Cambridge Judge Business School Further particluars

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1 Cambridge Judge Business School Further particluars JOB TITLE: REPORTS TO: EXECUTIVE DIRECTOR OF CENTRE FOR ENDOWMENT ASSET MANAGEMENT (CEAM) DIRECTOR OF CAMBRIDGE JUDGE BUSINESS SCHOOL The role The primary purpose of this new role will be to collaborate with CEAM's Academic Director and Chairman to develop a clear intellectual agenda for CEAM and to support the development of this recently established research centre by implementing a strategic plan that establishes CEAM as a leading institution for knowledge building within long horizon investing. This will include: strengthening the work of CEAM by developing collaborative partnerships with groups including other divisions within the University, leading global academic institutions and practitioner organisations working within the charity, endowment and foundation sectors, sovereign wealth fund industry and the asset management industry; expand CEAM's global recognition by promoting the impact of CEAM's academic and knowledge-sharing activities; collaborating with the University's development office to support efforts that will build upon CEAM's initial phase of fundraising and provide financial continuity for its long-term running; and establishing the administrative function of the Centre. MAIN RESPONSIBILITIES Business Development To advance the Centre's mission globally and to collaborate with leaders (internally and externally) to fulfil the Centre's goals. Vision: articulate a clear vision that creates long-term value for the Centre. Identify alliances: identify partnerships (both externally and internally) that forge synergies and leverage upon differences, which when combined will create opportunities for the Centre to grow and strengthen its relevance and effectiveness. Negotiation: knowing when and with whom to develop alliances and accurately sense when to give and take in negotiations. Leadership & Strategic Management To provide executive leadership to the Centre and to shape and implement the strategic plan for the Centre Strategic planning: translate the vision for the Centre into a realistic strategy, articulate longterm objectives and balance these long-term goals with the immediate needs of the Centre. Leading change: create contingencies for future change and successfully update plans to reflect these changing circumstances. 1

2 Management: know what results are important to the Centre, focus resources to achieve them and clearly convey deadlines and objectives. For example, assigning accountability for important objectives, focusing the Centre to address the concerns of key stakeholders and aligning resources to accomplish goals. Commercial/Global awareness: understand how external conditions might affect the Centre's plans and understand the strengths and weaknesses of major competitors. Setting intellectual agenda To establish the intellectual agenda of the Centre in consultation with the Centre's Academic Director and Chairman. Shape agenda: in consultation with the Academic Director and Chairman articulate a clear intellectual agenda that reflects the vision of the Centre's leaders. Contribute to agenda: identify and communicate the salient intellectual issues that arise at the practitioner academic interface. Communicate agenda: integrate this agenda across Centre communications including web pages, proposals, discussions with stakeholders Guide outreach: use the intellectual agenda to guide the nature of out reach carried out by the Centre. Relationship building To build and maintain a group of mutually beneficial relationships between CEAM, corporates and universities globally. Identify a network: identify external people and organisations through which the Centre can build a complimentary set of relationships in order to enhance the Centre's effectiveness and underpin the Centre's business development work Build a network: understand the motivations of these stakeholders and infuse them with a sense of purpose and allegiance to the Centre in order to build a collaborative set of relationships that the Centre can work with to achieve mutually beneficial working links. Utilise this network: rally support from this network in order to push through initiatives successfully and influence individuals within the network, without using formal authority, to get things done. Coordination: liaise with other departmental and university level centres and functions to coordinate with them when relevant. Marketing and communications Oversee this function within the Centre: Design and implement the Centre's marketing and communications strategy; develop suitable strategies for communicating research outputs into a form suitable for external partners; produce summary documents about the Centre's research, suitable for a wide range of specialist and non-specialist audiences Oversee design and management of the Centre's website; seek feedback from target audiences to inform development of and make adjustments to website strategy Deal with press announcements and media engagement. 2

3 Engage and coordinate with key marketing and communications staff at departmental and university level. Financial & administrative management To supervise the operations, budget and finances of the Centre and to develop the administrative function of the Centre. Financial management: set up and oversee a budget and a transparent financial reporting system for the Centre. Administrative direction: set up and oversee the administrative function that will support the Centre's day-to-day operational activities. This includes developing and implementing strategies and policies within the Centre that enable it to maintain efficient operating processes and comply with University procedures. Examples include negotiation of commercial contracts, processes for managing vendor relationships, hiring staff. Interaction with key development staff: serve as primary point of contact within the Centre when engaging with development staff to support future fundraising for the Centre. Communication with benefactors: oversee that commitments to benefactors and other key stakeholders are fulfilled, for example updates, financial reports, annual reports. The person The ideal candidate should have the following qualities, skills and attributes. You are asked to provide a covering letter demonstrating how your own experience meets these requirements; A graduate, preferably with a master's degree, or equivalent. Research training. Language skills. An ability to understand academic ideas, translate these to a wider audience and to develop ties between the Centre's scholars and the policy/practitioner world. Good knowledge of the higher education system in the UK and abroad. An understanding of the research environment within a university. An understanding of the research funding structure. Good knowledge of the financial services industry, in particular asset management. Superior communication and interpersonal skills with a willingness to build long-term relationships at a senior executive level with supporters, friends of the Centre and donors. Ability to establish and maintain effective working relations with people in a multi-cultural environment with sensitivity and respect for diversity. Experience of working in the third sector/civil society. Experience of developing a programme or equivalent that is a world leader in its field. Experience of conducting research within an academic setting. A proven record of organisation, planning and decision-making. Demonstrated management skills, including the ability to manage staff and budgets. Demonstrated ability to work with a broad group of stakeholders. An ability to bring creativity and passion to the building of CEAM. 3

4 An interest in intellectual engagement within long horizon investing A desire to build initiatives that have a wider positive social impact Benefits This is a full-time position working 37 hours per week. There will be a nine month probationary period. Holiday entitlement is 33 days per annum plus eight days of public holidays. The salary will be in the range 51,702-54,841 per annum. The full incremental salary range for the position is advertised in order to demonstrate the progression for the Grade. Appointment within this range will be determined by the suitability of the successful candidate. The University of Cambridge comprises more than 150 departments, faculties, schools and other institutions, plus a central administration and 31 independent and autonomous colleges. It is one of the world's oldest and most successful Universities, with an outstanding reputation for academic achievement and research. With excellent benefits, extensive learning opportunities and a stimulating and attractive environment, the University of Cambridge is a great place to work. Our employees are eligible for a wide range of competitive benefits and services. We give them access to numerous discounts on shopping, health care, financial services and public transport. We also offer final salary pensions and tax-efficient bicycle and car lease schemes. We have two nurseries and a holiday play scheme to help support those with childcare responsibilities and we offer various types of family-friendly leave to aid employees' work-life balance. In addition we operate a number of initiatives to promote career development, health and well-being. Further details can be found at There is also a range of information about living and working in Cambridge at Application Arrangements To submit an application for this vacancy, please search for this position on the University's Job Opportunities website at and click on the "Apply online" button at the bottom of the relevant job description. This will route you to the University's Web Recruitment System, where you will need to register an account (if you have not already) and log in before completing the online application form. The closing date for applications is 28 September Applicants are required to provide details of two referees. These will not be contacted unless the applicant is shortlisted. Equality of Opportunity at the University The University of Cambridge is committed to a proactive approach to equality, which supports and encourages all under-represented groups, promotes an inclusive culture and values diversity. Entry into employment with the University is determined by personal merit and by the application of criteria required for the post. No applicant for an appointment or member of staff will be treated less favourably than another on the grounds of sex (including gender reassignment), marital or 4

5 parental status, race, ethnic or national origin, colour, disability (including HIV status), sexual orientation, religion, age or socio-economic factors. The University has various diversity networks which help it to progress equality; these include the Women's Staff Network, the Disabled Staff Network, the Black and Minority Ethnic Staff Network and the Lesbian, Gay, Bisexual and Transgender Staff Network. In addition, the University was ranked in the top 100 employers for lesbian, gay and bisexual (LGB) staff in Stonewall's Workplace Equality Index Information if you have a disability The University welcomes applications from individuals with disabilities and is committed to ensuring fair treatment throughout the recruitment process. Adjustments will be made, wherever reasonable to do so, to enable applicants to compete to the best of their ability and, if successful, to assist them during their employment. We encourage applicants to declare their disabilities in order that any special arrangements, particularly for the selection process, can be accommodated. Applicants or employees can declare a disability at any time. Applicants wishing to discuss any special arrangements connected with their disability can, at any point in the recruitment process, contact, a member of Cambridge Judge Business School's HR team who are responsible for recruitment to this position, on (01223) or by on Alternatively, applicants can contact the HR Business Manager responsible for the department they are applying to via 5

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