Strategy, Planning, and Operations leads and manages a large and complex portfolio of IT projects and programs while establishing partnerships and stakeholder engagement efforts with students, faculty, staff, and external partners on behalf of the IT organization. The Strategy, Planning, and Operations Office also manages organizational initiatives and efforts, including general administrative functions, financial management and budgeting, vendor management and licensing, billing, internal communications, department human resources, talent management, and culture development. The IT Talent & Culture team manages day-to-day human resource operations for ITS in collaboration with Central HR (CHR) and the HR Payroll & Operations Center (HRPOC). The team executes recruitment, hiring, engagement, learning & development, performance management, recognition, and succession planning for the ITS workforce. The team also develops and drives UCLA’s IT organization toward a shared set of beliefs and behaviors that determine how management and employees interact, deliver IT service to customers, and handle external business transactions.
The Manager of IT Talent Management provides strategic leadership for all HR functions within UCLA Digital & Technology Solutions (DTS), ensuring talent strategies align with DTS’s goals and the University’s broader mission. This role is instrumental in shaping the employee value proposition, overseeing talent acquisition, retention, performance management, benefits administration, compensation planning, job evaluation, training and development, labor and employee relations, and succession planning. Additionally, the Manager leads workforce transformation efforts, ensuring IT talent remains agile and adaptable in a rapidly evolving technological landscape. Partnering with DTS leadership, the Manager develops goal-setting methodologies and performance frameworks that align DTS staff objectives with institutional priorities. This role will design and implement leadership programs and employee recognition initiatives that foster career growth, motivation, and retention. By integrating workforce planning and succession strategies, the Director builds strong leadership pipelines while leveraging innovative tools to enhance recruitment, engagement, and retention. To enhance organizational effectiveness, the Manager oversees learning and development (L&D) and culture enhancement programs, ensuring training initiatives align with UCLA DTS’s strategic goals. This role is also responsible for optimizing budgets and resources to support upskilling efforts, fostering a culture of continuous learning, professional development, and career growth within DTS. A key focus of this role is cultivating a diverse, equitable, and inclusive workplace that promotes belonging and opportunity. The Manager will drive inclusive hiring practices, foster mentorship programs, and develop employee resource groups to ensure equitable access to career advancement and professional growth. Additionally, the Manager will oversee workforce engagement and employee relations, embedding change management and continuous improvement practices to enhance team adaptability. This role will provide strategic guidance on HR governance, ensuring compliance with university policies, legal regulations, and industry best practices, while maintaining a work environment rooted in transparency, fairness, and collaboration. By driving HR innovation and workforce transformation, the Director will position UCLA DTS as a leader in talent management, leadership development, and employee engagement. Leveraging digital advancements, strategic workforce planning, and data-driven decision-making, this role will strengthen UCLA DTS’s reputation as an employer of choice. Ultimately, the Manager will cultivate a resilient, engaged, and high-performing workforce, prepared to meet future challenges while upholding the University’s commitment to excellence, inclusion, and innovation.

QUALIFICATIONS

• 5+ years experience working in one or more of the following fields: human resources, talent management, information technology, or related field. (Required)
• 2+ years experience leading teams in a management or leadership role, particularly in a fast-paced, service-oriented environment. (Required)
• Experience developing HR strategies and/or talent management strategies that support the comprehensive employee lifecycle from recruitment through separation. Experience directing teams in the execution of these strategies. (Required)
• Significant experience aligning HR projects and work plans to overall HR strategies and business objectives to drive organizational improvement. (Required)
• Significant experience working across HR technologies including applicant tracking systems, CRM, job description tools, and others. (Required)
• Significant experience working in a project-based environment using leading project management practices including schedule management, status reporting, and communication of project risks and issues. (Required)
• Demonstrated experience providing inclusive leadership of others, cultivating an inclusive environment that values equity, diversity, inclusion and belonging. (Required)
• Extensive experience solving technical and non-technical problems; able to delegate solutioning when appropriate to the proper resources. Able to lead data gathering efforts seeking information from multiple and diverse sources. (Required)
• Experience operating as a point of escalation. Demonstrated understanding of how decisions affect teams. Demonstrated ability to make decisions with integrity. (Required)
• 5+ years experience leading teams in a management or leadership role, particularly in a fast-paced, service-oriented environment. (Preferred)
• 7+ years experience working in one or more of the following fields: human resources, talent management, information technology, or related field. (Preferred)
• Experience in complex higher education environments, serving academic and administrative functions of a large public university. (Preferred)
• Familiarity with HR needs of technical and operational staff members typically found in an IT organization. (Required)
• Strong knowledge integrating HR functions such as Talent, Learning and Development, Employee Relations, Labor Relations, Performance Management, Compensation/Classification, Organizational Development, Change Management, Administrative Services, and Diversity Equity & Inclusion functions. (Required)
• Advanced knowledge of personnel policies and applicable laws and regulations. (State of CA and/or UC policy preferred). (Required)
• Demonstrated ability to handle difficult or volatile situations / individuals quickly and effectively. (Required)
• Advanced written and verbal communication skills and is able to communicate work assignments to medium-sized teams. Demonstrated experience presenting complex technical information to audiences of technical and non-technical stakeholders. (Required)
• Advanced project management skills with demonstrated experience delegating responsibility, tracking project progress, supervising others, and advising teams on competing priorities. (Required)
• Inspires creativity in others and advises teams on industry-leading practices, such as the incorporation of new technologies or processes. Has demonstrated experience leading in an ever-changing, fast-paced environment. (Required)

EDUCATION, LICENSES, CERTIFICATIONS & PERSONAL AFFILIATIONS

• Bachelor’s Degree in one or more of the following fields: human resources, public administration, business administration, communications, information technology, or equivalent combination of experience/training. (Required)
• Bachelor’s Degree In one or more of the following fields: human resources, public administration, business administration, communications, liberal arts, information technology, or another related field. (Preferred)
• SHRM-CP or SHRM-SCP, or similar certification (Preferred)

COMPLETE POSITION DESCRIPTION

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