General Information
| Payroll Title | PERSONNEL ANL PRN | Title Code | 007661 | Grade/Step | 10 | Working Title | Senior Director Human Resources for Housing, Dining & Residential Services |
|---|---|---|---|---|---|---|---|
| Department Name | INACTIVE Housing Srvcs. Admin | Supervisor | Andrew S Plumley | Department Head | Andrew S Plumley |
Payroll Title of those supervised
| Title Code | Description | FTE |
|---|---|---|
| 4358 | STDT AFFAIRS OFCR 2 SUPV | 1 |
| 7247 | ANL 3 SUPV | 1 |
| 7235 | ANL 2 | 4 |
Special Requirements and Conditions
| Critical Position |
| Overtime |
| Travel |
| Travel Outside of Normal Business Hours |
Level of Supervision Received
| General Direction |
Items Used
| Must be able to effectively use a personal desktop computer, computer printer, copier, scanner, fax machine and calculator. |
Position Purpose
| Under the general direction of the Assistant Vice Chancellor for Housing, Dining & Residential Services, the Senior Director of Human Resources is a member of the Housing Cabinet Management Team with senior-level management responsibility for Human Resources, which includes: human resources management; organizational development, planning and strategic analysis; personnel management; employee relations; and training and development. Housing, Dining & Residential Services consists of over 2.3M gross square feet and 250 acres of university property, providing: -Housing services to over 6,200 student residents in 3 residence halls, 5 apartment complexes, and a family housing complex; -Dining services to residents and the entire campus out of 2 large residential restaurants, 12 retail venues, and 5 convenience stores; and -Programs, activities, and support to a diverse residential community. The Management functions are highly complex and diverse due to the following factors: -Size of Budgets (Housing: $63.9M; Dining: $27.1M; Residential Parking: $1.0M). -Debt service of $11.3M. -Major maintenance budget of $5M to $7M annually. -Staff of 400 career and 800 student employees. The Senior Director of Human Resources is responsible for the day-to-day development and management of Human Resources department and functions as the primary Human Resources professional for Housing, Dining & Residential Services (HDRS). In this capacity, the Senior Director of Human Resources provides leadership in developing and implementing strategies to attract, develop, and retain a diverse and highly competent workforce. The Senior Director of Human Resources is responsible for various Human Resources related activities including recruitment, targeted advertising, selection, on-boarding, outreach, employee/labor relations, performance management, compensation, benefits, leave management, risk management, training and professional development. Senior Director develops communication methods to ensure management and staff across the organization are properly trained and oriented to human resources practices, processes, and procedures. |
Essential Functions
| Essential Function | % Time |
|---|---|
| Human Resources Management | 30 |
| Serves as chief Human Resources advisor on the full scope of Human Resources related issues with a focus on guiding decisions to meet the strategic needs of the HDRS department (e.g., staffing and retention, employee/labor relations, performance management, compensation, benefits, leave management, risk management, training and professional development). Oversees recruitments, classifications, and salary requests for HDRS. Types of appointments include career, contract, limited employees, and students. Advises supervisors on appropriateness, procedures, equity considerations, exceptions to policy, and legal considerations. Manages the onboarding and recruitment processes. Conducts a fair and thorough advertising campaign that will attract highly qualified job applicants. Closes the recruitment process by sending offer and rejection letters, and removing the position from the web. Independently mediates disputes between employees and implement appropriate courses of action. Proactively communicates with supervisors and staff to identify and resolve potential problems at the earliest possible stages. Oversees the establishment of performance standards and coordination of annual evaluations. Advises supervisors and employees of merit eligibility. Independently manages progressive discipline actions, advises supervisors and employees on the process, develops Performance Improvement Plans, and monitors the outcome. Provides guidance to management staff on writing accurate job descriptions. Analyzes positions according to the policies and classification specifications as set forth by the university and University of California Office of the President (UCOP). Analyzes information requests and advises campus management regarding applicable laws and University policies related to release of information. Collects and analyzes information in order to respond to specific requests. Analyzes issues related to conflict of interest policies, and advises supervisors of appropriate course of action. |
|
| Organizational Development, Planning, and Strategic Analysis | 25 |
| The Senior Director is a member of the HDRS cabinet, and participates as an advisory on organizational development and all human resources issues. Makes Recommendations to the Assistant Vice Chancellor and independently implements initiatives. Proactively keeps the cabinet team updated on current issues that affect the department. In support of the academic mission of the University and of the department's goal to provide students with a living and learning environment where life outside the classroom encourages and enhances the college experience, the Senior Director evaluates the levels of services provided to customers and establishes and implements appropriate plans for necessary changes. Demonstrates creative problem solving, while reducing operational costs and increasing efficiency, in response to a changing student populations and issues impacting undergraduate students living in a community. Institutes procedures that enable best practices, improve business effectiveness, and mitigate risk management concerns. Leads in the implementation of approved processes/systems. Actively guides management in integrating performance management, change management, organizational development, and organizational effectiveness philosophies within its business strategies. Proactively pursues the HDRS department affirmative action and diversity objectives. Oversees the development and implementation of the annual departmental affirmative action plan. Participates in short and long term strategic planning. Participates in and provides leadership for future development of administrative processes and structures in HDRS. Evaluates best practices of similar universities and incorporates them into long and short range planning. Implements and monitors action plans and strategies for achieving annual goals and objectives. Serves as lead resource in interpretation and application of campus and divisional administrative and personnel policies and procedures. Ensures that policies are adhered to and takes prompt corrective action when necessary. Creates and revises departmental policies in accordance with campus state, and federal regulations. Ensures dissemination of new/revised policies. |
|
| Personnel Management | 15 |
| Develops a strategic staffing level that will support the HDRS department's goals, and will be flexible enough for growth and departmental changes. Responsible for directing the preparation of all personnel actions, including new appointments, merits, promotions and reviews for all career, contract, and limited appointment HDRS employees. Ensures that all personnel actions are in compliance with University personnel policies. Ensures provisions of the Family Medical Leave Act (FMLA) are appropriately enacted, by providing leave paperwork to the employee, supervisor, and physician, coordinating the completion of the paper work, and ensuring all documentation is complete. Oversees the coordination of separations, terminations, and layoffs by interpreting and enforcing policies, explaining procedures and rights, exploring and recommending alternative solutions, and ensuring compliance with UC guidelines and union contracts. Screens applications, interviews candidates, and either makes a selection decision or recommendation for hiring. Trains and assigns work to new and continuing employees. Provides guidance on performance standards and University procedures. Independently conducts performance evaluations, including communicating findings with supervisor. Makes recommendations for employee incentive awards, merits, and reclassifications. Oversees the maintenance of employee personnel files, ensuring required information is ready for an audit. |
|
| Training Development | 15 |
| Oversees the development and implementation of orientation, training, and career development programs for employees to ensure a competent, informed, and motivated workforce. Develops and presents regular supervisory training on issues of importance to the department. Coordinates the delivery of externally-developed training programs for departmental team members. Identifies and procures all needed resources for training and development. Establishes a resource library for training, education, and quality improvement purposes. Manages the library, and maintains the materials with a replacement schedule and a check-out system. Evaluates the effectiveness of training and education, as well as the outcomes. Delegates managerial responsibilities and authority to staff reporting to the Senior Director. Provides guidance, training, direction and positive support to assist them in their success. Ensures that all employees follow proper procedures, safety precautions, and regulations. Effectively communicates and enforces work rules for all employees. Recognizes potential employee problems and promote positive change. This includes assessing work performance, evaluating, counseling, redirecting/coaching, and disciplining employees as necessary. Promotes morale and teamwork by reflecting a positive customer service philosophy, and by establishing the means and opportunities for staff to communicate. |
|
| Employee Relations | 10 |
| Reviews documents used by management in developing positions in grievance matters as well as documents used by management in the analysis of collective bargaining. Assures that departmental interpretations of collective bargaining agreements are aligned with the Campus Human Resources office. Advises management regarding appropriate courses of action in a variety of situations, taking into consideration employment laws, policies, contractual provisions, and generally understood expectations of appropriate treatment of employees by management. Advises management regarding the appropriateness of employee discipline and dismissal actions, and assist in implementation of such actions. Participates in or conduct investigations regarding alleged misconduct/unsatisfactory performance. Participates in or conduct investigations regarding whistle blower complaints. Consults with Labor Relations to develop training programs for management. |
|
| Management of HDRS Programs and Infrastructure | 5 |
| Develops reporting metrics and benchmarks on programs and activities for management that measure continuous improvement. Performs cost analyses, prepares budgets, and establishes benchmarks for HR-related programs and new initiatives. Provides leadership and input on various campus-wide committees. Develops financial budgets and reports to manage the expenditures of the HR Staff unit. |
|
Minimum Requirements
| Minimum Requirement | Display Ranking |
|---|---|
| 1 | |
| Bachelors degree in business administration, public administration, industrial psychology, or a related field, and a minimum of six years of progressive HR experience; or an equivalent combination of education and experience. | |
| 2 | |
| Demonstrates significant knowledge of current principles and practices of human resource management and professional-level Human Resources experience in recruitment, hiring, employment (including EEO and affirmative action compliance), job evaluation, compensation and classification, separations, and state and federal labor laws and regulations. | |
| 3 | |
| Ability to collect and analyze data, interpret policies and apply them to routine situations. Ability to establish or recommend alternative solutions. Skill to develop innovative approaches, techniques, and procedures to provide more efficient and responsive services. | |
| 4 | |
| Demonstrated advanced written and verbal communication proficiency, including delivering oral and written presentations; writing concise, logical, grammatically correct analytical or narrative reports; and the ability to communicate decisions and findings effectively at all levels within the organization. | |
| 5 | |
| Demonstrated experience performing a variety of advanced analyses using quantitative skills and forming solid recommendations. Advanced expertise using software applications, such as Microsoft Word, Excel, PowerPoint, and Access. Ability to effectively use technology to maximize data analyses, storage and retrieval. Demonstrated experience in development of information systems |
|
| 6 | |
| Effective project management and organizational skills to develop goals and action plans, assess priorities, and resource needs. Ability to set and meet aggressive commitments to achieve objectives while demonstrating flexibility to handle immediate needs. | |
| 7 | |
| Skill in negotiating and exchanging ideas in a politically astute approach with others to arrive jointly at consensus. | |
| 8 | |
| Demonstrated experience in supervising a team in an office environment. Strong interpersonal skills and the ability to work as part of a team and/or serve as a team leader. | |
| 9 | |
| Skill in working independently and following through on assignments with minimal direction. Demonstrated strong initiative and follow through; self-motivated and results oriented. | |
| 10 | |
| Ability to maintain confidentiality at all times. Hired Applicant must successfully complete a background check through the Department of Justice. | |
Preferred Qualifications
| Preferred Qualification | Display Ranking |
|---|---|
| 1 | |
| Graduate Degree in Human Resources, Industrial Psychology, or a related field. | |
| 2 | |
| Experience working in an academic auxiliary enterprise. | |
| 3 | |
| Knowledge of UC system and Riverside campus policies, procedures, and collective bargaining agreements. | |
| 4 | |
| Working experience of UC Riverside electronic systems (PPS, SIS, JDS, etc.). | |
| 5 | |
| Senior Professional in Human Resources (SPHR/PHR), or comparable professional Human Resources certification. | |
| 6 | |
| Knowledge of or experience in working in housing, dining and/or residential services. | |
| Posted Position Purpose |
|---|
| Under the general direction of the Assistant Vice Chancellor for Housing, Dining & Residential Services, the Senior Director of Human Resources is a member of the Housing Cabinet Management Team with senior-level management responsibility for Human Resources, which includes: human resources management; organizational development, planning and strategic analysis; personnel management; employee relations; and training and development.
Housing, Dining & Residential Services consists of over 1.5M gross square feet and 250 acres of university property, providing:
-Housing services to over 6,200 student residents in 3 residence halls, 5 apartment complexes, and a family housing complex;
-Dining services to residents and the entire campus out of 2 large residential restaurants, 12 retail venues, and 5 convenience stores; and
-Programs, activities, and support to a diverse residential community.
The Management functions are highly complex and diverse due to the following factors:
-Size of Budgets (Housing: $63.9M; Dining: $27.1M; Residential Parking: $1.0M).
-Debt service of $11.3M.
-Major maintenance budget of $5M to $7M annually.
-Staff of 400 career and 800 student employees.
The Senior Director of Human Resources is responsible for the day-to-day development and management of Human Resources department and functions as the primary Human Resources professional for Housing, Dining & Residential Services (HDRS). In this capacity, the Senior Director of Human Resources provides leadership in developing and implementing strategies to attract, develop, and retain a diverse and highly competent workforce. The Senior Director of Human Resources is responsible for various Human Resources related activities including recruitment, targeted advertising, selection, on-boarding, outreach, employee/labor relations, performance management, compensation, benefits, leave management, risk management, training and professional development. Senior Director develops communication methods to ensure management and staff across the organization are properly trained and oriented to human resources practices, processes, and procedures.
|
| Posted Minimum Requirements |
| Bachelors degree in business administration, public administration, industrial psychology, or a related field, and a minimum of six years of progressive HR experience; or an equivalent combination of education and experience. Demonstrates significant knowledge of current principles and practices of human resource management and professional-level Human Resources experience in recruitment, hiring, employment (including EEO and affirmative action compliance), job evaluation, compensation and classification, separations, and state and federal labor laws and regulations. Ability to collect and analyze data, interpret policies and apply them to routine situations. Ability to establish or recommend alternative solutions. Skill to develop innovative approaches, techniques, and procedures to provide more efficient and responsive services. Demonstrated advanced written and verbal communication proficiency, including delivering oral and written presentations; writing concise, logical, grammatically correct analytical or narrative reports; and the ability to communicate decisions and findings effectively at all levels within the organization. Demonstrated experience performing a variety of advanced analyses using quantitative skills and forming solid recommendations. Advanced expertise using software applications, such as Microsoft Word, Excel, PowerPoint, and Access. Ability to effectively use technology to maximize data analyses, storage and retrieval. Demonstrated experience in development of information systems Effective project management and organizational skills to develop goals and action plans, assess priorities, and resource needs. Ability to set and meet aggressive commitments to achieve objectives while demonstrating flexibility to handle immediate needs. Skill in negotiating and exchanging ideas in a politically astute approach with others to arrive jointly at consensus. Demonstrated experience in supervising a team in an office environment. Strong interpersonal skills and the ability to work as part of a team and/or serve as a team leader. Skill in working independently and following through on assignments with minimal direction. Demonstrated strong initiative and follow through; self-motivated and results oriented. Ability to maintain confidentiality at all times. Hired Applicant must successfully complete a background check through the Department of Justice. |
| Posted Preferred Qualifications |
| Graduate Degree in Human Resources, Industrial Psychology, or a related field. Experience working in an academic auxiliary enterprise. Knowledge of UC system and Riverside campus policies, procedures, and collective bargaining agreements. Working experience of UC Riverside electronic systems (PPS, SIS, JDS, etc.). Senior Professional in Human Resources (SPHR/PHR), or comparable professional Human Resources certification. Knowledge of or experience in working in housing, dining and/or residential services. |