Human Resources Business Partner

HR GENERALIST 3 (007596)

UCPath Position ID: 40068177

Position Description History/Status

Approved Date:

2/6/2026 5:39:04 PM

Date Last Edited:

2/6/2026 5:38:59 PM

Last Action Effective Date:

Organization Details

Business Unit (Location):

LACMP

Organization Code:

6400O

Organization:

VICE CHANCELLOR/CHIEF FINANCIAL OFFICER

Division Code:

6440D

Division:

BUSINESS & FINANCE SOLUTIONS

Department:

355000 - BUSINESS & FINANCE SOLUTIONS

Position Details

UCPath Position Number:

40068177

Position Description ID

252082

UC Payroll Title:

HR GENERALIST 3 (007596)

Personnel Program

Professional and Support Staff (PSS)

Salary Grade:

Grade 22

Job Code FLSA:

Exempt

Union Code (Collective Bargaining Unit):

99: Non-Represented (PPSM)

Employee Relations Code:

F: All Others - Confidential

Employee Class (Appt Type):

2 - Staff: Career

Full-Time Equivalent (FTE)

1

SUPERVISION

UCPath Reports to Position Number:

41137026

Reports to Payroll Title:

Exec Advisor 5

UCPath Department Head Position Number:

41137026

Department Head Payroll Title:

Exec Advisor 5

GENERAL SUPERVISION - Indicates that the incumbent develops procedures for performance of variety of duties; or performs complex duties within established policy guidelines.

7595

HR Generalist 2

1

POSITION SUMMARY

As a visible and trusted strategic advisor within the Office of Strategic Operations, the HR Business Partner (HRBP) serves as a strategic advisor and functional leader, elevating the employee experience through high-impact HR policies and data-driven strategies. This role serves 400+ staff members and blends strategic thinking with hands-on execution to embed HR practices into every facet of the organization's success, working across all levels—including the CFO, Executive Director & Chief of Staff, and Associate Vice Chancellors—to shape the employee journey.

Strategy, Policy & Program Design

          Strategic Analysis: Analyzes HR problems of diverse scope and nature, applying sound judgment to determine strategic solutions after obtaining key stakeholder feedback.

          • Data-Driven Recommendations: Creates internal polling and surveys to obtain trend analyses; develops leadership recommendations that are considerate of CFS values and broad organization strategy.

          • Program Ownership: Designs and implements HR programs such as rewards and recognition (e.g., STAR Awards, Years of Service), development programs, and telecommuting initiatives to foster engagement.

          • Workforce Planning: Interfaces with client groups to develop workforce planning strategies (macro or micro level), ensuring the talent and organization evolves to meet the needs of the organization

          • Change Leadership: Functions as a strategic change leader and implementation partner by effectively communicating new or modified programs and training employees on deployment.

          • Policy Governance: Evaluates, implements, and enforces HR policies and procedures; authors memoranda and professional correspondence to ensure consistency of standards

          • Maintains current knowledge of University policy and procedure; effectively, consistently and fairly applies University policy and/or campus/division procedures for assigned area and team members supervised; complies with University, Campus and division policies and procedures regarding privacy of information, authorized use of University resources and the security of University systems and data

           

40%

Performance & Talent Management

          Develops and implements talent management strategies by integrating business priorities, employee insights, and external market factors aligned with the Office of the CFO and University goals.

          • Collaborate with functional leaders to develop succession planning frameworks, ensuring a strong leadership pipeline and internal mobility.

          • Lead performance framework and goal-setting methodologies, providing counsel to supervisors regarding performance improvement plans and corrective actions.

          • In partnership and guidance with Central Human Resources, manage complex employee relations issues, dispute resolution, and compliance risks while maintaining confidentiality and diplomacy

          • Recommends salary actions, promotions, and terminations.

          • Participates in recruitment and orientation of new employees.

           

25%

Supervision & Operational Leadership

          Directly supervises career FTEs and HR student workers.

          • Responsible for hiring, work assignments, performance evaluations, merit increases, reclassifications, and discipline/discharge for direct reports.

          • Monitors HR administrative staff assignments to ensure alignment of tasks to appropriate skill levels and timely delivery of work products.

          • Conducts regular one-to-one sessions with direct reports to offer guidance on problem resolution and talent development.

           

15%

Engagement & Continuous Improvement

          Oversee the development and implementation of employee engagement surveys and action plans based on internal polling and external benchmark data.

          • Analyze, standardize, and automate HR processes to streamline activities and improve the overall employee experience.

          • Conduct exit interviews to collect data on employee experience and produce summary reports for leadership regarding culture and trend observations.

          • Maintain current knowledge of University policy and industry best practices by participating in HR Community of Practice forums.             

          • Actively promotes the organization’s core values and consistently integrates innovation, employee fulfillment, teamwork, respect, excellence, integrity, service, and accountability into each aspect of their work

           

15%

Communications & Training

          Oversees internal HR communications strategies, ensuring employees are well-informed on policies and initiatives.

          • Communicates effectively with internal and external users or stakeholders; uses effective, grammatically correct business writing and verbal communication skills to convey complex concepts and information.

          • Coordinates with the communications team to post, promote, and support outreach efforts.

          • Oversees training programs to enhance managerial effectiveness and workforce skills.

           

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

or equivalent combination of education and experience

Required

Master's Degree

Preferred

5+ years

of progressive HR experience in complex environments

Required

Strong leadership, communication, and analytical skills

Required

Demonstrated success in providing strategic direction and executing management strategies for human capital.

Required

Understanding of employee engagement, labor relations, and organizational development

Required

Superior organizational, negotiation, and political acumen skills to persuade targeted audiences at various organizational levels.

Required

Familiarity with UC policies and employment law

Required

Technologically adept (HRIS systems, Excel, PowerPoint)

Required

Demonstrated work experience in a collective bargaining environment

Preferred

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.

LOCATION AND PHYSICAL, ENVIRONMENTAL, MENTAL (PEM) REQUIREMENTS

Environment and Work Location Information

Environment Type:

Non-Clinical Setting

Location Setting:

Campus

Location:

Murphy Hall/Wilshire Center

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.