The Opportunity

Founded in 1839, Boston University (BU) is one of the leading private research and teaching institutions in the world with over 34,000 undergraduate and graduate students from more than 130 countries, approximately 10,500 faculty and staff, 17 schools and colleges, and over 300 fields of study. BU has been a member of the prestigious Association of American Universities (AAU) since 2012. In 2020, BU received gifts in excess of $11.5 million to endow and fund the work of the Center for Antiracist Research. The University provides campus housing to 75 percent of its undergraduate students on the Charles River Campus. Located in the heart of Boston—a city with a rich history and diverse economy, the University is ranked by US News & World Report as #42 among national universities, and is also ranked #21 in the US and #3 in Massachusetts for Best Universities for Excellence, Equity, and Employability.

Boston University is seeking an experienced, progressive professional with demonstrated relevant experience and in-depth knowledge of pertinent laws and regulations to assume the leadership role of executive director of equal opportunity.

The Position

Role of the Executive Director of Equal Opportunity for Boston University

The executive director of equal opportunity provides vision, leadership, and strategic direction for Boston University’s comprehensive Equal Opportunity Office (EOO) that is responsible for promoting and ensuring Boston University’s commitment to equal opportunity and affirmative action. As a visible, engaged leader, the executive director is charged with ensuring an inclusive work and learning environment that is free of harassment and discrimination, incorporates best national practice, and is fully compliant with all applicable federal, state, and local regulations, including Title VII, Title IX, ADA/Section 504, Clery, FERPA, and VAWA. The next executive director will manage a budget of approximately $1.2 million and will lead a staff of seven at the time they assume the role—including a Title IX coordinator, three Equal Opportunity/Title IX investigators (one of whom is an assistant director), one assistant director of compliance (ADA and Affirmative Action), one Equal Opportunity/ADA specialist, and one administrative coordinator/data analyst. Determining strategic priorities, facilitating continuous process and policy improvements, and optimizing the EOO’s fiscal and data management as well as human resources to achieve the mission and goals of the Office are key responsibilities of the executive director. Additionally, the executive director functions as the ADA/Section 504 coordinator responsible for overseeing faculty and staff accommodations.

The executive director of equal opportunity is also responsible for leading all aspects of the production and availability of the annual Affirmative Action (AA) report and partners with Human Resources (HR) on the implementation of these reports in support of the University’s objectives. In collaboration with HR and the Compliance Department, the executive director develops and ensures the implementation of appropriate required and engaging training initiatives for the University community addressing the breadth of EOO activities, including sexual misconduct prevention training. Additionally, the executive director coordinates regularly scheduled trainings and timely information dissemination to support the ongoing effectiveness of approximately 50 deputy Title IX coordinators throughout the University and works collaboratively with multiple BU colleagues to ensure compliance with relevant laws, and to review, update, and/or draft policies and procedures when necessary. The executive director serves as the EOO representative on University committees and reports directly to the associate provost for faculty affairs.

History of the Position

The Equal Opportunity Office (EOO) has a long history at Boston University (BU). Kim Randall, who began her career at BU in 1996 as the equal opportunity officer within the Office of Human Resources will retire in summer 2021. Randall has served as executive director since 2005 and has witnessed a significant expansion of the office throughout her tenure.

In recent years, the report line for the Equal Opportunity Office was changed from Human Resources to the Office of the Provost. Upon Maureen O’Rourke’s appointment as associate provost for faculty affairs, the EOO was incorporated into her portfolio and the executive director became a direct report.

With the addition of an administrative assistant, two investigators, an assistant director of ADA compliance, and an equal opportunity specialist in recent years, there are now a total of six full-time staff members, plus the executive director rounding out the Equal Opportunity Office. As of July 1, 2021, the role of Title IX coordinator is being uncoupled from that of the executive director. The new Title IX coordinator will report directly to the executive director, bringing the total number of staff members reporting to the executive director to seven. Determination of organizational structure and report lines going forward will be made by the executive director, following a period of internal assessment.

Opportunities and Challenges of the Role

To advance the overall effectiveness and value of the Equal Opportunity Office, the next executive director will need to bring a strong managerial skillset, strategic approach, and systematic perspective to the work. In recent years, the EOO has expanded in terms of staffing and the volume of demands placed upon it. Boston University, as well as other higher education institutions, has worked hard to improve conditions in the face of the Me Too and other social justice movements that have affirmed the need for continuous attention and systematic enforcement of policies and practices designed to ensure a community that is free of discrimination, sexual abuse, and harassment of any kind.

The complexity of the work of the EOO has grown both due to the number of cases being brought forward and to changing Title IX regulations. To take the EOO to the next level of excellence, the next ED will need to engage staff and campus partners in a thoughtful assessment of current operations and organizational structure, then devise a strategic plan to guide advancement.

The following opportunities for continuous process improvement await the next executive director:

  • There is a need to clarify staff members’ job responsibilities and expectations—including reporting relationships.
  • Building a strong, cohesive team in which all staff can learn from one another, share in accomplishments, and support one another during challenging times is also important. While staff working on Title IX cases have a different focus than that of other EOO staff working on the ADA and Affirmative Action side of the mission, there remains much to be gained to intentionally create opportunities for team development, cross-fertilization of ideas, and discussion of best practices.
  • As responsibility to serve as the formal Title IX coordinator is shifting out of the executive director’s job duties into that of another dedicated staff member, it will be important to delineate and differentiate autonomy, authority, and accountability for both the executive director and Title IX coordinator.
  • Facilitate an ongoing effort to move the work of the EOO from merely transactional (e.g., responding to reported infractions of policy and regulations) to strategic and transformational. To accomplish this, the executive director will need to bring a big picture view to the work and establish operational systems and efficiencies that position the office to actively support a vibrant intellectual community for all faculty, staff, and students.
  • Establish a culture that supports the growth and development of all EOO staff will be important. The executive director will need to ensure a consistent investment in professional development for all staff members.
  • Examine and revise where appropriate, current policies, practice, and protocols to ensure equitable services for both complainants and respondents.
  • The executive director will also be expected to allocate appropriate time, attention, and support to ADA and Affirmative Action components of the Office to facilitate optimum outcomes and enhance efficiency of the work of dedicated staff in this facet of EOO operations. This will include building strong partnerships with colleagues working in Human Resources and Disability Services within the Office of the Dean of Students.
  • In conjunction with Human Resource partners, carefully examine the current Affirmative Action process for data collection and analysis as well resulting reports with an eye towards producing actionable information that institutional stakeholders can work on to achieve key objectives of the BU 2030 strategic plan.
  • Strengthen and sustain strong, collaborative working relationships with the Office of Community & Inclusion, General Counsel, Athletics, Human Resources, and Dean of Students.
  • Prioritize education and prevention outreach to better train and inform the broad campus community on issues intersecting with the work of Equal Opportunity is another area of opportunity where the executive director can have a positive impact on the institutional culture and climate.
  • Support ongoing projects in collaboration with other BU offices, including pre-departure safety training for graduate and undergraduate student and faculty before embarking on international travel.
  • Direct engagement in the development and implementation of training initiatives for the large number of deputy Title IX coordinators working across academic, administrative, athletic, and student services areas to assure they are well-equipped and supported to fulfill their duties will also be important priorities for the next executive director.

Measures of Success

The items listed below will define the new executive director’s success throughout the first year of employment:

  • a concerted effort to implement systems designed to enhance accuracy and efficiency of the EOO have been advanced;
  • improvement of systems tracking time from complaint to resolution and those tracking requests for accommodation and waivers of posting have been implemented and assessed—and are working effectively for all parties;
  • a continuous scan of national best practices is evident and efforts to inform staff and advance the adoption of new practices are underway;
  • following a period of internal review and analysis, recommendations regarding office structure and reporting lines have been reviewed with, and approved by, the associate provost for faculty affairs;
  • a process of performance evaluation and plan for ongoing professional development for all EOO staff has been implemented;
  • there is clear evidence of strong relationships with partners across campus being built and sustained;
  • the executive director is regarded as an effective contributor to various committees;
  • the EOO budget is being effectively managed and monitored;
  • creative effort has been invested in making the annual affirmative action report a useful, living document, rather than something that sits gathering dust on a shelf.

Qualifications and Characteristics

An advanced degree and at least seven years of full-time relevant experience are required. A JD degree and experience in a large, diverse university are preferred. Demonstrated expertise in the area of Equal Opportunity and its related laws (Title VII, Title IX, ADA, Section 504, etc.), as well as familiarity with other regulations and compliance requirements (e.g., preparation and implementation of Affirmative Action reports), are necessary for success. The ideal candidate will possess outstanding interpersonal and communication/public relations skills, including the ability to write concisely and persuasively, establish rapport, listen attentively, engender respect, and effectively communicate complex and sensitive information to individuals—faculty, staff, and students—of diverse backgrounds and identities. Additional demonstrated capabilities and experience that will be important considerations in the selection of the executive director of EOO include the following: excellent judgment in decision making; experience in data analysis reporting, planning, process improvement, and compliance management; creative problem-solving and the ability to make difficult decisions; facility managing multiple, competing priorities while meeting specific deadlines; success in developing an effective, cohesive, and collaborative team; track record of ability to work collaboratively with individuals at all levels throughout an organization; and an unwavering commitment to inclusive excellence.

In addition to the qualifications stated above, key stakeholders identified the following list of additional capabilities and attributes of a successful candidate:

  • adept at developing and empowering equal opportunity staff to solve problems and provide appropriate support to both claimants and respondents;
  • forward-looking—able to create a work atmosphere that supports innovation and change;
  • bring to the role a high degree of emotional intelligence;
  • politically astute with the ability to inform varied audiences about the work of the EOO, sharing not only a crisp recitation of facts and numerical data points but, when appropriate, also the value and impact the office has on sustaining the mission of the institution and ensuring a work and learning environment in which all persons can thrive;
  • ability to engage others and listen attentively to assimilate information and learn about the Boston University environment and its institutional culture;
  • possess strong communication, consultative/facilitative, relationship-building, problem-solving/mediation, problem-prevention, and diplomacy capabilities, along with an abiding attitude of fairness;
  • demonstrate a record of successful management showcasing an ability to develop and shape staff with different backgrounds, experience, and personalities into a high performing, cohesive, and collegial team;
  • facility to build community, engaging faculty, staff, students and administrators to work collaboratively to address and advance goals of eliminating discrimination, sexual abuse, and harassment coupled with the capacity to maintain a high degree of visibility throughout the campus.

Overview of the Equal Opportunity Department

Since its founding in 1869, Boston University has been dedicated to equal opportunity and has opened its doors to students without regard to race, sex, creed, or other irrelevant criteria. Consistent with this tradition, it is the policy of Boston University to promote equal opportunity in educational programs and employment through practices designed to extend opportunities to all individuals on the basis of individual merit and qualifications, and to help ensure the full realization of equal opportunity for students, employees, and applicants for admission and employment. The University is committed to maintaining an environment that is welcoming and respectful to all.

Boston University prohibits discrimination against any individual on the basis of race, color, religion, sex, age, national origin, physical or mental disability, sexual orientation, gender identity, genetic information, military service, pregnancy or pregnancy-related condition, or because of marital, parental, or veteran status. This policy extends to all rights, privileges, programs, and activities, including admissions, financial assistance, educational and athletic programs, housing, employment, compensation, employee benefits, and the providing of, or access to, University services or facilities. Boston University recognizes that non-discrimination does not ensure that equal opportunity is a reality. Accordingly, the University will continue to take affirmative action to achieve equal opportunity through recruitment, outreach, and internal reviews of policies and practices.

The coordination and implementation of this policy is the responsibility of the executive director of equal opportunity. The officers of the University and all deans, directors, department heads, and managers are responsible for the proper implementation of equal opportunity and affirmative action in their respective areas, and they are expected to exercise leadership toward their achievement. It is expected that every employee of Boston University will share this commitment and cooperate fully in helping the University meet its equal opportunity and affirmative action objectives.

Boston University has developed detailed procedures, described in its Complaint Procedures in Cases of Alleged Unlawful Discrimination or Harassment, by which individuals may bring forward concerns or complaints of discrimination and harassment. Retaliation against any individual who brings forward such a complaint or who cooperates or assists with an investigation of such a complaint is both unlawful and strictly prohibited by Boston University.

Organizational Structure

As the EOO is currently configured, most staff positions report to the executive director. The Equal Opportunity specialist reports to the assistant director for compliance as noted below. Assessing and optimizing the organizational and reporting structure of the Office will be an important focus of attention for the next leader.

With the arrival of the next executive director, the Equal Opportunity Office will include:

  • Executive director
    • Title IX coordinator
    • 3 Title IX investigators (one of whom is an assistant director)
    • Assistant director for Compliance (ADA & Affirmative Action)
    • Equal Opportunity specialist (ADA focus)
    • Data analyst and administrative coordinator

Additional information about the EOO is located on the BU website:

http://www.bu.edu/eoo/equal-opportunity-affirmative-action/

Institution & Location

Institutional Overview

Boston University is a private institution that was founded in 1839. It has a total undergraduate enrollment of 17,983, its setting is urban, and the urban campus size is 169 acres. It utilizes a semester-based academic calendar. Boston University is ranked #42 in US News & World Report’s 2021 edition of Best Colleges is National Universities. Its tuition and fees are $58,072.

Boston University is one of the largest independent, nonprofit universities in the country. The BU Terriers have more than 20 NCAA Division I varsity sports. BU’s hockey team has won multiple NCAA national championships. BU also has nearly 500 student clubs, ranging from Ski Racing to the Juggling Association. BU created one of the first study abroad programs, and currently sponsors more than 90 international programs. Freshmen are required to live on campus, and about 80 percent of undergraduate students live on the main Boston campus, which lies along the Charles River.

Boston University’s highly ranked graduate schools include the School of Law, School of Management, School of Medicine, College of Engineering, and School of Education. BU’s School of Medicine is the nation’s first combined cancer research and teaching laboratory. BU is also the first university to open all divisions to female students in 1872. Notable alumni include Dr. Martin Luther King, Jr.; Barbara Jordan—the first African American woman to be elected to Congress from a Southern state; Uzo Aduba—Emmy Award winner for “Orange Is the New Black;” Teresa Wakim—Grammy Award winner; actors John Casale, Julianne Moore, and Geena Davis; Jhumpa Lahiri—author; and numerous others who have distinguished themselves in athletics, government and politics, business, education, communications/media, and the arts.

Mission Statement

Boston University is an international, comprehensive, private research university, committed to educating students to be reflective, resourceful individuals ready to live, adapt, and lead in an interconnected world. Boston University is committed to generating new knowledge to benefit society.

“We remain dedicated to our founding principles: that higher education should be accessible to all and that research, scholarship, artistic creation, and professional practice should be conducted in the service of the wider community—local and international. These principles endure in the University’s insistence on the value of diversity, in its tradition and standards of excellence, and in its dynamic engagement with the City of Boston and the world.

Boston University comprises a remarkable range of undergraduate, graduate, and professional programs built on a strong foundation of the liberal arts and sciences. With the support and oversight of the Board of Trustees, the University, through our faculty, continually innovates in education and research to ensure that we meet the needs of students and an ever-changing world.”

Diversity

Boston University’s founders opened its doors to all students without regard to religion, race, or gender. Building and sustaining a vibrant community of scholars, students, and staff remains essential to our mission of contributing to, and preparing students to thrive in, an increasingly interconnected world.

BU strives to create environments for learning, working, and living that are enriched by racial, ethnic, and cultural diversity. The University seeks to cultivate an atmosphere of respect for individual differences in life experience, sexual orientation, and religious belief, and it aspires to be free of intellectual parochialism, barriers to access, and ethnocentrism.

Success in a competitive, global milieu depends upon BU’s ongoing commitment to welcome and engage the wisdom, creativity, and aspirations of all peoples. The excellence BU seeks emerges from the contributions and talents of every member of the Boston University community.

Statement on Free Speech and Expression

Freedom of speech and expression are central to the mission of Boston University. The University has a responsibility to allow and safeguard the airing of the full spectrum of opinions on its campuses and to create an environment where ideas can be freely expressed and challenged. Boston University is committed to the academic freedom of its faculty as articulated in the Faculty Handbook and to preparing students to engage thoughtfully, openly, and effectively in disagreement and debate.

The University is committed to creating and maintaining a community that invites the full participation of all people and the expression of all viewpoints. The University believes that freedom of speech and expression are essential to, and compatible with, the principles articulated in Boston University’s Statement on Diversity. The University embraces the guiding principle that the remedy for speech that some may find hurtful, offensive, or even hateful is not suppression of speech, but more speech.

Freedom of speech and expression are not without limits. University policies regarding the time, place, and manner of speech and of expression ensure that the University can carry on its ordinary activities. The University may also restrict speech or expression that breaks the law, violates University policies or codes of conduct, or is otherwise directly incompatible with the safety of the community or the functioning of the University.

Strategic Plan

The University Strategic Plan for 2030: Accelerating the Future identifies five priorities that will guide the institution through the next ten years:

  • A Vibrant Academic Experience
  • Research That Matters
  • Diversity, Equity, and Inclusion
  • Community, Big Yet Small
  • Global Engagement

For more information regarding BU’s strategic plan, please visit: https://www.bu.edu/plan2020/.

Leadership

Dr. Robert A. Brown, President

Dr. Robert A. Brown, a distinguished chemical engineer and educator, became president of Boston University in September 2005. As President, Dr. Brown emphasizes the continued improvement of academic quality in all domains through the establishment of clear priorities, benchmarking, and periodic review.

He also works to underscore the central importance and interrelationship of teaching and research, with particular focus on stimulating interdisciplinary study and spanning all the University’s disciplines and programs. A key interdisciplinary effort is the Arvind and Chandan Nandlal Kilachand Honors College that gives the University’s best students opportunities to explore broadly using the full range of programs offered at BU.

Early in his presidency, Dr. Brown initiated an 18-month planning process that culminated in the 10-year strategic plan, Choosing to be Great, that articulated Boston University’s core values embedded in a set of institutional commitments. That ten-year plan defined goals for establishing Boston University as one of the great research universities in the world. In 2012, the University was invited to join the Association of American Universities (AAU), an organization of the 62 leading research universities in the United States and Canada. The University is now advancing its second, ten-year strategic plan under Dr. Brown.

A Texas native, Dr. Brown earned BS and MS degrees in chemical engineering at the University of Texas at Austin. He received his PhD in chemical engineering from the University of Minnesota, where he worked under the guidance of Professor L. E. Scriven. He is a member of the American Academy of Arts & Sciences, the National Academy of Engineering, and the National Academy of Sciences, among other professional societies.

Prior to his appointment at Boston University, Dr. Brown was provost and Warren K. Lewis Professor of Chemical Engineering at the Massachusetts Institute of Technology. He joined the MIT faculty in 1979, beginning a distinguished career in education and research. He has published more than 250 papers in areas related to mathematical modeling of transport phenomena in materials and served as executive editor of the Journal of Chemical Engineering Science from 1991 to 2004. In 2008, Dr. Brown was named one of the top 100 Chemical Engineers of the Modern Era by the American Institute of Chemical Engineers.

Jean Morrison, Provost

Jean Morrison was named university provost and chief academic officer of Boston University in January 2011. She provides leadership for the University’s overall academic, budgetary, and planning processes and oversight of its academic programs, research, global programs, enrollment, and student affairs.

Provost Morrison is the University’s 2nd-ranking officer and oversees the academic deans of BU’s 17 schools and colleges. Since her appointment, she has overseen several key efforts designed to enhance BU’s academic quality and global competitiveness, including the development of a University-wide process for academic program review, the launch of a University-wide Arts Initiative, and the establishment of new associate provost positions to lead and oversee the University’s efforts in graduate education, digital learning and innovation, and diversity and inclusion.

A geologist by training, Provost Morrison’s research in earth sciences has focused on understanding the evolution of the earth’s crust over time, with particular emphasis on the physiochemical characteristics in earthquake fault systems, as well as the properties of the earth’s deep crust. She has served as an editor of the Journal of Metamorphic Geology and associate editor of both the American Mineralogist and the Geological Society of America Bulletin, where she is also a Fellow. Prior to her arrival at BU, she was a professor of earth science and executive vice provost for academic affairs at the University of Southern California.

At BU, Provost Morrison is a professor in the Department of Earth & Environment. She received her PhD from the University of Wisconsin, Madison, in 1988; her MS from the University of Georgia in 1983; and her BA from Colgate University in 1980.

For more information about the Office of the Provost, including a listing of the Provost’s Cabinet and Council of Deans, please visit: https://www.bu.edu/provost/.

Maureen O’Rourke, Associate Provost for Faculty Affairs

Maureen O’Rourke is associate provost for faculty affairs and dean emerita, Michaels Faculty Research Scholar, and professor of law in the School of Law. She is the senior officer of the University responsible to the provost for matters involving faculty, and oversees faculty recruitment, appointment, and compensation, as well as the promotion and tenure process for the Charles River Campus. She works closely with the provost on faculty policies, including those that support the University’s commitment to faculty diversity, professional development, and work-life balance, and represents the provost in discussions with schools, colleges, and University-wide groups on issues concerning the faculty. She also supervises the University’s Equal Opportunity Office.

O’Rourke joined the BU faculty in 1993 after working as an attorney on IBM’s in-house counsel staff. She became a full professor in 1998 and served as dean of the School of Law from 2004-2018 (including a term as interim dean from 2004-2006), where she led advances in the quality, relevance, and accessibility of the School’s programs and national reputation, and oversaw the completion of a state-of-the-art law school complex. A past recipient of the Metcalf Award for Excellence in Teaching, the University’s highest teaching honor, she is among the nation’s top scholars in intellectual property law. She has published extensively, co-authoring one of the leading copyright casebooks in the nation, Copyright in a Global Information Economy, and authoring dozens of articles for premier law reviews and industry journals. Her research explores intellectual property law’s intersection with a variety of fields including contract and antitrust law, particularly in the context of software and high technology.

O’Rourke has served as chair of the council for the American Bar Association’s Section of Legal Education and Admissions to the Bar (the accrediting agency for U.S. law schools) and has been recognized several times on The National Jurist’s list of the most influential people in legal education. She serves on the Board of Directors of AccessLex Institute, an organization dedicated to using data-driven research to improve legal education. O’Rourke received her JD from Yale University and her BS from Marist College, where she serves as a member of the Board of Trustees.

Schools and Colleges

Boston University is comprised of 17 schools and colleges. A full listing of academic units includes the following:

  • Arvind & Chandan Nandlal Kilachand Honors College
  • College of Arts & Sciences
  • College of Communication
  • College of Engineering
  • College of Fine Arts
  • College of General Studies
  • College of Health & Rehabilitation Sciences: Sargent College
  • Frederick S. Pardee School of Global Studies
  • Graduate Medical Sciences
  • Graduate School of Arts & Sciences
  • Henry M. Goldman School of Dental Medicine
  • Metropolitan College
  • Questrom School of Business
  • School of Hospitality Administration
  • School of Law
  • School of Medicine
  • School of Public Health
  • School of Social Work
  • School of Theology
  • Wheelock College of Education & Human Development
  • Division of Military Education

Boston University Rankings

  • #42 in National Universities
  • #47 in Best Value Schools
  • #42 in Most Innovative Schools
  • #237 in Top Performers on Social Mobility
  • #53 in Best Undergraduate Engineering Programs
  • #11 in Biomedical
  • #13 in Study Abroad
  • #37 in Undergraduate Research/Creative Projects

Academic Programs and Faculty

Boston University employs 4,171 faculty members across its 17 schools and colleges (FY 2020 data).

Charles River Campus

Full-time: 1,695

Part-time: 722

Medical Campus

Full-time: 1, 484

Part-time: 268

Overseas

Full-time:  2

Part-time: 2

Student-faculty ratio at Boston University is 10:1

Average freshman retention rate, an indicator of student satisfaction, is 94%.

The most popular undergraduate majors include:

  • Business Administration and Management
  • Communication and Media Studies
  • Economics
  • Psychology
  • Computer Science

The University awards Certificate, Bachelor’s, Post-bachelor’s certificate, Master’s, Post-master’s certificate, Doctorate – professional practice, Doctorate – research/scholarship, and numerous combined program degrees that provide a seamless educational experience beginning with undergraduate study through the completion of an advanced degree.

Student Demographics

61,007 undergraduate applications. An incoming first-year class of 3,100 students.

Students come from all 50 U.S. states, more than 100 countries, and a myriad of ethnic, cultural, and socioeconomic backgrounds.

Among undergraduates, 17 percent are first-generation students.

Fall 2020 First-Year Student Body Statistics

Asian American: 21%

Black/African American: 3.8%

Hispanic American: 12.5%

International: 19.7%

White: 34.5%

Other: 5.2%

Not Reported: 3.3%

Greater Boston Area

Boston Massachusetts is one of the world’s favorite cities, with over 19 million domestic and typically over 1.7 overseas visitors traveling to the area annually, making it a leading tourist destination.

There are annual events which need no further introduction, including the Boston Marathon, 4th of July, or First Night/First Day. And there are many seasonal specialties near and dear to Bostonians: Lilac Sunday or the Ducklings Day Parade in springtime, Boston Pride Festival for an entire week every June, the Head of the Charles Regatta in fall, or a Nutcracker performance for the holiday.

Boston dining is increasingly a destination all its own. The restaurant scene is delicious and dynamic. Boston’s acclaimed restaurants and neighborhood bistros offer a veritable United Nations gastronomical experience with fare ranging from contemporary cuisine to traditional New England as well as an eclectic mix of ethnic options.

Each of the city’s neighborhoods has a remarkably different style and tone. From the Back Bay’s cosmopolitan streets and ornate Victorian town houses, to the aromas spilling into the narrow and jumbled 17th century streets of Boston’s North End, to the spirited and funky neighborhood squares of Cambridge, all are within easy distance from one another.

Boston has a compact downtown area, making it easy to get around by foot or via public transportation.

The Massachusetts Bay Transportation Authority (MBTA, or locally known as the T) operates a network of subway, buses, and trolleys that make travel easy throughout the city and suburbs. BU also operates a free buss shuttle between the Charles River Campus, Fenway, and BU Medical Center Campuses. Biking is also an increasingly popular way to get around. The BU campus stretches along Commonwealth Avenue, home of Boston’s first bike lanes.

Benefits Overview

The following benefits are available to employees of Boston University:

  • Health
  • Dental
  • Disability
  • Flexible Spending Accounts
  • Retirement
  • Life Insurance
  • Accident Insurance
  • Tuition Remission
  • Paid Time Off

For more information regarding benefits, visit: https://www.bu.edu/hr/employee-resources/benefits/

Application & Nomination

Review of applications will begin immediately, and continue until the position is filled. To apply for this position please click on the Apply button, complete the brief application process, and upload your resume and position-specific cover letter. Nominations for this position may be emailed to Valerie B. Szymkowicz at vbs@spelmanjohnson.com. Applicants needing reasonable accommodation to participate in the application process should contact Spelman Johnson at 413-529-2895.

Visit the Boston University website at www.bu.edu

 Boston University is committed to fostering a diverse University community within a supportive and respectful environment. We believe that the diversity of our faculty, students, and staff is essential to our success as a leading research university with a global reach, and that diversity is an integral component of institutional excellence. Boston University is an equal opportunity employer and gives consideration for employment to qualified applicants without regard to race, color, religion, sex, age, national origin, physical or mental disability, sexual orientation, gender identity, genetic information, military service, or because of marital, parental, or veteran status or any other characteristic protected by law.

We are sensitive to how the COVID-19 pandemic is impacting work and personal lives, and will offer the utmost flexibility throughout the interview process. The search committee expects to conduct initial interviews virtually for the safety and well-being of all involved.