Associate Director of Employer Engagement & Internships
Job Description
Position Information
Position Title
Associate Director of Employer Engagement & Internships
Position Number
Department
Careers, Life, and Service
Reports to (Title)
Seated Employee
Employee First Name
Employee Last Name
Job Summary
In three to five sentences, please briefly describe the job’s primary purpose to the department.
Job Summary
As a key member of the Center for Careers, Life, and Service and reporting to the Assistant Dean and Director of Employer Engagement, the Associate Director for Employer Engagement and Internships will assist with the creation, coordination, and implementation of programs and initiatives to cultivate new and sustain established relationships and partnerships with organizations, alumni, parents and other friends and stakeholders of Grinnell College to increase and expand the number of quality internship opportunities for Grinnell students.
This position will also provide the leadership, structure, and overall coordination of the College’s internship program, including the grant funding process as well as the internship course (INT-300). In doing so, the associate director will work collaboratively with College staff (e.g., CLS, DAR) and faculty, members of the administration, alumni, and employers in promoting internships as an integral element of the liberal arts learning experience.
Position Summary Information
Select the level of education needed to successfully accomplish the essential duties of this job.
Bachelor’s degree (B. A.) from four-year college or university
If a specific degree, certification, license, or registration is necessary, please list.
Career development, higher education, human resources, talent acquisition, workforce development, or a similar field.
Select the level of experience needed to successfully start the position and accomplish the essential duties of this job.
Five years or more
Preferred Qualifications
A master’s degree is preferred.
FLSA Category
Exempt
Staff/Faculty
Staff
Employment Status
Full-Time
Employment Category
Regular
Essential Staff (emergency situations)?
No
On-Call?
No
Essential Responsibilities
List the job’s most important responsibilities. There are probably no more than six of these. Also indicate the approximate percent of time spent on each job function. (Note: Do not record how the job responsibilities are carried out.)
Essential Responsibility percentage of time needs to equal 100%
Responsibility
Internship Development: Utilizing various forms of communication (phone, email, site visits), cultivate and develop relationships and alliances with external partners from regional, national, and international organizations for the creation of new internship employment opportunities and encourage participation in strategic recruitment activities that will connect Grinnell students and employers. Remain current on economic development, national and global workforce changes, and trends in hiring and employability and the implications for skills needed in the ever-changing work environment. Develops and enforces policies for employer participation in internship programs. Collaborate with the Office of Development and Alumni Relations and other key college departments and staff to ensure continued coordinated engagement with alumni and targeted employers with strategic importance to Grinnell. In collaboration with CLS staff, create opportunities for current students to connect with prospective employers and College alumni by securing employer and alumni involvement in on- and off-campus networking events, including information sessions, receptions, and site visits. Assist with the identification of existing and emerging technology solutions to create opportunities for students and employers to connect virtually.
Percentage Of Time
35
Responsibility
Internship Program Leadership: Funding Process: Provide management, execution, and strategic development of the College’s internship grant funding process. Develops and enforces policies for employer participation in internship programs. Oversees the creation, distribution, and collection of application materials, interview process procedures, and evaluation rubrics. Develops and conducts relevant training, including student orientations, program manuals and program materials for faculty, staff, students and employers. Participates in annual New Student Orientation with other CLS staff, increasing awareness of early career planning, and other internship and CLS resources. Manages stewardship process for donor-supported internships.
Internships Credit (INT-300) Coordination: Manage all aspects of a comprehensive credit-bearing internship program, including student registration, leading and training instructors, administering communications, and monitoring completion requirements. Liaise with Office of International Student Affairs (OISA) to support and ensure international students wishing to participate in the internship program are compliant with all Federal regulations, including I-20 and CPT regulations. Set guidelines and criteria, in coordination with the Registrar and OISA, for students with visas to participate in internships, as it relates to state and federal law.
Percentage Of Time
35
Responsibility
Risk Management and Compliance: Creates and facilitates the review of Affiliation and Memorandum of Understanding agreements for students and internship supervisors and organizations. Expert on Fair Labor Standards Act (FSLA) and other national and international guidelines in regards to internships and enforce regulations as needed. Work with other campus partners to monitor risks of international internships and all government regulations as needed and required. Benchmark internship best practices to ensure compliance. Apply knowledge of legalities of relevant hiring practices sufficient to protect students.
Percentage Of Time
20
Responsibility
Data Analytics and Reporting: Engage in continuous improvement practices through systematically using data to manage by evidence (e.g., data collections and analyses, best practice benchmarking, recruiting program assessment, execution of surveys to employers and students). Utilize established research methodologies and analytical tools to understand and improve recruiting services delivery, understand the current economic climate and the changing skills and experiences needed for the changing job market. Prepare pertinent internship reports and publications; maintains accurate employer and student records; and maintains statistics regarding student tracking. Track job market demand to assess and predict future engagement activities.
Percentage Of Time
5
Responsibility
Consortium/Professional Association Membership: Represent Grinnell College and the Center for Careers, Life, and Service by actively participating in local, regional, and national professional associations and consortiums, conferences, and professional development workshops. Responsibilities may also include committee work, conference presentations, the organization of recruiting/interviewing events, and volunteering for leadership roles (both on- and off-campus).
Percentage Of Time
5
General Responsibilities
General Responsibilities
(1) Maintain regular attendance in accordance with department policy. (2) Comply with all safety policies, practices and procedures. Report all unsafe activities to supervisor and/or Human Resources. (3) Understand and comply with the policies of the College Staff Handbook. (4) Demonstrate commitment to customer service. Establish effective relationships with internal and external customers and respond to their needs. (5) Perform duties as a team member in a manner supportive of department and College procedures, policies and goals. (6) Protect confidentiality of College information. (7) Provide leadership to others through example and sharing of knowledge/skill. (8) Communicate with others in a courteous and helpful manner. (9) Perform other duties as assigned.
Supervisory Responsibilities
Does this job have supervisory responsibilities?
No
If yes, then check all that are supervised by this position.
Supervise Student Staff
No
If you supervise student staff, enter approximately how many and the total hours? (e.g., 2 students/XX hours)
Supervise Non-Exempt Staff
No
If you supervise non-exempt staff please enter the number.
Supervise Exempt Staff
No
If you supervise exempt staff please enter the number.
Select the level of supervision that this position provides.
Supervision Received
Select the level of supervision that this position receives from their supervisor.
Direction: receive guidance with respect to general objectives; in the majority of tasks and projects assigned, determine methods, work sequence, scheduling, and how to achieve objectives of assignments; operate within specific policy guidelines.
Computer Operations
Please check one of the following
Intermediate personal computer skills, including electronic mail, routine database activity, word processing, spreadsheet, graphics, etc.
Travel
Please check one of the following
Occasional overnight travel (up to 20%) by land and/or air.
Essential Function Analysis
Accurate identification of essential and marginal functions and the time required is important for making a variety of personnel decisions, including recruitment, hiring, performance evaluation, discipline, training and accommodation. The analysis explains the components of the job by identifying who, what, why, how much, and when.
Essential functions are those functions that individual must be able to perform either unaided or with the assistance of a reasonable accommodation. A job function may be considered essential if it meets one of the following criteria:
the position exists for performance of the function;
a limited number of employees can perform the function, and it, therefore cannot be reassigned;
the function is specialized and requires certain expertise to perform it.
Many jobs will also have marginal functions. Marginal functions are those that may be performed by the position but are not tasks critical to job success, can be completed in a number of ways by a variety of people, and are not the primary functions for which the position exists.
Mental/Cognitive Requirements
How much on-the-job time is spent in the following mental/cognitive activities? Show the amount of time by checking the appropriate boxes below.
Essential Responsibility percentage of time needs to equal 100%
Utilizing various forms of communication (phone, email, site visits), cultivate and develop relationships and alliances with external partners from regional, national, and international organizations for the creation of new internship employment opportunities and encourage participation in strategic recruitment activities that will connect Grinnell students and employers. Remain current on economic development, national and global workforce changes, and trends in hiring and employability and the implications for skills needed in the ever-changing work environment. Develops and enforces policies for employer participation in internship programs. Collaborate with the Office of Development and Alumni Relations and other key college departments and staff to ensure continued coordinated engagement with alumni and targeted employers with strategic importance to Grinnell. In collaboration with CLS staff, create opportunities for current students to connect with prospective employers and College alumni by securing employer and alumni involvement in on- and off-campus networking events, including information sessions, receptions, and site visits. Assist with the identification of existing and emerging technology solutions to create opportunities for students and employers to connect virtually.
Funding Process: Provide management, execution, and strategic development of the College’s internship grant funding process. Develops and enforces policies for employer participation in internship programs. Oversees the creation, distribution, and collection of application materials, interview process procedures, and evaluation rubrics. Develops and conducts relevant training, including student orientations, program manuals and program materials for faculty, staff, students and employers. Participates in annual New Student Orientation with other CLS staff, increasing awareness of early career planning, and other internship and CLS resources. Manages stewardship process for donor-supported internships.
Creates and facilitates the review of Affiliation and Memorandum of Understanding agreements for students and internship supervisors and organizations. Expert on Fair Labor Standards Act (FSLA) and other national and international guidelines in regards to internships and enforce regulations as needed. Work with other campus partners to monitor risks of international internships and all government regulations as needed and required. Benchmark internship best practices to ensure compliance. Apply knowledge of legalities of relevant hiring practices sufficient to protect students.
Engage in continuous improvement practices through systematically using data to manage by evidence (e.g., data collections and analyses, best practice benchmarking, recruiting program assessment, execution of surveys to employers and students). Utilize established research methodologies and analytical tools to understand and improve recruiting services delivery, understand the current economic climate and the changing skills and experiences needed for the changing job market. Prepare pertinent internship reports and publications; maintains accurate employer and student records; and maintains statistics regarding student tracking. Track job market demand to assess and predict future engagement activities.
Represent Grinnell College and the Center for Careers, Life, and Service by actively participating in local, regional, and national professional associations and consortiums, conferences, and professional development workshops. Responsibilities may also include committee work, conference presentations, the organization of recruiting/interviewing events, and volunteering for leadership roles (both on- and off-campus).
(2) Comply with all safety policies, practices and procedures. Report all unsafe activities to supervisor and/or Human Resources.
(3) Understand and comply with the policies of the College Staff Handbook.
(4) Demonstrate commitment to customer service. Establish effective relationships with internal and external customers and respond to their needs.
(5) Perform duties as a team member in a manner supportive of department and College procedures, policies and goals.
(6) Protect confidentiality of College information.
(7) Provide leadership to others through example and sharing of knowledge/skill.
(8) Communicate with others in a courteous and helpful manner.
(9) Perform other duties as assigned.
Essential functions are those functions that individual must be able to perform either unaided or with the assistance of a reasonable accommodation. A job function may be considered essential if it meets one of the following criteria:
-
the position exists for performance of the function;
-
a limited number of employees can perform the function, and it, therefore cannot be reassigned;
-
the function is specialized and requires certain expertise to perform it.
Many jobs will also have marginal functions. Marginal functions are those that may be performed by the position but are not tasks critical to job success, can be completed in a number of ways by a variety of people, and are not the primary functions for which the position exists.No documents have been attached.