• Provide university-wide leadership and oversight for faculty recruitment, appointment, onboarding, evaluation, promotion and tenure, post-tenure review, sabbaticals and leaves, grievances, retention, and separation.
  
  

• Lead institutional faculty hiring planning in partnership with the Provost and deans, aligning faculty investments with academic priorities, enrollment and program needs, research strengths, and available resources.
  
  

• Establish and interpret university-level faculty policies and standards and ensure consistent, equitable, and effective implementation across schools and colleges.
  
  

• Ensure institutional compliance with faculty credentialing, accreditation, Regent and System requirements, and applicable state and federal requirements.
  
  

• Advise the Provost, deans, and other academic leaders on complex faculty personnel matters and emerging issues affecting the faculty.
  
  

Faculty Development, Teaching Excellence, and Academic Leadership

• Provide strategic leadership for faculty development across career stages, advancing faculty effectiveness as teachers, scholars, mentors, institutional citizens, and academic leaders.
  
  

• Lead university-wide strategy for teaching excellence and pedagogical innovation, including effective use of emerging technologies and evolving instructional modalities.
  
  

• Advance faculty practices that strengthen student learning, engagement, belonging, and success across CU Denver's diverse student population.
  
  

• Develop a robust faculty leadership pipeline through leadership development, mentoring, and preparation for roles including program director, department chair/head, associate dean, and other academic leadership positions.
  
  

• Partner with deans and academic leaders to strengthen the onboarding, development, effectiveness, and success of department chairs and other faculty leaders.
  
  

• Foster mentoring, professional growth, and career advancement opportunities responsive to faculty across appointment types, disciplines, career stages, and roles.
  
  

Faculty Performance, Workload, Recognition, and Retention

• Provide institutional leadership for faculty performance management, including annual evaluation, workload, professional development leave, sabbaticals, and related policies and processes.
  
  

• Establish and interpret university-level expectations and frameworks for faculty workload and differentiated contributions, working with academic leaders to promote appropriate consistency, transparency, and accountability across units.
  
  

• Use institutional data and evidence to identify faculty workforce trends, workload patterns, compensation and retention issues, and opportunities to strengthen faculty effectiveness and sustainability.
  
  

• Lead institutional strategies for faculty recognition, retention, and career advancement, including university-level awards and recognition of excellence in teaching, research and creative work, mentorship, service, and public impact.
  
  

• Partner with deans, Human Resources, and other university leaders on faculty compensation, salary equity, retention, and related workforce strategies.
  
  

Shared Governance, Faculty Culture, and Institutional Change

• Serve as a principal liaison between the Provost's Office and faculty governance, fostering effective shared governance and constructive engagement among faculty, academic leaders, and university administration.
  
  

• Advise the Provost and senior academic leadership on faculty perspectives, emerging concerns, and issues affecting academic culture and institutional effectiveness.
  
  

• Lead and support institutional change initiatives affecting faculty roles, policies, expectations, and academic culture.
  
  

• Foster a high-performing academic culture that values excellence in teaching, research and creative work, mentorship, service, collaboration, and shared responsibility for the university's mission.
  
  

• Facilitate constructive engagement on complex or sensitive faculty and academic issues and strengthen institutional capacity for productive dialogue and change.
  
  

Faculty Success, Equity, and Well-Being

• Provide institutional leadership for strategies that promote faculty success, professional sustainability, well-being, equity, and belonging.
  
  

• Advance equitable and transparent practices in faculty recruitment, appointment, compensation, evaluation, workload, mentoring, advancement, leadership development, and recognition.
  
  

• Ensure institutional compliance with applicable faculty employment and compensation requirements in partnership with Human Resources, University Counsel, deans, and CU System offices.
  
  

• Identify systemic barriers to faculty success and work with academic leaders to develop institutional strategies that strengthen faculty experience, engagement, retention, and effectiveness.
  
  

Qualifications you already possess (Minimum Qualifications)
Applicants must meet minimum qualifications at the time of hire.
• Earned doctorate from an accredited institution.
• A minimum of seven years of progressively responsible leadership experience in higher education, with significant responsibility for faculty affairs, academic administration, or faculty development.
• Demonstrated expertise in faculty personnel policies, evaluation processes, and shared governance.
• Documented experience leading faculty professional development, mentoring, or institutional initiatives.

Preferred Qualification to possess (Preferred Qualifications)
• Record of accomplishment at the rank of full professor or equivalent.
• Experience leading an academic unit at or above the level of department chair/head.
• Demonstrated leadership in teaching excellence, faculty pedagogy, or academic innovation.
• Experience at a public research university and/or equity serving institution.
• Experience navigating multicampus or system level governance environments.
• Demonstrated success managing organizational change and conflict in complex academic settings.

Knowledge, Skills, and Abilities
• Deep understanding of academic culture and faculty roles.
• Ability to lead through influence, collaboration, and evidence-based decision making.
• Strong analytical and organizational skills with the ability to manage multiple priorities.
• Demonstrated commitment to diversity, equity, inclusion, and belonging.
• Ability to effectively partner with senior leadership, faculty governance, and campus stakeholders.
• Knowledge of faculty HR practices, including recruitment, evaluation, compensation, and workload analysis.
Excellent written, verbal, and interpersonal communication skills.

Conditions of Employment
• Occasional work during the evening and/or weekends may be required.
• This position follows a hybrid work structure where employees can work remotely or from the office, as needed, based on demands of specific tasks or personal work preferences. Working from the office is encouraged when working on tasks that require a high degree of collaboration.

Mental, Physical, and/or Environmental Requirements
• This position may be performed in a hybrid or remote environment, requiring the ability to work effectively in a remote setting. This includes maintaining a dedicated workspace free of excessive noise or distractions, reliable internet connectivity, and the ability to participate in virtual meetings for extended periods. Employees must be able to independently manage time, remain stationary for prolonged computer-based work, and transport necessary equipment (such as a laptop and peripherals) between their remote work location and the office as needed.
CU is an Equal Opportunity Employer and complies with all applicable federal, state, and local laws governing nondiscrimination in employment. We are committed to creating a workplace where all individuals are treated with respect and dignity, and we encourage individuals from all backgrounds to apply, including protected veterans and individuals with disabilities.
The University will provide reasonable accommodations to applicants with disabilities throughout the employment application process. To request an accommodation pursuant to the Americans with Disabilities Act, please contact the Human Resources ADA Coordinator at workplaceengagement@ucdenver.edu .

Employment Sponsorship
Please be advised that this position is not eligible now or in the future for visa sponsorship.

Compensation and Benefits
The salary range (or hiring range) for this position has been established at $200,000 – $220,000.
The salary of the finalist(s) selected for this role will be set based on a variety of factors, including but not limited to, internal equity, experience, education, specialty and training.
The above salary range (or hiring range) represents the University's good faith and reasonable estimate of the range of possible compensation at the time of posting.
This position is not eligible for overtime compensation.
Your total compensation goes beyond the number on your paycheck. The University of Colorado Denver provides generous leave, health plans and retirement contributions that add to your bottom line.
Benefits: https://www.cu.edu/employee-services/benefits
Total Compensation Calculator: http://www.cu.edu/node/153125

Application Deadline
Open to CU Denver employees only – deadline 9/17/2026

Required Application Materials:
To apply, please visit: http://www.cu.edu/cu-careers and attach:
• A cover letter which specifically addresses the job requirements and outlines qualifications
• A current CV/resume
• List of three references (we will notify you prior to contacting both on and off-list references)

Questions should be directed to Tyler Keyworth, tyler.keyworth@ucdenver.edu

Background Check Policy
The University of Colorado Denver strives to maintain a safe and productive educational, clinical, research and employment environment. All prospective employees and current employees must, therefore, consent to and pass background checks prior to any final appointment/employment.

• Provide university-wide leadership and oversight for faculty recruitment, appointment, onboarding, evaluation, promotion and tenure, post-tenure review, sabbaticals and leaves, grievances, retention, and separation.
  
  

• Lead institutional faculty hiring planning in partnership with the Provost and deans, aligning faculty investments with academic priorities, enrollment and program needs, research strengths, and available resources.
  
  

• Establish and interpret university-level faculty policies and standards and ensure consistent, equitable, and effective implementation across schools and colleges.
  
  

• Ensure institutional compliance with faculty credentialing, accreditation, Regent and System requirements, and applicable state and federal requirements.
  
  

• Advise the Provost, deans, and other academic leaders on complex faculty personnel matters and emerging issues affecting the faculty.
  
  

Faculty Development, Teaching Excellence, and Academic Leadership

• Provide strategic leadership for faculty development across career stages, advancing faculty effectiveness as teachers, scholars, mentors, institutional citizens, and academic leaders.
  
  

• Lead university-wide strategy for teaching excellence and pedagogical innovation, including effective use of emerging technologies and evolving instructional modalities.
  
  

• Advance faculty practices that strengthen student learning, engagement, belonging, and success across CU Denver's diverse student population.
  
  

• Develop a robust faculty leadership pipeline through leadership development, mentoring, and preparation for roles including program director, department chair/head, associate dean, and other academic leadership positions.
  
  

• Partner with deans and academic leaders to strengthen the onboarding, development, effectiveness, and success of department chairs and other faculty leaders.
  
  

• Foster mentoring, professional growth, and career advancement opportunities responsive to faculty across appointment types, disciplines, career stages, and roles.
  
  

Faculty Performance, Workload, Recognition, and Retention

• Provide institutional leadership for faculty performance management, including annual evaluation, workload, professional development leave, sabbaticals, and related policies and processes.
  
  

• Establish and interpret university-level expectations and frameworks for faculty workload and differentiated contributions, working with academic leaders to promote appropriate consistency, transparency, and accountability across units.
  
  

• Use institutional data and evidence to identify faculty workforce trends, workload patterns, compensation and retention issues, and opportunities to strengthen faculty effectiveness and sustainability.
  
  

• Lead institutional strategies for faculty recognition, retention, and career advancement, including university-level awards and recognition of excellence in teaching, research and creative work, mentorship, service, and public impact.
  
  

• Partner with deans, Human Resources, and other university leaders on faculty compensation, salary equity, retention, and related workforce strategies.
  
  

Shared Governance, Faculty Culture, and Institutional Change

• Serve as a principal liaison between the Provost's Office and faculty governance, fostering effective shared governance and constructive engagement among faculty, academic leaders, and university administration.
  
  

• Advise the Provost and senior academic leadership on faculty perspectives, emerging concerns, and issues affecting academic culture and institutional effectiveness.
  
  

• Lead and support institutional change initiatives affecting faculty roles, policies, expectations, and academic culture.
  
  

• Foster a high-performing academic culture that values excellence in teaching, research and creative work, mentorship, service, collaboration, and shared responsibility for the university's mission.
  
  

• Facilitate constructive engagement on complex or sensitive faculty and academic issues and strengthen institutional capacity for productive dialogue and change.
  
  

Faculty Success, Equity, and Well-Being

• Provide institutional leadership for strategies that promote faculty success, professional sustainability, well-being, equity, and belonging.
  
  

• Advance equitable and transparent practices in faculty recruitment, appointment, compensation, evaluation, workload, mentoring, advancement, leadership development, and recognition.
  
  

• Ensure institutional compliance with applicable faculty employment and compensation requirements in partnership with Human Resources, University Counsel, deans, and CU System offices.
  
  

• Identify systemic barriers to faculty success and work with academic leaders to develop institutional strategies that strengthen faculty experience, engagement, retention, and effectiveness.
  
  

Qualifications you already possess (Minimum Qualifications)
Applicants must meet minimum qualifications at the time of hire.
• Earned doctorate from an accredited institution.
• A minimum of seven years of progressively responsible leadership experience in higher education, with significant responsibility for faculty affairs, academic administration, or faculty development.
• Demonstrated expertise in faculty personnel policies, evaluation processes, and shared governance.
• Documented experience leading faculty professional development, mentoring, or institutional initiatives.

Preferred Qualification to possess (Preferred Qualifications)
• Record of accomplishment at the rank of full professor or equivalent.
• Experience leading an academic unit at or above the level of department chair/head.
• Demonstrated leadership in teaching excellence, faculty pedagogy, or academic innovation.
• Experience at a public research university and/or equity serving institution.
• Experience navigating multicampus or system level governance environments.
• Demonstrated success managing organizational change and conflict in complex academic settings.

Knowledge, Skills, and Abilities
• Deep understanding of academic culture and faculty roles.
• Ability to lead through influence, collaboration, and evidence-based decision making.
• Strong analytical and organizational skills with the ability to manage multiple priorities.
• Demonstrated commitment to diversity, equity, inclusion, and belonging.
• Ability to effectively partner with senior leadership, faculty governance, and campus stakeholders.
• Knowledge of faculty HR practices, including recruitment, evaluation, compensation, and workload analysis.
Excellent written, verbal, and interpersonal communication skills.

Conditions of Employment
• Occasional work during the evening and/or weekends may be required.
• This position follows a hybrid work structure where employees can work remotely or from the office, as needed, based on demands of specific tasks or personal work preferences. Working from the office is encouraged when working on tasks that require a high degree of collaboration.

Mental, Physical, and/or Environmental Requirements
• This position may be performed in a hybrid or remote environment, requiring the ability to work effectively in a remote setting. This includes maintaining a dedicated workspace free of excessive noise or distractions, reliable internet connectivity, and the ability to participate in virtual meetings for extended periods. Employees must be able to independently manage time, remain stationary for prolonged computer-based work, and transport necessary equipment (such as a laptop and peripherals) between their remote work location and the office as needed.
CU is an Equal Opportunity Employer and complies with all applicable federal, state, and local laws governing nondiscrimination in employment. We are committed to creating a workplace where all individuals are treated with respect and dignity, and we encourage individuals from all backgrounds to apply, including protected veterans and individuals with disabilities.
The University will provide reasonable accommodations to applicants with disabilities throughout the employment application process. To request an accommodation pursuant to the Americans with Disabilities Act, please contact the Human Resources ADA Coordinator at workplaceengagement@ucdenver.edu .

Employment Sponsorship
Please be advised that this position is not eligible now or in the future for visa sponsorship.

Compensation and Benefits
The salary range (or hiring range) for this position has been established at $200,000 – $220,000.
The salary of the finalist(s) selected for this role will be set based on a variety of factors, including but not limited to, internal equity, experience, education, specialty and training.
The above salary range (or hiring range) represents the University's good faith and reasonable estimate of the range of possible compensation at the time of posting.
This position is not eligible for overtime compensation.
Your total compensation goes beyond the number on your paycheck. The University of Colorado Denver provides generous leave, health plans and retirement contributions that add to your bottom line.
Benefits: https://www.cu.edu/employee-services/benefits
Total Compensation Calculator: http://www.cu.edu/node/153125

Application Deadline
Open to CU Denver employees only – deadline 9/17/2026

Required Application Materials:
To apply, please visit: http://www.cu.edu/cu-careers and attach:
• A cover letter which specifically addresses the job requirements and outlines qualifications
• A current CV/resume
• List of three references (we will notify you prior to contacting both on and off-list references)

Questions should be directed to Tyler Keyworth, tyler.keyworth@ucdenver.edu

Background Check Policy
The University of Colorado Denver strives to maintain a safe and productive educational, clinical, research and employment environment. All prospective employees and current employees must, therefore, consent to and pass background checks prior to any final appointment/employment.