Associate VP for Inclusive Access & Belonging

Working/Functional Title

Associate VP for Inclusive Access & Belonging

Position Summary

The Associate Vice President for Inclusive Access & Belonging (AVP/IAB) serves as a key member of the Vice President for Student Affairs’ senior leadership team. This is a highly visible, institution-wide leadership role responsible for shaping strategy, strengthening student advocacy, and advancing belonging and student success initiatives across the university. This leader will oversee a comprehensive portfolio of student-facing centers and services while championing policies and practices that enhance retention, persistence, engagement, and well-being. The AVP/IAB will serve as a trusted advisor to senior leadership, a collaborator with academic and campus partners, and a steady presence during complex student issues and crises. The work requires both strategic vision and operational excellence- and offers the opportunity to make lasting impact on the Spartan community. 

Equal Employment Opportunity Statement

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, age, disability or protected veteran status.

Required Degree

Masters -Higher education, student affairs, or a related field

Desired Degree

Doctorate -Related field

Minimum Requirements

• 7 to10 years of progressively responsible leadership experience in student affairs or a closely related area within higher education. 
• Significant experience overseeing comprehensive student services and development functions. 
• Demonstrated success advancing student success, well-being, and belonging through impactful programs and services. 
• Proven ability to lead large teams, manage complex budgets, and oversee multifaceted operations. 
• Strong political acumen and the ability to navigate complex organizational environments. 
• Exceptional communication and relationship-building skills across students, faculty, staff, senior leaders, donors, and external partners. 
• Experience collaborating effectively across divisions and with academic leadership. 

Desired Qualifications

• Experience leading organizational change initiatives in large, research-intensive universities. 
• Knowledge of student success strategies related to belonging, retention, and graduation. 
• Familiarity with threat assessment protocols, risk management, and regulatory compliance. 
• Demonstrated ability to build and mentor high-performing teams. 
• Experience overseeing large student-serving facilities. 

Required Application Materials

Please submit a current resume and cover letter. 

Special Instructions

Application materials are being managed by the search firm, Another Source. Please follow this link to complete the application process.

As an institution of higher learning, Michigan State University is committed to providing a safe environment for its students, faculty, and staff in support of its educational mission. With this commitment, the University will conduct a professional misconduct review of individuals seeking employment in executive management and academic positions (e.g., President, Provost, Vice President, Vice Provost, Dean, etc.)

A professional misconduct review is a prerequisite for all interviewees to be selected for this position. Interviewees will be asked to disclose whether they are subject to any pending investigation, findings or sanctions related to professional misconduct. Professional misconduct includes misconduct related to a person’s employment, including, but not limited to, theft, embezzlement, research integrity, discrimination, or harassment under civil rights laws and policies, including protected identity harassment, sexual harassment, sexual misconduct (sexual assault, sexual exploitation, dating violence, domestic violence, stalking, etc.), and retaliation. At the interview stage, candidates will be asked to sign an authorization and release, which authorizes the University to contact the candidate’s current and former employers, for a period of 7 years prior to the date of application, related to any pending investigations, findings of responsibility and/or sanctions related to professional misconduct.  Although the declaration and authorization will be signed at the interview stage, the University will not reach out to the current and former employers until the semi-finalist candidates are identified for on campus interviews but before a formal offer of employment is made by the University.

The existence of professional miscond