American Bankers Association Vice President, Creative Director in Washington, District Of Columbia

Requisition Number

17-0072

Post Date

10/12/2017

Title

Vice President, Creative Director

City

Washington

State

DC

Description

Want to work for a great Organization? The American Bankers Association is the banking industry's champion. Joining ABA makes you part of a team that:

  • has Extraordinary People - ABA experts are the "go to" sources for bankers, policy makers and the mediafor credible information and insights for the banking industry.

  • has Unmatched Scope and Scale - ABA's unparalleled information and services keep members current, knowledgeable and prepared.

  • is Impact-Driven - ABA has a proven record of bringing about positivechange for our members and the industry. We take action and achieve results. Plus competitive pay, an outstanding benefits package, a convenient DC location, a professional collegial work environment and an opportunity to work on issues of national significanceequals a winning combination! ABA is seeking a Vice President, Creative Director who will be responsible for the vision and execution of all creative work for the organization ensuring a consistent ABA brand across video, print and digital channels. This new position will lead the in-housecreative team of five graphic designers and guide the design strategy for ABA’s increasing number of communications.Key Duties Include:

  • Manage an internal creative services team of 5 graphic designers that develop all digital and print collateral in house, completing 800 plus projects per year.

  • Incorporate the latest design trends and technologies, especially for digital, and ensure that staff is engaged, continually learning and up to date on the latest techniques.

  • Guide and evolve the ABA brand while maintaining consistency across all media, including logos, marks, typographic standards, style guidelines, image treatments, illustration style, voice and primary brand messaging.

  • Expand ABA’s video and photography capabilities and strategy. Lead ABA’s expansion of in-house production studio.

  • Manage the trafficking function for all the design work produced by the 5 designers and 1 copywriter. Take in all requests from marketing team and assign the work to each of the designers based on workload capacity.

  • Develop production schedules and ensures the work is done on time. Bid and manage each of the print jobs to several different printers.

  • Work with internal groups and Finance to develop annual forecast for design hours needed. Ensure proper time tracking by staff and manage internal chargeback process.

Requirements

  • 10-15 years of experience in graphic design with 5 years of experience in a leadership role managing a creative team for business to business communications.

  • College degree

  • Strong portfolio of work from recognizable brands or associations.

  • Experience with print, digital, videography and photography.

  • Strong understanding of the creative needs for digital and social.

  • Complete understanding of the print process.

  • Experience in Graphic Design.

  • Strong leadership skills with a proven track record of managing a creative team.

  • Able to effectively lead/coach/influence others on their team and across the organization.

  • A proven strategic and creative thinker.

  • Highly organized and detail oriented, and able to manage many projects at one time.

  • Superior written, interpersonal and presentation skills.

  • Able to work in a highly collaborative environment and is a team player.

  • Experience with print vendors and print bidding process.


  • Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.

  • Please view Equal Employment Opportunity Posters provided by OFCCP here at http://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm .

  • 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 accessto 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 disclosureis (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. 41CFR 60-1.35(c)