Academic HR Analyst (6414C) - Materials Science & EngineeringAbout Berkeley

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Departmental Overview

The College of Engineering at UC Berkeley is recognized for its educational and research excellence, consistently ranking among the top three Engineering colleges in the United States. With 247 regular faculty members, 2,513 graduate students and 4,157 undergraduate students located in seven academic departments, Engineering is the second largest college on the Berkeley campus. COE occupies ten buildings on the Berkeley campus and has extensive facilities at the Richmond Field Station. Operating expenditure for the College as a whole exceeds $190.5 million annually.

The Materials Science and Engineering (MSE) and Nuclear Engineering (NE) Departments consistently rank among the top 3 Engineering departments in the world. The MSE Department consists of 30 faculty, 6 career staff, and approximately 200 graduate students and 150 undergraduate students. The NE Department consists of 14 faculty, 4 career staff, and approximately 97 graduate students and 143 undergraduate students.

The position involves recommending, developing, implementing, administering, coordinating, and/or evaluating Academic Personnel policies, labor contracts, statutes, regulations, programs and procedures addressing academic faculty recruitment, appointments, advancement and promotion through the ranks; compensation and salary administration; faculty welfare programs; visa procurement; benefits; payroll; training and development; faculty misconduct; faculty equity issues; and faculty awards programs. Drawing on detailed and extensive knowledge of Academic Personnel policies, labor contracts, statutes, regulations, programs, and procedures, the Academic HR Analyst oversees activities in academic recruitment, appointment and advancement/promotion; compensation and salary administration; faculty welfare programs; visa procurement; benefits; payroll; training and development; faculty awards programs; faculty misconduct; and faculty equity in a unique academic environment.

The Academic HR Analyst supports the MSE and NE Department Chairs, the Department Managers, Academic Senate faculty and non-Senate appointees, and specializes in academic personnel policy, procedure, academic advancement/promotion, work-related issues governed by UC Academic Personnel policy and academic collective bargaining units. Provides analytical support for the full range of high-level complex academic personnel matters including the development of faculty recruiting (search) priorities and strategic plans. Advises the Chair on campus programs aimed at averting loss of faculty members to outside institutions, faculty recruitment strategies and practices. Monitors teaching, service, and leave activities and analyzes faculty workload. Analyzes faculty members' case documents and reviews them for accuracy, completeness, and adherence to all relevant policies. Identifies and advises Chairs and/or Department Manager on potential problems that might arise during and preceding the review process. Serves as expert consultant and resource on academic personnel issues for the department and is the primary liaison with College of Engineering Dean's Office and related campus wide units on academic personnel matters. Implements administrative policies and procedures in the area of academic personnel, and initiates recruitment strategies related to federal and campus hiring and equity and inclusion policies and procedures. Serves as expert consultant and resource on academic personnel issues for MSE/NE as well as its affiliated programs/faculty. As lead for faculty recruiting (search) in MSE and NE, incumbent manages MSE and NE faculty recruitments into State-funded FTE or privately-funded slots created by the Departments, as well as PIR, adjunct, and Unit 18 lecturer appointments. Devises recruitment strategies including ad language and placement as well as outreach efforts aimed at women and underrepresented minority groups. Partners with the campus's Office of Faculty Equity and Welfare (OFEW) and departmental diversity officers or committees to implement strategies to improve outreach. Provides policy guidance to faculty search committees. Prepares analytical reports in response to urgent Dean's Office, APO, or other campus-level or professional organizations' queries regarding faculty equity and diversity data, including sensitive and political aspects of faculty recruitment. Directly administers or oversees and monitors the activities of the academic human resources and payroll administration within the Department. Serves as back-up in the absence of the Department Managers.
Application Review Date

The First Review Date for this job is: June 15, 2026 - Open Until Filled
Responsibilities

Academic Personnel Management:

• Manages academic personnel administration which is essential to the success of faculty advancement cases and salary increases, faculty retention and recruitment, with attention to fairness and equity across large, multi-faceted faculty having an international reputation to maintain. Independently determines when required academic personnel actions for MSE and NE faculty must take place, including identifying candidates for early promotion or acceleration. Initiates such actions, analyzes and synthesizes both qualitative and quantitative data relevant to such actions, and makes initial assessment of cases' strength and weakness. Advises faculty members on preparing self-evaluations. For the Chairs, independently drafts merit and promotion recommendation letters, applying broad knowledge of multiple disciplinary areas. Investigates problems or complaints involving academic appointees, provides feedback to management, makes strategic recommendations. Counsels Senate and non-Senate faculty and other academic employees concerning complex and/or sensitive work-related or career-related issues.
• Analyzes faculty appointment, merit, and promotion cases. Independently prepares full-scale drafts of Chairs' recommendation letters for all faculty appointments and advancements utilizing advanced knowledge of UC Academic Personnel policy and department precedent and principles. Analyzes case documents for accuracy, completeness, and adherence to policies and procedures of the Standing Orders of the Regents, the UC Academic Personnel Manual (APM), the Berkeley campus, the College of Engineering, the Departments of MSE and NE. Anticipates, identifies and resolves potential problems that might arise in later stages of the review process.
• Analyzes leave accrual / usage, informs faculty re sabbatical leave credits. Determines and anticipates need for credit deferral requests and submits those on Chair's behalf. Monitor implications and terms of various leaves including ASMD, Industrial, and the little-known Leave In Lieu of Sabbatical for Lecturers with Security of Employment. Administers required reporting procedures, salary percentages, and lengths of leave available. Monitors compliance with UC policies. Tracks fiscal impact and advises Chairs and Department Managers on impact to department budget and/or Salary Savings.
• Advises Senate faculty and non-Senate Unit-18 Lecturers on UC employment related matters. Notifies academic appointees of policy changes related to benefits and retirement and responds to inquiries. Initiates action regarding notification of appropriate authorities in cases of emergency, injury or death. Oversees coordination of summer salary appointments with ERSO funding administrators. Coordinates vice chair appointments and related stipends. Oversees the assignment of acting Chairs.
• Advises on matters related to new faculty startup packages, exceptional removal expense, housing, spousal placement, and benefits of employment; devises language and drafts for letters of commitment. Advises Chairs on complex appointments involving partner placement and the coordination of multiple funding sources among campus units. Processes or oversees time-sensitive requests for exceptional permissions to recruit and visa and permanent resident issues. Secures exceptional approvals as necessary.
• Conducts investigations into complaints involving academic appointees; provides feedback to management and makes strategic recommendations.
• Interprets APM and University and Senate directives for the faculty and advises faculty of their rights and responsibilities. Serves as custodian of faculty files and records, ensuring the integrity and confidentiality of the department's review procedures and its academic personnel files as required by Senate by-laws.
• Manages hiring and payroll actions for multi-location appointments. Initiates actions for reviews and compensation for submission through the college, organized research units, APO, campus payroll and accounting units. Oversees hiring and payroll functions for departmental- and affiliate-appointments. Mantains accurate UCPath records for all academic employees; updates and utilizes COE faculty database. Oversees the progress of actions through the college, ORUs, and campus offices.
• Oversees nomination processes for all MSE and NE faculty for Committee on Research grants and awards and Miller Institute programs.
• Temporary Academic Staffing (TAS) budget: drafts TAS proposals using historical knowledge of visiting faculty/Lecturer utilization and unit academic priorities.
• Serves as expert consultant and resource on academic personnel issues for the Departments of MSE and NE; provides guidance on development and implementation of policy and procedures.
• Serves as a resource and technical expert to staff in other COE departments and other campus units on the application of academic personnel policy.
• Oversees employment actions related to international faculty Recruitment Management.
• Oversees and conducts all MSE and NE faculty recruitment activities.
• Devises recruitment strategies including ad language and placement as well as outreach efforts aimed at women and underrepresented minority groups. Works with the campus's Office of Faculty Equity and Welfare and departmental diversity officers or committees to implement strategies to improve outreach.
• Provides policy guidance to faculty search committees and oversees conduct of interviews.
• Coordinates joint appointment activities with related units and initiatives (i.e. LNBL, ERSO, other COE or campus departments) Makes recommendations with respect to rank and step for new faculty appointments, using judgment to maintain salary equity. Advises Chairs on candidate negotiations.
• Oversees and utilizes the department's proprietary database for faculty recruiting, as well as utilization of campus APRecruit and APSearch processes.
• Oversees preparation of cases for new appointments.
• Serves as MSE and NE Academic Personnel liaison with COE, campus departments, Academic Personnel Office (APO), HCM-Academic Personnel specialist, campus Budget Office, or EVC&P, or other units as appropriate, to resolve complex Academic Personnel problems/grievances, funding allocations, appointment /recruiting issues. Makes critical decisions and directs staff in compliance with departmental policy. Serves as consultant for managers and Chairs regarding precedents and/or changes to policy; provides guidance on development and implementation of policy and procedures.
• Provides interpretation of complex and sometimes unspecific Academic Personnel policies and procedures with risk management exposure for the campus, such as final appraisal and security-of-employment reviews, Leaves w/o Pay, Leave-in-Lieu-Of Sabbatical.
• Identifies unusual and special needs of faculty (i.e. immigration issues, personal issues), engages department and College leadership, proposes remedies which may require exceptional approval from the Chancellor or UC Office of the President.
• Advises Chairs on campus programs aimed at avoiding loss of faculty members to outside institutions and approaches to tailoring retention packages to given faculty situations.
• Consults with units such as the Title IX compliance office, the Committee on Faculty Welfare and/or committees of the Academic Senate.
• Acts as the unit's Labor Relations officer with respect to academic complaints or grievances. Mentors/provides guidance to Chair's Assistants, who encounter a range of situations involving faculty members' requests which may involve Academic Personnel issues.
• Liaison with ERSO staff to coordinate correct payment of MSE and NE faculty Research Leaves and proper preparation of faculty materials with which they may be asked to assist.
• Contributes to career staff work on submission of faculty awards to outside entities.
• Serves as the MSE and NE AP team lead and partners with other AP analysts on various AP cases and projects.
• Responsible for general Academic HR, faculty awards, and course support related functions.

Strategic Planning and Analysis:

• Makes recommendations to Chairs/Department Managers that affect the strategic direction of the organization.
• Advises department committees, Chairs and Managers in formulating short-and long range plans involving the academic personnel needs. Keeps abreast of continuing and new directives from the Academic Senate and appropriate campus administrators. Recommends and/or implements changes as appropriate.
• Develops rationales and data for, and composes, letters and communications regarding off-cycle faculty FTE requests or Search waivers.
• Identifies and utilizes precedent-setting situations to recommend new organizational procedures and practices or to improve the effectiveness and efficiency of academic personnel administration within the MSE and NE Departments. Directs and shapes the implementation of interactive web-based tracking systems to manage information pertaining to faculty research, teaching, service contributions.
• Develops departmental policies outlining governance structure and workload. Monitors salary, administrative faculty appointments, and awards and updates the MSE and NE faculty database for faculty data. Makes policy recommendations on faculty recruitment strategies. Ensures that federal and campus hiring and affirmative action policies are met. Performs analysis of peer institutions.
• Provides advice to Chairs and management and recommends strategies for addressing sensitive situations involving academic appointees and/or requesting exceptions to policy. Advises Chairs on campus policy and departmental precedents to avoid inequitable situations among faculty and/or potentially litigable circumstances.
• Develops formal language for Faculty Start-up Package requests and commitments. Serves on steering and planning committees for campus initiatives regarding academic personnel.

Special Projects:

• Carries out special projects as needed by the MSE and NE Department Managers.
• Participates in the selection and/or guidance of new employees and provides staff training as it pertains to Academic Personnel or Visiting Scholar/Postdoc appointees.
• Provides input on relevant staff development performance evaluations.
• Keeps abreast of Visiting Scholar and Postdoctoral policies and procedures; writes/revises departmental websites as needed
• Oversees departmental benefits coordination for faculty, including worker's comp issues/claims.
• Serves as back up in the absence of the Department Manager for MSE and NE.

Required Qualifications

• Bachelor's degree in related area and / or equivalent experience / training.
• Requires advanced knowledge of and ability to apply / interpret systemwide, organization and college policies and procedures which govern academic HR.
• Advanced knowledge of organization and college goals, priorities and values and the legal and human implications of decisions.
• Advanced knowledge of systemwide and organization policies, union contracts, procedures and practices that govern academic HR administration.
• Thorough knowledge of trends in academia, especially in areas of academic planning, human resource management and administration.
• 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 communicate effectively with diverse audiences.
• Excellent critical and innovative thinking to address complex issues and present nuanced analyses.
• Demonstrated initiative, tact and planning skills.
• Advanced political acumen.

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 salary or hourly range that the University reasonably expects to pay for this position is $101,600 to $145,700 yearly ($8,466.67 to $12,141.67 monthly). This is a 100% FTE career position eligible for full benefits. This position is FLSA Exempt and paid monthly.
Other Information

This position is governed by the terms and conditions in the agreement for the Clerical & Allied Services Unit (CX) between the University of California and Teamsters Local 2010.
How to Apply

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

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.


To apply, visit https://careerspub.universityofcalifornia.edu/psc/ucb/EMPLOYEE/HRMS/c/HRS_HRAM_FL.HRS_CG_SEARCH_FL.GBL?Page=HRS_APP_JBPST_FL&JobOpeningId=86609&PostingSeq=1&SiteId=21&languageCd=ENG&FOCUS=Applicant









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