- Bachelor’s degree from an accredited four-year college or university in human resources, organizational management, business administration, or a field directly related to the major responsibilities of the position
- Minimum of three to five years (full-time equivalent) of recent progressively responsible experience in the areas of responsibility managing and leading compliance with Title IX, equal employment opportunity, discrimination, harassment and retaliation programs
- Ability to recommend and/or effect changes to policies, to revise practices and to implement equitable procedures across many departments, including human resources, campus security, academic affairs, faculty affairs, and student affairs/student conduct/discipline
- Demonstrated working knowledge of current state and federal laws and regulations, institution-specific policies, practices and procedures, identified best practices and trends in the field of education related to discrimination, harassment and retaliation practices that violate Title IX, Title VII, the Clery Act, VAWA, ADA, ADEA, all as amended where applicable, and other federal and state anti-discrimination laws, regulations and requirement
- Ability to design and deliver training programs to all constituencies of the campus and demonstrate accountability with respect to attendance and assess the effectiveness of these trainings
- Skilled in effective investigation techniques and ability to analyze information and data to reach sound decisions and conclusions
- Ability to facilitate small groups, build relationships and balance the multiple, varying and even conflicting interests of diverse stakeholders
- Ability to compile, analyze and report statistical data
- Ability to handle confidential information with tact and discretion and recognizes the confidential nature of ArtCenter business and to appropriately handle confidential and sensitive issues, content, and language in managing the anti-discrimination investigations, complaints, reports, data, etc.
- Excellent oral, written, interpersonal communication skills, emotional intelligence and proficient in Microsoft Office Suite
- Ability to work effectively and efficiently as a team member and strategic business partner, while managing multiple projects
- Demonstrated understanding of and sensitivity to working with individuals and groups representing a wide range of diverse academic, cultural, disability, ethnic, geographic and socioeconomic backgrounds
- Advanced degree in a related field (law, higher education administration) or Juris Doctorate
- Knowledge of conflict resolution and mediation methods
Administration, Programming, Compliance and Investigations — 45%
- Coordinate the development, implementation and monitoring of appropriate disclosures, policies, procedures and practices designed to comply with federal and state laws requiring the prompt and equitable resolution of student Title IX and DHR complaints, ensuring that partner laws are included such as the Clery Act, VAWA, ADA, ADEA, and any other anti-discrimination laws, as amended where applicable
- Provide leadership and direction for the purpose of advising, clarifying and identifying necessary resources and action to eliminate DHR in all educational programs and activities, to ensure that access to facilities, opportunities, and resources is equitable throughout the campus in compliance with Title IX and any other applicable anti-discrimination laws
- Monitor student Title IX and DHR compliance, timelines, processes, of other campus delegates, departments and offices (e.g. deputy Title IX coordinators); Campus Security, Center for Student Excellence (CSE), Human Resources (HR), Public Programs and Faculty Affairs; contract investigators; student conduct/discipline; staff and faculty discipline; advocacy services; counseling services; etc., in compliance with federal and state anti-discrimination laws, regulations and requirements related to Title IX, the Clery Act, VAWA and any other applicable anti-discrimination laws, and effectively communicate any changes in these laws and regulations using various modes of communication
- Receive and/or assign complaints on intake, determine who handles the investigations or source out student Title IX complaints against faculty; work with HR as necessary for requests for information; records retention; discipline, etc.
- Provide to reporting and responding parties or assist deputy Title IX coordinators in the coordination and execution of interim measures, guidance and assistance to reporting and responding parties of sexual violence and sex/gender discrimination including referral to support resources, notice of right to file internal complaints, notice of the right to file a complaint with the U.S. Department of Education Office for Civil Rights, and notice of the right to report incidents to law enforcement
- Monitor student protected category (race, religion, age, disability, etc.) complaints, asserting violations of the College’s DHR policies; work with CSE, HR, Public Programs and/or Faculty Affairs in the execution of said complaints from intake to closure.
- Provide technical support to deputy Title IX coordinators in CSE, HR, Public Programs and Faculty Affairs, where applicable, on Notice of Investigation, investigation reports, Notice of Investigation Outcome, discipline courses of action and outcomes, interim measures, internal and external resources, etc.
- Lead the Title IX Task Force of key campus stakeholders by meeting quarterly, monitoring compliance, identifying risks, mitigating risks, monitoring trends and making recommendations to executive leadership as needed
- Coordinate, develop and implement climate surveys on a scheduled basis to assess the campus perception of sexual assault issues, safety and wellness perceptions, and campus communication related to Title IX; compile and analyze data for dissemination to executive leadership and the campus community; create action plans as necessary to address concerns
- Manage Title IX budget; make recommendations to the College President for additional budgetary requirements
Training, Outreach and Education — 35%
- Develop, partner, coordinate with CSE and other departments, and/or implement ongoing training, consultation, and technical assistance on Title IX, the Clery Act, VAWA, all as amended where applicable, for all students, faculty and staff, with specialized training content for new hire onboarding, new student onboarding, hearing officers, if applicable, board of directors, deputy Title IX coordinators, and Campus Security
- Develop, implement and coordinate with other Title IX internal and external partners campus strategic efforts aimed at the prevention, education and outreach of sexual violence and other forms of sex and/or gender-based discrimination; E.g. Sexual Assault Awareness Month; Clothesline Project; MOUs with support service providers, etc.
- Develop and disseminate educational materials, including brochures, posters, and Web-based materials that inform members of the campus community (students, faculty and staff) of Title IX, the Clery Act, VAWA, all as amended where applicable, and other federal and state anti-discrimination rights, laws, responsibilities and resources both within and external to campus premises
- Build, develop, monitor and update the Title IX web page for comprehensive information related to Title IX and other anti-discrimination policies, programs and procedures
Data Compilation, Recordkeeping and Reporting — 10%
- Organize and maintain a centralized electronic database of complaint files, disposition reports, and other records regarding compliance, including annual reports of the number and nature of filed complaints and the disposition of said complaints, data collection, climate assessment, pattern monitoring; work with Campus Security and other administrators for data compilation in compliance with the Clery Act
- Assist in external complaint processes, i.e., Equal Employment Opportunity Commission, Office for Civil Rights, Department of Fair Employment and Housing, etc., provide confidential data and reports, respond to questions and retrieve documents as required, prepare statements, findings, conclusions, and recommendations for use by external investigators or legal counsel
- Consult with external legal counsel as needed for investigation report reviews, litigation, litigation avoidance, position statements, etc.
Marginal (Non-essential) Job Functions — 10%
- Perform other duties as assigned; maintenance of files, recordkeeping and retention
Mandatory Duty to Report
All employees who know or have reason to know of allegations or acts that violate ArtCenter’s Title IX Policy prohibiting discrimination, harassment, retaliation, sexual harassment, sexual misconduct, sexual violence, dating violence, and stalking shall promptly inform the DHR Administrator and Title IX Coordinator, or designee or the Assistant Dean of Students or designee. Faculty with a mandatory duty to report are required to disclose all information including the names of the parties, even where the person has requested their name remain confidential.
Pursuant to the California Child Abuse and Neglect Reporting Act (CANRA), all employees who know of or have reason to suspect child abuse or neglect involving alleged victims under age 18 shall promptly inform local law enforcement or the county welfare department.
Physical Demands and Working Environment
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.
Environment: Work is performed primarily in a standard office setting with frequent interruptions and distractions; extended periods of time viewing computer monitor; interactions with other individuals. Due to the nature of the work environment, there is regular exposure to fumes, dust and noise.
Physical: The position is generally performed in an office setting. Primary functions require sufficient physical ability and mobility to work in an office setting or attend/work events; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight (up to 30 pounds); to operate modern office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; and to verbally communicate to exchange information. Regular and consistent attendance are required for most positions. Ability to travel between campuses.
Vision: Must be able to have the visual capacity to perform activities such as preparing and reading reports, viewing a computer terminal and other normal office work with or without correction.
Hearing: Must be able to communicate effectively in the course of normal office communication or exchange ideas with or without correction.
The above statements are intended to describe the general nature and level of work performed by the employee assigned to this job; they do not purport to describe all functions. Employees may be assigned other duties, and the essential functions may be changed from time to time as necessary.
ArtCenter College of Design is committed to excellence through the establishment of a diverse faculty and staff that best represents our student body and its surrounding communities. The College considers qualified applicants for employment without regard to race, color, religion, national origin, age, gender, gender identity/expression, sexual orientation, genetic information, medical condition, marital status, veteran status, or disability. Applicants who wish to request an accommodation for a disability may contact the Human Resources Department at (626) 396-2270.