Executive Director

Position Details

Position Information


Recruitment/Posting Title
Executive Director


Job Category
Staff & Executive - Academic Affairs


Department
Student Success & Retention


Overview


The Office of Student Retention is committed to promoting the academic success, persistence, and timely graduation of all students, with particular attention to low-income, first-generation, and historically under-represented minority populations, as well as students who are struggling academically or facing other challenges. Through a comprehensive and data-informed approach, we cultivate dynamic partnerships with academic deans, department chairs, faculty, and administrative offices across the university, ensuring that student outcomes, retention, and graduation rates are continuously monitored, analyzed, and addressed through evidence-based interventions.

Our services encompass a wide range of functions, including the ongoing review of student data across various student populations; support for academic advisors through data, guidance, and resources that strengthen early intervention and student support strategies; and assessment of learning outcomes. Through these initiatives, we strive to identify barriers to student success, close equity gaps, and foster an institutional culture that supports every student in reaching their academic and personal goals.

Posting Summary


Rutgers University - Newark, an urban public research anchor institution, located in Newark, New Jersey, a city of promise, is seeking an Executive Director.

Rutgers University - Newark (RUN) often is recognized for providing an affordable high quality education that serves first-generation and low-income college students especially well (e.g., RU-N was ranked 9th among National Universities in the Washington Monthly "Bang for the Buck" listing, which recognizes RUN's relatively high numbers of Pell-eligible students in its incoming first-year class, relatively high 6-year graduation rate, and relatively low student loan default rate).
As documented in a September 2014 report by The Education Trust ( the achievement of such high graduation rates for this population of students is a relatively recent phenomenon at RUN and attributable in substantial measure to cultural shifts on campus that occurred in the wake of RU-N's repeated recognition as the top national university for campus ethnic diversity and the embracing of this ranking by RU-N leadership.

At the same time, while RU-N's graduation rate is high relative to what might be predicted from national norms from its student demographics, its 6-year graduation rate is nowhere near the top of national universities is absolute terms (118th) and its 4-year graduation rate is well less than half of that of any of those ranked in the top 25 for public universities. In order to continue to improve its graduation rates, especially at the 4-year mark, RU-N needs to adopt a much more strategic approach to student retention and degree attainment that cuts across all of its undergraduate serving schools and ideally encompassing many of its graduate programs as well. To this end, RU-N recently has contracted with the EAB Collaborative to provide in-depth analytics and consultancy services about student performance and retention as well as technology to assist students, faculty, and academic advisors in applying the results of such analyses to concrete daily student academic decisions. It also has added multiple dual enrollment and special cohort-based programs, especially in recent years, to improve student preparation and engagement and to help defined pathways for students through to graduation.

These efforts require high level coordination to bring the efforts of external consultants and the academic deans and departments chairs into alignment and, in collaboration with senior leadership of the university, to set a strategic direction for RU-N as a whole in the area of student success, retention, and degree attainment programming.

This position is responsible for and not limited to the following:

• Reviews student outcomes and retention and graduation rates of various student populations and sub-populations - paying special attention to low-income, first-generation, and historically under-represented minority populations as well as populations of students at risk academically or otherwise.
• Reviews registration, packaging, and billing practices and makes recommendations to deans and directors on possible operational revisions in light of best practices.
• Reviews learning outcomes at RUN and makes recommendations to faculty and department chairs on possible pedagogical and curricular revision in light of recognized best practices.

FLSA
Exempt


Grade
09


Salary Details

Minimum Salary
124967.000


Mid Range Salary
158175.000


Maximum Salary
191383.000


Offer Information


The final salary offer may be determined by several factors, including, but not limited to, the candidate's qualifications, experience, and expertise, and availability of department or grant funds to support the position. We also take into consideration market benchmarks, if and when appropriate, and internal equity to ensure fair compensation relative to the university's broader compensation structure. We are committed to offering competitive and flexible compensation packages to attract and retain top talent.

Benefits


Rutgers provides a comprehensive benefits package to eligible employees. The specific benefits vary based on the position and may include:

• Medical, prescription drug, and dental coverage
• Paid vacation, holidays, and various leave programs
• Competitive retirement benefits, including defined contribution plans and voluntary tax-deferred savings options
• Employee and dependent educational benefits (when applicable)
• Life insurance coverage
• Employee discount programs

Position Status
Full Time


Working Hours

Standard Hours
37.50


Daily Work Shift

Work Arrangement


Consistent with the current application of Rutgers Policy 60.3.22, this position may be eligible for a hybrid work arrangement. The flexible work arrangements outlined in Rutgers Policy 60.3.22 are part of a pilot program that is effective September 1, 2022 through August 31, 2024. Therefore, there is no guarantee that this flexible work arrangement will continue beyond that date. Flexible work arrangements are not permanent, are subject to change or cancellation and contingent on the employee receiving approval in the View email address on click.appcast.io Application System. Additional information may be found at .

Rutgers Future of Work | uhr.rutgers.edu

Union Description
Admin Assembly (MPSC)


Payroll Designation
PeopleSoft


Seniority Unit

Terms of Appointment
Staff - 12 month


Position Pension Eligibility
ABP

Qualifications


Minimum Education and Experience

• Master's degree and at least 3 years administrative experience in higher education, at least some of which is in institutional effectiveness and or academic advisement, or at government or non-profit organizations focusing on higher education, having responsibility for portfolios involving student success, outcomes assessment, or institutional effectiveness

Certifications/Licenses

Required Knowledge, Skills, and Abilities

Preferred Qualifications

• Doctoral degree in higher education, or related field.
• Experience with institutional effectiveness and academic advisement with a focus on student success and outcomes assessment.

Equipment Utilized

Physical Demands and Work Environment

Special Conditions

Posting Details


Posting Number
26ST1444


Posting Open Date
08/25/2026


Special Instructions to Applicants

Regional Campus
Rutgers University-Newark


Home Location Campus
Rutgers University-Newark


City
Newark


State
NJ


Location Details

Pre-employment Screenings


All offers of employment are contingent upon successful completion of all pre-employment screenings.

Immunization Requirements
Under Policy 100.3.1 Immunization Policy for Covered Individuals, if employment will commence during Flu Season, Rutgers University may require certain prospective employees to provide proof that they are vaccinated against Seasonal Influenza for the current Flu Season, unless the University has granted the individual a medical or religious exemption. Additional infection control and safety policies may apply. Prospective employees should speak with their hiring manager to determine which policies apply to the role or position for which they are applying. Failure to provide proof of vaccination for any required vaccines or obtain a medical or religious exemption from the University will result in rescission of a candidate's offer of employment or disciplinary action up to and including termination.

Equal Employment Opportunity Statement


It is university policy to provide equal employment opportunity to all its employees and applicants for employment regardless of their race, creed, color, national origin, age, ancestry, nationality, marital or domestic partnership or civil union status, sex, pregnancy, gender identity or expression, disability status, liability for military service, protected veteran status, affectional or sexual orientation, atypical cellular or blood trait, genetic information (including the refusal to submit to genetic testing), or any other category protected by law. As an institution, we encourage all qualified applicants to apply. For additional information please see the Non-Discrimination Statement at the following web address: