Executive Mgtmt Director-Exec Mgt

Michigan State University

  • East Lansing, MI
  • Permanent
  • Full-time
  • 6 days ago
Working/Functional TitleDirector of HR Administrative ServicesPosition SummaryPosition SummaryServing the University Human Resources (HR) Division, the Director of HR Administrative Services serves as the Chief Administrative Officer for HR providing strategic leadership and high-level oversight for critical HR infrastructure and support functions. This executive-level position manages a diverse portfolio encompassing HR information systems and technology, HR project management, communications, finance and budget (including university benefits budgeting), and administrative operations through Assistant Directors and Managers who lead day-to-day operations. The Director provides direct support and consultation to the Associate Vice President of Human Resources and serves as a key strategic advisor on divisional initiatives, university-wide projects, and organizational excellence.The position requires a dynamic executive who can provide strategic direction while fostering collaborative relationships across multiple university departments and external partners. The Director serves as the primary liaison for divisional administrative matters and plays a crucial role in advancing university initiatives through strategic operations leadership, effective project management oversight, and cross-functional collaboration.SalaryThe salary range for this position is fixed at $195,000 - $220,000. Final compensation will be determined based on relevant experience within this range.Remote work capabilityThis position is based in East Lansing, Michigan, on the campus of Michigan State University. Human Resources embraces flexible work options, and this position allows for a hybrid work schedule (if desired), with regular onsite work required 3 days per week. All work schedules are assessed for impact to the work outcomes of the individual, team, and department - and must be pre-approved by the supervisor.Essential Functions and ResponsibilitiesChief Administrative Duties - HR Division
  • Executive Consultation: Provide consultation to the Associate Vice President of Human Resources on divisional strategy, operations, and administrative matters
  • Divisional Leadership: Serve as a senior administrative leader for the HR Division, representing the AVP in key meetings and decision-making processes
  • Strategic Planning: Collaborate with the AVP and other leadership to develop and implement divisional strategic plans and organizational priorities
  • Cross-Divisional Integration: Ensure alignment and coordination across all HR functional areas and initiatives
  • Executive Collaboration: Serve as primary liaison between the AVP and internal/external stakeholders on administrative matters
Project Management and University Initiatives
  • MSU HR Project Oversight: Provide strategic oversight for the project management function within the Human Resources Division
  • University Committee Service: Represent HR Division on key university committees, task forces, and work groups
  • Initiative Support: Lead or support university-wide initiatives that impact human resources operations and strategy
  • Change Leadership: Champion organizational change efforts and ensure successful implementation of university initiatives
  • Strategic Partnerships: Develop and maintain partnerships that advance university priorities and HR objectives
HRIT Functional and Technical Teams Leadership
  • Unit Strategic Direction: Provide high-level strategic oversight for functional business teams who serve as liaisons between backend systems teams and HR centers of expertise
  • HR Technology Strategy Development: Collaborate with leaders, MSU partners (including IT Services), and business stakeholders to develop and administer a long-term strategic vision for HR technology solutions and business process integration
  • HR Technology Strategy Administration: Implement strategic priorities for HR information systems and infrastructure development; continuously monitor and assess progress, adjusting priorities and timelines as necessary
  • Performance Management: Ensure teams meet strategic objectives and performance standards through Assistant Director/Manager oversight
  • Resource Planning: Allocate resources and set priorities for team initiatives and projects
  • Strategic Partnerships: Develop and foster strategic relationships between internal functional, technical, and business stakeholders; identify and cultivate external information and technology system vendor relationships
  • Innovation Leadership: Champion digital transformation and emerging technology adoption across HR operations
  • HR Data Governance Oversight: Provide high-level oversight of HR data governance, ensuring compliance with university security protocols
  • Investment Planning: Develop and oversee technology investment priorities and budget allocation for system enhancements and technology upgrades
HR Administrative Direction
  • Communications Strategy: Oversee the development and execution of an overarching strategic communications framework for the HR Division and university-wide HR initiatives
  • Stakeholder Strategy: Ensure strategic approaches for communicating with diverse university constituencies
  • Innovation in Communications: Champion new communication technologies and methodologies to ensure HR messaging is modern, effective, and multi-variable
  • Financial Strategy: Provide strategic oversight of HR Division budget development, financial planning, and resource allocation
  • Investment Analysis: Guide strategic financial decisions and cost-benefit analysis for major HR initiatives
  • Performance Metrics: Establish and oversee financial and operational performance standards and accountability measures
  • Resource Optimization: Drive strategic initiatives to optimize financial and human resources and operational efficiency
  • Operational Strategy: Provide strategic direction for internal HR operations, facilities management, and administrative functions
  • Process Excellence: Champion strategic process improvement initiatives and operational best practices
  • Policy Leadership: Provide strategic oversight for internal division policy development, implementation, and compliance
  • Administrative Innovation: Drive strategic improvements in administrative processes and service delivery
Key Relationships and PartnershipsInternal HR Departments
  • Collaborate with all HR centers of expertise to ensure integrated service delivery
  • Coordinate cross-functional projects and initiatives
  • Provide administrative and technical support for HR strategic objectives
University Partners
  • IT Services: Partner on technology infrastructure, security, and system integration
  • Payroll Office: Coordinate systems integration and process alignment for seamless payroll operations
  • Institutional Research: Collaborate on data analytics, reporting, and strategic planning initiatives
  • University Communications: Align HR communications with institutional messaging and branding standards
  • Office of Finance & Budget: Ensure compliance with financial policies and coordinate budget planning processes
  • EVPA Office: Provides strategic guidance, budgetary oversight and communication support
  • Faculty and Academic Staff Affairs: Collaborate on strategic initiatives, project implementation, human resources communications, as well as academic facing processes and procedures
You will thrive in this role if you have …Technical Competencies
  • Expert knowledge of HRIS platforms and HR technology ecosystems
  • Understanding of data management, analytics, and reporting systems
  • Extensive experience with project management methodologies and tools
  • Knowledge of budget management and financial analysis principles
Leadership and Management Skills
  • Proven ability to lead and develop diverse, cross-functional teams
  • Strong strategic thinking and problem-solving capabilities
  • Excellent communication and presentation skills
  • Experience in change management and organizational transformation
  • Ability to build and maintain effective partnerships across organizational boundaries
Equal Employment Opportunity StatementAll qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, age, disability or protected veteran status.Required DegreeBachelors -Human Resources, Business Administration, Information Systems, or related fieldMinimum Requirements
  • Bachelor's degree in Human Resources, Business Administration, Information Systems, or related field
  • Minimum 8-10 years of progressive leadership experience in HR operations, technology, and/or administrative services
  • Demonstrated experience managing complex, multi-functional teams and operations
Desired Qualifications
  • Higher education experience preferred
  • Experience with large-scale system implementations and organizational change initiatives
Required Application Materials
  • Resume
  • Cover Letter
Special Instructions
  • Review of applications may start immediately.
  • References will be sought at the finalist stage.
Remote Work StatementMSU strives to provide a flexible work environment, and this position has been designated as remote-friendly. Remote-friendly means some or all of the duties can be performed remotely as mutually agreed upon.Websitehttps://hr.msu.edu/MSU StatementMichigan State University has been advancing the common good with uncommon will for more than 160 years. One of the top research universities in the world, MSU pushes the boundaries of discovery and forges enduring partnerships to solve the most pressing global challenges while providing life-changing opportunities to a diverse and inclusive academic community through more than 200 programs of study in 17 degree-granting colleges.Advertised: Aug 29, 2025 Eastern Daylight Time
Applications close: Sep 18, 2025 Eastern Daylight Time

Michigan State University