Careers at Suffolk

Suffolk University is a wonderful place to learn and a fantastic place to work.

We compete for the best talent

We are an equal opportunity employer committed to a diverse community. We are actively seeking applicants from groups that might be under-represented because of race/color, gender, religion, real or perceived disability, national origin or LGBTQ status.

Hiring Process

  1. Candidate apply through Suffolk University career site with resume & cover letter.
  2. Receive automated email saying confirming your application has been received.
  3. HR/hiring manager or selection committee will review applications.
  4. We will reach out to qualified candidates via email to provide salary range for to make sure care salary is in range of candidate expectations.
  5. If within salary range, HR or a representative from the hiring department will contact you to arrange a video/zoom or in person interview.
  6. HR/Dept. will extend a contingent offer pending reference and background checks.
  7. Onboarding

The status of your application can be checked online

Why Suffolk?

At Suffolk, diversity is more than simple demographic representation. It is paired with and activated by inclusion—creating a welcoming environment where all voices are heard, and all can make meaningful contributions.

We draw our energy from the vibrant heart of Boston - with its mix of cultures, customs, and values—and from the rest of the world, in the places our students, faculty and staff call home.

We make our communities better wherever we are, however we can.

We are driven by the power of education, inclusion, and engagement to change lives and positively impact communities and our students and graduates have a remarkable impact on the region and the country.

Whatever your background, religion, orientation, and identity are, you’re welcome to be yourself.

Our experience encompasses every transformative opportunity you’ll live along the way. These learning and career opportunities will fuel your growth as a scholar, a professional, and a well-rounded individual. And our supportive and welcoming community will be there every step of the way to help you bring your potential to life.

Policy on Sponsoring Foreign Nationals

Positions that are Eligible for University Sponsorship

Because obtaining permanent residence for a University employee requires a substantial commitment of University resources, University sponsorship for permanent residence should be requested of the Provost or Senior Vice President for Finance and Administration only where there is a compelling institutional need – i.e., where the position is highly important to the University’s operations and is expected to remain so for at least the next several years. The University will sponsor a foreign national for permanent residence only when there is a reasonable expectation that the individual will continue to be employed by the University for a longer period of time, and only when there is a reasonable likelihood after legal review that an application for permanent residence will be successful. The position must be a fulltime, regular position (not temporary).

In addition to the above, other criteria for sponsorship include but are not limited to:

  • The position is difficult to fill, as demonstrated by documented evidence of such challenges during the recruitment process.
  • The incumbent is highly qualified for the position through experience, skill and background.
  • The likelihood is small that the University can find a similarly qualified individual with citizen or permanent resident status within a reasonable timeframe if the position becomes vacant.

This policy applies to all non-faculty employees in all University departments, offices and programs and addresses the factors for determining whether the University will sponsor foreign national staff for employment-based permanent residence (a “green card”).

The University’s policy on sponsoring non-faculty personnel who are foreign nationals for permanent residence (a “green card”) is intended to provide guidance to academic and administrative units regarding the University’s internal procedures for approval of such sponsorship. This policy does not apply to tenure-track faculty positions.

Applying for employment-based permanent residence is a complex process and requires the assistance of an immigration attorney with particular expertise in the area of permanent residence applications for University employees with a highly specialized skillset. Because all employment-based applications for permanent residence sponsorship are filed on behalf of the University as well as the employee, the University will select and retain the counsel who will prepare the actual filings.

The University will only pay legal fees and USCIS filing fees directly related to the employee’s application. The University will not pay for legal or filing fees for spouses and dependents of the employee, and will not pay other, incidental costs, such as medical examination fees. Legal and filing fees covered by the University will be paid through central funds overseen by the Office of the General Counsel. The decision whether or not the University will pay for premium processing shall be in the sole discretion of the Office of the General Counsel after consultation with the Provost or Senior Vice President for Finance and Administration.

While employees may retain their own immigration counsel (at their expense) if they choose, only counsel retained by the University will be permitted to work on employment-based green card applications.

Only the University Provost or Senior Vice President for Finance and Administration can approve requests for sponsorship, and no commitments to sponsor foreign nationals for permanent residence may be made without prior approval from the Provost or Senior Vice President for Finance and Administration.

While the University will expend reasonable efforts to obtain immigration benefits for a foreign national sponsored for permanent residence, the process does not guarantee permanent residence approval or U.S. work authorization as the U.S. government is solely responsible for approving petitions and applications and determining eligibility for any immigration benefit based on education, experience, background, family relationships, prior immigration history and criminal background.

This Policy is effective July 26, 2022

Relocation Policy for Staff & Faculty

The University may reimburse moving and relocation expenses of new faculty and staff members who are employed in difficult to recruitoccupations. The decision to offer relocation assistance to a candidate is determined by the hiring manager with the approval of Senior Staff orthe President. In general, only positions that are either tenure track faculty or Director Level mission critical and above in staff positions areeligible for consideration. Exceptions will be granted with the approval of the Senior Vice President for Finance and Administration and Treasurer(SVPFA) or the Provost.

The Moving Expense Form and all relevant expense documentation should be provided to the appropriate Dean or Vice President related to your hire. It should detail a summary of your moving and relocation expenses. Any approved amounts will be processed via payroll and as such will be subject to federal and state taxation.

Prior to issuing a commitment to reimburse expenses for faculty, approval of the Dean of the respective school and the Provost is required. For staff members, approval by the Senior Staff member of the unit in which the staff member will be employed and the SVPFA is required prior to offer of relocation assistance. SVPFA and Provost will approve all relocation expenses for administrative staff and faculty, respectively.

To be eligible for relocation and moving expense reimbursement, the employee’s relocation must meet the following conditions:

  • Availability of Qualified Applicants –
    The employing department must determine that the employee is the best qualified applicant available for the position.
  • Full-time Position –
    The employee must be assigned to a full-time, salaried position and must have agreed to work on a full-time basis for at least one year.
  • Distance –
    The distance between the employee’s new work location and the former residence must be at least fifty (50) miles greater than the distance between the employee’s old work location and the former residence.
  • Time –
    The IRS regulations state the employee must work full-time at least thirty-nine (39) weeks during the first twelve (12) months after relocating. To be reimbursed for moving and relocation expenses, the employee must accept the Letter of Offer prior to incurring any expenses. No University obligation exists, nor may any reimbursements be processed, until the offer letter has been signed and returned to the Human Resources Office.

The amount of relocation reimbursement paid to employee or faculty can range from $3,000 to $10,000. Payments are made as a one-time payment through Payroll after employee hire date and require receipts of moving expenses. It is at the discretion of senior management to amend the amount offered to staff for relocation.

All relocation and moving expenses will be reimbursed net of employment taxes in accordance with the Internal Revenue Code. The gross reimbursed amount will be included as compensation on the employee’s Form W-2.

If employee leaves voluntarily prior to completing six months of service, the employee would be required to pay back the full amount they had received of the relocation costs incurred. If employee leaves after six months and prior to a year, the employee would be required to pay back 50% of the amount that they received. After one year of service, the employee would not be required to reimburse the University if they terminate voluntarily. Utilization of this policy confirms acceptance of the above terms. It is the department’s responsibility to notify the Human Resources Office of the voluntary termination. Once a repayment is made, the individual will receive a corrected W-2 to remove the income reported. This may result in a need to file an amended tax return.

Moving expenses are the costs of packing, shipping, and storing household goods. Movers must be a professionally licensed moving company. Relocation expenses are the costs of: travel for the faculty or staff member and family enroute to the position assigned, including transportation, food, and lodging; travel for trips necessary to secure living quarters; and temporary lodging or transportation to and from the designated worksite when the appointment date precedes the date when permanent living quarters are available. Taxable expenses - All other relocation and moving expenses must be reimbursed as taxable income in accordance with the Internal Revenue Code and corresponding Treasury Regulations and will be reported on the faculty or staff member’s Form W-2. This includes the costs incurred on behalf of the employee.

Costs to move a boat, automobiles, animals (except for household pets consisting of domesticated animals normally kept or permitted in a residence) or the costs associated with kenneling of pets or other non-household items. Costs of cleaning a new or former residence. Payments to non professional movers (e.g. friends or family members) who assist with a move. Nothing in this policy should be construed as a contract for employment for any period of time or as altering the at-will nature of the employment relationship. The University has the right to terminate employees for any or no reason at all, at any time.

Exceptions will be granted with the approval of the SVPFA or Provost.