Executive Director, Campus Engagement & Belonging

Type of Appointment: Full Time At-Will

Job Classification:Administrator II

Anticipated Hiring Range: Up to $12916 per month

Work Schedule:Monday - Friday 8:00am-5:00pm


THE DEPARTMENT:

This position is housed within the Division of Student Affairs (DSA) and reports to the Senior Associate Vice President Equity & Belonging. The Division of Student Affairs champions the institutions commitment to ensuring all members of the campus community has access to the resources and support needed to performing the duties assigned to this position the incumbent is expected to consistently demonstrate attitudes and behaviors that are in alignment with the institutions mission vision values and principles of community.

DUTIES AND RESPONSIBILITIES:

Strategic Visioning and Leadership

• Provide high-level advisement and strategic troubleshooting for the Senior Associate Vice President for Equity & Belonging (SAVP) and the Vice President for Student Affairs (VPSA); manage relevant expenditures from a variety of funding sources; and oversee special projects assigned by the SAVP and VPSA. Act on behalf of the SAVP in advancing a broad portfolio of institutional thriving initiatives.
• Foster meaningful partnerships with students faculty staff and community stakeholders to strengthen cross-divisional collaboration and enhance the universitys capacity for inclusive excellence and institutional thriving.
• Handle highly sensitive and confidential information with the utmost discretion professionalism and integrity.
• Cultivate and sustain positive trust-based relationships with campus partners promoting shared ownership transparency and collective accountability for advancing institutional thriving.
• Provide regular communication to key stakeholdersincluding progress updates performance metrics insights on emerging trends and identified challengesto ensure campus-wide engagement and alignment.

Education and Capacity Building

• Partner with the SAVP to design implement and assess development programs workshops cultural celebrations speaker series and educational initiatives that deepen awareness knowledge and practical skills related to cultural and thought diversity cultural humility inclusive communication facilitation interpersonal effectiveness and human-centered leadership.
• Conduct ongoing needs assessments to determine student staff and faculty educational capacity-building requirements related to institutional thriving. Develop measurable indicators to monitor growth progress and impact.
• Collaborate with units such as CAFÉ and EODA to align educational offerings ensure strategic coherence and avoid duplication of efforts.
• Lead the Advancing Racial Justice and Cultural Humility Learning Series for staff and MPPsan approved University Badgeensuring curricular rigor and transformative learning experiences.
• Develop and oversee an institutional thriving train-the-trainer program (University Badge Opportunity) designed to expand internal capacity for delivering high-quality workshops and trainings.
• Engage subject matter experts guest speakers and professional facilitators to enhance the relevance depth and quality of staff and faculty development offerings.
• Evaluate the effectiveness of all trainings and workshops through assessments participant feedback and data analysis integrating insights to refine and strengthen future programming.

Employee Coaching and Consultations

• Administer the Intercultural Development Inventory (IDI) and other relevant institutional thriving assessments to staff faculty and organizational units.
• Collaborate with unit leaders to develop specific measurable achievable relevant and time-bound (SMART) goals that promote cultural awareness cultural humility and intercultural understanding.
• Facilitate all aspects of the assessment process with strict attention to confidentiality ethical practice and participant trust.
• Interpret and analyze IDI results to identify current intercultural competence levels and opportunities for development.
• Provide individualized coaching sessions that support staff and faculty in understanding their intercultural development stages and identifying actionable pathways for growth.
• Facilitate group coaching sessions workshops and developmental dialogues that strengthen collective intercultural competence.
• Design and deliver training sessions on intercultural development and related topics integrating IDI data as a guiding framework.
• Assess the effectiveness and impact of coaching interventions and document progress over time.
• Monitor developmental milestones for staff faculty and units tracking growth and identifying continued opportunities for advancement.
• Offer consultations and progress updates to a range of campus stakeholder groups to support institution-wide thriving.

Other Duties as Assigned

• Remain current on emerging and evolving scholarship practices demographic shifts legislation and policy trends related to equity diversity inclusion and belonging with particular attention to their implications for students faculty and staff.
• Lead and contribute to special projects assigned by the VPSA and SAVP.
• Serve on institutional committees task forces and working groups related to DEI institutional thriving and community well-being.
• Participate in local regional and national research efforts presentations and professional engagements relevant to the roles areas of expertise.
• Attend conferences institutes and professional development opportunities to maintain currency in the field and strengthen a professional network that supports innovation and excellence at CPP.
• Perform additional duties as assigned to advance the mission values and strategic priorities of the Division of Student Affairs and the institution.

QUALIFICATIONS:

• Masters Degree - Masters degree from an accredited institution in Higher Education Administration Student Affairs Education Organizational Development Social Sciences Public Administration Counseling Psychology Cultural Studies or a closely related field.
• Minimum of 7 years of progressively responsible professional experience in higher education student affairs organizational development equity and inclusion work leadership development or a closely related field.
• Proven experience designing facilitating and assessing educational programs workshops and learning series for diverse audiences including staff faculty and management personnel with a focus on thought diversity and inclusive leadership communication and interpersonal effectiveness.
• Demonstrated ability to work with highly sensitive confidential and complex information exercising sound judgment discretion and ethical practice.
• Deep knowledge of thought diversity cultural humility and institutional thriving frameworks as applied in higher education settings.
• Working knowledge of intercultural development theory including familiarity with the Intercultural Development Inventory (IDI) or similar developmental assessments.
• Understanding of organizational change adult learning theory leadership development and facilitation methodologies.
• Knowledge of shared governance higher education organizational structures and cross-divisional collaboration in complex institutions.
• Awareness of legal policy and ethical considerations related to DEI compliance confidentiality and employee development in public higher education.
• Demonstrated skill in strategic advising and problem-solving with senior leaders and executive teams.
• Exceptional facilitation presentation and instructional design skills with the ability to engage diverse audiences across staff faculty and leadership levels.
• Strong coaching and consultation skills including the ability to support individual and group development with care clarity and accountability.
• Ability to analyze qualitative and quantitative data assess program effectiveness and translate findings into actionable insights.
• Advanced written and oral communication skills including the ability to convey complex concepts with clarity empathy and professionalism.
• Proven ability to build and sustain trust-based relationships across roles identities and organizational units.
• Strong project management and organizational skills including the ability to manage multiple initiatives timelines and funding sources simultaneously.
• Ability to work effectively in ambiguous high-stakes and politically complex environments.
• Ability to handle highly sensitive and confidential information with discretion and ethical integrity.
• Ability to lead without formal authority influence outcomes and foster shared ownership.
• Ability to engage in reflective practice adapt approaches based on feedback and model cultural humility.
• Ability to work both independently and collaboratively in a fast-paced mission-driven environment.
• Ability to remain current on emerging trends research and best practices in equity belonging and institutional thriving.

PREFERRED QUALIFICATIONS:

• Certification as an IDI Qualified Administrator (QA) or demonstrated experience administering developmental assessments (or ability to obtain certification within a specified timeframe).
• Demonstrated experience leading institution-wide learning initiatives leadership development programs or cultural change efforts.
• Experience working closely with senior executive leadership in advisory roles.
• Proven record of facilitating difficult conversations navigating conflict and supporting healing and trust-building in organizations.
• Experience developing train-the-trainer models or internal capacity-building programs.

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 CSUs mission is to prepare educated responsible individuals to contribute to Californias schools economy culture and future. As an agency of the State of California the CSUs 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 theCalifornia State University 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 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 candidates conduct performance or rehabilitation efforts since the conviction and the nature of the job applied for. For more information go to theCalifornia State University Background Check Policy.

CSU Classification Salary Range

The CSU Classification Standards for this position are located on theCSU Classification Standards website. The CSU Salary Schedule is located on theCSU Salary Schedule website. The classification salary range for this position according to the respective skill level is: minimum $5053 and maximum $16221 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 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 theI-9 Acceptable Documents website.

University Driving Requirement

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 Drivers 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 theAuthorized University Driver Policy.

Conflict of Interest

This position is a designated position in the California State Universitys 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 theConflict 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 managers request. For more information go to theOutside 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. Read more at theCalifornia Child Abuse and Neglect Reporting Act policy.

Security & Fire Safety

In compliance with state and federal crime awareness and campus security legislation including the Jeanne Clery Campus Safety Act California Education Code section 67380 and the Higher Education Opportunity Act (HEOA) Cal Poly Pomonas Annual Security Report and Annual Fire Safety Report are available for viewing atCal Poly Pomonas Annual Security ReportandCal Poly Pomonas Annual Fire Safety Report.

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 thePay 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. For more information go toEmployment 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 Californias Proposition 209 (Art. I Section 31 of the California Constitution) other applicable state and federal anti-discrimination laws and CSUs 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.

Other Notices

For other important employment notices we invite you to visitCal Poly Pomonas Employment Noticesweb page.