University Administrative Alignment of Human Resources and Finance

Starting in spring 2025 and over the next 18 months, Human Resources (HR) and Finance budgets and reporting lines across the university will shift to the Vice President for Human Resources and Vice President for University Operations, respectively. These HR and Finance staff will remain embedded in their current units and will continue in their integral roles as strategic partners with unit leadership. Integrated HR and Finance models will be developed in collaboration with HR and Finance staff and their respective leadership to meet unit needs and optimally align functions.  

The primary goals of this alignment are to protect and advance the academic enterprise by providing an even higher level of operational and service excellence, and to protect our people. The staff who serve in Finance and HR roles critically support our mission and our academic and research enterprises through their work, and the alignment aims to enable these teams to work in an even more coordinated fashion to raise the standards of services and to use best practices across the university. 

Process

January – June 2025

Designating Reporting Lines*

By July 1, 2025, each college and VP division will designate finance and HR leads who will have direct reporting lines to the offices of the VPUO and VPHR while continuing a strong, strategic relationship with their unit leadership. No budget shifts will occur at this time.

July 2025 – June 2026

College/Division Internal Organization

Over the course of FY2026 (July 1, 2025 – June 30, 2026), colleges and divisions will work to structure their internal organizations and identify long-term needs to administer finance and HR services for administrative alignment.

July 1, 2026

Budget Shifts

Budget shifts will become effective at the start of FY2027 (July 1, 2026).

*For clarification in doing this work, “Finance” and “HR” job functions are defined below:

  • Finance: Includes accounts payable and receivable, budget and financial planning, capital budgeting, general accounting and financial reporting, cash management, and related functions.
  • HR: Includes talent acquisition, employee relations, performance management, talent development, benefits administration, leave management, compensation and classification, personnel file maintenance, and payroll.

Campus Engagement

We have been holding discussions with key stakeholder groups across campus to solicit questions and feedback regarding the administrative alignment of Human Resources and Finance. These groups include, but are not limited to, impacted employees and employee councils. As we continue these meetings, we encourage others in our CSU community to provide their comments or questions through the online form below. You also may use this form to request a stakeholder meeting with your unit if one has not yet been scheduled. Your insights are critical in shaping a model that best serves our institution while ensuring the unique needs of each college, division, and unit are met.

Guiding Principles

These guiding principles provide a framework for which we will strategically evaluate and operationalize administrative alignment:

  1. Seek to Understand:
    • We will consult with units, departments, and all other stakeholders to comprehensively understand resources, needs, and operational impact in each area.
  2. Cultivate Talent:
    • We will cultivate the strengths and excellence of our employees by providing professional growth and development opportunities.
  3. Connection:
    • We will ensure, regardless of reporting structure, that staff remain connected and an essential part of their respective units.
  4. Advance the CSU land-grant mission:
    • We will ensure alignment with the CSU land-grant mission and strategic direction

Updates

Jan. 30 – Timeline Update for Administrative Alignment of Finance and HR Services

Future email communication/SOURCE stories

Feedback and Question Form

If you have questions, comments, or other feedback regarding the Administrative Alignment, please fill out the form below. You may choose to include your name or submit the form anonymously.

Name (optional)

Frequently Asked Questions

Why is CSU aligning HR and Finance efforts?

CSU must champion innovation and change to ensure our success and viability. The alignment initiative is designed to improve long-term operations with optimized resources, unified leadership and support, increased collaboration across departments, greater opportunities for professional growth, and more consistent service delivery. This alignment will integrate universitywide efforts in HR and Finance, allowing units across campus to sharpen their focus on their core priorities.

The alignment is a strategic step to preserve CSU’s core academic mission while advancing operational and service excellence, particularly in light of fluctuating state funding.

 

How will this alignment affect current employees?

Employees will remain embedded in their current units. HR and Finance reporting and budget lines will shift under university leadership throughout fiscal year 2026-27. HR and Finance staff will continue to be strategic partners for academic leaders and their units. This alignment will provide staff with improved access to a community of professionals in their area of expertise, supervisors in their area of expertise, and additional opportunities for professional development and advancement in their field within CSU.

By aligning with industry best practices, we are positioning ourselves to strengthen operations and enhance performance across the institution.

 

Why is CSU implementing these changes now?

This alignment is an 18-month process, and it is essential that we take action now to see future benefits. This alignment is not intended to immediately reduce financial pressure; instead, it will empower units to maximize their budget long-term by concentrating their efforts on their specialized priorities. This alignment is a long-term strategy to protect jobs, enhance operational efficiency, and strengthen CSU’s ability to fulfill its mission, even in the face of fiscal challenges.

 

Will there be more administrative changes in the future?

After aligning HR and Finance, CSU plans to assess IT and Marketing and Communications for potential alignment in the coming fiscal years. This phased approach is designed to enhance efficiency by eliminating duplication of efforts and optimizing resources. It ensures that we continue to deliver on our core mission while attracting world-class talent to the university. By thoughtfully evaluating each area, we can implement changes that support long-term growth and institutional effectiveness, while maintaining strong engagement with stakeholders throughout the upcoming processes.

 

How will this affect students and academic programs?

At its core, the alignment aims to enhance the student experience by strengthening support services that promote academic and student success. By streamlining administrative functions, academic units can focus more on their core missions, easing administrative workload and boosting overall capacity. We will work closely with academic and administrative units to ensure these changes benefit students and foster a seamless academic environment.

 

How will CSU ensure transparency during this process?

Regular updates will be provided through the university’s official communication channels and posted in the Updates section of the Alignment webpage. Feedback from faculty, staff, and students is encouraged through the online Administrative Alignment Feedback Form and by emailing [email protected]. Town halls and information sessions will be scheduled to keep stakeholders informed and to invite input from the CSU community, and information on those opportunities will be posted in the Campus Engagement section of the Alignment webpage​.