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Director of Talent Acquisition and Workforce Management

Cal State University Monterey Bay

Seaside, California 93955
Job Code:
Job Type:
Job Status:
Full Time
  • HR Generalist
  • Benefits
  • Compensation
  • HRIS
  • Employment/Recruitment
Cal State University Monterey Bay
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Job Details

Director of Talent Acquisition and Workforce Management

(Administrator III)


Apply Today!  Applications will be reviewed on a rolling basis until the positions are filled

Another Source’s client, California State University Monterey Bay (CSUMB), is recruiting an Employment and Labor Relations Manager to join their Human Resource Team. To be considered for this position, please apply directly on CSUMB’s career site:

Here’s a little about CSUMB and the position they are recruiting for:

Cal State Monterey Bay provides more than 7,600 students an extraordinary opportunity to learn on a residential campus just one mile from the shores of the beautiful Monterey Bay. Our campus is adjacent to one of the world’s most productive agriculture regions and some of its most attractive tourist destinations. The Pacific Ocean at our back door provides abundant recreational opportunities, as well as a site for innovative research that reflects our campus’s focus on environmental stewardship and sustainability.

The University is proud to offer a generous compensation and benefits package all in an environment where personal and professional development is encouraged.

Are you ready for an amazing opportunity to help re-engineer an HR team in a University setting? Under the general supervision of the Associate Vice President for University Personnel, the incumbent in this position will develop, implement, and administer the full range of functions associated with strategic employee/labor relations and employment compliance.  The incumbent formulates recommendations on program scope, content and policy; disseminates program information to the campus; and assists the AVP with special projects and/or assignments. 


Under the general supervision of the Associate Vice President (AVP) for University Personnel (UP), the incumbent is responsible for the overall planning, development, administration, organization, operations and delivery of the following programs and services: recruitment and workforce planning for staff and management positions, classification and compensation analysis.  This position will provide planning, guidance, supervision, support and coaching to the classification and compensation manager and HR generalist staff, ensuring that classification and compensation programs and HR systems meet current and future university needs. The incumbent is a member of the UP leadership team and is expected to identify and communicate emerging issues related to recruitment, retention, classification and compensation and HR operational practices and to recommend and lead innovative solutions.  This position may also have responsibility for overseeing the disability accommodation, leave and return to work programs and worker’s compensation.

ESSENTIAL DUTIES AND RESPONSIBILITIES include, but are not limited to, the following:

  1. Develops and leads organization-wide strategy for recruiting a high quality and diverse workforce (staff and management). Responsible for full life cycle of the recruiting and hiring process for staff and management positions including overseeing the online recruitment process, implementing effective processes for staff and management screening and selection, managing recruitment performance against established key metrics, and maintaining all supporting records and data, including applicant statistics for EEO reporting. Assess recruiting process, identify improvement opportunities and lead improvement initiatives in line with the university’s diversity and equal opportunity goals and objectives.
  2. Responsible for ensuring that all pre-employment checks are completed including job assessments, reference and criminal background checks, and license and degree verifications. Serve as the main contact person for confidential Live Scan results. Ensure proper processing of Special Consultant and emergency hires.
  3. Develops, implements and directs human resources policy and procedures related to Human Resources Operations. Develops recommendations for the AVP of University Personnel relating to the development or changes in policy, programs and/or operational procedures. Ensures compliance with applicable laws, codes and regulations, bargaining agreements and California State University (CSU)/campus policies, procedures, and practices. Leads projects to improve or maintain automated operational solutions such as file imaging, on-line applicant tracking, onboarding systems, self-service, position control, leave reporting, and other projects.
  4. Administers and directs the effective delivery of the following programs and services: classification, compensation, HRIS and other HR technology and operational workflows.  May also be responsible for benefits, disability accommodation, leaves, return-to-work and workers’ compensation programs. Oversees the development of management reports related to these areas and the development and implementation of communication strategies for these programs and services.
  5. Plans and directs the implementation of new functionality and upgrades to the Common Management System (CMS) Human Resources (HR) module and CHRS, if implemented. Sets priorities and identifies risks.  Monitors and evaluates work required to complete project and production tasks. Identifies alternative strategies, methods, benefits and costs for meeting systems and business objectives. Communicates project status to senior management and UP staff.  Facilitates campus communications on scope and progress of system projects and related changes.
  6. Works with UP directors, payroll, administrative systems management and information technology departments and other stakeholders in the strategic planning for human resources systems. Directs technology-enabled business process improvements.  Directs the development of end-user training programs. Keep abreast of compensation trends, technology needs, and federal/state regulations, ensuring that compensation programs and HR systems meet current and future university needs. Identifies and communicates emerging issues related to compensation and operational practices; recommends and leads innovative solutions.
  7. Supervises and evaluates assigned staff and managers. Provides guidance and support in developing knowledge and skills needed to effectively deliver programs and services.

Other Functions:

Perform other job-related duties and special projects as assigned. 



Through knowledge of: the methods, practices and procedures of Human Resources Management;  analytical, problem-solving and organizational skills with the ability to work creatively and independently; modern management and administrative techniques related to the development and implementation of appropriate methods of work planning, scheduling, and coordination; and the interrelationships between human resource functions.

Ability to: plan, organize, manage, direct, and train a diverse number of functions and personnel; set appropriate priorities;  independently perform a wide range of complex and responsible management and technical assignments associated with human resource administration; understand and apply the principles, concepts and work processes, laws, rules and reference materials pertinent to the professional operations of a comprehensive human resources department;  gather and analyze data, reason logically, and make appropriate recommendations; develop and maintain cooperative working relationships both internally and externally, while dealing with sensitive and confidential personnel issues; clearly communicate ideas and recommendations both orally and in writing; rapidly acquire a thorough knowledge of the organizational and functional structures, as it relates to personnel needs; interface and coordinate projects with other auxiliary and university departments; and use personal computers and appropriate software.


Equivalent to a Bachelor’s degree in Industrial Relations, Law, Human Resources, Public Administration or a related field or relevant professional experience on a year-for-year basis that is judged to be equivalent AND five (5) years of progressively responsible management level experience in human resources administration in one or more functions of personnel analysis and administration including at least three years of human resources program management which demonstrates the candidate’s ability to assume responsibility for the development and coordination of a comprehensive human resources program. Excellent written and verbal communication skills.


Master’s degree in a related field. Demonstrated experience with the development and operational responsibility of compensation plans/programs. Supervisory experience. Experience working in an educational environment. Operational HRIS experience. Highly desirable: Demonstrated understanding of and commitment to the CSUMB Vision Statement and the core values of mutual respect, collaboration and service orientation, multiculturalism and diversity, community service and institutional excellence. Experience working with a diverse and multicultural population and performing community services; demonstrated technical literacy. 


For full consideration, submit the required documents to include a cover letter, current Curriculum vitae/Resume and three professional references. Applications will be reviewed on a rolling basis until the positions are filled.

For assistance or if you require an accommodation, please call (831) 582-3389For computer/online access you may visit the Tanimura & Antle Family Memorial Library (map).  Please check the links provided for the respective hours. 


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