Senior Director Strategic Programs and Partnerships

Job Title

Senior Director Strategic Programs and Partnerships

Human Resources

Regular

Salary

$

$

Salary will be commensurate with the level of the position,education, and experience.

40

Yes

The Senior Director of Strategic Programs & Partnershipsprovides vision, leadership, and integration across high-impactfunctional areas including AI and business intelligence, HRapplications 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 measurableoutcomes in organizational effectiveness, employee experience, andreturn 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’sacademic mission.

• Serve as a senior advisor to the CHRO on enterprise humancapital 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 academicleadership, finance, IT, and student affairs to ensure alignment and shared accountability for outcomes.

• Oversee the development and implementation of AI-driven toolsand business intelligence systems to enhance decision-making acrossthe employee lifecycle.
• Lead enterprise workforce analytics, including predictivemodeling, 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 capitalpractices.

• Provide strategic oversight of HR technology systems, ensuringintegration, usability, and alignment with institutionalneeds.
• Partner with IT to modernize HRIS infrastructure and optimizesystem 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 leadershipeffectiveness, employee engagement, and organizationaladaptability.

• Oversee the development, review, and administration of humancapital policies to ensure compliance, clarity, and alignment with institutional values and strategy.
• Lead policy modernization efforts that reduce administrativeburden 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 comprehensivesuccession 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 gapsand inform long-term workforce strategy.