Type of Appointment: Full Time, At-Will

Job Classification: Confidential Administrative Support I 

Anticipated Hiring Range: $4,261 - $5,900 per month

Work Schedule: Monday – Friday 8:00 a.m. - 5:00 p.m., unless otherwise stated


THE DEPARTMENT:

ELRC serves the University as a strategic partner and key resource office in support of the University's Strategic Initiative to advance organizational development and employee excellence by developing proactive strategies and solutions in addressing employee/labor relations issues, accessibility and reasonable accommodations, workers' compensation benefits, Human Resource policy, and EEO compliance. Our goal is to create positive and effective working relationships at Cal Poly Pomona.

DUTIES AND RESPONSIBILITIES:

HR Policy

• Under supervision of the Director of HR Policy & Compliance, assist in compiling, implementing, administering, interpreting, communicating, explaining, and clarifying CSU and campus Human Resources policies to management and employees in fine detail and with accuracy. This may include drafting, revising, and assisting to deliver and distribute high quality communications, presentations, forms, procedures and processes regarding policies and laws governing conflict of interest, outside employment, nepotism, additional employment, equal employment, HR records retention, annual performance evaluations, and other areas, as assigned.
• Under supervision, proactively update the HR Policy website timely and accurately, as needed.
• Assist the Director in ensuring policy compliance and audit readiness of all EODA/HR Ops units, developing self­-audit guidelines and timelines, and making recommendations for required changes or process improvements to attain compliance in HR related areas.
• Assist the Director to produce timely and accurate compliance reports for Cabinet members, which notify them of the level of compliance within their respective organizations.
• Assist the Director to produce accurate reports and analyze data for trends and implications using the case management system dashboard metrics, PeopleSoft, and other information systems and data sources for various audiences including internal leadership team, and external stakeholders and third parties.
• Provide administrative support to the Director, including scheduling meetings, preparing support documentation for meetings, data analysis, etc.
• Actively pursue continuous learning and training opportunities to ensure subject matter expertise and ongoing professional growth.

Employee/Labor Relations

• Under the direct supervision of ELRC leadership, conduct ELR intake meetings, draft responses for formal and informal union grievances/CBAs, workplace concerns, investigations, disciplinary action, and prepare related documentation.
• Under the direct supervision of ELRC leadership, reach out to the Office of the Chancellor (Labor, OGC, etc.) to seek guidance to ensure conformance and consistency between campus and systemwide policies, practices, and interpretation.
• Under the direct supervision of ELRC leadership, participate in ELR consultations with HEERA managers on employee work performance concerns, CBA interpretation, and HR best practices.
• Under direct supervision, assist ELRC leadership to prepare thorough case/documentation/witness prep for responding to PERB, SPB, EEOC, DFEH, litigated matters, other related hearings, mediations, arbitrations, conferences, and meetings.
• Under direct supervision, assist ELRC leadership to prepare responses for union leave requests and requests for information.
• Assist ELRC leadership to create and present high quality campus training sessions to familiarize audience w/ the CBAs, University policies, procedures, guidelines and practices, special projects/programs; seniority points, layoff, VSIP programs, health and safety programs/policies, etc.
• Produce accurate reports and analyze data for trends and implications using the case management system dashboard metrics, PeopleSoft, and other information systems and data sources for various audiences including internal leadership team, and external stakeholders and third parties.
• Provides administrative support to ELRC leadership, including scheduling meetings, preparing support documentation for meetings, data analysis, ensuring timeline compliance with CBAs, etc.
• Under direct supervision of ELRC leadership, assist ELR colleagues in answering ELR-related questions in the general ELR inbox or Service Now using thorough knowledge of CBAs, campus and systemwide policies, HR technical letters, California labor laws/regulations, and HR best practices.
• Actively pursue continuous learning and training opportunities to ensure subject matter expertise and ongoing professional growth.

QUALIFICATIONS:

• Bachelor's Degree - in Business Administration, Human Resources or a related field
• Three years of Human Resources Generalist direct work experience or a combination of education and experience in the public sector or unionized environment, responding to and supporting inquiries regarding HR policies/CBAs, implementing HR policies, laws, and best practices, handling cases involving issues such as performance management, disability accommodation, Workers’ Compensation, grievances, etc.
• Strong initiative, excellent written, and oral, and interpersonal communication, problem solving, and analytical skills.
• Ability to work in a fast-paced environment while and balancing multiple and competing priorities within tight deadlines.
• Ability to work with and handle a high volume of detailed information with accuracy.
• Ability to maintain a high degree of confidentiality, professionalism, polish, and credibility with all members of the University community.
• Ability to demonstrate courtesy and discretion, especially when handling sensitive information and tense situations.
• Knowledge of HR policies, CBAs, laws, and best practices.

PREFERRED QUALIFICATIONS:

• Master’s degree in Public Administration, Business Administration, or a related field.
• Experience in the CSU providing support related to HR programs, processes, and inquiries in areas such as ADA, Workers’ Compensation, Benefits, Payroll, and Talent Acquisition
• Experience providing HR related data reporting, tracking, and analytics; advising performance management processes and techniques; supporting workplace investigations, general and specific interpretation of CBAs, Technical Letters and HR policies, and HR best practices.
• Experience using PeopleSoft, ServiceNow, and OnBase.

Out of State Work

The California State University (CSU) system is a network of twenty-three public universities providing access to a quality education through the support of California taxpayers. Part of CSU’s mission is to prepare educated, responsible individuals to contribute to California’s schools, economy, culture, and future. As an agency of the State of California, the CSU’s business operations almost exclusively reside within California. The CSU Out-of-State Employment Policy prohibits hiring employees to perform CSU-related work outside California. For more information, go to the California State University Out-of-State Employment Policy.

Background Check

Cal Poly Pomona will make a conditional offer of employment to final job candidates, pending the satisfactory completion of a background check (including a criminal records check). The conditional offer of employment may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. In determining the suitability of the candidate for the position, Cal Poly Pomona will give an individualized assessment to any information that the applicant submits for consideration regarding the criminal conviction history such as the nature, gravity and recency of the conviction, the candidate’s conduct, performance or rehabilitation efforts since the conviction and the nature of the job applied for. For more information, go to the California State University Background Check Policy.

CSU Classification Salary Range

The CSU Classification Standards for this position are located on the CSU Classification Standards website. The CSU Salary Schedule is located on the CSU Salary Schedule website. The classification salary range for this position according to the respective skill level is: minimum $4,261 and maximum $8,166 per month. Please refer to the anticipated hiring range for the appropriate salary rate for this particular position.

Employment Eligibility Verification

Cal Poly Pomona hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. For more information, go the I-9 Acceptable Documents website.

University Driving Requirement

Positions that require driving for university business by using a personal or state vehicle must comply with the Authorized University Driver Policy. Driving records are monitored and evaluated by the Risk Management Department. The Risk Management Department evaluates a good driving report based on the following criteria. The driver must: 1. Have a valid California or other State Driver’s license. 2. Have no more than 3 motor vehicle violations or been the cause of 3 accidents in a 12-month period (or any combination of 3 thereof) 3. Not have more than 3 DMV Points, if their license is Class C or, 4. Not have more than 5 DMV Points, if their license is Class A, B, or C with endorsements. For more information, go to the Authorized University Driver Policy.

Conflict of Interest

This position is a “designated position” in the California State University’s Conflict of Interest Code. The successful candidate accepting this position is required to file financial interest disclosure forms subject to state regulations. For more information, go to the Conflict of Interest policy.

Child Abuse/Neglect Reporting Act (CANRA)

The person holding this position is considered a “mandated reporter” under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. Read more at the California Child Abuse and Neglect Reporting Act policy.

Security & Fire Safety

In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), Cal Poly Pomona’s Annual Security Report and Annual Fire Safety Report are available for viewing at the Cal Poly Pomona’s Annual Security Report and Cal Poly Pomona’s Annual Fire Safety Report.

Pay Transparency Nondiscrimination

As a federal contractor, Cal Poly Pomona will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. For more information, see the Pay Transparency Nondiscrimination Provision poster.

Reasonable Accommodation

We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact the ADA Coordinator by email at ADACoordinator@cpp.edu. For more information, go to Employment Notices.

Equal Employment Opportunity

Consistent with California law and federal civil rights laws, Cal Poly Pomona provides equal opportunity in employment without unlawful discrimination or preferential treatment based on race, sex, color, ethnicity, or national origin. Our commitment to equal opportunity means ensuring that every employee has access to the resources and support they need to thrive and succeed in a university environment and in their communities. Cal Poly Pomona complies with Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, the California Equity in Higher Education Act, California’s Proposition 209 (Art. I, Section 31 of the California Constitution), other applicable state and federal anti-discrimination laws, and CSU’s Nondiscrimination Policy. We prohibit discriminatory preferential treatment, segregation based on race or any other protected status, and all forms of discrimination, harassment, and retaliation in all university programs, policies, and practices.

Other Notices

For other important employment notices, we invite you to visit Cal Poly Pomona’s Employment Notices web page.