Editor’s note: The following is part of a series of monthly updates on the HR and Finance Alignment Project from the Alignment Project Team. This update includes a message from executive sponsors Vice President for Human Resources Eric Ray and Vice President for University Operations Brendan Hanlon. The HR and Finance Alignment Project strengthens and modernizes CSU’s HR and finance functions to better support the academic mission, expand career pathways and enable more strategic, effective ways of working.
Dear Colleagues,
Over the past several months, the HR and Finance Alignment initiative has focused on understanding how work is currently performed across the university and identifying opportunities to strengthen how these functions support CSU’s academic mission. The HR and Finance Alignment initiative is part of CSU’s broader effort to modernize administrative operations. This work will bring HR and Finance teams into a more coordinated structure within the offices of the Vice President for University Operations and the Vice President for Human Resources.
As this work progresses, we recognize that many employees are naturally wondering what the next phase will mean for their teams and their own roles.
The project is now moving from analysis into implementation planning. In the coming months, the team is focusing on identifying roles within scope, sequencing potential reporting adjustments, and preparing communication plans so that employees hear directly about changes affecting their roles before broader announcements are made.
This planning work also allows us to align any staffing or budget transitions with the university’s annual budget cycle and to work closely with colleges and divisions to address the unique needs of different areas as changes are introduced.
Because this work affects people’s day-to-day responsibilities, implementation will occur in phases. Some interim reporting and budget adjustments are planned for July 1, while the broader future-state model will continue to be introduced over time.
We remain committed to sharing updates as plans become clearer. In the meantime, our most immediate operational steps are outlined below.
Thank you for your continued engagement and care as we move through this next phase together.
Eric Ray
Vice President for Human Resources
Brendan Hanlon
Vice President for University Operations
Since our January and February updates, the project team has transitioned from blueprinting and baseline assessment work into focused planning for implementation milestones later this year. This implementation work will allow us to comply with annual budget construction timelines and approach all staffing and budget transitions thoughtfully. It will also allow us to work collaboratively with colleges and divisions to address specific nuances associated with the transition to our new structure.
While implementation work is underway, we continue to finalize plans for our long-term future state. We look forward to sharing those plans soon. In the meantime, our most immediate operational steps are outlined below.
What we’re working on now
This timeline reflects the project team’s current understanding of this phase. As with any large organizational initiative, timing and details may adjust as planning evolves. As planning continues, the goal is not to simply assign or move people into new roles or reporting lines.
Instead, transitions will be approached collaboratively, taking into account the work being performed as well as employees’ experience, skills, and interests.
February-March
Confirming HR and Finance roles across the university
We are carefully reviewing roles supporting HR and Finance functions in collaboration with all colleges and divisions to determine which positions will align to a new HR or Finance structure under university leadership as part of the interim July 1 transition. This work is part of an “Organizational As-Is” analysis and creates a complete picture of where HR and Finance work currently occurs across the institution. This step is informed by data gathered during Phase 1, and collaborative planning with college and division leaders.
Budgets for these identified roles will transfer to the Division of HR or Division of University Operations on July 1, 2026 (start of FY27).
This step does not necessarily change employees’ current day-to-day responsibilities, reporting relationships, or job duties. Those changes would occur for some on July 1, 2026, and later for others.
March-April
Preparing and sequencing communications
We recognize that clarity and predictability are essential. The project team is developing communication plans and resources to ensure impacted employees receive timely, direct information about their role, what it means at this stage of the project, and any next steps.
Aligning budget structures
In parallel, the Budget Office will partner with colleges and divisions to review the funding associated with each position in order to map current budget allocations to the Division of HR or the Division of University Operations. This is an operational step and is being conducted within the university’s budget development timeline. This foundational work ensures that organizational adjustments are supported by clear financial structures.
Establish interim reporting structures
The project team will determine whether transitional reporting adjustments are needed beginning July 1, 2026. Any interim reporting structures would help maintain continuity during the transition period and will not represent the final organizational design. These adjustments are intended to support day-to-day operations while longer-term planning continues.
July and beyond
As future HR and Finance structures continue to take shape, the project team will share a phased roadmap describing when changes may occur and how role transitions would be done. Planning will consider funding, operational needs, and collaboration with colleges and divisions. Implementation will occur in phases to maintain continuity of service while new structures and teams are gradually introduced.
This transition will not involve simply “moving people around” within the organization. As future structures take shape, the project team will work collaboratively to thoughtfully plan how work, roles, and teams evolve. The process will consider employees’ experience, skills, interests, and professional goals, alongside the needs of the university.
Ongoing work
The project team will continue to share and socialize future-state operating models and organizational designs across standing forums and governance bodies. While details may evolve, our commitment remains the same:
- There are no predetermined outcomes.
- Changes will be phased in over time.
- Our goal is to protect and advance the academic mission while improving consistency, efficiency, and career pathways.
Stay connected
The Alignment website remains the hub for project materials, including FAQs, summaries of completed activities, and project documents. We encourage employees to continue submitting questions through the website form or by emailing hr_fin_alignment@colostate.edu.
How to stay connected
- Change Navigators: Change Navigators are here to help you learn more about the project, answer questions, and share feedback. The up-to-date list of Navigators is available on the project website.
This is meaningful work that impacts people’s day-to-day roles and responsibilities. We appreciate your continued engagement and feedback as we move through this next phase.
Past SOURCE updates: