Description
About Berkeley
At the University of California, Berkeley, we are committed to creating a community that fosters equity of experience and opportunity, and ensures that students, faculty, and staff of all backgrounds feel safe, welcome and included. Our culture of openness, freedom and belonging make it a special place for students, faculty and staff.
The University of California, Berkeley, is one of the world's leading institutions of higher education, distinguished by its combination of internationally recognized academic and research excellence; the transformative opportunity it provides to a large and diverse student body; its public mission and commitment to equity and social justice; and its roots in the California experience, animated by such values as innovation, questioning the status quo, and respect for the environment and nature. Since its founding in 1868, Berkeley has fueled a perpetual renaissance, generating unparalleled intellectual, economic and social value in California, the United States and the world.
We are looking for equity-minded applicants who represent the full diversity of California and who demonstrate a sensitivity to and understanding of the diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds present in our community. When you join the team at Berkeley, you can expect to be part of an inclusive, innovative and equity-focused community that approaches higher education as a matter of social justice that requires broad collaboration among faculty, staff, students and community partners. In deciding whether to apply for a position at Berkeley, you are strongly encouraged to consider whether your values align with our Guiding Values and Principles, our Principles of Community, and our Strategic Plan.
At UC Berkeley, we believe that learning is a fundamental part of working, and 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 staff employees with at least 80 hours (10 days) of paid time per year to engage in professional development activities. To find out more about how you can grow your career at UC Berkeley, visit grow.berkeley.edu.
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 240 regular faculty members, 2,100 graduate students and 3,600 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.
The Academic HR Analyst 4 reports directly to the Director, Academic Personnel. Provides expert-level academic HR advice and services to college department staff, managers, and chairs on academic issues such as academic advancement, conflict of commitment reporting, and leave policies and procedures.
Responsibilities include analyzing, recommending, developing, implementing, administering, coordinating, and/or evaluating academic human resources policies, labor contracts, statutes, programs, and procedures covering one or more of the following: academic recruitment, appointment, and advancement; compensation and salary administration; faculty welfare programs; conflict of commitment reporting; visa procurement; benefits; payroll; training and development; faculty misconduct; and faculty equity.
Application Review Date
The First Review Date for this job is: July 12, 2024 - Open Until Filled
Responsibilities
50% Analytical and Statistical Review
- Analyzes appointment, merit and promotion cases for faculty. Initiates such actions, analyzes and synthesizes both qualitative and quantitative data relevant to such actions, and makes initial assessment of cases' strength and weakness. For the Dean, independently drafts appointment, merit and promotion recommendation letters, applying broad knowledge of multiple disciplinary areas; ensures university policy compliance.
- Researches, identifies, and utilizes precedent-setting situations to recommend new organizational procedures and practices, and formulate new strategies for improved efficiency.
- Develops statistical analyses (tracks, utilizes, and analyzes data) for decision-making
purposes and proposing solutions for a variety of applications, including case preparation, leave frequency and eligibility, recruitment and retention issues; ensures data integrity. - Analyzes appointment/payroll discrepancies and ensures prompt and effective resolution. Makes recommendations for appropriate non-senate titles when applicable.
- Analyzes College and Department needs for Academic Personnel ladder-rank staffing. Review of college, campus, and system-wide FTE policy and practice.
- Provides interpretation of complex and sometimes unspecific Academic Personnel policies and procedures with risk management exposure for the campus, such as final appraisal and security-of-employment reviews, Leaves w/o Pay, Leave-in-Lieu-Of-Sabbatical.
40% Campus and College Academic Personnel Policy Administration
- Makes recommendations to deans that affect the strategic direction of the organization.
- Provides advice to deans and recommends strategies for addressing sensitive situations involving academic appointees and/or requesting exceptions to policy.
- Interprets complex academic personnel policies, procedures, and practices from a variety of sources; determines relevancy of appropriate policies, applies them effectively, and provides feedback to Academic HR Manager and deans.
- Functions as policy expert and technical leader to departmental (and CoE Institute) Academic Personnel staff, providing training, advising and coordinating processes and procedures, formulating strategies, and recommending efficiencies.
- Oversees the development of MOU agreements for joint faculty appointments both within CoE and those that involve multi-unit affiliations.
- Counsels Department AP Analysts and Managers concerning complex and/or particularly sensitive work-related or career-related problems.
- Analyze, interpret, and advise policy and case issues in partnership with units across campus including the Academic Personnel Office, OFEW, the Vice Provost's Office.
5% Professional Development
5% Other
- Carries out special projects as needed.
- Participates in the selection of new employees and in staff training as it pertains to Academic & Staff Human Resources.
Required Qualifications
- Bachelor's degree in related area and / or equivalent experience / training.
- 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 college goals, priorities and values and the legal and human implications of decisions.
- Advanced knowledge of systemwide and organization policies, union contracts, procedures and practices that govern academic HR administration.
- Thorough knowledge of trends in academia, 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.
- 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.
Salary & Benefits
For information on the comprehensive benefits package offered by the University, please visit the University of California's Compensation & Benefits website.
Under California law, the University of California, Berkeley is required to provide a reasonable estimate of the compensation range for this role and should not offer a salary outside of the range posted in this job announcement. This range takes into account the wide range of factors that are considered in making compensation decisions including but not limited to experience, skills, knowledge, abilities, education, licensure and certifications, analysis of internal equity, and other business and organizational needs. It is not typical for an individual to be offered a salary at or near the top of the range for a position. Salary offers are determined based on final candidate qualifications and experience.
The budgeted salary or hourly range that the University reasonably expects to pay for this position is $99,300 to $132,000 yearly ($8,275 to $11,000 monthly). This is an Exempt, 100% FTE, monthly paid career position eligible for full benefits.
Referral Source info
This job is part of the Employee Referral Program. If a UC Berkeley employee is referring you, please ensure you select the Referral Source of "UCB Employee". Then enter the employee's Name and Berkeley email address in the Specific Referral Source field. Please enter only one name and email.
Conviction History Background
This is a designated position requiring fingerprinting and a background check due to the nature of the job responsibilities. Berkeley does hire people with conviction histories and reviews information received in the context of the job responsibilities. The University reserves the right to make employment contingent upon successful completion of the background check.
Equal Employment Opportunity
The University of California is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status. For more information about your rights as an applicant, please see the U.S. Equal Employment Opportunity Commission poster.
The University of California's Affirmative action policy.
The University of California's Anti-Discrimination policy.
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