Chief External Affairs Officer

Salary: $233,346.00 - $350,020.00 Annually
Location : 101 SW Main St, Portland, OR 97204, Suite 700, OR
Job Type: Non-Union Regular Full-Time
Job Number: 26-00029
Department: General Manager Administration
Opening Date: 10/07/2026
Closing Date: Continuous


Description
The Chief External Affairs Officer provides leadership and strategic direction for the District's regional partnerships and economic development, government affairs, customer service, internal and external communications, marketing, and community engagement functions. This position develops, plans, and sets agency strategy, policy, priorities, and budgets for the above areas. Coordinates TriMet's efforts to demonstrate transparency by establishing channels for effective two-way communication with TriMet employees, other stakeholders, partners, the public, and the media.

Serve as a good steward of TriMet by regularly utilizing our transit system to maintain a strong and current understanding of customers' experiences and TriMet's product and service offerings. Provide recommendations to ensure a safe, and dependable customer experience in our transit system.

The incumbent must have the ability to work any days, hours, or shifts as required by the District. They must be available to respond to emergencies and be on-call 24/7 as it relates to functions within the division.
Ensure a commitment to safety through consistent and professional behaviors in performance of job requirements. Safety is a fundamental value that guides all aspects of our work. Perform related duties as required.


Serve as a good steward of TriMet and maintain a strong and current understanding of customers' experiences and of TriMet's product and service offerings. Reliable in-person attendance is an essential function of all positions.


TriMet is an in-person first organization, with a strong emphasis on in-person collaboration, customer service, and safe and efficient operations. Some positions may be able to work up to two days remotely depending on department policy, business needs, and manager discretion.

To learn more about TriMet and Portland, click here:
To apply for this position or to receive additional information, please contact Gregg Moser from Krauthamer & Associates, LLC., View phone number on click.appcast.io, View email address on click.appcast.io
Regular Full-Time or Limited Term Full-Time
Non-Union Employee Benefits
A regular full-time, non-union employee is an employee who works a minimum of 30 hours per week. A limited term, full-time employee must be hired for six or more months, have a predetermined ending date, and work a minimum of 30 hours per week.

2026 Medical Plan Options

• Regence Non-Union PPO 80/20 - Deductible: $300 Individual/$900 Family; Office Visit: 20%, after deductible; Out-of-Pocket Max: $2,300 Individual/$6,900 Family; Prescription Drugs: $10 Generic/$25 or 20% Formulary/50% Non-formulary. Benefits listed are for in-network, preferred providers.
• Regence Non-Union Health Savings Account (HSA) - Deductible: $1,700 Individual/$3,400 Family; Office Visit: 20%, after deductible; Out-of-Pocket Max: $5,000 Individual/$10,000 Family; Prescription Drugs: 20%, after deductible. Benefits listed are for in-network, preferred providers.
• Kaiser Permanente EPO - No deductible; Office Visit: $10 copay; Out-of-Pocket Max: $600 Individual/$1,200 Family; Prescription Drugs: $10 copay.

All medical plans include prescription drug and vision coverage.


2026 Dental Plan Options

• Delta Dental of Oregon, provided by Moda - Preventive Services paid at: 100%; Basic Services paid at: 80%; Major Services paid at: 50%; $2,000 max benefit per person/year; Orthodontia paid at: 50% to $3,000 lifetime max/person.
• Kaiser Dental - $10 Copay; Preventive Services paid at: 100%; Basic Services paid at: 80%; Major Services paid at: 50%; $2,000 max benefit per person/year; Orthodontia paid at: 50% to $3,000 lifetime max/person.

Coverage Effective Date - Medical and dental insurance is effective first of the month following date of hire.


Waive Medical and Dental Coverage - TriMet non-union, exempt employees who waive their medical and dental coverage through TriMet and provide proof of coverage outside of TriMet, will receive $250 per month as taxable income.


Medical and Dental Rates - Non-union employees working 30+ hours/week pay 6% of the total monthly premium for medical and dental. Non-union employees working 20-29 hours/week pay 25% of the total monthly premium. The rates below reflect the employee's portion of the monthly premium for those working 30+ hours each week.

Rates effective January 1, 2026
Regence Non-Union 80/20 PPO
Employee: $ 58.92
Employee & Spouse: $ 123.72
Employee & Child(ren): $ 103.10
Employee & Family: $ 164.94

Regence Non-Union HSA
Employee: $ 51.22
Employee & Spouse: $ 107.56
Employee & Child(ren): $ 89.62
Employee & Family: $ 143.40

Non-Union HSA Employer Monthly Contribution
Employee: $ 62.50
Employee & Spouse: $125.00
Employee & Child(ren): $125.00
Employee & Family: $125.00

Kaiser Permanente EPO
Employee: $ 48.76
Employee & Spouse: $ 97.54
Employee & Child(ren): $ 87.78
Employee & Family: $ 146.30

Delta Dental of Oregon
Employee: $ 4.40
Employee & Spouse: $ 8.30
Employee & Child(ren): $ 8.36
Employee & Family: $ 12.52

Kaiser Dental
Employee: $ 4.40
Employee & Spouse: $ 8.32
Employee & Child(ren): $ 8.36
Employee & Family: $ 12.56

Employee Assistance Program (EAP)
TriMet employees have access to the EAP through Canopy. The EAP is a free, confidential resource available to help employees (and their household members) with life's everyday issues. It also provides many other services including, but not limited to: counseling sessions, webinars, financial coaching, home ownership program, and online access to a wealth of information and resources.

Wellness Program
TriMet supports health and wellness through our Wellness Matters Program. Annual wellness offerings include Flu shot clinics. Omada Healthy Lifestyle Support Program focused on the prevention and management of diabetes and hypertension. Sword, a digital physical therapy program to treat back, joint, and muscle pain from the comfort of your home for employees and dependents who are enrolled in a TriMet medical plan.


Flexible Spending Accounts

• Health Care Spending Account - Allows employees to set aside pre-tax dollars to pay for medical, vision, and dental expenses not covered by their health plan.
• Dependent Care Spending Account - Allows employees to set aside pre-tax dollars to pay for dependent care expenses.
• Limited Flexible Spending Account - Allows employees enrolled in the Regence HSA plan to set aside pre-tax dollars to pay for vision and dental expenses not covered by their health plan.

Childcare Reimbursement Account

• TriMet will contribute up to $150 to a Childcare Reimbursement Account every month for employees who contribute a minimum of $25 per paycheck into a Dependent Care FSA and are employed with TriMet for six continuous months or more. This contribution is for qualified childcare expenses incurred in the month contributed.

Long-Term Disability Insurance
Available to eligible, non-union employees working at least 20 hours/week, 90-day waiting period, pays 60% of the employee's salary to a maximum of $10,000/month.


Life and Accidental Death & Dismemberment (AD&D) Insurance
Basic Life and Accidental Death & Dismemberment (AD&D) Insurance - TriMet provides Basic Life and AD&D Insurance to assist employees and their families in the event of death or dismemberment.
Benefit Amount: 1x annual earnings, $150,000 max

Voluntary Life and AD&D Insurance - Employees may purchase additional life and AD&D insurance for themselves, spouse/domestic partner, and their child(ren). Employees pay the full cost for this insurance and must elect coverage for themselves in order to elect coverage for their dependents.

Employees may purchase one or more of the following voluntary coverages:

Voluntary Life and AD&D Insurance - Employees may purchase additional life and AD&D insurance for themselves, spouse/domestic partner, and their child(ren). Employees pay the full cost for this insurance and must elect coverage for themselves in order to elect coverage for their dependents.
Hospital Indemnity insurance helps keep your finances on track when you are in the hospital. It pays you or a covered family member directly and you can use it to help cover costs such as copays, deductibles and living expenses.
Critical Illness insurance can help with costs from a serious illness that your medical insurance does not cover. It pays you or a covered family member a lump sum to use toward expenses like deductibles, groceries or childcare during recovery.
Accident insurance can help with costs that medical insurance does not cover if you are hurt in an accident. It pays you or a covered family member directly and you can use it toward your deductible, copay or daily expenses during recovery.

Pension
Defined Contribution Plan 401(a)
TriMet provides a defined contribution pension plan to non-union employees. TriMet matches the equivalent of 10 percent of a non-union employee's base pay into an investment account each pay period. The employee also has the option of contributing up to 15 percent of his/her base pay pre-tax to the account each pay period. The employee directs the investment of the employee's individual account. The employee is vested in the account after three years of service.


Deferred Compensation Plan 457
A Deferred Compensation Plan Section 457 (a plan for public employees) allows the employee to build retirement savings with pre-tax dollars to supplement pension, Social Security and private investment.

S ic k Leave
Employees receive 12 sick days of leave for a total of 96 hours (8 hours x 12 days) each January 1. Unused sick leave can be carried over to a maximum of 1,700 hours (212.5 days). Employees hired mid-year receive a prorated amount of sick leave for the first year hired. Upon separation, 60% of accrued sick leave is deposited into your 401(a) account up to a maximum of 1,700 hours.


Holidays
Non-Union employees have one day off with pay on each of the following holidays: New Year's Day, Martin Luther King Jr. Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Thanksgiving, the day following Thanksgiving, and Christmas.


Personal Days
Each regular non-union employee is allotted six (6) personal days with pay to be used within the calendar year. Employees hired mid-year receive a prorated amount of personal day for the first year hired.


Va c a tions
Employees accrue vacation eligibility for each continuous full year of service effective on the date of hire anniversary. For employee hired on or after November 15, 2012, the following schedule will apply:


Years of Service Weeks of Vacation
Upon employment* 3 weeks
After 3 years 4 weeks
After 8 years 5 weeks


*During the first year of employment with TriMet if employment is terminated the three weeks of vacation are not eligible for payout. Other than during the first year of employment, if employment is terminated, both the employee's banked vacation, and the vacation that has accrued ratably since the employee's last date of hire anniversary is eligible for payout in accordance with this policy.


F r e e Transit Pass
All active employees, their spouses/domestic partners, and eligible* dependents are eligible for a photo identification badge, which is honored as a bus/MAX pass on all lines of the District.
*Child dependents are eligible for a free transit pass up to age 19, or age 24 if living at home and attending school full-time.

Employee Learning and Development
TriMet provides a range of classes, including instructor-led classes (ILT), virtual instructor-led (VILT) classes, and eLearnings for all employees, including online learning with 1000s of available modules. Instructors include external facilitators who are leaders in their field and internal subject matter experts. In addition to classes, Our Learning Program provides support services and leadership development offerings. Classes are free for employees!

Tuition Reimbursement
TriMet encourages employees to further their knowledge, skills, and job effectiveness through higher education in degree programs or through individual coursework from an educational institution reasonably related to the District's business and/or the employee's job. TriMet will reimburse 90 percent of tuition, books, and fees required for eligible coursework, up to a maximum of $5,250 each year, following satisfactory completion of coursework. Reimbursement is subject to TriMet's available funding of the program.

Employee Recognition
TriMet's goal is to provide a culture of appreciation, one where recognizing employees' contributions are routinely acknowledged, both formally and informally. Our programs and appreciation align with agency performance goals and celebrate milestones and successes. We offer multiple ways to connect and celebrate our employees that include numerous events, Employee Engagement Groups, a peer-to-peer recognition platform and a wide variety of award and recognition programs across the agency.


F r equen t Flyer Mileage
Frequent flyer miles (miles flown on business or resulting from a business expense) may be applied to personal frequent flyer miles.


T EI Membership
TriMet's corporate fitness center (TEI) is available to employees, and their spouse or eligible domestic partner, at five locations. Membership dues are only $13.00 per month for TriMet employees and an additional $6.00 per month for a spouse or eligible domestic partner.

NOTICE: The information contained in this document is intended solely to provide general information regarding the benefits offered by TriMet. This information is subject to change at any time.
Revised: 12/09/2025