50% - Human Resource Management, Planning and Compliance HR Leadership 1. Lead and implement short and long-term strategic plans for HR procedures, best practices, and delivery of high quality services to continuously improve the overall effectiveness of the Semel HR operations. 2. Serve as the department subject matter expert for HR systems, such as UCPath and other HR systems, to lead and coordinate effective training, implementation, and utilization. 3. Provide strategic guidance on HR governance, regulatory, and compliance areas, ensuring adherence with university policies, legal regulations, and industry best practices to minimize risk and promote a work environment rooted in transparency and fairness. Talent Acquisition (TA) 4. Drive effective recruitment, selection, and onboarding practices for all staff types. Foster and recommend mentorship and support programs for new and existing employees. Develop employee resources to ensure equitable access to career advancement, succession planning, and professional growth. Ensure recruitment compliance, manage escalated talent matters, and partner with CHR as needed. Classification & Compensation 5. Review all compensation requests and prepared position descriptions. Make recommendations for job accuracy and provide strategic guidance for proposed classification and compensation. Recommend revisions from managers as needed. Submit and package classification and compensation requests for CHR approval as directed, and in accordance with policy and local procedure, or collective bargaining agreement. 6. Advise managers and supervisors to consistently apply best practices to determine equitable compensation recommendations. Employee and Labor Relations (ELR) 7. Advise and provide guidance and direction to all department leaders on employee and labor relations matters, policies and procedures, collective bargaining agreements, performance management, disciplinary action, the performance review processes, and other appropriate practices to support effective working environments and to ensure adherence to all applicable departmental, University, State and Federal employment and personnel practices, laws and agreements, i.e., EEO, ADA, FMLA, and labor agreements. Consult with CHR as needed. 8. Counsel employees at all levels concerning sensitive and difficult to resolve work-related matters. Guide leaders and staff in resolving conflict to seek effective solutions. 9. Under direction from senior leadership, and in consultation with ELR, ensure and oversee drafting and delivery of layoff notices, exit interviews, separations, employee memorandums, progressive discipline, and other ELR matters, providing guidance to supervisors, managers, and employees on appropriate next steps. 10. Escalate employee concerns and 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. Learning and Development (L&D) 11. Identify and recommend appropriate professional development opportunities for all employee levels, as well as re-organizations and staffing objectives to assist in meeting business objectives. LOA, Benefits, and Worker’s Compensation 12. Manage LOA administration for staff. Ensure accurate documentation and transactions in UCPath, and electronic files are within compliance to University policies, collective bargainings agreements, Federal and State laws. Resolve errors and discrepancies, and reconcile leave balances and timekeeping accruals. 13. Maintain understanding of benefits offerings with the ability to answer general inquiries. Ensure staff awareness of any changes in University benefit programs. Share University benefits information, and partner with UCPath and CHR Benefits team as needed. 14. FacilitateWorker’s Compensation cases. Refer to and partner with the UCLA Insurance and Risk Management (IRM) Office as needed to support leaders and employees in managing claims. HR Workforce Administration, Department Leadership, Analysis, and Reporting 15. Review and manage workforce administration for the entire employee life cycle. Review and submit UCPath transactions for approval. Ensure timely and accurate submissions to support effective dates and payroll timing. Collaborate with UCPath and CHR to resolve errors, data integrity issues, and discrepancies as needed. 16. Review personnel reports, making recommendations to divisions based on trends. Ensure leaders are informed in advance for personnel actions (expiring limited appointments, work hours, contracts, work authorization, etc.). 17. Serve as the organization's liaison with the appropriate campus units (CHR, IRM, etc.) and engage their expertise for cases involving potential policy violations, grievances, worker's compensation, legal actions, affirmative action, etc. as appropriate. 18. Makes recommendations for process and workplace improvements. Manage audits or special projects. 19. Lead by example and cultivate a culture of accountability that supports equity, psychological safety, inclusion, and belonging for a diverse workforce. 20. Provide change management leadership to the Semel Institute related to HR initiatives. 21. Oversee internal HR communications to ensure staff employees are informed on HR matters updates, and upcoming events. Lead and communicate HR cyclical programs. 22. Generate and present personnel reports for senior leadership to promote effective practices, including review of end dates, overpayments, monitoring salary equity, FTE/Head counts by division and department, levels of position, represented versus non-represented staff, completion of required training, and other ad hoc reports. 23. Direct the proper maintenance and retention and reporting of staff personnel files, documents, and security of electronic records to ensure compliance with all regulations and requirements. 24. Collect data across all divisions to synthesize for the Office of Research and Creative Activities as needed. 50% - Semel HR Team Leadership, Management and Supervision 1. Manage the Semel HR Team, providing direction and leadership on managing individual and team performance to achieve HR priorities and goals, to ensure effective and timely delivery of HR services. 2. Recruit, hire, and train the Semel HR Team. Perform supervisory duties, including timekeeping review and approval. 3. Develop and engage for team retention through career coaching, professional development, and by providing effective and regular performance feedback though one-on-ones and performance evaluations. |