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Director of Human Resources School of Law

University of California, Irvine

Irvine, CA
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University of California, Irvine
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Job Details

Participating as a member of the school's leadership team, the HR Business Partner (HRBP) oversees academic and/or staff personnel and payroll functions and serves as the principal consultant on all academic and/or staff personnel matters. The HRBP works closely with leaders within the school to develop and implement comprehensive people strategies that enable the organization to attract, develop, engage, and retain top talent. The HRBP is client-centric and thoroughly understands both the client's strategic objectives and day-to-day operations, and builds trusting relationships with its leaders and staff. The HRBP builds strong partnerships, collaborates, and coordinates with the Partnership for Strategy and Innovation (Partnership) and Campus HR to ensure delivery of high quality, value-added services that align with organization's goals. The position serves as consultant to leadership on strategic decision-making, including organizational effectiveness, talent and performance management, leadership development and change management. The HRBP is accountable for all associated HR laws, policy, and regulatory compliance within scope of the position. This position maintains communication with faculty, staff and students and represents the School to the campus community in all personnel issues

About the University of California, Irvine School of Law: UC Irvine School of Law opened its doors to students in August 2009, the first new public law school in California in more than 40 years. UCI Law seeks to create the ideal law school for the 21st century by doing the best job of training lawyers for the practice of law at the highest levels of the profession. Recruited from prestigious schools, the faculty ranked sixth in the country in scholarly impact in a recent study. The student body has admissions qualifications comparable to those of student bodies at top 20 law schools. The school's innovative curriculum stresses hands-on learning, interdisciplinary study and public service. For more on UCI Law, visit

To apply, please follow this link:
Director of Human Resources

The University of California, Irvine is an Equal Opportunity/Affirmative Action Employer advancing inclusive excellence. 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 nondiscrimination policy

For complete job description see below

Job Essential Function 1

Percent of Time: 100%

  • Develop and implement a human capital strategy, tailored to each client, with specific plans to manage talent, develop leaders, and drive employee and organizational performance
  • Actively and continually engage with the client to develop a deep understanding of business operations and strategies to anticipate and recommend effective HR strategies and practices aligned with the needs. Identify opportunities to enhance and/or resolve problems by translating organizational priorities into appropriate HR solutions
  • Act as consultant to Dean, Assistant Dean, Department Chairs, faculty, and managers on all academic and staff personnel matters, helping formulate appropriate decisions. Manage the complex day-to-day personnel issues and actions in the school. Advise chairs, faculty, department administrators and personnel coordinators in fulfilling their functions. This includes providing standard HR and academic personnel services as well as inventing and improving systems and guidelines to be applied by other managers and staff under the Assistant Dean
  • Oversee the preparation, review, analysis, implementation and operational aspects of all personnel and employment issues for all employees in a variety of titles, status and bargaining units (e.g., senate and non-senate academics, students, career and limited staff, international visitors, recalled retirees, etc.)
  • Manage academic merit/review cycle and present to Dean for reappointments, initial appointments, accelerated merits, and promotions. Partner with Academic Personnel to clarify/develop policies, create new measures of evaluating academic performance and streamline the merit review process to better meet the needs of the organization
  • Cultivate strong, collaborative relationships with internal HR subject matter experts and appropriately utilize them to inform and support HR operational processes. Clearly communicate expectations to foster trust and good working relationships
  • Work closely and collaboratively with central HR and central payroll staff. Ensure good communication channels are established and maintained. Ensure consistency in quality in HR service from all staff providing services, within central HR or in the department
  • Collaborate with subject matter experts in compensation and talent acquisition to assist clients in workforce planning, talent forecasting, organizational re-design/ re-structuring, development of position descriptions, position classification, and salary action recommendations. Participate in candidate screening and selection process for key positions. Provide advice and counsel leaders in areas including leadership practices, communications, employee relations, classification, compensation and professional development.
  • Collaborate with Organizational Services and the Partnership to facilitate talent reviews, succession planning and follow up processes that ensure a robust pipeline of leaders to meet the future client growth needs. Identify and enable development opportunities, to include supervisory/management training, one-on-one coaching, executive coaching, employee engagement strategies, orientation and on-boarding
  • Lead performance management process for clients. Ensure objective employee performance goals are in place that align with organizational goals. Coach leaders to effectively measure and differentiate employee performance, and provide effective, timely feedback to maximize performance and results
  • Provide subject matter expert guidance to clients in managing labor and employee relations either directly or through HR services, to include but not limited to: performance management, investigations, discipline, grievances, labor contract compliance, local labor strategy and UC wide contract negotiations. Mediate conflict and support constructive resolutions. Provide thoughtful and accurate HR policy and contract interpretation, to include balancing risk and business needs
  • Identify organizational issues that limit effectiveness and collaborate within HR to develop and deliver practical solutions. Seek out opportunities to support the organization toward continuing to evolve into a high performance culture. Partner with leadership to move the organization effectively through significant changes such as growth, restructuring and process improvement



  • Bachelor's degree in Business, Human Resources or related field OR equivalent combination of education and experience
  • Ten years of progressively broad and functionally diverse HR experience
  • Current PHR, SPHR, SHRM-CP, or SHRM-SCP Certification or equivalent experience
  • Advanced knowledge of human resources concepts, policies and procedures, including employment practices, labor relations, salary administration, talent management, employee engagement, workforce development, and organizational initiatives relating to and/or impacting human resources
  • Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, and coordination of people and resources
  • Establishes and maintains effective working relationships including: collaboration, negotiating, influencing, consensus building and conflict management to interact effectively with executives, administrators, faculty, staff and members of the public from a wide range of functional areas, backgrounds and organizational levels
  • Develops strategic, innovative, and mutually beneficial recommendations and solutions that align strategic business objectives with employment strategies
  • Advanced communication skills including ability to lead group presentations, facilitate meetings, influence and gain acceptance of decisions, advise others, and motivate broad and diverse audiences
  • Demonstrated writing skills to produce effective communications, documents, proposals, and reports adjusting to target audience level and needs
  • Advanced change management and conflict resolution skills to address and manage extremely difficult and volatile situations/individuals effectively
  • Can manage multiple complex projects with diverse groups
  • Core Competencies:
    • Business Acumen
    • Organizational Agility
    • Integrity and Trust
    • Approachability
    • Customer Focus
    • Interpersonal Savvy
    • Political Savvy
    • Strategic Agility
    • HR Functional Skills:
    • Organizational Design/Development
    • Talent Management
    • Consulting Skills
    • Executive Coaching
    • Change Management
    • Extensive working knowledge of computer skills in a Windows environment, including: word processing, spreadsheet, presentation, and other HR business software


  • Experience providing strategic HR services in a Law School or law firm setting
  • Professional experience working in the University of California or other diverse postsecondary academic institution or other environment of similar complexity
  • Master's degree in Business, Human Resources or related field
  • Certification and experience using tools and assessments in organizational development, talent development, change management, leadership development, and conflict resolution
  • 5 or more years of supervisory/management experience
  • Experience in HR Analytics, interpreting people data and using enterprise human resources systems to extract data


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