Executive Director, People Strategy & Partnerships

HR MGR 3 (000626)

UCPath Position ID: 41273838

Position Description History/Status

Approved Date:

10/29/2026 6:45:17 PM

Date Last Edited:

10/29/2026 6:45:13 PM

Last Action Effective Date:

Organization Details

Business Unit (Location):

LACMP

Organization Code:

5100O

Organization:

CAMPUS HUMAN RESOURCES VICE CHANCELLOR  

Division Code:

5910D

Division:

CAMPUS HUMAN RESOURCES

Department:

361000 - CAMPUS HUMAN RESOURCES

Position Details

UCPath Position Number:

41273838

Position Description ID

266471

UC Payroll Title:

HR MGR 3 (000626)

Personnel Program

Management and Senior Professional (MSP)

Salary Grade:

Grade 28

Job Code FLSA:

Exempt

Union Code (Collective Bargaining Unit):

99: Non-Represented (PPSM)

Employee Relations Code:

B: Manager - Confidential

Employee Class (Appt Type):

2 - Staff: Career

Full-Time Equivalent (FTE)

1

SUPERVISION

UCPath Reports to Position Number:

10218757

Reports to Payroll Title:

CHF HR EXEC ME

UCPath Department Head Position Number:

40059668

Department Head Payroll Title:

CHF HR EXEC ME

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.

HR MGR 2

000625

1

HR MGR 1

000624

4

HR SUPV

TBD

HR GEN 4

TBD

POSITION SUMMARY

Reporting to the Vice Chancellor and Chief People Officer, the Executive Director, People Strategy & Partnerships provides executive leadership for the execution of human resources strategy and transformational operational initiatives across UCLA Campus. The role will shape and execute ways Campus Human Resources delivers HR services to clients across UCLA. 

The Executive Director has oversight of the new People Strategy & Partnerships unit. Through a team of management direct reports and campus departmental HR resources, the incumbent leads a large and complex portfolio-based support structure that shapes the delivery of HR services to promote greater consistency, clarity, efficiency, responsiveness, and shared accountability across the UCLA Campus HR environment.  The Executive Director will also lead efforts to strengthen HR compliance and effectiveness, reduce risk, and establish accountability for HR operations, while appropriately addressing significant HR vulnerabilities.

The incumbent serves as a trusted strategic advisor and provides expert consultation to support a broad range of HR functions through various reporting relationships, including, but not limited to, employee and labor relations, talent acquisition & workforce planning, classification, compensation, leaves of absence, performance management, organizational effectiveness, and policy interpretation and administration. The incumbent establishes service standards for portfolio HR support and directs HR operations, organizational planning, resource allocation, service performance, process improvement, and integration with CHR Centers of Excellence (COE) to ensure HR capabilities and services are aligned with campus priorities.

The incumbent serves as a key member of the CHR's leadership team and provides the vision, leadership, planning, and operations oversight to ensure day-to-day and strategic objectives are being met in the People Strategy & Partnerships unit.  The role provides executive guidance on significant organizational, talent, and change matters, directs resolution of complex issues spanning departmental and CHR functions, and uses insights and data to anticipate emerging needs, evaluate service effectiveness and capacity, and drive strategic decisions regarding HR structures, priorities, and service delivery.

Campus Human Resources (CHR) provides a full range of human resource management services through its various Centers of Excellence, including Benefits, Compensation and Classification, Employee and Labor Relations, HR and Payroll Operations, Learning and Organizational Development, Staff and Faculty Counseling, and Talent Acquisition and Workforce Planning. CHR also leads and supports campus-wide human resources strategies, programs, initiatives, and special projects designed to strengthen UCLA’s workforce and advance the University’s mission.

The People Strategy and Partnership function strengthens the connection between CHR expertise and the college, schools, departments, and administrative units it serves by providing integrated strategic HR partnership, portfolio leadership, organizational guidance, and accountability. The function is designed to promote greater consistency, clarity, efficiency, responsiveness, and shared accountability across the UCLA Campus HR environment.

Strategic Leadership and Executive Advisory

1. Leads HR strategy and operations across UCLA Campus departments, translating University priorities, emerging organizational needs, and workforce trends into coordinated HR strategies, priorities, and actions.

2. Serves as a trusted strategic advisor to the Vice Chancellor and senior campus leaders on organizational effectiveness, workforce and talent strategy, leadership, organizational change, and complex people-related risks.

3. Represents CHR in executive forums, committees, and cross-functional University initiatives as a senior member of the CHR leadership team.

4. Builds alignment with senior leaders and key campus partners to influence decisions, resolve complex issues, and advance strategic outcomes.

5. Provides executive counsel and recommendations on organizational decisions, emerging needs, and strategic investments, assessing the implications of major initiatives, restructurings and workforce decisions, including organizational, policy, and procedural changes. 

6. Leads organizational effectiveness, transformation, and change initiatives across Campus, including organizational design, process standardization, digital transformation, new operating models, leadership effectiveness, and team capability initiatives requiring coordination across departments and CHR functions.

7. Shapes and advances HR excellence by assessing organizational needs, identifying opportunities to strengthen HR practices, and promoting innovative, service-oriented, and cost-effective approaches.

8. Uses organizational, workforce, service, performance, and stakeholder data to evaluate HR effectiveness and employee experience, establish performance measures and goals, and inform decisions regarding HR priorities, service delivery, and process improvement.

40%

Portfolio Leadership & HR Service Delivery

1. Directs HR service delivery across campus departments through direct reports, establishing priorities, operational and service expectations, escalation pathways and accountability to promote consistent, high-quality HR support.

2. Ensures integrated HR support and consultation through the direct reports on a broad range of HR functions, including, but not limited to, employee and labor relations, talent acquisition & workforce planning, classification, compensation, employee development, performance management, organizational effectiveness, compliance, and policy interpretation and administration.

3. Establishes staffing, capacity, resource allocation, and organizational structures for portfolio support, directing adjustments and deployment of HR resources in response to departmental needs and changing priorities.

4. Ensures department HR representatives are provided access to appropriate HR expertise through the Strategic People Partner Managers and CHR Centers of Excellence (COE) to receive consistent guidance from specialized CHR expertise when needed.

5. Ensures consistent communication and implementation for HR programs, policies, processes, employment requirements, laws, and campus initiatives across portfolios, while allowing for appropriate organizational differences.

6. Directs the escalation of significant HR issues through the Strategic People Partner Managers, ensuring matters are appropriately resolved with the responsible departments and CHR functions.

7. Ensures departments have access to relevant training and resources to support effective people management.

8. Establishes risk-management and accountability frameworks across HR operations to strengthen compliance, reduce exposure, and ensure timely identification and resolution of HR risks and vulnerabilities.

30%

Team Management and Leadership

1. Sets clear goals and expectations for direct and indirect reports, aligning individual and team work with organizational priorities and establishing accountability for results.

2. Fosters employee engagement and commitment by maintaining open communication, recognizing contributions, and creating meaningful opportunities for employees to contribute to team and organizational goals.

3. Align work and responsibilities with employees’ strengths, capabilities, and development goals, leveraging individual expertise to maximize team effectiveness and portfolio results.

4. Fosters psychological safety, collaboration, and trust, creating an environment where employees are encouraged to share ideas, challenge assumptions, raise concerns, and contribute to innovation and continuous improvement.

5. Builds leadership capability and supports professional development through coaching and stretch opportunities.

6. Leads the full employee lifecycle, including workforce planning, recruitment, hiring, onboarding, training, development, performance review, retention, performance management, and separation, ensuring the team has the talent and capabilities needed to meet organizational needs.

7. Allocates work and resources effectively, balancing priorities, employee capacity, skills, and organizational needs to support sustainable performance.

30%

•

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 a related area and/or equivalent combination of education and experience/training.

Required

Master's Degree

in human resource management, business administration, or a related discipline.

Preferred

Experience in higher education and/or the public sector human resources field.

Required

8-10 Years

Of progressive Human Resources management in a larger organization.

Required

Experience with UC systemwide personnel policies and applicable laws and regulations

Preferred

CCP, SPHR, or SHRM-SCP certification

Preferred

1. Experience managing HR consultation and operations across multiple clients in complex, decentralized environments.

Required

2. Strong leadership and management skills with the ability to motivate, coach, and evaluate staff.

Required

3. Expertise in strategic planning, performance measurement, and continuous improvement initiatives.

Required

4. Knowledge of process improvement methodologies (e.g., Six Sigma) to enhance quality and efficiency.

Required

5. Ability to balance customer service with compliance while developing creative, constraint-aware solutions.

Required

6. High level of political acumen and interpersonal skills to build relationships with and influence diverse stakeholders.

Required

7. Excellent written and verbal communication skills, including translating complex information for varied audiences. Demonstrated ability to handle extremely difficult or volatile situations/individuals effectively.

Required

8. Team-building skills with the ability to collaborate, provide feedback, and foster a supportive work environment.

Required

9. Knowledge of HR, payroll, and financial systems, and ability to leverage technology for operational effectiveness.

Required

10. Analytical and strategic thinking skills, with attention to detail and ability to solve complex problems.

Required

11. Knowledge of employment laws, policies, and labor agreements, with discretion in handling confidential information.

Required

12. Ability to develop budget plans and administer financial resources, exercising care and fiscal responsibility.

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.

LOCATION AND PHYSICAL, ENVIRONMENTAL, MENTAL (PEM) REQUIREMENTS

Environment and Work Location Information

Environment Type:

Non-Clinical Setting

Location Setting:

Campus

Location:

Murphy Hall

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.