Equity & Compliance Coordinator (Confidential Administrative Support II), Human Resources Division

CSU Careers•San Bernardino, CA

About The Position

Under the general supervision of the Executive Director and Associate Director, the Equity & Compliance Coordinator provides day-to-day administrative and operational support for the Office of Institutional Equity & Compliance, including administrative coordination of hearings conducted under the CSU Nondiscrimination Policy. The position performs a variety of administrative and technical duties requiring working knowledge of departmental procedures and compliance requirements.

Requirements

Equivalent to a Bachelor’s degree in Business Administration, Human Resources, Public Administration, or related field.
A minimum of two years of progressively responsible administrative work experience.
Strong organizational skills that reflect ability to perform and prioritize multiple tasks seamlessly with excellent attention to detail, including excellent written and verbal skills, able to create draft communications for executive review and approval; ability to write memos and letters, and prepare reports and information for distribution.
Very strong interpersonal skills and the ability to build relationships with stakeholders, including staff, board members, external partners and donors.
Expert level written and verbal communication skills.
Demonstrated proactive approaches to problem solving with strong decision-making capability.
Highly resourceful team player, with the ability to also be extremely effective independently; able to handle a variety of personalities with multiple demands with constantly changing priorities and schedules in a high-pressure, dynamic work environment.
Proven ability to handle confidential information with discretion, be adaptable to various competing demands, and demonstrate the highest level of customer/client service and response.
Demonstrated ability to achieve high performance goals and meet deadlines in a fast-paced environment.
Experience in managing and handling executive-level travel.
Forward looking thinker, who actively seeks opportunities and proposes solutions.
Must demonstrate commitment to the advancement of diversity and inclusion, including experience with working with a diverse group of people in different settings/environments.
Advanced computer-based skills to maintain company records, set up filing systems or digitally manage daily operations for conducting market research for statistical reports.
Maintaining strict confidentiality regarding sensitive information and topics within Human Resources and executive level meetings.
Demonstrated ability to manage confidential information; exercise good judgment and take initiative as needed.
Possess excellent organizational and time management skills.

Nice To Haves

Advanced, equity‑minded communication skills: proven ability to convey complex or sensitive information to diverse faculty, staff, students, and external partners with diplomacy, cultural awareness, and a strong service orientation.
Higher‑education experience: demonstrated success supporting senior leaders or compliance offices in a unionized or regulatory environment, including coordinating confidential travel, meetings, and outreach initiatives.
Policy interpretation & solution design: adept at analyzing ambiguous situations, drafting or operationalizing new procedures when precedents are absent, and exercising sound judgment on matters requiring discretion.
Project & time management: excels at prioritizing concurrent, deadline‑driven assignments in a fast‑paced setting while upholding meticulous attention to detail and data integrity.
Technology & analytics proficiency: advanced command of case‑management databases and data‑visualization tools (e.g., Excel, Power BI) to create dashboards, reports, and evidence logs that inform strategic decisions.

Responsibilities

Confidential Grievance and Confidential Civil-Rights & Investigation Support: Serve as the primary confidential liaison between the Office of Institutional Equity & Compliance (IEC), Employee & Labor Relations
Briefs the Vice-President for Human Resources, on reported grievance and Nondiscrimination Policy complaint trends, potential PERB claims, arbitrations, and potential disciplinary actions.
Analyze, track, and maintain all Nondiscrimination Policy complaints and related CBA grievances (including those held in abeyance for nondiscrimination investigations).
Prepare and present confidential case summaries during Multidisciplinary Team Meetings
Collect, organize, and transmit privileged documents for PERB, EEOC, OCR, Chancellor’s Office of General Counsel, and Attorney-General inquiries, ensuring attorney–client and work product protections.
Advise complainants, stewards, and managers on the interplay between CBA grievance rights and CSU Nondiscrimination Policy procedures; draft written communications that safeguard bargaining-unit rights while protecting management interests.
Conduct confidential triage of Title IX, DHR, whistle-blower, and retaliation complaints; schedule and attend and take notes during intakes/interviews; create trauma-informed summaries and evidence matrices for investigators and counsel.
Maintains case files for information, records and reports; inputs confidential data into databases related to Civil Rights, Title IX and Whistleblower reports. Requests CBA grievance complaints, outcomes, and personal files from Faculty Affairs and Development and/or Employee Labor and Relations.
Track supportive measures and pregnancy-related modifications.
Compile and analyze sensitive trend data to inform university Cabinet officials, campus risk-management and policy revision.
Regularly involved in preparing communications in relation to grievance & complaint concerns.
Collects grievance & complaint information and views information that may affect an employee’s good standing in bargaining unit positions.
This position is involved in providing information for investigations that may affect collective bargaining unit positions.
Be privy to and consistently utilize sensitive and highly confidential data related to grievance and complaint processing. Such information would include but is not limited to processing and administering information contained in case files for PERB unfair labor practice cases, and contract grievance arbitration cases.
Coordinates with Employee Labor and Relations or Faculty Affairs and Development, for the referral of matters related to CBA grievances submitted to IEC.
Explain verbally and in writing the appropriate grievance process (CBA vs CSU Nondiscrimination Policy) and applicable processes when both the CBA and CSU Nondiscrimination Policy apply to a complaint. Ensure Complainant’s are aware of procedures to preserve CBA rights when CBA grievance processes are placed in abeyance when Nondiscrimination Policy procedures supersede CBA grievance procedures. May act as an internal and external resource on the CSU Nondiscrimination policy and procedural matters.
Adheres to and stays current to a variety of complex federal and state regulations and university policies, procedures, all Collective Bargaining Agreements and Executive Orders.
Assist department management and investigators in collecting, reviewing and organizing evidence. Summarize evidence as needed.
Maintains a list of all CBA grievances placed on abeyance due to a Nondiscrimination Policy complaint.
Administrative & Title IX/DHR Program Operations
Manage IEC administrative infrastructure: budget development and monitoring, procurement, travel, equipment maintenance, and secure document-transfer systems.
Supervise student assistants; coordinate office workflow, meetings, conferences, preventive-education campaigns, and website content.
Assist in the development, coordination and presentation of prevention education materials and events.
Maintains department and management calendars.
Provide front-line, trauma-informed reception, responding to highly sensitive inquiries and guiding constituents to appropriate resources.
Performs other classification-related duties as assigned.
In the absence of the Employee and Labor Relations Coordinator (Confidential Administrative Support II), assumes responsibilities in support of Employee Labor and Relations with regards to processing employee grievances.