Type of Appointment: Full-Time, At will
Job Classification: Administrator I
Anticipated Hiring Range: $100,000 - $120,000 annually (Commensurate with skills and qualifications)
Work Hours: Monday - Friday, 8am - 5pm, unless otherwise notified
Recruitment Closing Date: Open until filled
Priority Consideration Date: August 6, 2026
THE DEPARTMENT:
Organizational Excellence supports campus-wide organizational effectiveness, workplace learning, leadership development, employee engagement, and healthy workplace practices. The department partners with campus leaders, faculty, staff, students, and administrative offices to strengthen organizational culture, support effective communication, and promote constructive approaches to conflict resolution, collaboration, and community building.
DUTIES AND RESPONSIBILITIES:
Education and Training:
- Establish a regular cadence of University engagement, mediation, and learning experiences to help campus constituents address negative conflict, be proactive in creating environments where healthy conflict exists, and advance the Principles of Community throughout the institution.
- Provide proactive training and development for members of the campus community in healthy workplace interactions, well-being practices, navigating difficult conversations and constructive conflict resolution.
- Provide workshops and training to student, clubs, and organizations to promote healthy team dynamics and interactions, constructive conflict resolution, and provide conflict coaching as needed.
- Provide training on restorative practices as a framework for building community and resolving conflict that focuses on repairing harm and strengthening relationships Facilitate forums when internal/external events impact campus.
- Identify external vendor facilitator to assist in periods of high volume.
Collaboration
- Act as bridge and collaborative partner with the following departments: Community and belonging, Employee and Labor Relations, Faculty Affairs, and Academic Senate.
- Proactive Community Building: Check-ins with division/teams, informal conversations, and structured "circles" to allow members to express their feelings, establish trust, and feel a sense of belonging.
- Raise issues of concern: Report violations of policy, compliance, regulations, or employment law to the appropriate university office.
Mediation:
- Serve as a strategic thought partner to the campus community in identifying solutions to problems and issues of concern.
- Serve as a resource to the campus community to encourage collaborative decision-making processes that build trust and promote effective employee/student engagement.
- Identify areas and sources of conflict; propose constructive resolution methods.
- Provide referrals to and/or offering a range of options for addressing issues and concerns, such as facilitated conversations, conflict coaching, restorative justice circling, alternative dispute resolution, informal climate assessments, and mediation.
- Identify themes of concern for university leadership and recommend associated approaches to address them including changes to policies, procedures and practices.
- Provide resources and information about university policies, procedures, and practices.
Assessment & Reporting
- Identify formal/informal tool for assessing conflict levels on teams and between individuals.
- Assess organizational climate as needed Identify edge cases to prevent organizational disruption.
- Establish key criteria for conflict and organizational health.
- Provide quarterly state of organizational health report to VP, Human Resources and University Personnel Communication.
- Develop healthy conflict communication tips for HEERA managers and teams.
- Present at monthly HR Briefings (when relevant).
- Distribute quarterly newsletter on managing conflict, communications, and healthy interactions.
QUALIFICATIONS:
- Bachelor’s degree from an accredited four-year college or university in human resources, organizational development, communication, psychology, counseling, education, public administration, business administration, conflict resolution, or a related field. A master’s degree or advanced coursework in conflict resolution, mediation, organizational development, higher education administration, human resources, counseling, public administration, or a related field may be substituted for a portion of the required experience, where appropriate.
- A minimum of three years of progressively responsible experience in conflict resolution, mediation, restorative practices, organizational development, employee relations, human resources, student affairs, faculty affairs, ombuds-related work, training and development, or a closely related field. Experience must include responsibility for facilitating communication, providing training or educational programming, supporting informal conflict resolution, assessing workplace or organizational concerns, and preparing recommendations or reports.
- Knowledge of principles and practices related to conflict resolution, mediation, facilitated dialogue, restorative practices, organizational development, workplace communication, and adult learning.
- Knowledge of methods for designing and delivering training, workshops, facilitated conversations, and engagement activities for varied audiences.
- Knowledge of organizational climate assessment, issue identification, trend analysis, and reporting practices.
- Working knowledge of university policies, procedures, shared governance structures, and referral pathways, or the ability to quickly acquire such knowledge.
- Ability to maintain neutrality, exercise sound judgment, and communicate with tact, discretion, and sensitivity in emotionally charged or complex situations.
- Ability to assess conflict dynamics, identify appropriate informal resolution options, and refer matters to the appropriate university office when formal policy, compliance, labor relations, employment law, or safety issues are implicated.
- Ability to develop and sustain collaborative working relationships with faculty, staff, students, administrators, and campus partners.
- Ability to prepare clear written materials, reports, presentations, training content, communication tips, and organizational health updates.
- Ability to analyze information, identify themes and trends, and recommend practical approaches to support healthy workplace interactions and organizational effectiveness.
- Ability to maintain confidentiality and handle sensitive information appropriately.
- Ability to organize work, manage multiple priorities, meet deadlines, and adapt to changing campus needs.
- Ability to use standard office technology, virtual meeting platforms, learning tools, case/documentation tools, and data/reporting resources.
PREFERRED QUALIFICATIONS:
- Experience in a higher education, public sector, unionized, or complex shared-governance environment.
- Experience designing and facilitating training, workshops, or group learning experiences related to conflict resolution, communication, restorative practices, well-being, team dynamics, or organizational development.
- Experience providing conflict coaching, facilitated conversations, mediation support, alternative dispute resolution, restorative justice/restorative practices, or informal climate assessment.
- Knowledge of human resources, employee/labor relations, faculty affairs, student affairs, equity/compliance, or organizational effectiveness practices in a university environment.
- Demonstrated ability to work collaboratively with diverse constituencies, including faculty, staff, students, administrators, and campus partners.
- Experience preparing reports, identifying themes or trends, and developing recommendations based on qualitative and/or quantitative information.
Out of State Work
The California State University (CSU) system is a network of twenty-three public universities providing access to a quality education through the support of California taxpayers. Part of CSU’s mission is to prepare educated, responsible individuals to contribute to California’s schools, economy, culture, and future. As an agency of the State of California, the CSU’s business operations almost exclusively reside within California. The CSU Out-of-State Employment Policy prohibits hiring employees to perform CSU-related work outside California. For more information, go to the California State University Out-of-State Employment Policy.
Background Check
Cal Poly Pomona will make a conditional offer of employment to final job candidates, pending the satisfactory completion of a background check (including a criminal records check). The conditional offer of employment may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. In determining the suitability of the candidate for the position, Cal Poly Pomona will give an individualized assessment to any information that the applicant submits for consideration regarding the criminal conviction history such as the nature, gravity and recency of the conviction, the candidate’s conduct, performance or rehabilitation efforts since the conviction and the nature of the job applied for. For more information, go to the California State University Background Check Policy.
Education Code 89521 Requirements
Applicants will be required to disclose whether they have received a final administrative decision or final judicial decision determining that they have committed sexual harassment within the last 7 years only after a determination is made that they meet the minimum qualifications for the position, and before an offer of employment is extended. Applicants who reach the final stages of the application process must also sign a release form that authorizes the release of information by the applicant’s current and/or former employers to the CSU concerning any substantiated allegations of misconduct.
CSU Classification Salary Range
This position is part of the Management Personnel Plan (MPP) bargaining unit (M80). The CSU Classification Standards for this position are located on the CSU Classification Standards website.The CSU Salary Schedule is located on the CSU Salary Schedule website. Please refer to the anticipated hiring range for the appropriate salary rate for this particular position.
Employment Eligibility Verification
Cal Poly Pomona hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. For more information, go the I-9 Acceptable Documents website.
University Driving Requirement
Positions that require driving for university business by using a personal or state vehicle must comply with the Authorized University Driver Policy. Driving records are monitored and evaluated by the Risk Management Department. The Risk Management Department evaluates a good driving report based on the following criteria. The driver must: 1. Have a valid California or other State Driver’s license. 2. Have no more than 3 motor vehicle violations or been the cause of 3 accidents in a 12-month period (or any combination of 3 thereof) 3. Not have more than 3 DMV Points, if their license is Class C or, 4. Not have more than 5 DMV Points, if their license is Class A, B, or C with endorsements. For more information, go to the Authorized University Driver Policy.
Conflict of Interest
This position is a “designated position” in the California State University’s Conflict of Interest Code. The successful candidate accepting this position is required to file financial interest disclosure forms subject to state regulations. For more information, go to the Conflict of Interest policy.
Outside Employment Disclosure
Executive and Management Plan Personnel employees must disclose all current outside employment at the time of hire as a precondition of hire and at the following times after hire: annually in July, within 30 days of accepting outside employment, and upon their manager’s request. For more information, go to the Outside Employment Disclosure policy.
Child Abuse/Neglect Reporting Act (CANRA)
The person holding this position is considered a “mandated reporter” under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. Read more at the California Child Abuse and Neglect Reporting Act policy.
Security & Fire Safety
In compliance with state and federal crime awareness and campus security legislation, including the Jeanne Clery Campus Safety Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), Cal Poly Pomona’s Annual Security Report and Annual Fire Safety Report are available for viewing at Cal Poly Pomona’s Annual Security Report and Cal Poly Pomona’s Annual Fire Safety Report.
Pay Transparency Nondiscrimination
As a federal contractor, Cal Poly Pomona will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. For more information, see the Pay Transparency Nondiscrimination Provision poster.
Reasonable Accommodation
We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact the ADA Coordinator by email at [email protected]. For more information, go to Employment Notices.
Equal Employment Opportunity
Consistent with California law and federal civil rights laws, Cal Poly Pomona provides equal opportunity in employment without unlawful discrimination or preferential treatment based on race, sex, color, ethnicity, or national origin. Our commitment to equal opportunity means ensuring that every employee has access to the resources and support they need to thrive and succeed in a university environment and in their communities. Cal Poly Pomona complies with Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, the California Equity in Higher Education Act, California’s Proposition 209 (Art. I, Section 31 of the California Constitution), other applicable state and federal anti-discrimination laws, and CSU’s Nondiscrimination Policy. We prohibit discriminatory preferential treatment, segregation based on race or any other protected status, and all forms of discrimination, harassment, and retaliation in all university programs, policies, and practices.
As a federal contractor, Cal Poly Pomona complies with the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and requests priority referral of protected veterans for our job openings.
Other Notices
