Previously launched as an Executive Director role, the initial search did not meet expectations. CSUB strategically elevated the position to a senior leadership level to attract a stronger and more experienced pool of candidates capable of guiding a newly re-structured department. 

In the interim, the university relied on a consultant to manage compliance responsibilities, an approach that was effective but financially unsustainable in the long run. The goal was to bring in a permanent leader who could build structure, stabilize operations, and coach a very new, very green team with limited Title IX and civil rights investigation experience. 

At the time, the department was addressing a high volume of cases that had accumulated during previous vacancies and staffing gaps. Although most cases were on track to close by the time the AVP would arrive, CSUB needed a candidate prepared to step into a complex environment quickly, build trust, and lead transformational change centered on doing the right thing. 

The AVP would also have responsibility for shaping a division-wide budget for the first time, aligning resources in a new People and Culture division, and mentoring early-career staff through modeling best practices. 

CSUB partnered with Another Source to ensure the expanded role reached a broad, diverse pool of experienced leaders aligned with the university’s justice, equity, diversity, inclusion, and belonging (JEDIB) mission.