Manager, IT Talent Management

HR SUPV 2 (007700)

UCPath Position ID: 41024961

Position Description History/Status

For Reference ONLY - PeopleAdmin JA Number:

1140516

Approved Date:

8/5/2025 10:08:22 PM

Date Last Edited:

8/5/2025 10:08:20 PM

Last Action Effective Date:

10/23/2024

Organization Details

Business Unit (Location):

LACMP

Organization Code:

5000O

Organization:

ADMINISTRATIVE VICE CHANCELLOR

Division Code:

5901D

Division:

ADMINISTRATION

Department:

372000 - CAMPUS PROJECTS

Position Details

UCPath Position Number:

41024961

Position Description ID

231845

UC Payroll Title:

HR SUPV 2 (007700)

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):

1 - Staff: Contract

Full-Time Equivalent (FTE)

1

SUPERVISION

UCPath Reports to Position Number:

41024940

Reports to Payroll Title:

INFO SYS MGR 3

UCPath Department Head Position Number:

40068309

Department Head Payroll Title:

INFO SYS MGR 4

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.

007596

HR GENERALIST 3

1

007597

HR GENERALIST 4

1

007748

EMPLOYMENT REPR 3

1

004163

TRAINER 3

1

007374

ADMIN SUPV 1

1

004702

EXEC AST 3 CX

1

004263

ADMIN OFCR 2 CX

1

004723

BLANK AST 2

2

POSITION SUMMARY

The Manager of IT Talent Management provides strategic leadership for all HR functions within UCLA Digital & Technology Solutions (DTS), ensuring talent strategies align with DTS's goals and the University's broader mission. This role is instrumental in shaping the employee value proposition, overseeing talent acquisition, retention, performance management, benefits administration, compensation planning, job evaluation, training and development, labor and employee relations, and succession planning. Additionally, the Manager leads workforce transformation efforts, ensuring IT talent remains agile and adaptable in a rapidly evolving technological landscape.

Partnering with DTS leadership, the Manager develops goal-setting methodologies and performance frameworks that align DTS staff objectives with institutional priorities. This role will design and implement leadership programs and employee recognition initiatives that foster career growth, motivation, and retention. By integrating workforce planning and succession strategies, the Director builds strong leadership pipelines while leveraging innovative tools to enhance recruitment, engagement, and retention.

To enhance organizational effectiveness, the Manager oversees learning and development (L&D) and culture enhancement programs, ensuring training initiatives align with UCLA DTS's strategic goals. This role is also responsible for optimizing budgets and resources to support upskilling efforts, fostering a culture of continuous learning, professional development, and career growth within DTS.

A key focus of this role is cultivating a diverse, equitable, and inclusive workplace that promotes belonging and opportunity. The Manager will drive inclusive hiring practices, foster mentorship programs, and develop employee resource groups to ensure equitable access to career advancement and professional growth.

Additionally, the Manager will oversee workforce engagement and employee relations, embedding change management and continuous improvement practices to enhance team adaptability. This role will provide strategic guidance on HR governance, ensuring compliance with university policies, legal regulations, and industry best practices, while maintaining a work environment rooted in transparency, fairness, and collaboration.

By driving HR innovation and workforce transformation, the Director will position UCLA DTS as a leader in talent management, leadership development, and employee engagement. Leveraging digital advancements, strategic workforce planning, and data-driven decision-making, this role will strengthen UCLA DTS's reputation as an employer of choice. Ultimately, the Manager will cultivate a resilient, engaged, and high-performing workforce, prepared to meet future challenges while upholding the University's commitment to excellence, inclusion, and innovation.

Strategy, Planning, and Operations leads and manages a large and complex portfolio of IT projects and programs while establishing partnerships and stakeholder engagement efforts with students, faculty, staff, and external partners on behalf of the IT organization. The Strategy, Planning, and Operations Office also manages organizational initiatives and efforts, including general administrative functions, financial management and budgeting, vendor management and licensing, billing, internal communications, department human resources, talent management, and culture development.

The IT Talent & Culture team manages day-to-day human resource operations for ITS in collaboration with Central HR (CHR) and the HR Payroll & Operations Center (HRPOC). The team executes recruitment, hiring, engagement, learning & development, performance management, recognition, and succession planning for the ITS workforce. The team also develops and drives UCLA’s IT organization toward a shared set of beliefs and behaviors that determine how management and employees interact, deliver IT service to customers, and handle external business transactions.

Talent/Human Resources

1 Develops and implements talent management strategies by integrating business priorities, employee insights, and external market factors aligned with DTS and University goals.

2 Establishes and drives a Workforce Transformation Strategy, ensuring IT talent adapts to evolving industry trends and future skills requirements.

3 Leads the development and execution of succession planning frameworks, ensuring a strong leadership pipeline and internal mobility opportunities.

4 Oversees the integration of AI and digital HR tools to enhance talent acquisition, engagement, and retention strategies.

5 Provides thoughtful counsel to leaders and teams across multiple functions in the IT organization. Partners with IT stakeholders to drive conversations and initiatives that support business priorities.

15%

Talent/Human Resources

1 Oversees a team of HR professionals including a Sr. HR Business Partner, HR Generalist, Sr. TA Specialist, TA Specialist, and L&D Specialist in addition to the Administrative Services Team of four professionals

2 Integrates, delegates, and prioritizes work across Talent stakeholders to ensure seamless day to day and long-term Strategic Human Resources delivery

3 Supports the IT organization’s engagement with labor relations and relevant unions for represented employees within the organization

4 Oversees recruitment, workforce forecasting, and employer branding to attract and retain top IT talent

5 Ensures diversity, equity, and inclusion (DEI) initiatives are embedded into HR practices and hiring processes

6 Leads performance framework, goal-setting methodologies, succession planning

10%

Leadership, Management, & Supervision

1 Provide strategic direction and mentorship to Sr. HR Business Partners, HR Generalists, and other HR professionals.

2 Ensures HR staff have clear career progression, leadership alignment, and opportunities for growth.

3 Develops and drive a culture of trust, transparency, and accountability within IT HR.

4 Leads by example, demonstrating ethics, high accountability, and actively drives the process of embedding IT values and behaviors. Contributes to a culture of trust and transparency. Drives best-in-class customer service to UCLA through effective team member engagement.

10%

Leadership, Management, & Supervision

5 Selects, trains, guides, directs, evaluates, and, as required, takes corrective action with professional and support staff. Recommends salary actions, promotions, and terminations. Participates in recruitment and orientation of new employees. Evaluates assigned staff performance and competency.

6 Serves as a key HR representative in cross-functional committees and university-wide initiatives.

10%

Problem Solving

1 Acts as a trusted advisor to DTS leadership, providing insights on workforce transformation and engagement.

2 Manages complex employee relations issues, dispute resolution, and compliance risks.

3 Makes recommendations on the identification and framing of organizational issues, risks, and opportunities, formulation of approaches to address them, and the advancement of major organization initiatives to address them.

10%

Customer Service

1 Partners with DTS leadership to develop change management efforts aligned with evolving business needs.

2 Ensures a seamless HR experience for employees, from recruitment through retention, by fostering a culture of excellence.

3 Oversees the development and implementation of employee engagement surveys and action plans.

10%

Continuous Improvement

1 Drives process optimization and HR service delivery improvements through technology and best practices.

2 Monitors HR analytics and reporting to track talent trends and effectiveness.

3 Identifies opportunities to enhance hiring timelines, training effectiveness, and policy implementation.

10%

Project Planning & Management

1 Leads strategic HR initiatives and workforce transformation projects in collaboration with DTS leadership.

2 Develops and manage HR program budgets, ensuring alignment with financial planning.

3 Establishes best-in-class policies and procedures to align HR operations with DTS and University goals.

10%

Communications & Training

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

2 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.

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

4 Spearheads leadership development programs and learning pathway designs tailored for IT professionals.

5 Oversees training programs to enhance managerial effectiveness and workforce skills.

10%

Other

1 Actively contributes to promoting equity, diversity, and inclusion across the organization and UCLA

2 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

3 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

4 Performs other related responsibilities as requested and when necessary.

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 one or more of the following fields: human resources, public administration, business administration, communications, information technology, or equivalent combination of experience/training.

Required

Bachelor's Degree

In one or more of the following fields: human resources, public administration, business administration, communications, liberal arts, information technology, or another related field.

Preferred

5+ years

experience working in one or more of the following fields: human resources, talent management, information technology, or related field.

Required

2+ years

experience leading teams in a management or leadership role, particularly in a fast-paced, service-oriented environment.

Required

Experience developing HR strategies and/or talent management strategies that support the comprehensive employee lifecycle from recruitment through separation. Experience directing teams in the execution of these strategies.

Required

Significant experience aligning HR projects and work plans to overall HR strategies and business objectives to drive organizational improvement.

Required

Significant experience working across HR technologies including applicant tracking systems, CRM, job description tools, and others.

Required

Significant experience working in a project-based environment using leading project management practices including schedule management, status reporting, and communication of project risks and issues.

Required

Demonstrated experience providing inclusive leadership of others, cultivating an inclusive environment that values equity, diversity, inclusion and belonging.

Required

Extensive experience solving technical and non-technical problems; able to delegate solutioning when appropriate to the proper resources.  Able to lead data gathering efforts seeking information from multiple and diverse sources.

Required

Experience operating as a point of escalation. Demonstrated understanding of how decisions affect teams. Demonstrated ability to make decisions with integrity.

Required

5+ years

experience leading teams in a management or leadership role, particularly in a fast-paced, service-oriented environment.

Preferred

7+ years

experience working in one or more of the following fields: human resources, talent management, information technology, or related field.

Preferred

Experience in complex higher education environments, serving academic and administrative functions of a large public university.

Preferred

SHRM-CP or SHRM-SCP, or similar certification

Preferred

Familiarity with HR needs of technical and operational staff members typically found in an IT organization.

Required

Strong knowledge integrating HR functions such as Talent, Learning and Development, Employee Relations, Labor Relations, Performance Management, Compensation/Classification, Organizational Development, Change Management, Administrative Services, and Diversity Equity & Inclusion functions.

Required

Advanced knowledge of personnel policies and applicable laws and regulations. (State of CA and/or UC policy preferred).

Required

Demonstrated ability to handle difficult or volatile situations / individuals quickly and effectively.

Required

Advanced written and verbal communication skills and is able to communicate work assignments to medium-sized teams. Demonstrated experience presenting complex technical information to audiences of technical and non-technical stakeholders.

Required

Advanced project management skills with demonstrated experience delegating responsibility, tracking project progress, supervising others, and advising teams on competing priorities.

Required

Inspires creativity in others and advises teams on industry-leading practices, such as the incorporation of new technologies or processes. Has demonstrated experience leading in an ever-changing, fast-paced environment.

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:

UCLA 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.