Description

Job Duties & Responsibilities:

Serves as the director and head coach of both the indoor and beach volleyball programs.Provides instruction to student-athletes on fundamentals, performance, and strategy necessary for competition at the NAIA level;
Organizes and conducts practice sessions, consistent with NAIA model;
Responsible for developing training rules and conduct of athletes;
Attends professional meetings, clinics, workshops, etc.;
Manages and maintains the program’s operating and scholarship budgets;
Recruits qualified student-athletes;
Hire and mentor assistant coach;
Monitor the academic progress of student-athletes;
Develop season plans for both varsity teams consistent with best practices for NAIA;
Works with Marketing regarding publicity and promotion team;
Furnishes information regarding team roster for eligibility when needed; 
Engages teams/athletes in community service projects;
Helps develop policies/procedures that accomplish team, department and university goals;
Helps develop policies that minimize university liability;
Serves as a contributing member to various committees as assigned;
Demonstrates professionalism and appropriate coaching with all athletes;
Provides articulation, advocacy and problem resolution for student-athletes;
Adheres to university policies and procedures;
Assists with athletic department fundraising initiatives including annual Booster Club
expectations.
Maintains player and team records;
Facilitate dispute resolution within the team structure to improve teamwork
Performs other duties as assigned by the Vice President for Athletics
 

Supervisory Responsibilities:
Supervises Assistant Volleyball Coach

Requirements

Travel Requirements:   
 Occasional travel required. Occasional overnight stays. Ability to travel locally, statewide, or regionally as needed for team events, recruiting, etc., which requires frequent driving. Due to insurance requirements, employees operating university vehicles or performing any driving activity in one’s own personal vehicle for Brenau purposes must be at least 21 years of age, possess a valid Georgia driver’s license, and maintain a clean driving record. 

Special Requirements:
Brenau University conducts various screenings to ensure a safe and secure environment. These checks are a condition of employment and may be performed at different times throughout employment. (1) Background Checks: All new hires must undergo a criminal background check. To maintain employment, individuals must have and maintain a favorable criminal history. The university may also conduct random background checks. Additional checks may be performed for certain roles. (2) Credit Checks: required for positions that handle university funds or credit cards or as otherwise required. (3) Motor Vehicle and Driving Checks: employees who operate a university vehicle or drive on university business must have a Motor Vehicle Report (MVR) run as part of the new hire process or as the requirement to drive is added to job responsibilities. To be approved for university travel, employees must meet the following criteria: be at least 21 years old, have and maintain a valid Georgia driver's license, and have and maintain a good driving record. As a condition of employment, employees must report any arrest (within five days of its occurrence) to the Office of Human Resources, including traffic violations for those listed on our auto insurance policy.  Disclosure of subsequent legal action (conviction, dismissal of charges, etc.) must also be reported to the Office of Human Resources. It will be evaluated considering continued employment with the immediate supervisor. (4) Drug Screening: pre-employment/post-offer drug screens and random drug screens are performed for certain sensitive positions. Random drug screens are also performed on those who travel regularly, or those who operate a university vehicle. All employees are subject to reasonable suspicion drug screening.

Licensure Requirements:
Proof of any professional degree, license, or certification (collectively, “Credentials”) required to competently perform the work for which the employee is hired must have been submitted at the time of application for the position. Discovery during the course of employee’s employment that applicable Credentials have lapsed, been terminated, were misrepresented, or were falsified may result in immediate termination of employee’s employment.