Member Engagement Specialist

The American Hospital Association (AHA) is a national organization that represents and serves all types of hospitals, health care networks, and their patients and communities. We are currently seeking a Member Engagement Specialist for our downtown Chicago office. Please visit: www.ahrmm.org. This position is a hybrid role (three days in the office, two days working remote).
Starting base salary = $58,000 - $72,000 a year (commensurate with related experience).
The Member Engagement Specialist, Association for Healthcare Resources & Material Management (AHRMM), is responsible for implementing and executing membership strategies to recruit new members, retain existing members, promote member benefits, and engage all members and affiliated chapters. This position is responsible for membership growth and coordinating member initiatives, products and activities for AHRMM, a professional membership group of the American Hospital Association (AHA).

1. Plans and executes Member Engagement activities which include but are not limited to: surveys, ambassador program, new Member Engagement, annual recognition awards, annual volunteer committee recruitment efforts, organizational member program, mentor program, scholarships and the online community management engagement.
2. Coordinates outreach and awareness of member / field benefits including the AHRMM Keys program, magazine, and compensation survey.
3. Monitors and improves member experience utilizing various technologies including but not limited to: AHRMM website, conference registration, online community and quarterly member satisfaction survey.
4. Implements and executes member recruitment and retention strategies and project plans and contributes to the development of these plans. Monitors recruitment and retention plan successes and makes changes as necessary to meet goals.
5. Collaborates with various internal and external constituents such as Supply Chain Director, Education and Marketing team and IT to ensure for successful member and field engagement.
6. Evaluates Member Engagement and satisfaction, program and product performance, and member needs through member surveys. Collaborates with Director of Supply Chain to identify, develop, and maintain new products, programs, tools and resources.
7. Plans and organizes activities related to chapters, including but not limited to: meeting logistics, participation, annual Chapter Workshop and webinars, and affiliation and recognition programs. Serves as the staff liaison to various member or chapter related groups or committees.
8. Keeps up to date on best practices related to membership management, benefits, and engagement.

BENEFITS
We offer an excellent total compensation package, which includes medical/dental coverage (PPO/HMO), vision care, life insurance, short and long-term disability plans, 401(k), tuition reimbursement, paid vacation/holidays/sick days, wellness programs and more!
The American Hospital Association (AHA) is an Equal Opportunity Employer. We evaluate qualified applicants without regard to race, color, religion, sex, national origin, disability, veteran status, and other legally protected characteristics. We will provide reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Assistance Act of 1974 and Title I of the Americans with Disabilities Act of 1990. If, because of a medical condition or disability, you need a reasonable accommodation for any part of the employment process, please call (312) 422-3000 and ask for the Director, Human Resources and let us know the nature of your request and your contact information.
The AHA participates in the E-Verify Program. #LI-Hybrid
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)
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)