Type of Appointment: Full-Time, At-Will
Job Classification: Administrator I
Anticipated Hiring Range: $92,496 - $105,000 annually (Commensurate with skills and qualifications)
Work Hours: Monday-Friday, 8am - 5pm, unless otherwise notified
Recruitment Closing Date: Open until filled
Priority Application Date: March 24, 2026
THE DEPARTMENT:
The President is the Chief Executive Officer of the University and ultimately is responsible for all operational and strategic aspects of the University, including student recruitment, retention and graduation; academic policies and programs; state and non-state operating budgets; personnel policies and procedures; external outreach, collaboration and fund raising, etc. The Office of Equity and Compliance serves to ensure adherence to federal and state laws, regulations, and CSU policies and procedures.
DUTIES AND RESPONSIBILITIES:
Investigations
- This position will collaborate and consult with the Associate Vice President (AVP) of OEC regularly to monitor, manage, and assess incidents related to sexual harassment, sexual misconduct, Discrimination, Harassment and Retaliation (DHR).
- Manages day-to-day responsibilities associated with Title IX/DHR investigations, with particular emphasis on investigating alleged cases of sexual harassment, sexual misconduct, and discrimination based on the protected categories enumerated in relevant California State University (CSU) Nondiscrimination Policies.
- In addition, the incumbent will facilitate the Informal Resolution Process as well as coordinate supportive measures for parties involved in Title IX/DHR incidents.
- This position will collaborate and consult with the Associate Vice President (AVP) of OEC regularly to monitor, manage, and assess incidents related to sexual harassment, sexual misconduct, Discrimination, Harassment and Retaliation (DHR).
- When a complaint is filed, the Complaint Resolution Manager will conduct a prompt and thorough assessment of the information provided.
- Upon consultation with the OEC Senior Leadership, the incumbent may be assigned to conduct an investigation, which may include providing supportive measures, identifying and interviewing witnesses; gathering and securing relevant documentation; and identifying other information that would be helpful in bringing the matter to a resolution.
- At the conclusion of the investigation, the Incumbent will compose a detailed investigative report, which may include summarizing witness testimonies, credibility analysis, Findings of Facts and policy analysis in accordance with the CSU Nondiscrimination Policy.
- The Complaint Resolution Manager ensures a timely well-documented investigative process, maintains accurate and thorough records and notes of investigatory process, creates comprehensive written investigatory reports that clearly identifies the issues investigated, summarizes the evidence, and makes findings under University policy, and may recommend appropriate remedial steps.
- Additional responsibilities of the position will include contacting all involved parties and providing information about the investigatory process; analyzing information and working with the appropriate university offices in the course of investigations; maintaining accurate and thorough investigatory files and reports; providing ongoing updates to the AVP and continuously identifying and integrating best practices in Title IX/DHR.
- The Complaint Resolution Manager will collaborate and coordinate with the AVP to identify and address systemic problems or patterns of misconduct in tandem with other University procedures to ensure policies are communicated to all constituencies.
- The Incumbent will assist with maintaining information in the case management system (Case IQ) to ensure cases are well documented, managed, and tracked.
Education and Training
- The incumbent will assist OEC’s Prevention and Education Specialist with the development and implementation of comprehensive training programs for students, faculty, and staff.
- Facilitate educational conversations with parties involved in Title IX/DHR incidents.
- Attend and represent OEC at University events as well as programs coordinated by OEC to raise awareness about Title IX/DHR.
Other Duties
- This position will assist with other areas of compliance as assigned, including but not limited to, working with campus partners such as Academic Affairs, Student Affairs, Employee Labor Relations, and Compliance to address Other Conduct of Concern reported to OEC.
- These incidents do not rise to the level of prohibited conduct as described in the CSU Nondiscrimination Policy, but may be disruptive to the campus community and do not align with CPP’s Principles of Community.
QUALIFICATIONS:
- Bachelor's Degree - in human resources, public administration, or related field
- Must have at least one year of experience in conducting Title IX and DHR investigations.
- Must have experience developing and delivering effective training programs.
- Knowledge of current state and federal law and regulations related to discrimination, harassment and retaliation compliance for educational institutions.
- Ability to manage multiple, on-going caseload of incidents and complaints.
- Must have a demonstrated ability to conduct complaint investigations, perform data analysis, and communicate effectively.
- Demonstrated ability to work effectively and professionally with individuals from varied backgrounds and perspectives, and to maintain neutrality and fairness in conducting investigations.
- Ability to apply legal and policy standards.
- Excellent interpersonal and oral communication skills.
- Excellent organizational and analytical skills.
- Ability to clearly communicate ideas and recommendations and to write clear and concise reports.
- Ability to maintain confidentiality and act with professionalism, sensitivity and neutrality.
- Ability to use appropriate judgment when making decisions and recommendations.
- Attention to detail is required.
- Presentation and facilitation skills with emphasis on education and training for a wide audience, including but not limited to students, faculty and staff with responsibilities in resolving Title IX/DHR matters.
- Excellent problem solving and conflict resolution skills.
PREFERRED EXPERIENCE:
- Master's degree or J.D.
- Knowledge of and ability to interpret federal and state civil rights laws, including Title VI, Title VII, Title IX, the Americans with Disabilities Act, and related CSU nondiscrimination policies.
- Experience in a collective bargaining environment in a university setting.
- Knowledge and experience with gender/sexual violence issues and effects of sexual assault on victims, survivor recovery, medical and legal procedures.
Out of State Work
The California State University (CSU) system is a network of twenty-three public universities providing access to a quality education through the support of California taxpayers. Part of CSU’s mission is to prepare educated, responsible individuals to contribute to California’s schools, economy, culture, and future. As an agency of the State of California, the CSU’s business operations almost exclusively reside within California. The CSU Out-of-State Employment Policy prohibits hiring employees to perform CSU-related work outside California. For more information, go to the CSU Out-of-State Employment Policy.
Background Check
Cal Poly Pomona will make a conditional offer of employment to final job candidates, pending the satisfactory completion of a background check (including a criminal records check). The conditional offer of employment may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. In determining the suitability of the candidate for the position, Cal Poly Pomona will give an individualized assessment to any information that the applicant submits for consideration regarding the criminal conviction history such as the nature, gravity and recency of the conviction, the candidate’s conduct, performance or rehabilitation efforts since the conviction and the nature of the job applied for. For more information, go to the CSU Background Check Policy.
CSU Classification Salary Range
This position is part of the Management Personnel Plan (MPP) unit M80. The CSU Classification Standards for this position are located on the CSU Classification Standards website. The CSU Salary Schedule is located on the CSU Salary Schedule website. The classification salary range for this position according to the respective skill level is: minimum $4,135 and maximum $12,288 per month. Please refer to the anticipated hiring range for the appropriate salary rate for this particular position.
Employment Eligibility Verification
Cal Poly Pomona hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. For more information, go to the Acceptable I-9 website.
University Driving Requirements
Positions that require driving for university business by using a personal or state vehicle must comply with the Authorized University Driver Policy. Driving records are monitored and evaluated by the Risk Management Department. The Risk Management Department evaluates a good driving report based on the following criteria. The driver must: 1. Have a valid California or other State Driver’s license. 2. Have no more than 3 motor vehicle violations or been the cause of 3 accidents in a 12-month period (or any combination of 3 thereof) 3. Not have more than 3 DMV Points, if their license is Class C or, 4. Not have more than 5 DMV Points, if their license is Class A, B, or C with endorsements. For more information, go to the Authorized University Driver Policy.
Conflict of Interest
This position is a “designated position” in the California State University’s Conflict of Interest Code. The successful candidate accepting this position is required to file financial interest disclosure forms subject to state regulations. For more information, go to the CSU's Conflict of Interest Policy.
Outside Employment Disclosure
Executive and Management Plan Personnel employees must disclose all current outside employment at the time of hire as a precondition of hire and at the following times after hire: annually in July, within 30 days of accepting outside employment, and upon their manager’s request. For more information, go to the Outside Employment Disclosure Policy.
Child Abuse/Neglect Reporting Act (CANRA)
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. See policy at the Child Abuse/Neglect Reporting policy.
Security & Fire Safety
In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), Cal Poly Pomona’s Annual Security Report and Annual Fire Safety Report are available for viewing at: https://www.cpp.edu/pdfs/annual_security_report.pdf and https://www.cpp.edu/housing/documents/fire_safety_report.pdf.
Pay Transparency Nondiscrimination
As a federal contractor, Cal Poly Pomona 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. For more information, see the Pay Transparency Nondiscrimination Provision poster.
Reasonable Accommodation
We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact the ADA Coordinator by email at ADACoordinator@cpp.edu. For more information, go to Employment Notices.
Equal Employment Opportunity
Consistent with California law and federal civil rights laws, Cal Poly Pomona provides equal opportunity in 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 employee has access to the resources and support they need to thrive and succeed in a university environment and in their communities. Cal Poly Pomona 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.
As a federal contractor, Cal Poly Pomona complies with the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and requests priority referral of protected veterans for our job openings.
Other Notices
For other important employment notices, we invite you to visit Cal Poly Pomona’s Employment Notices web page.