TITLE Corporate Relations Specialist, College of Business
CLASSIFICATION NUMBER 2654
IMMEDIATE SUPERVISOR Coordinator, Marketing, Strategic Communications and External Relations, College of Business
MAJOR ADMINISTRATOR Dean, College of Business
The Corporate Relations Specialist, College of Business (COB) directly and indirectly develops and manages corporate relations to enhance placement of business majors and expand corporate-faculty interactions. The Corporate Relations Specialist assists COB in achieving target enrollment and recruitment goals for graduate and undergraduate students pursuing any discipline within COB. The Corporate Relations Specialist has frequent interaction with the Career Center, Office of Admissions, and Graduate College.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree is required, preferably in a business, public relations, communications, or related field.
Experience: At least five years of successful professional experience is required, preferably in higher education and/or a corporate setting.
Skills: Effective verbal and written communication skills are required. Excellent interpersonal skills are required. Organizational skills, particularly in goal setting and planning and executing events are required. Proven project management skills and the ability to manage a budget are required. Computer literacy, particularly in word processing and using databases, is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Effort: The responsibilities of this position require lifting and carrying materials and equipment weighing twenty-five to fifty pounds, unassisted, on an occasional basis,.
Other: The scope of the job frequently requires travel and attendance at evening and/or weekend activities, meetings, events, seminars, and workshops. A valid Missouri driver’s license is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Coordinates and executes the School of Accountancy and COB Career Fairs including, but not limited to, actively recruiting companies and other organizations to participate and preparing and overseeing professional readiness workshops for career fair attendees.
2. Cultivates corporate relationships to increase job placement of business majors.
3. Tracks and reports job placement statistics each semester.
4. Promotes programs, services, and guest speaking opportunities provided by the college and Career Center targeting corporations.
5. Represents the COB at local, regional, and national events to raise the profile of COB within the business community.
6. Coordinates student recruitment by representing COB at career and college fairs, making high school and community college visits, and providing prospective students information regarding admission requirements to the University and COB programs.
7. Coordinates and executes the COB campus visit program and responds to written, phone, email, and in-person inquiries in a timely manner.
8. Makes formal presentations and plans activities and events both on- and off-campus for prospective undergraduate students, their families, and high school counselors.
9. Collaborates and aligns COB graduate recruiting efforts with the COB Graduate Programs Office and the Graduate College.
10. Monitors and maintains accurate records of prospective student contacts and prepares reports concerning recruitment.
11. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
12. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses and conferences, and attending training and/or courses as required.
13. Contributes to the overall success of COB by performing all other duties and responsibilities as assigned.
The Corporate Relations Specialist, College of Business is supervised by the Coordinator, Marketing, Strategic Communications and External Relations and may supervise full-time, part-time, and student employees.
OFFICE OF HUMAN RESOURCES
REVISED AUGUST 2016
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 2 - 130 Points: Regular, but limited, supervision, training, or directing the work assignments of (a) small numbers of student, part-time or temporary workers, or (b) one or more permanent, full-time employees. The nature of supervision is largely confined to scheduling work and assigning tasks. Supervision at this level typically does not include a full range of supervisory responsibilities, and supervisory duties typically do not consume a large portion of the work day.
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 3 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.
Factor 5: Managerial Responsibility
Level 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.