Manager, Associate Member - Center Discovery and Innovation- CDI

Manager, Associate Member

The Manager, Associate Member in the HMH Center for Discovery and Innovation (CDI) shall perform such duties/objectives as requested by the Chief Scientific Officer of the CDI for the conduct of basic scientific and/or translational research.

The Center for Discovery and Innovation- CDI was established by Hackensack Meridian Health (HMH) as an academic basic and translational research enterprise to rapidly translate science innovation to the clinic and to improve outcomes for patients with cancer, infectious diseases, autoimmune disease and other acute and chronic diseases. The CDI has grown rapidly since its origins in 2019, and now has 39 labs, 200+ scientists and allied personnel supported by 78 NIH and DoD grants and more than 87 other grants and contracts.

Areas of expertise include genomics, epigenetics, drug resistance, stem cell biology, drug discovery, diagnostics and biomarker development, rheumatology and pharmacology.

Responsibilities

A day in the life of a Manager, Associate Member at Hackensack Meridian Health includes:

• The CDI expects the Mgr, Associate Member to cover at least 50% of their salary as direct costs on research grants. The Mgr, Associate Member is expected to use reasonable professional effort to acquire grant funding and philanthropic support to cover as much as possible of the operating expenses and salaries of support personnel for their research laboratory at the HMH CDI.
• Maximum allotted time for professional activities away from the Hackensack University Medical Center of 30 days. Professional activities include; scientific consulting, editorial work, seminar participation, scientific training, service on NIH study sections and review panels and attendance at national and international science meetings.
• Oversees the operation of the lab processes and lab staff.
• Establishes, maintains, and administers the financial longevity of the lab.
• Develops and works within the budget of the lab.
• Establishes and develops strategic goals of the lab.
• Recommends, creates, and develops policies, practices, and procedures of the lab.
• Responsible for recommending personnel decisions such as hiring, terminating, and disciplinary actions.
• Responsible for guiding, mentoring, and evaluating the performance of the appropriate lab staff.
• Minimum on site work of 40 hours each week.

Qualifications

Education, Knowledge,

Skills and Abilities

Required :

• Hold a M.D. or Ph.D. degree from an accredited medical school or graduate level institution.
• Demonstrated involvement in program development, performance improvement, and research activities.
• Minimum 3 years in a funded research program at the Assistant Member, Assistant Professor or equivalent rank.
• Extensive experience/independent NIH and/or foundation funding.
• Professional peer-review experience as an ad hoc manuscript or grant reviewer or on either Editorial Boards of Journals or Grant Review Committees.
• Minimum publication of 15 articles in scientific journals or book chapters while in rank as an Assistant Scientist, Assistant Professor or equivalent rank. The candidate must be first or last author on a majority of these publications.

Compensation Minimum rate of $ Annually HMH is committed to pay equity and transparency for our team members. The posted rate of pay in this job posting is a reasonable good faith estimate of the minimum base pay for this role at the time of posting in accordance with the New Jersey Pay Transparency Act and does not reflect the full value of our market-competitive total rewards package.

The starting rate of pay is provided for informational purposes only and is not a guarantee of a specific offer. Posted hourly rates may be stated as an annual salary in the offer and posted annual salaries may be stated as an hourly rate in the offer, depending on the level and nature of the job duties and credentials of the candidate.

The base compensation determined at the time of the offer may be different than the posted rate of pay based on a number of non-discriminatory factors, including but not limited to:

• Labor Market Data:
  Compensation is benchmarked against market data to ensure competitiveness.
• Experience:
  
  Years of relevant work experience.
• Education and
  
  Certifications:
  
  Level of education attained, including specialized certifications, credentials, completed apprenticeship programs or advanced training.
• Skills:
  
  Demonstrated proficiency in relevant skills and competencies.
• Geographic
  
  Location:
  
  Cost of living and market rates for the specific location.
• Internal Equity:
  Compensation is determined in a manner consistent with compensation ranges for similar roles within the organization.
• Budget and Grant Funding:
  Departmental budgets and any grant funding associated with the job position may impact the pay that can be offered.

Some jobs may also be eligible for performance-based incentives, bonuses, or commissions not reflected in the starting rate. Certain positions may also be eligible for shift differentials for work performed on…