2655 Director, Marketing, Communications and External Relations - College of Business

POSITION IDENTIFICATION

TITLE Director, Marketing, Communications and External Relations - College of Business

CLASSIFICATION NUMBER 2655

GRADE 45

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Dean, College of Business Administration

MAJOR ADMINISTRATOR Provost

GENERAL FUNCTION

The Director, Marketing, Communication and External Relations develops and manages an annual marketing and communication plan for the College of Business (COB) that includes student recruitment, corporate relations, career fair, alumni relations, special events, and marketing and communication initiatives in support of the COB strategic plan. 

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor’s degree is required; a Master’s degree is preferred.

Experience: Five years of experience in marketing, branding, and/or public relations is required. 

Skills: Exceptional interpersonal, verbal, and written communication skills. A working knowledge of various computer software applications, including word processing and database applications is required.  Knowledge and expertise in the use of marketing communications tools, including the use of digital marketing and social media is required.  Strong decision-making skills, the ability to prioritize tasks, and the ability to leverage and manage resources, both internal and external, are required.  The ability to balance multiple priorities and meet tight deadlines is required.  Proven project management skills and the ability to responsibly manage a budget are required.  Skill in media relations is required, including the ability to proactively position University experts and news stories with media outlets. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Develops and manages an annual marketing and communication plan for the College of Business (COB) that includes student recruitment, corporate relations, career fair, alumni relations, special events, and marketing and communication initiatives in support of the COB strategic plan. 

2. Establishes priorities, makes assignments, and monitors and evaluates results and employee performance.

3. Coordinates and serves as a liaison with COB departments to facilitate student recruitment, corporate relations, career fair, alumni relations, special events, and marketing and communication initiatives.

4. Manages the creation and use of internal and external branding for the College, including print advertising, print marketing materials, video, digital advertising, website, and Glass Hall static displays.

5. Manages internal and external communication including oversight and content creation of Glass Hall digital displays and video wall, Bear Biz Newsletter, and mass communication with current students, corporate recruiters, faculty, staff, and alumni.

6. Promotes a positive image and expands the public’s perception of the College by preparing press releases, managing the COB blog and calendar, serving as the primary point of contact for all media inquiries, and managing COB sponsorship opportunities.

6. Develops and manages COB social media strategy on platforms such as Facebook, Twitter, and Instagram to enhance communication with the public as well as specific target groups.

7. Assists COB departments with their projects and events by coordinating advertising and providing resources and expertise related to student recruitment, corporate relations, alumni relations, marketing and promotions, etc.

8. Serves as a member of the COB Leadership Team that sets the direction and strategy for the College.

9. Manages funds by developing, planning, and controlling annual budgets for advertising and promotions, corporate relations, career fair, and recruitment.

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

11. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses required by the Dean.

12. Contributes to the overall success of the College of Business by performing all other essential duties as assigned.

SUPERVISION

The Director, Marketing, Communication and External Relations - COB is supervised by the Dean of the College of Business and supervises full-time and student employees.

OFFICE OF HUMAN RESOURCES

REVISED APRIL 2017

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 4 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable 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 along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory experience.

Factor 2: Supervisory Responsibility

Level 3 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.

Factor 3: Interactions with Others

Level 4 - 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 - 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 4 - 1500 Points: Work involves the primary accountability for a smaller 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. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.