5677 Associate Athletics Director for External Relations

POSITION IDENTIFICATION

TITLE Associate Athletics Director for External Relations

CLASSIFICATION NUMBER 5677

GRADE 46

CLASSIFICATION Exempt

GENERAL FUNCTION

The Associate Athletics Director for External Relations will provide oversight and leadership for the areas of Strategic Marketing and Fan Engagement, Ticketing, Brand Management, and Licensing and Branding with an emphasis on fostering fresh perspective, innovative ideas, and strategic vision. This position will develop and execute strategies to ensure collaboration and coordination among units to effectively drive revenue growth through ticket sales, distinctive storytelling, brand consistency, strengthened brand presence, and an enhanced fan experience. The Associate Athletics Director for External Relations will play a crucial role in strengthening the connection between Missouri State Athletics and its audiences. This position will work closely with the third-party multi-media rights partner to ensure consistency and direction.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor’s degree is required.  An equivalent combination of years of experience and education may be considered for substitution of educational requirements.

Experience: At least three years of experience in collegiate athletics, educational leadership, or related field is preferred.

Skills: Strong verbal and written communication skills as well as excellent interpersonal skills are required. Demonstrate an understanding of fan engagement, marketing, ticket sales, and brand management. Working knowledge of NCAA rules and compliance practices. Ability to work effectively with a wide range of constituencies in a diverse community. Accounting skills and experience to manage a budget and direct staff in tracking expenses and revenues is required. The ability to develop knowledge of, respect for, and skills to engage with those if other cultures or backgrounds is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Revenue Generation:

1. Leads the strategic development and execution of season ticket sales, event sales, single game sales, pricing and distribution.

2. Drives all decisions for future growth of the season ticket base in coordination with the development office.

3. Develops a sales unit to engage outbound effort to grow the season ticket base and external event sales.

Marketing & Fan Engagement:

4. Leads the strategic development and execution of fan engagement initiatives to drive attendance and enhance the in-game experience at all Missouri State Athletics events.

5. Develops departmental marketing campaigns that align with Athletics goals and strengthen the Missouri State brand.

6. Oversees the production of in-game entertainment, fan activations and promotional events.

7. Assists in guiding social media strategy and content development for Missouri State Athletics and team social media accounts.

8. Collaborates with the Director of Marketing and Promotions to ensure marketing strategies and activities align with strategic brand goals.

Creative Services & In Game Production

9. Works with Associate AD for Athletic Communications to ensure alignment between Athletics Communications and Missouri State University media relations team to maintain cohesive messaging and enhance the reach of Missouri State Athletics.

10. Contributes to the strategic vision for content creation, including in-game and social media video production, graphic design, photography, and digital media.

11. Oversees the operations of in-game productions, to ensure high-quality video production, creative content development, and best-in-class atmosphere.

12. Assists Creative and Branding teams in their work with content partner, Sport & Story, to enhance and grow the brand.

13. Collaborates with Associate AD for Athletics Communications to ensure brand consistency across all platforms and materials.

Collaboration & Leadership:

14. Cultivates a strong team culture within area of oversight and consistent collaboration with other areas of Athletics and the University.

15. Contributes to talent acquisition and retention across areas of oversight.

16. Serves as a key member of the External Relations leadership team, working closely and collaboratively with colleagues. Ensure key information and opportunities are shared with staff working within areas of oversight.

17. Reports regularly to the Director of Athletics, to align marketing, fan engagement, and communications strategies with departmental goals.

18. Partners with University Marketing & Communications leadership to integrate Missouri State Athletics into university-wide branding and communications initiatives.

Other:

19. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.

20. 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.

21. Contributes to the overall success of the Athletics Department by performing all other duties and responsibilities as assigned by the Director of Athletics.

SUPERVISION

Associate Athletics Director for External Relations supervises full-time employees, graduate assistants, and student employees.  

OFFICE OF HUMAN RESOURCES

NOVEMBER 2024

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 3.0 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining familiarity with the University's policies and goals, business practices, and/or accounting systems. This level of knowledge permits the employee to schedule and carry out the steps of a limited operation or project, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate 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. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some 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 5.0 - 2350 Points: Work involves primary accountability for a larger 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, influences internal or external operations, or impacts students, faculty, and/or staff. Work activities have a direct and significant impact on the department. Work activities also have a significant effect on the efficiency and reputation of the cost center and represent a relatively major function within the cost center. At this level would be jobs in which the incumbent may have responsibility for developing budgets, distributing budgeted funds, and exercising primary control over a moderately-sized budget.