Oversee and manage all aspects of Cowboy Basketball Legacy Fund to raise funds needed to provide additional resources for men's basketball program and ensure long term financial stability for program. Oversee all daily office operations for men's basketball. Oversee external administrative aspects of Cowboy basketball program. Travel in and out of state is required in performance of this position: Athletic events and donor functions. Normal work hours are 8am - 5pm, Monday to Friday; however position may require working outside these hours as needed to accomplish tasks, athletic games and practices and donor functions and events.
Minimum Qualifications: Bachelor degree in Business Administration or a related field and 3 years of University or related experience. Ability to manage multiple projects at one time, possess strong organizational skills and be able to develop relationships with prospective donors. Strong knowledge of Big 12, NCAA, and IRS regulations. Knowledge of computer hardware and software.
Preferred Qualifications: Master's Degree in Business Administration or a related field. NCAA Division I Athletics Administration preferred with emphasis on fund-raising and marketing. Apply online at https://okstate.csod.com/ats/careersite/JobDetails.aspx?id=3104 for consideration. For assistance with the on-line application process or to request an accommodation to enable application, contact OSU Human Resources, 106 Whitehurst, Stillwater, OK 74078 or call 405-744-7401.
Oklahoma State University is an Affirmative Action/Equal Opportunity/E-verify employer committed to diversity and all qualified applicants will receive consideration for employment and will not be discriminated against based on age, race, color, religion, sex, sexual orientation, genetic information, gender identity, national origin, disability, protected veteran status, or other protected category. OSU is a VEVRAA Federal Contractor and desires priority referrals of protected veterans for its openings. OSU will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)