Executive Director, Student Disability and Accessibility Services

Job Posting Title: Executive Director, Student Disability and Accessibility Services

Hiring Department: Health and Well‑being

Position Open To: All Applicants

Weekly Scheduled Hours: 40

FLSA Status: Exempt

Earliest Start Date: Immediately

Position Duration: Expected to Continue

Location: UT MAIN CAMPUS

The Executive Director for Student Disability and Accessibility Services provides senior leadership and oversight for the university’s disability services for students. The role ensures student‑centered delivery of accommodations, coaching, support, community‑building, outreach/education, and accessibility programs. Reporting to the Associate Vice President for Health and Well‑being within the Division of Student Affairs, the Executive Director oversees a $3.5M operating budget and leads a team of 51 professional staff, 13 student employees, 7 graduate assistants, and 23 contract employees dedicated to accessibility and the student experience. This position provides strategic leadership to Disability and Access (D&A), the Disability Cultural Center (DCC), and Longhorn TIES; manages day‑to‑day operations of D&A; and serves as an authority on disability law, accommodation determinations, and accessibility policy for students.

Responsibilities

• Administrative Leadership and Operations: Provide administrative oversight for D&A, including staff supervision, developing student‑centered systems, budget management, policy development, and day‑to‑day office operations; foster a positive team environment and prioritize staff development; oversee a collaborative leadership team to support the department’s mission.
• Committee and Campus Representation: Represent D&A on division, university, and systemwide committees such as the Behavior Assessment Team, Student Affairs Senior Team, Health and Well‑being Council, UT’s ADA Committee, and disability services director groups.
• Oversight of Related Units: Provide strategic direction to the Disability Cultural Center (DCC) and Longhorn TIES programs; support directors in budgeting, programming, operations, and strategic planning.
• Direct Student Service: Conduct intakes and follow‑up appointments, maintain a caseload of students; determine reasonable accommodations and support faculty and staff in implementation; provide crisis management, problem solving, and conflict resolution; ensure accurate and confidential record‑keeping in accordance with FERPA, ADA, and university policies.
• Strategic Planning, Compliance, and Trends: Lead strategic planning for current and future accessibility initiatives; monitor changes in disability law, clinical guidelines, and emerging student needs; engage with local, state, regional, and national organizations to stay current with trends and best practices.
• Deaf and Hard of Hearing Services Coordination: Collaborate with campus communication and access teams to manage D/HH services, including interpreter contracts, RFPs, staffing, and budget oversight.
• Consultation with Legal Affairs and ADA Coordinator: Collaborate on sensitive and complex cases involving the ADA Coordinator, the Vice President for Legal Affairs office, Human Resources, Department of Investigation and Adjudication, and other campus units.
• Campus and Auxiliary Unit Accessibility Support: Partner with university auxiliary units (University Extension Courses, Extended Education Ventures, Option III programs, boot camps, etc.) to address accessibility needs and resolve accommodation concerns.
• Other Duties as Assigned: Supervision of graduate students and interns from psychology, social work, and related fields; other divisional or university projects; or other assignments from the Associate Vice President for Health and Well‑being.

Required Qualifications

• Master’s degree in counseling, education, social work, psychology, higher education administration, or related field.
• Seven or more years of progressively responsible experience in disability services, student affairs, counseling, or related functional area.
• Deep commitment to creating systems, programs, and services that foster accessibility.
• Demonstrated success working with high‑risk situations, crisis intervention, and cross‑unit collaboration.
• Demonstrated expertise in ADA, Section 504, FERPA, and disability‑related compliance and legal standards.
• Experience effectively supervising full‑time staff and managing departmental budgets.
• Exceptional communication and interpersonal skills, problem‑solving skills, political acumen, and the ability to navigate a complex environment.

Preferred Qualifications

• Doctoral degree in a relevant field, Juris Doctor, or other relevant terminal degree.
• Demonstrated success in a large, complex higher education environment.
• Experience overseeing multiple related programs or centers.
• Knowledge of Deaf/Hard of Hearing access services, including interpreter services and contract management.

Working Conditions

• Typical office environment.
• Work may require extended periods at a computer workstation.
• Occasional evening or weekend commitments to support departmental or campus events.

Salary and Benefits

• $150k+ depending on qualifications.
• Competitive and commensurate with experience.
• UT Austin provides an excellent benefits package, including comprehensive health insurance, retirement plans, employee tuition assistance, paid leave, and paid professional development.

Equal Opportunity Employer

The University of Texas at Austin, as an equal opportunity/affirmative action employer, complies with all applicable federal and state laws regarding nondiscrimination and affirmative action. The University is committed to a policy of equal opportunity for all persons and does not discriminate on the basis of race, color, national origin, age, marital status, sex, sexual orientation, gender identity, gender expression, disability, religion, or veteran status in employment, educational programs and activities, and admissions.

Pay Transparency

The University of Texas at Austin will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

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