The Lab Manager (LM) provides administrative and research support for the Private Investigator (PI; Joan Orpella) and his lab (Orpella Lab; housed in the GUMC Neuroscience Department. The LM is involved in a range of functions essential to carrying out empirical research and operating the lab. The LM applies for (and manages) approval for research by oversight bodies and coordinates protocol development, recruitment, and f. MRI/behavioral data collection. The LM leads and directs the work of others by directly hiring and managing undergraduate research assistants. The LM coordinates administrative tasks and scheduling for the lab. The LM may assist the Principal Investigator (PI) in designing study protocols and the preparation of manuscripts, depending on their preparation and training. The LM manages all organizational architecture in the lab, including the lab’s Notion page for RA Tasks and lab information, the Box and Google Drive, and the Lab email. The LM is responsible for making sure other members of the lab are following the organizational data structure, so as to always keep track of data, notes, and valuable information. The LM is responsible for keeping the website up to date. Administrative tasks include, but are not limited to:RB protocols: creating, updating, managing, modifying them as needed, and maintaining adherence to them (e.g., correct use of consent forms, data security measures, etc.). Purchasing and management of lab equipment, including technology needs (computers, tablets, monitors…) and other supplies (electrodes, coffee, office-related…). Managing passwords and login information for all equipment and lab accounts. Managing human subject payments, e.g., requesting/managing Amazon gift cards, and keeping records of these with the bursar. Supporting data collection needs with software/recruitment databases/neuroimaging scheduling and accounts; training lab members in the use of SONA, Qualtrics, and other GU-approved platforms; setting up accounts for equipment use. Managing the creation of research positions (e.g., postdocs), advertisement, and recruitment (e.g., contracts, visas). Onboarding: Supporting new lab researchers with required tasks (CITI training, IRB modifications, etc.), adding them to lab communication channels (Slack, mailing lists…), and getting emergency contact information. Managing lab communications internal (e.g., lab meetings, events, deadlines, important dates, upcoming meetings) and external (e.g., website, social media, communications with visitors, invited speakers). Supporting the PI in other administrative tasks (e.g., grant and manuscript preparation, contact and follow-up with GUMC and GU administration), as deemed necessary. Research Support:Assisting the P. I. and other lab members in their research as deemed necessary by the PI (e.g., data collection, preprocessing, and analysis; preparing experimental protocols, coding tasks). Performing systematic literature reviews on relevant topics as determined by the PI. Writing tutorials and protocols for equipment use. Participant recruitment, scheduling, and coordination. Conducting special interviews and administering standardized tests with professionalism and empathy. Other:Building the Lab’s network (PR, research, sponsorships…) and creating opportunities for growth. The lab manager will also have the opportunity to more directly participate in research and to develop her/his own research interests if possible (as determined by the PI)Coordination with external share resources and collaborators. Work Interactions. The Lab Manager reports directly to the PI and will work closely with the current post-docs and PhD students in the lab. The LM supervises undergraduate research assistants. The LM interacts with human subject participants, research staff, and the PI, post-doctoral researchers, graduate students, and undergraduate research assistants in the laboratory in-person, via email, and via phone. The LM will also interact with administrative personnel and collaborators relevant to the lab, such as financial advisors and the Georgetown Genomics and Epigenomics Shared Resource. The LM will collect data alongside undergraduates, graduate and other research personnel. The Lab Manager will code data for multiple studies in the lab and participate in team meetings. The lab manager and PI will review receipts and expense reports for the financial management of the lab. Requirements and Qualifications. Bachelor of Science or equivalent (e.g., Linguistics, Engineering, Neuroscience, Psychology, etc.). Communication skills and empathy for interacting with human research subjects, especially special populations like people who stutter. Organizational skills suitable for managing data, staff, administrative duties, participant scheduling, etc. Intermediate level coding skills (e.g., Python, MATLAB) and familiarity with other relevant software (e.g., PRAAT)Preferred Qualifications. Research experience or some level or research administration or coordination. Working or general knowledge of psychology, neuroscience, language, and the brain. Working knowledge of Notion, Google Sheets/ Excel, Qualtrics, Gorilla, Pavlovia, and Box. Prior experience managing junior trainees or staff. Preferred 2-year commitment contingent on grant funding. Work Mode Designation. This position has been designated as On-Campus. Please note that work mode designations are regularly reviewed in order to meet the evolving needs of the University. Such review may necessitate a change to a position’s mode of work designation. Complete details about Georgetown University’s mode of work designations for staff and AAP positions can be found on the Department of Human Resources website: Please note that work mode designations are regularly reviewed in order to meet the evolving needs of the University. Such review may necessitate a change to a position’s mode of work designation. Complete details about Georgetown University’s mode of work designations for staff positions can be found on the Department of Human. Resources website: NOTE: To comply with state laws in all jurisdictions where Georgetown is an employer, all fully remote (telework) positions must have a salary range included in the job posting. Georgetown University will use the position’s compensation grade minimum to the grade’s hiring maximum as the posted range on the position. If you are submitting a request to create/recruit for a position and you would like to include a different hiring range for the job posting, please include the desired range in the proposed compensation field in your HR e. Request submission. The Department of Human Resources will review the request and approve if compliant with the university’s policies and statutory requirements. Managers for Hybrid and On-Campus positions may also submit requests to post a salary range following the parameters listed above, but posting this information is not required. Pay Range: The projected salary or hourly pay range for this position which represents the full range of anticipated compensation is:$18.28 - $27.33 Compensation is determined by a number of factors including, but not limited to, the candidate’s individual qualifications, experience, education, skills, and certifications, as well as the University’s business needs and external factors.