Alliance for a Healthier Generation

  www.healthiergeneration.org
  www.healthiergeneration.org

Alliance for a Healthier Generation Jobs & Careers

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25 days ago

Foundation Grants Manager

Alliance for a Healthier Generation Washington, DC +2 locations

of the Alliance: The Alliance for a Healthier Generation, founded by the American Heart Association and the Clinton Foundation, works… Glassdoor


30+ days ago

Grant Finance Manager

Alliance for a Healthier Generation Portland, OR

of the Position: The Grant Finance Manager will support a portfolio of governmental and non-governmental grants by providing ongoing management and… Glassdoor


2 days ago

Events Manager, .5 FTE, Internal Alliance Candidates Only – new

Alliance for a Healthier Generation Open

of the Position: The Events Manager will work closely with representatives of all Alliance initiatives and departments to coordinate and organize… Glassdoor


Alliance for a Healthier Generation Reviews

7 Reviews
4.4
7 Reviews
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Howell Wechsler
4 Ratings
  1.  

    Pretty decent company to work for.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    I have been working at Alliance for a Healthier Generation full-time (more than an year)

    Pros

    Excellent work/life balance--the work life balance is a huge asset, and a big reason I've stuck with this company! I've not worked for a company so flexible before. Positive work culture in general, decent healthcare benefits, everyone is always very nice, welcoming, and accommodating to needs. Great work for a mid-level career-the variety of tasks and experiences you receive in the field positions will assist your own personal professional development in your community. Excellent CEO and Senior Leadership-motivating people who keep the mission inline, but are also extremely down to earth.

    Cons

    Funding for some initiatives is currently up in the air. Also, salary is set on a national level, so if you work in a city that requires a higher salary for a standard of living, you're receiving the same pay as someone who lives in a city with a lower average standard of living--specifically this affects field positions, since some of these positions are geographically specific to cities. Some field positions start at a higher salary position than other field positions, depending on the department, and the workload is the same between those positions. There isn't enough autonomy in positions to take the work further--as a national non-profit running through a corporate model, everything from marketing to grant writing goes through those departments, and so its difficult to leverage the work in your geographic area without being able to do those things yourself. The biggest con is the lack of movement within the organization. There are very few opportunities to move up in positions. I don't recommend this non-profit to a mid-level career person with the orientation to move into a more senior level role within a few years of work with this organization. Workload within some of the national positions in various departments seems disproportionate: Some positions, especially program management positions seem to have way too much on their plate all the time, while other national positions, their titles make no sense and it seems like they are doing very little to progress the work on a national level. There is very little feedback in your work performance, professional development opportunities are limited. It is really difficult to tell if you are performing up to normal expectations---the yearly employee performance review is based on "self reflection", and tends to not be helpful.

    Advice to ManagementAdvice

    Supervisors display inconsistency in leadership qualities, work norms, and roles--specifically supervisors who are supervising field positions, and some supervisors seem less skilled in supervision than others--in the past they have tended to promote internally as well to employees with seniority who may not necessarily have the skills to supervise. I could see this is something that might change. Communication techniques in some departments are passive--It can be difficult to gain an understanding of your expectations, get feedback from your supervisor, and it becomes easy to feel confused about where to take your role. The way employees are terminated is extremely awkward for the rest of the team that person worked within. There is no follow up or team building following those exits, and it really causes a team to become stressed, unfocused, and de-motivated in the work.

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    Neutral Outlook
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