Director, Career Center

Strategic Leadership, Student Success, and Career Ecosystem Development:

• →Provide strategic leadership for Career Center programs and cross-campus career development initiatives that advance student success, career readiness, workforce preparation, and post-graduation outcomes, consistent with university priorities and direction established by the Assistant Vice President.
• →Develop recommendations for, and implement approved, long-range plans and strategic priorities for the Career Center in alignment with Cal Poly Pomona’s strategic priorities, polytechnic mission, and applicable CSU student success initiatives.
• →Coordinate and lead Career Center contributions to institutional efforts that integrate career readiness throughout the student lifecycle and help students develop the knowledge, skills, experiences, and professional competencies necessary for career success and lifelong learning.
• →Establish measurable goals, priorities, and assessment strategies that increase student participation in career development activities, experiential learning, and post-graduation success initiatives.
• →Advance a campus-wide culture that recognizes career readiness and career-connected learning as shared institutional responsibilities across Academic Affairs, Student Affairs, Enrollment Management, and University Advancement.
• →Provide information, analysis, and recommendations to the Assistant Vice President and other university leaders regarding workforce trends, labor market demands, student career outcomes, and employer expectations to support institutional planning and resource decisions.
• →Identify and implement innovative, scalable, and equity-minded practices that improve student access to career development opportunities and contribute to improved employment and graduate education outcomes.
• →Represent the Career Center and Cal Poly Pomona, within delegated authority, in CSU initiatives, workforce development partnerships, professional associations, and external stakeholder groups related to career readiness and workforce preparation.
• →Collaborate with divisional and university leadership on initiatives that support student success, social mobility, workforce preparation, and institutional effectiveness.
• →Champion efforts that advance equitable student outcomes and support the university's commitment to becoming the nation's leading inclusive polytechnic university.

Career Readiness, Student Development, and Program Innovation:

• →Provide leadership for comprehensive career development programs that prepare students to successfully navigate career exploration, professional development, and lifelong career management.
• →Oversee career coaching, counseling, assessments, workshops, and professional development programs that support students and alumni in achieving their educational and career goals.
• →Develop and implement innovative career education initiatives that engage students throughout their academic journey and promote informed career decision-making. Lead efforts to integrate career readiness competencies and workforce preparation into curricular and co-curricular experiences.
• →Ensure career development programs effectively support career exploration, internship preparation, graduate school planning, networking, interviewing, and employment success.
• →Develop targeted initiatives that reduce barriers and promote equitable participation among first-generation students, transfer students, veterans, international students, and historically underserved populations.
• →Leverage technology and innovative service delivery models to increase access, engagement, and utilization of career services. Collaborate with campus partners to integrate career readiness into orientation programs, advising initiatives, leadership development programs, and student engagement opportunities.
• →Foster students' professional identity development, career self-efficacy, and preparedness for success in an increasingly complex and dynamic workforce.

Employer Relations, Industry Engagement, and Career-Connected Learning:

• →Lead the development of strategic partnerships that expand access to internships, employment opportunities, experiential learning, and professional networks.
• →Develop and implement a comprehensive employer engagement strategy that increases recruitment opportunities and strengthens employer partnerships across industries aligned with Cal Poly Pomona's academic programs and workforce priorities. Cultivate and sustain relationships with regional, national, and global employers to expand opportunities for internships, cooperative education, project-based learning, mentorship, and full-time employment.
• →Collaborate with colleges, departments, and faculty to connect employers with academic programs and create pathways that align student learning with workforce needs.
• →Expand access to experiential learning opportunities that support the university's Learn by Doing philosophy and enhance students' career readiness and professional development.
• →Establish partnerships with corporations, government agencies, nonprofit organizations, entrepreneurial ventures, and community organizations that increase opportunities for students and graduates. Partner with Alumni Affairs and University Advancement to leverage alumni expertise and networks in support of mentoring, career exploration, recruitment, and professional networking initiatives.
• →Oversee employer-facing programs including career fairs, networking events, employer information sessions, on-campus recruiting, and industry engagement programs that strengthen talent pipelines and employer satisfaction.
• →Position Cal Poly Pomona as a preferred recruiting destination for organizations seeking highly qualified and diverse talent.

Assessment, Data Analytics, and Institutional Effectiveness:

• →Provide leadership for assessment, evaluation, and continuous improvement efforts that demonstrate the impact of career development initiatives on student success and post-graduation outcomes.
• →Develop and implement a comprehensive assessment framework to evaluate program effectiveness, student learning, employer engagement, and career outcomes. Analyze labor market information, student engagement data, internship participation, and employment outcomes to inform strategic planning and continuous improvement efforts.
• →Lead administration and reporting of career outcomes surveys, including the First Destination Survey and other CSU reporting requirements, ensuring accurate and timely reporting of student outcomes.
• →Develop dashboards, reports, and performance metrics that demonstrate the effectiveness and impact of Career Center initiatives.
• →Utilize disaggregated data to identify equity gaps and implement strategies that improve access, participation, and outcomes for historically underserved student populations. Prepare reports and presentations for university leadership, accreditation reviews, external stakeholders, and CSU system initiatives.
• →Promote a culture of evidence-based decision-making and accountability that supports student success and organizational effectiveness.

Personnel, Fiscal, and Operational Leadership:

• →Provide effective stewardship of personnel, financial resources, technology, facilities, and organizational operations. Recruit, supervise, coach, develop, and evaluate Career Center staff, fostering a culture of collaboration, accountability, innovation, and continuous improvement.
• →Administer the Career Center’s assigned budget and financial resources in alignment with approved priorities, university procedures, and delegated authority. Coordinate contracts, grants, sponsorships, and related financial activities with the appropriate university offices. Oversee Career Center operations, facilities, technology platforms, and organizational systems to maximize service delivery and operational effectiveness.
• →Monitor Career Center operations for compliance with applicable university policies, CSU requirements, and federal and state laws, and consult with the appropriate university offices when interpretation, approval, or corrective action is required.
• →Develop and implement Career Center operational procedures and service standards, and recommend resource allocation priorities that support efficiency, effectiveness, and student satisfaction.
• →Pursue external funding opportunities, sponsorships, partnerships, and grants that support innovation and strategic growth. Support professional development and organizational learning opportunities that strengthen staff capacity and advance departmental goals.

• Bachelor’s degree from an accredited four-year college or university in higher education, student affairs, counseling, career development, business administration, human resources, education, or a related field.
• Five (5) years of progressively responsible professional experience in career services, employer relations, workforce development, higher education administration, advising/counseling, human resources, or a closely related field.
• Excellent interpersonal and communication skills, including the demonstrated ability to work effectively with individuals from varied backgrounds and organizational levels.
• Demonstrated leadership ability, including the capacity to lead change, make timely decisions following appropriate consultation, and work effectively within established reporting relationships.
• Strong strategic planning, organizational management, and budget administration skills.
• Demonstrated commitment to student success and higher education.
• Experience hiring, training, supervising, developing, and evaluating employees.
• Experience facilitating organizational change, allocating and managing resources, and leading individuals and teams in continuous improvement.
• Demonstrated ability to develop collaborative relationships with students, faculty, staff, employers, alumni, and community partners.
• Strong analytical and assessment skills, including the ability to use data to evaluate programs and recommend improvements.
• Demonstrated commitment to providing equitable access to programs and services in compliance with applicable nondiscrimination requirements.

• Master’s degree in higher education administration, student affairs, counseling, career development, business administration, human resources, education, organizational leadership, or a related field.
• Management experience in a collective bargaining environment.
• Experience leading organizational change, service redesign, or implementation of new programs or systems.
• Demonstrated ability to coach and develop staff and align teams around shared goals and service expectations.

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) 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 ADACoordinator@cpp.edu. 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

For other important employment notices, we invite you to visit Cal Poly Pomona’s Employment Notices web page.

Advertised: Aug 28 2026 Pacific Daylight Time
Applications close: Sep 11 2026 Pacific Daylight Time

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