Manager, Human Resources & Academic Personnel

ACAD HR SUPV 2 (007711)

UCPath Position ID: 40044501

Position Description History/Status

Approved Date:

6/12/2026 5:44:39 PM

Date Last Edited:

6/12/2026 5:44:36 PM

Last Action Effective Date:

Organization Details

Business Unit (Location):

LACMP

Organization Code:

1120O

Organization:

EDUCATION & INFO STUDIES               

Division Code:

1121D

Division:

EDUCATION & INFO STUDIES DIV           

Department:

028800 - DEAN, GSE&IS

Position Details

UCPath Position Number:

40044501

Position Description ID

172816

UC Payroll Title:

ACAD HR SUPV 2 (007711)

Personnel Program

Management and Senior Professional (MSP)

Salary Grade:

Grade 24

Job Code FLSA:

Exempt

Union Code (Collective Bargaining Unit):

99: Non-Represented (PPSM)

Employee Relations Code:

D: Supervisor - Confidential

Employee Class (Appt Type):

2 - Staff: Career

Full-Time Equivalent (FTE)

1

SUPERVISION

UCPath Reports to Position Number:

41051550

Reports to Payroll Title:

HR MGR 1

UCPath Department Head Position Number:

40066943

Department Head Payroll Title:

DEAN

GENERAL DIRECTION - Indicates that the incumbent receives guidance in terms of broad goals and overall objectives and is responsible for establishing the methods to attain them. Generally the incumbent is in charge of an area of work, and typically formulates policy for this area but does not necessarily have final authority for approving policy.

7715

ACAD HR ANL 3

2

5390

ACAD HR ANL 2 CX

2

7593

HR GENERALIST 3

1

POSITION SUMMARY

Under the general guidance of the Senior Director, Personnel & Operations, the Manager of Human Resources & Academic Personnel provides strategic leadership and oversight of all staff, student, and academic personnel functions for the School of Education & Information Studies (Ed&IS).

The Manager is responsible for ensuring the effective delivery of comprehensive human resources and academic personnel services, including recruitment, appointments, onboarding, payroll, compensation, employee and labor relations, and performance management. The position ensures compliance with University policies, collective bargaining agreements, and applicable federal and state regulations, while upholding fiduciary responsibility for staffing, compensation, and payroll administration.

The Manager exercises a high level of independent judgment in identifying, analyzing, and resolving complex and sensitive issues, consulting with the Senior Director as appropriate. In the absence of the Senior Director, the Manager assumes full decision-making authority for staff and academic human resources matters, as needed.

Serving as a key advisor to School leadership, the Manager provides expert guidance to the Dean, Associate Deans, Department Chairs, and senior managers on workforce strategy, academic personnel matters, and organizational effectiveness. The incumbent leads the development and implementation of HR and academic personnel strategies, programs, and initiatives that support the School's mission, strategic priorities, and commitment to equity and inclusion.

The Manager leads a team of Human Resources professionals across both staff and academic personnel functions, providing mentorship, training, performance management, and ongoing professional development to ensure high-quality, consistent service delivery. The incumbent fosters a collaborative, service-oriented team culture and ensures staff are equipped with the tools, knowledge, and resources necessary to effectively support managers, employees, and organizational goals.

The role oversees all local HR and Academic operations, including staff compensation, classification, employee and labor relations, performance management, and disciplinary actions, consulting with Campus Human Resources (CHR), Academic Personnel Office (AAPO), and other central offices as appropriate. The Manager advises managers and supervisors on recruitment strategies, organizational restructuring, and workforce planning, informed by ongoing analysis of departmental needs and University-wide trends. The incumbent develops and applies market-based and cross-campus compensation comparisons to support pay equity and ensures adherence to approved payroll budgets, including those related to contracts and grants.

In addition, the Manager recommends, develops, and implements department-wide HR and Academic Personnel strategies and programs that enhance organizational effectiveness and support the mission and long-term goals of Ed&IS. The Manager applies advanced expertise to resolve highly complex issues; conducts comprehensive analyses of policies, workforce data, and organizational practices; and develops recommendations for senior leadership.

The Manager provides guidance to managers and supervisors on compensation programs, personnel policies, and HR best practices; advises employees on sensitive and complex workplace matters; and identifies opportunities for systemic improvements, including training, process enhancements, and organizational changes. The position works closely with Campus Labor and Employee Relations on matters affecting the School's employee population, including investigations, disciplinary actions, and grievance processes, and may serve as the School's representative in related proceedings.

The Department of Education at the UCLA School of Education and Information Studies (Ed&IS) is dedicated to excellence in teaching, research, and service, with a steadfast commitment to advancing educational equity and social justice. We are committed to advancing educational research, practice, and policy to foster equity, diversity, and inclusion in education. By preparing future educators, researchers, and leaders and conducting cutting-edge research, we strive to create positive change and address the complex challenges facing education locally, nationally, and globally for the betterment of society.

Strategic Leadership & Advising

1. Serve as a strategic advisor to Ed&IS leadership on human resources and academic personnel strategy, workforce planning, and organizational design. (E)

2. Assess and evaluate the School’s organizational structure to ensure alignment with strategic priorities, operational needs, and future direction. (E)

3. Develop and project workforce staffing models (FTE) to support evolving programmatic and operational demands. (E)

4. Monitor and enforce budgetary controls related to personnel, including contracts and grants, to ensure fiscal compliance and avoid variances. (E)

5. Advise leadership on appointment types, classifications, and compensation structures for staff and academic personnel, with consideration of cost, benefits, and long-term financial impact. (E)

6. Provide expert guidance on complex and sensitive academic personnel matters, including recruitment, advancement, compensation, and equity. (E)

7. Advise on workforce planning, job design, classification, and recruitment strategies to support organizational effectiveness. (E)

8. Ensure equitable and compliant hiring practices through oversight of staff recruitments and academic searches (e.g., UC Recruit). (E)

9. Interpret and advise faculty, staff, and leadership on applicable University policies, procedures, and best practices. (E)

25%

Employee & Labor Relations

1. Serve as the SE&IS representative for Employee and Labor Relations matters for both staff and academic personnel. (E)

2. Provide expert guidance and consultation to managers, supervisors, and academic leaders on appropriate steps for performance management, conflict resolution, and escalating counseling and disciplinary actions, in alignment with University policies and practices. (E)

3. Draft and review corrective action documentation, including correspondence, disciplinary memos, and investigation reports, and support managers in preparing such materials.(E)

4. Conduct or coordinate employee and academic personnel investigations in consultation with Employee and Labor Relations and other central offices, and provide written summaries of findings and recommendations to senior leadership. (E)

5. Proactively identify and resolve workplace issues, facilitate mediation when appropriate, and recommend actionable solutions to support a positive and compliant work environment.(E)

6. Keep the Dean, Sr. Directors, and relevant stakeholders informed of personnel issues, risks, and opportunities, including those with financial or climate implications, and collaborate with central offices and school leadership to ensure consistent, equitable, and compliant outcomes.(E)

25%

Payroll & Compensation Management

1. Oversee payroll operations and compensation actions for staff and academic personnel, ensuring timely, accurate, and policy-compliant processing. (E)

2. Review, analyze, and approve salary and compensation actions, securing required approvals and ensuring alignment with University policies and budget constraints. (E)

3. Conduct compensation and equity analyses across titles and departments; develop salary recommendations based on role, experience, and internal/external comparators. (E)

4. Advise managers on appropriate compensation actions (e.g., increases, stipends, dual employment), including requirements for documentation and justification. (E)

5. Evaluate and prepare exceptional compensation requests for leadership review, ensuring completeness, justification, and appropriate routing for approval. (E)

6. Assess salary structures and identify misalignment or equity concerns; recommend adjustments to support fair and competitive pay practices. (E)

7. Consult with central Compensation to develop and implement classification and compensation strategies, including complex or non-standard cases. (E)

15%

Supervision & Team Leadership

1. Directly supervise HR and Academic Personnel staff, including setting priorities, managing workflow, coaching and mentoring, conducting performance evaluations, and recommending personnel actions to ensure effective and compliant service delivery. (E)

2. Monitor and assess team capacity; adjust workload distribution and workflow processes to maintain operational efficiency and balance. (E)

3. Lead continuous improvement efforts by standardizing procedures, implementing performance metrics, and leveraging technology to enhance service delivery and operational effectiveness. (E)

4. Provide leadership and oversight of HR and academic personnel functions, including policy interpretation, personnel administration, and regulatory compliance. (E)

15%

HR & Academic Personnel Operations Oversight

1. Oversee all HR and Academic Personnel operations, including recruitment and hiring, compensation and classification, payroll and personnel transactions, benefits and leave administration, and academic actions (appointments, reappointments, merits, and promotions). (E)

2. Direct the end-to-end employee lifecycle for all staff and academic personnel, including onboarding, employment changes, and separations. (E)

3. Ensure a consistent, efficient, and compliant onboarding process for all new hires across Ed&IS. (E)

4. Oversee benefits and leave programs for all employee groups, including advising on eligibility, administering leave (e.g., FMLA, disability, sabbatical), and ensuring policy compliance. (E)

10%

Workforce Engagement & Development

1. Oversee the annual and probationary performance evaluation process, ensuring compliance with University policies, consistency in application, and delivery of clear, actionable feedback; facilitate resolution of review-related concerns. (E)

2. Advise managers on performance management, counseling, and disciplinary actions, consulting with Labor and Employee Relations and applicable collective bargaining agreements as needed. (E)

3. Serve as a liaison between employees and management to support effective communication, resolve workplace issues, and implement mediation strategies when necessary. (E)

4. Lead initiatives to enhance employee engagement, training, and professional development for staff and academic personnel. (E)

5. Develop and deliver resources and training on policies and best practices, partnering with leadership to strengthen organizational effectiveness, equity, and workplace climate. (E)

5%

Risk Management

1. Serve as the primary advisor to managers on interpretation and application of University policies, collective bargaining agreements, labor laws, and related compliance requirements, including harassment prevention. (E)

2. Oversee records management for all HR and academic personnel files, ensuring compliance with retention requirements and safeguarding confidential information. (E)

3. Ensure timely and accurate completion of mandatory compliance training through the Learning Management System. (E)

4. Lead the administration of accommodation processes, including disability, workers’ compensation, and return-to-work matters, ensuring compliance and engagement in the interactive process as required. (E)

5. Oversee compliance-related training and initiatives for Ed&IS employees to ensure adherence to University policies and regulatory requirements. (E)

5%

•

Performs other duties as assigned.

•

Complies with all policies and standards.

•

Complies with the University of California, Los Angeles (UCLA) Principles of Community.

•

This position description is not intended to be a complete list of all responsibilities, duties or skills required for the job and is subject to review and change at any time, with or without notice, in accordance with the needs of the organization.

QUALIFICATIONS

Bachelor's Degree

in Human Resources and/or equivalent experience or training in Human Resources, Academic Personnel/Affairs, and/or Higher Education.

Required

7-10 + Years

of progressive HR experience, including academic personnel in a university setting

Required

Working knowledge of and demonstrated skills in counseling, recruitment and interviewing, benefits and compensation administration, training and development, and employee relations.

Required

Demonstrated knowledge and experience using UC/UCLA systems, including UC Path, Online Financial Systems Reports (OFSR), Campus Data Warehouse (CDW), OPUS,UC Recruit, JDXpert, iCIMS, TRS, and other campus personnel and fiscal tools.

Required

Experience and ability to work as part of an executive team in a collaborative and collegial environment.

Required

Demonstrated supervisory skill and experience in making hiring decisions, training subordinates, evaluating staff, and overseeing disciplinary procedures when required.

Required

Experience with, and advanced knowledge of, collective bargaining agreements and PPSM policies and procedures to interpret and apply policy.

Required

Specific knowledge of UC academic personnel policies and procedures. Skill in analyzing and interpreting University policy to effectively coordinate and advise the Chairs and Dean in administering the academic personnel program for both departments.

Required

Working knowledge of the UCLA CALL and the Academic Personnel Manual (APM). Working knowledge of University health plans, FML, Leave of Absence, retirement plans, and other employee benefits.

Required

Ability to analyze task requirements and to coordinate and manage a number of projects (most of them having deadlines) simultaneously and to prioritize work in order to meet deadlines. Analytical ability to resolve conflict and implement new procedures for department chair, vice chairs, and/or Dean.

Required

Interpersonal skills, often requiring tact and diplomacy, to establish and maintain cooperative working relationships with staff, UCLA faculty, and external stakeholders.

Required

Skill in communicating clearly and effectively in order to obtain and convey information to individuals at various organizational levels.

Required

Working knowledge of commonly used MS Office software: Word, Excel, PowerPoint, tables and databases.

Required

Advanced knowledge of University HR & Academic Personnel and Payroll policies, procedures, and organizational structure.

Required

Demonstrated working knowledge of the academic personnel process related to faculty appointments, promotions, advancements, and reviews.

Required

Advanced mathematical and quantitative skills for calculating salaries, preparing payroll documents, applying formulas, processing expense transfers, managing leave accruals, handling payroll changes, and creating financial analyses.

Required

Superior writing and editing skills sufficient to compose and edit correspondence and emails that are professional, clear, concise, and grammatically correct. Ability to make oral, group, and one-on-one presentations to provide information, explain policies and procedures, and answer questions.

Required

Ability to prioritize and adjust a heavy workload to meet deadlines. Demonstrate the ability to determine the relative importance of job responsibilities to meet these deadlines.

Required

Knowledge and understanding of Federal, State and local University laws, rules and regulations, and policies regarding fair employment practices.

Required

SPECIAL REQUIREMENTS AND/OR CONDITIONS OF EMPLOYMENT

Background Check: Continued employment is contingent upon the completion of a satisfactory background investigation.

Live Scan Background Check: A Live Scan background check must be completed prior to the start of employment.

Age Requirement: Candidate(s) must be 18 years or older to be eligible to be hired.

CANRA: The position is designated as a mandatory reporter under CANRA. The employee must sign the "Statement Acknowledging Requirement to Report Child Abuse".

5%

Domestic travel

Occasional attendance at offsite conferences and meetings.

Required

Evening and/or weekend work as needed.

Required

Ability to work physically on-site on UCLA's Campus a minimum of 2x per week with additional days on-site as needed.

Required

LOCATION AND PHYSICAL, ENVIRONMENTAL, MENTAL (PEM) REQUIREMENTS

Environment and Work Location Information

Environment Type:

Non-Clinical Setting

Location Setting:

Campus

Location:

Moore Hall 457 Portola Plaza

Standing/Walking

X

Sitting

X

X

Bending/Stooping

X

Squatting/Kneeling

X

Climbing

X

Lifting/Carrying/Push/Pull 0-25 lbs

X

X

Lifting/Carrying/Push/Pull 26-50 lbs

X

Lifting/Carrying/Push/Pull over 50 lbs

X

Physical requirements other

X

Chemicals, dust, gases, or fumes

X

Loud noise levels

X

Marked changes in humidity or temperature

X

Microwave/Radiation

X

Operating motor vehicles and/or equipment

X

Exposures other

X

Sustained attention and concentration

X

X

Complex problem solving/reasoning

X

X

Ability to organize & prioritize

X

X

Communication skills

X

X

Numerical skills

X

X

Mental demands other

X

X

Classification 3:  Position in which exposure to blood, body fluids or tissues is not part of the position description. The normal routine task involves no exposure to blood, body fluids or tissues and the employee can decline to perform tasks which involve a perceived risk without retribution.