Central City Concern is an innovative nonprofit agency providing comprehensive services to single adults and families in the Portland metro area impacted by homelessness, poverty, and addictions. We hire skilled and passionate people to meet our mission through outcome-based strategies that support personal and community transformation.

The Director of Enterprise Risk Management (DERM) is a key leadership team member responsible for the Enterprise Risk Management program identifying, assessing, monitoring, and reporting on enterprise-wide risks. DERM sits alongside Compliance and Quality; the three comprise Central City Concern’s first line of defense. Bringing significant operational and financial risk management expertise and experience the role is central to the success of the ERM program. Under the general direction of and working closely with the General Counsel, the DERM will drive (with considerable latitude) the continued build-out and implementation of the ERM Program (through the leadership of assessments and refinement of the enterprise risk register, risk appetite, key risk indicators/dashboard, etc.). The DERM identifies and reports on operational risk issues, collaborates with business leaders to educate and solicit input, follows up on action items, recommends policies and procedures, monitors key enterprise risks, and prepares executive and Board level reports.

RESPONSIBILITIES:

• Drives the ERM Governance program designed to proactively and systematically identify, assess, monitor, report, and escalate significant risks.
• Develops and delivers training job aids and tutorials on risk assessment methods and systems for CCC leadership and employees.
• Interviews business leaders to inform them of the ERM mission and solicit their input on business line risks, severity, and potential remediation measures.
• Work closely with the business leaders to advise and guide risk and process decisions; ensure ongoing operational risk-taking activities remain consistent with the ERM program parameters and all policies and procedures.
• Evaluates issues and operational functions and controls to ensure compliance with risk-based policies, procedures, and controls.
• Leads maturation of programmatic elements (e.g., policies/standards/procedures; processes for risk identification, assessment, mitigation, monitoring; risk register; risk appetite statement; risk acceptances; key risk indicators; reporting to management/board; etc.)
• Leverages programmatic elements to mitigate risks to the firm
• Conducts risk assessments on significant, complex risks (including modeling of risks to understand all parameters, worst-case outcomes, etc.) and contribute to risk mitigation planning
• Oversees testing and review to ensure the efficacy of risk mitigations
• Gathers risk-related data from internal and external resources.
• Maintains data and develops reports using GRC software.
• Serves as a key coordinator for the Enterprise Risk Management Committee.
• Drafts presentations to senior leadership and the board of directors.
• Maintains and updates ERM framework and supporting policies and procedures.
• Researches and implements program changes based on Enterprise Risk Management trends and emerging practices.
• Plans and contributes to the development of risk management systems.

QUALIFICATIONS:

• Bachelor’s degree in risk management, audit, compliance, or related discipline along with 6-8 years of experience in risk management corporate performance, or related field or equivalent combination of education and experience.
• Proficiency with governance, risk management, and compliance software is preferred.
• CPR certification before start.
• Must possess a current driver’s license, have access to a vehicle, pass a DMV background check, be designated an “acceptable” driver as outlined in Central City Concern’s Fleet Safety Policy, and maintain vehicle insurance coverage of a minimum of $100,000/$300,000 personal auto liability coverage. Must pass an initial driver training and continued recertification training.
• Ability to effectively interact with co-workers and clients with diverse ethnic backgrounds, religious views, political affiliations, cultural backgrounds, gender identities, and sexual orientations and treat individuals with respect and dignity.
• Demonstrated competency with risk management concepts, identification, and mitigation.
• Demonstrated knowledge of the external environment impacting the agency.
• Ability to adhere to Central City Concern’s drug-free workplace encourages a safe, healthy, and productive work environment and strictly complies with the Drug-Free Work Place Act of 1988. An employee shall not, in the workplace, unlawfully manufacture, distribute, dispense, possess, or use a controlled substance or alcohol.

BENEFITS:

Central City Concern offers an incredible benefits package to our employees!

• Generous paid time off plan beginning at 4 weeks per year at the time of hire. Accrual increases with longevity.
• Amazing 403(b) Retirement Savings plan with an employer match.
• 11 paid Holidays PLUS 2 Personal Holidays to be used at the employee’s discretion.
• Comprehensive Medical, Vision, and Dental insurance coverage.
• Employer Paid Life, Short Term Disability, AND Long Term Disability Insurance!
• Sabbatical Program offering extended time off at years 7, 14 and 21.

This description is intended to provide a snapshot of the work performed. It is not designed to contain a comprehensive inventory of all duties, responsibilities, and qualifications required of the position.

Central City Concern is a second-chance employer and complies with applicable laws regarding considering criminal backgrounds for employment purposes. Government regulations, contractual requirements, or the duties of this particular job may require CCC to conduct a background check and take appropriate action to address prior criminal convictions.

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)