Director, Compliance, Office of Government Sponsored Projects

Situated in the Office of Government Sponsored Projects on the Development team, the Director of Compliance is responsible for ensuring compliance with federal regulations and sponsor terms and conditions across Carnegie Museums of Pittsburgh (CMP). The position requires the application of a broad knowledge of regulations, practices, and procedures in compliant sponsored projects administration. In addition to serving as an Authorized Organizational Representative, the Director of Compliance is responsible for: advising the development team and Principal Investigators/Project Directors on pre- and post-award compliance matters, budget review and consultation, contract negotiation and acceptance, subaward issuance and monitoring, staff training, interpretation support, prior approval requests, knowledge and data management, policy updates and maintenance, and audit support.

Qualifications:

Education and Experience:

• Bachelor’s degree in a relevant area and 5-10 years’ progressive experience in sponsored projects administration/compliance is required.
• Master’s degree preferred.
• Certified Research Administrator or Certified Financial Research Administrator credential is desirable.
• Experience in budget development required.
• Experience in personnel time and effort reporting is desirable.
• Familiarity with the FAR, IRB, IACUC, Raiser’s Edge, Financial Edge, and CITI is desirable.
• Experience with post-award financial management is a plus.
• Familiarity with Pennsylvania’s Redevelopment Assistance Capital Program is a plus.

Knowledge, skills, and abilities: 

• Extensive knowledge of the Office of Management & Budget (OMB) Uniform Guidance as pertains to sponsored projects, including grants, contracts, and cooperative agreements is required.
• Working knowledge of federal, state, local and sponsor regulations, policies, and guidelines is required.
• Ability to work independently, research and resolve problems, meet deadlines, and follow through on assignments with minimal direction.
• Independent judgement, strong organization and communications skills, and customer service focus across broad and diverse subject areas.

PHYSICAL REQUIREMENTS: Work is primarily sedentary in nature; no special demands are required.

ESSENTIAL FUNCTIONS AND Accountabilities:

General

• Maintains working knowledge of funder-specific regulations and requirements for funders including, but not limited to: National Science Foundation, United States Fish and Wildlife Services, National Endowment for the Arts, National Endowment for the Humanities, Allegheny Regional Asset District, Redevelopment Assistance Capital Program, National Air and Space Administration, Pennsylvania Department of Community and Economic Development, among others.
• Maintains comprehensive knowledge of all CMP government grant awards and agreements.
• Conducts routine compliance reviews of grant-funded projects and subrecipient activity.
• Monitors changes in sponsor policy and liaises with CMP’s HR, Legal, and Finance teams to update internal policies annually and/or as needed.
• Assists in preparations for external monitoring visits, reviews, and audits, and cross-site evaluations and participate as appropriate/necessary.

Pre-Award

• Advises Development colleagues, PIs, museum finance, controller’s office staff, etc. on pre-award/application compliance matters.
• Reviews and approves grant budgets and proposal requirements/terms and conditions prior to submission for institutional compliance.
• Interprets regulations and guidelines as requested/needed.
• Reviews contracts/agreements to ensure CMP’s ability to comply with terms and conditions; communicates terms and conditions to PIs and relevant museum staff; liaises with CMP internal legal counsel as needed to help ensure compliance with contracts and agreements. Negotiates and accepts awards on behalf of CMP.

Post-Award

• Creates and leads award-specific grant management trainings for all PIs and relevant museum staff.
• Oversees all subawarding activity from agreement through implementation.
• Monitors and tracks sponsored-required trainings for CMP.
• Provides ongoing guidance in interpreting and executing applicable regulations and award terms and conditions for both CMP and subrecipients.
• Prepares written prior approval requests (i.e., extension requests, budget revisions, scope of work/key personnel changes, etc.) in accordance with sponsor guidance.
• Advises Development, museum staff, and PIs regarding Institutional Review Board (IRB) and Institutional Animal Care and Use Committee (IACUC), and other requirements.

Other

• Advises on foundation and/or corporate sponsorship agreement compliance on an as needed basis.
• Other duties as required and assigned.

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.