HR Director (7597U) - College of Engineering Dean&;s Office

HR Director (7597U) - College of Engineering Dean's Office About Berkeley

At the University of California, Berkeley, we are dedicated to fostering a community where everyone feels welcome and can thrive. Our culture of openness, freedom and belonging make it a special place for students, faculty and staff.

As a world-leading institution, Berkeley is known for its academic and research excellence, public mission, diverse student body, and commitment to equity and social justice. Since our founding in 1868, we have driven innovation, creating global intellectual, economic and social value.

We are looking for applicants who reflect California's diversity and want to be part of an inclusive, equity-focused community that views education as a matter of social justice. Please consider whether your values align with our Guiding Values and Principles , Principles of Community , and Strategic Plan .

At UC Berkeley, we believe that learning is a fundamental part of working, and provide space for supportive colleague communities via numerous employee resource groups (staff organizations). Our goal is for everyone on the Berkeley campus to feel supported and equipped to realize their full potential. We actively support this by providing all of our full-time staff employees with at least 80 hours (10 days) of paid time per year to engage in professional development activities. Find out more about how you can grow your career at UC Berkeley.
Departmental Overview

The College of Engineering at UC Berkeley is recognized for its educational and research excellence, consistently ranking among the top three Engineering colleges in the United States. With more than 250 regular faculty members, 2,400 graduate students and 4,200 undergraduate students located in seven academic departments, Engineering is the second largest college on the Berkeley campus. A multiunit Dean's Office provides administrative, student services, development, and capital projects services. CoE occupies ten buildings on the Berkeley campus and has extensive facilities at the Richmond Field Station. Operating expenditures for the College as a whole are close to $300 million annually.

The Human Resources Director reports to the Executive Assistant Dean for the College of Engineering. Managing the staff HR function, they work through department managers and HR professionals in the Dean's Office and academic departments providing guidance and serving as the resident expert on staff human resources matters in the College. Responsibilities include planning, analyzing, recommending, developing, implementing, administering, coordinating, and/or evaluating Human Resources policies, labor contracts, statutes, programs and procedures covering the following: recruitment, compensation, employee relations, labor relations benefits, welfare programs, training, organizational design and development, multi location appointments, visa procurement, intercampus transfers, HR data/trend analysis, program evaluation, and employee services. The HR Director provides high-level expertise and professional-level advice to the Dean, Associate and Assistant Deans, department chairs, managers and staff. Works closely with the ERSO regional on operational matters related to staff human resources.
Application Review Date

The First Review Date for this job is: September 3, 2025 - Open Until Filled
Responsibilities

50% Human Resources Planning, Analysis, and Project Management; Human Resources Administration and Management

• The HR Director provides leadership and recommends creative solutions ensuring the effective use of human resources for the College of Engineering. Works with Department Managers to define HR functional objectives for the CoE and develops short and long-term strategies for achieving those objectives. Recommends and establishes improvements or changes in personnel policies and practices which affect the College and/or individual departments.
• Develops and coordinates staff HR plans (strategic and operational). Works through department managers to define and implement objectives.
• Conducts CoE compensation trend analyses, and consults with Central HR for broader market data to make salary recommendations and ensure CoE remains competitive in recruiting and hiring excellent staff.
• Provides analysis and interpretation of campus and system wide staff personnel policies, contracts, and programs. Ensures consistent application of policies across units within the College and monitors conformance.
• Oversees implementation, and as appropriate customization, of campus programs for the CoE, e.g. STAR Awards, Merit and Across the Board Pay Programs , Career Compass, PPSM and labor contracts, policy changes, etc. Ensures departments have tools and training available to successfully implement programs. Works through department managers to implement programs.
• Responsible for creating a work environment that is inclusive. Responsible for ensuring that the organization's commitment to diversity is integrated throughout staff HR programs. Determines and promotes strategies to "operationalize" diversity in staff-related HR protocols and procedures.
• Works with direct manager, other CoE and campus managers, department HR managers; represents the CoE in campus meetings and occasionally at system wide meetings on matters pertaining to personnel policies and practices.
• Analyzes proposals from HR, other central campus units., and system-wide. Serves as the primary College representative on staff HR issues, including revisions to campus policies and procedures. Represents the College's views, requirements and objectives to HR regarding such issues as the classification of positions, salaries, diversity, leaves, grievances, recruitment, investigations, employee development and HR systems.
• The incumbent may be asked by various Vice Chancellors' offices to serve on campus-wide committees. S/he also serves as an impartial reviewer of staffing disputes and grievances in units outside the CoE.
• Carries out special projects on HR-related and certain operations issues. Defines the project, determines areas for consultation and delegation, develops and executes plans and makes presentations to appropriate audiences.
• Manages, through departmental managers and supervisors the coordination of staff HR activities for the College of Engineering (CoE) with responsibility for results in terms of costs, methods, and employees.
• Serves as consultant and primary contact on HR issues for CoE. Advises senior management on matters concerning several HR functional areas and departments. Guides and advises managers on methods and approaches for administering personnel policies and procedures. Makes recommendations and implements decisions on issues (operational and budget processes, staff FTE, finance, compensation, human resources and space planning) that have department-wide (Dean's Office) and College-wide impact.

15% Total Rewards

• Administers staff merit pay programs for CoE staff within campus and control unit guidelines, monitoring equitability and encouraging quality performance.
• Responsible for analyzing and approving all CoE staff salary requests for reclassification, hire, transfer, and promotion. Ensures compliance with law (FLSA), campus policy and union contracts.
• Conducts CoE compensation trend analyses, and consults with Central HR for broader market data to make salary recommendations and ensure CoE remains competitive in recruiting and hiring excellent staff.
• Oversees classification and reclassification review process. Works with departmental managers and central Compensation to provide comparative analysis and determine appropriate levels. Manages classification and reclassification request process in coordination with appropriate campus units.
• Guides and assists managers/supervisors, department chairs, the Dean and supervisors in developing effective performance standards and evaluation processes.
• Direct benefits for CoE Dean's Office staff. The CoE-HR office acts as a resource to all academic departments on complex benefits issues, e.g. disability management, workers' compensation, transitional work agreements, FMLA leave management and benefits continuation, retirement benefits. Works closely with central HR to ensure compliance with OP programs and state and local laws. Provides back -up services to smaller departments.

15% Employee & Labor Relations

• Coaches managers and chairs on personnel performance issues. Advises Dean, department Chairs and managers on complex personnel matters such as the termination of career staff employees, layoffs, medical separations, responses to grievances. Coaches management and staff on implications of alternative strategies, serving as "local expert" on HR-related legal and policy issues. Acts as mediator if appropriate. Acts with full authority in the resolution of employee grievances, as delegated by the Dean, and in coordination with the EVCP.
• Responds to grievances and/or coaches and directs department managers through the process
• Investigates staff concerns regarding complex HR issues such as harassment, discrimination. Collaborates with Dean's Office managers, academic department managers, and campus groups such as Title IX, Disability Management services, OPHD, campus ER/LR to design and implement interventions.

10% Recruitment and Organizational Assessment

• Oversees coordination of staff recruitment, selection, and waivers for the College. Advises managers, department chairs and Dean in analyzing organizational needs . click apply for full job details