Executive Director Enterprise & Workforce Solutions

Overall Position Purpose - Why:

The Executive Director, Enterprise Solutions & Workforce Innovation provides executive leadership for Maryville University's earned-revenue engine - workforce and corporate education, continuing and professional education, employer partnerships and credentialing, and consulting and professional services. As the counterpart to the Executive Director, Strategic Partnerships, this leader is accountable for building a scalable, self-sustaining, margin-positive business that diversifies the University's revenue beyond tuition and philanthropy, deepens employer and industry relationships, expands non-traditional enrollment pathways, corporate educational partnerships and advances Maryville's mission of community prosperity. The role partners closely with the University's innovation and commercialization function to convert market-ready ideas and institutional assets into earned revenue. This is an entrepreneurial, P&L-accountable role for a builder who can grow both existing units and new lines of business.

Supervisory Responsibility:

Provides executive leadership to MaryvilleWORKS (workforce, corporate & continuing education) and Maryville Solutions (consulting & professional services) leadership and teams, plus future enterprise-solutions staff. Serves as a peer to the Executive Director, Strategic Partnerships and the Founding Executive Director, Entrepreneurship & Innovation, who together own the division's full revenue portfolio.

Essential Responsibilities - What You Will Be Doing:

1

Strategic & business leadership. Develop and execute the University's earned-revenue and workforce strategy, translating market demand into a coherent, multi-year business plan; own the P&L for the earned-revenue lane, setting annual budgets, forecasts, pricing, and net-contribution goals and managing the business to them. Serve as a member of the IDCP leadership team and represent Maryville with business, government, philanthropic, and community organizations.

2

Corporate partnerships & business development. Build and steward executive-level employer, corporate, and industry relationships that generate contracted, earned revenue; design, price, negotiate, and close customized workforce-education, training, and consulting agreements, including multi-year contracts, and educational partnerships, coordinating account strategy with the Executive Director, Strategic Partnerships so shared relationships are managed jointly.

3

MaryvilleWORKS - workforce, corporate & continuing education. Lead and scale continuing education, certificates, industry certifications, MyMBA, and employer-sponsored and tuition-assistance education solutions; create stackable pathways from non-credit and professional programming into undergraduate and graduate degrees to grow non-traditional enrollment and net tuition.

4

Maryville Solutions - consulting & professional services. Lead the growth of Maryville Solutions consulting services and build multidisciplinary, student-powered delivery teams that develop customized organizational, workforce, and technology solutions for employer and community clients, with disciplined scoping, pricing, and delivery.

5

Coordination with innovation & commercialization. Partner with the Executive Director, Entrepreneurship & Innovation to bring market-ready programs, products, and services to employer and community customers, serving as the earned-revenue channel for commercializable assets with revenue attribution defined jointly so commercialization revenue is captured in the division's earned-revenue portfolio.

6

Financial, operational & team leadership. Deliver against explicit gross-revenue, net-revenue, and margin targets and report on the division's cadence; oversee marketing, enrollment, CRM (Saints Outreach), technology, and operations for the lane; recruit, develop, and retain high-performing talent; and run the lane on the division's operating system with clear roles, accountability, and traction.

Essential Qualifications:

To perform this job satisfactorily, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill and/or ability, and environmental conditions required. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

It is also the responsibility of every employee of the University to remain current in their field, ensuring that they have the requisite knowledge and skills to perform the position at a high level. Requisite knowledge and skills change over time; therefore, the employee must be aware of changes and react to them by obtaining current knowledge and skills.

Required Knowledge, Skills, or Abilities:

• 10+ years of progressively senior leadership in a revenue-generating business unit, with direct P&L ownership and a demonstrated record of building a self-sustaining, margin-positive enterprise.
• Proven success in workforce development, corporate/continuing education, or a closely related earned-revenue business, including building and closing executive-level employer and industry partnerships.
• Demonstrated business-development, contract-negotiation, financial-management, pricing, and forecasting skill.
• Comfort operating in a base-plus-incentive, net-revenue-accountable structure and appetite for entrepreneurial, build-and-scale work.
• Preferred: experience scaling more than one line of business or launching a new vertical from an early stage; exposure to consulting/professional services; higher-education experience and the ability to work across academic and administrative units; and alignment with a Sacred Heart, mission-driven institution.

Required Education:

Bachelor's Degree is required; advanced degree preferred.

Physical Demands:

Typical office and campus environment. Regular use of standard office equipment. Some regional travel and evening/weekend hours are required for partner, employer, and community engagements.

The above statements describe the job's essential responsibilities and requirements. They are not an exhaustive list of the duties that may be assigned to job incumbents.