Executive Director, Campus Engagement & Belonging

Type of Appointment: Full Time, At-Will

Job Classification: Administrator II

Anticipated Hiring Range: Up to $12,916 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 institution’s commitment to ensuring all members of the campus community has access to the resources and support needed to thrive. In performing the duties assigned to this position, the incumbent is expected to consistently demonstrate attitudes and behaviors that are in alignment with the institution’s 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 university’s 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 stakeholders—including progress updates, performance metrics, insights on emerging trends, and identified challenges—to 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 MPPs—an approved University Badge—ensuring 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