National Association of Broadcasters



Manager, Technology Operations

Department: Technology
Reports To: Executive Vice President, Technology
Employment Type: Exempt
Classification: Full-time
Education Level: Four year degree
Years of Experience: 5-8 years


Position Summary

Manage the Technology department's budgets, projects and operations in concert with the Chief Technology Officer and departmental vice presidents.

Specific Duties and Responsibilities:

Develop, oversee and manage the various budgets associated with the Technology department in collaboration with Executive Vice President and Chief Technology Officer (CTO). Budgets to include but are not limited to the operating, PILOT, committee and Technology department conference/seminar budget(s).

Coordinate project management for PILOT, including setting timelines, assisting department members in accessing and allocating resources, processing contracts with internal and external stakeholders, processing invoices and departmental expenses and tracking expenses and revenue. Monitor projects’ statuses, assists in keeping them on schedule and within budget and make progress reports available to the department.

Management of administrative staff to ensure the smooth operations of the department. Will develop and disseminate department procedures.

Serve as liaison to Finance department. Follow up with Technology staff to ensure finance deadlines are met.

Support CTO by proactively managing tasks and responsibilities; think ahead of what items need to be done and when and ensure the smooth operation of the CTO’s office.

Assists in the coordination of the Technology department’s educational programs, in particular NAB Show Futures Park, NAB Show Technology Awards and Futures Conference.

Manages the editing and production of the annual Broadcast Engineering and Information Technology Conference Proceedings.

Other duties as assigned by the CTO.

Core Competencies

Interpersonal Relationships/Interactions
Demonstrates a genuine interest and sensitivity in the thoughts, opinions, values and needs of co-workers and customers and views differences in these areas as both inevitable and acceptable. Avoids speaking, writing or doing other things that could be seen as disrespectful, exclusionary, discriminatory or offensive in nature. Deals with others in a professional manner. Recognizes and shows respect for the strengths and contributions of others. This is in clear contrast to behaviors that leave people feeling that their thoughts, opinions, values and needs are of little interest or are somehow inappropriate and unacceptable; a tendency to habitually say, write or do things that are disrespectful to individuals who are not present or who are otherwise unaware what has been communicated; and/or a strong tendency to notice and recognize missed expectations and failures.

Position Specific Competencies

Communicates effectively and appropriately. Uses good judgment as to what to communicate to whom and to when as well as the best way to get that accomplished (written, verbal). Speaks in a clear and credible manner, selecting the right tone for the situation and audience. Provides appropriate feedback when needed. Listens to others and allows them to make their point. This is quite different than those who tend to select the wrong means of communicating, or who communicate information to inappropriate people. It also contrasts with those whose messages are not clear or lack credibility, as well as those who demonstrate poor listening skills and are unreceptive to feedback.

Creates and/or adheres to realistic budgets in a manner that helps achieve the organization's objectives. Tracks expenses against the budget frequently enough to make adjustments at the optimum time. Communicates budget concerns and adjustments to all appropriate stakeholders so that they can adapt their plans and expectations. Uses resources efficiently, strives to reduce cost. This contrasts with the behavior of individuals who either fail to create budgets or fail to stick to them; who let too much time go by before comparing actual expenses to budget projections; and/or who neglect to notify important stakeholders about budget concerns or adjustments. Such individuals frequently allow expenses to spin out of control.

Project Management
Manages each stage of a project to ensure that commitments are met in a manner that is timely and within budget. Clearly defines roles and responsibilities, determines necessary resources, and monitors project performance through appropriate systems and procedures. This is distinctly different from individuals who fail to assess and define roles needed to complete a project, do not secure adequate resources, do not monitor ongoing progress or spend too much time on one project and not enough on each of multiple projects.

Has established a track record of producing work that is highly accurate, demonstrates attention to detail and reflects well on the organization. Is personally committed to high quality work and encourages others to have similar standards. This differs from those who cannot be relied upon to produce high quality work, pay little attention to detail, show little pride in a job well done and/or set a poor example for co-workers or direct reports.

Organization Skills
Handles multiple assignments and priorities yet still fulfills all commitments. Readily accepts new responsibilities and adapts well to changes in procedures. Gives appropriate priorities to various work demands. Follows through on commitments. Values the time of others by: coming prepared to meetings, being on time, responding to emails and communications in a timely manner. This is quite different from those who struggle to stay focused when faced with multiple priorities; focus only on one or two job priorities while neglecting others; and/or hesitate, complain or refuse to accept new procedures or assignments.

Problem Solving
Takes a proactive approach to anticipating and preventing problems. Uses logic and methods to solve difficult problems resulting in effective solutions. Seeks a variety of resources and data as part of the problem solving process. The majority of the decision made result in correct and accurate results. Decides whether solving the problem should involve others. This differs from those who are not proactive, typically get surprised when problems occur, attempt to solve problems without the right mix of people involved, push too quickly for solutions or generate solutions that are not viable.

Job Knowledge
Possesses sufficient job skills and knowledge to perform the job in a competent manner. Is able to demonstrate skills and knowledge in day-to-day situations. Demonstrates a high level of dependability in all aspects of the job; an understanding of the link between one's own job responsibilities/performance and overall organizational goals. This is distinctly different from those individuals who lack sufficient job skills or knowledge to meet job requirements or who have the skills and knowledge, yet struggle to apply them to day-to-day situations on the job.

Conflict Management
Takes actions that resolve conflicts in a manner that is best for both the organization and the individuals involved. Addresses complaints and problems quickly and effectively, keeps all parties informed of the status of any negotiations required, encourages employees to report problems or concerns and negotiates outcomes that are viewed as fair and even-handed. Maintains stable performance and emotional control when faced with opposition, pressure, hostility from others and/or stressful conditions. This is quite different from those who tend to ignore conflicts or complaints, do not keep interested parties abreast of the status for resolving issues, fail to make it comfortable for people to express concerns or appear unable or unwilling to facilitate a process that helps resolve conflicts.

Developing Others
Empowers others in an intentional manner that accepts the risk of mistakes while focusing on the benefits. Allows others to find their way, yet helps when needed. Provides useful and timely feedback, challenges and motivates employees, offers developmental opportunities. Provides challenging assignments and skill development tasks. Uses good judgment related to the level of authority and the amount of leeway to extend to particular individuals. This contrasts with leaders who focus more on the risks involved from empowerment, do not make it clear how much authority someone has been given or use poor judgment about how much to empower particular individuals.

Customer Focus
Personally demonstrates that external or internal customers are a high priority. Identifies customer needs and expectations and responds to them in a timely and effective manner. Anticipates and prevents delays or other things that can adversely affect the customer. Consistently acts with the customers in mind. Establishes and maintains effective relationships with customers and gains their trust and respect. Keeps customers informed about the status of pending actions. This is in sharp contrast to behavior patterns that tend to disappoint customers, leave them feeling forgotten and unimportant or that otherwise result in unmet needs or expectations.

Technical Skills
Possesses the technical skills and knowledge required to perform essential tasks in an efficient and effective manner. Maintains current understanding of technical processes/equipment, uses technology to increase performance/productivity. Looks for opportunities to increase job knowledge. Takes advantage of new technology when available. Learns new tools quickly. Uses technology to enhance job performance. This is quite different than those individuals who lack technical skills or knowledge and/or have failed to demonstrate a willingness and ability to train others to perform well in technical assignments.

Internal / External Relations

Internal Relations:
Interacts with Technology department as well as with Finance, Conventions and Membership departments. Develops relationships with other departmental staff. Supervises the Technology administrative staff.

External Relations:
Works directly with Executive Committee, Board of Directors and their assistants. Liaisons with vendors on projects as well as upcoming department events and prospective attendees.

Additional Requirements

Ability to schedule meetings and organize logistics for small to medium-sized events.

Works well under pressure and has a positive/professional attitude.

Detail-oriented with the ability to prioritize and plan work and use time effectively.

Ability to be discreet when dealing with confidential information and tactful when dealing with sensitive topics.

Judgment – the individual displays willingness to make decisions, exhibits sound and accurate judgment and makes timely decisions.

Proficient with Microsoft Office Suite - Outlook, Word, Excel and PowerPoint.


Please email your cover letter with salary range and resume (PDF documents only) to HR@nab.org. You may fax it to (202) 775-2983 if you prefer. Please include the title of the position that you are applying to in the subject line of your email or fax cover sheet. Incomplete applications may not be considered. We require all applicants to provide cover letters and resumes in portable document format (PDF). Microsoft Word documents will not be opened or reviewed.

The National Association of Broadcasters is a trade association that advocates on behalf of free, local radio and television stations and also broadcast networks before Congress, the Federal Communications Commission and the Courts.

NAB is an equal opportunity employer.