Director of Tribal Relations and Cultural Resources

Job Summary

Under the general direction of the Senior Director of Community and Government Relations, the Director of Tribal Relations and Cultural Resources serves as San José State University’s principal institutional lead for government-to-government relationships with federally recognized Indian Tribes and California Indian Tribes without federal recognition. The Director builds and sustains these relationships independent of any single project, advises University leadership on Tribal relations, and represents the University in partnerships, agreements, events, and collaborative initiatives that advance the University’s academic, research, and community commitments.

The Director also serves as the President’s Designee for Tribal consultation on field schools under CSU Systemwide Policy and its implementing protocols, as amended. In this capacity, the Director receives and reviews field school proposals, oversees required records and Sacred Lands File searches, conducts outreach and consultation with culturally affiliated and potentially culturally affiliated Tribes, and documents consultation outcomes. Consistent with CSU policy, the University will not initiate a field school on any site identified by a California Indian Tribe as a sacred or burial site or place of cultural significance without that Tribe’s express permission and defers to consulting parties’ recommendations in deciding whether to approve or reject field school proposals.

Beyond field schools, the Director coordinates Tribal engagement and cultural resource review for other ground-disturbing activities on university-owned, leased, or controlled lands and for university-sponsored activities conducted elsewhere, consistent with applicable law, CSU Policy, and campus procedures. This work is carried out in partnership with Facilities Development and Operations, Academic Affairs, the Office of Research and the SJSU Research Foundation, and other auxiliaries, and aligns with existing consultation obligations such as those under the California Environmental Quality Act (including AB 52) and Section 106 of the National Historic Preservation Act.

Key Responsibilities

• Tribal Government Relations and Institutional Representation
• Field School Consultation
• Program Administration, Records, and Confidentiality
• Campus Ground-Disturbance Coordination and Cultural Resource Review

Knowledge, Skills & Abilities

• Knowledge of tribal sovereignty, government-to-government relations, and culturally appropriate consultation and engagement, particularly with California Tribes
• Knowledge of the CSU Systemwide NAGPRA Policy and field school consultation protocols, and related federal and California law, including CEQA (AB 52), NHPA Section 106, NAGPRA, CalNAGPRA, Health and Safety Code §7050.5, and Public Resources Code §5097.98
• Knowledge of cultural resource identification and records search processes, including the Native American Heritage Commission Sacred Lands File and CHRIS
• Knowledge of data protection, confidentiality, and Held in Trust agreements
• Knowledge of higher education governance and academic structures, including how field schools, field-based instruction, and faculty research are planned, scheduled, and supervised
• Knowledge of institutional land-use, capital planning, and sponsored-project processes
• Ability to build sustained, trusted relationships with Tribal governments and represent the University with credibility and discretion
• Ability to interpret complex policy and determine when consultation or review is required
• Ability to manage multiple concurrent consultation processes and timelines
• Ability to communicate effectively with Tribal leaders, faculty, administrators, consultants, and senior leadership
• Ability to translate policy requirements into clear, workable procedures and training
• Ability to protect confidential cultural information with sound judgment
• Ability to lead collaboration across divisions where the position provides functional guidance rather than direct supervision

Required Qualifications

• Bachelor’s degree from an accredited institution, or an equivalent combination of education and experience
• Five years of progressively responsible professional experience in Tribal government relations, Tribal consultation, cultural resource management, historic preservation, environmental or land-use compliance, public administration, or a closely related field
• Demonstrated experience working directly with Tribal governments or Tribal representatives in consultation, government relations, cultural resources, or land stewardship
• Experience interpreting and applying federal, state, or institutional policies related to cultural resources, historic preservation, Tribal consultation, or ground-disturbing activities

Preferred Qualifications

• Master’s degree or J.D. in a related field
• Experience working with California Tribes, including familiarity with their consultation protocols and cultural resource protection practices
• Experience serving in or working directly with a Tribal Historic Preservation Office, Tribal cultural resources department, or Tribal government
• Experience managing a cultural resource compliance or Tribal consultation program at a public university, government agency, or Tribal government
• Demonstrated familiarity with CSU system policies and the operation of university field stations and research sites

Compensation

Classification: Administrator II
Anticipated Hiring Range: $10,000/month - $10,416/month
CSU Salary Range: $5,053/month - $16,221/month

The final hiring salary will be commensurate with experience.

San José State University offers employees a comprehensive benefits package typically worth 30-35% of your base salary. For more information on programs available, please see the Employee Benefits Summary.

Application Procedure

Click Apply Now to complete the SJSU Online Employment Application and attach the following documents:

• Resume
• Letter of Interest

All applicants must apply within the specified application period: November 4, 2026 through November 17, 2026. This position is open until filled; however, applications received after screening has begun will be considered at the discretion of the university.

Contact Information

People and Culture
jobs@sjsu.edu

CSU Vaccination Policy

The CSU strongly recommends that all individuals who access any in-person program or activity (on- or off-campus) operated or controlled by the University follow COVID-19 vaccine recommendations adopted by the U.S. Centers for Disease Control and Prevention (CDC) and the California Department of Public Health (CDPH) applicable to their age, medical condition, and other relevant indications and comply with other safety measures established by each campus. The system wide policy can be found at https://calstate.policystat.com/policy/9779821/latest/ and questions may be sent to jobs@sjsu.edu.

Additional Information

Satisfactory completion of a background check (including a criminal records check) is required for employment. SJSU will issue a contingent offer of employment to the selected candidate, which may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. Failure to satisfactorily complete the background check may affect the continued employment of a current CSU employee who was offered the position on a contingent basis.

The standard background check includes: criminal check, employment, and education verification. Depending on the position, a motor vehicle and/or credit check may be required. All background checks are conducted through the university's third-party vendor, Accurate Background. Some positions may also require fingerprinting. SJSU will pay all costs associated with this procedure. Evidence of required degree(s) or certification(s) will be required at time of hire.

SJSU IS NOT A SPONSORING AGENCY FOR STAFF OR MANAGEMENT POSITIONS. (e.g. H1-B VISAS)

Incumbent is also required to promptly report any knowledge of a possible Title IX related incident to the Title IX Office or report any discrimination, harassment, and/or retaliation to the Office of Equal Opportunity.

Education Code 89521 Requirements

Applicants who reach the final stages of the application process must also sign a release form that authorizes the release of information by the applicant’s current and/or former employers to the CSU concerning any substantiated allegations of misconduct.

Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act and Campus Housing Fire Safety Notification

Pursuant to the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, the Annual Security Report (ASR) is also now available for viewing at https://www.sjsu.edu/clery/docs/SJSU-Annual-Security-Report.pdf. The ASR contains the current security and safety-related policy statements, emergency preparedness and evacuation information, crime prevention and Sexual Assault prevention information, and information about drug and alcohol prevention programming. The ASR also contains statistics of Clery crimes for San José State University locations for the three most recent calendar years. A paper copy of the ASR is available upon request by contacting the Office of the Clery Director by phone at 408-924-1501 or by email at clerycompliance@sjsu.edu.

Pursuant to the Higher Education Opportunity Act, the Annual Fire Safety Report (AFSR) is also available for viewing at https://www.sjsu.edu/clery/docs/SJSU-Annual-Fire-Safety-Report.pdf. The purpose of this report is to disclose statistics for fires that occurred within SJSU on-campus housing facilities for the three most recent calendar years, and to distribute fire safety policies and procedures intended to promote safety on Campus. A paper copy of the AFSR is available upon request by contacting the Housing Office by phone at 408-795-5600 or by email at uhs-frontdesk@sjsu.edu.

Campus Security Authority - In accordance with the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (Clery Act) and CSU systemwide policy, this position is subject to ongoing review for designation as a Campus Security Authority. Individuals that are designated as Campus Security Authorities are required to immediately report Clery incidents to the institution and complete Clery Act training as determined by the university Clery Director.

Equal Employment Statement

San José State University is an equal opportunity employer. The university prohibits discrimination based on age, ancestry, caste, color, disability, ethnicity, gender, gender expression, gender identity, genetic information, marital status, medical condition, military status, nationality, race, religion, religious creed, sex, sexual orientation, sex stereotype, and veteran status. This policy applies to all San José State University students, faculty, and staff, as well as university programs and activities. Title IX of the Education Amendments of 1972, and certain other federal and state laws, prohibit discrimination on the basis of sex in all education programs and activities operated by the university (both on and off campus). Reasonable accommodation is made for applicants with disabilities who self-disclose.

Advertised: November 04, 2026 (9:00 AM) Pacific Standard Time
Applications close: Open Until Filled

All San José State University employees are considered mandated reporters under the California Child Abuse and Neglect Reporting Act and are required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment.

Education Code 89521 Requirements: Applicants will be required to disclose whether they have received a final administrative decision or final judicial decision determining that they have committed sexual harassment within the last 7 years only after a determination is made that they meet the minimum qualifications for the position, and before an offer of employment is extended.

San José State University employees are considered mandated reporters under the California Child Abuse and Neglect Reporting Act and are required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment.

Applicants will be required to disclose whether they have received a final administrative decision or final judicial decision determining that they have committed sexual harassment within the last 7 years only after a determination is made that they meet the minimum qualifications for the position, and before an offer of employment is extended.