Senior Staff Personnel Analyst at University of California, Irvine

Irvine, California, United States -

Full Time

Start Date

Immediate

Expiry Date

03 Oct, 26

Salary

0.0

Posted On

05 Jul, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Personnel Administration, Payroll Management, Recruitment, Policy Interpretation, Labor Relations, Employee Lifecycle Management, Compliance, Analytical Thinking, Conflict Resolution, Confidentiality, Strategic Planning, Interpersonal Communication, Microsoft Office, Data Analysis, Records Management, Staff Development

Industry

Hospitals and Health Care

Description

Who We Are Founded in 1965, UC Irvine is a member of the prestigious Association of American Universities and is ranked among the nation’s top 10 public universities by U.S. News & World Report. The campus has produced five Nobel laureates and is known for its academic achievement, premier research, innovation and anteater mascot. Led by Chancellor Howard Gillman, UC Irvine has more than 36,000 students and offers 224 degree programs. It’s located in one of the world’s safest and most economically vibrant communities and is Orange County’s second-largest employer, contributing $7 billion annually to the local economy and $8 billion statewide. To learn more about UC Irvine, visit www.uci.edu. The UCI School of Physical Sciences Personnel Team is responsible for providing input and guidance in the organizational strategic planning and processes for academic and staff personnel policy administration and payroll. The team offers customer-centric counsel to School Leadership and employees, and manages all human resources, academic personnel, and payroll matters for the employee life cycle of faculty, staff, and students. Your Role on the Team Under the direction of the Director of Personnel, serves as the subject matter expert and lead for staff and undergraduate employee administration within the School of Physical Sciences. Manages the full employment lifecycle—including recruitment, retention, and separation—for all staff classifications (career, limited, casual restricted, etc.) in UCPath, Time Reporting System (TRS), and Employee Experience Center (EEC). Acts as primary liaison with UCPath, Human Resources, JDX, and iCiMS while providing expert analysis, guidance, and policy interpretation on local, campus, UCOP, state and federal personnel policies, procedures, collective bargaining agreements, leave administration, and benefits. Requires exceptional integrity, confidentiality, and comprehensive knowledge of campus and university personnel regulations. Essential Functions: The identification of essential functions below is not intended to be an exhaustive list of all duties that may be assigned to this position, nor does it restrict the duties which may be assigned to this position if such duties reasonably relate to the position. Serves as subject matter expert and lead for all staff and undergraduate student employees in the School of Physical Sciences. Has oversight for all staff and undergraduate student payroll entries made by the processors in the school. Ensures accuracy of entries and provides instruction on any necessary corrections. Determines appropriate action and prepares forms and materials in support of confidential personnel transactions from employment through separation, including transfers, promotions, leaves, percent time adjustments, additional appointments, and one-time payments for career, limited, and student assistant positions. Ensures all appointments conform to all policies, procedures, and collective bargaining agreements. Serves as staff Point of Contact (POC) for UCPath. Serves as backup to the Director of Personnel for staff matters as needed. 25% Maintains records and active personnel files for all School staff in the campus in Personnel Records Online (PRO) system. Responsible for tracking and managing staff leaves in UCPath in coordination with Central Human Resources and Sedgwick Claims Management Services. Responds to employees and supervisors regarding leave inquiries. Utilizes COGNOS and local reports to audit and maintain accurate payroll records, monitoring end dates, pay rates, accrual rates, benefits codes, and service credit. Manages the Time Reporting System (TRS) for the School of Physical Sciences, performs complex calculations and analysis relating to retroactive pay actions, off cycle and other compensation. 20% Oversees staff recruitment for the School of Physical Sciences, provides policy interpretation and counsel on unique/exceptional cases. Reviews resumes and applications and interviews applicants for a full range of staff positions. Point of contact for JDX (job description library) and iCIMS (recruitment software). Prepares and edits job descriptions, creates job posting on internal and external career websites. Communicates with and trains managers on effective use of JDX and iCIMS recruitment platforms. Under the direction of the Director of Personnel and Assistant Dean, oversees the staff position reclassification process using JDX and collaborates with Central Human Resources Compensation on position classification determinations. 20% Serves as the primary consultant and advisor to the Dean, Assistant Dean, Director of Personnel, staff managers, and employees for staff personnel issues including - but not limited to - job descriptions, compensation review, recruitment and appointment of personnel, corrective actions and dismissals, time and leave reporting, performance evaluations, contract compliance, student employment, and records management. Takes a lead role in assessing, analyzing and recommending appropriate action on exceptional or unusual personnel matters. Resolves benefits issues, and provides guidance on compensation programs, personnel policies and procedures. Serves as primary liaison and resource on all staff issues between School of Physical Sciences and campus Payroll Office, Labor Relations, Human Resources, and other central administration offices. Functions as contact person with external agencies, internal auditors, unions, and organizations to resolve personnel matters. 15% Provides consultation to staff managers and supervisors, employees and undergraduate students on employment-related inquiries, counseling on moderate to complex work-related problems. Analyzes and interprets personnel guidelines and policies to provide advice, policy impact analysis and implementation, and often day-to-day counsel to departments, leaders, and employees on compensation, classification, labor relations, and personnel management issues. Proactively attends meetings and trainings to ensure timely dissemination of new information regarding campus and university policies, procedures, and personnel administration matters. 10% Conducts HR trends analyses and independently prepares comprehensive staffing and payroll reports, making strategic recommendations based on findings. Utilizes reports to collect, analyze, and interpret HR-related staff data. Provides strategic advice to the Assistant Dean and department leaders by analyzing and interpreting system-wide and organizational policies, collective bargaining agreements, and staff personnel procedures and practices to inform decision-making and workforce planning. Manages the financial aspects of staff human resources management with the SoPS finance team, continuously seeking to streamline operations while managing risk and maximizing the quality of customer services. Provides high-level analytical support and serves as the subject matter expert on staff personnel matters (including labor issues), and on organizational issues as needed. Makes recommendations to the Director of Personnel and Assistant Dean regarding exceptional or unusual personnel issues, including classification, compensation, correction action, and dismissal. 5% Works with client groups on complex re-organizations and staffing objectives to assist in meeting business objectives. Serves as a liaison between the School and the campus Payroll Office, Labor Relations, Human Resources, and other central administration offices. Functions as contact person with agency, internal auditors, unions, and organizations for personnel problems. In coordination with the Director of Personnel, leads the SoPS staff development and training efforts. Serves as the SoPS wellness and engagement ambassador. 5% Total Effort: 100% What It Takes to be Successful Required: Demonstrated knowledge of UCPath, TRS and other related business software programs and systems. Analytical skills to conduct analysis and develop recommendations; demonstrates organizational skills and problem-solving skills. Working knowledge of human resources policies and programs, and how they affect other organizational policies and procedures. Demonstrated ability to handle difficult or volatile situations / individuals effectively. Experience identifying objectives, problems, and analyzing information to develop recommendations and alternatives to resolve problems or reach objectives. Highly organized and detail oriented, resourceful and possess exceptional level of tact and diplomacy. Excellent interpersonal skills to communicate clearly and effectively with people from a wide-variety of ethnic, socioeconomic, professional, and educational backgrounds. Ability to work independently with minimal direction by being a self-starter in setting priorities and completing assignments with various deadlines on a timely basis. Work effectively in a fast-paced, high volume environment. Demonstrated skill to work with variety of computer software including Microsoft Office (Word, Excel) database and document management systems, electronic mail, and collaboration platforms. Requires thorough knowledge of and ability to apply and interpret organization policies and procedures which govern staff personnel and payroll. Thorough knowledge of organization and university goals, priorities and values and the legal and human implications of decisions. Ability to analyze complex management issues, develop project scope and solutions, give professional advice to senior officials, and advise on critical decisions regarding personnel. Excellent critical and innovative thinking to address moderately complex issues and present nuanced analyses. Computational ability to determine payroll information, maintain accurate records, and conduct required analyses. Writing skills sufficient to prepare concise, logical and grammatically correct correspondence, administrative reports, policy guidelines and procedures. Skill in troubleshooting and problem solving in non-standard, urgent, conflicting and/or unexpected circumstances Demonstrated organizational skills and ability to prioritize assignments when faced with heavy workload, deadlines, and compelling requests for services. Knowledge of equal opportunity and diversity guidelines and related University policies governing recruitment, selection, and promotion. Ability to exercise professionalism and confidentiality in all aspects of the position. Bachelor's degree in related area and / or equivalent experience / training 5-10 yearsExperience in personnel administration or an equivalent combination of education and experience. Total Rewards In addition to the salary range listed below, we offer a wealth of benefits to make working at UCI even more rewarding. These benefits may include medical insurance, sick and vacation time, retirement savings plans, and access to a number of discounts and perks. Please utilize the links listed here to learn more about our compensation practices and benefits. The expected pay range for this recruitment is $79,200- $95,250 (Annual). Conditions of Employment: The University of California, Irvine (UCI) seeks to provide a safe and healthy environment for the entire UCI community. As part of this commitment, all applicants who accept an offer of employment must comply with the following conditions of employment: Background Check and Live Scan Employment Misconduct* Legal Right to work in the United States Vaccination Policies Smoking and Tobacco Policy Drug Free Environment *Misconduct Disclosure Requirement: As a condition of employment, the final candidate who accepts a conditional offer of employment will be required to disclose if they have been subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct; received notice of any allegations or are currently the subject of any administrative or disciplinary proceedings involving misconduct; have left a position after receiving notice of allegations or while under investigation in an administrative or disciplinary proceeding involving misconduct; or have filed an appeal of a finding of misconduct with a previous employer. The following additional conditions may apply, some of which are dependent upon business unit or job specific requirements. California Child Abuse and Neglect Reporting Act E-Verify Pre-Placement Health Evaluation Details of each policy may be reviewed by visiting the following page - https://hr.uci.edu/new-hire/conditions-of-employment.php Closing Statement: The University of California is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected categories covered by the UC Anti-Discrimination Policy. We are committed to attracting and retaining a diverse workforce along with honoring unique experiences, perspectives, and identities. Together, our community strives to create and maintain working and learning environments that are inclusive, equitable, and welcoming. UCI provides reasonable accommodations for applicants with disabilities upon request. For more information, please contact Human Resources at (949) 824-0500 or eec@uci.edu. Consideration for Work Authorization Sponsorship Must be able to provide proof of work authorization

Responsibilities

Serves as the subject matter expert for staff and undergraduate employee administration, managing the full employment lifecycle from recruitment to separation. Provides strategic guidance on personnel policies, payroll oversight, and labor relations for the School of Physical Sciences.