Vice President, Forensic Sciences Full Time

The Vice President (VP), Forensic Sciences, reporting to the Vice President, Cruelty Response, leads the Forensic Sciences department, which consists of both the New York City and Gainesville, Florida-based teams. The department currently includes eight forensic veterinarians, one licensed veterinary technician, two forensic analysts (one specializing in osteology), two forensic sciences coordinators, and one forensics science manager. Two of the forensic veterinarians serve as Senior Director, Veterinary Forensic Sciences (Gainesville) and Supervisor, Forensic Sciences (NYC), both of whom report directly to the VP.

The VP partners with the Criminal Practice & Investigations (CPI) and National Field Response (NFR) departments to successfully operationalize criminal cases and meet the organization’s annual case response goals. In collaboration with CPI, NFR, and the other teams critical to the success of cruelty response work (including Behavior Sciences, Relocation, Placement, and Shelter & Rehabilitation teams), the VP helps to ensure the evidentiary strength of these cases; the efficient and effective use of departmental and organizational resources; the welfare of animal victims; and that local stakeholders gain boots-on-the ground experience that will better empower them to respond to animal cruelty and animal fighting in their communities.

In carrying out this work, the VP ensures that forensic assistance is provided to law enforcement agencies for the successful investigation and prosecution of animal cruelty and animal fighting cases that the ASPCA deploys on, whether that forensic work is carried out directly by the department’s forensic veterinarians and analysts, or through their supervision and/or guidance of other ASPCA veterinarians, professional responders, and local veterinarians. In addition, the VP ensures forensic assistance is provided to law enforcement on strategic, non-ASPCA animal-related cases handled by staff at the ASPCA Veterinary Forensic Science Center (AVFSC) in Gainesville.

In support of the ASPCA’s partnership with the NYPD, the VP oversees the work of the New York City-based veterinary forensics team, which provides forensic assistance to the NYPD and NYC District Attorney’s Offices for the successful investigation and prosecution of animal-related cases.

For both national and NYPD animal cruelty and animal fighting cases, the VP oversees all aspects of the department’s forensics work, including forensic examinations, report-writing, analysis of other animal-related evidence, and testimony for hearings and trials, ensuring close collaboration with CPI attorneys.

The VP guides the teaching, extern- and internship programs in NYC and Gainesville, as well as external training aimed at veterinary practitioners nationwide, to ensure this work achieves the greatest impact for the field and is aligned with organizational goals and priorities. In consultation with the VP, Cruelty Response, and in conjunction with the Strategy & Research team, the VP also oversees the department’s research strategies.

The VP serves as an organizational expert and spokesperson on forensic science matters and/or supports staff in these functions; oversees the team’s internal and external consulting; and works with Communications teams to promote and advance the role of forensics in animal cruelty and animal fighting investigations.

• Please provide a cover letter with your application.

Responsibilities:

Leadership, Strategy & Planning

• • Leads the integration of the Forensic Sciences department into the Cruelty Response vertical.
  • Aligns and integrates the NYC and Gainesville- based teams into a cohesive Forensic Sciences department.
  • With guidance from the SVP, Legal Advocacy & Cruelty Response, and the VP, Cruelty Response, sets and implements a strategic vision for the Forensic Sciences department that is aligned with and furthers the ASPCA’s organizational priorities and long-term goals.

• • With guidance from the SVP, Legal Advocacy & Cruelty Response, and the VP, Cruelty Response, ensures the department contributes to a more systems-level approach to national animal cruelty and animal fighting cases in order to effect more sustainable and longer-term improvements to the ability of communities to respond to cruelty and fighting.

• • Works in partnership with other departments and teams engaged in cruelty response work to ensure effective and efficient use of ASPCA resources and achievement of annual case response goals.

• • In consultation with the VP, Cruelty Response, drafts annual department plans that are developed with an enterprise-level view and are aligned with organizational policies, positions, and long-term goals; including developing meaningful metrics (in consultation with the Project Learning & Impact Measurement team as appropriate) that are regularly monitored for progress.
  • Collaborates with the Criminal Practice & Investigations (CPI) department to develop and implement processes and protocols that align national and NYC case work as appropriate, effectively support criminal cases, and efficiently use organizational resources.
  • Oversees development and delivery of training programs and materials (in-person and online) that aim at bringing baseline forensic science knowledge and skill to internal ASPCA veterinarians as needed, as well as to a wide audience of practicing veterinarians nationwide; including courses taught through Florida International University, extern- and internship programs, conference presentations, and law enforcement training done in conjunction with other internal subject matter experts. Continuously elevates the quality and delivery of educational and training content through collaboration with the Learning & Development team.

• • In consultation with the VP, Cruelty Response, and the Strategy & Research team, oversees the development and implementation of strategic research focused on the application of forensic sciences to prevent and effectively respond to animal cruelty and animal fighting.

• • Ensures veterinary forensic expertise and internal consulting are provided to other ASPCA departments as needed.
• Works with the Development and Communications teams to promote the ASPCA’s cruelty response work and the department’s role in advancing veterinary forensics.

Management & Supervision

• Develops and fosters in the department an understanding of the multidisciplinary work critical to achieving organizational goals, as well as the synergy needed to make the greatest impact for the ASPCA’s animal beneficiaries.
• Proactively communicates and provides direction to staff on key organizational developments that will empower them to carry out their duties in alignment with organizational goals and priorities.
• Inspires, motivates, and leads staff in the execution of their respective functions.
• Ensures team members communicate and collaborate effectively with each other and with other departments and stakeholders in carrying out their work.
• Ensures department managers are equipped and empowered to lead and achieve objectives.
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• Supports department managers in supervising the day-to-day work of their teams, including deployments and crime scene processing, forensic examinations, report writing, testimony at hearing and trials; and ensuring this work is based on current accepted and standardized scientific procedures and complies with applicable legal requirements (as delineated by the CPI department).
• Ensures accurate and timely maintenance of all forensic and other case-related records, as well as relevant program statistics, to effectively measure performance, share outcomes, and identify opportunities for improved impact and efficiency.
• Completes timely performance evaluations, provides ongoing feedback, participates in goal setting, monitors progress, sets clear expectations, and supports ongoing professional development of direct reports; supports department managers in doing the same.
• Identify staff skill sets and competencies needed to achieve departmental and organizational goals and work with department managers to ensure those competencies are developed or acquired.

Education and Experience:

• DVM or VMD degree, and certification or other advanced qualification in veterinary pathology, preferred but not required; criminal law, law enforcement, and/or other criminal justice backgrounds considered
• Minimum of 8 years of combined relevant experience (veterinary medicine, veterinary pathology, criminal law, law enforcement and/or other criminal justice)
• Minimum of 8 years of management experience
• Familiarity with evidentiary issues related to the prosecution of animal cruelty and fighting cases
• Familiarity with veterinary issues associated with common forms of animal cruelty, including neglect, overt acts of cruelty, non-accidental injuries, and bloodsports
• Experience in working cooperatively with law enforcement and prosecutor’s officers
• Experience in evidence documentation, handling, preservation, and analysis

Skills Requirements:

• Proven ability to think strategically and lead with vision
• Team player with proven ability to work collaboratively and build consensus
• Superior management, supervisory, and mentoring skills
• Demonstrated commitment to professional growth and development (both self and others)
• Exceptional interpersonal skills
• Strong written and oral communication skills
• Highly organized and detail-oriented
• Ability to manage remote staff
• Demonstrated ability to excel in fast-paced and high-stress situations
• Demonstrated commitment to animal welfare issues
• Strong public speaking skills
• Flexibility and adaptability to meet the needs of a dynamic and evolving team
• Computer proficiency and working knowledge of Microsoft Word, Excel, PowerPoint, and Adobe Acrobat Pro
• Experience using Salesforce or other similar medical record/documentation systems, or a demonstrated willingness to learn.

Additional Information:·

• This is a remote position but will require travel to the ASPCA’s Forensic Sciences locations in Gainesville, Florida and New York City, and potential travel for case deployments.
• On call availability evenings and weekends
• Moderate to substantial travel required (roughly 40%)

Exemplifies the ASPCA’s Core Values:

o Has Commitment and dedication to improving the lives of animals

o Demonstrates Ownership and feels responsible for outcomes

o Believes in Team – that we are stronger together

o Seeks to Elevate others and reimagine what is possible

o Focuses on Impact, specifically making change for animals

Compensation and Benefits:

The applicable target hiring range for this remote role is based on where the employee works, which, for remote roles, is the employee’s primary location of residence, and its respective cost of labor. We have organized the U.S. varying costs of labor index into three geographic zones. As a point of reference, below, we have included our ASPCA locations by geographic zone to illustrate what the hiring range would be in each of the following areas.

Starting pay for the successful applicant will depend on a variety of factors, including but not limited to education, training, experience, location, business needs, internal equity, market demands, or budgeted amount for this role. The target hiring range is for new hire offers only, and staff compensation may increase beyond the maximum hiring range based on performance over time. The maximum of the hiring range is reserved for candidates with the highest qualifications and relevant experience. The expected hiring salary ranges for this role are set forth below and may be modified in the future.

• • The target hiring range for a candidate who does not hold a Veterinary degree:
    • Zone 1: $186,000 – $202,000
    • Zone 2: $204,000 – $222,000
    • Zone 3: $225,000 – $245,000

• The target hiring range for a candidate who does hold a Veterinary degree:
  • Zone 1: $206,000 – $223,000
  • Zone 2: $227,000 – $245,000
  • Zone 3: $249,000 – $265,000

For remote positions, you can view which zone applies to you based on your location. For questions regarding other locations not found on the list, please send an email to Careers@aspca.org for more information.

For more information on our benefits offerings, visit our website

Qualifications:

See above for qualifications details.

Language:

English (Required)

Education and Work Experience:

Our EEO Policy:
The ASPCA is an Equal Employment Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, national origin, ancestry, gender, gender identity or expression, age, marital or domestic partner status, citizenship status, sexual orientation, disability, genetic information, military or veteran status, or any other characteristic protected by applicable federal, state or local laws, regulations or ordinances.

Applicants with disabilities may be entitled to a reasonable accommodation under the terms of the Americans with Disabilities Act and certain state or local laws. A reasonable accommodation is a change in the ASPCA’s standard application process, which will ensure an equal employment opportunity without imposing undue hardship on the ASPCA. Please inform the ASPCA’s People Team if you need an accommodation in order to complete any forms or to otherwise participate in the application process.

Individuals seeking employment are considered without regards to race, color, creed, religion, sex, national origin, ancestry, gender, gender identity or expression, age, marital or domestic partner status, citizenship status, sexual orientation, disability, genetic information, military or veteran status, or any other characteristic protected by applicable federal, state or local laws, regulations or ordinances.

ASPCA is an Equal Opportunity Employer (M/F/D/V).

About Us:
The ASPCA was founded in 1866 on the belief that animals are entitled to kind and respectful treatment by humans and must be protected under the law. As a 501(c)(3) not-for-profit corporation with more than two million supporters nationwide, the ASPCA is committed to preventing cruelty to dogs, cats, equines, and farm animals throughout the United States.

The ASPCA is headquartered in New York City, where we maintain a full-service animal hospital, spay/neuter clinic, mobile spay/neuter and primary pet care clinics, a rehabilitation center for canine victims of cruelty, kitten nursery, adoption center, and two community veterinary centers.

The ASPCA also operates programs and services that extend nationwide. We assist animals in need through on-the-ground disaster and cruelty interventions, behavioral rehabilitation, animal placement, legal and legislative advocacy, and the advancement of the sheltering and veterinary community through research, training, and resources.

At the ASPCA, we are committed to fostering a collaborative and compassionate culture and we welcome all voices to contribute to our lifesaving mission. Our staff represent a vast array of backgrounds and diversity dimensions, bringing with them valuable experiences and perspectives. They join the ASPCA to learn, grow, and continually do their best work on behalf of animals. We are inspired by our staff, partners, and the communities we support across the country who work to improve animal lives. We are committed to diversity, equity, and inclusion at the ASPCA because it elevates our organizational culture, aligns with our Core Values, and enables us to move further and faster toward the ASPCA’s vision – that all animals live good lives; valued by society, protected by its laws, and free from cruelty, pain and suffering.

Your Employee Rights Under the Family and Medical Leave Act:
Pursuant to regulations of the Family and Medical Leave Act (FMLA), we provide this notice to applicants about eligible employees’ protected leave for certain reasons. Click on the link to learn more.

Applicants that are residents of Colorado and Oregon: Per CO Senate Bill 23-058 and ORS 659A.030, we cannot generally request or require any age-related information (i.e., age, DOB, attendance or graduation dates from an educational institution) on an initial employment application; this includes any age-related inquiries through completion of the initial interview. We can require/request additional application materials; if those materials contain any age-related information, an applicant should redact the information before submitting an initial employment application.

Indiana Applicants: Pursuant to Indiana law, we are providing notice that it is an unlawful employment practice for an employer to discriminate against a prospective employee on the basis of status as a veteran by: (1) refusing to employ an applicant for employment on the basis that the applicant is a veteran of the armed forces of the United States; or (2) refusing to employ an applicant for employment on the basis that the applicant is a member of the Indiana National Guard or a member of a reserve component. Should you feel that you were a victim of discrimination on the basis of veteran status, please let us know at careers@aspca.org. Alternatively, you can file a complaint with the following agencies at any time: Indiana Civil Rights Commission (ICRC) 100 North Senate Avenue, Room N103, Indianapolis, IN 46204; Office: (317) 232-2600 | Toll Free: (800) 628-2909; Hearing Impaired: (800) 743-3333 | Fax: (317) 232-6580; E-mail: icrc@crc.in.gov | Website: www.in.gov/icrc. Equal Employment Opportunity Commission – Indianapolis Field Office; 115 W. Washington Street South Tower Suite 600; Indianapolis, IN 46204; Phone: 463-999-1240; Fax: 317-226-7953; TTY: 1-800-669-6820;ASL Video Phone: 844-234-5122.

Massachusetts Applicants: Per Massachusetts law, we are providing notice that it is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

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