HR Manager

Job Summary

Reporting to the Director of HR Shared Services, the HR Manager I provides strategic and operational leadership for a team responsible for delivering high-quality HR services to departments and business units across UCSF. The manager partners closely with campus and health leaders, departments, and colleagues across Human Resources to ensure efficient, compliant, and customer-focused service delivery that supports the employee lifecycle and advances UCSF's mission.

In this role, the manager also serves as the HR Shared Services lead for the employee and manager pre-boarding experience across UCSF Campus and UCSF Health, with dedicated responsibility for designing, coordinating, and continuously improving key onboarding experiences. The role balances this portfolio with oversight of a team of HR generalists and the broader shared services responsibilities assigned to the position.

The role is accountable for improving pre-boarding timeliness, employee and manager experience, readiness, and cross-functional handoffs while balancing this portfolio with core HR Manager responsibilities.

In collaboration with the Director, the HR Manager I establishes operational goals, service standards, and performance metrics that drive exceptional customer service, operational excellence, and continuous improvement. The role is accountable for fostering strong client partnerships, managing service level expectations, leveraging technology to enhance efficiency, and leading initiatives that improve processes and the overall employee experience.

The manager establishes pre-boarding experience standards, success measures, and feedback mechanisms; uses employee and manager feedback and service data to identify friction points; and leads cross-functional improvements that create a more consistent, accessible, and effective pre-boarding experience.

As a people leader, the HR Manager I cultivates a high-performing, collaborative, and inclusive team culture grounded in UCSF's PRIDE Values. This position serves as a member of the HR Shared Services leadership team and contributes to the broader Human Resources leadership community in shaping organizational strategy and advancing HR excellence across UCSF. As a change leader, the manager builds alignment across stakeholders, translates employee and manager needs into practical improvements, and champions a culture of service design, continuous improvement, and accountability for the pre-boarding experience.

The HR Manager I also provides HR management and consultation to assigned departments and leaders, applying staff HR policies, practices, and operational expertise to support effective and compliant workforce practices.

% of time

Essential Function (Yes/No)

Key Responsibilities (To be completed by Supervisor)

35

Yes

Leads the strategy, design, implementation, and continuous improvement of the employee and manager pre-boarding experience across UCSF Campus and UCSF Health, with a focus on reducing pre-boarding cycle time, improving employee and manager experience, strengthening readiness, and reducing unnecessary handoffs. Maps pre-boarding journeys, identifies pain points and unnecessary handoffs, and prioritizes improvements that simplify the experience while supporting policy, operational, and business requirements.

Establishes pre-boarding standards, playbooks, manager resources, communications, and service expectations that promote a clear, consistent, and welcoming experience through the early employment period. Coordinates roles and handoffs across HR teams and partners to improve clarity, timeliness, and accountability.

Develops and monitors experience measures and feedback mechanisms, including employee and manager input and relevant service data, to assess pre-boarding effectiveness and identify opportunities for improvement. Leads pilots, change management, and implementation of improvements, and communicates progress, outcomes, and recommendations to HR and organizational leaders. Establishes and monitors pre-boarding outcome measures, including timeliness, readiness, experience, process reliability, and reduction of avoidable friction and rework.

20

Yes

Provides strategic leadership for a shared services team that delivers responsive, high-quality, and customer-focused HR services to departments across UCSF. Builds and maintains strong client partnerships by understanding business needs, fostering trust, and ensuring an exceptional service experience. In addition to broader shared services leadership, maintains clear team capacity and accountability for the employee experience portfolio, including onboarding-related priorities and deliverables.

Leads, coaches, and develops a team of HR professionals by establishing clear goals, setting performance expectations, and fostering a collaborative, high-performing culture. Plans, prioritizes, and assigns work to balance customer needs, operational priorities, and service commitments while adapting resources to meet changing business demands.

Oversees all aspects of talent management for the team, including recruitment, selection, onboarding, performance management, employee development, coaching, and succession planning. Promotes accountability, continuous learning, and operational excellence while empowering staff to deliver consistent, efficient, and compliant HR services.

15

Yes

Provides HR management and consultation to assigned departments and leaders, applying knowledge of staff HR policies, practices, employee relations, performance management, workforce needs, and applicable agreements and regulations. Partners with department leaders and HR colleagues to address employee lifecycle matters, provide practical guidance, and support effective and compliant workforce practices while maintaining strong service and customer focus.

Yes

Collaborates with HR Shared Services managers, the HR Shared Services Director, and Human Resources leaders across the organization to advance strategic priorities, achieve departmental goals, and support the overall success of UCSF Human Resources. Builds cross-functional alignment around employee and manager experience priorities, particularly where successful pre-boarding depends on coordinated work across HR functions and operational partners.

10

Yes

Leads the implementation and continuous improvement of tools, systems, and operational processes that enhance service delivery, increase efficiency, and improve the employee and customer experience. Partners with HR Shared Services leaders and Human Resources colleagues to develop, maintain, and optimize self-service resources, including HR website content, knowledge management tools, and HCM Tier 0 support content, ensuring information is accurate, accessible, and aligned with organizational needs.

Prioritizes tools and self-service resources that support a seamless pre-boarding journey, including clear manager guidance, timely employee information, knowledge resources, and effective use of HCM and other available technologies.

10

Yes

Contributes to the development, evaluation, and continuous improvement of HR policies, practices, and operational standards to ensure alignment with organizational goals, regulatory requirements, and best practices. Partners with HR leaders and stakeholders to implement policy and process changes that enhance service delivery and the employee experience. Ensures pre-boarding-related policies, procedures, communications, and change materials are clear, coordinated, accessible, and aligned with the intended employee and manager experience.

Represents HR Shared Services on departmental, Human Resources, and campus-wide committees, providing operational expertise and contributing to cross-functional initiatives. Supports the development and delivery of clear, effective communications related to HR policies, procedures, and organizational changes, and serves as a resource and spokesperson for new initiatives as appropriate.

Required

Bachelor's degree in related area and / or equivalent experience / training.

8+ years HR related experience

5+ years demonstrated strong management skills that include collaboration, coaching and developing subordinates

Ability to interpret staff personnel policies in order to support the Shared Services Staff Director and advise department people leaders on appropriate actions to meet business and strategic goals.

Direct knowledge of specific functions in a university's HR management information systems.

Strong communication skills with a diversity of communication styles; may make oral or written presentations.

Experience making decisions regarding hiring, evaluating, and development of subordinates; determines the best way of achieving unit goals. Demonstrated strong management skills that include collaboration, coaching and developing subordinates: ability to build relationships both internally and externally to the organization.

Demonstrated ability to handle extremely difficult or volatile situations / individuals effectively.

Demonstrated experience leading employee experience, employee or manager pre-boarding, customer experience, or service improvement initiatives involving multiple stakeholders. Demonstrated experience providing HR management or HR generalist support while leading cross-functional employee experience, pre-boarding, service delivery, or process improvement initiatives.

Experience using employee and manager feedback, service data, metrics, or other insights to identify pain points, prioritize improvements, and evaluate outcomes.

Demonstrated project and change management skills, including the ability to lead cross-functional initiatives, manage competing priorities, and drive implementation through completion.

Ability to influence and build alignment across teams and levels of an organization, including facilitating decisions and creating shared accountability for experience and service outcomes.

Preferred

• Experience with Human Capital Management Systems (HCM) and other HR technology used to support pre-boarding and employee self-service
• Experience with website content management and knowledge management or employee-facing content strategy.
• Experience managing in an environment with standard work, service level agreements, and key performance indicators (KPI); experience applying these practices to employee and manager pre-boarding is particularly valuable
• Experience designing, implementing, or improving employee and manager pre-boarding in a complex or matrixed organization.
• Experience with service design, journey mapping, process improvement, or similar methods to reduce friction in employee or customer experiences.
• Experience using preboarding or employee experience metrics, dashboards, or service measures to guide continuous improvement.