Information Technology Director establishes, plans, and administers the overall policies and goals for the information technology department. Analyzes the needs of different departments and determines ways to meet business objectives by modifying existing or developing new information processing systems. Being an Information Technology Director manages the research and selection of IT equipment, applications, and supplies. Requires a bachelor's degree. Additionally, Information Technology Director typically reports to a CIO. The Information Technology Director manages a departmental sub-function within a broader departmental function. Creates functional strategies and specific objectives for the sub-function and develops budgets/policies/procedures to support the functional infrastructure. Deep knowledge of the managed sub-function and solid knowledge of the overall departmental function. To be an Information Technology Director typically requires 5+ years of managerial experience. (Copyright 2024 Salary.com)
Here at J.W. Speaker, we live by the words “Driving Technology, Building Bright Futures.” Our technology focus has been instrumental in our success for nearly 90 years, and has allowed us to experience significant growth for more than a decade! However, we couldn’t keep our eye on technology without people who are DRIVEN TO SEE MORE!
OUR IDEAL CANDIDATE: The Director of IT at J.W. Speaker is critical to our organization, as he/she is one of our technology drivers. You would be someone who can create (and effectively communicate) the vision for IT in our organization, integrate all our systems, and drive our technology forward, utilizing best practices and the appropriate governance. You would also be a big-picture, systems thinker. Ideally, you would have experience in the following:
HOW YOU WILL MAKE A DIFFERENCE:
You will INNOVATE:
You will EXPLORE:
You will PERFORM:
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)