HR Generalist 1–4 CX
Job Summary
Involves recommending, developing, implementing, administering, coordinating, and/or evaluating Human Resources policies, labor contracts, statutes, programs, and procedures covering several of the following: recruitment, compensation, employee relations, labor relations, payroll, benefits, welfare programs, training and development, visa procurement, inter-location transfers, performance management, HRIS records administration and management, and employee services.
| Job Title | HR Generalist 1 CX | HR Generalist 2 CX | HR Generalist 3 CX | HR Generalist 4 CX |
|---|---|---|---|---|
| Job Code | 5394 | 5395 | 5396 | 6415 |
| 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 and 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 | Under direct supervision, applies professional HR concepts, policies, and procedures in the completion of HR assignments that are of limited scope and impact. Receives instructions with most work assignments and regularly consults with HR specialists while completing increasingly complex assignments. Follows standard practices and procedures in analyzing HR situations or data from which answers can be readily obtained. 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 human resources, organization policies and procedures to guide supervisors and managers to resolve a variety of 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. | Uses professional HR concepts as a seasoned, experienced professional to apply organization policies and procedures to resolve the full range of HR-related issues. Works on problems that are diverse and complex in scope, where analysis of situations requires a review of a variety of factors. Normally receives little instruction on day-to-day assignments with some guidance provided on new projects. 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 professional HR concepts to guide to all levels within the organization, utilizing specialized human resources expertise within area of responsibility to resolve highly complex issues. Normally receives little direction on assignments. May serve in a lead capacity, guiding other human resources professionals. 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 direct supervision, supports departments in administering HR policies and programs. May counsel employees with work-related problems, providing feedback to management. Handles confidential employee information. | Applies professional HR concepts to counsel employees on work-related issues of moderate scope and complexity and conducts termination interviews. | Counsels employees on sensitive and complex work-related issues and conducts termination interviews, providing feedback to management. | Counsels employees, managers and senior leaders on complex work-related issues. Conducts difficult termination interviews providing feedback to management and recommends improvements to department practices as appropriate. |
| Key Resp 02 | Under direct supervision screens resumes and applications. May coordinate interviews. | Under general supervision, screens resumes, reviews applications, and interviews applicants for positions. May coordinate interviews. | Provides guidance on full-cycle recruitment including job postings, applicant review, interviewing, selection and hiring. | Provides guidance on full-cycle recruitment including job postings, applicant review, interviewing, selection and hiring for leadership positions. |
| Key Resp 03 | Under direct supervision, may work with department managers and supervisors to develop job descriptions and navigate workforce data systems. | Under general supervision, guides managers and supervisors with developing job descriptions and navigating workforce data systems. May provide general guidance on pay practices and compensation programs. | Guides department managers and supervisors on compensation programs. | As technical leader, provides guidance to managers and senior leaders on compensation programs. |
| Key Resp 04 | Under direct supervision, assists with maintaining records for compliance and reporting requirements. | Under general supervision, applies and interprets HR policies (e.g., employment, compensation, benefits, absence from work, disability management, etc.) and union contracts to ensure accurate personnel transactions. Applies sequencing and ensures compliance with system requirements. | Provides analysis and consultation on moderately complex personnel transactions. Applies advanced knowledge of sequencing, system requirements and system configuration to ensure accurate employee data changes. | Resolves moderate to complex system-related data issues and contributes to optimizing HRIS configurations. Ensures all procedures adhere to institutional standards as well as federal and state regulations. |
| Key Resp 05 | Under direct supervision, provides information to client groups according to established collective bargaining agreements and any additional policies and procedures. | Under general supervision, advises client groups according to established collective bargaining agreements and any additional policies and procedures. | Counsels department managers on collective bargaining agreements and any additional policies and procedures. Supports labor negotiations, prepares data and provides analysis, assists in resolving grievances and drafting counseling or corrective actions per policy. | Consults with senior managers on complex collective bargaining agreements and any additional policies and procedures. Supports labor negotiations, prepares data and provides complex analysis, assists in resolving grievances and drafting counseling or corrective actions per policy. |
| Key Resp 06 | Under direct supervision, handles confidential information and supports performance management activities. | Under general supervision, supports department staffing initiatives and performance management activities. | Works on department reorganizations, staffing initiatives and performance management activities to meet business objectives. | Guides senior managers in resolving complex performance and workforce issues. Recommends changes to current practices and contributes to performance management framework. Works on complex department reorganizations and staffing initiatives to meet business objectives. |
| Key Resp 07 | Under direct supervision, assists in the creation and delivery of HR training and development programs. | Under general supervision, develops tracking tools and reports to monitor training and development activities. Performs analysis of training data and offers recommendations to enhance program effectiveness and efficiency. | Identifies and recommends professional development opportunities tailored to departments and employee groups. Designs and delivers HR training for diverse audiences. Contributes to the creation and implementation of strategic development initiatives. | Identifies opportunities and provides strategic guidance to management on professional development initiatives. Designs and delivers comprehensive HR training programs tailored to diverse audiences. |
| Key Resp 08 | Under direct supervision, performs fundamental HR analysis to assist departments. | Under general supervision, gathers and verifies data from multiple sources to develop reports and analyses that support HR decision-making, legal processes, and workforce planning. | Extracts data, prepares comprehensive reports, and conducts detailed analyses. May oversee or validate large-scale employee data updates to ensure accuracy and consistency. | Conducts advanced analyses to determine appropriate course of action and implications, and advises leadership on complex HR-related issues. |
| Education | Bachelor’s degree in related area and/or equivalent experience and/or training | Bachelor’s degree in related area and/or equivalent experience and/or training | Bachelor’s degree in related area and/or equivalent experience and/or training | Bachelor’s degree in related area and/or equivalent experience and/or 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 a legitimate business need to know. Ensures that sensitive information is properly safeguarded. Follow all organizational policies and laws on data protection and privacy. This includes the secure handling of physical and digital records and the proper use 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 a legitimate business need to know. Ensures that sensitive information is properly safeguarded. Follow all organizational policies and laws on data protection and privacy. This includes the secure handling of physical and digital records and the proper use 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 a legitimate business need to know. Ensures that sensitive information is properly safeguarded. Follow all organizational policies and laws on data protection and privacy. This includes the secure handling of physical and digital records and the proper use 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 a legitimate business need to know. Ensures that sensitive information is properly safeguarded. Follow all organizational policies and laws on data protection and privacy. This includes the secure handling of physical and digital records and the proper use 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 | Analytical skills to conduct analysis and develop recommendations; demonstrates organizational skills and problem-solving skills. Has working knowledge of other areas of HR. | Analytical skills to conduct analysis and develop recommendations; demonstrates organizational skills and problem-solving skills. Has working knowledge of other areas of HR. | Possesses strong analytical skills to conduct analysis and develop recommendations, demonstrating organization and problem-solving skills. Has working knowledge of other areas of HR. | Possesses advanced analytical skills to conduct analysis and develop recommendations, demonstrating organization and problem-solving skills. Has working knowledge of other areas of HR. |
| KSA 02 | Acquiring knowledge of the organization’s policies and procedures, and knowledge of functional area. | Knowledge of organizational policies and procedures and knowledge of functional area. | Thorough knowledge of organizational policies and procedures, knowledge of functional area, and understands how work may affect other areas. | Demonstrated advanced knowledge of organizational policies and procedures; advanced knowledge of functional area and understands how work affects other areas in Human Resources and the organization. |
| KSA 03 | Ability to acquire knowledge of human resources policies and programs and organization policies and procedures. | Thorough knowledge of human resources concepts, policies and procedures, employment practices, labor relations, salary administration, training and other areas of human resources. | Advanced knowledge of human resources concepts, policies and procedures including employment practices, labor relations, salary administration, training and other areas of human resources as well as organizational initiatives relating to and/or affecting human resources. | |
| KSA 04 | Basic knowledge of a human resources management system (HRMS), and/or other related business software programs and systems. | Knowledge of a human resources management system (HRMS), and/or other related business software programs and systems. | Knowledge of a human resources management system (HRMS), and/or other related business software programs and systems. | In-depth knowledge of a human resources management system (HRMS), and/or other related business software programs and systems. |
| KSA 05 | Demonstrated skills in communicating clearly and effectively verbally and in writing and in integrating information in the completion of assignments. | Proficient in communicating clearly and effectively verbally and in writing and in integrating information in the completion of assignments. | Skilled in communicating clearly and effectively verbally and in writing. | Advanced interpersonal, written and verbal communication skills to present complex information. |
| KSA 06 | Ability to handle difficult or volatile situations/individuals effectively. | Demonstrated ability to handle difficult or volatile situations/individuals effectively. | Demonstrated ability to handle very difficult or volatile situations/individuals effectively. | Demonstrated ability to handle extremely difficult or volatile situations/individuals effectively. |
| KSA 07 | Demonstrated analytical, active listening, and critical thinking skills. | Strong analytical, active listening, and critical thinking skills. | ||
| 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. |