HR Business Partner - Title IX Investigations, Outreach & Training

Webster University•Saint Louis, MO

About The Position

The HR Business Partner – Title IX Investigations, Outreach & Training supports the University’s civil rights and Title IX compliance program through complaint intake, impartial fact-finding and investigations, case documentation, education, outreach, and practical consultation. Working under the Senior Director and Title IX Coordinator, the role engages students, faculty, staff, and institutional partners to support accessible reporting, consistent responses, prevention, and resolution. It also supports ADA/Section 504 coordination for students, faculty, and staff and provides consultation on consistent, accessible, and equitable hiring practices. The Senior Director retains program oversight, case assignment, and final compliance governance. The role receives and documents reports, assesses immediate needs, and routes matters to the Senior Director for determinations. For assigned investigations, it interviews parties and witnesses, gathers and assesses records, and prepares evidence summaries and investigative reports. It maintains confidential case records, tracks deadlines, communicates status, and prepares audit-ready files. It provides initial policy guidance, explains reporting options, connects people with supportive services, supports policy implementation and compliance documentation, and promptly escalates specified high-risk matters. The position develops and delivers approved training and educational materials, conducts outreach, assesses training needs and participation, gathers feedback, and recommends improvements. It supports ADA and Section 504 coordination by routing requests, tracking referrals, identifying access barriers, and supporting documentation and follow-up; it does not independently approve or deny accommodations unless formally delegated. It also advises hiring partners on accessible, job-related, and equitable recruitment and selection practices without independently approving hiring decisions. The role maintains cross-functional partnerships and prepares case summaries, training dashboards, and process recommendations for Senior Director review while maintaining neutrality in assigned investigations.

Requirements

Bachelor’s degree in HR, higher education, legal studies, student affairs, public administration, or a related field.
Three to five years of relevant experience in investigations, Title IX, civil rights compliance, employee relations, student affairs, legal support, or related work.
Demonstrated investigative interviewing, evidence assessment, report writing, case management, and confidential documentation skills.
Working knowledge of Title IX, Title VII, ADA, Section 504, nondiscrimination, harassment, retaliation, and higher education compliance practices.
Strong consultation, outreach, training facilitation, relationship-building, and conflict-sensitive communication skills.
Ability to recognize high-risk matters, preserve impartiality, follow escalation protocols, and maintain appropriate separation of investigator and decision-maker roles.
Familiarity with accessible hiring, equitable selection processes, student and employee accommodation referral pathways, and institutional service delivery.
Proficiency with Maxient or comparable case management platforms, Microsoft Office, and reporting tools.
Maintain all role-specific training.

Nice To Haves

Demonstrated experience conducting or supporting investigations and delivering training, outreach, or education.
Title IX investigator training, trauma-informed practice, and relevant civil rights or compliance certification.

Responsibilities

Receive and document reports; assess immediate needs and route matters to the Senior Director for jurisdiction, assignment, supportive-measure, and resolution determinations.
Conduct assigned impartial investigations by interviewing parties and witnesses, gathering and assessing records, and preparing evidence summaries and investigative reports consistent with approved procedures.
Maintain accurate, confidential case records in Maxient or approved systems; track deadlines, communicate status, and prepare audit-ready files.
Support informal resolution, hearings, corrective-measure tracking, and follow-up only when authorized and consistent with role-separation requirements.
Provide initial policy guidance, explain reporting options, and connect affected individuals with appropriate supportive services and institutional offices.
Support nondiscrimination, harassment, retaliation, Title IX, and related policy implementation; identify procedural gaps and recommend improvements to the Senior Director.
Monitor assigned case trends and assist with policy updates, annual reports, and compliance documentation; promptly escalate retaliation, threats, serious misconduct, repeat allegations, conflicts of interest, or potential regulatory breaches.
Develop and deliver approved training, workshops, and educational materials on Title IX, civil rights, reporting duties, prevention, respectful conduct, and anti-retaliation.
Conduct proactive outreach to students, faculty, staff, supervisors, campus partners, and global locations; assess training needs and participation.
Partner with L&D/OE, Student Affairs, and Academic Affairs to reflect inclusion, equitable treatment, accessibility, and institutional values in prevention education and established practices.
Track training participation, collect feedback, and recommend enhancements to training effectiveness.
Support ADA and Section 504 coordination by routing requests, tracking referrals, identifying access barriers, and supporting documentation and follow-up.
Collaborate with designated student accessibility and employee accommodation owners and the FMLA/leave administration leader when disability accommodation and protected leave issues intersect; coordinate timely referrals while limiting medical information to authorized personnel.
Consult with Talent Acquisition, HR Business Partners, Academic Affairs, and hiring leaders on consistent, accessible, job-related, and equitable recruitment and selection practices, including job-related criteria, interview practices, reasonable accommodations, documentation, and nondiscrimination requirements.
Identify inconsistent employment practices or accessibility concerns and recommend corrective process steps; advise rather than independently approve hiring decisions.
Maintain working relationships with HRBPs, Talent Acquisition, Academic Affairs, Student Affairs, Legal, Public Safety, the FMLA/leave administration leader, and institutional compliance partners.
Prepare case status summaries, training dashboards, and process recommendations for Senior Director review; support policy dissemination, campus committee work, and cross-functional improvements while maintaining neutrality in assigned investigations.