General Information
| Job Description | HR MGR 3 | Working Title | Associate Vice Chancellor and Chief Human Resources Officer |
|---|---|---|---|
| Job Code | 000626 | Grade | 28 |
| Department Name | Human Resources - D01103 | Department Head | |
| Supervisor | Effective Date |
Position(s) Directly Supervised
| Job Code | Title | FTE |
|---|---|---|
| 007384 | EXEC AST 3 | 1 |
| 000617 | COMPENSATION MGR 2 | 1 |
| 000621 | EMPLOYMENT MGR 1 | 1 |
| 000618 | EEO MGR 1 | 1 |
| 000494 | LABOR REL MGR 2 | 1 |
| 000562 | ORGANIZATIONAL CNSLT 4 | 1 |
| 000565 | ORGANIZATIONAL DEV MGR 2 | 1 |
| 000614 | BENEFITS MGR 1 | 1 |
| 000333 | TRAINER 5 | 1 |
Generic Scope
| Oversees through subordinate managers one or more large, complex departments or business units with multiple functional disciplines/occupations, OR manages a program, regardless of size, that has critical impact upon the organization as a whole, such as most or all of a campus, medical center, UCOP or the UC System. Has significant responsibility for formulating and administering policies and programs, manages significant human, financial, and physical resources, and functions with a very high degree of autonomy. Oversees through subordinate managers the accountability and stewardship of department resources and the development of systems and procedures to protect organizational assets. |
Custom Scope
| Participates with other senior managers to establish strategic plans and objectives. Makes decisions on HR matters and ensures achievement of objectives. Responsible for managing and directing a large department or organization-wide HR program(s). Reviews and approves recommendations for operational planning and control. Erroneous decisions will have a serious impact on the overall success of department, division, or organization. Responsible for departmental results, including costs, allocation of resources, methods and staffing. In a centralized role, manages several central HR functions, with subordinate managers responsible for each specific HR function. Identifies functional objectives for the organization, and determining the resources necessary to achieve those objectives. |
Department Custom Scope
| The Associate Vice Chancellor (AVC) and Chief Human Resources Officer is the senior human resources officer at the University of California, Riverside. The AVC leads, develops and manages comprehensive human resources programs aligned with UCR's mission, the campus strategic plan and Principle of Community; Vice Chancellor Planning, Budget & Administration (PB&A) Services vision and goals; University policies, labor agreements, and Federal and State employment laws and regulations. The AVC develops and executes comprehensive strategic plans relating to campus human resources programs, practices, and systems under the direction of the Vice Chancellor and in close partnership with campus executive management, various groups such as the Staff Assembly and campus administrators, managers, faculty, and staff. The AVC is a liaison to the Office of the President on human resources matters and is responsible for advising campus senior officers on all aspects of human resources administration including UC's senior management programs and policy. The AVC provides vision and direction in an increasingly multi-cultural and multi-generational work environment while remaining internally equitable, externally competitive, legally compliant, and administratively sustainable. The AVC is responsible for the Human Resources Division and also supervises organizational unit HR business partners in a matrixed reporting relationship. The AVC is responsible for providing HR training, direction, and policy and compliance oversight. The AVC guides the development of a campus wide talent management strategy that enhances UCR's competitive advantage as an employer of choice, by establishing a framework to actively recruit, develop, and retain a diverse and talented workforce; developing policies and practices that champion diversity; and creating a safe, inclusive work culture. |
Education & Experience Requirements
Education Requirements
| Degree | Requirement |
|---|---|
| Bachelor's degree in related area and/or equivalent experience/training. | Required |
| Advanced degree in business or law is preferred. | Preferred |
Experience Requirements
| Experience | Requirement |
|---|
License Requirements
Certification Requirements
| Certification | Requirement |
|---|---|
| SHRM SCP or SPHR | Preferred |
Educational Condition Requirements
| Condition | Requirement |
|---|
Key Responsibilities
| Description | % Time |
|---|---|
Manages the activities of HR through several subordinate managers having overall responsibility for functional programs.
|
25 |
| Provides guidance and direction for achievement of objectives (operational and budget processes, staff FTE, finance, human resources and space planning). | 5 |
| Recommends improvements or changes that are consistent with unit and university goals. | 5 |
Develops programs, procedures, and practices for the unit that affect a large number of employees.
|
5 |
| Works with direct manager, other organization managers (especially department human resources managers), and assigned staff; frequently represents the unit in organization meetings and at system wide meetings on matters pertaining to personnel policies and practices. | 10 |
Manages a team of staff and/or managers in a large department or that is distributed across multiple departments, requiring coordination of efforts.
|
5 |
| Advises senior management on controversial situations, customer negotiations, or influencing and persuading other senior level managers. | 5 |
| Hires, evaluates and develops staff. | 5 |
| Creates a work environment that is inclusive. | 5 |
| Determines objectives for the organization in several HR functions, and develops long-term strategies for achieving those objectives. | 15 |
| May regularly interact with executives and/or major client groups. | 5 |
| Management of HR systems, reporting and analytics | 10 |
Knowledge, Skills & Abilities
| Knowledge/Skill/Ability | Requirement |
|---|---|
| Advanced knowledge of organizational and systemwide personnel policies and applicable laws and regulations. | Required |
| Advanced knowledge of specific functions in the university's HR management information systems. | Required |
| Excellent communication skills with a diversity of communication styles; demonstrates a high level of political acumen; communicates effectively orally and in writing. | Required |
| Demonstrated ability to makedecisions regarding hiring, evaluating, and development of subordinates. | Required |
| Excellent management skills that include collaboration, coaching and developing subordinates; ability to build relationships. | Required |
| Advanced understanding of the unit goals and ability to determine the best way of achieving unit goals. | Required |
| Demonstrated ability to handle extremely difficult or volatile situations/individuals effectively. | Required |
| Must have a demonstrated commitment to diversity, equity, and inclusion. | Required |
| Knowledge of relevant federal and state employment and labor laws and regulations . | Required |
| Impeccable judgment and high personal/professional integrity. | Preferred |
| Ability to make tough/timely decisions and say "no" when appropriate and necessary, while also being politically savvy. | Preferred |
| Team player who works well with constituents at all levels of the organization. | Preferred |
Special Requirements & Conditions
| Special Condition | Requirement |
|---|
Other Special Requirements & Conditions
|
Level of Supervision Received
| GeneralDirection |
Environment
Working Environment
| Campus |
Other Requirements
Items Used
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Physical Requirements
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Mental Requirements
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Environmental Requirements
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Critical Position
| Is Critical Position: No |