Current Opportunities

For information on current employment opportunities as well as links to apply, please click on the appropriate tab below for the position you're looking for. 

Authorized to work in the United States is a pre-condition of employment.  At this time, Southern Nazarene University is not in a position to sponsor international visas.

For further information on  staff job openings please click here.  You may also contact the Office of Human Resources, at 405.789.6400 x6430 or by e-mail: humanresources@snu.edu.

For further information on faculty or administrative positions please click here.  You may also contact the Office of Academic Affairs, at 405.491.6304 or by e-mail: academics@snu.edu.

For those interested in on-campus student employment positions please click here, or contact Michelle Mullens, Director for Student Employment & Career Education, at 405.717.6226 or by e-mail: mmullens@snu.edu.

Southern Nazarene University provides a variety of excellent benefits for full-time employees. A brief explanation of those benefits are listed below. (Note: Current employees please login to portal.www.snu.edu and visit MyJob/HumanResources to see an interactive view of your benefits.)

Health Insurance

Health coverage is offered to all full-time employees upon employment. There are 3 plans to choose from which are presented in more detail at the bottom of this page. Both plans include medical and pharmacy care. 

403(b) Retirement Plan

SNU offers employees the option to contribute to a retirement plan. Employees may contribute up to 100% of their annual earnings, to the IRS maximum. Beginning the first of the month after 12 months of employment and work 20 or more hours a week in a permanent position. This plan allows for 100% immediate vesting. Employees have several investment options.

Tuition Remission Discounts

Full-time regular faculty and staff employees and their dependents (spouse or children) are eligible for tuition remission discounts (up to 100% of tuition) at SNU.

Life and Accidental Death and Dismemberment (AD&D) Insurance

Group term life insurance is provided by SNU at no cost to the employee upon full-time employment. Employees receive $50,000 of life and AD&D insurance, spousal life insurance of $10,000 and dependent life insurance of $5,000 per child. (Please note: amounts are subject to reduction based on covered individual’s age)

Supplemental Life and Accidental Death and Dismemberment (AD&D) Insurance

Upon full-time employment, employees may purchase a Supplemental Life and AD&D policy in increments of $10,000. Premiums and coverage amounts are age rated.

Long Term Disability Insurance

Long term disability insurance is provided by SNU at no cost to the employee upon full-time employment. Employees receive a policy for 60% of their annualized wage.

Dental Plans

Dental coverage is offered to all full-time employees upon employment. There are 2 plans to choose from which are offered by third party dental companies.

Vision Plan

Vision plan coverage is offered to all full-time employees begins upon employment.

Flexible Spending Accounts/Section 125 Plans

Upon full-time employment, employees may elect to have up to the IRS allowable maximum amount withheld on a pre-tax basis from their check for un-reimbursed medical expenses and/or dependent care expenses.

Supplemental Voluntary Insurance

Upon full-time employment, full-time employees may purchase supplemental policies with pre-tax dollars through payroll deduction. Options include cancer, accident, short-term disability, and life insurance plans.

Paid Holidays

Upon employment, all staff employees are eligible for nineteen (19) paid holidays. The current list of paid holidays is available here.

Annual Leave Program

Upon employment, all part-time (working in at least a half-time capacity) and full-time employees are eligible for annual leave accrual on a biweekly or monthly basis. Most full-time employees are able to earn up to 2 weeks of vacation, 8 days of sick leave, and 2 personal days per year. 

Tuition Discounts at SNU Lab School 

For every semester the employee is eligible and the student is enrolled a 20% discount will be given.

On Campus Health Services

SNU has an on-site health clinic and counseling center located on our main campus located in Bethany. All employees (and immediate family members) are eligible to use the health clinic and counseling center for a nominal fee per visit. 

On Campus Dining Services

SNU has an on-site dining facility, made to order grill, and Starbucks coffee shop located on our main campus located in Bethany. All employees are eligible to eat at the dining facility for a subsidized rate of only $3.25/meal (current 2017-2018 rate). 

On Campus Fitness Facilities

SNU has numerous on-site fitness facilities located on our main campus located in Bethany. Fitness facilities can be used by employees at no charge. These facilities include weight rooms, gymnasiums, sand volleyball courts, tennis courts, a walking track, an indoor swimming pool, and a frisbee golf course.

Benefit descriptions are provided above as general information only and detailed information is provided during orientation.

January 1: New Year’s Day

January 18: Martin Luther King Day of Service

 *3 Personal Days: Spring Break

April 2: Good Friday (campus closed all day)

May 31: Memorial Day

July 5: Independence Day

September 6: Labor Day

November 24-26: Thanksgiving (Wednesday before Thanksgiving)

December 23 – 31:  Christmas

Total Days 19

*In Lieu of Spring Break this year, staff employees will be given 3 additional personal days as floating holidays.  The personal days will expire on December 31, 2021 if not taken and the personal days do not have a cash value for payout at the time of separation from SNU. 

Southern Nazarene University values each person created in the image of God, therefore, we also desire to be a community that reflects representation of diversity. We care about inclusion and equity through the refining of our character, the way we create culture, and the way we serve Christ. Our University values reconciliation through God’s love.  

Vice-President for Intercultural Learning and Engagement, Chief Diversity Officer

Southern Nazarene University
6727 NW 39th Expressway, Bresee Suite 200
Bethany, OK 73008
405-491-6600

Email: lcrouso@mail.snu.edu

Southern Nazarene University policy prohibits discrimination on the basis of race, sex, age, color, creed, national or ethnic origin, marital status, disability, genetic information, veterans status or any other legally protected class in the recruitment and admission of students, in all personnel actions or decisions including, but not necessarily limited to, recruitment, hiring, training, upgrading, promotion, demotion, termination and salary, and in the operation of all university programs, activities, and services. Any concerns regarding discrimination on the basis of categories listed above should be addressed to the appropriate person: 

Students contact: 

Dean of Students
Southern Nazarene University
Office of Student Life
6612 NW 42nd St.
Webster Commons, Lower Level Suite 110A
Bethany, OK 73008
405-491-6336/ Email: kbradley@snu.edu

Employees contact: 

Director of Human Resources (or immediate supervisor)
Southern Nazarene University 
6729 NW 39th Expressway, 
Bresee Hall, Room 306
Bethany, OK 73008 
405-491-6333/ Email: gcollier@snu.edu

Chief Diversity Officer

Vice-President for Intercultural Learning and Engagement 
Southern Nazarene University
6729 NW 39th Expressway
Bresee Suite 200
Bethany, OK 73008
405-491-6600/ Email: lcrouso@mail.snu.edu

Anyone with questions or concerns regarding sex discrimination or the university’s compliance with Title IX can contact the university’s Title IX Coordinator: 

Executive Vice President

Southern Nazarene University
6729 NW 39th Expressway
Bresee Suite 202
Bethany, OK 73008
405-491-6306/ Email: mredwine@snu.edu

Title IX Disclosure

Regardless of other language in this policy notwithstanding, Sexual Harassment (including Sexual Assault, Domestic Violence, Dating Violence, and Stalking), as defined in the Sexual Harassment Policy, will be governed exclusively by the Sexual Harassment Policy and processes provided in it.  All other forms of sex-based discrimination are governed by this policy, including sex-based Harassment, as defined in this policy, that does not rise to the level of Sexual Harassment as defined in the Sexual Harassment Policy. 

Conduct that is initially raised through a formal complaint under the Sexual Harassment Policy may also be addressed under this policy, in the institution’s discretion, when: (i) the conduct, or some part of it, may amount to a violation of this policy regardless of whether it meets the definition of Sexual Harassment under the Sexual Harassment Policy; (ii) the formal complaint, or some part of it, has been dismissed under the Sexual Harassment Policy; or (iii) a final determination of a formal complaint has been made under the Sexual Harassment Policy and separate or additional action may be necessary to enforce this policy. 

Discrimination is material, adverse treatment of an individual based on a protected category. 

Harassment consists of unwelcome conduct on the basis of a Protected Category that explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.

A person’s subjective belief that behavior is intimidating, hostile, or offensive does not make that behavior harassment. The behavior must create a hostile environment from both a subjective and objective perspective and must be so severe, persistent, or pervasive that it unreasonably interferes with, limits, or deprives a member of the community of the ability to participate in or to receive benefits, services, or opportunities from the university’s education or employment programs and/or activities. In determining whether a hostile environment exists, the university examines the context, nature, scope, frequency, duration, and location of incidents, as well as the relationships of the persons involved.

Non-sex-based VAWA crimes

Note that, when addressing domestic violence, dating violence, and stalking that are not sex-based (i.e., that are not covered by the university’s revised Sexual Harassment policy), the university will need to provide VAWA protections to the parties. Those are outlined on the slides below.

Under Title IX of the Education Amendments of 1972, Southern Nazarene University prohibits all unlawful discrimination on the basis of sex or gender in its educational programs and activities, except where the University has been granted exemptions from certain Title IX regulations on religious grounds, including the specific religious tenet of the University.  

No individual will be subject to any form of retaliation, discipline, or other adverse action for reporting conduct in violation of the university’s nondiscrimination/Equal Employment Opportunity Statement, assisting/cooperating in making a complaint, or assisting with the investigation of a complaint. Any individual who believes they have experienced or witnessed retaliation should immediately notify the appropriate member(s) of the administration as identified above. Those found to be engaging in any type of discrimination in violation of law or university policy will be subject to disciplinary action, up to an including dismissal or termination of employment. 

*Christian faith and employment at Southern Nazarene University: Southern Nazarene University is an expression of the Church of the Nazarene. It reserves the right to prefer employees on the basis of religion (Title VII, Section 702-703, U.S. Civil Rights Act of 1964). 

Regardless of other language in this policy notwithstanding, Sexual Harassment (including Sexual Assault, Domestic Violence, Dating Violence, and Stalking), as defined in the Sexual Harassment Policy, will be governed exclusively by the Sexual Harassment Policy and processes provided in it.  All other forms of sex-based discrimination are governed by this policy, including sex-based Harassment, as defined in this policy, that does not rise to the level of Sexual Harassment as defined in the Sexual Harassment Policy.

Conduct that is initially raised through a formal complaint under the Sexual Harassment Policy may also be addressed under this policy, in the institution’s discretion, when: (i) the conduct, or some part of it, may amount to a violation of this policy regardless of whether it meets the definition of Sexual Harassment under the Sexual Harassment Policy; (ii) the formal complaint, or some part of it, has been dismissed under the Sexual Harassment Policy; or (iii) a final determination of a formal complaint has been made under the Sexual Harassment Policy and separate or additional action may be necessary to enforce this policy.

Discrimination is material, adverse treatment of an individual based on a protected category.

Harassment consists of unwelcome conduct on the basis of a Protected Category that explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.

A person’s subjective belief that behavior is intimidating, hostile, or offensive does not make that behavior harassment. The behavior must create a hostile environment from both a subjective and objective perspective and must be so severe, persistent, or pervasive that it unreasonably interferes with, limits, or deprives a member of the community of the ability to participate in or to receive benefits, services, or opportunities from the university’s education or employment programs and/or activities. In determining whether a hostile environment exists, the university examines the context, nature, scope, frequency, duration, and location of incidents, as well as the relationships of the persons involved.

Non-sex-based VAWA crimes

Note that, when addressing domestic violence, dating violence, and stalking that are not sex-based (i.e., that are not covered by the university’s revised Sexual Harassment policy), the university will need to provide VAWA protections to the parties.

Under Title IX of the Education Amendments of 1972, Southern Nazarene University prohibits all unlawful discrimination on the basis of sex or gender in its educational programs and activities, except where the University has been granted exemptions from certain Title IX regulations on religious grounds, including the specific religious tenet of the University.

No individual will be subject to any form of retaliation, discipline, or other adverse action for reporting conduct in violation of the university’s nondiscrimination/Equal Employment Opportunity Statement, assisting/cooperating in making a complaint, or assisting with the investigation of a complaint. Any individual who believes they have experienced or witnessed retaliation should immediately notify the appropriate member(s) of the administration as identified above. Those found to be engaging in any type of discrimination in violation of law or university policy will be subject to disciplinary action, up to an including dismissal or termination of employment.

*Christian faith and employment at Southern Nazarene University: Southern Nazarene University is an expression of the Church of the Nazarene. It reserves the right to prefer employees on the basis of religion (Title VII, Section 702-703, U.S. Civil Rights Act of 1964).

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