Academic HR Analyst (5391C) 86766

At the University of California, Berkeley, we are dedicated to fostering a community where everyone feels welcome and can thrive. Our culture of openness, freedom, and belonging make it a special place for students, faculty, and staff. As a world‑leading institution, Berkeley is known for its academic and research excellence, public mission, diverse student body, and commitment to equity and social justice. Since our founding in 1868, we have driven innovation, creating global intellectual, economic, and social value. We are looking for applicants who reflect California's diversity and want to be part of an inclusive, equity‑focused community that views education as a matter of social justice. Please consider whether your values align with our Guiding Values and Principles, Principles of Community, and Strategic Plan. At UC Berkeley, we believe that learning is a fundamental part of working, and provide space for supportive colleague communities via numerous employee resource groups. Our goal is for everyone on the Berkeley campus to feel supported and equipped to realize their full potential. We actively support this by providing all of our full‑time staff employees with at least 80 hours (10 days) of paid time per year to engage in professional development activities. Find out more about how you can grow your career at UC Berkeley. Departmental Overview Currently, the Biosciences Divisional Services (BDS) unit comprises the Departments of Integrative Biology (IB), Molecular and Cell Biology (MCB), and Neuroscience (NEU), which together are among the largest academic departments at UC Berkeley. By several measures (including faculty and student numbers, budgets, and assigned square footage), these departments are larger than many UCB colleges and schools. The three departments represent over 150 faculty FTE (including Adjuncts, Professors of the Graduate School, active emeriti, and 18 HHMI professors); 55 Researchers and Specialists; 150 post‑doctoral researchers; 370 graduate students; 100 department staff members; and a total state and extramural payroll of approximately 1,000 (including Graduate Student Instructors, Graduate Student Researchers, and research staff). The department has 1,800 declared undergraduate majors (the largest majors on the Berkeley campus) and a total annual enrollment in classes of ~20,000. The unit fosters a collaborative, inclusive academic environment that supports student success, scientific exploration, and public engagement in the biological sciences. Department personnel are currently housed in eight buildings located in three widely separated parts of the campus. Position Summary In this position, the Academic Human Resources Analyst 3 performs or oversees all senate‑ and teaching‑title academic personnel functions for the Department of Integrative Biology. The Academic HR Analyst recommends, develops, implements, administers, coordinates, and/or 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 Academic HR Analyst provides high‑level academic personnel support for the Department of Integrative Biology (IB) and, as assigned, supports academic personnel administration for the Departments of Molecular and Cell Biology (MCB) and Neuroscience within the Biosciences Divisional Services (BDS) unit. Operating with significant autonomy, this position is primarily responsible for the casework of faculty and lecturers within Integrative Biology, while providing cross‑functional support to MCB and Neuroscience to ensure divisional operational continuity. Application Review Date The First Review Date for this job is June 22, 2026. For full consideration, please apply by the first review date. Responsibilities Academic Personnel Case Management Meet and consult as appropriate with leadership to review the preceding years' faculty academic personnel case preparation process. Manage and oversee the preparation of academic personnel merit and promotion cases for ladder rank faculty, adjunct, in‑residence, and emeritus faculty. Develop a case schedule and plan for the upcoming year. Ensure timely completion of required actions and ensure all information is accurate and 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. Includes placement of ads, drafting of search plans and reports, and conducting the initial screening of materials submitted. Attend committee meetings to offer policy guidance in compliance with the Office of Faculty Equity and Welfare (OFEW) search requirements. Ensure that start‑up packages are included in new appointments in the ladder‑rank series, and process any 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 Counsels 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 in accordance 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 and/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, particularly regarding funding (e.g., various types of leaves, special appointments, housing allowances, etc.) and their possible impact on regular salary. Consult and work with the Department Financial Analyst and the Dean's Office Analyst to resolve problems. Research and resolve pay discrepancies. Liaises with Berkeley Regional Services on academic personnel actions, including appointments, reappointments, leaves, and other related transactions. Manages and maintains 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 Requires thorough knowledge of and ability to apply/interpret organization and college policies and procedures which govern academic HR, and/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. Thorough knowledge of organization and college goals, priorities, and values, and the legal and human implications of decisions, and/or the ability to learn. Thorough knowledge of systemwide and organization policies, union contracts, procedures, and practices that govern academic HR administration, and/or the ability to learn. Knowledge of trends in academic, especially in areas of academic planning, human resource management, and administration, and/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 (and/or can 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. This is a full‑time (40 hours/week) career position eligible for UC benefits. 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 annual salary range that the University reasonably expects to pay for this position is $82,800 - $110,000. How to Apply To apply, please submit your resume and cover letter. Other Information This position is eligible for a hybrid/remote work arrangement within the United States. Exact arrangements are determined in partnership with your supervisor to meet role responsibilities and department needs and are subject to change. This is not a visa opportunity. This position does not include sponsorship of a new consular H‑1B visa petition that would require payment of the $100,000 supplemental fee. 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 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: 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