Director, Equal Opportunity Office

Department AD FLSA Faculty Rank Administrative Faculty Contract Type Fiscal ( mo.) Tenure Status Non-Tenure Track Minimum Qualifications Law degree (JD) from an American Bar Association accredited law school. Position Summary The University of Georgia (UGA) invites applications and nominations for the position of Director of the Equal Opportunity Office/Title IX Coordinator.The Director of the Equal Opportunity Office (EOO) is responsible for ensuring the University provides a fair and respectful environment for students, faculty, and staff that is free from discrimination and harassment on the basis of protected categories. The Director also holds the positions of Title IX Coordinator and ADA/Section Coordinator. The Director supervises the Equal Opportunity Office and is responsible for managing, and providing analysis and guidance with respect to, all institutional compliance efforts with federal and state laws and regulations addressing discrimination and harassment, as well as with University System of Georgia and UGA nondiscrimination policies, including the development of policies and procedures governing the reporting, investigation, and adjudication of claims of discrimination, harassment, and sexual misconduct. The Director also oversees EOO’s mission to educate the University community about discrimination and harassment, as well as participating in the University’s prevention programs.SUPERVISORY RELATIONSHIPS The Director reports directly to the President of the University through the Vice President and Chief Human Resources Officer. The Director supervises the staff of the Equal Opportunity Office, including several investigators, an associate director for informal resolution and conflict management, a case manager, and an office manager. Additional Requirements Law degree (JD) from an American Bar Association accredited law school and a member in good standing of the State Bar of Georgia or eligible for admission within one year of employment. Six years of progressive experience in the legal or compliance field. Relevant/Preferred Education, Experience, Licensure, and/or Certification Experience with civil rights, employment law, equal opportunity work, and/or higher education. Proven experience and technical expertise in investigation, resolution, and remediation of complaints of discrimination and harassment. Experience with building and delivering education, training, and prevention programs in the areas of non-discrimination and harassment. Preferred Knowledge, Skills, Abilities and/or Competencies Knowledge of the organizational environment of higher education and large research universities. Proven ability to serve as the principal campus advisor to senior management regarding policies, procedures, and programs that have a campus-wide impact. Subject matter expert on civil rights, anti-discrimination, and harassment matters in higher education as they relate to the University community and experience managing institutional compliance and providing guidance on relevant antidiscrimination, harassment, and civil rights laws, including, but not limited to, Title IX, Title VII, the ADA, and other applicable laws and regulations. Demonstrated analytical, communication, problem-solving, project planning and implementation skills and ability to lead a team of investigators and trainers. Physical Demands Is this a Position of Trust? Yes Does this position have operation, access, or control of financial resources? Yes Does this position require a P-Card? No Is having a P-Card an essential function of this position? No Is driving a responsibility of this position? No Does this position have direct interaction or care of children under the age of or direct patient care? No Does this position have Security Access (e.g., public safety, IT security, personnel records, patient records, or access to chemicals and medications) Yes Credit and P-Card policy Be advised a credit check will be required for all positions with financial responsibilities. For additional information about the credit check criteria, visit the UGA Credit Background Check website. Background Investigation Policy Offers of employment are contingent upon completion of a background investigation including, a criminal background check demonstrating your eligibility for employment with the University of Georgia; confirmation of the credentials and employment history reflected in your application materials (including reference checks) as they relate to the job-based requirements of the position applied for; and, if applicable, a satisfactory credit check. You may also be subject to a pre-employment drug test for positions with high-risk responsibilities, if applicable. Please visit the UGA Background Check website. Duties/Responsibilities Duties/Responsibilities Develops and maintains campus-wide non-discrimination, anti-harassment, and sexual misconduct policies and procedures governing the reporting, investigation, and adjudication of complaints of discrimination and harassment on the basis of an individual’s age, color, disability, genetic information, national origin, race, religion, sex, or veteran status (“protected status”), including the determination and implementation of supportive or interim measures; oversight of the investigation process; implementation of remedies and sanctions; and responding to requests for access to relevant records. Provides strategic guidance, decision-making, and necessary training pertaining to compliance with all federal and state laws and regulations, Board of Regents policies, and University policies relating to discrimination and harassment on the basis of an individual’s protected status. Advises appropriate units, including the Accessibility and Testing office and the Division of Human Resources, on employee, student and external guest and visitor requests for accommodations under the ADA, Section , and other applicable disability laws. Manages University’s response to federal and state civil rights investigations. Selects, trains, and oversees EOO staff members, including investigators and specialists. Oversees the University’s compliance with applicable affirmative action requirements, coordinating with the Division of Human Resources and the Office of Faculty Affairs to ensure that employment practices operate in a nondiscriminatory manner and that applicable procedures are followed. Serves on various University committees, as requested, particularly those related to the prevention of prohibited discrimination and harassment. Percentage Of Time