College External Relations Coordinator - 529431
Job no: 529431
Work type: Regular Full-time (Benefits eligible)
Location: Tuscaloosa
Categories: Administrative / Professional
Pay Grade/Pay Range: Minimum: $53,500 - Midpoint: $66,900 (Salaried E8)
Department/Organization: 204101 - Dean's Office-Barefield College A&S
Normal Work Schedule: Monday - Friday 8:00am to 5:00pm; some evenings & weekends as necessary
Job Summary: The College External Relations Coordinator builds and maintains strong, long-term relationships with the college's various constituents. Identifies and evaluates opportunities for potential partners to establish and foster relationships that further the goals of the college.
Additional Department Summary: Manages various advisory and support boards in the college. Provide guidance and oversight of membership and activities of each board. This position will also work with the Barefield College of Arts and Sciences Ambassadors, serving as an advisor and managing their schedule and training. Work with the Advancement office on annual giving matters for the college. Assists the Director of External Relations in coordinating special projects for the college.
Required Minimum Qualifications: Bachelor's degree and two (2) years of marketing, communications, and/or public relations experience; OR master's degree and some marketing, communications, and/or public relations experience.
Additional Required Department Minimum Qualifications: Must have valid U.S. driver's license. Must be at least 19 years of age at time of hire and have an acceptable Motor Vehicle Report that is in compliance with University policies. Applicants under the age of 21 will have some driving restrictions.
Skills and Knowledge: Microsoft Office and basic financial reporting skills.
Preferred Qualifications: Bachelor’s degree and (4) years of development or external non-profit boards experience; or Master’s degree and (2) years of development or external non-profit boards experience.
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.
The University of Alabama affirms its longstanding commitment to institutional neutrality, free speech, and academic freedom.
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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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