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Senior Director Strategic Programs and Partnerships

The Chronicle Of Higher Education, Inc. • oxford, oh, United States • $140 - $160 / year • 1d ago

Job Title

Department

Human Resources

Worker Type

Regular

Pay Type

Salary

Position Salary Minimum

$140,000.00

Position Salary Maximum

$160,000.00

Salary will be commensurate with the level of the position,education, and experience.

Scheduled Weekly Hours

Benefit Eligible

Yes

Screening Date

Job Description Summary

The Senior Director of Strategic Programs & Partnershipsprovides vision, leadership, and integration across high-impactfunctional areas including AI and business intelligence, HRapplications and information services, change management, policydesign and administration, academic and student employee support,workforce analytics, and succession planning.

This position is responsible for aligning human capital strategywith institutional priorities, ensuring that talent systems, datainfrastructure, and organizational practices drive measurableoutcomes in organizational effectiveness, employee experience, andreturn on investment (ROI). The Senior Director operates at theintersection of strategy, technology, and people, leveragingdata-informed decision-making, cross-functional partnerships, andinnovative program design to support the university’sacademic mission.

Job Description

Key Responsibilities:

Strategic Leadership & Institutional Alignment

Serve as a senior advisor to the CHRO on enterprise humancapital strategy, aligning programs and systems withuniversity-wide strategic priorities.
Lead the design, integration, and continuous improvement ofstrategic human capital initiatives that enhance organizationaleffectiveness and institutional performance.
Build and sustain cross-campus partnerships with academicleadership, finance, IT, and student affairs to ensure alignmentand shared accountability for outcomes.

AI, Business Intelligence & Workforce Analytics

Oversee the development and implementation of AI-driven toolsand business intelligence systems to enhance decision-making acrossthe employee lifecycle.
Lead enterprise workforce analytics, including predictivemodeling, dashboards, and reporting frameworks that informrecruitment, retention, and talent development strategies.
Establish data governance standards and ensure ethical,transparent, and equitable use of AI in human capitalpractices.

HR Applications & Information Services

Provide strategic oversight of HR technology systems, ensuringintegration, usability, and alignment with institutionalneeds.
Partner with IT to modernize HRIS infrastructure and optimizesystem performance, data integrity, and user experience.
Lead continuous improvement efforts to streamline processes andincrease operational efficiency through technology.

Change Management & Organizational Effectiveness

Design and implement enterprise change management strategiesthat support institutional transformation and culturalalignment.
Develop frameworks, tools, and leadership capacity for managingcomplex organizational change.
Facilitate initiatives that strengthen leadershipeffectiveness, employee engagement, and organizationaladaptability.

Policy Design & Administration

Oversee the development, review, and administration of humancapital policies to ensure compliance, clarity, and alignment withinstitutional values and strategy.
Lead policy modernization efforts that reduce administrativeburden while supporting equity, accountability, andtransparency.
Serve as a key liaison for policy interpretation andgovernance.

Academic & Student Employee Support

Provide strategic leadership for services and programssupporting faculty, academic staff, and student employees.
Ensure human capital practices are responsive to the uniqueneeds of academic units and aligned with the university’s teachingand research mission.
Partner with academic leadership to enhance faculty and studentemployment experiences.

Succession Planning & Talent Strategy

Lead the development and implementation of a comprehensivesuccession planning framework for faculty and staff leadershiproles.
Integrate succession planning with talent development,performance management, and workforce planning strategies.
Utilize data and predictive analytics to identify talent gapsand inform long-term workforce strategy.

ROI & Program Evaluation

Establish metrics and evaluation frameworks to assess theeffectiveness and return on investment of human capitalprograms.
Drive a culture of evidence-based decision-making andcontinuous improvement across all functional areas.
Regularly report outcomes and insights to executiveleadership.

Minimum Qualifications

Bachelor’s degree in Human Resources, OrganizationalLeadership, Higher Education, Business Administration, or relatedfield.
Minimum of 8–10 years of progressive leadership experience inhuman resources, organizational strategy, or a related field,preferably in higher education or complex organizations.

Preferred Qualifications

Master’s degree in Human Resources, Organizational Leadership,Higher Education, Business Administration, or related field orDoctorate (PhD or EdD) in Educational Leadership, OrganizationalLeadership, or related field.

Required Knowledge, Skills and Abilities

Demonstrated experience leading enterprise-level initiativesinvolving data analytics, HR technology, and organizationalchange.
Strong understanding of human capital theory, workforceanalytics, and strategic HR practices.

Preferred Knowledge, Skills, and Abilities

Experience implementing AI or advanced analytics in humancapital environments.
Familiarity with shared governance structures and the academicenterprise.

Core Competencies

Strategic Thinking & Systems Leadership
Data-Informed Decision Making
Change Leadership & Organizational Development
Partnership & Stakeholder Engagement
Innovation & Continuous Improvement
Equity-Minded Leadership

Impact Statement

This role is central to Miami University’s ability to leveragehuman capital as a strategic asset. By integrating technology,data, and people-centered practices, the Senior Director willenhance institutional effectiveness, improve employee outcomes, andensure that human capital investments yield measurable value insupport of the university’s mission.

Required Application Documents

Resume and cover letter

Special Instructions (if applicable)

none

Additional Information

A criminal background check is required. All campuses are smoke-and tobacco-free campuses.

This organization participates in E-Verify.

Remote Work

For positions that are approved for remote work: Remote work is nota right, it is a work arrangement that can be modified or revokedby Miami University at any time for any reason, including theconvenience of the University.

Reasonable Accommodations

Requests for reasonable accommodations for disabilities related toemployment should be directed to or .Questions and follow-ups regarding requests should also be directedhere.

Miami University Values Statement

MiamiUniversity is a scholarly community whose members believe thata liberal education is grounded in qualities of character as wellas of intellect. We respect the dignity of other persons, therights and property of others, and the right of others to hold andexpress disparate beliefs. We believe in honesty, integrity, andthe importance of moral conduct. We defend the freedom of inquirythat is the heart of learning and combine that freedom with theexercise of judgment and the acceptance of personalresponsibility.

For more information on Miami University’s mission and core values,please visit the Mission and Core Values webpage.

Equal Opportunity/Affirmative Action Statement

Miami University, an Equal Opportunity/Affirmative Action employer,encourages applications from protected veterans and individualswith disabilities. Miami University prohibits harassment,discrimination and retaliation on the basis of age (40 years orolder), color, disability, gender identity or expression, geneticinformation, military status, national origin (ancestry),pregnancy, race, religion, sex/gender, status as a parent or fosterparent, sexual orientation, or protected veteran status in itsapplication and admission processes, educational programs andactivities, facilities, programs or employment practices. Requestsfor reasonable accommodations for disabilities related toemployment should be directed to or .

Clery Act

As part of the University’s commitment to maintaining a healthy andsafe living, learning, and working environment, we encourage you toread Miami University’s Annual Security & Fire Safety Reportat: which contains information about campus safety, crime statistics,and our drug and alcohol abuse and prevention program designed toprevent the unlawful possession, use, and distribution of drugs andalcohol on campus and at university events and activities. Thisreport also contains information on programs and policies designedto prevent and address sexual violence, domestic violence, datingviolence, stalking. Each year, email notification of thiswebsite is made to all faculty, staff, and enrolled students.Written notification is also provided to prospective students andemployees. Hard copies of the Annual Security & Fire SafetyReport may be obtained from the Miami University Police Departmentat .