VCMS Staff HR Director - 129295

UCSD Layoff from Career Appointment: Apply by 4/17/24 for consideration with preference for rehire. All layoff applicants should contact their Employment Advisor.

Special Selection Applicants: Apply by 4/26/24. Eligible Special Selection clients should contact their Disability Counselor for assistance.

The Director serves as a resource to senior leadership and managers, across VCMS, on HR matters by providing expert guidance and counsel. They partner with AVC and department leadership on strategic approaches to employee engagement and retention, staffing and recruitment, compensation, classification and performance management. Consults with AVC and department leaders, HR colleagues, and others to improve organizational effectiveness and success. Participates in long-term and short-term strategic planning with leadership. The Director partners with leadership and the SIO Director of Diversity Initiatives in creating, supporting and retaining an effective and inclusive workforce.

Uses advanced professional HR concepts to provide guidance to all levels within the organization, utilizing specialized human resources expertise within area of responsibility to resolve highly complex issues. Normally receives little direction on assignments. May serve in a lead capacity, providing guidance to other human resources professionals.

As an experienced HR professional, the HR Generalist 4 will be responsible for independently performing a wide range of complex HR-related duties across VCMS. The person in this role will apply organization policies and procedures to resolve diverse and complex issues, and will work with minimal guidance on day-to-day assignments, with guidance provided on new/novel projects.

Responsible for formulating, implementing, administering, coordinating, interpreting and/or evaluating existing and/or new/proposed Staff Human Resources policies, labor contracts, statutes, programs, and developing VCMS procedures covering several areas, including recruitment, compensation, employee relations, labor relations, payroll, benefits, wellness programs, training and development, and employee services. The person in this role will work closely with other VCMS HR team members and departments to ensure compliance with organization policies and procedures, and will maintain accurate records and reports related to HR functions.

As a technical leader, provides guidance and support to management and employees on complex HR-related matters, and will conduct investigations and/or provide recommendations on complex employee relations issues. The person in this role will also ensure compliance with applicable laws and regulations, and will maintain knowledge of industry trends and best practices to continuously improve HR processes and procedures.

The ideal candidate will have a deep understanding of a broad scope of HR concepts and possess extensive job knowledge, allowing them to analyze problems and issues of varying scope and determine or recommend effective solutions to all staff levels.

Overall, the HR Generalist 4 will play a critical role in supporting the organization's Staff HR functions and ensuring compliance with policies and procedures. Position may have oversight of other HR positions across VCMS.

Position has a dotted line reporting to the Senior Director of People Support in Central HR.

• Advanced knowledge of human resources concepts, policies and procedures including employment practices, labor relations, salary administration, training and other areas of human resources as well as organizational initiatives relating to and / or affecting human resources.

• Possesses advanced analytical skills to conduct analysis and develop recommendations, demonstrating organization and problem-solving skills.

• Demonstrated ability to handle extremely difficult or volatile situations / individuals effectively. Demonstrated active listening and critical thinking skills.

• Expert working knowledge of Human Resources administration including generally accepted business standards and best practices related to classification/compensation, recruitment and selection, employee relations, performance management, policy and procedure development, compliance management, organizational development, terminations and layoffs and affirmative action. Strong knowledge and experience with wage and hour laws, and other laws and regulations relating to employment, compensation, collective bargaining, EEO/AA and FLSA.

• Demonstrated advanced experience performing job analysis, and creating and classifying job descriptions. Strong experience with Compensation Administration and equity analysis.

• Prior success using sound professional judgment in situations for which there are no established criteria or standards, or where answers to problems are not readily apparent, and initiate appropriate action and solutions. Prior experience utilizing effective negotiation skills in performance of functions to produce a satisfactory outcome for all parties concerned.

• Prior experience coaching, mentoring and/or being a work director.

• Demonstrated superior skill at developing and implementing policy, operational and administrative procedures, reports and practices.

• Proven experience to plan, organize, prioritize daily operations, and short and long-term projects. Ability to evaluate available resources and adjust schedule and priorities to meet established deadlines and complete projects.

• Strategic planning and management capabilities. Prior experience operating strategically and creatively, to anticipate staffing and/or HR trends. Strategize using initiative and creativity to develop, anticipate and/or administer new procedures, processes and practices.

• Background check required.

Pay Transparency Act

Annual Full Pay Range: $91,300 - $170,700 (will be prorated if the appointment percentage is less than 100%)

Hourly Equivalent: $43.73 - $81.75

Factors in determining the appropriate compensation for a role include experience, skills, knowledge, abilities, education, licensure and certifications, and other business and organizational needs. The Hiring Pay Scale referenced in the job posting is the budgeted salary or hourly range that the University reasonably expects to pay for this position. The Annual Full Pay Range may be broader than what the University anticipates to pay for this position, based on internal equity, budget, and collective bargaining agreements (when applicable).

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