DIVERSITY AND CIVIL RIGHTS COMPLIANCE OFFICER II

DIVERSITY AND CIVIL RIGHTS COMPLIANCE OFFICER II

Salary

$68,967.00 - $122,933.00 Annually

Location

GOVERNMENT CENTER 141 PRYOR STREET, GA

Job Type

FULL-TIME

Department

Diversity and Civil Rights Compliance

Opening Date

10/06/2026

Closing Date

10/27/2026 11:59 PM Eastern

Pay Grade:

20

• Description
• Benefits
• Questions

UNCLASSIFIED POSITION IN THE OFFICE OF DIVERSITY AND CIVIL RIGHTS COMPLIANCE

Minimum Qualifications:

Bachelor's Degree in Public or Business Administration, Organizational Development, Human Resources, Political Science, Criminal Justice, or a related field required; supplemented by five years of progressively responsible experience conducting employment discrimination, civil rights, workplace compliance, or related administrative investigations including a minimum of three years of experience specifically conducting employment-based or employment discrimination investigations and one year of lead experience; or any equivalent combination of education, training, and experience that provides the requisite knowledge, skills, and abilities for this job.

Preferred Qualifications: Master's degree in human resources, and work experience in a public sector environment.

Specific License or Certification Required: None. Preferred professional memberships/certifications with American Association for Access, Equity and Diversity (AAAED), Society for Human Resources Management (SHRM), Georgia Office of Dispute Resolution (GODR), American Society for Public Administration (ASPA) or equivalent.

Specific Knowledge, Skills, or Abilities: Must be able to demonstrate proficiency in performing essential functions while learning, comprehending, and applying all county or departmental policies, practices, and procedures necessary for effective performance in the position. A strong understanding of the provisions of Title VII of the Civil Rights Act of 1964, as amended, Title I, of the Americans with Disabilities Act, Age Discrimination in Employment Act, Equal Pay Act of 1963, Genetic Information Nondiscrimination Act, Uniformed Services Employment and Reemployment Rights Act, Pregnancy Workers Fairness Act, and Title VI of the Civil Rights Act of 1964 is essential, along with knowledge of evaluating. Familiarity with training principles and techniques, as well as practices related to employment nondiscrimination requirements are also required. Demonstrated proficiency in using case management systems, Microsoft 365 applications, virtual meeting platforms, and data analysis and reporting tools. Additionally, strong communication skills are crucial for unifying equal opportunity efforts.

Purpose of Classification:

The purpose of this classification is to manage Fulton County's compliance with relevant federal anti-discrimination laws/regulations. This classification is distinguished from Diversity and Civil Rights Compliance Officer I, in that it may supervise subordinate staff, develop training, and perform more complex/high profile/sensitive investigations.

The following duties are normal for this position. The omission of specific statements of the duties does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned.

Essential Functions:

Supervise and direct assigned staff, develops and oversees employee work schedules to ensure adequate coverage and control; compiles and reviews timesheets; approves/processes employee concerns and problems and counsels or disciplines as appropriate; assists with or completes employee performance appraisals; directs work; acts as a liaison between employees and management; and trains staff in operations, policies, and procedures.

Prioritizes work activities to meet objectives; ensures that subordinates have the proper resources needed to complete the assigned work; monitors status of work in progress and inspects completed work; consults with assigned staff to assist with complex/problem situations and provide technical expertise; provides progress and activity reports to management; and assists with the revision of procedure manuals as appropriate.

Assist the ADA or Equal Opportunity Administrator with the development and implementation of equal opportunity and equal access non-discrimination compliance programs for the County, departments, sub-recipients, and external County partners as appropriate, with federal/state/local statutes, regulations, and grant requirements, as well as related County policies, guidelines, and procedures.

Reviews, revises, and evaluates pertinent issues affecting County policies applicable to equal opportunity compliance (employees and/or members of the public).

Monitors and evaluates the effectiveness of DCRC policies and procedures; makes recommendations regarding policy improvements, requirements, needs, gaps, and action plans.

Develop, coordinate, conduct, and evaluate comprehensive training and instructional materials, and needs assessments concerning issues related to equal opportunity, equal access, diversity, and inclusion for County Departments and their external partners as appropriate. Research and assist the ADA or Equal Opportunity Administrator with the development/provision of non-discrimination and compliance-related training, technical assistance, reports, and consultation with County staff.

Maintains confidentiality of all work activities: stores and maintains confidential information and records of personal information collected during an investigation, utilizes discretion when conducting business with internal and external parties to protect individual rights according to established privacy laws and policies.

Maintains comprehensive, current knowledge and awareness of applicable laws, regulations, policies, and procedures; maintains an awareness of new trends, procedures, and advances in the industry and recent court decisions; reads professional literature; maintains professional affiliations and relationships with subject matter experts; participates in continuing education activities; attends meetings, workshops, and seminars as appropriate; maintains knowledge of evaluating public access to facilities, programs, and services; Maintains knowledge of employment nondiscrimination requirements .

Consults with County Attorney's Office on complex legal issues; request legal interpretation and/or opinion and appropriate course of action; provides subject matter expert testimony in legal proceedings and hearings; represents the ADA or Equal Opportunity Administrator in her/his/they absence.

Coordinates special projects assigned; establishes and maintains project files, including timelines and other data; briefs management routinely regarding progress and status of all assigned tasks; prepares and submits written reports on projects and/or programs as directed.

Processes a variety of documents associated with department/division operations within designated timeframes as per established procedures, receives and reviews various documentation, including investigative reports, EEOC notifications and orders, various reports, depositions, personnel data, open records requests, subpoenas, reviews, completes, processes, forwards or retains as appropriate; prepares or completes various forms, reports, correspondence, and other documentation, including open records files and documents policies, procedures, legislation and proposals; reviews, completes, processes, forwards or retains as appropriate; prepares or completes various forms, reports, correspondence, and other documentation; compiles data for further processing or for use in preparation for department reports; and maintains computerized and/or hard copy records.

Stay informed on changes to equal opportunity, access regulations and related laws. Review their impact on organizational policies and procedures and recommend updates to ensure compliance and support equal access. Share relevant updates with staff as needed.

Familiarity with case management, learning management, virtual investigation tools, assistive technologies, and workplace ergonomics, including screen readers, magnification software, speech recognition tools, ergonomic keyboards, adjustable workstations, and other adaptive devices. Proficient in recommending and implementing solutions to create inclusive environments that accommodate individuals with diverse abilities and physical needs.

Operates a personal computer to enter, retrieve, review, or modify data, utilizing word processing, spreadsheet, database, presentation, Internet, e-mail, or other software, and operates general office or other equipment as necessary to complete essential functions.

Communicate with County Elected Officials, County Managers, Executive Staff, and other individuals as needed to coordinate work activities, review status of work activities, exchange information, or resolve problems. Serves as a key consultant to Department Heads, Appointing Authorities, and the ADA or Equal Opportunity Administrator in regard to DCRC policies and procedures; provides information and advice on legislative provisions which may affect programs and operations.

EQUAL OPPORTUNITY DIVISION

Conducts highly complex and sensitive investigations: reviews/approves the investigative protocols and reports of subordinate staff; develop investigative plans, interview protocols and prepare investigative reports; makes recommendations to the Equal Opportunity Administrator of final determination of cause or no cause findings; participates in civil litigation matters filed against the County, such as depositions, litigation preparation and hearings.

Review and process employee requests for religious accommodation in a professional, timely, and confidential manner. Engage in clear and effective communication with employees, supervisors, and relevant stakeholders to thoroughly assess individual needs and implement appropriate accommodation(s). Ensure accommodations are compliant with the standards outlined in Title VII of the Civil Rights Act of 1964 and align with organizational policies, fostering an inclusive and supportive workplace.

Facilitate the interactive process for religious accommodations in compliance with Fulton County Religious Accommodation policy and other applicable laws. This includes engaging in open, collaborative discussions with employees, managers, and other relevant stakeholders to assess the specific needs of individuals with religious and/or sincerely held beliefs. The process involves evaluating policies and standard operating procedures, job functions, identifying potential barriers, and exploring alternative reasonable accommodations to ensure employees can perform effectively.

AMERICANS WITH DISABILITIES ACT DIVISION

May be responsible for facilitating activities related to the Americans with Disabilities Act (ADA) for persons with disabilities, including but not limited to monitoring remediation activities of the County's new ADA Transition Plan. Activities will require a strong knowledge of Title I, II, and III of the ADA and compliance, project management skills, familiarity with software programs that will support remediation efforts, ability to conduct design reviews to ensure access, and some construction experience in order to make recommendations for any necessary barrier removal work and ongoing accessibility improvements.

Receiving and responding to ADA Grievances from the public, develops and implements ADA Grievance procedures: Conducts and/or coordinates meetings, responses, counseling, coaching, and/or negotiations; conducts research and provides direction to support staff as appropriate, brings resolution and closure to concerns or grievances.

Additional Functions:

Performs other related duties as required.

Performance Aptitudes:

Data Utilization: Requires the ability to evaluate, audit, deduce, and/or assess data using established criteria. Includes exercising discretion in determining actual or probable consequences and in referencing such evaluation to identify and select alternatives.

Human Interaction: Requires the ability to work with others to coordinate the more complex programs and more complex problems associated with the responsibilities of the job. Often represents the department and/or organization when dealing with others. Requires the ability to provide formal training to others in specific fields typically involving preparation and/or modification of teaching materials.

Equipment, Machinery, Tools, and Materials Utilization: Requires the ability to operate, maneuver and/or control the actions of equipment, machinery, tools, and/or materials used in performing essential functions.

Verbal Aptitude: Requires the ability to utilize a wide variety of reference, descriptive, and/or advisory data and information.

Mathematical Aptitude: Requires the ability to perform addition, subtraction, multiplication, and division; the ability to calculate decimals and percentages; the ability to utilize principles of fractions; and the ability to interpret graphs.

Functional Reasoning: Requires the ability to apply principles of influence systems, such as motivation, incentive, and leadership, and to exercise independent judgment to apply facts and principles for developing approaches and techniques to resolve problems.

Situational Reasoning: Requires the ability to exercise judgment, decisiveness and creativity in situations involving the evaluation of information against sensory, judgmental, or subjective criteria, as opposed to that which is clearly measurable or verifiable.

It is the policy of Fulton County that there will be equal opportunity for every citizen, employee and applicant, based upon merit without regard to race, color, religion, national origin, gender, age, genetics, disability or sexual orientation.

ALL APPLICATIONS MUST BE COMPLETED IN FULL BEFORE THEY ARE SUBMITTED. PLEASE REVIEW ALL APPLICATIONS FOR ACCURACY AND MAKE ALL CORRECTIONS BEFORE SUBMITTAL BECAUSE ERRORS CAN RESULT IN NOT MEETING THE MINIMUM QUALIFICATIONS. WE DO NOT ACCEPT ADDITIONAL INFORMATION AFTER APPLICATIONS ARE RECEIVED BY THE DEPARTMENT OF HUMAN RESOURCES MANAGEMENT.

01

The answers you provide to the supplemental questions will be used to determine if you meet the minimum qualifications for this position. Your responses pertaining to specific work experience and education must be clearly shown in the areas for work history and education on your application. Your application must be completed in full before it is submitted. Please review all applications for accuracy and make all corrections before submittal because errors can result in not meeting the minimum qualifications. We do not accept additional information after your application has been received by the Department of Human Resources Management. Do you accept these conditions?

• Yes
• No

02

What is your highest level of education completed?

• High School Diploma or G.E.D. Equivalent
• Some College
• Associates Degree
• Bachelors Degree
• Masters Degree
• Doctorates Degree
• None of the Above

03

In what field of study related to this position do you possess an Associate, Bachelor , Master, Doctoral Degree, or have earned college credits?

• Business Administration
• Public Administration
• Human Resources
• Organizational Development
• Political Science
• Criminal Justice

04

If you have received some college credits related to this position, but DID NOT receive your degree, how many college credits did you earn?

• 0 - 29 Semester Hours
• 30 - 59 Semester Hours
• 60 - 89 Semester Hours
• 90 -119 Semester Hours
• 0 - 44 Quarter Hours
• 45 - 89 Quarter Hours
• 90 - 134 Quarter Hours
• 135 - 179 Quarter Hours
• Does not Apply

05

How many years of professional work experience do you have personally conducting employment discrimination/EEO investigations?

• None
• 6 months to less than 1 year
• 1 year to less than 2 years
• 2 years to less than 3 years
• 3 years to less than 4 years
• 4 years to less than 5 years
• 5 years or more

06

Which best describes your documented work experience conducting EEO investigations from intake or assignment through completion of an investigative report?

• I have not conducted EEO investigations.
• I have assisted with portions of EEO investigations but have not independently completed an investigation.
• I have independently conducted EEO investigations through report completion.
• I have independently conducted EEO investigations involving multiple allegations, protected bases, witnesses, or substantial documentary evidence.
• I have independently conducted such investigations and have also reviewed or provided documented substantive guidance on investigations conducted by other investigators.

07

Which of the following types of EEO matters have you personally investigated as part of your professional work experience? Select all that apply.

• Disparate treatment
• Harassment/hostile work environment
• Sexual harassment
• Retaliation
• Disability discrimination or failure to accommodate
• Religious discrimination or accommodation
• Complaints involving multiple protected bases or multiple allegations
• None of the above

08

Which best describes your documented work experience preparing written investigation plans for EEO or employment discrimination matters?

• I have no experience preparing investigation plans.
• I have assisted with preparation of an investigation plan.
• I have independently prepared investigation plans identifying allegations, witnesses, documents, and evidence to be obtained.
• I have independently prepared plans that also identified allegations, witnesses, documents, applicable standards of analysis, comparators, evidentiary issues, or information gaps.
• I have performed the work described in D and have also reviewed or provided documented substantive guidance on investigation plans prepared by other investigators.

09

Which best describes your documented work experience applying EEO legal or administrative standards of analysis during an investigation?

• I have no work experience applying EEO standards of analysis.
• I have assisted an investigator or reviewer with applying established standards.
• I have independently used applicable standards to identify relevant evidence and develop investigative questions.
• I have independently applied standards to matters involving multiple allegations, conflicting evidence, comparator evidence, or other significant factual issues.
• I have performed the work described in D and have also reviewed or provided documented guidance to other investigators regarding application of EEO standards.

10

Which best describes your documented work experience preparing formal EEO or employment investigation reports?

• I have no experience preparing formal investigative reports.
• I have prepared portions of investigative reports or supporting materials.
• I have independently prepared complete investigative reports.
• I have independently prepared reports involving multiple allegations, conflicting evidence, extensive exhibits, or multiple standards of analysis.
• I have performed the work described in D and have also reviewed investigative reports prepared by other investigators and provided substantive feedback or recommended revisions.

11

Which best describes your documented work experience reviewing the investigative work of other investigators?

• I have no experience reviewing the work of other investigators.
• I have performed peer review for formatting, proofreading, or administrative completeness.
• I have reviewed investigative files for evidentiary completeness and identified missing documents, witnesses, or factual information.
• I have reviewed investigative plans, interviews, evidence, or reports and provided substantive guidance regarding additional investigative work or analysis.
• I have regularly performed the work described in D and have documented or communicated recurring investigative competency, quality, or training needs.

12

Which best describes your documented work experience developing or delivering training or instructional resources for investigators?

• I have no experience developing or delivering investigator training or instructional resources.
• I have delivered established investigative training or presentations developed by others.
• I have developed investigative job aids, checklists, templates, guides, or similar instructional resources.
• I have developed and delivered training or instructional materials addressing investigative methods, interviewing, evidence, analysis, or report writing.
• I have performed the work described in D and have developed training or instructional resources in response to identified investigator performance, competency, or quality needs.

13

How many years of professional work experience do you have conducting EEO, civil rights, workplace compliance, or administrative investigations in federal, state, or local government or another regulated organizational environment?

• 1 year less than 2 years
• 2 years less than 3 years
• 3 years less than 4 years
• 4 years less than 5 years
• 5 years less than 6 years
• 6 years less than 7 years
• 7 years or more
• I have no professional work experience conducting EEO investigations

14

Which best describes your documented work experience as the investigator responsible for matters involving senior officials, multiple parties (3 or more), multiple allegations (3 or more), substantial documentary evidence, or other sensitive workplace issues?

• I have no experience with such investigations.
• I have assisted another investigator with such an investigation.
• I have been the investigator responsible for at least one such investigation.
• I have been the investigator responsible for multiple such investigations.
• I have been responsible for multiple such investigations and have also provided substantive investigative guidance to others handling similar matters.

15

How many years of professional work experience do you have conducting EEO, civil rights, workplace compliance, or administrative investigations in federal, state, or local government or another regulated organizational environment?

• 2 years less than 3 years
• 3 years less than 4 years
• 4 years less than 5 years
• 5 years less than 6 years
• 6 years less than 7 years
• 7 years or more

16

Which best describes your documented professional work experience conducting workplace investigations outside traditional EEO discrimination complaints, such as policy compliance, ethics, employee misconduct, or administrative investigations?

• I have no professional work experience conducting these investigations.
• I have assisted with one or more such investigations.
• I have independently conducted one or more such investigations.
• I have independently conducted multiple such investigations and prepared written investigative reports or findings.
• I have performed the work described in D across both EEO and other workplace policy, compliance, or administrative matters.

17

Which best describes your documented work experience using an electronic case management system to manage EEO, civil rights, workplace, compliance, or administrative investigations?

• I have no work experience using an electronic case management system.
• I have used a case management system to enter or retrieve case information or documents.
• I have used a case management system to maintain investigative records, documents, case notes, parties, and case status information.
• I have used a case management system throughout the investigative process to manage case activity, evidence, communications, deadlines, and case progression through closure.
• I have performed the work described in D and have also used case management system information to monitor caseloads, deadlines, case aging, workload, or investigative performance.

18

Which best describes your documented work experience using electronic tools to analyze, track, or report investigative information?

• I have no experience beyond standard word processing and email.
• I have used spreadsheets or similar tools to organize investigative information.
• I have created spreadsheets, trackers, or reports to monitor investigative activity or deadlines.
• I have used spreadsheets, databases, dashboards, or reporting tools to analyze case activity, workload, processing times, outcomes, or other investigative data.
• I have created or implemented investigative tracking, reporting, dashboard, or analytical tools used by others to support investigative operations.

19

Which best describes your documented work experience analyzing EEO complaint or investigation data?

• I have no work experience analyzing EEO complaint or investigation data.
• I have entered, maintained, validated, or compiled EEO complaint or investigation data.
• I have prepared statistical summaries or reports using EEO complaint or investigation data.
• I have analyzed EEO complaint or investigation data by variables such as protected basis, allegation type, organizational unit, case outcome, processing time, or similar measures.
• I have analyzed EEO complaint or investigation data across multiple variables and prepared written reports, dashboards, trend analyses, or presentations communicating the results to management or organizational leadership.

Required Question

Employer Fulton County

Address 141 Pryor Street

Suite 3030

Atlanta, Georgia, 30303

Phone (404) 613-6700

Website http://www.fultoncountyga.gov