Director

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Director Equal Opportunity - Office of Institutional Equity and Access - (200000BI)
The candidate will have the overall responsibility for the implementation and evaluation of the equal employment opportunity (EEO) program at UTSW, including overseeing the investigation of complaints of discrimination and unlawful harassment pursuant to federal, state, and local EEO laws and UT Southwestern Medical Center’s Non-Discrimination policy and consulting with various University departments on general campus accessibility issues, as required; as well as concerns pertaining to the Americans with Disabilities Act (ADA) regulations for providing accommodations to qualified individuals with disabilities. Additional responsibilities include supervision of staff; the design, development and/or maintenance of compliance reporting, tracking, or training programs; and ensuring institutional practices remain compliant with EEO laws and regulations. Will use data-driven HR business insights to provide recommendations and solutions to business partners and company leadership. Will oversees the investigation process of internal discrimination and harassment complaints, including directing the work of professional staff that assist with EO investigations by analyzing complaints, developing investigative plans, conducting fact-finding interviews, conducting related research, preparing any related correspondence, submitting confidential reports, and preparing corporate position statements outlining investigative findings. Evaluate documentation provided and advises individual departments on appropriate action(s) to be taken. Assist Title IX Coordinator/Deputy Coordinators and Sexual Misconduct Investigation Team with sexual harassment/sexual misconduct related issues/concerns, as requested. Conduct investigations of external EEOC/TWC Charges of Discrimination. Interview of all relevant parties to a discrimination complaint; including, but not limited to, the complainant, the respondent, witnesses, faculty and staff members and prepares institutional Position Statements. Coordinate and partner with Employee Relations, Legal Affairs, Compliance, and Internal Audit regarding employee matters involving discrimination, harassment and ADA administration. Develop and conduct training sessions, seminars, formal presentations and informal roundtable discussions on topics related to equal opportunity, non-discrimination, sexual harassment, diversity and affirmative action. Manage requests for disability accommodations for employees (and for students when it pertains to on-campus housing accommodations), and recommends direction for university’s compliance with state and federal accessibility requirements for persons with disabilities. Develops and coordinates responses to accessibility inquiries and concerns from faculty and staff. Serve as university’s primary liaison with government entities and other organizations concerning overall compliance of state and federal accessibility rules and regulations. Analyze, interpret and keeps abreast of applicable federal, state, and local regulations for persons with disabilities and older adults; communicates changes that are relevant to the university’s programs and facilities to the appropriate individuals. Coordinate with the Affirmative Action Specialist to develops/implement the university’s Affirmative Action Plan (including performing statistical analysis required for reporting purposes); monitors transactional data (i.e. hiring, promotion, termination statistics, etc.) and conducts compensation analysis to assess potential for adverse impact, ensuring compliance with affirmative action and equal opportunity goals and objectives for academic and non-academic staff. Partner with institutional leaders to develop and implement initiatives that promote the adoption of inclusive strategies to enhance the recruitment and retention of women, diverse populations, individuals with disabilities, and protected veterans. Supervise professional and support staff, including the hiring, evaluating, training, disciplining and recommending the dismissal of staff as necessary. Determine and establish work priorities and staffing needs, including staff development and training.

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