Academic HR Manager and Director of Operations for Research and Teaching Personnel (7716U), Ber[...] (Berkeley)

Academic HR Manager and Director of Operations for Research and Teaching Personnel (7716U), Berkeley Law - #77465

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Departmental Overview

UC Berkeley School of Law (Berkeley Law) is one of the nation's great centers for legal education, ever exploring and pushing new intellectual boundaries while tackling urgent, real-world issues. Berkeley Law is also known for its vibrant and engaged community of students and scholars who are committed to providing leadership and making a difference on problems of local, national, and global import.

The Human Resources and Academic Personnel Department powers the people- and service-centered mission of Berkeley Law by supporting the success of academic and non-academic employees. We support the goals and challenges of the law school by providing services which promote a work environment that is characterized by fair treatment, open communications, personal accountability, trust and mutual respect. We are committed to providing the highest level of responsive, confidential service possible, while serving as a resource of information and expertise.

The Academic HR Manager and Director of Operations for Research and Teaching Personnel manages and leads a team that is responsible for administering personnel activities, policies, programs, and procedures for lecturers, researchers, academic coordinators, graduate student researchers, specialists, and other non-Senate faculty at Berkeley Law. This position is one of three HR Managers in the department, each with a unique portfolio. The role manages and oversees a team that specializes in different academic personnel disciplines, however, it is also expected to serve as a functional leader and a direct contributor in these areas, with particular focus on operations and systems related to lecturer hiring and implementation of the Unit 18 lecturer contract. The incumbent will deploy excellent analytical skills, knowledge of law school and campus policy, and judgment to anticipate challenges, propose solutions, and improve the experience of non-senate instructional teaching and professional research personnel.

Application Review Date

The First Review Date for this job is: April 24, 2025

Responsibilities

Leadership/Supervision:

• Functions as a technical and consultative resource to other academic personnel professionals, advising and coordinating processes and procedures for a variety of sub-units; may include acting as advisor to other Academic HR specialists and serving as lead within an area in the department.
• Responsible for the employment, selection, training, development, performance management and evaluation, counseling, and discipline of assigned staff employees:
• Supervises a team of Academic HR professionals.
• Develops metrics for assessing successful execution of job responsibilities and holds direct reports accountable for achieving goals.
• Conducts regular check-in meetings/conversations with direct reports and delivers performance reviews in accordance with campus policies.
• Develops and implements performance improvement plans, including execution of disciplinary actions, as needed.
• Trains, mentors, and develops direct reports.
• Provides guidance, direction, and solutions on escalated matters.
• Uses experience and knowledge of campus systems to assist, back up, support, and complete related HR tasks to achieve the goals and objectives of the unit, meet the needs of the school, and reach internal and external deadlines.
• May represent the organization in informal and formal complaint resolution processes.

Interpretation and Advising:

• Applies understanding of multiple collective bargaining agreements to real-world situations impacting this group of academic personnel and provides guidance and counsel accordingly.
• Coordinates with the Academic Personnel Office (APO) and/or others to address issues that impact individuals or that have potential impact for others in the same category.
• Stays abreast of changes that will have implications for the law school, and makes recommendations for addressing those changes proactively.
• Provides advice to deans and recommends strategies for addressing sensitive situations involving academic appointees and/or requesting exceptions to policy.

Coordination and Communication:

• Coordinates with APO and other campus departments to actively participate in roundtables, discussions, or explore best practices.
• Liaises with Berkeley Regional Services (BRS) to ensure processes are aligning effectively and to resolve any issues that may arise relating to onboarding, payroll, UCPath-related matters, etc.
• Identifies opportunities to increase efficiency.
• Escalates unresolved matters where there is shared responsibility.
• Drafts and vets high-stakes written materials such as merit recommendation letters, reappointments, etc.

Process Improvement:

• Develops workflow maps and communicates these processes to others to enhance shared understanding.
• Develops and proposes process, management, and technical solutions to improve compliance and the experience of the employee(s).
• Contributes directly to completion of critical, time-sensitive tasks such as the excellence review process.
• Creates tools and trainings for managers in order to increase effectiveness, compliance, quality control, and employee experience with the department.
• Partners with others such as the Assistant Dean of Curriculum, the Registrar, IST, and administrative units to meet the staffing needs of the law school and improve systems related to tracking hiring, onboarding, merit processes, etc.

Analysis:

• Collects data, generates reports, and analyzes information from various sources to help answer complex questions relating to instructional teaching personnel.
• Identifies and utilizes precedent-setting situations to recommend new organizational procedures and practices.
• Using experience and judgment, independently interprets reports and provides their analysis and perspective to deans and others.
• Leads and manages complex and exceptional processes, including such things as affiliate appointments, post-doc appointments, multi-employer waivers, etc.
• Conducts investigations into complaints involving academic appointees; provides feedback to management and makes strategic recommendations.
• Engages in professional development and training opportunities as needed.
• Performs additional duties within the scope of this classification as assigned.

Required Qualifications

• Requires advanced knowledge of and ability to apply / interpret systemwide, organization and college policies and procedures which govern academic HR.
• Advanced knowledge of organization and law school goals, priorities and values and the legal and human implications of decisions.
• Advanced knowledge of systemwide and law school policies, union contracts, procedures and practices that govern academic HR administration.
• Thorough knowledge of trends in academia and legal education, especially in areas of academic planning, human resource management and administration.
• Ability to analyze complex management issues, develop project scope and solutions, give professional advice to senior officials and make critical decisions regarding personnel.
• Must be highly skilled in communicating clearly and effectively verbally and in writing; Ability to communicate effectively with diverse audiences.
• Excellent critical and innovative thinking to address complex issues and present nuanced analyses.
• Demonstrated initiative, tact and planning skills.
• Advanced political acumen. Knowledge of (or ability to develop expertise about) key units, people, systems, and politics on campus and to work with a variety of individuals and groups to accomplish objectives.
• Ability to establish team goals and lead subordinate personnel toward those goals despite structural challenges or resources limitations. Strong ability to motivate and lead a team.
• Excellent technical skills in order to support working with HR data from a variety of sources, performing quantitative assessments and evaluate outcomes, fulfill reporting and informal auditing requests, and identify technical solutions to complex problems.
• Ability to use high-level of discretion and maintain a high level of confidentiality.
• Excellent project management a