Human Resources Business Partner

HR GENERALIST 4 (007597)

UCPath Position ID: TBD_1358

Position Description History/Status

Approved Date:

11/14/2025 4:50:03 PM

Date Last Edited:

11/14/2025 4:49:59 PM

Last Action Effective Date:

Organization Details

Business Unit (Location):

LACMP

Organization Code:

5000O

Organization:

ADMINISTRATIVE VICE CHANCELLOR

Division Code:

5901D

Division:

ADMINISTRATION

Department:

361100 - HR & PAYROLL OPERATIONS CENTER

Position Details

UCPath Position Number:

TBD_1358

Position Description ID

214002

UC Payroll Title:

HR GENERALIST 4 (007597)

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:

F: All Others - Confidential

Employee Class (Appt Type):

2 - Staff: Career

Full-Time Equivalent (FTE)

1

SUPERVISION

UCPath Reports to Position Number:

40040801

Reports to Payroll Title:

HR Generalist 4

UCPath Department Head Position Number:

40736259

Department Head Payroll Title:

HR MGR 2

DIRECTION - Indicates that the incumbent establishes procedures for attaining specific goals and objectives in a broad area of work. Only the final results of work done are typically reviewed. Incumbent typically develops procedures within the limits of established policy guidelines.

POSITION SUMMARY

The Human Resources Business Partner (HRBP) at UCLA Lake Arrowhead Lodge and Conference Center (LAL) serves as a strategic and operational HR leader supporting a dynamic team of 80–120 staff members. Reporting to the HR Manager of the HR & Payroll Operations Center (HRPOC), the HRBP provides advanced HR consultation and guidance to managers, supervisors, and employees, ensuring alignment with UCLA's policies, labor agreements, and regulatory requirements.

This role leverages advanced HR expertise to lead initiatives in employee and labor relations, talent acquisition, onboarding, compensation analysis, performance management, and staff development. The HRBP also ensures compliance with health and safety standards and manages sensitive personnel data using HRMS and related systems.

As a technical leader, the HRBP collaborates with LAL and hospitality leadership to drive strategic planning, organizational development, and workforce optimization. The role includes formulating and implementing HR programs and policies, influencing departmental practices, and serving as a resource for complex personnel matters, including academic personnel backup support.

Key responsibilities include:

• Providing strategic guidance on recruitment, especially for senior-level roles.

• Counseling on sensitive employee relations issues and recommending systemic improvements.

• Advising on compensation, benefits, and policy interpretation across represented and unrepresented staff.

• Leading performance management and professional development initiatives.

• Conducting complex HR analyses and contributing to organizational HR strategy.

• Coordinating with CHR and HRPOC to streamline processes and improve service delivery.

This role functions as the primary onsite HR leader for Lake Arrowhead Lodge, serving as the bridge between property leadership and the centralized HR structure within Housing & Hospitality (H&H). The position partners closely with both the LAL Director and the HR Manager for Hospitality to ensure all HR, payroll, and compliance processes are carried out efficiently and in alignment with university standards. The HRBP is expected to function with a high degree of autonomy, regularly influencing leadership decisions and contributing to the development of HR strategies that support a positive, inclusive, and high-performing workplace culture.

UCLA Lake Arrowhead Lodge is a unique Southern California meeting and retreat venue. Located high in the pine-studded San Bernardino Mountains on the tranquil shores of Lake Arrowhead, our 50-acre lodge provides meeting space and accommodations for groups from September through mid-June. During the summer, Bruins Woods Family Camp program runs for ten consecutive weeks, with up to 80 families attending each week.

Human Resource Management

• Serve as the primary HR liaison between Lake Arrowhead Lodge (LAL) and the HR & Payroll Operations Center (HRPOC), ensuring consistent personnel practices and high-quality service delivery.

• Collaborate with CHR and HRPOC to implement HR programs across staffing, onboarding, compensation, records management, safety, and retention.

• Provide recommendations to H&H leadership on personnel actions for review and approval

• Manage recruitment activities, including requisition submission, job postings, candidate screening, and hiring support.

• Facilitate onboarding processes for new hires, including background checks, offer letters, orientation, and training schedules.

• Monitor personnel status reports (e.g., auto-terminations, probationary periods, visa expirations) and coordinate timely follow-up with HRPOC.

• Provide guidance to management and staff on timekeeping procedures, including compliance with organizational policies and deadlines.

• Review and recommend salary and compensation actions (e.g., new hire offers, equity adjustments, reclassifications, promotions) for AVC approval prior to HRPOC submission.

• Support department payroll operations using campus-wide systems; ensure transactions meet payroll deadlines and analyze payroll reports as needed.

• Oversee personnel actions for new hires, rehires, transfers, separations, and promotions, ensuring compliance with policy and coordination with relevant offices.

• Advise managers on recruitment procedures, including interview protocols, background checks, and special placement categories.

• Ensure recruitment practices meet EEOC and Affirmative Action Good Faith Effort requirements.

• Provide strategic HR input to leadership on staffing needs, salary structures, and organizational changes.

• Generate and deliver ad hoc HR reports to leadership as requested.

• Maintain a high standard of customer service in HR operations, supporting the daily needs of staff and external partners.

40%

Employee & Labor Relations

          Serve as the first point of contact for employee and labor relations issues, ensuring confidentiality and professionalism in all interactions.

          • Coordinate directly with HRPOC and CHR for policy and compliance alignment

          • Provide expert advice and counsel to managers and employees in navigating complex personnel matters, including performance concerns, disciplinary actions, and conflict resolution.

          • Conduct internal investigations and gather documentation related to employee relations issues, coordinating with Campus Human Resources (CHR) and HRPOC as needed.

          • Conduct fact-finding and prepare disciplinary recommendations for review by the Director and H&H HR leadership before implementation.

          • Provide recommendations to H&H leadership on personnel actions for review and approval

          • Facilitate conflict resolution sessions and coach managers and employees through challenging interpersonal dynamics.

          • Assist in drafting counseling memos, disciplinary letters, and termination documentation; coordinate reviews with Campus Employee Relations and Labor Relations.

          • Advise managers on performance management strategies, progressive discipline, and intervention planning.

          • Coordinate responses to grievances in consultation with HRPOC and ensure alignment with university policies and labor agreements.

          • Provide initial responses to discrimination complaints in coordination with HRPOC and represent the department in hearings when required.

          • Consult with CHR colleagues in Talent Acquisition, Compensation, Employee Relations, and Labor Relations to ensure consistent and compliant practices.

          • Advise on organizational changes and staffing patterns, including recommendations for restructuring and implementation guidelines.

          • Support the implementation and compliance of the annual performance review process, ensuring 100% completion and appropriate follow-up.

          • Routinely consult with CHR to ensure departmental practices align with campus-wide standards and expectations.

          • Act as a resource for supervisors and employees on employee relations policies, procedures, and best practices

30%

Benefits and Leave of Absence Administration

          Administer leave of absence programs, including Family and Medical Leave (FML), ensuring accurate eligibility assessment, documentation, and compliance with university and legal requirements.

          • Provide expert guidance and counseling to employees, supervisors, and managers on university leave policies and procedures, including FML, disability, and other types of leave.

          • Coordinate with Employee Disability Management Services to evaluate workplace accommodation requests, conduct needs assessments, and communicate determinations to appropriate stakeholders.

          • Act as the primary point of contact for internal and external inquiries related to leave administration and benefits navigation.

          • Facilitate communication between employees and supervisors regarding leave-related concerns, offering strategic advice and alternative solutions to support operational continuity.

          • Ensure accurate and timely recording of leave transactions in HR systems and maintain compliance with university documentation standards.

          • Collaborate with HRPOC and CHR to ensure leave and benefits practices are consistent with campus-wide policies and labor agreements

20%

Other HR Duties

          Serve as an HR liaison to campus and departmental leadership, ensuring that LAL HR processes align with the broader H&H HR departmental workflows and SLA expectations

          • Maintain accurate personnel records by compiling, reviewing, and submitting updates in accordance with established HRPOC procedures and guidelines, ensuring compliance and timely processing.

          • Ensure departmental adherence to all applicable University, State, and Federal employment laws, personnel policies, and labor agreements.

          • Collaborate with HRPOC to implement recommendations from HR and payroll audits, ensuring compliance and process integrity.

          • Conduct periodic audits of payroll data, time and attendance records, and employee transactions to ensure accuracy and policy compliance.

          • Monitor and analyze HR data trends (e.g., disciplinary actions, recruitment, retention, compensation) and provide strategic insights to leadership.

          • Prepare and deliver ad hoc reports on HR metrics such as overtime, evaluation tracking, and staffing activity.

          • Support budgetary analysis related to wage implementations, equity increases, and reclassifications; prepare adjustments upon leadership approval.

          • Represent LAL leadership at meetings as needed, communicating updates and supporting cross-unit HR coordination.

          • Lead or support continuous improvement initiatives to streamline HR workflows and ensure consistency across all LAL units.

          • Maintain and update departmental Standard Operating Procedures (SOPs) in internal systems.

          • Coordinate the department’s response to the annual employee satisfaction survey and support the development of retention programs.

          • Promote a positive employee relations culture by fostering teamwork, collaboration, and mutual respect across the department

10%

•

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 or related area

Preferred

5 years

Experience in human resources, including employee relations, personnel policies, collective bargaining agreements, and payroll processing.

Required

Must obtain and maintain fingerprint roller certification.

Required

Advanced knowledge of HR policies and practices, including employment, compensation, classification, performance management, and labor relations within a complex, unionized environment.

Required

Demonstrated ability to interpret and apply federal, state, and local employment laws, including FMLA/CFRA, ADA, EEO, FLSA, and UC-specific policies and labor agreements.

Required

Strong analytical and problem-solving skills to assess complex personnel issues, identify patterns, and recommend strategic solutions.

Required

Experience conducting investigations and resolving employee relations matters, including conflict mediation, disciplinary actions, and performance interventions.

Required

Proficiency in HR systems and reporting tools.

Required

Excellent written and verbal communication skills, with the ability to produce professional-quality documents and effectively convey complex information to diverse audiences.

Required

Demonstrated ability to maintain confidentiality and exercise sound judgment when handling sensitive personnel matters.

Required

Experience in organizational development and change management, including evaluating staffing structures and recommending restructuring strategies.

Required

Strong interpersonal and negotiation skills, with the ability to build trust, influence decisions, and maintain collaborative relationships across all levels of the organization.

Required

Ability to manage multiple priorities and projects, meet deadlines, and adapt to changing business needs in a fast-paced environment.

Required

Experience in payroll operations and auditing, including reviewing timekeeping records, reconciling discrepancies, and ensuring compliance with payroll policies.

Required

Demonstrated leadership and mentoring abilities, including supervising HR staff, guiding managers, and fostering a culture of continuous improvement and professional development.

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.

Ability to work a flexible schedule, as dictated by operational needs.

Required

Must obtain and maintain fingerprint roller certification.

Required

Completion of the training is required to become authorized to review and verify I-9 documentation.

Required

LOCATION AND PHYSICAL, ENVIRONMENTAL, MENTAL (PEM) REQUIREMENTS

Environment and Work Location Information

Environment Type:

Non-Clinical Setting

Location Setting:

Non-University Setting(s)

Location:

UCLA Lake Arrowhead Lodge

•

General office equipment

Standing/Walking

X

X

Sitting

X

X

Bending/Stooping

X

X

Squatting/Kneeling

X

X

Climbing

X

X

Lifting/Carrying/Push/Pull 0-25 lbs

X

X

Lifting/Carrying/Push/Pull 26-50 lbs

X

X

Lifting/Carrying/Push/Pull over 50 lbs

X

Physical requirements other

X

Chemicals, dust, gases, or fumes

X

X

Loud noise levels

X

X

Marked changes in humidity or temperature

X

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.