Assistant AD Trademarks and Licensing - 527550
Job no: 527550
Work type: Regular Full-time (Benefits eligible)
Location: Tuscaloosa
Categories: Marketing/Event Planning, Other
Pay Grade/Pay Range: Minimum: $83,500 - Midpoint: $112,700 (Salaried E13)
Department/Organization: 600120 - Licensing
Normal Work Schedule: Varies
Job Summary:The Assistant AD of Trademarks and Licensing manages the daily operations of the Athletic Trademarks and Licensing Department. Continues growth of royalty-bearing licensing revenues at one of the top brands in the country. Establishes overall strategic direction of the program, including staffing, budget and resource optimization in collaboration with the Alabama Athletics Marketing Team (Digital Marketing, Fan Experience and Licensing). Directs and provides departmental leadership in the area of Licensing program, NIL strategies and programs with oversight of the entire Trademark and Licensing program.
Additional Department Summary: Provides overall management and daily operation of the University's Trademark Licensing Program. Monitors and develops new and innovative concepts for trademark licensing. Establishes and maintains strategic direction for the licensing program.
Required Minimum Qualifications: Bachelor's degree and six (6) years of licensing, marketing and/or communications within an intercollegiate athletics department and/or licensing industry organization experience; OR Master's degree and four (4) years of licensing, marketing and/or communications within an intercollegiate athletics department and/or licensing industry organization experience.
Skills and Knowledge: Extensive knowledge of trademark practices. Ability to interact effectively with people from a variety of backgrounds and experiences. Effective verbal and written communications skills. Proficiency in the use of Microsoft Office and other related software.
Preferred Qualifications: Master’s Degree with two (2) years of experience working within an intercollegiate athletics department and/or licensing industry organization in a licensing, marketing, and/or communications role. Working knowledge and experience with CLC or licensing industry and CLC systems.
Background Investigation Statement: Prior to hiring, the final candidate(s) must successfully pass a pre-employment background investigation and information obtained from social media and other internet sources. A prior conviction reported as a result of the background investigation DOES NOT automatically disqualify a candidate from consideration for this position. A candidate with a prior conviction or negative behavioral red flags will receive an individualized review of the prior conviction or negative behavioral red flags before a hiring decision is made.
Equal Employment Opportunity: The University of Alabama is an Equal Employment/Equal Educational Opportunity Institution. All qualified applicants will receive consideration for employment or volunteer status without regard to any legally protected basis and will not be discriminated against because of their protected status. Applicants and employees of this institution are protected under Federal law from discrimination on several bases. More information is available in the EEOC’s Know Your Rights: Workplace discrimination is illegal poster.
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Non-Exempt positions are posted a minimum of 3 days. Exempt positions are posted a minimum of 7 days.
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Equal Opportunity Statement
The University of Alabama is an Equal Employment/Equal Educational Opportunity Institution. All qualified applicants will receive consideration for employment or volunteer status without regard to race, color, religion, national origin, sex, sexual orientation, gender identity, gender expression, pregnancy, age, genetic or family medical history information, disability, protected veteran status, or any other legally protected basis, and will not be discriminated against because of their protected status. Applicants to and employees of this institution are protected under Federal law from discrimination on several bases.
Pay Transparency Policy Statement
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.
Supplemental Links
"EEO is the Law" Poster"
https://www.eeoc.gov/sites/default/files/migrated_files/employers/poster_screen_reader_optimized.pdf
“EEO is the Law” Poster Supplement"
http://www.dol.gov/ofccp/regs/compliance/posters/pdf/OFCCP_EEO_Supplement_Final_JRF_QA_508c.pdf
"Family and Medical Leave Act"
http://www.dol.gov/whd/regs/compliance/posters/fmlaen.pdf
"Employee Polygraph Protection Act"
http://www.dol.gov/whd/regs/compliance/posters/eppac.pdf
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