Case Management and Compliance Coordinator

Department: Title IX

Job # 559155

Close Date: July 20, 2026

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(Job # 559155) Administrative Analyst/Specialist 12 Month, Case Management and Compliance Coordinator, CSU Classification Salary Range: $4,799 – $6,992 per month (Step 1- Step 20), Anticipated Hiring Salary: $4,799 (Step 1). Final salary placement is commensurate with experience, internal equity, and budget considerations. This is a full-time, benefited, non-exempt, 12-month pay plan, regular position, with a one-year probationary period in the Title IX Department. This position comes with a premium benefits package that includes outstanding vacation, medical, dental, and vision plans, life insurance, voluntary pre-tax health and dependent care reimbursement accounts, a fee waiver education program, membership in the California Public Employees Retirement System (PERS), and 15 paid holidays per year. Additional benefits information can be found at https://www.humboldt.edu/hr/employee-benefits.

Position Summary:

Under the general supervision of the Title IX Coordinator, the Case Management & Compliance Coordinator oversees all case and project management functions in the Title IX & DHR Prevention Office and provides administrative support to the office and staff. Major duties include maintaining case files documenting reports and investigations under the CSU Nondiscrimination Policy; drafting and sending correspondence related to active cases; performing student intake meetings; planning and participating in Title IX & DHR prevention education and outreach events; and data collection, analysis, and submission of information for CSU and external review, audit, and annual reporting requirements.

Key Responsibilities:

Case Management – 30%

• Creates and maintains case files related to reports and investigations of prohibited behavior under the Nondiscrimination Policy.
• Oversees and administers the case management system (Case IQ) for all Title IX and DHR cases.
• Tracks and documents (in Case IQ) case milestone events.
• Creates and issues Supportive Measures correspondence.

 

Initial Intake and Case Referral – 20%

• Refers non-Title IX / DHR cases to appropriate agency (HR, Faculty Affairs, CARE, OCC, Ombuds).
• Tracks and documents case milestone events for referred cases.
• When Title IX / DHR Office staff are not available, conduct initial intake meeting with students and third-party reporters as needed (walk-ins and some by appointment)
• Maintains effective, collaborative working relationship with peer case managers

 

Compliance and Reporting – 15%

• Coordinates collection of campus data on reported incidents of prohibited behavior and case resolution under CSU policy for Chancellor’s Office and other external reporting requirements (Title IX / DHR Office Annual Report; Title IX input on Annual Security Report (Clery); ad hoc Chancellor’s Office reporting and audit requirements)
• Maintains records of the Title IX & DHR Prevention Office’s prevention education and outreach training (documenting events and archiving training materials).
• Coordinates and oversees annual Title IX / DHR online training for students.
• As required, provides detailed analysis, monitoring, forecasting, and recommendations for compliance measures under the leadership of the Title IX Coordinator.

 

Policy Analysis and Campus Engagement - 10%

• Remains current on relevant institutional, state and federal policies and reports and provides recommendations to Title IX Office staff based on this knowledge.
• Oversee office publications and media, including brochures, website content, and social media programming.
• Serves on the campus' Sexual Assault Prevention Committee (SAPC), planning for and attending regular meetings and providing appropriate consulting and training to meet stated goals.

 

Project Management and Coordination – 10%

• Assists in program planning, development, and implementation by assigning, monitoring, and tracking assignments, projects, and overall compliance indicators.
• Provides ongoing analysis on the status of all investigations and major projects that fall within the scope of the office to facilitate timely compliance with Nondiscrimination Policy requirements.
• Plans and coordinates outreach events including working with the Title IX Coordinator, Title IX Investigators, and other key faculty and administrators across campus.
• Under the direction of the Title IX Coordinator, plans and coordinates special projects, working independently, and responsible for implementation of projects from beginning through evaluation.

 

Provides administrative support to the Clery Director, Case Administrator for Conduct of Concern, Title IX Coordinator, Title IX Investigators and Deputy Title IX Coordinators – 10%

• Provides administrative support to Title IX / DHR staff as needed, including coordinating all internal and recurring meetings.
• Maintains ProCard and prepares and submits all Accounts Payable and Procurement transactions for the office.
• Maintains and regularly updates office procedure manuals, internal documents, forms, and external-facing materials to ensure accuracy, consistency, and alignment with organizational standards and regulatory requirements.
• In close collaboration with the Clery Director and the Clery Compliance Team (CCT), assists with the development and coordination of the campus’ Clery Act Compliance program.
• Establishes and maintains effective working relationships with the campus, the community, and consultant entities.

 

Other Duties as Assigned – 5%

 

Knowledge, Skills, and Abilities Associated with this Position Include:

As listed in Classification Standards:

• Ability to learn, interpret, and apply a wide variety of policies and procedures relating to and impacting the Title IX and DHR Prevention program
• Knowledge of basic methods and procedures for research and statistical analysis and the ability to apply them
• Ability to analyze data and make accurate projections using business mathematics and basic statistical techniques
• Ability to organize and plan work and projects including handling multiple priorities
• Ability to make independent decisions and exercise sound judgment
• Ability to compile, write, and present reports related to Title IX and DHR Prevention
• Demonstrated ability to establish and maintain effective working relationships within and outside the work group and serve as a liaison for the organizational unit

 

As related to the major responsibilities for this position:

• Ability to empathize with and appropriately respond to students, faculty, and staff under stress or a significant emotional burden
• Thorough knowledge of English grammar, spelling, and punctuation, as well as the ability to clearly communicate orally and in writing
• Ability to use and quickly learn new office support technology systems and software packages
• Ability to effectively communicate with a diverse population.
• Ability to provide day-to-day administration of a program or performing administrative and technical duties in support of an organizational unit.

 

Minimum Qualifications:

Entry to this classification requires general knowledge and skills in the applicable administrative and/or program field with a foundational knowledge of public administration principles, practices, and methods. This foundation would normally be obtained through a bachelor's degree and/or equivalent training and administrative work experience involving study, analysis, and/or evaluation leading to the development or improvement of administrative policies, procedures, practices, or programs.

 

Preferred Qualifications:

• Directly relatable work experience involving Title IX and / or DHR Prevention programs
• Experience using the Case IQ case management system
• Five years of increasingly responsible administrative support experience, preferably in an educational setting
• Experience organizing and managing events

 

Application Procedure: To apply, qualified candidates must electronically submit the following materials by clicking the Apply Now button:

• Letter of Interest
• Resume or Curriculum Vitae
• Contact information for at least three Supervisor references

Application Deadline: The deadline to submit application materials is 11:55 p.m. on July 20, 2026. Any inquiries about this recruitment can be directed to careers@humboldt.edu or Cal Poly Humboldt’s Human Resources Office at (707) 826-3626.

We acknowledge that Cal Poly Humboldt is located on the unceded lands of the Wiyot people, where they have resided from time immemorial. We encourage all to gain a deeper understanding of their history and thriving culture. As an expression of our gratitude, we are genuinely committed to developing trusting, reciprocal, and long lasting partnerships with the Wiyot people as well as all of our neighboring tribes. Cal Poly Humboldt was the first campus in the California State University system to offer a stand-alone major in Native American Studies.

Cal Poly Humboldt is committed to enriching its educational environment and its culture through the diversity of its staff, faculty, and administration. Persons with interest and experience in helping organizations set and achieve goals relative to diversity and inclusion are especially encouraged to apply.

Working in the state of California is a condition of employment for this position. Even if part or all of an employee's assignment can be performed remotely, the employee must maintain a permanent residence in the state of California. The employee must be able to accept on-campus work assignment, as assigned, and come to campus when needed. This position is telecommute eligible; work on-site as scheduled or as requested and telecommute as scheduled.

CSU strongly recommends that all individuals who access any in-person program or activity (on- or off-campus) operated or controlled by the University follow COVID-19 vaccine recommendations adopted by the U.S Centers for Disease Control and Prevention (CDC) and the California Department of Public Health (CDPH) applicable to their age, medical condition, and other relevant indications and comply with other safety measure established by each campus. The systemwide policy can be found at CSU Vaccination Policy and any questions you have may be submitted to hr@humboldt.edu.

Cal Poly Humboldt hires only individuals lawfully authorized to work in the United States. This position may be considered a “Campus Security Authority”, pursuant to the Clery Act, and is required to comply with the requirements set forth in CSU Executive Order 1107 a condition of employment.

CAL POLY HUMBOLDT IS NOT A SPONSORING AGENCY FOR STAFF OR MANAGEMENT POSITIONS (e.g. H1-B VISAS)

Evidence of required degree(s), certification(s), or license(s) is required prior to the appointment date. Satisfactory completion of a background check (including a criminal records check, employment verification, and education verification) is required for employment. Cal Poly Humboldt will issue a contingent offer of employment to the selected candidate, which may be rescinded if the background check reveals disqualifying information, and/or if it is discovered that the candidate knowingly withheld or falsified information.  Certain positions may also require a credit check, motor vehicle report, and/or fingerprinting through Live Scan service. Failure to satisfactorily complete or adverse findings from a background check may affect the employment status of candidates or continued employment of current CSU employees who are being considered for the position.

All university programs and activities are open and available to all regardless of race, sex, color, ethnicity or national origin. Consistent with California law and federal civil rights laws, the Cal Poly Humboldt 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 Humboldt 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 Humboldt 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 Humboldt, excellence is built on merit, talent, diversity, accessibility, and equal opportunity for all.

Mandated Reporting: This position may be 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.

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.

Additionally, all CSU staff and faculty receive training annually on their obligations in responding to and reporting incidents of sexual harassment and sexual violence. You will be notified by email when you are required to take this mandated training.

Class Code: 1038
Publication Date: 07/06/2026