Academic HR Analyst 3 (5391C) Job #86804 - Department of Electrical Engineering and Computer Sc[...]

Responsibilities 45% Non-Senate Academic Personnel Administration – Independently facilitates/manages academic review processes, identifying issues relating to policy and academic advancement for non-senate faculty in the EE Division. May also be assigned senate faculty cases depending on caseloads for a given year. Applies advanced knowledge of University policies and procedures to counsel non-senate faculty on academic employee and labor policies, procedures, salary administration, and appropriate practices. Reviews faculty submission of advancement case materials, ensuring completeness, accuracy, and adherence to policy. Assesses and summarizes data and comments from teaching evaluations. Manages Unit-18 Lecturer Life Cycle for the EE Division, including the recruitment, appointment, and merit process, teaching effectiveness reviews, academic reviews, and excellence reviews. Coordinates with the Division Scheduling Officer and Chair on teaching needs that require assignments to lecturers. Drafts department recommendation for all non-senate faculty appointment and advancement cases, employing analysis of research impact, teaching, and mentoring, and university and professional service activities. Onboards non-senate faculty, initiates misconduct disclosure review process. Initiates job data, paypath, and position transactions in UCPath. As needed, collaborates with ERSO Regional HR/Payroll team to request late pays, process overpayments, and other payroll needs. Counsel faculty concerning work-related problems, work-eligibility (visa) matters such as J-1, H-1B, O-1 processing, and benefits considerations. 30% Faculty Awards Program – Independently manages the Faculty Awards Program for the department, working with the Awards Committee on nominations. Researches and reviews awards data, statistics, and other information for the Faculty Award Committee meetings and presentations. Develops all pertinent materials and information on upcoming awards for monthly meetings of the Faculty Awards Committee, including past successful and unsuccessful nominations, recipients from other institutions, and important requirements from a variety of sources inside and outside the university. Responsible for preparing and finalizing both the agenda and minutes for the meeting and following up with all participants. Performs analytical studies on a variety of policies, programs, and issues related to faculty awards. At the request of the Chairs or the co-Chairs of the Faculty Awards Committee, analyzes the history of award distributions, the need for changes in technological approaches to the archiving of award information, and approaches to nomination of faculty for specific awards in order to achieve a more successful outcome. Prepares, edits, and modifies documents, including research reports, manuscripts, presentations, and proposals related to faculty awards and their notable accomplishments. Responsible for reviewing and preparing various sorts of nomination forms for faculty awards. Completes sections of nomination forms with material available in publications submitted by faculty members, such as AP Bears, C.V.s, and the EECS graduate student database, as well as public databases such as INSPEC and the U.S. Patent and Trademark Office database. Edits material provided by faculty members for use in nomination forms. Stays in contact with all participants in each nomination process to ensure that the nomination will be completed in a timely manner. 20% Recruitment Management – Partners with EECS AP Team to facilitate senate and non-senate faculty searches during hiring cycles. Drafts all non-senate search plans and reports for the EE Division. Supports faculty search committees and ensures compliance with the Office of Faculty Equity and Welfare (OFEW) search requirements. In coordination with the AP team, manage faculty recruitment to include facilitating candidate visits, drafting interview schedules, organizing talks, travel arrangements, A/V, and room reservations. Ensures that candidates and faculty are reimbursed for travel and meal expenses in a timely manner. 5% General AP Support and Special Projects – May be assigned special projects to support the AP Team. Other duties as needed, including calendaring, committee meeting staffing, and correspondence distributions. Data entry and maintenance of the COE Academic Personnel database. Assistance with data collection and analysis for special projects, such as the Taulbee Survey. Required Qualifications Thorough knowledge of system-wide and campus policies, union contracts, procedures, and practices that govern academic HR administration. Excellent critical and innovative thinking to address complex issues and present nuanced analyses. Ability to take initiative, set priorities, and successfully manage competing deadlines and assignments. Advanced writing and editing skills to draft persuasive assessments for faculty advancements and award nominations. Advanced communication and interpersonal skills to communicate effectively with faculty and staff, as well as external constituents, both verbally and in writing. Detail-oriented with the ability to accomplish work with a high degree of accuracy. Ability to conduct Department business at the highest levels of discretion and maintain strict confidentiality. Ability to use sound judgment in responding to issues and concerns. Strong skills in accurately analyzing and synthesizing large amounts of data for preparing sound and relevant proposals. Working knowledge of common campus-specific and other computer application programs such as APBears, APRecruit, UCOATS, & UCPath. Bachelor's degree in a related area and/or equivalent experience/training. Salary & Benefits For information on the comprehensive benefits package offered by the University, please visit the University of California's Compensation & Benefits website. Under California law, the University of California, Berkeley is required to provide a reasonable estimate of the compensation range for this role and should not offer a salary outside of the range posted in this job announcement. This range takes into account the wide range of factors that are considered in making compensation decisions including but not limited to experience, skills, knowledge, abilities, education, licensure and certifications, analysis of internal equity, and other business and organizational needs. It is not typical for an individual to be offered a salary at or near the top of the range for a position. Salary offers are determined based on final candidate qualifications and experience. The budgeted salary or hourly range that the University reasonably expects to pay for this position is $82,800-$116,300. Conviction History Background This is a designated position requiring fingerprinting and a background check due to the nature of the job responsibilities. Berkeley does hire people with conviction histories and reviews information received in the context of the job responsibilities. The University reserves the right to make employment contingent upon successful completion of the background check. Misconduct Disclosure 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. "Misconduct" means any violation of the policies or laws governing conduct at the applicant's previous place of employment, including, but not limited to, violations of policies or laws prohibiting sexual harassment, sexual assault, or other forms of harassment, discrimination, dishonesty, or unethical conduct, as defined by the employer. For reference, below are UC's policies addressing some forms of misconduct: UC Sexual Violence and Sexual Harassment Policy UC Anti-Discrimination Policy Abusive Conduct in the Workplace Equal Employment Opportunity 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 status under state or federal law. #J-18808-Ljbffr University of California-Berkeley