and inclusion in alignment with Sound Transit’s Equity & Inclusion Policy.

• It is the responsibility of all employees to follow the Agency safety rules, regulations, and procedures pertaining to their assigned duties and responsibilities, which could include systems, operations, and/or other employees.

• It is the responsibility of all employees to integrate sustainability into everyday business practices.

• Other duties as assigned.

MINIMUM QUALIFICATIONS:

Education and Experience:

Bachelor’s degree in public administration, business administration, accounting, construction management, or closely related field and six years of responsibility for contracts, budgeting, and compliance (directly related to the assignment) or closely related professional experience, which includes four years of leadership, budgetary, planning and workforce management experience; OR an equivalent combination of education and experience.

Required Licenses or Certifications:  

None.

Required Knowledge and Skills:

• Principles, practices and standards of diversity programs and functions and of industry principles and practices including the Disadvantaged Business Enterprise (DBE), Small Business program and regulations.

• State and federal regulations related to area of assignment.

• Agency policies, procedures, rules and regulations.

• Program/project management techniques and principles.

• Construction contracting policies, procedures and administration; as well as procurement and fiscal/budget policies and procedures sufficient to analyze reports and monitor contracts.

• Supervisory principles, methods and techniques.

• Computer applications such as word processing, spreadsheets and statistical databases; methods and techniques for data collection; and reporting standards.

• Customer service methods and techniques including conflict resolution management and problem solving methods and techniques.

• Modern office procedures, methods, and equipment, including computers.

• Report preparation.

• Utilizing personal computer software programs affecting assigned work and in compiling and preparing spreadsheets and a variety of specialized reports.

• Establishing and maintaining effective working relationships with other division staff, management, vendors, outside agencies, community groups and the general public.

• Interpreting and administering policies and procedures sufficient to administer, discuss, resolve, and explain them to staff and other constituencies.

• Applying project management techniques and principles.

• Supervising, leading, and delegating tasks and authority.

• Problem resolution involving issues that may be sensitive in nature; resolving disputes in an effective and timely manner.

• Maintaining confidentiality and communicating with tact and diplomacy.

• Preparing and analyzing complex data and numerical computations and comprehensive reports.

• Leading operations, programs, and services of assigned area/function within the Small Business Development and Labor Compliance Division.

• Responding to inquiries and in effective oral and written communication.

Physical Demands / Work Environment:  

• Work is performed in a standard office environment.

• Subject to standing, walking, bending, reaching, stooping, and lifting of objects up to 25 pounds.

• The Agency promotes a safe and healthy work environment and provides appropriate safety and equipment training for all personnel as required.

Sound Transit is an equal employment opportunity employer. No person is unlawfully excluded from employment action based on race, color, religion, national origin, sex (including gender identity, sexual orientation and pregnancy), age, genetic information, disability, veteran status or other protected class.

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)