Job Requisition Number: 24560. The Haas School Business (“Berkeley Haas”) is one of the pre-eminent business schools in the world. The school employs ~ 80 FTE ladder faculty, 130 professional faculty and 230 FTE staff serving 2,200 students in six degree programs – three of which are “self-supporting.” In addition, the school is home to a strong and growing Executive Education unit which serves both domestic and international executives. Berkeley Haas supports a multitude of research, teaching and public service institutes as well as two research laboratories, the Long Business Library, and an on-site café. Staff is organized across many functions including admissions, career services, computing, financial aid, student affairs, information technology and facilities. The school provides business and financial leadership/expertise to the campus and is served by an international advisory board of business and industry leaders.
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. Provides advice to deans and recommends strategies for addressing sensitive situations involving academic appointees and/or requesting exceptions to policy. •Answer inquiries and provide other assistance to faculty, deans, and AP professionals as requested. Interpret system-wide and campus policies, collective bargaining agreements, procedures, and practices. Provide advice to the ADAA, the Dean, and senior staff on matters related to acceleration, compensation (for incumbent faculty, appointees, and others with academic titles), tentative decisions, and so forth. Assess trends and advise the deans of potential or impending problems. Counsels Senate and non-Senate faculty and other academic employees concerning complex and/or particularly sensitive work-related or career-related problems. Analyzes merit and promotion cases for faculty. Drafts merit recommendation letters by applying a breadth of knowledge of multiple disciplinary areas. •Provide advice, analyses, and recommendations with regard to each academic personnel action. Initiate comprehensive and substantive draft of departmental recommendation for each case action, using materials received from the candidate and reviewers, as well as knowledge of prior and related cases. Propose advancement and salary recommendations based on appropriate salary scales and applicable Association to Advance Collegiate Schools of Business (AACSB) comparison salary survey data and the Haas School’s Faculty Excellence Program (FEP). Identifies and utilizes precedent-setting situations to recommend new organizational procedures and practices. •Advise faculty and deans on proposed changes to the School’s Bylaws and Policies. Review and analyze proposed revisions or additions to bylaws and policies related to the academic personnel process. Provide comments and recommendations concerning the proposal (e.g., whether it conflicts with other policies and/or represents a reversal of faculty opinion or a continued trend, etc.). Periodically review for compliance and consonance with APM, Senate Bylaws, and related university policies. •Functions as technical expert to other Academic Personnel professionals Drafts temporary academic salary (TAS) proposals using historical knowledge and understanding of unit academic priorities. •Provide advice, analyses, and recommendations with regard to supplementary salary, retention, and appeal actions. Initiate draft of departmental recommendation for each supplementary salary (e.g., TDI – Targeted Decoupling Initiative), retention, appeal, and any other related action. •Interpolate FEP salaries from the survey of competitor salaries. Determine market salary levels to assign to academic personnel actions. Advise staff and faculty on how to interpret data. Use independent judgment to recommend solutions to unusual salary actions.•Requires advanced knowledge of and ability to apply/interpret system wide, campus and college policies and procedures which govern academic HR. •Advanced knowledge of campus and college goals, priorities and values and the legal and human implications of decisions. •Ability to analyze complex management issues; develop project scope and solutions, give professional advice to senior officials and make critical decisions regarding personnel. •Knowledge of trends in academia, especially in areas of academic planning, human resource management and administration. •Demonstrated initiative, tact and planning skills. •Ability to communicate effectively with diverse audiences. Persuasive writing skills; ability to write policy memoranda •This position has been designated as sensitive and requires a Criminal Background Check •Requires political acumen. •Advanced knowledge of academic research practices and academic life cycle •Bachelors degree in related area and/or equivalent experience/training
The University of California was chartered in 1868 and its flagship campus - envisioned as a "City of Learning" - was established at Berkeley, on San Francisco Bay. Today the world's premier public university and a wellspring of innovation, UC Berkeley occupies a 1,232 acre campus with a sylvan 178-acre central core. From this home its academic community makes key contributions to the economic and social well-being of the Bay Area, California, and the nation.