Student & Campus Life (SCL) inspires transformation in all Cornell students on their journey of individual, academic and personal evolution. Our division is comprised of leading student affairs experts who support our campus on pressing student life matters including public service, health, wellbeing, connection and belonging, residential living, food services, sports, recreation, career services, and student activities and organizations including sorority and fraternity life. We provide support and services to roughly 25,000 undergraduate, graduate, and professional students on multiple campuses in the U.S. and abroad.

Cornell Health's more than 200 employees collaborate to provide integrated and culturally-sensitive mental health, medical, health promotion, public health, student accommodations, and occupational medicine care and services. Dually focused on holistic health of Cornell students and well-being of the larger campus community, the unit supports readiness to learn, to participate fully in the Cornell experience, and to achieve academic, work, and life success. Cornell Health is nationally recognized for innovation and leadership, and is committed to an ongoing journey toward integrated, cost-effective, and community-based services and campus health initiatives.

The Skorton Center for Health Initiatives promotes a healthy campus environment and community through institutional leadership, educational initiatives, research and evaluation, and public engagement. The Skorton Center’s core focus areas are the promotion of student mental health and well-being, and the prevention of suicide, alcohol and other drug misuse, sexual violence, and hazing. Skorton Center staff also provide leadership for advancing Cornell’s Health Promoting Campus framework, coordinating cross-campus leadership structures that support implementation of population-level well-being strategies.

Cornell’s Sexual Harassment & Assault—Response & Education (SHARE) Office provides key services, training and education, advocacy and support for victims/survivors of harmful, threatening, or violent incidents. Support is provided for concerns including sexual assault and related misconduct, hazing, bias-related incidents, and other forms of victimization.

   

The Sexual and Gender-Based Violence Prevention Coordinator supports the development, implementation, and continuous improvement of campus-wide training and prevention initiatives supporting undergraduate, graduate, and professional students, as well as staff and faculty. In collaboration with staff in the Sexual Harassment and Assault Response and Education (SHARE) Office, this role contributes to the development and implementation of comprehensive sexual and gender-based violence prevention strategies, including required trainings, policy-aligned educational initiatives, and public health interventions designed to reduce harm, strengthen accountability, and foster a culture of respect and safety. The position implements and supports prevention efforts through strategies tailored to populations and contexts where risk for interpersonal harm may be elevated, including peer leadership environments, gendered social settings, and other high-visibility campus spaces. Content for programming includes risks and protective factors of perpetration and victimization, issues of intersectionality, impact of trauma, linkages to oppression and privilege, etc. This work strengthens institutional capacity to prevent sexual misconduct by integrating evidence-informed programming, research-driven intervention initiatives, and campus climate improvement approaches, in coordination with campus partners.
 

This role works closely with SHARE Office Victim Advocates to ensure that prevention and training efforts are trauma-informed, culturally responsive, and survivor-centered, and that educational strategies reflect the needs of diverse student populations, including graduate and professional students.

Success Factors

• Excellent communication, interpersonal, public speaking, and listening skills, including demonstrated success with program/training development.
• Ability to lead culture-change initiatives in complex institutional environments.
• Ability to engage diverse student populations, including student leaders in high-visibility or high-risk campus roles, in conversations about responsibility, respect, and community standards.
• Ability to multi-task and manage several projects at once in a fast-paced work environment, with strong attention to detail and excellent follow-through on tasks and overarching priorities.
• Demonstrated decision-making skills that include reasoning and sound judgment, with the ability to be resourceful and strategize when conflicts or obstacles arise.
• Strong interpersonal skills, demonstrating effective collaboration with multiple stakeholders and partners, and a commitment to inclusive educational efforts.
• Flexible in adjusting to a changing work environment, job responsibilities, and departmental priorities, including willingness to work outside of regular business hours, including weekends and evenings as needed.

While position responsibilities vary, every member of our community is expected to foster a culture of belonging and a healthy work environment by communicating across differences; being cooperative, collaborative, open, and welcoming; showing respect, compassion, and empathy; engaging and supporting others regardless of background or perspective; speaking up when others are being excluded or treated inappropriately; and supporting work/life integration of oneself and others.

Please Note: Visa sponsorship is not available for this position. This is a five-year term position.

Required Qualifications

• Bachelor’s degree in public health, social sciences, mental health, or related field, with 2-4 years of work experience in a collegiate environment, or equivalent combination of education and experience.
• Demonstrated experience in sexual and gender-based violence prevention theory, program design, and evaluation in higher education or comparable settings.
• Experience supporting or coordinating prevention initiatives programming that engages men and other students in preventing gender-based violence and promoting cultures of respect, belonging, and accountability.

• Knowledge of evidence-based approaches to preventing interpersonal violence, including strategies addressing gender norms, peer culture, and power dynamics.

• Training or experience in trauma-informed practice, prevention or gender-based violence intervention.

• Experience with program/training development, implementation, and assessment for in-person and online delivery, including different learning modalities.

• Demonstrated skills in public speaking, program coordination, and group facilitation.

• Grounding in public health and social behavioral theories, including individual and environmental change, and how those concepts can be applied to campuswide violence prevention initiatives.

• Experience working with inclusion, belonging, and wellbeing programs. 

• Ability to cultivate and develop inclusive working relationships with students, faculty, staff, and community members. 

Preferred Qualifications

• Masters or Doctoral degree in education, public health or closely related field.
• Experience contributing to campus-wide prevention initiatives or institutional change efforts related to sexual misconduct or gender equity.
• Familiarity with Title IX policy, conduct systems, or survivor advocacy programs.

• Training and experience in curriculum development.
• Demonstrated contributions to publications or conference presentations.

   

University Job Title:

Campus Health Associate II

   

Job Family:

Health

   

Level:

F

   

Pay Rate Type:

Salary

   

Pay Range:

$72,209.00 - $81,464.00

   

Remote Option Availability:

Hybrid

   

Company:

Endowed

   

Contact Name:

Candyse James

   

Contact Email:

[email protected]

   

Job Titles and Pay Ranges:

Non-Union Positions

Noted pay ranges reflect the potential pay opportunity for each job profile. The hiring rate of pay for the successful candidate will be determined considering the following criteria:

• Prior relevant work or industry experience

• Education level to the extent education is relevant to the position

• Unique applicable skills

• Academic Discipline

To learn more about Cornell’s non-union staff job titles and pay ranges, see Career Navigator.

Union Positions

The hiring rate of pay for the successful candidate will be determined in accordance with the rates in the respective collective bargaining agreement. To learn more about Cornell’s union wages, see Union Pay Rates.

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Cornell welcomes students, faculty, and staff with diverse backgrounds from across the globe to pursue world-class education and career opportunities, to further the founding principle of “... any person ... any study.” No person shall be denied employment on the basis of any legally protected status or subjected to prohibited discrimination involving, but not limited to, such factors as race, ethnic or national origin, citizenship and immigration status, color, sex, pregnancy or pregnancy-related conditions, age, creed, religion, actual or perceived disability (including persons associated with such a person), arrest and/or conviction record, military or veteran status, sexual orientation, gender expression and/or identity, an individual’s genetic information, domestic violence victim status, familial status, marital status, or any other characteristic protected by applicable federal, state, or local law.

Cornell University embraces diversity in its workforce and seeks job candidates who will contribute to a climate that supports students, faculty, and staff of all identities and backgrounds. We hire based on merit, and encourage people from historically underrepresented and/or marginalized identities to apply. Consistent with federal law, Cornell engages in affirmative action in employment for qualified protected veterans as defined in the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and qualified individuals with disabilities under Section 503 of the Rehabilitation Act. We also recognize a lawful preference in employment practices for Native Americans living on or near Indian reservations in accordance with applicable law.

2026-09-02