POSITION IDENTIFICATION
TITLE Associate Director, Career Center - Employer Engagement
CLASSIFICATION NUMBER 1891
GRADE 44
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Director, Career Center
GENERAL FUNCTION
The Associate Director, Career Center – Employer Engagement manages employer outreach,
plans employer visits for interviews, recruiting, information sessions, and class
presentations, plans and executes events, such as Career Expo, Career Fairs, Mock
Interview Days, Etiquette Dinners, Resume Madness, and Speed Networking Event, and
manages employer relations activities in the Handshake database. The Associate Director,
Career Center – Employer Engagement provides career advising to students in an assigned
college.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master’s degree in human resource management, student affairs, business,
career counseling, or a related discipline is required.
Experience: At least three years of experience in cooperative education, career services,
career counseling, or related student service areas at the college/university level
is required.
Skills: Knowledge of employment recruiting and career services practices, career and
employment issues, sales and marketing, communications, human resources, public relations,
career development theory, career paths, and job search strategies is required. The
ability to create, plan, implement, and manage career programs while working independently
and as part of a team is required. Demonstrated ability in interpersonal relations
and in creating and maintaining professional networks is required. Effective verbal
and written communication skills are required. The ability to oversee multiple tasks
with attention to detail is required. Organizational, management, and problem-solving
skills are required. The ability to work in a fast-paced environment with a broad
range of internal and external constituencies, including students, employers, alumni,
and staff is required.
Effort: Some lifting of boxes and reaching for supplies on high shelves is required.
Significant keyboarding work is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Works with employers to meet their recruiting needs by encouraging their participation
in recruiting and interview events, facilitating the posting of their job vacancies,
planning their campus visits, and recommending recruiting strategies.
2. Identifies and contacts employers and invites them to participate in career events,
establishes connections with new recruiters, and maintains relationships with employers.
3. Plans and executes employer visits for interviews, table recruiting, information
sessions, class presentations, etc.
4. Plans, coordinates, monitors, and implements career events such as Career Expo,
the Education Career Fair, the Health Professions Career Fair, Mock Interview Days,
Etiquette Dinners, Resume Madness events, Career Fair Workshops, and Speed Networking
events.
5. Administers the employer relations function within the Career Center management
platform and provides reports as requested.
6. Serves as a liaison to an assigned college, facilitating relationships with faculty,
advising students and alumni regarding resume writing, interviewing skills, and job
and internship searches, and providing career counselling.
7. Provides career and job search information in presentations to classes and student
organizations.
8. Maintains and annually updates the Employer Guide, a marketing tool that provides
information about Missouri State, Career Center services, enrollment information,
and recruitment and career events planned for the academic year.
9. Contributes to a work environment that encourages knowledge of, respect for, and
development of skills to engage with those of other cultures or backgrounds.
10. Remains 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 by the supervisor.
11. Supports the overall success of the Career Center by performing all other duties
as assigned.
SUPERVISION
The Associate Director, Career Center – Employer Engagement is supervised by the Director,
Career Center and supervises full-time employees and a graduate assistant.
OFFICE OF HUMAN RESOURCES
AUGUST 2021
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 4.0 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable experience in specific areas within higher education. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in a specific technical or professional specialty along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory experience.
Factor 2: Supervisory Responsibility
Level 3.0 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.
Factor 3: Interactions with Others
Level 3.0 - 250 Points: The purpose of interactions is to advise or counsel others to solve recurring and structured problems, and/or to plan or coordinate work efforts with other employees who are working toward common goals in situations where relationships are generally cooperative. Interactions are moderately structured and routine and may involve employees in different functions, students, and/or the general public. These types of interactions require normal interpersonal skills.
Factor 4: Job Controls and Guidelines
Level 3.0 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.
Factor 5: Managerial Responsibility
Level 3.0 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.
