Dean of Communications manages administrative functions of the college of communications. Develops college strategic initiatives and participates in university long-term planning and policy setting. Being a Dean of Communications leads college in fundraising and cultivating relationships with donors. Provides senior level administrative leadership in areas of curriculum development, institutional assessment and improvement, human resource, faculty development and performance appraisals, budget and finance, and facilities planning and management. Additionally, Dean of Communications requires an advanced degree. Typically reports to top management. The Dean of Communications manages a departmental sub-function within a broader departmental function. Creates functional strategies and specific objectives for the sub-function and develops budgets/policies/procedures to support the functional infrastructure. Deep knowledge of the managed sub-function and solid knowledge of the overall departmental function. To be a Dean of Communications typically requires 5+ years of managerial experience. (Copyright 2024 Salary.com)
Position Summary
As an Account Manager you will be responsible to sell targeted All State Products and services to targeted markets in accordance with sales and marketing plans, assuring consultative partnering as established.
Qualifications
You are required to have:
Additional preferred qualifications:
Location
This position can be located out of our Sauk Rapids, MN or Roseville, MN.
Benefits
All State Communications offers an excellent base salary, commission potential, and excellent benefits, including health, dental and vision insurance, 401K, PTO, holidays, company service discounts and FREE internet*
We offer a great place to work, competitive pay, and great benefits!
Women and minorities encouraged to apply.
We are unable to sponsor H1B visas.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor 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)