Senior Human Resources Generalist

HR GENERALIST 3 (007596)

UCPath Position ID: TBD_941249

Position Description History/Status

Approved Date:

4/8/2026 12:07:01 PM

Date Last Edited:

4/8/2026 12:06:58 PM

Last Action Effective Date:

Organization Details

Business Unit (Location):

LACMP

Organization Code:

3200O

Organization:

SEMEL INSTITUTE

Division Code:

3210D

Division:

NEUROPSYCHIATRIC INST DIV

Department:

200000 - SEMEL INSTITUTE

Position Details

UCPath Position Number:

TBD_941249

Position Description ID

254499

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:

41229665

Reports to Payroll Title:

HR SUPV 2

UCPath Department Head Position Number:

40053049

Department Head Payroll Title:

ADMIN MGR 2

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

POSITION SUMMARY

Under general supervision of the Human Resources Manager, the Senior HR Generalist is responsible for facilitating, coordinating, and implementing HR services, policies, and programs for the Semel Institute. Specific areas of responsibility include, recruitment and onboarding, workforce administration, compliance, employee and labor relations (ELR), classification, compensation, and leave of absence (LOA), Training & Employee Engagement in conjunction with department leadership and UCLA Campus Human Resources (CHR). The Senior HR Generalist serves as a point of contact to employees, managers and supervisors on human resources matters within the department. The incumbent assesses and anticipates HR-related needs and communicates proactively with department leadership and UCLA CHR.

The Jane and Terry Semel Institute for Neuroscience and Human Behavior at UCLA is a world leader in human neuroscience research, education, and clinical services designed to advance wellbeing and mental health. The Institute provides a collaborative home for preeminent researchers and faculty across many disciplines to study complex human behavior. Their research includes the genetic, biological, behavioral, and sociocultural underpinnings of behavior and the causes and consequences of neuropsychiatric disorders. This transdisciplinary work leads to breakthroughs and developments of new and effective interventions that improve the lives of those around us and across the world.

Talent Acquisition – Recruiting and Onboarding

• Partner with managers and supervisors on recruitment and selection processes including providing guidance to divisions on reviewing resumes and applications, screening, interviewing, candidate selection, reference checking, professional license verification, personnel file reviews, work authorization, background checks, and job offers for a wide range of staff positions while utilizing the applicant tracking system.

• Conduct, lead, and provide guidance for I9 process and department new hire onboarding for all hire types (Career, Contract, Limited, Casual Restricted, etc.) to support a positive new-hire experience.

30%

Classification and Compensation

• Review compensation requests and prepare position descriptions. Make recommendations for accuracy and provide guidance for proposed classification and compensation. Recommend revisions from managers as needed. Submit and package classification and compensation requests for approval as directed, and in accordance with policy and local procedure, or collective bargaining agreement.

• Conduct preliminary evaluations and analyses of salary actions, including equity adjustments, stipends, reclassifications, and other pay changes and prepare recommendations that ensure internal equity and alignment with policies, scope, experience, and budget considerations. Consult with Budget Offices on funding and Compensation on structure and classification decisions.

20%

HR Administration and Compliance

• Support workforce administration for the entire employee life cycle. Complete personnel actions in UCPath, including but not limited to the initiation, approval or update of hires, separations and ends dates, LOAs, classification and compensation actions, work location, supervisor changes, title change, transfers, change in appointments, final payments, overpayments, etc. Complete actions in iCIMS, including employment contracts, contract amendments, new and replacement requisitions, closing documents, etc. Ensure entries are entered timely and accurately. Work with UCPath, Central Resources Unit (CRU), Campus Human Resources (CHR), and other campus partners to resolve errors, data integrity issues, and discrepancies as needed.

• In collaboration with payroll team, research, resolve, and reconcile payroll discrepancies, including late pay, retroactive adjustments, overpayments, off cycle checks, and final pay.

• Regularly prepare and review personnel reports. Make suggestions based on trends and advise leaders in advance of proposed personnel actions (Ex: probationary periods, expiring limited appointments, work hours, contracts, work authorization (i.e.: new or visa renewals), casual restricted, dual and stipend appointments, retention, hiring, etc.).

• Conduct regular audits to review HR data and records for accuracy and completeness.

• Maintain personnel files and document retention and reporting within designated systems of record to ensure compliance with all regulations and requirements. Ensure all employees complete mandatory trainings.

20%

Leave of Absences, Worker’s Compensation, and Benefits

• Administer, provide guidance on, and manage department Leave of Absences (LOAs) for staff employees. Ensure accurate documentation and transactions in UCPath and electronic files are within compliance to University policies, Union, Federal and State laws. Resolve errors and discrepancies, and reconcile leave balances and timekeeping accruals.

• Maintain high level understanding of Benefits offerings with the ability to answer general inquiries. Share University benefits information, and partner with UCPath or CHR Benefits team as needed.

• Advise on Work Accommodations and Worker’s Compensation matters and procedures. Refer to and partner with the UCLA Insurance and Risk Management Office as needed to support leaders and employees in managing claims.

15%

Employee and Labor Relations

• Provide guidance to department leaders relating to policies and procedures, collective bargaining agreements, performance management, the performance review processes, and other appropriate practices, consulting with appropriate central offices as needed.

• Counsel employees concerning sensitive and difficult to resolve work-related problems.

• Under direction from department HR leadership, and in consultation with CHR Employee & Labor Relations (ELR), draft layoff notices and provide guidance to supervisors, managers, and employees on the layoff process.

• In consultation with CHR ELR, coordinate actions and draft documents related to discipline, exit interviews, employment changes requiring employee memorandums, and other ELR matters.

• Escalate employee concerns or refer employees as appropriate to relevant resource unit(s), including (but not limited to) CHR, ELR, compliance, Ombud’s Office, Title IX, and other applicable university offices.

• Coordinate key actions, UCPath transactions and activities required to offboard employees (i.e.: access removal, final pay compliance, property return, exit interviews, and UCPath terminations).

• Attend Employee and Labor Relations office hours and trainings to stay current on bargaining union related matters. Monitor and interpret updates on bargaining unit activity including accretions, negotiations, and new union contracts and contract changes. Communicate relevant union updates and implications to leadership and internal stakeholders. 

• Collaborate with labor relations offices for strike planning, grievance meetings, and other labor activity.  

10%

Training, Employee Engagement & Continuous Improvement

• Identify and advise on appropriate professional development opportunities for all employee levels within client group. Partner with HR & Payroll team to develop and deliver trainings.

• Plan and coordinate employee engagement programs such as staff appreciation events, team-building events, and wellness initiatives that promote a positive workplace culture.  

• Makes recommendations for process and workplace improvements. Develop and maintain up-to-date job aids, standard operating procedures, manuals, tracking systems, training materials, workflows, and website content. Support efforts for workplace surveys, audits, and special projects.

• Perform other duties as assigned.

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 related area and/or equivalent experience/training.

Required

4-6 years

Thorough knowledge of organizational policies and procedures, knowledge of functional area and understands how work may affect other areas.

Required

4-6 years

Strong HR experience across multiple functional areas of recruitment, onboarding, employee and labor relations, HR Administration and Compliance, Classification, Compensation, Leave of Absences.

Required

4-6 years

Strong experience using Microsoft Office suite.

Required

4-6 years

Experience using human resources management system (HRMS), and / or other related business software programs and systems.

Required

1-3 years

UCPath / PeopleSoft / Timekeeping systems, or other UC applicable enterprise software.

Preferred

1-3 years

Experience working in a university or higher education environment.

Preferred

Human Resources certification such as SHRM or PHR.

Preferred

Strong understanding of human resources concepts and how they interconnect, including policies and procedures, employment practices, talent acquisition, employee and labor relations, benefits, LOAs, compensation, classification, timekeeping, training, and other HR functions.

Required

Strong analytical, problem-solving skills to address thouroughly address diverse and complex personnel and organizational matters.

Required

Ability to assess situations, develop recommendations, and apply critical thinking in areas such as change management, process improvement, and project management, where analysis of situations require a review of a variety of factors.

Required

Demonstrated ability to work collaboratively with diverse teams and stakeholders while fostering a positive, professional, and service-oriented environment.

Required

Demonstrated ability to effectively prioritize work, communicate needs, and meet deadlines while working independently or with a team.

Required

Ability to handle difficult, sensitive, and stressful situations effectively and with professional composure while maintaining confidentiality.

Required

Excellent oral, written, and non-verbal communication and collaboration skills to actively listen, convey sensitive information, explain policies and information clearly and logically, and build relationships with diverse audiences.

Required

Ability to exercise sound judgment and work independently with minimal supervision.

Required

Demonstrated knowledge of benefits and retirement programs, preferably in a university environment.

Required

Demonstrated knowledge of UC personnel policies (PPSM), bargaining union contracts, and procedures and practices that govern HR administration.

Preferred

General knowledge of change management and process improvement, including project management, stakeholder analysis, implementation plans, process mapping, root cause analysis, RACI, etc.

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:

Semel Institute

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.