Executive Director for Risk Management and People Services

Executive Director for Risk Management and People Services

Job Summary
The Executive Director for Risk Management and People Services is responsible for working closely with institutional leaders, including the Board of Trustees, the President, Vice Presidents, Deans, Chairs and department heads, to assess and mitigate risks and to ensure compliance with regulatory and contractual obligations impacting the university. This position works closely with the President and external university counsel on a variety of projects and assists in providing internal management of an institutional response to legal matters. The Department of People Services (commonly called “Human Resources”) also reports to this position (approximately 7 staff members). The Executive Director for Risk Management and People Services has broad leadership responsibilities and serves as a member of the President’s Cabinet, called the Executive Leadership Committee (ELC) and supports the Board of Trustees as needed. As a member of the President's Cabinet, they contribute to strategic decision-making and align institutional practices with restorative justice, risk management, and Diversity Equity and Inclusion (DEI) best practices, promoting an inclusive and accountable university community.

Job Duties & Responsibilities

Risk Management

•Oversee the creation and revision of university administrative policies and procedures in conjunction with institutional stakeholders, responsible for the overall development and implementation of effective university policies.
•Assures that all university policies and procedures directly align and conform to local, state, and federal laws and regulations (including but not limited to Title IX, Americans with Disabilities Act, US Department of Education and Colorado State Division of Higher Education rules) and that university policies are not contradictory nor in conflict.
•Establish open lines of communication and collaboration with administrative departments to improve policies, procedures, and departmental operating procedures. Takes a collaborative approach, encouraging dialogue, active listening, and shared decision-making, fostering a sense of ownership and buy-in from all stakeholders.
•Provide support to faculty in the interpretation of academic policies and procedures, ensuring that their input is valued and considered.
•Identify areas of risk and gaps between practice and policy/regulations and collaborate with stakeholders to implement corrective measures. Takes a proactive approach to addressing potential harm and works with stakeholders to oversee and implement corrections and revisions.
•Assist staff and faculty in identifying conflicting policies and procedures and revise accordingly.
•Oversee implementation of annual insurance renewals support the risk management plans and briefs Finance & Sustainability Committee of the Board of Trustees at least once a year at Fall or Winter meeting Oversee implementation of risk management plans.
•Serve on the Threat Assessment Team.
•Work with President, Vice Presidents and legal counsel to manage liability and risk exposures for the University.
•Monitor and coordinate compliance federal and state laws and risk management activities throughout the institution to ensure complete and consistent compliance.
•Identify areas of compliance vulnerability and risk; escalate information to appropriate personnel. Collaborate with university departments and personnel to address and resolve compliance issues. Track and report on status of open compliance matters.
•Serves as Board Secretary
•Lead employee retention efforts. Focus on building strong relationships, fostering a sense of belonging, and addressing any conflicts or challenges in a collaborative and restorative manner.
•Prepare annual compensation and benefits plan for ELC and Finance Committee Fall meeting review and approval
•Support the implementation of an effective employee performance evaluation program (Employee Development Path) that is fair, transparent, and promotes growth and development.
•Provide regular updates, as directed and requested, to the President, the Board of Trustees as needed, and senior leadership to inform of the status and progress of compliance efforts. Inform the President, or designee of risks that arise from lack of compliance and track progress in response to open compliance matters.

People Services and Campus Partnerships

•Oversee the People Services staff, integrating restorative and DEI practices into their work which includes providing ongoing training, consultation, and technical assistance on protected class federal and state antidiscrimination laws, regulations, and requirements for students and employees.
•Consult with Student Success staff to develop and disseminate educational materials, including web-based resources that inform the campus community about protected class federal and state antidiscrimination rights, responsibilities, and resources.
•Ensure that the department provides necessary trainings to mitigate risk.
•Collaborate with respective Vice Presidents on performance issues within their teams, approaching these conversations with open dialogue, active listening, and seeking mutually beneficial resolutions that uphold individual dignity and contribute to a positive work culture.
•Ensure that the yearly performance evaluation process, conducted in the spring of each year.
•Consult with Academic Affairs on issues related to faulty contracts.
•Along with the Dean of Students, work with Accessibility Resources staff as needed to ensure compliance with ADA, Section 504, and all other federal, state and local laws related to access and accommodation for people with disabilities.
•Maintain knowledge of current state and federal laws and regulations and trends in the field of education related to harassment and other discriminatory practices that violate Title IX and ensure that university policy maintains compliant. Along with the Dean of Students, ensure Title IX policy and procedure remains current and in line with Department of Education regulations.

University Leadership

•Serve as a member of the Executive Leadership Committee (ELC)
•Assist members of the Board of Trustees as needed regarding creation and implementation of Board policies and procedures.

What Naropa Requires…

•A Master’s Degree or a Juris Doctor degree
•Five (5) or more years’ experience in higher education. Such as experience with Title IX, Disabilities Services, and/or development and implementation of codes of conduct
•Ability to create and maintain a positive team environment and behave professionally with everyone encountered in the course and scope of the job duties.
•Knowledge of current state and federal law and regulations, institution-specific policies, practices and procedures, identified best practices and trends in the field of education related to harassment and other discriminatory practices that violate protected class federal and state antidiscrimination laws.
•Experience managing civil rights grievances to a prompt, effective and equitable remedy.
•Experience with sexual violence and anti-discrimination prevention efforts.
•Ability to maintain confidentiality and communicate with discretion.
•Excellent interpersonal, oral, and written communication skills, including strong professional writing, documentation, and presentation skills.
•Ability to build relationships and balance the multiple, varying and even conflicting interests of diverse stakeholders around a politically charged subject matter.
•All job candidates must hold a commitment to co-create a diverse and inclusive community and actively participate in related JEDI (Justice, Equity, Diversity & Inclusion) professional development regarding the dynamics of privilege and oppression and the impact these have in the workplace.
•All job candidates must demonstrate their level of understanding of the dynamics of privilege and oppression, and the impact these have on equity, access, and opportunity.
•All job candidates must demonstrate an appropriate level of understanding of and appreciation for the values of Naropa University and the capacity to demonstrate an integration and embodiment of these values as evidenced in work, communication, collaboration styles, and other general workplace behaviors.

Applications: Application review continues until position is filled. Qualified candidates should apply online and include a letter of interest and resume.

Physical Requirements & Environmental Conditions: During regular daily activities, employee must be able to do the following with or without reasonable accommodation: lift up to 15 pounds, stand, walk, sit, handle/finger, and interruptions/distractions.

Naropa recognizes the following holidays throughout the year:

-Martin Luther King, Jr. Day
-Memorial Day
-Juneteenth
-Independence Day
-Labor Day
-Fall Break, 4th Thursday and Friday in November
-Winter Break, the last two weeks in December encompassing the Christmas holiday as well as New Year’s

Naropa’s health and welfare benefits include the following: medical, dental, vision, FSA, HSA, employer-paid short-term and long-term disability, employer-paid life insurance and accidental death and dismemberment, an employer-sponsored pre-tax retirement savings plan, which includes up to 2.5% employer matching, and a variety of voluntary, employee-paid supplemental insurance plans.
A comprehensive benefits package is available to full-time employees who work a minimum of 30 hours each week. Employees who work 20 – 29 hours each week are eligible for only the employer-paid short-term & long-term disability, employer-paid life insurance & accidental death and dismemberment, and the retirement plan, which includes up to 2.5% employer matching.

Employees who work fewer than 20 hours per week are eligible to participate in Naropa’s retirement plan only, which includes up to 2.5% employer matching.

All regular full-time and part-time faculty and staff, including student workers, accrue sick leave benefits. Full-time and part-time staff positions accrue vacation and personal time. All leave accrual rates vary based on the position, hours worked, and years of service.

The University recognizes the importance of including its employees in its organizational mission and values and welcomes employees into the classroom to “touch the magic.” Specifically, regular employees are provided generous tuition remission opportunities for themselves and their family members.

Naropa University participates in the Council of Independent Colleges Tuition Exchange Program (CIC-TEP). CIC-TEP is a network of CIC colleges and universities willing to accept, tuition-free, students from families of full-time employees of other CIC participating institutions (full-time as designated by the employer/institution). Additional information can be found here: https://www.cic.edu/member-services/tuition-exchange-program. Naropa University’s commitment to diversity aligns with its highest aspirations to apply contemplative inquiry and education to explore and embody the human qualities that facilitate collaboration to create a common humanity and a just society. Individuals who have experience with and a commitment to inclusive communities are encouraged to apply. EOE

Title IX is a federal civil rights law that prohibits gender discrimination, sexual harassment, sexual and relationship violence. This law applies to all students, faculty, and staff.

For more information, and to apply, visit: https://apptrkr.com/4239755