DEPARTMENT OVERVIEW

Human Resources advances a culture of inclusion and innovation by attracting top talent, building a high-performing workforce, developing skilled leaders, and fostering a vibrant and engaging climate for the people of UC San Diego. We provide campus employees with the full range of personnel services and participate in systemwide policy and decision-making. Human Resources includes CHRO Administration, Business and Fiscal Operations, and six functional domains: Talent Solutions; People Programs and Rewards; HR Strategy and Policy; People Support; Organization Effectiveness; and Data, Systems and Processes. HR Strategy and Policy includes the following units: Employee Relations, Labor Relations, Strategic Policy Coordination, HR Investigations and Equal Employment Opportunity/Affirmative Action.

DESCRIPTION

Under the direction of the Employee Relations Director, the incumbent serves as a technical leader who provides guidance to all levels within the organization, utilizing specialized employee relations expertise within area of responsibility to resolve questions, concerns and grievances for individual employees and a large, complex group of employees in creative and effective ways. The incumbent functions with a very high degree of autonomy.

Internal and external contacts often pertain to significant employee relations programs and objectives. Normally receives little direction on assignments. May serve in a lead capacity, providing guidance to other employee relations professionals. The incumbent manages sensitive and confidential information in an appropriate manner while reviewing and analyzing a variety of human resources issues including sensitive termination subjects and workplace climate related topics, performance management and organizational changes.

The incumbent serves as a resource to management to provide advice and counsel on subjects such as the appropriate level of corrective action, responses to issues that may raise difficult public relations concerns for the university and other sensitive topics. The incumbent will often work on unique issues/problems without precedent and/or established guidance. Incumbent also provides conflict management and work force modification services, provides litigation coordination, program education and research, and all while completing special projects.

• Occasional evenings and weekends may be required.

QUALIFICATIONS

• Advanced organizational, analytical, and problem solving skills to conduct analysis and develop recommendations. Demonstrated skill to interpret and integrate theories and practices of management, training and development into effective human resources practices.

• Advanced knowledge of employee relations function and other subject areas of human resources. Knowledge of current trends/developments in the field of human resources.

• Advanced knowledge of union / labor contracts. Demonstrated knowledge of employee relations laws and practices with knowledge of labor relations laws and practices in a collective bargaining environment.

• Advanced knowledge of applicable state and federal laws and regulations. These include FLSA, EEO/AA, State Labor Code, ADA, Workers’ Compensation regulations, CRD, EEOC, FMLA and CFRA. Demonstrated knowledge of employee relations laws and practices with knowledge of labor relations laws and practices in a collective bargaining environment.

• Capable in developing, interpreting, implementing and administering organization-wide human resources policies and processes. Demonstrated skill to interpret and integrate theories and practices of management, training and development into effective human resources practices.

• Demonstrated ability to handle extremely difficult or volatile situations / individuals effectively. Demonstrated interpersonal skills required to effectively interact with the public, faculty, students and staff in daily operations.

• Demonstrated skills to provide guidance to managers and employees on complex and significant employee relations issues. Demonstrated ability to work effectively with individuals and groups of management and staff to incorporate their ideas, adapt to their needs and to encourage them to accept actions and decisions to implement UCSD best practices.

• Demonstrated skills and abilities in leading management in the areas of conflict and change management. Demonstrated ability to work effectively with individuals and groups of management and staff to assist them to incorporate change. Demonstrated skill in facilitating conflict resolution by negotiating and resolving disputes including effective techniques to persuade and influence others.

• Demonstrated ability to exercise excellent judgment in responding to employee relations related requests. Demonstrated skill in developing programs that are client service driven.

• Understanding of the principles related to management, supervision and leadership to provide expert level advice and counsel. Demonstrated skill to interpret and integrate theories and practices of management, training and development into effective human resources practices.

• Demonstrated success in administering performance management systems and mentoring managers on the process of evaluating performance. Demonstrated knowledge of human resources practices in a large and highly complex organization including performance management programs.

• Strong creative and analytical skills to research, develop and evaluate multiple solutions that address diverse human resources management issues.

• Effective written and oral communication skills. Demonstrated oral and written communication skills required to effectively interact with the public, faculty, students and staff in daily operations and via formal presentations.

• Demonstrated competency and commitment to equity, diversity and inclusion.

SPECIAL CONDITIONS

• Job offer is contingent on clear Background Check.

• Must be willing and able to travel.

• Must have access to reliable transportation.

• As part of the regular responsibilities of this position, the incumbent sees confidential documents which are used by management in developing positions related to collective bargaining, attends meetings where management positions and strategy regarding collective bargaining issues are discussed, and gathers data important to the formulation of management positions in collective bargaining. Therefore this position is designated as confidential under HEERA.

• This position has been identified as a Mandated Reporter pursuant to the California Child Abuse and Neglect Reporting Act and requires immediate reporting of physical abuse, sexual abuse, emotional abuse, or neglect of anyone under the age of 18. It is the responsibility of the Mandated Reporter to ensure that they obtain proper training in order to fulfill their reporting responsibilities as required by the California Child Abuse and Neglect Reporting Act and University policy, and to complete and submit the required reports to the UC San Diego Police Department without delay.