Senior HR Business Partner - Davis, CA, Job ID 88280

Senior HR Business Partner - Davis, CA, Job ID 88280

University of California Agriculture and Natural Resources

Job Description

The Senior HR Business Partner (HRBP) serves as the primary strategic human resources advisor to assigned regional portfolios, supporting both staff and academic personnel. The role aligns workforce strategy with business priorities and provides consultative expertise in organizational design, workforce planning, employee relations coordination, and talent strategy.

Operating with a high degree of autonomy, the HRBP exercises independent judgment in advising leadership, resolving complex HR matters, and proactively identifying workforce risks. The HRBP ensures that HR practices are aligned with institutional strategy, policy, and compliance requirements.

This role also serves as the central intake and coordination point for complex, strategic HR services within the assigned region, ensuring seamless integration across Talent, Compensation, HR Operations, and Employee & Labor Relations. Employees in this role will be expected to travel occasionally to their regional partner sites.

This position is a career appointment that is 100% fixed. This position is posted as an HR Generalist 4 CX but an HR Generalist 5 may be considered depending on the level of experience of the hired applicant.

The home department is the IMM Office of HR. While this position normally is based in Davis, CA, this position is eligible for hybrid flexible work arrangements for applicants living in the State of California at this time. Please note that hybrid flexible work arrangements are subject to change by the University.

Pay Scale:

HR Generalist 4 CX: $93,200.00/year to $133.700.00/year

HR Generalist 5: $114,300.00/year to $167,600.00/year

Job Posting Close Date: This job is open until filled. The first application review date will be 9/1/2026.

Key Responsibilities:

50%

Strategic HR Partnership & Workforce Planning

• Serve as the primary HR advisor to regional leadership, translating business strategy into workforce strategy
  
  
• Partner with leadership to assess organizational needs, workforce gaps, and operational priorities
  
  
• Lead or facilitate workforce planning, organizational design, and role clarity discussions
  
  
• Support succession planning and organizational effectiveness initiatives
  
  
• Use data and trends to inform recommendations and strategic decision-making
  
  
• Identify workforce-related risks, including compliance, organizational, and employee relations risks
  
  
• Ensure HR practices align with institutional policies, regulations, and contractual obligations
  
  
• Monitor trends and proactively address emerging issues within the region
  
  
• Serve as the integrator of HR services within the assigned region, ensuring alignment across HR functions and leadership priorities
  
  
• Partner with operational and financial stakeholders (e.g., leadership, finance, program leads) to align workforce decisions with resource strategy
  
  
• Promote consistency while adapting HR solutions to regional needs
  
  

25%

HR Intake, Triage & Cross-Functional Accountability

• Serve as the primary intake point ("watcher") for all HR-related requests within the assigned region, including recruitment needs
  
  
• Triage issues and determine appropriate HR functional involvement (Talent, Compensation, HR Operations, ELR)
  
  
• Ensure timely follow-through, coordination, and accountability across HR functions
  
  
• Monitor progress of HR actions and intervene as needed to resolve delays or misalignment
  
  
• Ensure a consistent, high-quality client experience across all HR services
  
  

20%

Classification & Talent Strategy Coordination

• Evaluate and support development of position descriptions and job classifications. Engage with Compensation for titles that are new, not regularly used or at the executive levels.
  
  
• Approve Position Management Forms (PMFs) within delegated authority
  
  
• Partner with Talent Acquisition to align recruitment strategies with workforce needs
  
  
• Recommend search committee composition to support equitable and effective hiring practices
  
  
• Provide input into Recruiters' performance evaluations based on regional partnership, service quality, and outcomes
  
  
• Does not execute recruitment logistics; focuses on strategy, alignment, and oversight
  
  

5%

Employee & Labor Relations Coordination & Advisory

• Partner closely with the Employee & Labor Relations (ELR) team to coordinate handling of employee relations matters
  
  
• Serve as an initial advisor to leadership on emerging workplace concerns, helping to assess when issues may require ELR involvement
  
  
• Provide guidance to managers on appropriate early intervention, communication strategies, and conflict navigation during routine check-ins
  
  
• Support leaders in recognizing potential risks and identifying when to escalate issues to ELR for formal review or intervention
  
  
• Facilitate communication and alignment between leadership and ELR to ensure consistent understanding of issues and next steps
  
  
• Reinforce consistent application of policies and practices by directing leaders to appropriate ELR resources and expertise
  
  
• Monitor trends and recurring concerns within the region and coordinate with ELR to proactively address systemic issues
  
  

Requirements:

• Bachelor's degree in Human Resources, Business Administration, or related field, or equivalent experience.
• 7+ years of progressively responsible HR experience, including strategic advisory work.
• Demonstrated experience advising senior or executive leadership.
• Strong knowledge of employee and labor relations principles and HR practices.
• Experience supporting complex or multi-unit organizations.
• Excellent communication, consultation, and problem-solving skills.
• Skill in listening, negotiating, and adapting communication style to different audiences.
• Experience working cooperatively with individuals representing a wide range of perspectives and functions.

Preferred Skills:

• Experience within a public sector or higher education environment.
• Familiarity with UC policies, including PPSM, APM, and Career Tracks.
• Experience supporting both staff and academic personnel.
• HR certification (e.g., SPHR, SHRM-SCP).

Special Conditions of Employment:

• Must possess valid California Driver's License to drive a County or University vehicle. Ability and means to travel on a flexible schedule as needed, proof of liability damage insurance on vehicle used is required. Reimbursement of job-related travel will be reimbursed according to University policies.
• The University reserves the right to make employment contingent upon successful completion of the background check. This is a designated position requiring a background check and may require fingerprinting due to the nature of the job responsibilities. UC ANR does hire people with conviction histories and reviews information received in the context of the job responsibilities.
• As of January 1, 2014, ANR is a smoke- and tobacco-free environment in which smoking, the use of smokeless tobacco products, and the use of unregulated nicotine products (e-cigarettes), is strictly prohibited.
• As a condition of employment, you will be required to comply with the University of California Policy on Vaccination Programs, as may be amended or revised from time to time. Federal, state, or local public health directives may impose additional requirements.
• Misconduct Disclosure Requirement: As a condition of employment, the final candidate who accepts an 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; or have filed an appeal of a finding of substantiated misconduct with a previous employer.
  
  

1. "Misconduct" means any violation of the policies governing employee conduct at the applicant's previous place of employment, including, but not limited to, violations of policies prohibiting sexual harassment, sexual assault, or other forms of harassment, or discrimination, 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
      
      

To apply, please visit: https://careerspub.universityofcalifornia.edu/psc/ucanr/EMPLOYEE/HRMS/c/HRS_HRAM_FL.HRS_CG_SEARCH_FL.GBL?Page=HRS_APP_JBPST_FL&JobOpeningId=88280&PostingSeq=1&SiteId=17&languageCd=ENG&FOCUS=Applicant









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