Director, Fin Strat​/Res Plan

• Job Type: Officer of Administration
• Bargaining Unit:
• Regular/Temporary:
  Regular
• End Date if Temporary:
• Hours Per Week: 35
• Standard
  
  Work Schedule:
• Building:
• Salary Range: $155,000 - $175,400

The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to departmental budgets, qualifications, experience, education, licenses, specialty, and training. The above hiring range represents the University's good faith and reasonable estimate of the range of possible compensation at the time of posting.

Reporting to the Chief Information Officer (CIO), the Director, Financial Strategy & Resource Planning serves as the CIO's senior advisor for financial strategy, resource governance, workforce planning, and administrative operating effectiveness. The Director establishes the management framework through which CUIMC IT aligns financial and workforce resources with its multi-year technology strategy and institutional priorities.

This role has department-wide accountability for long-range financial strategy, investment and resource planning, workforce and position strategy, financial governance, management reporting, internal controls, and administrative performance. The Director develops decision frameworks, operating standards, and executive-level analyses that enable the CIO and IT leadership to evaluate priorities, risks, capacity, and resource trade-offs. The role partners with CUIMC Finance, Human Resources, central University offices, and senior institutional stakeholders to advance organizational priorities and ensure disciplined stewardship of departmental resources.

Essential Duties

Enterprise Financial Strategy & Resource Governance

• Own the development of CUIMC IT's multi-year financial strategy and annual resource framework, aligning operating plans, workforce investments, and technology priorities with institutional objectives.
• Develop, refine, and maintain CUIMC IT's funding model, incorporating revenue from central funding sources, internal chargeback methodologies, and other funding mechanisms to support sustainable operations and equitable resource allocation.
• Advise the CIO and IT leadership on resource allocation, affordability, financial risk, and strategic trade-offs, frame options, and recommendations for executive decision-making.
• Establish department-wide financial governance, planning assumptions, decision rights, performance expectations, and review cadences that strengthen accountability and fiscal discipline.
• Lead scenario planning and sensitivity analysis to evaluate the financial implications of strategic initiatives, organizational changes, service models, and significant technology investments.
• Define the financial measures and executive reporting required to assess sustainability, resource utilization, and progress against strategic priorities.

Portfolio Planning & Executive Decision Support

• Create and manage an integrated planning process that connects strategic priorities, investment needs, workforce capacity, and available financial resources across CUIMC IT.
• Develop business cases, financial models, and decision frameworks for major initiatives and competing investment priorities; identify risks, dependencies, and longer-term resource implications.
• Provide the CIO and IT leadership with forward-looking analyses and recommendations rather than transactional reporting, including trend, scenario, capacity, and cost-driver analyses.
• Lead periodic executive performance reviews and ensure decisions, financial commitments, risks, and corrective actions are clearly documented and tracked to resolution.
• Workforce Strategy & Organizational Capacity
• Own department-wide workforce and position planning in partnership with the CIO, IT leadership, and Human Resources, translating strategy into multi-year staffing and labor-cost plans.
• Develop workforce scenarios that assess organizational capacity, critical capabilities, vacancy impacts, position priorities, and the financial implications of alternative staffing models.
• Advise leadership on organizational design, resource deployment, position management, succession considerations, and workforce investments required to deliver strategic priorities.
• Establish governance and reporting for headcount, labor costs, vacancies, hiring plans, and workforce commitments to support disciplined resource decisions.

Financial Governance, Controls & Performance

• Set standards for departmental budgeting, forecasting,…