Director of Human Resources - UC Davis

Another Source • Davis, CA

5h • $150,000 - $175,000

About The Position

Another Source’s client, University of California, Davis , is recruiting a Director of Human Resources to join their Continuing and Professional Education team. Here’s a little about UC Davis Continuing and Professional Education: UC Davis Continuing and Professional Education (CPE) is the lifelong learning arm of the university. The division maintains the most diverse program portfolio on campus, offering pre-college programs, professional continuing education, workforce development, international academic and cultural exchange, and training services for corporate and agency partners. As a global leader in continuing education, CPE serves learners regionally, nationally, and internationally, posting more than 55,000 enrollments annually and ranking as the third-largest UC Extension by enrollment.

The Director of Human Resources is a senior leadership role responsible for the overall direction, effectiveness, and integrity of all academic and staff human resources functions within UC Davis Continuing and Professional Education (CPE). Reporting directly to the Dean, this role serves as the chief HR advisor for the division and provides hands-on leadership to the CPE HR team, which currently supports approximately 160 staff and 850 contract instructors. This position is intentionally designed with a strong supervisory and people-leadership focus, overseeing a team of five HR professionals , and is paired with a clear mandate to modernize HR through innovation, technology, and proactive partnership. The Director will lead CPE HR’s evolution from a reactive, issue-driven function to a solutions-oriented, prevention-focused operation that improves efficiency, communication, talent outcomes, and overall organizational health. The anticipated yearly salary range for this position is: $150,000- 175,000. Relocation support available.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of education and experience.
• Ten (10) or more years of progressive leadership experience, including management responsibility in complex organizations.
• Broad management experience across human resources, business operations, and communications functions.
• Experience interpreting and implementing staff and academic HR policies, practices, and procedures in a university or similarly complex institutional environment.
• Demonstrated knowledge of and experience applying state and federal employment laws and regulations.
• Proven supervisory and team leadership experience, including recruitment, performance management, conflict resolution, and staff development.
• Experience leading organizational change initiatives, including the implementation of new regulations, business processes, and/or systems.
• Strong strategic planning, analytical, and program evaluation skills.
• Excellent leadership, interpersonal, and communication skills, including the ability to present complex or sensitive information to diverse audiences and work effectively with individuals from diverse backgrounds while maintaining confidentiality.
• Proficiency with Microsoft Office and related productivity tools, and strong project management skills to lead complex initiatives from concept through implementation.

Nice To Haves

• Master’s degree in Human Resources, Business Administration, Organizational Leadership, or a related field, or equivalent advanced experience.
• Experience with UC academic and staff policies, personnel systems, and shared governance or collective bargaining environments.
• Senior-level management experience with demonstrated ability to analyze complex information, assess enterprise-wide implications, and provide clear, strategic recommendations to leadership.
• Experience leading business process improvement, organizational change, and information systems implementations in a high-growth or technology-enabled environment.
• Familiarity with performance management frameworks, including Objectives and Key Results (OKRs).

Responsibilities

• HR Team Leadership & Supervision (50%) Provide direct supervision, coaching, and performance management for the CPE HR team.
• Establish clear expectations, service standards, workflows, and accountability across HR functions.
• Build a collaborative, professional, and psychologically safe team culture grounded in a solutions-oriented mindset.
• Redesign team workflows and roles to reduce reactivity and increase proactive planning and prevention.
• Address and resolve internal conflicts, role ambiguity, and workflow inefficiencies.
• Ensure HR staff are equipped with the tools, training, and information needed to effectively support managers, employees, and candidates.
• Lead recruitment, onboarding, and development of HR staff to ensure long-term capacity, resilience, and adaptability.
• HR Operations, Technology & Employee Experience (25%) Oversee all academic and staff HR operations, including recruitment, classification, compensation, employee relations, labor relations, performance management, and separations.
• Leverage HR technology and systems to improve efficiency, transparency, documentation, and communication.
• Implement standardized tools, templates, dashboards, and communication protocols to reduce errors and bottlenecks.
• Improve candidate experience through clearer processes, stronger interviewer preparation, and consistent communication.
• Strengthen talent acquisition outcomes by streamlining hiring processes, expanding pipelines, and using data to inform recruitment strategies.
• Partner with managers to improve onboarding, development, and retention outcomes.
• Strategic HR Leadership, Innovation & Organizational Development (15%) Serve as a strategic partner to the Dean and divisional leadership on workforce strategy, organizational design, and people-related risk.
• Proactively identify patterns, pressure points, and recurring issues contributing to HR emergencies or employee dissatisfaction.
• Design and implement preventive strategies, training, and tools to reduce avoidable HR crises.
• Lead HR innovation efforts, including process automation, technology adoption, and improved data practices.
• Champion a culture of continuous improvement and adaptability across CPE.
• Policy, Compliance, Measurement & Academic Personnel (10%) Provide expert interpretation and application of UC academic and staff personnel policies, emphasizing practical, enabling solutions.
• Ensure compliance with UC, state, and federal employment regulations.
• Develop and maintain metrics and dashboards tracking HR performance, service delivery, hiring timelines, turnover, and employee relations trends.
• Use data to assess effectiveness, identify gaps, and communicate progress to leadership.
• Serve as CPE’s primary HR liaison with Campus HR, Academic Affairs, Labor Relations, and Legal, fostering proactive partnership rather than reactive escalation.

Benefits

• UC Davis received the 2017 World at Work Seal of Distinction, marking the fifth year the university has been honored for our range of employee benefits, including extras and work-life initiatives that go beyond salary to create a positive work environment.

What This Job Offers

• Job Type: Full-time
• Career Level: Director
• Number of Employees: 11-50 employees