Academic HR Analyst (5391C) - Physics #89159

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Physics is the largest department in the L&S Division of Mathematical and Physical Sciences. It is ranked as one of the top physics departments in the world, with excellence in research, teaching, and service to the community all highly valued. The department has 80 ladder and active emeriti faculty, 60 career and casual staff, and 300 lecturers, teaching assistants, readers, research personnel, postdocs, fellowship recipients, and visiting scholars. It enrolls 250 graduate students, 250 undergraduate majors, and over 7,000 students in its courses, many with laboratory sections. Its faculty fully participates in teaching and administration and conducts world-class research in campus, local, national, and international laboratories and sites; research activities require active financial arrangements with organizations such as Lawrence Berkeley National Lab. Physics manages 3 distinct campus buildings in its facilities complex with 240,000 assignable square feet, and it also houses and provides services to several research centers, the Physics Library, and multiple research Laboratories with varying physical environments.

Physics administrative operations are divided into several functional units. The department is led by the Director of Administration, supported by six functional managers who are experts in their respective fields. These managers are accountable for their units' operations and budget controls. They lead by establishing short and long-term goals, making independent decisions, and supervising their personnel.

The Academic HR Analyst provides support to academic personnel leadership in the department, including the Chair of Physics. They are primarily responsible for administering non-senate appointments, managing a portion of the department's senate faculty merit and promotion cases, and supporting the department's senate search process.

The First Review Date for this job is: October 16, 2026

50% Facilitates and manages the administration of non-senate appointments. Key responsibilities include, but are not limited to:

• Provide guidance on senate and non-senate academic personnel policies and procedures to the department leadership including the Department Chair, Vice Chairs, and Director of Administration.
• Interpret and administer applicable academic personnel policies and labor contracts specific to non-senate job titles (pre-six lecturers, continuing lecturers, academic coordinators, specialists, project scientists, researchers, visitors, and postdocs), ensure that departmental practices and policies are in compliance, and request exceptions to policy where appropriate.
• Conduct searches for applicable titles, supporting the search committee and administering the search through the campus recruitment system (currently AP Recruit), guide search committees on equitable hiring practices, draft search plans/reports, manage applicant materials, and coordinate candidate interviews. etc.
• Oversee administration of academic appointments in campus applicable campus human resource management and payroll systems (currently UCPath), ensuring data accuracy, timely compensation processing, retroactive payments, and correcting errors when necessary.
• Manage the merit and review process for departmental non-senate appointments including excellence reviews for pre-six lecturers, promotion to Sr. lecturers and continuing lecturers' merits.
• Assess and summarize data and comments from teaching evaluations and maintain information related to case reviews including, semesters of teaching, and convert and prepare data for case presentation.
• Coordinate appointment terminations for appropriate titles, including temporary or permanent augmentations and layoffs.
• Act as a liaison between the department and ERSO team for non-senate and senate academic activities.
• Oversee communications with senate and non-senate appointments including administration of appropriate distribution lists and preparing communications and documents for distribution.
• Provide applicable reporting on non-senate titles and activities.

20% Provide back-up and support to the Academic HR Analyst in charge of senate academic appointments (faculty, LSOE's, Emeritus, Professors of the Graduate School, etc.):

• Assist in the full-cycle of all academic cases and pending academic personnel activities for a small number of ladder-rank senate faculty, and instructors.
• Prepare materials for academic review cases within defined allocation and correspond directly with candidates to solicit and prepare required materials.
• Work with senate faculty within assigned allocation to enter data into AP cases and upload to APBears.
• Coordinate with assigned senate faculty throughout merit, promotion, and appointment case review.
• Manage faculty leave records for all senate faculty appointments and administer academic leaves and sabbaticals.
• Act as a liaison between the department, college, and campus Academic Personnel offices for assigned Senate faculty matters.

Support Search Committee & Recruitment Administration:

• Assist in the coordination of Senate search processes in AP Recruit; draft search plans, post advertisements, coordinate candidate itineraries, attend committee meetings, and advise search committees on equitable hiring practices.
• Coordinate appointment requests with the Dean's Office for titles not supported by Berkeley Regional Services.
• Submit and monitor HR and payroll transactions for faculty and other academic appointments, including lecturers, ensuring accurate and timely processing.
• Attend faculty meetings as requested, prepare necessary meeting materials, and oversee the administration of faculty ballots.

15% Administrative operations for a large academic department:

• Coordinate the use of departmental resources, such as shared space and facilities, and manage equipment needs; update departmental and university calendars.
• Ensure the daily administrative operations run smoothly for the department, which include complex travel arrangements, travel & entertainment reimbursement processing, and resource management while maintaining common areas. Troubleshoot and resolve issues as needed.
• Supervisor - schedule hours of work and vacation schedules for student reception team, including hiring, providing direction, performance feedback, correctional actions, firing, and mentoring.
• Determine staffing needs then coordinate and activate staff, delegate tasks, and coordinate with managers and program team for events not handled by event coordinator.

15% Executive support to the Department Chair. Key responsibilities include, but are not limited to:

• Independently evaluate, screen, and prioritize (and when appropriate redirect) requests to the Chair's Office from faculty, other administrators, and outside agencies.
• Apply discretion and knowledge of set priorities to manage information flow.
• Independently assess and respond to correspondence on behalf of the Chair, and prepare comprehensive written communications on the Chair's behalf.
• Prioritize and manage the Chair's to-do list, provide timely briefings, advise on priorities and deadlines, and track status of pending issues.
• Manage the Chair's calendar and support prioritization of appointments, deadlines, and initiatives.
• Draft communications on behalf of the Chair.
• In conjunction with the Director of Administration, provide continuity and aid in the smooth transition from one Chair to the next.

• Bachelor's degree in related area and / or equivalent experience / training.
• In-depth knowledge of and ability to apply/interpret campus and college policies and procedures which govern academic HR in an academic setting, preferably within the UC System.
• Excellent critical and innovative thinking to address complex issues and present nuanced analyses.
• Thorough knowledge of academic based policies, union contracts, procedures and practices that govern academic HR administration.
• Thorough 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.
• Attention to detail, discretion and sensitivity to confidential information.
• Excellent verbal and written, and interpersonal communication skills.
• Strong computer skills including work processing, spreadsheets and data base management.
• Ability to identify and resolve problems of moderate complexity.
• Developed political acumen.

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 $82,800.00 to $116,300 yearly ($6,900.00 to $9,691.67 monthly); the full salary range for this title (ACAD HR ANL 3 CX) is $82,800 to $149,800 yearly. This is a 100% Career position eligible for full benefits. This position is FLSA Exempt and paid monthly.

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.

To apply, please submit your resume and cover letter.

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.

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

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.