Academic HR Analyst 1–4 CX

Job Summary

Involves recommending, developing, implementing, administering, coordinating, and/or evaluating Academic Human Resources policies, labor contracts, statutes, programs, and procedures covering one or more of the following: academic recruitment, appointment, and advancement; compensation and salary administration; faculty welfare programs; visa procurement; benefits; payroll; training and development; faculty misconduct; and faculty equity.

Job Title	Academic HR Analyst 1 CX	Academic HR Analyst 2 CX	Academic HR Analyst 3 CX	Academic HR Analyst 4 CX
Job Code	5389	5390	5391	6414
Bargaining Unit	CX	CX	CX	CX
FLSA	Non-Exempt	Non-Exempt	Exempt	Exempt
Generic Scope	Entry-level professional with limited prior experience; learns to use professional concepts to resolve problems of limited scope and complexity; works on assignments that are initially routine in nature, requiring limited judgment and decision making. Employees at this level are expected to acquire the skills and knowledge to perform more advanced work following an agreed upon time in position, through defined training and development planning.	Professional who applies acquired job skills, policies, and procedures to complete substantive assignments / projects / tasks of moderate scope and complexity; exercises judgment within defined guidelines and practices to determine appropriate action.	Experienced professional who knows how to apply theory and put it into practice with in-depth understanding of the professional field; independently performs the full range of responsibilities within the function; possesses broad job knowledge; analyzes problems / issues of diverse scope and determines solutions.	Technical leader with a high degree of knowledge in the overall field and recognized expertise in specific areas; problem-solving frequently requires analysis of unique issues / problems without precedent and / or structure. May manage programs that include formulating strategies and administering policies, processes, and resources; functions with a high degree of autonomy.
Custom Scope	Learns to apply professional UC academic HR concepts, organization and / or system wide policies, and procedures in the completion of UC academic HR assignments that are of limited scope and impact. Receives instructions on most work assignments, and regularly consults with more senior academic HR Analysts and / or manager in the course of completing assignments. Exercises some judgment within defined procedures and policies to determine appropriate action. Typically, the bargaining unit job code should be used for work covered by this title. However, if the position is not covered by the Higher Education Employer-Employee Relations Act (HEERA) due to one of the following reasons—(1) Confidential status, where duties normally require access to confidential information that significantly influences the development of management’s bargaining or grievance positions; (2) employed outside of California at a location with 100 or fewer employees; or (3) Supervisory status, where duties include supervising employees as a regular part of the job—then the position should be listed under the generic title without the “CX” ending.	Applies professional UC academic HR concepts, organization and / or system wide policies, and procedures to provide guidance to supervisors and managers to resolve a variety of academic human resources issues of moderate scope and complexity. Typically, the bargaining unit job code should be used for work covered by this title. However, if the position is not covered by the Higher Education Employer-Employee Relations Act (HEERA) due to one of the following reasons—(1) Confidential status, where duties normally require access to confidential information that significantly influences the development of management’s bargaining or grievance positions; (2) employed outside of California at a location with 100 or fewer employees; or (3) Supervisory status, where duties include supervising employees as a regular part of the job—then the position should be listed under the generic title without the “CX” ending.	As a seasoned experienced professional with a comprehensive understanding of UC, campus, and unit academic practices, policies, and procedures, resolves moderate to complex academic HR-related issues affecting a broad range of academic titles in imaginative and practical ways. Typically, the bargaining unit job code should be used for work covered by this title. However, if the position is not covered by the Higher Education Employer-Employee Relations Act (HEERA) due to one of the following reasons—(1) Confidential status, where duties normally require access to confidential information that significantly influences the development of management’s bargaining or grievance positions; (2) employed outside of California at a location with 100 or fewer employees; or (3) Supervisory status, where duties include supervising employees as a regular part of the job—then the position should be listed under the generic title without the “CX” ending.	Uses advanced skills and knowledge of UC system wide and / or organization academic HR policies and programs to address strategic academic personnel issues and to resolve complex issues and situations. Provides guidance, training, and direction to other academic HR or affiliated unit staff members. Typically, the bargaining unit job code should be used for work covered by this title. However, if the position is not covered by the Higher Education Employer-Employee Relations Act (HEERA) due to one of the following reasons—(1) Confidential status, where duties normally require access to confidential information that significantly influences the development of management’s bargaining or grievance positions; (2) employed outside of California at a location with 100 or fewer employees; or (3) Supervisory status, where duties include supervising employees as a regular part of the job—then the position should be listed under the generic title without the “CX” ending.
Key Resp 01	Under supervision, learns to provide advice and guidance on documented faculty or other academic staff compensation programs, academic personnel policies and procedures.	Under general supervision provides advice and guidance on documented faculty or other academic staff compensation programs, academic personnel policies and procedures.	Provides strategic advice and counsel to unit head by analyzing and interpreting system-wide and organization policies, collective bargaining agreements, academic personnel procedures and practices.	Makes recommendations to deans that affect the strategic direction of the organization.
Key Resp 02	Supports faculty search committees on straightforward issues and documentation.	Supports faculty search committees.	Coordinates the academic search process, including placement of ads, drafting of search plans, and conducting the initial screening of materials submitted.	Provides advice to deans and recommends strategies for addressing sensitive situations involving academic appointees and / or requesting exceptions to policy. Identifies and utilizes precedent-setting situations to recommend new organizational procedures and practices.
Key Resp 03	Provides non-complex staff support to faculty review committees or chair.	Assesses and summarizes data and comments from teaching evaluations.	Counsels Senate and non-Senate faculty and other academic staff concerning moderate to complex work-related problems.	Counsels Senate and non-Senate faculty and other academic employees concerning complex and / or particularly sensitive work-related or career-related problems.
Key Resp 04	Under guidance from more senior Academic HR Analyst or manager, provides information to faculty and other academic staff concerning HR processes, benefits criteria and eligibility, and clear-cut visa matters.	Under guidance from manager counsels faculty and other academic staff concerning work-related problems, work-eligibility (visa) matters such as J-1 processing, and benefits considerations.	Analyzes and interprets guidelines and policies to provide advice and counsel to unit clients on issues such as compensation, work-eligibility (visa) matters such as H1-B processing or PR application, and benefits considerations.	Conducts investigations into complaints involving academic appointees; provides feedback to management and makes strategic recommendations.
Key Resp 05	Learns academic HR concepts, policies, and procedures by providing assistance with recruiting, wage and salary administration, and training.	Implements policies and programs in recruiting, instructional labor relations, wage and salary administration, and training.	Analyzes merit and promotion cases for faculty.	Analyzes merit and promotion cases for faculty.
Key Resp 06	Under direction, learns to prepare academic review cases by assembling materials and providing other support.	Determines and assembles materials for academic review cases.	Facilitates/manages the academic review processes, identifying issues relating to policy and compensation.	Represents organization in informal and formal complaint resolution processes.
Key Resp 07			Identifies and customizes training needs for diverse constituencies.	Drafts merit recommendation letters by applying a breadth of knowledge of multiple disciplinary areas.
Key Resp 08				Functions as a resource to other academic personnel professionals, advising and coordinating processes and procedures for a variety of sub-units; may include acting as advisor to other academic HR specialists, or serving as lead within a department.
Key Resp 09				Drafts temporary academic salary (TAS) proposals.
Education	Bachelor’s degree in related area and / or equivalent experience / training	Bachelor’s degree in related area and / or equivalent experience / training	Bachelor’s degree in related area and / or equivalent experience / training	Bachelor’s degree in related area and / or equivalent experience / training
Special Condition	Exercise the utmost discretion in managing sensitive information learned in the course of performing their duties. Sensitive information includes but is not limited to employee and student records, health and patient records, financial data, strategic plans, proprietary information, and any other sensitive or non-public information learned during the course and scope of employment. Understands that sensitive information should be shared on a limited basis and actively takes steps to limit access to sensitive information to individuals who have legitimate business need to know. Ensure that sensitive information is properly safeguarded. Follow all organizational policies and laws on data protection and privacy. This includes secure handling of physical and digital records and proper usage of IT systems to prevent data leaks. The unauthorized or improper disclosure of confidential work-related information obtained from any source on any work-related matter is a violation of these expectations.	Exercise the utmost discretion in managing sensitive information learned in the course of performing their duties. Sensitive information includes but is not limited to employee and student records, health and patient records, financial data, strategic plans, proprietary information, and any other sensitive or non-public information learned during the course and scope of employment. Understands that sensitive information should be shared on a limited basis and actively takes steps to limit access to sensitive information to individuals who have legitimate business need to know. Ensure that sensitive information is properly safeguarded. Follow all organizational policies and laws on data protection and privacy. This includes secure handling of physical and digital records and proper usage of IT systems to prevent data leaks. The unauthorized or improper disclosure of confidential work-related information obtained from any source on any work-related matter is a violation of these expectations.	Exercise the utmost discretion in managing sensitive information learned in the course of performing their duties. Sensitive information includes but is not limited to employee and student records, health and patient records, financial data, strategic plans, proprietary information, and any other sensitive or non-public information learned during the course and scope of employment. Understands that sensitive information should be shared on a limited basis and actively takes steps to limit access to sensitive information to individuals who have legitimate business need to know. Ensure that sensitive information is properly safeguarded. Follow all organizational policies and laws on data protection and privacy. This includes secure handling of physical and digital records and proper usage of IT systems to prevent data leaks. The unauthorized or improper disclosure of confidential work-related information obtained from any source on any work-related matter is a violation of these expectations.	Exercise the utmost discretion in managing sensitive information learned in the course of performing their duties. Sensitive information includes but is not limited to employee and student records, health and patient records, financial data, strategic plans, proprietary information, and any other sensitive or non-public information learned during the course and scope of employment. Understands that sensitive information should be shared on a limited basis and actively takes steps to limit access to sensitive information to individuals who have legitimate business need to know. Ensure that sensitive information is properly safeguarded. Follow all organizational policies and laws on data protection and privacy. This includes secure handling of physical and digital records and proper usage of IT systems to prevent data leaks. The unauthorized or improper disclosure of confidential work-related information obtained from any source on any work-related matter is a violation of these expectations.
KSA 01	Acquiring knowledge of and ability to apply / interpret organization and college policies and procedures which govern academic HR.	Basic knowledge of and ability to apply / interpret organization and college policies and procedures which govern academic HR.	Requires thorough knowledge of and ability to apply / interpret organization and college policies and procedures which govern academic HR.	Requires advanced knowledge of and ability to apply / interpret systemwide, organization and college policies and procedures which govern academic HR.
KSA 02	Acquiring knowledge of organization, college, and departmental formal and informal policies and procedures, and understanding of variances to stated policies.	Knowledge of organization, college and departmental formal and informal policies and procedures and understanding of variances to stated policies.	Thorough knowledge of organization and college goals, priorities and values and the legal and human implications of decisions.	Advanced knowledge of organization and college goals, priorities and values and the legal and human implications of decisions.
KSA 03	Acquiring knowledge of organization’s human resource management system (HRMS) and other related business software programs and systems.	Knowledge of human resources management systems and other related business software programs and systems.	Thorough knowledge of systemwide and organization policies, union contracts, procedures and practices that govern academic HR administration.	Advanced knowledge of systemwide and organization policies, union contracts, procedures and practices that govern academic HR administration.
KSA 04	Acquiring knowledge of unit academic culture and educational goals of discipline(s) served.	Knowledge of unit academic culture and educational goals of discipline(s) served.	Knowledge of trends in academia, especially in areas of academic planning, human resource management and administration.	Thorough knowledge of trends in academia, especially in areas of academic planning, human resource management and administration.
KSA 05	Analytical skills to conduct analysis and develop recommendations, demonstrating organizational and problem-solving skills.	Analytical skills to conduct analysis and develop recommendations to Chairs / unit management.	Ability to analyze complex management issues, develop project scope and solutions, give professional advice to senior officials and make critical decisions regarding personnel.	Ability to analyze complex management issues, develop project scope and solutions, give professional advice to senior officials and make critical decisions regarding personnel.
KSA 06	Skills to communicate effectively, both verbally and in writing.	Demonstrated organization, problem solving, and communication skills.	Ability to communicate effectively with diverse audiences.	Ability to communicate effectively with diverse audiences.
KSA 07			Excellent critical and innovative thinking to address moderately complex issues and present nuanced analyses.	Excellent critical and innovative thinking to address complex issues and present nuanced analyses.
KSA 08				Demonstrated initiative, tact and planning skills.
KSA 09				Advanced political acumen.
Environment	Campus, medical center or other university setting and various external venues.	Campus, medical center or other university setting and various external venues.	Campus, medical center or other university setting and various external venues.	Campus, medical center or other university setting and various external venues.