Senior Director Strategic Programs and Partnerships

Miami University Alumni Association•Oxford, AL

1d•$140,000 - $160,000•null

About The Position

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.

Requirements

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.
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.

Nice To Haves

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

Responsibilities

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.
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.
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.
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.
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.
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.
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.
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.