Location: Rochester,NY, USA
As a community, the University of Rochester is defined by a deep commitment to Meliora - Ever Better. Embedded in that ideal are the values we share: equity, leadership, integrity, openness, respect, and accountability. Together, we will set the highest standards for how we treat each other to ensure our community is welcoming to all and is a place where all can thrive.
Job Location (Full Address):
220 Hutchison Rd, Rochester, New York, United States of America, 14620
Opening:
Worker Subtype:
Regular
Time Type:
Full time
Scheduled Weekly Hours:
40
Department:
100015 Office for Equity & Inclusion
Work Shift:
Range:
UR URG 117
Compensation Range:
$122,044.00 - $183,065.00
The referenced pay range represents the minimum and maximum compensation for this job. Individual annual salaries/hourly rates will be set within the job's compensation range, and will be determined by considering factors including, but not limited to, market data, education, experience, qualifications, expertise of the individual, and internal equity considerations.
Responsibilities:
Leads development and advancement of the University's EEO efforts regarding compliance with Policy 106. Responsible for recruitment, hiring, training, and supervision of all internal EEO investigators. Determines what/whether complaints need to be formally investigated or if complaints should be resolved by informal resolution; determines if a matter needs informal investigation, assigns the matter to the appropriate Investigator and oversees the investigation. Oversees all Policy 106 formal investigations, including those conducted by the internal EEO investigators and those conducted by outside counsel.
Responsible for managing all Policy 106 informal resolutions, including managing appropriate involvement by HR Business Partners, Department Chairs, Deans, and other members of University faculty/staff and/or senior leadership. Manages tracking of all Policy 106 matters, ensuring compliance with federal, state and local laws regarding tracking and publication of data, as well as direct reporting of data to members of senior leadership, as necessary. Ensures that EEO Investigators are trained and utilizing best practices regarding internal workplace investigations.
Responsibilities GENERAL PURPOSE: -- Leads development and advancement of the University's EEO efforts regarding compliance with Policy 106. Responsible for recruitment, hiring, training, and supervision of all internal EEO investigators. Determines what/whether complaints need to be formally investigated or if complaints should be resolved by informal resolution; determines if a matter needs informal investigation, assigns the matter to the appropriate Investigator and oversees the investigation. Oversees all Policy 106 formal investigations, including those conducted by the internal EEO investigators and those conducted by outside counsel. Responsible for managing all Policy 106 informal resolutions, including managing appropriate involvement by HR Business Partners, Department Chairs, Deans, and other members of University faculty/staff and/or senior leadership. Manages tracking of all Policy 106 matters, ensuring compliance with federal, state and local laws regarding tracking and publication of data, as well as direct reporting of data to members of senior leadership, as necessary. Ensures that EEO Investigators are trained and utilizing best practices regarding internal workplace investigations. SPECIFIC RESPONSIBILITIES: Exercising independent judgment and initiative informed by knowledge of relevant University policies, laws and regulations. Leads the Office of Equity and Inclusion's efforts regarding University compliance with Policy 106, including: - Recruits, hires, trains, and supervises all internal EEO investigators. Ensures that EEO Investigators are trained and utilizing best practices regarding internal workplace investigations. - Receives complaints from all members of the University community and visitors, asserting violations by, faculty, staff and others of the University's Policy against Discrimination and Harassment, Policy 106. - Promotes the University community's understanding of Policy 106, including the understanding that all matters must ultimately and promptly be directed to the Director for review, analysis and assignment. Keeps in close contact with department heads, Title IX coordinator, HR, Office of Counsel, bias-report team, and others to ensure that the line of communication is directly to the Director of EEO Investigations/Office of Equity and Inclusion. - Determines what/whether complaints need to be formally investigated or if complaints should be resolved by informal resolution, and assign matters appropriately (to either an internal or external Investigator or to someone who will manage it by informal resolution). - Understands best practices regarding workplace investigations and establishes internal procedures and protocols regarding same. - Coordinates with the Title IX coordinator. Maintains regular contact with the Office of Counsel and seeks legal advice as needed regarding EEO investigations. - Works closely with the AVP of Public Relations & Communications regarding appropriate University communications. - Works closely with University stakeholders regarding any necessary updates to Policy 106 and/or related training programs. - Develops plan for enhanced and regular training regarding Policy 106 - including training regarding mandatory reporters. - Develops plan for enhanced and regular training for HR Business Partners regarding issue spotting and their obligations pursuant to Policy 106. - Oversees development and/or presentation of communications and training for students, faculty and staff across entire University community on issues relating to discrimination and harassment. Informal Resolutions: - Manages all Policy 106 informal resolutions, including managing appropriate involvement by HR Business Partners, Department Chairs, Deans, and other members of University faculty/staff and/or senior leadership. Formal Investigations: - Develops and oversees investigation plans. - Determines that a matter needs informal investigation. Assigns the matter to the appropriate Investigator and oversees the investigation. Oversees all Policy 106 formal investigations, including those conducted by the EEO investigators and those conducted by outside counsel. - Meets regularly with EEO Investigators and develops consistent investigation procedures. Reviews, oversees, and approves investigations plans of Investigators. - Works with Investigators in creating plans for conducting interviews and reviewing documents, taking into account the issues raised in the complaint, and which witnesses and other sources of information may have information relevant to the legal and policy issues raised. - Works with Investigators to ensure that appropriate judgments are made about which sources of information to consult and what questions to ask. - Works with Investigators to ensure that proper communication is had with complainants, respondents and/or others regarding the plan and timeline for completion. - Ensures Investigators exercise flexibility and judgment to change investigation plans as appropriate, depending on information gathered, new issues raised. - Ensures Investigators have up-to-date knowledge regarding appropriate resources they can use to help connect complainants, respondents and witnesses, with other University resources that may provide alternative or additional support, interim and protective measures, guidance and assistance. - Conducts formal Policy 106 investigations, as needed, particularly those involving members of University or URMC senior leadership and/or investigations with potential media coverage and/or exposure concerns. - Creates plans for conducting interviews and reviewing documents, taking into account the issues raised in the complaint, and which witnesses and other sources of information may have information relevant to the legal and policy issues raised. Makes appropriate judgments about which sources of information to consult and what questions to ask. - Communicates with complainants, respondents and/or witnesses regarding the plan and timeline for completion; always with discretion, impartiality, professionalism, and confidentiality appropriate to the context. - Conducts witness interviews. Applies professional judgment and experience in questioning witnesses and reviewing other information sources. Prepares and obtains witness approval regarding statements. - Exercises flexibility and judgment to change investigation plans as appropriate, depending on information gathered, new issues raised. - Manages time, often while conducting multiple investigations simultaneously, to conduct comprehensive investigation within timelines required by policy, law and best practices. - Presents investigative findings in written report to Policy 106 decision makers, who are high-level supervisors, deans, the University Provost and Vice Presidents across the University. Prepares reports that synthesize complex facts, are clearly written, succinct, and focused on the issues relevant to the complaint. - Reviews Investigators' reports and advises regarding additional steps the investigation needs to take prior to closure, if any. - Approves all reports prior to any Investigator presenting investigative findings to the Policy 106 decision makers. Management of Data: - Develops office protocols and procedures regarding file management to ensure best practices, keeping in mind any likely future litigation/discovery. - Manages tracking of all Policy 106 matters. Maintains accurate records of complaints, assessments, investigations, outcomes, and communications, and ensures that the EEO Investigators maintain records pursuant to office protocols and procedures. - Ensures compliance with federal, state and local laws regarding tracking and publication of data. - Reports data directly to members of senior leadership. Assists in producing periodic reports of complaints and resolutions to University Trustees, senior leaders, state and federal governmental agencies and members of the University community. REQUIREMENTS: Master's degree in Human Resources or Law. 7+ years' experience conducting employment-based investigations regarding allegations of harassment, discrimination, and retaliation and/or employment litigation experience; or an equivalent combination of education and experience. Excellent writing, analytical, and problem solving skills, attention to detail, and the ability to exercise independent sound judgment and reasoning required. Experience writing reports that require the ability to present information in a neutral capacity, analyze facts, and evaluate outcomes required. Knowledge of current New York State and federal laws and regulations, best practices, and trends in the field of education related to discrimination, harassment, and retaliation required. Familiarity with Title VI, Title VII, Title IX, Violence Against Women Act, Rehabilitation Act, ADA and the NYS Human Rights Law required. Juris Doctorate preferred. NOTE: This document describes typical duties and responsibilities and is not intended to limit management from assigning other work as required. The University of Rochester is committed to fostering, cultivating, and preserving a culture of equity, diversity, and inclusion to advance the University's mission to Learn, Discover, Heal, Create - and Make the World Ever Better. In support of our values and those of our society, the University is committed to not discriminating on the basis of age, color, disability, ethnicity, gender identity or expression, genetic information, marital status, military/veteran status, national origin, race, religion/creed, sex, sexual orientation, citizenship status, or any other status protected by law. This commitment extends to the administration of our policies, admissions, employment, access, and recruitment of candidates from underrepresented populations, veterans, and persons with disabilities consistent with these values and government contractor Affirmative Action obligations.
EOE Minorities / Females / Protected Veterans / Disabled:
The University of Rochester is committed to fostering, cultivating, and preserving a culture of equity, diversity, and inclusion to advance the University's mission to Learn, Discover, Heal, Create - and Make the World Ever Better. In support of our values and those of our society, the University is committed to not discriminating on the basis of age, color, disability, ethnicity, gender identity or expression, genetic information, marital status, military/veteran status, national origin, race, religion/creed, sex, sexual orientation, citizenship status, or any other status protected by law. This commitment extends to the administration of our policies, admissions, employment, access, and recruitment of candidates from underrepresented populations, veterans, and persons with disabilities consistent with these values and government contractor Affirmative Action obligations.