Vice President, Strategic Support, Impact Division

The user wants me to reformat a job posting into clean, well-structured semantic HTML. I need to follow the rules: 1. Use

for section headings (e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule) 2. Use

• for any list of duties/requirements/benefits, and

  for prose 3. Do NOT repeat the job title as a heading (the page already shows it) 4. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it 5. Preserve ALL substantive information; do NOT invent or summarize away detail 6. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions 7. Include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text 8. Never create Pay/Schedule/Benefits sections unless the posting actually states them 9. Prefer a few substantive sections over many thin ones 10. Output ONLY the HTML fragment — no /, no markdown code fences Let me analyze the job posting content: - Opening paragraph about BECU philosophy (prose) - PAY RANGE section with specific numbers - BENEFITS section with list - IMPACT YOU'LL MAKE section (prose) - About The Impact Division section (prose) - What You'll Do section (list of duties) - What You Bring section with Minimum Qualifications and Desired Qualifications (lists) - EEO Statement (boilerplate - should remove) I need to structure this into appropriate sections. Let me map: - The opening paragraph could be "About the role" or "About BECU" but it's more about the company philosophy. Might be good as an intro paragraph before sections. - PAY RANGE -> Pay section - BENEFITS -> Benefits section - IMPACT YOU'LL MAKE -> About the role (or could be part of About the role) - About The Impact Division -> About the division (maybe combine with Impact You'll Make) - What You'll Do -> Responsibilities - What You Bring -> Qualifications (with Minimum and Desired subsections) I should not include EEO Statement as it's boilerplate. Also note: "This role is hybrid/remote and may be based in any approved BECU location, with a preference for the Seattle or Sacramento areas. If not based in Seattle, the role requires travel approximately once per month. This role anticipates attendance at business or community events outside standard working hours." This is schedule/location info. Could go in a Schedule section or fold into Qualifications. The rules say: "never create Pay/Schedule/Benefits sections unless the posting actually states them." The posting does state Pay Range and Benefits explicitly, so those sections are warranted. Schedule info is present (hybrid/remote, travel, events outside standard hours) so a Schedule section could be included. But "Prefer a few substantive sections over many thin ones." So maybe combine schedule info into a short paragraph in Qualifications or a separate Schedule section. Let me structure: 1. Intro paragraph (prose) - maybe as a

  before sections 2. Pay section (h3 + p) 3. Benefits section (h3 + ul) 4. About the Role section (h3 + p for Impact You'll Make + p for About The Impact Division) 5. Responsibilities section (h3 + ul for What You'll Do) 6. Qualifications section (h3 + two sub-lists: Minimum Qualifications and Desired Qualifications) - but h3 is for section headings, not sub-headings. Could use h4? The rules say use

  for section headings. It doesn't mention h4. But we can use h3 for main sections and maybe use or

  for sub-headings within Qualifications. Or we could make two separate sections: Minimum Qualifications and Desired Qualifications. But that might be too many thin sections. Better to have one Qualifications section with two subsections using

  ? The rules don't forbid h4, but they say "use

  for section headings". I think using h4 for subsections is acceptable as long as main sections are h3. However, to be safe, I'll keep main sections as h3 and use labels within the list. Alternatively, I can make "Minimum Qualifications" and "Desired Qualifications" as separate h3 sections. But they are both under "What You Bring". The posting has "What You Bring" as a heading, then "Minimum Qualifications" and "Desired Qualifications" as subheadings. I'll create a "Qualifications" section (h3) and then within it, use

  for Minimum and Desired? The rules don't specify h4, but it's semantic HTML. I think it's fine. But the instruction: "use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It lists examples, not exhaustive. It says "use

  for section headings". It doesn't say you cannot use h4. However, to be safe, I'll use h3 for main sections only, and for sub-sections I'll use in a paragraph or just include as list items with bold labels. Let me think: The Qualifications section can have two lists: one for Minimum, one for Desired. I'll introduce each with a

  Minimum Qualifications

  then

  ... and similarly for Desired. Now, the opening paragraph: "Is it surprising to hear that a financial institution... there’s never been a better time to be part of BECU. You bring more than your expertise to your role, and that matters here. Your story, perspectives, and lived experiences help shape belonging at BECU and deepen how we connect with and support our employees, our members, and our communities." This is company overview/philosophy. Could be an "About BECU" section or just a leading paragraph. Since the page already shows job title, maybe we can include as a

  before sections. But the rules: "Output ONLY the HTML fragment". So I'll output a series of sections. Let me draft:

  Is it surprising to hear that a financial institution of 1.5 million members and over $30 billion in managed assets say that success comes from focusing on people, not profits? Our “people helping people” philosophy has guided us since 1935, driving our deep commitment to serving our members, communities, and each other. When you join our team, you become part of a purpose-driven organization where your work makes a real difference. While we’re proud of our history, we’re even more excited about our future. With business and technology transformation on the horizon, there’s never been a better time to be part of BECU. You bring more than your expertise to your role, and that matters here. Your story, perspectives, and lived experiences help shape belonging at BECU and deepen how we connect with and support our employees, our members, and our communities.

  Pay

  The Target Pay Range for this position is $240,000 to $325,000 annually. At BECU, compensation decisions are determined using factors such as relevant job-related skills, experience, and education or training. Should an offer for employment be made, we will consider individual qualifications. In addition to your salary, compensation incentives are available for the hired applicant. Incentives are performance based and targets vary by role.

  Benefits

  • 401(k) Company Match (up to 3%)
  • 4% annual contribution to your 401(k) by BECU
  • Medical, Dental and Vision (family contributions as well)
  • PTO Program + Exchange Program
  • Tuition Reimbursement Program
  • BECU Cares volunteer time off + donation match

  About the Role

  As Vice President, Strategic Support, reporting to Carla Costa-Perales, Executive Vice President and Chief Impact Officer, you will help shape how BECU turns strategy into coordinated action across the Impact division's core functions: Communications and Events; Community Impact and Belonging; Community Relations; Government and Industry Relations; and Impact Investing and Partnerships. Working closely with senior leaders and key partners, you will align priorities, resources, people, processes, and systems so the division can move forward with clarity and purpose. Your leadership will strengthen strategic planning, operational risk management, communications, and the development of new business opportunities and lines of business, helping BECU make informed decisions and deliver meaningful progress for its members and employees.

  Led by Carla Costa-Perales, BECU's Impact division brings together Communications and Events; Community Impact and Belonging; Community Relations; Government and Industry Relations; and Impact Investing and Partnerships. Together, these functions help translate BECU's purpose and values into action for members, employees, communities, and the credit union movement. As Chief of Staff, this leader will serve as a strategic integrator across these functions, helping the EVP and division leadership maintain alignment, make well-informed decisions, and move priorities from strategy through execution.

  Responsibilities

  • Serve as Strategic Advisor and Integrator: Act as a trusted advisor to the EVP and Chief Impact Officer, connecting strategy, priorities, decisions, and execution across the Impact division and its key enterprise partners. Maintain continuity and represent division leadership when the EVP is engaged in external, community, or enterprise-facing commitments.
  • Drive the Strategic Roadmap: Work across BECU with key business owners and stakeholders to establish and drive execution of the strategic roadmap for a portfolio of key initiatives and projects.
  • Advance Community Impact Strategy and Special Projects: Lead high-priority strategic initiatives, including community impact strategy and other cross-functional efforts that require structured planning, facilitation, and execution.
  • Enable AI-Supported Operations: Identify practical opportunities to use AI and external partners to improve process-heavy work, develop project plans, coordinate vendor support, and increase the capacity of a small, high-impact team.
  • Lead Executive Operating Rhythms: Develop, plan, and coordinate key divisional management processes, including annual planning, business reviews, senior leader meetings, performance tracking, priority management, decision follow-through, employee engagement, career development, and recognition.
  • Guide Strategic Planning and Budgeting: Facilitate division-wide strategic planning and budgeting, supporting senior leaders as they develop plans, allocate resources, and connect functional priorities to enterprise strategy.
  • Strengthen Communication and Culture: Develop a division-wide communication approach and unified culture that helps employees understand the division’s goals, strategic objectives, initiatives, projects, and programs.
  • Align Division Leadership: Facilitate ongoing leadership meetings to integrate and align priorities, performance trends, best practices, emerging opportunities, and issues affecting the division.
  • Advance Operational Improvement: Consult with executives, directors, and managers to identify optimization opportunities and oversee the design and implementation of improved processes, workflows, and technology or systems for the division.
  • Build the Operational Risk Framework: Develop a division-wide operational risk management framework and coordinate related activities, including business continuity, cybersecurity, data governance, issue tracking, and resolution.
  • Equip Executive and Board Decisions: Develop executive- and board-level communication tools, business updates, proposals, presentations, and briefing materials that support timely, informed decision-making.
  • Coordinate Audits, Reviews, and Compliance: Partner with ERM, Audit, and other stakeholders to coordinate audits, exams, and reviews; maintain required process and procedure documentation;