Senior Director Strategic Programs and Partnerships

Job Title

Senior Director Strategic Programs and Partnerships

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

40

Benefit Eligible

Yes

Screening Date

2026-08-14

Job Description Summary

The Senior Director of Strategic Programs & Partnerships provides vision, leadership, and integration across high-impact functional areas including AI and business intelligence, HR applications and information services, change management, policy design and administration, academic and student employee support, workforce analytics, and succession planning.

• This position is responsible for aligning human capital strategy with institutional priorities, ensuring that talent systems, data infrastructure, and organizational practices drive measurable outcomes in organizational effectiveness, employee experience, and return on investment (ROI). The Senior Director operates at the intersection of strategy, technology, and people, leveraging data-informed decision-making, cross-functional partnerships, and innovative program design to support the university’s academic
• mission.

Job Description

Key Responsibilities:

Strategic Leadership & Institutional Alignment

• •Serve as a senior advisor to the CHRO on enterprise human capital strategy, aligning programs and systems with university-wide strategic priorities.
• •Lead the design, integration, and continuous improvement of strategic human capital initiatives that enhance organizational effectiveness and institutional performance.
• •Build and sustain cross-campus partnerships with academic leadership, finance, IT, and student affairs to ensure alignment and shared accountability for outcomes.

AI, Business Intelligence & Workforce Analytics

• •Oversee the development and implementation of AI-driven tools and business intelligence systems to enhance decision-making across the employee lifecycle.
• •Lead enterprise workforce analytics, including predictive modeling, dashboards, and reporting frameworks that inform recruitment, retention, and talent development strategies.
• •Establish data governance standards and ensure ethical, transparent, and equitable use of AI in human capital practices.

HR Applications & Information Services

• •Provide strategic oversight of HR technology systems, ensuring integration, usability, and alignment with institutional needs.
• •Partner with IT to modernize HRIS infrastructure and optimize system performance, data integrity, and user experience.
• •Lead continuous improvement efforts to streamline processes and increase operational efficiency through technology.

Change Management & Organizational Effectiveness

• •Design and implement enterprise change management strategies that support institutional transformation and cultural alignment.
• •Develop frameworks, tools, and leadership capacity for managing complex organizational change.
• •Facilitate initiatives that strengthen leadership effectiveness, employee engagement, and organizational adaptability.

Policy Design & Administration

• •Oversee the development, review, and administration of human capital policies to ensure compliance, clarity, and alignment with institutional values and strategy.
• •Lead policy modernization efforts that reduce administrative burden while supporting equity, accountability, and transparency.
• •Serve as a key liaison for policy interpretation and governance.

​ ​ Academic & Student Employee Support

• •Provide strategic leadership for services and programs supporting faculty, academic staff, and student employees.
• •Ensure human capital practices are responsive to the unique needs of academic units and aligned with the university’s teaching and research mission.
• •Partner with academic leadership to enhance faculty and student employment experiences.

Succession Planning & Talent Strategy

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

ROI & Program Evaluation

• •Establish metrics and evaluation frameworks to assess the effectiveness and return on investment of human capital programs.
• •Drive a culture of evidence-based decision-making and continuous improvement across all functional areas.
• •Regularly report outcomes and insights to executive leadership.

Minimum Qualifications

• •Bachelor’s degree in Human Resources, Organizational Leadership, Higher Education, Business Administration, or related field.
• •Minimum of 8–10 years of progressive leadership experience in human 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 or Doctorate (PhD or EdD) in Educational Leadership, Organizational Leadership, or related field.

Required Knowledge, Skills and Abilities

• •Demonstrated experience leading enterprise-level initiatives involving data analytics, HR technology, and organizational change.
• •Strong understanding of human capital theory, workforce analytics, and strategic HR practices.

Preferred Knowledge, Skills, and Abilities

• •Experience implementing AI or advanced analytics in human capital environments.
• •Familiarity with shared governance structures and the academic enterprise.

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 leverage human capital as a strategic asset. By integrating technology, data, and people-centered practices, the Senior Director will enhance institutional effectiveness, improve employee outcomes, and ensure that human capital investments yield measurable value in support of the university’s mission.

Additional Position Information (if applicable)

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 not a right, it is a work arrangement that can be modified or revoked by Miami University at any time for any reason, including the convenience of the University.

• Reasonable Accommodations
• Requests for reasonable accommodations for disabilities related to employment should be directed to ADAFacultyStaff@miamioh.edu or 513-529-3560. Questions and follow-ups regarding requests should also be directed here.

• Miami University Values Statement
• Miami University is a scholarly community whose members believe that a liberal education is grounded in qualities of character as well as of intellect. We respect the dignity of other persons, the rights and property of others, and the right of others to hold and express disparate beliefs. We believe in honesty, integrity, and the importance of moral conduct. We defend the freedom of inquiry that is the heart of learning and combine that freedom with the exercise of judgment and the acceptance of personal responsibility.

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 pro