Ld Affirmative Action Officer

at  University of Rochester

QUALIFICATIONS:

Master’s degree in a relevant field required. 5 years of professional experience in Affirmative Action or Human Resources required or an equivalent combination of education and experience. Experience working in Higher Education, Professional experience with the Americans with Disabilities Act (Title II), Title VI of the Civil Rights Act of 1964 (Title VI), Title VII of the Civil Rights Act of 1964 (Title VII), and other federal and state anti-discrimination laws and requirements, and Experience with SHRM Knowledge-based competencies preferred. Required knowledge, skills and abilities: Knowledge of the Civil Rights Act of 1964, 1991 Civil Rights Act, the Americans with Disabilities Act, Title IX of the Education Amendments, Affirmative Action, Equal Employment Opportunity, and other related regulations; Knowledge of trends and issues impacting diversity, equity, and inclusion in higher education and/or academic medicine; Strong conflict resolution skills; Excellent verbal and written communication skills, exceptional interpersonal skills; Ability to research and interpret information/reports; Ability to eloquently manage and resolve complex issues within equity, diversity, and inclusion and social justice; Ability to maintain sensitive and confidential information ;Excellent time management and organizational skills; Ability to manage multiple projects to deadline amidst competing priorities; High level of strategic thinking, personal initiative, and innovation. In-depth knowledge of the federal and state laws, Executive Order 11246, and related Affirmative Action obligations, Equal Employment Opportunity (EEO), and equity, diversity and inclusion preferred. Certified Affirmative Action Professional (CAAP) preferred.
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.

GENERAL PURPOSE:

Implements, evaluates, strategically plans for, and oversees institution-wide programs promoting and ensuring compliance with affirmative action and equal opportunity obligations, goals, and objectives for academic and non-academic staff. Oversees the production of the annual affirmative action plan. Maintains compliance processes that are clear and accessible to members of the University of Rochester community. Oversees information on equity complaint processes and non-discrimination policies of the University, identifies potential gaps and makes recommendations for improvement.Partners with industry consultants, Human Resources, and key operational leaders to follow up on the results of the affirmative action plan.Guides leaders in planning remedies, educates on best practices and is a subject matter expert on Affirmative Action and the Executive Order 11246 (Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans Readjustment Assistance Act of 1974 - VEVRAA.)

JOB DUTIES AND RESPONSIBILITIES:

• Directs the strategic development, implementation, and administration of the University’s OFCCP - Affirmative Action Program. Strategically aligns the affirmative action program efforts beyond compliance to create sustainable transformative change to the climate and culture of the organization to reflect an increase in an engaged workforce that supports EDI. Leverages internal collaborations with stakeholders to promote greater visibility of the application, hire, promotion, compensation, and separation data to support all EDI programs/initiatives enterprise-wide. Develops and strengthens relationships with the Office of Disability Resources, Veterans Alliance, and Human Resources to collaborate on enterprise-wide accessibility and access.Develops new and re-imagines existing internal business relationships across the institution for retention strategies to address underemployment in underutilized job codes. Develops and manages outreach efforts with University departments, community-based organizations, and state and federally funded programs to create job/career pathways to underutilized job codes.
• Acts as key point of contact for industry consultants. Coordinates review and dissemination of the Universitys Affirmative Action Plan. Works collaboratively with AVP for Civil Rights Compliance to develop objectives and activities based on organizational goals. Conducts and assists with the development of long- and short-range goals. Provides technical advice, problem-solving assistance, and policy interpretation to the AVP of Civil Rights Compliance and other operational leaders. Maintains and expands knowledge and understanding of existing and proposed federal and state laws/regulations affecting Affirmative Action. Identifies trends that could affect organizational objectives and interprets relevant laws and policies to advise accordingly. Partners with Human Resources to follow up on Affirmative Action plans and good faith efforts.
• Prepares and delivers presentations about program goals and outcome measures to operational leaders.
• Writes, edits, and administers the annual affirmative action plan and evaluates the effectiveness of the plan by identifying barriers, challenges, progress, and goal attainment. Provides re-direction, problem-solving, and recommendations to the AVP of Civil Rights Compliance and other key stakeholders to ensure compliance. Benchmarks with other institutions to research best practices and strategies. Designs, implements, and monitors self-audit systems to ensure University programs and processes comply with regulatory standards.Designs source meetings to support Talent Acquisition and address underutilized job codes. Manages information for the Affirmative Action webpage to ensure accuracy and alignment with University Policy 100, 102, and 106.
• Utilizes University systems to extract data for progress toward underutilization goals for OFCCP job codes focused on mitigating the risks of adverse impact.
• Analyzes and/or partners with external consultants to analyze data to determine the effectiveness of Affirmative Action efforts and to build recruitment strategies.
• Generates AAP reports related to strategic efforts, measurable results, and SWOT analysis specific to federal, state, and local civil rights laws and regulations.
• Utilizes University systems to extract data for progress toward underutilization goals for OFCCP job codes focused on mitigating the risks of adverse impact.
• Analyzes and/or partners with external consultants to analyze data to determine the effectiveness of Affirmative Action efforts and to build recruitment strategies.
• Generates AAP reports related to strategic efforts, measurable results, and SWOT analysis specific to federal, state, and local civil rights laws and regulations.
• Provides ongoing supervision and training, and conducts performance reviews of assigned staff. Seeks advice from the Assistant Director of Budgets and Operations to manage personnel issues and actions. Discovers team needs, develops clear project roadmaps, and leads team in executing priorities based on needs.
  Other duties as assigned