Executive Director of Community Safety/Chief of Police

The desired Executive Director of Community Safety/Chief of Police will be a seasoned leader who is motivated by the same heartbeat that fueled President Timmons to start PCE (People, Culture & Equity) —one who enjoys and supports people. We are searching for someone who is skilled at the technical aspects of being a police officer and a leader of policing, but also searching for an individual who comes with the passion to seeing people succeed, grow, and becoming contributing citizens in our global society. HCC has become more complex and have grown over the past ten years and the new Executive Director of Community Safety/Chief of Police will lead and influence their fellow officers and institutional security officers (ISO) to become integrated with the college community and seen as partners to the college’s mission as opposed to strictly enforcement. The role also involves leveraging the HCC Police Department, balancing opportunities to bring integrative value while fueling and resourcing new partnerships and relationship-building.

Position Profile

Leadership and Strategy

• Under the direction of the Vice President of People, Culture, and Equity, to oversee all operations of the campus police department, including patrol, investigations, shuttle drivers, parking lot attendants, institutional security officers (ISO), community partnerships and building, and emergency responses.
• Develop and execute the department’s strategic visions, goals, and objectives in collaboration with the Division of People, Culture, and Equity, and the college’s strategic plan.
• Lead, mentor, and develop a diverse team of police officers, institutional security officers, command, and support staff to ensure alignment with the department’s community-driven policing strategy.
• Foster a People, Culture, and Equity impact and culture marked by high-trust, high-care, and high-performance.
• Understand the strategic direction of the Division of People, Culture, and Equity, and aligned the Police Department to its shared goals.

Investment Strategy and Advisory

• Understand the fiscal needs of the department, including funding disbursements to the department, funding further investments in growth opportunities for the department.
• Oversee the development and implementation of investment strategies that align with PCE, the college’s ecosystem objectives, strategic needs, and risk tolerance.
• Create annual budget for the department; monitor budget and expenditures throughout fiscal year, including forecasting and financial reporting.
• Stay informed about emerging trends and best practices in campus policing and law enforcement. Advise the vice president of PCE on all developing trends in the field.

Relationship Management

• Build and maintain strong relationships with the college community as a whole, specifically with students, faculty, staff, community members, and guests. 
• Be a welcoming presence to assist guests of the college and provide campus hospitality to all other stakeholders.
• Build strong relationships with the President’s Cabinet, Trustees, and other leaders of the campus community and offer advice and direction regarding public safety.
• Identify and pursue new relational opportunities and services, by expanding the department’s network as integral partners of the campus community for positive impact, growth, and development.
• Maintain a strong network within the student body specifically to support and influence student success.
• Build and develop external relationships beyond the campus and the surrounding community.
• Expand the focus on mental health partnerships to include trauma-informed care approaches.

Operational Oversight and Law Enforcement Compliance

• Ensure the efficient and effective operation, including oversight of compliance, threat assessment, and administrative functions including annual reports.
• Develop, implement, and maintain operational policies and procedures to ensure the department’s performance, specifically that aligns with best practices in community policing.
• Investigate criminal incidents or related, conduct interviews, gather evidence, and collaborate with relevant authorities for prosecution or case preparation.
• Ensure compliance with relevant laws and regulations governing campus security, such as the Clery Act, Campus Safety Violence Prevention, and Title IX.

Community Engagement

• Foster strong relationships with students, faculty, staff, and local community members.
• Implement programs and initiatives that promote safety, trust, and collaboration between the police department and the college community, specifically under a community-driven policing model.
• Engage in regular outreach activities, including attending campus events, hosting safety workshops, and participating in community forums/activities.
• Facilitating open dialogues and forums to build trust and collaboration between the police department and the college community.
• Community co-creation of policies in which town hall-style meetings will allow for feedback on campus safety practices and gather ideas for improvement.

Equity Assessment: Safety and Security

• Ensure the safety and security of the campus through proactive patrolling, crime prevention strategies, and effective emergency response. Develop and maintain comprehensive campus safety plans, emergency response protocols, and disaster preparedness procedures.
• Collaborate with college administration, local law enforcement agencies and emergency services to coordinate efforts, share resources, and effective responses to incidents and emergencies.
• Conduct regular assessments of campus security needs and vulnerabilities and implement measures to mitigate risks.
• Oversee the operation of security systems, including surveillance cameras, access control, and alarm systems.
• Regularly evaluating policies and procedures to ensure they are relevant, equitable, and inclusive. 
• Embed equity, anti-racism, and restorative justice principles into all aspects of campus safety operations. 
• Enforce college policies, regulations, and state laws in a fair and impartial manner.
• Commit to conducting periodic campus climate surveys to assess perceptions of safety and inclusivity, using the results to adapt campus safety programs.

Training, Development, and Restorative Practices

• Provide ongoing training for officers in areas such as de-escalation techniques, cultural competency, and mental health awareness, bias reduction, and inclusive practices.
• Promote a culture of continuous learning and professional development within the department.
• Coordinate with the college’s directors of Community Standards and Well-Being and Restorative Practices and Culture with implementing and developing strategies that promote healing and reconciliation within the campus community.
• Oversee the implementation of mandatory historical and systemic roots of bias policing training as well as restorative justice practices that will better equip staff with the tools to resolve conflicts without criminalization.

Crisis Management

• Provide leadership during crisis situations.
• Implement de-escalation techniques and conflict resolution strategies to address disputes and maintain order.
• Collaborate with college administrators and student services to support students in crisis and promote a safe and inclusive campus environment.
• Coordinate with mental health professionals, counselors, and support services to address the needs of students and employees experiencing behavioral or emotional challenges.
• Equitable emergency planning, that considers the needs of marginalized populations. 
• Continually bring forth plans to broaden emergency preparedness as a whole on campus.

Equity in Recruitment: Hiring Staff and Retention

• Add specific targets for diversifying the staff of the police department, focusing on underrepresented groups, and ensuring candidates align with community policing values. 
• Commit to evaluating candidates' ability to demonstrate equity-focused leadership during the hiring process.
• Equity in hiring staff: create specific targets for diversifying staff of the police department, focusing on underrepresented groups, and ensuring candidates align with community policing values.
• Develop mentorship programs for underrepresented hires within the department to advance professional growth and improve retention. 

REQUIRED:

• Bachelor’s Degree required. 
• Graduate from Municipal Police Training Committee Recruit Academy or Special State Police Academy; or, a state or municipal academy of equal training certification. 
• Minimum of 5 to 8 years of experience in law enforcement, with progressively responsible leadership roles.
• Certification as a police officer in the state of Massachusetts or ability to attain certification. 
• Strong knowledge of campus security principles, law enforcement procedures, and criminal justice issues. 
• Excellent communication, leadership, and interpersonal skills.
• Ability to work effectively in a diverse and multicultural environment.
• Demonstrated commitment to community-oriented policing, ethical conduct, and professional development.

EQUIVALENCY STATEMENT:   We welcome and encourage applicants who do not meet the qualifications as stated above, to put in writing precisely how their background and experience have prepared them for the responsibilities of this position. It is preferred that this document be uploaded separately from the resume, cover letter, and references. 

PREFERRED QUALIFICATIONS:  

• Master’s Degree. 
• Rank of Sergeant or higher in a municipal, state or higher education police department.  
• Demonstrated experience in developing and implementing security and emergency response plans and programs.  
• Demonstrated experience in working effectively with diverse communities and promoting diversity within a public safety department. 

Full-time, Non-Unit Professional position

Salary Range:  $108,968 - $120,309/year; plus a comprehensive State benefits package

Hours:  37.5 hrs./week

Funding Source:  State

**A physical examination and psychological test (at the College’s expense) will be required of the candidate who is offered employment.

- All candidates must have legal authorization to work in the United States. HCC is not sponsoring H1B Visa. 

- Pre-Employment Background check, including Criminal History will be conducted for all positions.