Human Resources Director (0624U), Facilities Services - #88939

We need to output HTML fragment with sections: About the role? Actually we have sections: About Berkeley (maybe not needed?), Departmental Overview, Position Summary, Responsibilities, Required Qualifications, Preferred Qualifications, Education/Training, Licenses/Certifications, Salary & Benefits, Other Information (maybe remote work). We must use

for section headings (e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). The instruction says use those headings for sections. But we need to map content accordingly. They say: "Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

or drop it." Also "include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text". So we need to decide which sections to include based on content. We have content: About Berkeley (intro about university). Departmental Overview. Position Summary. Responsibilities (with percentages). Required Qualifications. Preferred Qualifications. Education/Training. Licenses/Certifications. Salary & Benefits (includes salary range, exempt, monthly-paid, full-time, benefits). Other Information (remote work eligibility, visa not sponsored, background check, misconduct). Also Application Review Date (First Review Date). That is metadata; we can fold into a short

maybe under a generic "Application Info" but not required heading? They said we can fold minor metadata into a short

or drop it. Probably we can include a

for Application Review Date. We must not include boilerplate like EEO etc. The text includes "Equal Employment Opportunity" truncated; we should drop that. We need to use

for section headings. Which headings correspond? They gave examples: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can adapt: About the role could be Position Summary? Or About Berkeley? Probably "About the role" corresponds to Position Summary. "Responsibilities" is clear. "Requirements" could be Required Qualifications. "Qualifications" maybe Preferred Qualifications? Or we could combine Required and Preferred under Qualifications? But they said prefer a few substantive sections over many thin ones. We could have sections: About the role (Position Summary), Responsibilities, Qualifications (combining Required and Preferred?), Benefits (Salary & Benefits), maybe Other Information (remote work, background). But we need to follow instruction: Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can choose headings that match content. We have content for: About the role (Position Summary). Responsibilities. Requirements (Required Qualifications). Qualifications (Preferred Qualifications). Benefits (Salary & Benefits). Pay (salary range) maybe part of Benefits. Schedule (full-time 40 hours/week). Could combine Pay and Schedule under Benefits? But they said never create Pay/Schedule/Benefits sections unless posting actually states them. It does state salary range and full-time schedule, so we could have separate Pay and Schedule sections, or combine into Benefits. Since they gave examples, we could include Pay and Schedule separate. We also have Education/Training and Licenses/Certifications; those could be under Qualifications or Requirements? Possibly under Requirements? But they are separate. Could we include a section "Education & Certifications"? Not in examples but we could still use

for any heading? The instruction says use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but suggests those as examples. Safer to stick to those headings. So we need to map content to those headings. We could have: -

About the role

(Position Summary) -

Responsibilities

(the bullet list) -

Requirements

(Required Qualifications) -

Qualifications

(Preferred Qualifications) -

Benefits

(maybe includes benefits description? Not detailed; only mention to visit benefits website; we could still include but it's vague. Might be better to omit Benefits if no specific benefits listed besides generic reference. The instruction: never create Benefits section unless posting actually states them. It does state "For information on the comprehensive benefits package offered by the University, please visit the University of California's Compensation & Benefits website." That's a reference but not specific benefits. Might be considered not substantive. Could omit Benefits. -

Pay

(salary range $130,000 - $168,000) -

Schedule

(full-time 40 hours/week, exempt monthly-paid, remote work up to 3 days/week) We also have Other Information like background check, misconduct, visa not sponsored. Could we fold into a short

under Schedule or as a separate section? Could be "Additional Information". Not in examples but maybe okay. However instruction: "include a section ONLY when the posting has real, specific content for it". The background check etc is specific. Could we add a section "Additional Information"? Not in examples but maybe acceptable. But to be safe, we could fold those into a

after Schedule. Also we have Application Review Date; we can fold into a

maybe before sections. We must not include boilerplate like EEO etc. The truncated "Equal Employment Opportunity" at end should be dropped. We need to output only HTML fragment, no /, no markdown. Let's craft:

Application Review Date: October 8, 2026. For full consideration, please apply on or before this date.

Then sections. For Responsibilities, we need

• for each duty. The responsibilities are given with percentages and multiple sentences. We can break each bullet as a responsibility item. Could keep the percentages inside the li. We have 5 responsibility areas with percentages. We'll create
• for each. Similarly for Required Qualifications: list of bullet points. We'll create
  • for each. Preferred Qualifications: two bullet points. Education/Training: maybe we could include under Requirements? But we have separate heading for Requirements only. Could we include Education/Training under Requirements as part of list? The Required Qualifications list does not include education; education is separate. Could we add a section "Education"? Not in examples but maybe we can include under Requirements as a bullet? But the instruction says use headings like Requirements, Qualifications, etc. Could treat Education/Training as part of Requirements? Might be okay. Licenses/Certifications: also could be under Qualifications. But we already have Qualifications for Preferred. Could we combine Required and Preferred under Requirements and Qualifications? Actually we have both Required and Preferred. We could make Requirements = Required Qualifications, Qualifications = Preferred Qualifications. Then Education/Training and Licenses/Certifications could be placed under Requirements as additional bullets? But they are separate sections in posting. However we can fold them into Requirements or Qualifications if we want fewer sections. The instruction: "Prefer a few substantive sections over many thin ones." So we could combine Education/Training and Licenses/Certifications into Requirements or Qualifications. Let's decide: We'll have sections: About the role, Responsibilities, Requirements (includes Required Qualifications + Education/Training + Licenses/Certifications), Qualifications (Preferred Qualifications), Pay, Schedule. That seems reasonable. Now we need to ensure we don't include filler like "commensurate with experience". Not present. Now craft HTML. We'll need to escape any HTML special characters? Not needed. Let's write:

    Application Review Date: October 8, 2026. For full consideration, please apply on or before this date.

    About the role

    The Human Resources Director serves as a senior-level advisor and people strategist, responsible for shaping and implementing workforce and organizational strategies for Facilities Services by providing expert human resources consultation. This position provides consultative, strategic guidance and partners with internal and centralized teams to ensure effective execution of transactional services including recruitment, onboarding, employee and labor relations, classification and compensation, performance, and talent management. The Human Resources Director functions as a trusted partner to senior leadership, balancing strategic organizational development, workforce planning, and compliance with policy and best practice. This role applies expert knowledge of HR, organizational design and performance, and organizational behavior principles and practices to identify and address root causes of organizational challenges, helping leaders navigate complexity and translate strategic priorities into actionable, sustainable outcomes. This position serves as a point of integration with People & Culture (P&C) functions and Berkeley Regional Services (BRS) functions, ensuring coordinated, aligned delivery of HR services that reflect both institutional priorities and organizational needs. The Human Resources Director operates independently, exercising a high degree of judgment and strategic influence across complex HR domains.

    Responsibilities

    • Employee & Labor Relations Leadership - 35%: Advises leadership on sensitive employee and labor relations issues and proactively identifies patterns, risks, and opportunities to strengthen leadership effectiveness and organizational health while also ensuring consistency with UC policy, law, and applicable labor contracts. Partners with Employee & Labor Relations, Legal, BRS and other partners to resolve complex issues. Performs or supports staff in preliminary investigations. Coaches and trains managers in performance management, conflict resolution, and engagement strategies. Ensures equitable and compliant HR practices that support a positive work environment. Serves as a Skelly Officer, as needed, for campus-wide disciplinary matters.
    • Team Leadership & Collaboration - 25%: Provides direct supervision, coaching, and performance management for HR staff. Operates as a connector across functions, leaders, other campus units, and priorities. Facilitates alignment across stakeholders to reduce fragmentation and ensure leaders experience HR services as coordinated, strategic, and effective. Ensures clarity of roles, priorities, and accountability across the team to support consistent, high-quality service delivery. Facilitates cross-unit HR coordination, best practice sharing, and professional development within the HR community. Represents the department on campus-wide HR workgroups or strategic projects. Promotes a collaborative, high-trust HR partnership model.
    • Strategic Consultation & Workforce Planning - 15%: Serves as a consultative, trusted advisor to leadership, facilitating alignment across units to ensure clarity, consistency, and effective operations by aligning people strategies with short- and long-term organizational priorities. Assists unit Directors with workforce and succession planning efforts, analyzing organizational structure, capability gaps, and future workforce needs to inform proactive planning and decision-making. Advises on reorganizations, new positions, reclassifications, change management, culture, and future workforce design. Partners with managers to ensure compliance with campus policy.
    • Organizational Development & Culture - 15%: Coordinates departmental functions to ensure efforts are aligned, integrated, and effectively implemented to support desired organizational culture and performance outcomes. Integrates engagement and belonging principles into workforce strategy and leadership development efforts. Provides for the delivery, either directly or through others, of workshops and resources for managers to improve inclusive supervision and organizational effectiveness. Compiles and uses workforce data and feedback to identify cultural or systemic improvement areas.
    • Program Leadership, Implementation & HR Operations - 10%: Supports complex, cross-functional initiatives addressing workforce transformation, organizational effectiveness, and culture change. Exercises judgment in prioritizing initiatives and balancing client needs with institutional direction and available resources. Leads departmental rollout of P&C programs and initiatives (e.g., performance management, policy updates, new and successor labor contract implementation, new systems). Reviews HR processes for compliance and efficiency; identifies improvements to align with UC and divisional goals. Ensures quality and consistency of HR service delivery and data integrity.

    Requirements

    • Demonstr