Departmental Overview

Facilities Services works to continuously improve the campus in partnership with all members of the University community to ensure that classrooms, laboratories, and offices support teaching, learning and research.

Consisting of over 500 dedicated staff members and serving over 10M building square feet and 1100 acres, Facilities Services includes the asset management program, custodial services, maintenance operations, engineering and technical services, environmental services, grounds operations, the Cal Zero Waste program, the Campus Building Department, and the campus utility systems, including the cogeneration plant. The scope of the Facilities Services reaches across campus and is closely connected to the activities of staff, building managers, other campus departments and campus leadership.

Position Summary

The Human Resources Director serves as a senior-level advisor and people strategist, responsible for shaping and implementing workforce and organizational strategies for Facilities Services by providing expert human resources consultation. This position provides consultative, strategic guidance and partners with internal and centralized teams to ensure effective execution of transactional services including recruitment, onboarding, employee and labor relations, classification and compensation, performance, and talent management.

The Human Resources Director functions as a trusted partner to senior leadership, balancing strategic organizational development, workforce planning, and compliance with policy and best practice. This role applies expert knowledge of HR, organizational design and performance, and organizational behavior principles and practices to identify and address root causes of organizational challenges, helping leaders navigate complexity and translate strategic priorities into actionable, sustainable outcomes.

This position serves as a point of integration with People & Culture (P&C) functions and Berkeley Regional Services (BRS) functions, ensuring coordinated, aligned delivery of HR services that reflect both institutional priorities and organizational needs. The Human Resources Director operates independently, exercising a high degree of judgment and strategic influence across complex HR domains.

Application Review Date

The First Review Date for this job is: October 8, 2026. For full consideration, please apply on or before the first review date.

Responsibilities

Employee & Labor Relations Leadership - 35%

• Advises leadership on sensitive employee and labor relations issues and proactively identifies patterns, risks, and opportunities to strengthen leadership effectiveness and organizational health while also ensuring consistency with UC policy, law, and applicable labor contracts.
• Partners with Employee & Labor Relations, Legal, BRS and other partners to resolve complex issues.
• Performs or supports staff in preliminary investigations
• Coaches and trains managers in performance management, conflict resolution, and engagement strategies.
• Ensures equitable and compliant HR practices that support a positive work environment.
• Serves as a Skelly Officer, as needed, for campus-wide disciplinary matters

Team Leadership & Collaboration - 25%

• Provides direct supervision, coaching, and performance management for HR staff
• Operates as a connector across functions, leaders, other campus units, and priorities
• Facilitates alignment across stakeholders to reduce fragmentation and ensure leaders experience HR services as coordinated, strategic, and effective.
• Ensures clarity of roles, priorities, and accountability across the team to support consistent, high-quality service delivery.
• Facilitates cross-unit HR coordination, best practice sharing, and professional development within the HR community.
• Represents the department on campus-wide HR workgroups or strategic projects.
• Promotes a collaborative, high-trust HR partnership model.

Strategic Consultation & Workforce Planning - 15%

• Serves as a consultative, trusted advisor to leadership, facilitating alignment across units to ensure clarity, consistency, and effective operations by aligning people strategies with short- and long-term organizational priorities.
• Assists unit Directors with workforce and succession planning efforts, analyzing organizational structure, capability gaps, and future workforce needs to inform proactive planning and decision-making.
• Advises on reorganizations, new positions, reclassifications, change management, culture, and future workforce design.
• Partners with managers to ensure compliance with campus policy.

Organizational Development & Culture - 15%

• Coordinates departmental functions to ensure efforts are aligned, integrated, and effectively implemented to support desired organizational culture and performance outcomes.
• Integrates engagement and belonging principles into workforce strategy and leadership development efforts.
• Provides for the delivery, either directly or through others, of workshops and resources for managers to improve inclusive supervision and organizational effectiveness.
• Compiles and uses workforce data and feedback to identify cultural or systemic improvement areas.

Program Leadership, Implementation & HR Operations - 10%

• Supports complex, cross-functional initiatives addressing workforce transformation, organizational effectiveness, and culture change.
• Exercises judgment in prioritizing initiatives and balancing client needs with institutional direction and available resources.
• Leads departmental rollout of P&C programs and initiatives (e.g., performance management, policy updates, new and successor labor contract implementation, new systems).
• Reviews HR processes for compliance and efficiency; identifies improvements to align with UC and divisional goals.
• Ensures quality and consistency of HR service delivery and data integrity.

Required Qualifications

• Demonstrated ability to foster and lead effective teams and supervise and manage staff
• Expert knowledge of HR concepts, policies, procedures, and ability to provide strategic consultation to senior leadership on culture, compensation, labor, employee relations, workforce planning, organizational design, reorganizations, change management, and workforce strategy.
• Experience providing strategic HR consultation and leadership in a unionized environment, including interpreting and applying collective bargaining agreements.
• Proven ability to advise senior leaders on complex employee and labor relations matters, including performance management, disciplinary matters, conflict resolution, and policy interpretation.
• Ability to analyze workforce trends, organizational needs, and HR data to develop recommendations and inform leadership decision-making.
• Demonstrated ability to consult with senior leaders and influence organizational direction.
• Excellent analytical, problem-solving, and project management skills.
• Strong interpersonal and communication skills; ability to build trust and credibility with diverse constituencies.
• Proven experience fostering inclusive and equitable workplace practices.
• Political acumen, discretion, and sound judgment in managing complex situations.

Preferred Qualifications

• Experience supporting skilled trades, facilities, operations, or similarly represented workforces in a strategic HR capacity.
• Advanced degree and/or comparable experience/training (Preferred)

Education / Training

• Bachelor's degree in Human Resources, Business Administration, or related field and/or equivalent experience/training.

Licenses / Certifications

• HR certification (SHRM-SCP, SPHR, or equivalent) (Preferred)

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 range that the University reasonably expects to pay for this position is $130,000 - $168,000.

• This is an exempt, monthly-paid position.
• This is a full-time (40 hours/week) Career position eligible for UC benefits.

How to Apply

To apply, please submit your resume and cover letter.

Other Information

• This position is eligible for up to 3 days/week of remote work within the United States. Exact arrangements are determined in partnership with your supervisor to meet role responsibilities and department needs and are subject to change.
• 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.

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

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, 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