Job Details
Position Number: 998957
Functional Title: EEO Investigator & Consultant
Position Type: Administration - Staff
Position Eclass: EP - EHRA 12 mo leave earning
University Information
Located in North Carolina's third largest city, UNC Greensboro is among the most diverse, learner-centered public research universities in the state, with 18,000 students in eight colleges and schools pursuing more than 150 areas of undergraduate and over 200 areas of graduate study. UNCG continues to be recognized nationally for academic excellence, access, and affordability. UNCG is ranked No. 1 most affordable institution in North Carolina for net cost by the N.Y. Times and No. 1 in North…
Carolina for social mobility by The Wall Street Journal — helping first-generation and lower-income students find paths to prosperity. Designated an Innovation and Economic Prosperity University by the Association of Public and Land-grant Universities, UNCG is a community-engaged research institution with a portfolio of more than $67M in research and creative activity. The University's 2,600 staff help create an annual economic impact for the Piedmont Triad region in excess of $1B.
Primary Purpose of the Organizational Unit
The Department of Human Resources is seeking a qualified and motivated professional to serve as an EEO Investigator & Consultant.
The Department of Human Resources provides comprehensive services in talent management, professional development, organizational effectiveness, compensation, employee benefits, wellness and work/life programs, rewards and recognition, records management, employee relations, human resources information systems, and employment compliance.
Under the direction of the appropriate Human Resources leadership, the EEO Investigator & Consultant responds to complaints and inquiries involving employment-related discrimination, harassment, retaliation, ADA matters, and Title IX matters involving students, faculty, staff, applicants, and visitors, as applicable.
When a complaint is received, the EEO Investigator & Consultant evaluates the matter and takes appropriate action in accordance with University administrative procedures, Board policies, applicable federal and state laws, and Title IX requirements. The EEO Investigator & Consultant serves as a neutral and impartial investigator and prepares detailed, objective reports documenting the findings of investigations.
The position also provides consultation and training to employees, managers, supervisors, faculty, and selection committees regarding applicable laws, regulations, University policies, and procedures related to equal employment opportunity, discrimination, harassment, retaliation, ADA compliance, and other applicable workplace requirements.
The position collaborates with client groups and HR teams to develop and deliver effective human capital programs and policies and practices that align with business objectives, drive superior business results and contribute to the overall efficiency and effectiveness of the organization. The position will focus primarily on the areas of people strategy and organizational effectiveness, change leadership and coaching, management level employee relations support and conflict resolution.
Position Summary
The EEO Investigator & Consultant will assist with the administration and implementation of University policies addressing discrimination, harassment, retaliation, sexual assault or sexual violence, interpersonal or relationship violence, stalking, and other prohibited conduct.
The position will assist with the day-to-day administration of these policies by providing information regarding applicable policies and procedures, receiving and assessing reports of potential violations, coordinating appropriate measures to address reported concerns, conducting investigations, and assisting with hearings and other related processes.
The position performs Human Resource program management functions for its' respective divisional function(s) as well as serving as the expert in employee relations campus-wide. This position formulates partnerships across the HR function to deliver value-added service to management.
NOTE: This position is designated as hybrid, requiring a minimum of three (3) days per week of in-person work at the assigned Greensboro office location. Flexible telework arrangements may be available.
Minimum Qualifications
- Bachelor's degree and two years of progressively responsible professional human resources management experience; or an equivalent combination of training and experience.
- All degrees must be from appropriately accredited institutions.
Preferred Qualifications
- Five (5) to seven (7) years of directly related experience.
- Preferred but not required certifications include PHR, SHRM-CP, EEODF, and Mediation Certification.
Recruitment Range
$60,000 - $70,549
Org #-Department: Human Resources - 58401
Job Open Date: 09/14/2026
Job Close Date: 09/28/2026
Open Until Filled: No
FTE: 1.000
Type of Appointment: Permanent
Number of Months per Year: 12
FLSA: Exempt
Percentage Of Time: 70%
Key Responsibility: Investigation and Response
Essential Tasks:
- Conducts professional investigations in response to complaints involving discrimination, harassment, retaliation, and other prohibited conduct.
- Coordinates the interactive ADA process involving UNCG students, staff, faculty, applicants, or visitors, as applicable.
- Writes comprehensive investigation reports containing findings of fact and recommendations.
- Provides impartial consultation, conflict resolution, and problem-solving in response to complaints and inquiries received from the University community.
- Follows established University procedures when conducting investigations and other reviews.
- May serve as a mediator in situations where conflict resolution is appropriate.
- Maintains effective working relationships with relevant University offices, including Human Resources Employee Relations, the UNCG Police Department, the Title IX Office, and the Office of the General Counsel.
- Conducts prompt, thorough, impartial, and objective investigations of reports of prohibited conduct.
- Maintains thorough, accurate, and comprehensive records related to assigned investigations.
- Ensures effective communication and coordination with appropriate stakeholders.
- Assists in responding to legal inquiries, including requests for documents and interrogatories, and may participate in depositions and court proceedings.
- Advises University officials, managers, supervisors, faculty, and employees regarding EEO matters and applicable policies and procedures.
Percentage Of Time: 10%
Key Responsibility: Case Management and Assessment
Essential Tasks:
- Advises and collaborates with appropriate University offices regarding case management, trends, challenges, and concerns involving discrimination, harassment, retaliation, and ADA compliance.
- Organizes, manages, and tracks cases in a case management database.
- Prepares statistical and operational reports regarding the number, nature, status, and disposition of complaints involving discrimination, harassment, retaliation, and ADA matters.
- Tracks cases, data, and trends to identify recurring issues and recommend appropriate corrective or preventive actions.
- Collects and evaluates relevant information related to reported Title IX incidents and, in collaboration with the Title IX Coordinator and appropriate Human Resources leadership, assesses whether additional review or investigation is warranted.
Percentage Of Time: 10%
Key Responsibility: Outreach and Education
Essential Tasks:
- Provides information regarding University reporting procedures, available resources, and applicable policies.
- Develops and delivers training for selection committees, managers, supervisors, faculty, and staff regarding applicable laws, regulations, policies, and procedures related to EEO, ADA, discrimination, harassment, and retaliation.
- Monitors and coordinates compliance with applicable federal and state civil rights laws and regulations, including Title IX, the Americans with Disabilities Act (ADA), Sections 504 and 508 of the Rehabilitation Act of 1973, the Clery Act, and the Violence Against Women Act (VAWA), as applicable.
- Assists with the development and review of University policies and administrative procedures to ensure compliance with applicable legal requirements and established best practices.
- Ensures required reporting is completed accurately and timely.
- Provides information to employees regarding available resources and procedures for reporting concerns involving unlawful harassment, sexual assault, sexual misconduct, relationship violence, and other prohibited conduct.
Percentage Of Time: 10%
Key Responsibility: HR Business Partner
Essential Tasks:
- Design, develop, and guide efforts to improve business performance to support the achievement of organizational objectives through integrated HR strategic plans across assigned areas.
- Work with client(s) and meet monthly to adjust strategies to meet changing business and talent needs.
- Develop and lead the implementation of HR programs, policies and processes with client group(s) including workforce planning, talent acquisition and management, onboarding, goal setting, performance management, total rewards, colleague engagement, leadership assessments and succession planning.
- Communicate organizational culture, policies and procedures, tools and resources to colleagues and internal clients.
- Partner with management to develop and drive strategic workforce plans, with clear, actionable steps, that optimize the organization's talent, structure, process and culture.
- Collaborate with business leaders, ensure focus on results and outcomes of the business, understand the organization's strategy and goals, and translate those goals into actionable HR objectives in support of the business strategy.
- Provide information, analysis and consulting with department leaders to make data-driven human capital decisions about their organizations; leverage HR and business metrics to analyze and identify staff issues, talent needs, and trends.
- Work closely with HR functional areas to drive the development of strategies and programs that address the specific needs of business units. Monitor client group environment and the employee experience and report out on trends.
- Establish Service Level Agreements with business units.
- Conduct Service Quality Audits to ensure service levels are met.
Physical Effort
Hand Movement-Repetitive Motions - C, Finger Dexterity - C, Reading - C, Writing - C, Eye-hand coordination - C, Hearing - C, Talking - C, Sitting - C, Walking - O, Lifting-0-30 lbs. - R
Work Environment
Inside - C
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