Executive HR Advisor (Administrator III, Range 1) - San Francisco Bay Region Network
Job no: 560028
Work type: Management (MPP)
Location: San Francisco
Categories: MPP, Administrative, At-Will, Full Time
Working Title
Executive HR Advisor
Administrator Level (for MPP positions only)
This position is an Administrator III in the California State University Management Personnel Plan (MPP), reporting to the Network Chief Human Resources Officer (CHRO).
Department
San Francisco Bay Region Network
Appointment Type
At-Will
Time Base
Full-Time (1.0)
Work Schedule
Monday - Friday 8:00 a.m. - 5:00 p.m.
Anticipated Hiring Range
$14,540.00 - $15,994.00 Per Month ($174,480.00 - $191,928.00 Annually)
Salary is commensurate with experience.
Position Summary
Reporting directly to the Network Chief Human Resources Officer (CHRO), the Executive HR Advisor (EHRA) for SFSU is the on-site HR advisor and day-to-day relationship owner for SFSU, serving as the primary point of HR leadership for the campus President, Provost, vice presidents, deans, and campus community. This position ensures that SFSU leaders have responsive, contextual, and in-person HR support while operating within the SFBRN HR organization to seamlessly connect campus stakeholders to Network HR Operations, Centers of Excellence (CoE), and Recruiting resources as needed.
The EHRA is the senior HR presence on SFSU and may serve on the President's cabinet at the President's discretion. The EHRA's core mandate is a dual one of advancing the consistency and integrity of the Network's shared HR model, while keeping SFSU needs front and center through timely access to expert HR guidance, strong service delivery, and clear escalation pathways.
The EHRA translates campus priorities and workforce needs into HR solutions, advises on the full range of HR domains, and serves as the institutional bridge between SFSU and the Network's HR functions. This position exercises significant independent judgment on matters with meaningful legal, institutional, and organizational impact, and is accountable for HR customer support outcomes at SFSU across all HR process areas.
Unit Overview:
The SFBRN provides back-office administrative and transactional functions to CSUEB, SFSU, and SSU through one single effective and cost-efficient structure, organized into three integrated pillars: HR Consulting, HR Operations, and HR Centers of Excellence. The Executive HR Advisor is the senior leader within the HR Consulting pillar for the Network, responsible for the primary, on-site relationship and people-strategy support to each campus.
HR Consulting preserves strong, campus-facing HR partnership while the SFBRN HR model delivers consistent services and standards across the Network. HR Operations provides high-volume transactional HR services including payroll, benefits, leaves, and HRIS through a consistent Network model. The HR Centers of Excellence set Network-wide HR policies and provide deep expertise in areas such as employee and labor relations, compensation and classification, compliance, and learning and professional development, including support for escalations and complex cases. The EHRA serves as the connection between the campus and this full range of Network HR capabilities, ensuring that SFSU receives integrated, high-quality HR support at every level.
Position Information
Key Responsibilities
Presidential Advisement and Senior Campus Leadership Partnership
1. Serves as the primary, on-site HR advisor to the SFSU President, Provost, vice presidents, and deans, providing responsive, contextual, and expert HR guidance that is grounded in the campus's culture, leadership priorities,
and strategic goals.
2. Advises the SFSU President directly on HR matters of institutional significance including campus workforce strategy, organizational design, senior personnel decisions, employee relations concerns, and HR risk outside the SFBRN, serving as a trusted executive partner with the depth of knowledge and judgment that campus
leadership demands.
3. May serve on the SFSU President's cabinet at the President's discretion, representing the HR function in senior
leadership forums and ensuring that people-strategy considerations are integrated into campus decisionmaking at the highest level.
4. Translates campus-specific context, priorities, and workforce challenges into actionable HR strategies,
partnering with Network HR Operations and CoE leaders to ensure the right resources and expertise are directed to SFSU' needs.
5. Serves as the senior escalation point for HR matters at SFSU, exercising independent judgment on complex or high-stakes situations and escalating to the Network CHRO on matters requiring Network-level resolution.
6. Coordinates with Faculty Affairs leadership at SFSU to support the consistent application of HR programs,
policies, and compliance frameworks across all employee groups, navigating the intersection of staff and
faculty governance structures with care and institutional awareness.
Strategic HR Consulting and HR Customer Support
1. Owns accountability and responsibility for HR customer support outcomes at SFSU across all HR process areas including recruitment, new hire onboarding, employee development and training, performance management,
career and succession planning, compensation, payroll, employee data administration, benefits, employee separation, compliance, employee and labor relations, workforce planning and analytics, and time and
attendance management.
2. Builds and maintains trusted advisory relationships with campus managers, supervisors, and HR stakeholders,
serving as the primary day-to-day HR contact for SFSU and ensuring that every inquiry, concern, or request is addressed with accuracy, urgency, and appropriate routing.
3. Seamlessly connects campus stakeholders to SFBRN HR Operations and CoE resources when transactional or
specialized support is needed, serving as the informed and accountable liaison who ensures the right expertise reaches the campus community.
4. Advises campus managers and administrators on HR policies, applicable CSU Administrative Manual (ICSUAM)
provisions, MOU and CBA requirements, and state and federal employment law, providing clear and
authoritative guidance that enables informed decision-making.
5. Exercises judgment to resolve HR inquiries and issues at the campus level, escalating complex, intercampus, or
high-impact matters to the Network CHRO or the appropriate Network HR functional leader as needed.
Employee and Labor Relations, Compliance, and Workforce Planning
1. Provides consultation and support on employee and labor relations matters at SFSU, advising on the progressive discipline process, supporting grievance and complaint resolution, and assisting with workplace investigations in coordination with the Network Employee and Labor Relations and Compliance team.
2. Consults on MOU and CBA provisions as they apply to individual employee situations at SFSU, partnering with
the Network Employee and Labor Relations team for complex or precedent-setting matters.
3. Supports collective bargaining agreement administration at the campus level, ensuring managers and
supervisors understand and consistently apply applicable contract provisions with the benefit of contextual
campus knowledge.
4. Consults on reasonable accommodation requests under the ADA and FEHA, partnering with the Network HR Operations team to facilitate the interactive process and ensure timely and appropriate accommodation
outcomes.
5. Serves as the campus-level HR compliance resource for SFSU, consulting on Title IX compliance (employment),
EEO matters, ADA/interactive process administration, and other applicable regulatory requirements, and
responding to audit requests in coordination with the Network HR CoE.
6. Forecasts staffing needs by division and college at SFSU, partners on organizational restructuring, and tracks
turnover and retention metrics to inform workforce planning decisions, translating campus intelligence into
Network-level workforce strategy.
Recruitment, Onboarding, and Employee Separations
1. Serves as a key consultant and partner throughout the recruitment process at SFSU, advising campus
leadership and hiring managers on job selection criteria, candidate evaluation, offer execution, and pre-hire due diligence in close collaboration with the Director of Recruiting.
2. Leads new hire onboarding activities at SFSU, ensuring a seamless and positive new employee experience by
coordinating with Network HR Operations and CoE teams, conducting or supporting orientation, and driving
new hire activity completion.
3. Leads the exit interview process at SFSU, gathering and synthesizing feedback to identify campus-specific retention trends and surface recommendations to the President and Network CHRO.
4. Advises campus leadership on voluntary and involuntary separation processes, including separation terms,
documentation standards, and reduction in workforce matters, partnering with Network HR Operations and
the Employee and Labor Relations team for execution and compliance.
Performance Management and Talent Development
1. Advises SFSU managers, deans, and VPs on performance management processes, including goal development,
mid-year and annual evaluations, 360 feedback, and individual development planning, providing coaching and
guidance grounded in campus-specific context.
2. Partners with campus leadership to support career and succession planning activities, including talent reviews
and succession plan development, connecting campus needs with Network CoE expertise.
3. Monitors HR program effectiveness at SFSU across all process areas, surfacing data-driven insights and
program performance trends to the Network CHRO and relevant Network HR functional leaders.
Communications and Network Engagement
1. Ensures HR communications to SFSU leaders, managers, and employees are timely, accurate, contextually
relevant, and reflective of both campus priorities and Network-wide HR standards.
2. Represents SFSU perspectives and needs within the SFBRN HR organization, providing campus intelligence to the Network CHRO and Network HR functional leaders that informs program design, service delivery priorities, and continuous improvement.
3. Participates in Network HR planning and leadership forums, contributing the campus-facing perspective to
Network-level strategy and program development.
Other
1. Champions equity, diversity, and inclusion as a core organizational value, integrating these principles into all
programs, policies, and leadership practices.
2. Models and stewards the Network's core values innovation, employee fulfillment, teamwork, respect,
excellence, integrity, service, and accountability in all aspects of work and leadership.
3. Upholds Network, university, and unit policies governing privacy of information, authorized use of Network resources, and the security of Network systems and data.
4. Demonstrates and promotes safe work practices for oneself, the team, and the broader office environment.
5. Assumes additional leadership responsibilities as directed by the Network CHRO, including potential Networkwide
functional responsibilities where applicable. The Network reserves the right to add or change duties at
any time.
6. Chairs and/or participates on university committees.
Qualifications
Experience:
7 years Progressively responsible experience in human resources, with demonstrated breadth across multiple HR disciplines and a track record of advising senior institutional leaders at the vice president, provost, or presidential level.
3 years Experience in an HR business partner, senior HR generalist, or HR consulting role serving as a strategic advisor to campus or organizational leadership in a complex, multi-stakeholder environment.
3 years Experience in higher education, multi-campus systems, or similarly complex public sector organizations, including demonstrated ability to navigate campus politics, governance structures, and faculty and staff employment dynamics.
2 years Experience in employee and labor relations, including advising on progressive discipline, grievances, collective bargaining agreement administration, and w
