Job Summary

Reporting to the Associate Vice President, Human Resources (AVP), the Director, Civil Rights, Title IX and DHR Administrator provides operational leadership, subject-matter expertise, and quality assurance for the university’s civil-rights compliance programs and is primarily responsible for university-wide leadership, expertise, implementation, coordination and oversight to all campus divisions and programs regarding compliance with all applicable federal and state laws, regulations, and CSU policies related to civil rights and nondiscrimination policies (e.g., Title IX, Title VI, Title VII, ADA/504, VAWA, Clery, CA FEHA, and NCAA/conference rules). This position works closely and has a dotted line responsibility to the CSU Chancellor’s Office Civil Rights Office.

The Director serves as Title IX Coordinator, Discrimination Harassment and Retaliation (“DHR”) Administrator, and 504/ADA Coordinator.  The Director is responsible for the prompt, equitable, trauma-informed, accessible, and policy-compliant response to reports and complaints involving protected class discrimination (including disability, race, color, and national origin), harassment, retaliation, and sexual misconduct (including gender discrimination, sexual harassment, dating violence, domestic violence and stalking).

The Director leads an integrated, cross-trained CRCO team model that coordinates investigation, supportive measures, hearing administration, accessibility, education, prevention, records management, and campus-partner engagement while preserving confidentiality, impartiality, and required role separation.

The Director drafts and/or reviews all notices regarding investigation, case correspondence, preliminary investigation report documents, investigation reports, case status reports and climate assessments and related duties to the work of the Civil Rights & Compliance Office. The Director reviews the work of and collaborates on investigation plans with investigators. The Director prepares or oversees the preparation of responses to external regulatory agencies such as the U.S. Department of Education, Office for Civil Rights and the Equal Employment Opportunity Commission (EEOC) for final approval by the AVP. The Director collaborates with the Hearing Coordinator for CRCO matters that proceed to a hearing involving an outside investigator under the Executive Orders.

The Director will serve as Title IX Coordinator/DHR Administrator/504/ADA Coordinator, and in so doing, will collaborate with the Dean of Students Office, the University Police Department, Safer, Advisors, Human Resources, Academic Personnel and other campus divisions and partners to ensure that need-to-know information is communicated, supportive measures (such as housing, no contact orders, academic accommodations, etc.) are implemented and/or modified as needed and that, where appropriate, sanctions are completed and parties are notified.

The Director takes responsibility for leading education and prevention, and campus climate related to Title IX. The Director will recommend responses and/or campus level changes consistent with guidance from the Chancellor’s Office. The Director is a resource for customizing and delivering training and education for various campus constituencies in order to educate the community about policies and procedures as well as prevent harm and/or misconduct from occurring. The Director further represents CRCO in communications with parties and advisors, as well as through tactful and collaborative service on and off campus through committees, as assigned.

Department Summary

CRCO is responsible for the University's compliance with critical federal and state laws and regulations and CSU system policies and procedures. CRCO addresses matters regarding discrimination, harassment, retaliation, sexual misconduct, Clery and public safety, whistleblower protection, and conflict of interest.

Key Qualifications

• Thorough knowledge of federal and state civil rights and nondiscrimination laws and regulations applicable to higher education, including Title IX of the Education Amendments of 1972; Titles VI and VII of the Civil Rights Act of 1964; the Americans with Disabilities Act and Section 504 of the Rehabilitation Act of 1973; the Equal Pay Act; the Violence Against Women Act and Clery Act as they relate to sexual misconduct response; the California Fair Employment and Housing Act; and applicable California Education Code provisions. Ability to monitor and apply changes in the regulatory environment.
• Thorough knowledge of the CSU Nondiscrimination Policy and related systemwide procedures, and the ability to interpret and apply them consistently across students, faculty, and staff, including relevant collective bargaining agreement provisions.
• Demonstrated ability to conduct and oversee impartial, trauma-informed investigations: gather and document statements, analyze evidence against the applicable policy standard, reach reasoned determinations, and draft clear, factually accurate, and legally sound investigation reports.
• Demonstrated ability to review and quality-assure the investigative work of others, including investigation plans, notices, and reports, and to provide constructive feedback that improves consistency and timeliness.
• Demonstrated ability to lead and supervise professional staff in a high-visibility compliance office, including setting priorities, distributing caseloads, managing deadlines, cross-training staff, evaluating performance, and maintaining role separation and impartiality within the team.
• Knowledge of disability civil rights obligations, accessibility, and effective communication requirements, and the ability to distinguish disability discrimination complaints from accommodation processes when coordinating with campus partners.

Education and Experience

• Master’s degree (or a juris doctorate degree) in human resources, business, public administration or a related discipline and 8 years of progressively responsible administrative/managerial experience in Higher Education or a related field. Additional qualifying experience may be substituted for the required education on a year-for-year basis.

Salary and Benefits

The anticipated hiring range for this role is $150,000 - $200,000. Note that the offer is calculated based on the background and relevant years of experience of the individual selected.

Factors in determining the appropriate compensation for a role include experience, skills, knowledge, abilities, education, licensure and certifications, and other business and organizational needs. The Anticipated Hiring Range referenced in the job posting is the budgeted salary or hourly range that the University reasonably expects to pay for this position. The Classification Range may be broader than what the University anticipates paying for this position, based on internal equity, budget, and collective bargaining agreements (when applicable).

Cal Poly offers a best-in-class benefits program, including health, dental and vision insurance, retirement participation in the Public Employees' Retirement System, and educational benefits for eligible employees. See our benefits website for additional information. 

About Cal Poly

Known for its Learn by Doing philosophy, Cal Poly is ranked among the top 10 public universities in the nation. Each year, more than 23,000 top-tier students come to Cal Poly in San Luis Obispo and Cal Poly Maritime Academy in Solano County to put knowledge into action, taking their learning outside the classroom as they prepare for careers in engineering, agriculture, science, business, humanities, maritime and the built environment. Cal Poly’s hands-on philosophy, small class sizes and close student-faculty mentorships result in graduates ready from day one to impact their communities, California and the world. For more information, visit www.calpoly.edu.

Working Within the California State University System

As part of the California State University, the nation's largest public four-year university system, Cal Poly employees contribute to a broader mission of advancing knowledge, creating opportunity and serving the people of California.

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Equal Opportunity and Excellence in Education and Employment

This position is open and available to all regardless of race, sex, color, ethnicity or national origin. Consistent with California law and federal civil rights laws, Cal Poly provides equal opportunity in education and employment without unlawful discrimination or preferential treatment based on race, sex, color, ethnicity, or national origin. Our commitment to equal opportunity means ensuring that every student and employee has access to the resources and support they need to thrive and succeed in a university environment and in their communities. Cal Poly complies with Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, the California Equity in Higher Education Act, California’s Proposition 209 (Art. I, Section 31 of the California Constitution), other applicable state and federal anti-discrimination laws, and CSU’s Nondiscrimination Policy. We prohibit discriminatory preferential treatment, segregation based on race or any other protected status, and all forms of discrimination, harassment, and retaliation in all university programs, policies, and practices.

Cal Poly is a diverse community of individuals who represent many perspectives, beliefs and identities, committed to fostering an inclusive, respectful, and intellectually vibrant environment. We cultivate a culture of open dialogue, mutual respect, and belonging to support educational excellence and student success. Through academic programs, student organizations and activities, faculty initiatives, and community partnerships, we encourage meaningful engagement with diverse perspectives. As a higher education institution, we are dedicated to advancing knowledge and empowering individuals to reach their full potential by prioritizing inclusive curriculum development, faculty and staff training, student mentorship, and comprehensive support programs. At Cal Poly, excellence is built on merit, talent, diversity, accessibility, and equal opportunity for all.

Supplemental Information

Satisfactory completion of a background check (including a criminal records check) is required for employment. Cal Poly will make a conditional offer of employment, which may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. Current employees who are offered positions on campus will be required to undergo a background check for any position where a background check is required by law or that Cal Poly has designated as sensitive. Failure to satisfactorily complete the background check may affect the continued employment of a current CSU employee who was conditionally offered the position.

The person holding this position is considered a 'mandated reporter' under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment.

Cal Poly is not a sponsoring agency for staff or management positions. Applicants for staff and management positions must be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment Visa at this time.

This position may be "Designated" under California State University's Conflict of Interest Code. This would require the filing of a Statement of Economic Interest on an annual basis and the completion of training within 6 months of assuming office and every 2 years thereafter.

Education Code 89521 Requirements: Applicants will be required to disclose whether they have received a final administrative decision or final judicial decision determining that they have committed sexual harassment within the last 7 years only after a determination is made that they meet the minimum qualifications for the position, and before an offer of employment is extended.  Applicants who reach the final stages of the application process must also sign a release form that authorizes the release of information by the applicant’s current and/or former employers to the CSU concerning any substantiated allegations of misconduct.