Director - Roster Strategy & Analytics

JOB SUMMARY:
Clemson University Athletics is looking for a Director - Roster Strategy & Analytics to fulfill the duties outlined below.

- The Director of Roster Strategy and Analytics serves as a key member of the Athletics Central Front Office, providing strategic, financial, and analytical support for roster construction, resource allocation, and competitive decision-making across Clemson Athletics.

- This position leverages data analytics, financial modeling, market intelligence, and emerging technologies to evaluate athlete value, optimize roster investments, forecast financial commitments, and support executive leadership with actionable insights.

- The role serves as a key partner in aligning financial resources with competitive success while advancing the department's data-driven decision-making capabilities.

- Other duties as assigned.

JOB DUTIES:
20% - Strategic Planning & Resource Optimization:
Lead long-term strategic planning initiatives by integrating financial forecasting, compensation modeling, market intelligence, competitive benchmarking, and predictive analytics to support sustainable competitive success. Forecast roster expenditures, compensation commitments, and future financial obligations across athletic programs, while monitoring incentive-based agreements and compensation commitments to provide accurate projections of available roster resources and budget capacity. Conduct market analyses and compensation benchmarking to inform financial planning, athlete investment strategies, and resource allocation decisions.

20% - Technology, Artificial Intelligence & Innovation:
Evaluate, implement, and optimize emerging technologies that improve roster management, forecasting, financial planning, reporting, and operational efficiency. Lead the adoption and integration of AI-driven solutions to enhance roster strategy, forecasting, analytics, and decision-making. Identify opportunities to automate processes and leverage advanced analytics and machine learning to improve operational effectiveness. Develop AI-supported tools for forecasting, reporting, and strategic planning while promoting data literacy and providing training to staff on AI applications, analytics, and best practices.

20% - Competitive Intelligence & Decision Support:
Monitor key roster, financial, market, and competitive metrics across collegiate athletics and deliver market intelligence and trend analysis related to athlete valuation, compensation, recruiting, and roster management. Develop reporting systems that support data-driven decision-making across recruiting, retention, and roster construction initiatives. Provide strategic analysis, insights, and recommendations to coaches, administrators, and senior leadership to inform both short-term decisions and long-term strategic planning. Translate complex analytical findings into concise executive presentations, visual dashboards, and strategic recommendations that support informed decision-making.

20% - Roster Strategy & Return on Investment (ROI):
Evaluate the effectiveness and return on investment of roster construction and athlete compensation strategies. Develop methodologies to assess the competitive outcomes associated with athlete compensation and analyze roster composition, resource allocation, and long-term strategic opportunities to maximize competitive success and optimize the use of available resources.

20% - Athlete Analytics & Performance Assessment:
Develop and maintain athlete valuation models aligned with the department’s evaluation philosophy, incorporating performance metrics, positional value, market demand, roster impact, and NIL potential. Establish and track key performance indicators (KPIs) across athletic programs to evaluate competitive outcomes and develop enterprise-wide performance dashboards and executive scorecards measuring roster value, compensation efficiency, retention, competitive outcomes, and return on investment. Analyze trends in recruiting, transfer portal activity, athlete performance, retention, and market dynamics, and develop dashboards, reports, and analytical tools that provide actionable insights to support talent acquisition, roster management, and performance evaluation.

JOB CODE:
UH16

EMPLOYEE TYPE:
Time-Limited (TLP) Staff

Minimum Requirements:

- Minimum Education - Bachelor's Degree

RESPONSIBILITIES:

JOB KNOWLEDGE
Comprehensive knowledge of theories, concepts and practices and ability to use in complex, difficult and/or unprecedented situations.

SUPERVISORY RESPONSIBILITIES
Not responsible for supervising employees.

BUDGETARY RESPONSIBILITIES
No fiscal responsibility for the department's budget.

PHYSICAL REQUIREMENTS:
Sit (stationary position) for prolonged period: 20%
Communicate, converse, give direction, express oneself: 20%
Perceive, observe, clarity of vision: 20%

WORKING CONDITIONS:
Overnight travel: 5%

WORK SCHEDULE:

Standard Hours:
40

COMPENSATION INFORMATION:

Expected Salary Range
n/a - n/a
Salary is dependent upon several factors including, but not limited to, a candidate's previous experience, knowledge, skills and performance in accordance with Clemson's compensation guidelines.

ESSENTIAL PERSONNEL LEVEL:
Normal Operations - Required to follow emergency facility closure and modified operations directives, and not normally expected to work on-site during emergency situations.

JOB LOCATION:
Clemson, SC

APPLICATION DEADLINE:
Open until filled.

MILITARY AND VETERAN:

Military Equivalency : Clemson University is proud to allow educational equivalency for military technical certifications and trainings that directly relate to the job duties.

Veteran Preference: South Carolina provides employment preference to eligible veterans for qualifying full-time permanent positions. To be considered, applicants must meet the minimum qualifications, have been discharged under honorable conditions, and indicate their veteran status in the application by uploading a DD-214 for confidential review. A request for Veteran Preference can be made via the application process. Please contact [email protected] with any questions or issues.

CLOSING STATEMENT:

Clemson University is an EEO/AA employer. Employment decisions are made without regard to characteristics protected by applicable law including disability and protected veteran status.