Academic HR Analyst (5391C) #86766

Position Summary The Academic Human Resources Analyst 3 performs or oversees all senate‑ and teaching‑title academic personnel functions for the Department of Integrative Biology. The analyst recommends, develops, implements, administers, coordinates, and evaluates Academic Human Resources policies, labor contracts, statutes, programs, and procedures covering academic recruitment, appointment, and advancement; compensation and salary administration; faculty welfare programs; training and development; faculty misconduct; and faculty equity. The analyst provides high‑level academic personnel support for IB and, as assigned, supports MCB and Neuroscience within the Biosciences Divisional Services unit. Operating with significant autonomy, the position primarily manages faculty and lecturer casework within Integrative Biology while providing cross‑functional support to MCB and Neuroscience to ensure divisional operational continuity. Responsibilities Academic Personnel Case Management Meet and consult with leadership to review previous years’ faculty academic personnel case preparation process. Manage and oversee preparation of academic personnel merit and promotion cases for ladder‑rank faculty, adjuncts, in‑residence, and emeritus faculty. Develop a case schedule and plan for the upcoming year. Ensure timely completion of required actions and accuracy of information in compliance with academic personnel policy. Draft chair’s recommendation for appointment, merit, and promotion cases. Academic Recruitment Manage all aspects of the academic recruitment process for faculty, Unit 18 faculty, and Academic Coordinator positions. Conduct placement of ads, drafting of search plans and reports, and initial screening of submitted materials. Attend committee meetings to offer policy guidance in compliance with the Office of Faculty Equity and Welfare (OFEW) search requirements. Ensure start‑up packages are included in new ladder‑rank appointments, and process requests for faculty participation in housing assistance programs. Facilitate communication between new faculty and appropriate departmental and campus contacts. Set salaries for Unit 18 faculty and other non‑senate academic instructors. Policy Advisory and Counseling Counsel Senate and non‑Senate faculty concerning moderate to complex work‑related problems. Research and interpret relevant college, campus, university, state, and federal policies and regulations. Ensure faculty compliance with Academic Personnel policies and campus regulations. Serve as the department subject matter expert in the area of academic personnel policy. Inform faculty and staff of relevant policies; advise on policy issues. Recommend and draft policies as requested. Analyze and interpret complex or vague academic personnel policy or procedure for staff and faculty. Problem Resolution and Record Maintenance Identify problems and advise faculty on complex academic personnel issues, including funding and salary impacts. Consult and collaborate with the Department Financial Analyst and the Dean’s Office Analyst to resolve problems. Research and resolve pay discrepancies. Liaise with Berkeley Regional Services on academic personnel actions, including appointments and leaves. Manage and maintain academic personnel records in compliance with records retention, privacy, and audit requirements. Special Projects and Professional Development Responsible for special projects related to academic personnel assigned by the Department Chair, Department Manager, or Academic Personnel Manager. Participate in professional training and development opportunities as appropriate. Serve on campus, college, or department committees as appropriate. Required Qualifications Thorough knowledge of, and ability to apply/interpret, organization and college policies and procedures governing academic HR, or the ability to learn. Proven experience advising faculty and/or administrators on policies and procedures. Demonstrated responsiveness and commitment to providing excellent customer service. Knowledge of organization and college goals, priorities, and values, and the legal and human implications of decisions, or the ability to learn. Knowledge of systemwide and organization policies, union contracts, procedures, and practices that govern academic HR administration, or the ability to learn. Knowledge of trends in academic planning, human resource management, and administration, or the ability to learn. Excellent project/time‑management skills, attention to detail, and ability to meet multiple deadlines. Excellent oral, written, and interpersonal communication skills. Ability to communicate effectively with diverse audiences. Excellent critical and innovative thinking to address moderately complex issues and present nuanced analyses. Demonstrated seasoned professional judgment and ability to maintain strict confidentiality. Preferred Qualifications Knowledge of or ability to quickly learn University‑specific computer application programs such as AP Bears, AP Recruit, UCPath, and Service Hub, or comparable systems. Education / Training Bachelor’s degree in a related area and/or equivalent experience/training. Salary & Benefits This is an exempt, monthly‑paid position. It is a full‑time (40 hours/week) career position eligible for UC benefits. The budgeted annual salary range is $82,800 – $110,000. How To Apply To apply, please submit your resume and cover letter. Other Information The position is eligible for a hybrid/remote work arrangement within the United States. Exact arrangements are determined in partnership with the supervisor to meet role responsibilities and department needs and may change. This is not a visa opportunity and does not include sponsorship of a new consular H‑1B visa petition. Conviction History Background This is a designated position requiring fingerprinting and a background check due to the nature of the job responsibilities. Berkeley may hire individuals with conviction histories and reviews information in the context of the job responsibilities. Employment may be contingent upon successful completion of the background check. Misconduct As a condition of employment, the final candidate who accepts a conditional offer of employment must disclose if they have been subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct, or have been involved in any disciplinary proceedings or appeals related to misconduct. Misconduct includes violations of policies or laws governing conduct at the applicant’s previous place of employment, including but not limited to sexual harassment, assault, discrimination, dishonesty, or unethical conduct. See UC Sexual Violence and Sexual Harassment Policy, UC Anti‑Discrimination Policy, and 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