1685 Director of Strategy and Innovation, Community and Global Partnerships

POSITION IDENTIFICATION

TITLE Director of Strategy and Innovation, Community and Global Partnerships

CLASSIFICATION NUMBER 1685

GRADE 46

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Vice President for Community and Global Partnerships

GENERAL FUNCTION

The Director of Strategy and Innovation, Community and Global Partnerships, leads the development of effective strategies and establishes innovative programs to advance the mission, strategies and priorities of Missouri State University.  The Director of Strategy and Innovation provides project management leadership, facilitates strategic initiatives, and collaborates with University and external partners.  The Director of Strategy and Innovation also researches trends and market needs in higher education and industry, providing data analysis in support of decision-making and strategy formulation for the Vice President for Community and Global Partnerships and the Executive Vice President. 

The Director of Strategy and Innovation, Community and Global Partnerships, coordinates the development of customized academic programs for MSU International Programs and as part of the University’s Employer Partnerships initiative. This position collaborates with international partner universities and business/industry professionals to improve programs, develop new programs, and to provide student access to high-impact learning opportunities such as internships, work-study, and global and community engagement.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Master’s degree in Business Administration, Project Management, Data Analytics, or a related field is required.  An interdisciplinary educational background, with a combination of education, business and project management studies is preferred. An equivalent combination of years of experience and education may be considered for substitution of educational requirements. 

Experience: Three years of higher education experience is required. Professional experience in international education is required.  Experience in project management and data analysis is required. Experience in strategic management, implementing complex projects from inception to completion, is preferred.  

Skills: Excellent verbal and written communication skills are required; excellent interpersonal skills are required. Problem solving skills are required.  Strong presentation and communication skills are required.

Outstanding research, data analysis, and critical thinking skills are required. Computer literacy is required, including a working knowledge of Microsoft Office and the use of the internet. The skilled use of project management software, including building timelines and tracking milestones, is preferred. 

The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Provide project management leadership for the Division of Community and Global Partnerships in planning, implementing, and advancing strategic initiatives and projects, as assigned by the Vice President for Community and Global Partnerships.

2. Facilitate and/or direct strategic initiatives or special projects by collaborating with administrative and academic teams within the university and interfacing with external stakeholders, including community and industry professionals.

3. Coordinate the development of customized academic programs as part of the university’s Employer Partnerships initiative.

4. Manage special international projects and initiatives, including the development of dual degree, transfer, and other customized academic programs in collaboration with international partner universities.

5. Develop and implement programs that utilize technology for virtual, in-person, and blended course delivery and enhanced student experience.

6. Provide data analysis and research support for decision-making and strategy formulation for the Vice President for Community and Global Partnerships, and the Executive Vice President.

7. Work with the Vice President for Community and Global Partnerships, and Executive Vice President to develop and implement systems to monitor implementation of strategic plans and initiatives, tracking accomplishment of key objectives and milestones.

8. Research trends and market needs in higher education and industry, identifying innovative practices to support the goals, priorities and potential growth opportunities for strategic programs within the Division of Community and Global Partnerships.

9. Coordinate with the Division of Community and Global Partnerships leadership team to plan and implement strategic planning events and activities, and create documents, plans, reports, and presentations to support strategic priorities.

10. Identify and organize training sessions, conferences, or workshops for the Division leadership team and/or functional units within the Division. 

11. Assist the Executive Vice President with governmental relations activities, including studying the impact of proposed legislation, drafting fiscal notes, and preparing documents for meetings with legislators to help advance the university’s legislative and capital priorities.

12. Contribute to a learning environment that encourages knowledge of, respect for, and skills to engage with those of other cultures or backgrounds.

13. Remain competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as directed.

14. Help ensure the success and growth of Missouri State University and the Division of Community and Global Partnerships by performing all other duties as assigned.

SUPERVISION

The Director of Strategy and Innovation, Community and Global Partnerships supervises full- and part-time staff, graduate assistants, and student employees, and is supervised by the Vice President for Community and Global Partnerships.

OFFICE OF HUMAN RESOURCES

REVISED JUNE 2024

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 5.0 - 3300 Points: Knowledge of the principles and methods of an administrative, managerial, or professional field such as accounting or auditing, financial management, information technology, business administration, human resources, engineering, law, social sciences, communications, education, or medicine. Knowledge permits employee to supervise projects and/or departments using standard methods to improve administrative and/or line operations. Knowledge also permits employee to plan steps and carry out multi-phase projects requiring problem definition and modified techniques, to coordinate work with others, and to modify methods and procedures to solve a wide variety of problems. Knowledge at this level requires a Bachelor's or Master's degree with substantial related work experience, including up to two years of administrative or supervisory experience. Alternatively, this level may require a professional or clinical degree beyond the Bachelor's degree with moderate related work experience; knowledge requirements include significant levels of related work experience.

Factor 2: Supervisory Responsibility

Level 4.0 - 470 Points: Supervision of (a) a moderate number of operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a small number of professional employees who exercise limited supervision of others, or (c) large numbers of student workers or graduate assistants, or some equivalent combination of the above. The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is responsible for training, planning, and directing the work of permanent employees, and generally controls hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.

Factor 3: Interactions with Others

Level 4.0 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.

Factor 4: Job Controls and Guidelines

Level 4.0 - 850 Points: The employee operates under administrative supervision and makes decisions based on broadly-stated University objectives and available resources. Administrative guidelines are expressed in terms of project or program outcomes and deadlines with few comprehensive guidelines. Decisions are based on inadequate guidelines that require considerable interpretation and force the employee to plan all phases of the assignment. Assignments may be unrelated in function and the work requires many different processes and methods and a great deal of analysis to identify the nature and extent of problems. The work may require the employee to develop new methods and to deal with many variables, including some that are unclear or conflicting. Characteristic jobs at this level may involve directing large and/or complex programs, projects, or departments in which the work cuts across functional lines or requires dealing with unprecedented issues.

Factor 5: Managerial Responsibility

Level 4.0 - 1500 Points: Work involves the primary accountability for a smaller department, program, or process. Work activities involve managerial decisions that directly affect the efficiency, costs, reputation, and service quality of the department, program, or process. Work affects a limited range of professional projects or administrative activities of the University. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.