Manager, HR Operations & Employee Engagement

Responsibilities

• Staff & Learner HR: Manages, plans and administers Human Resources operations for the IGHS Control Point serving 300+ employees, graduate students, postdocs, and non-faculty academics. Manages day-to-day workforce support at the IGHS control point level. Advises IGHS managers and employees on full-cycle HR issues, serves as the primary intake for cases to campus operating teams, and serves as the coordinating point for issue resolution and assistance for employees, postdocs, affiliates, visitors, and non-faculty academics.
• Coordinates case intake and resolution with central services across UCSF Shared Services, Compensation, Labor & Employee Relations, Talent Acquisition, Leave Administration, Disability Management, Academic Affairs, International Student Support Services, the Grad Division, and the Controller’s office.
• Manages department-specific HR operations, including recruitments, FTE tracking, analyzing organizational structures and recommending positions within job families to align with needs, facilitating employee communications, and managing onsite work requirements and resources.
• Affairs & Advocacy: is a representative for the control point regarding human resources affairs, in alignment with senior executive strategy and goals. Attends weekly HR Huddles offered by campus. Facilitates monthly 1-1 meetings with central campus units to resolve issues and understand policies, and schedules ad hoc meetings on emergent issues. Facilitates quarterly meetings with leaders at the California Department of Public Health and IGHS to ensure alignment on HR issues between CDPH divisions and UCSF leadership and central units.
• HR Systems Management: utilizes systems and procedures to protect departmental assets, including submitting Oracle cases and adopting other institutional technologies as requested by IGHS and institutional leadership. Ensures the control point effectively utilizes campus systems (such as Oracle) and serves on working groups as needed to advance the HR goals of the institute, in partnership and at the direction of the Director of Finance & Administration. Resolves system access issues for employees and coordinates new system access as needed.
• Employee Engagement: Coordinates IGHS initiatives to nurture community, such as recognition programs, community programming, and annual celebrations. Oversees the administration of the campus employee engagement survey in alignment with UCSF engagement survey leader requests. Recruits engagement ambassadors, facilitates meetings with ambassador teams and employees as needed, and handles reporting to campus units. Facilitates community meetings to share results and engagement plans. Oversees the IGHS professional development fund; administered annual allocation of funds, reviews applications to the fund and approves of appropriate use, encourages employees to utilize the fund for their development, and recommends group training requirements as needed. Provides annual reports to executive leadership on professional development needs of the workforce. Oversees IGHS recognition programs such as the STAR/SPOT awardees; facilitate nomination process, coordinates review committee meetings, awardee communications, payment processing with campus systems, and community messaging. Ensures that IGHS policies and operating practices are aligned with best practices in diversity, equity, inclusion, and belogning and in alignment with UCSF PRIDE values.
• Performance Management: Oversees the annual performance review process utilizing campus evaluation mechanisms; communicates process, answers questions from employees and supervisors, conducts control point approvals as needed, and elevates issues in the performance evaluation process to the appropriate entities. Recommends trainings and other resources to employees and supervisors, as needed. Review performance issues, advise on appropriate action based on represented agreements or policy agreements, coordinate with labor and employee relations, and mitigate risk for the institution.
• Employee Experience: Partner with the IGHS communications team and to raise visibility for IGHS opportunities; positively represent IGHS at hiring fairs, distribute position descriptions to communities of interest, share opportunities in newsletters, and promote employee accomplishments in applicable forums. Manage the employee onboarding experience; ensure candidates receive access to appropriate systems and have questions answered, ensure new employees receive access to appropriate systems, facilitate trainings on campus benefits, provide materials on IGHS to new employees, and facilitate first day activities in partnership with the hiring team. Manage the employee offboarding experience; facilitate separations in campus systems, answer transition questions, organize exit interviews, and proactively elevate any issues identified by the exiting employee. Serve as an approachable contact for members of the IGHS community to ask questions, brainstorm solutions to issues, and receive counsel as needed. Facilitate the change management process for institute intiatives, in partnership with other change agents. Serve as a confidential resource for employees. Elevate compliance issues to appropriate campus offices.
• Labor & Employee Relations: Support Draft business plans for reductions in time and layoffs; submit cases to campus LER via appropriate platforms after reviewing with the Director of Finance & Administration for alignment with strategic HR goals; publicize deadlines with supervisors and ensure best practices are followed for submission to campus. Participate in or lead meeting with employees about labor actions; draft or review notification letters and other related documents.

Qualifications

• Master’s degree in Human Resources, Business Administration, or a related field.
• Minimum of 8 years of progressive experience in HR, preferably in a higher education setting.
• Experience in managing complex HR operations, including recruitment, compensation, benefits, and performance management.
• Proven ability to manage multiple projects simultaneously and meet tight deadlines.
• Strong interpersonal and communication skills, with the ability to interact effectively with diverse stakeholders.
• Excellent problem-solving and conflict resolution skills.
• Knowledge of relevant laws and regulations, including those pertaining to employment, labor relations, and equal opportunity.
• Ability to work independently and as part of a team.
• Proficiency in Microsoft Office Suite and HRIS systems.