Sr. Human Resources Partner (7597U), Berkeley Regional Services - #85247

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 (staff organizations). 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

BEARS (Berkeley Educators and Administrators Regional Services) is the largest administrative region at UC Berkeley, supporting a diverse portfolio of faculty, academic, staff, and student populations across the university. As a critical partner in advancing Berkeley's mission of teaching, research, and public service, BEARS delivers high-quality, centralized administrative services that enable departments to operate efficiently and effectively.

The BEARS Region provides comprehensive support across Research Administration, Human Resources and Academic Personnel, and Purchasing and Reimbursements. This includes end-to-end support for research proposals, grants, and contracts; HR and academic personnel transactions such as hiring, appointments, compensation, and performance management; as well as purchasing services and complex travel and entertainment reimbursements.

In close partnership with People & Culture, BEARS also provides strategic HR guidance through Human Resources Business Partners and Senior HR Partners, supporting employee and labor relations, workforce planning, organizational design, accommodations, and recruitment strategy.

Through a service-driven and collaborative approach, BEARS plays a key role in supporting Berkeley's operational excellence and enabling its world-class research and academic environment.

Position Summary

This position 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, and employee services.

Application Review Date

The First Review Date for this job is: April 20, 2026. For full consideration, please apply on or before the first review date.

Responsibilities

• Provide strategic HR consultation, education, and support to client management to effectively resolve complex and sensitive staff and organizational issues.
• Utilize advanced HR concepts to advise senior managers on HR matters, employee and labor policies, procedures, and best practices.
• Employ a comprehensive understanding of campus labor contracts and state and federal labor laws to efficiently manage all human resources responsibilities.
• Collaborate with managers and staff on intricate personnel matters, including initial employment, performance management, staff retention, succession planning, talent identification, and termination processes, along with special separation agreements.
• Conduct highly complex analyses of operational human resource and organizational behavior-related issues or concepts and develop recommendations by integrating information, applying political acumen, and determining appropriate courses of action and their implications.
• Serve as an HR technical leader by providing guidance to managers and supervisors regarding programs, personnel policies, and procedures while influencing decisions on important matters.
• Conduct extensive employee and management investigations, prepare written reports, and recommend actions based on findings.
• Oversee the investigation process for employee complaints related to policy violations, work rules, laws, misconduct, performance, or other grievances, including violations of EEO and ADA.
• Collaborate with the campus compliance office on more substantial and complex investigations.
• Ensure complaints meet established criteria for processing and define the scope of investigations, including planning, interviewing, fact-finding, evidence gathering, coordination, and report preparation.
• Schedule and conduct interviews with witnesses, collect written and oral statements, gather evidence, and review relevant data such as policies, labor contracts, handbooks, and work rules.
• Draft investigatory reports documenting the issue, applicable policy violations, methodologies used, analysis of statements and evidence, and final conclusions.
• Counsel employees on sensitive and complex work-related issues and recommend systemic solutions to senior management, including training and adjustments to organizational practices and procedures.
• Provide consultation, education, and support to client group staff in addressing complex and sensitive human resources challenges.
• Advise senior management on emerging risk management issues to minimize organizational exposure.
• Develop and manage organizational development priorities, including addressing organizational climate concerns.
• Conduct complex termination discussions, provide constructive feedback to management, and recommend improvements to departmental practices.
• Build and maintain strong relationships with managers and staff to support a shared services model and foster a high-performance work environment.
• Collaborate with Employee and Labor Relations to research and resolve grievances, identify inconsistencies or compliance issues within collective bargaining agreements, and recommend appropriate interpretations or bargaining considerations.
• Provide direction and guidance to HR Generalists within the BEARS team.
• Interpret and analyze complex campus HR policies and procedures for BEARS HR colleagues.
• Review resumes and applications and participate in interviews for senior-level positions.
• Provide guidance to HR staff and effectively partner with diverse client groups across all organizational levels.
• Lead the development and implementation of HR policies across supported client groups and ensure resolution of related issues.
• Partner with client groups on complex staffing actions to support business objectives.
• Support departments in administering HR policies and programs related to employment, labor relations, compensation, training, and other HR functions.
• Serve on campus-wide HR committees to provide input on HR initiatives and help shape campus strategies, policies, and practices.
• Represent the unit in campus meetings related to personnel policies and practices.
• Collaborate effectively with HR colleagues across campus and within central HR functions.

Required Qualifications

• Minimum of 2 years of experience handling complex employee and labor relations cases in a similarly sized organization, in addition to 7+ years of experience in line operations or HR support services.
• Possesses advanced analytical skills and business acumen to conduct analyses and develop recommendations, demonstrating strong organizational and problem-solving abilities.
• Demonstrates advanced knowledge of and/or ability to quickly learn campus policies and procedures, as well as the functional area, and understands how work impacts other areas within Human Resources and the broader campus.
• Has advanced knowledge of human resources concepts, policies, and procedures, including employment practices, employee and labor relations, salary administration, wage and hour law, training, and other HR functions, as well as an understanding of and/or ability to learn campus initiatives impacting HR.
• Demonstrates thorough knowledge of applicable state and federal laws and regulations.
• Ability to interpret and apply knowledge of union and labor contracts.
• Possesses skills associated with effective and timely conflict resolution.
• Demonstrated ability to apply advanced HR concepts to assess and conduct investigations, including allegations related to policy or work-rule violations, law, misconduct, performance, or other complaints.
• Experience conducting investigations involving EEO, ADA, and related issues.
• Writes clear and effective preliminary and final investigatory reports that align with the seven principles of just cause and are easily understood by impacted parties, reviewers, and arbitrators.
• Possesses well-developed active listening and critical thinking skills.
• Demonstrated ability to effectively manage highly complex, sensitive, or volatile situations and individuals.
• Has in-depth knowledge of a Human Resources Management System (HRMS) and related business software programs and systems.
• Demonstrates strong verbal and written communication skills.
• Proficient in desktop and mobile productivity tools.
• Experience developing, tracking, and presenting service-level metrics and HR trends, with the ability to provide strategic insights and recommend proactive solutions.
• Experience handling employee relations cases within a higher education environment.
• Demonstrates in-depth knowledge of campus policies and procedures.
• Familiarity with and/or ability to quickly learn UC Berkeley's Human Resources Management System (HRMS) and related business systems.
• Bachelor's degree in related area and/or equivalent experience/training.

Salary & Benefits

For information on the comprehensive benefits package offered by the University, please visit the University of California's Compensation & Benefits website.

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 $101,600.00 - $125,000.00

• This is an exempt, monthly paid position.
• This is a full-time, Career position that is eligible for full UC benefits.

How to Apply

• To apply, please submit your resume and cover letter.

Other Information

• 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.
• This position is eligible for up to 95% remote work, with a requirement to attend annual on-campus meetings. Exact arrangements are determined in partnership with your supervisor to meet role responsibilities and department needs, and are subject to change.

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

SB 791 and AB 810 Misconduct Disclosure Requirement: 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:

UC Sexual Violence and Sexual Harassment Policy

UC Anti-Discrimination Policy

Abusive Conduct in the Workplace

Equal Employment Opportunity

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.