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Job Summary
Under general direction of the Endowed Dean of the College of Engineering and with a dotted line report to the Associate Vice President for Human Resources, the Assistant Director of Personnel provides strategic management and oversight of all Human Resources (HR) and Academic Personnel (AP) functions for the College of Engineering. This role oversees human resource functions such as labor and employee relations, support of CENG management and department chairs regarding human resources strategy, performance management, professional development, faculty rank and tenure processes, faculty and staff leave processes, strategy and process for talent acquisition and recruitment, employee onboarding, and position classifications.
This position also provides strategic direction, management and oversight of three key employees within the dean’s office staff, the Personnel Coordinator, the Front Office and Advancement Coordinator, and the CENG Dean’s Office Coordinator (Front Office and Associate Dean Support). The Assistant Director of Personnel has operational responsibility for the Dean’s Office ensuring staff are appropriately trained and work assignments are completed.
In support of the Dean and the college, the Assistant Director of Personnel plays a critical role in partnering with the eleven departments, including at the Maritime campus, and multiple operational units (ex. communications, development, advising) throughout the college to support a broad scope of academic personnel faculty processes and systems to support the college’s strategic mission and operational goals. The incumbent plays a vital role in building strong relationships with key stakeholders in the college, the Academic Affairs division, the university, and the community to understand and address the strategic personnel needs of the college. In collaboration with the Dean, the AVP of Academic Personnel, legal counsel and Department Chairs, the incumbent identifies, addresses, and remedies confidential, sensitive, and highly complex personnel matters providing expertise and recommendations, with a focus on continuous improvement and long-term organizational development.
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Department Summary
Cal Poly’s College of Engineering (CENG) is the largest of Cal Poly’s six colleges in terms of overall major enrollment. CENG is widely recognized as an international leader in engineering education because of its Learn by Doing, hands-on approach, and the college is the anchor of Cal Poly’s overall reputation in the state, nation and world. With 6,800 engineering and computer science students, seventeen undergraduate and ten graduate degree programs, the college is one of the West’s largest engineering colleges. The college employs almost 310 FTE faculty, with the individual faculty number being much higher due to the number of part-time lecturers. The college also employs approximately 60 staff, and hundreds of graduate and student assistants. Employees of the colleges are represented by five different unions, each with a distinct collective bargaining agreement.
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Key Qualifications
- Knowledge of standard Human Resources theories, principles, practices, and techniques.
- Skilled at building partnerships and working collaboratively with others to meet shared objectives.
- Demonstrated skill coordinating several personnel functions and determining the relative importance of each; and demonstrated ability to work with a high level of productivity and accuracy/attention to detail,
- Thorough knowledge of or ability to quickly learn CSU classification standards, collective bargaining contracts, and principles of labor relations, Strong analytical and research skills; ability to gather, evaluate, interpret and consistently apply a wide variety of complex regulations, policies, and procedures and to develop well-reasoned conclusions and recommendations.
- Knowledge of workforce planning, project management, and change management principles.
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Education and Experience
- Bachelor’s degree in human resource management, Business, Higher Education, or a related field and five (5) years of progressively responsible human resources experience. Additional qualifying experience may be substituted for the required education on a year-for-year basis.
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Salary and Benefits
The anticipated hiring range for this role is $100,000 - $120,000. Note that the offer is calculated based on the background and relevant years of experience of the individual selected.
Factors in determining the appropriate compensation for a role include experience, skills, knowledge, abilities, education, licensure and certifications, and other business and organizational needs. The Anticipated Hiring Range referenced in the job posting is the budgeted salary or hourly range that the University reasonably expects to pay for this position. The Classification Range may be broader than what the University anticipates paying for this position, based on internal equity, budget, and collective bargaining agreements (when applicable).
Cal Poly offers a best-in-class benefits program, including health, dental and vision insurance, retirement participation in the Public Employees' Retirement System, and educational benefits for eligible employees. See our benefits website for additional information.
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About Cal Poly
Cal Poly is a nationally ranked public university located in San Luis Obispo, California, and known for its Learn by Doing philosophy. Each year more than 22,000 top-tier students come to San Luis Obispo and Cal Poly Maritime Academy in Solano County to put knowledge into action, taking their learning outside the classroom as they prepare for careers in engineering, agriculture, science, business, humanities, maritime and the built environment. Cal Poly’s hands-on philosophy, small class sizes and close student-faculty mentorships result in graduates ready from day one to impact their communities, California and the world. For more information, visit www.calpoly.edu.
Working Within the California State University System
As part of the California State University, the nation's largest public four-year university system, Cal Poly employees contribute to a broader mission of advancing knowledge, creating opportunity and serving the people of California.
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Equal Opportunity and Excellence in Education and Employment
This position is open and available to all regardless of race, sex, color, ethnicity or national origin. Consistent with California law and federal civil rights laws, Cal Poly provides equal opportunity in education and 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 student and employee has access to the resources and support they need to thrive and succeed in a university environment and in their communities. Cal Poly 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.
Cal Poly is a diverse community of individuals who represent many perspectives, beliefs and identities, committed to fostering an inclusive, respectful, and intellectually vibrant environment. We cultivate a culture of open dialogue, mutual respect, and belonging to support educational excellence and student success. Through academic programs, student organizations and activities, faculty initiatives, and community partnerships, we encourage meaningful engagement with diverse perspectives. As a higher education institution, we are dedicated to advancing knowledge and empowering individuals to reach their full potential by prioritizing inclusive curriculum development, faculty and staff training, student mentorship, and comprehensive support programs. At Cal Poly, excellence is built on merit, talent, diversity, accessibility, and equal opportunity for all.
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Supplemental Information
Satisfactory completion of a background check (including a criminal records check) is required for employment. Cal Poly will make a conditional offer of employment, which may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. Current employees who are offered positions on campus will be required to undergo a background check for any position where a background check is required by law or that Cal Poly has designated as sensitive. Failure to satisfactorily complete the background check may affect the continued employment of a current CSU employee who was conditionally offered the position.
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.
Cal Poly is not a sponsoring agency for staff or management positions. Applicants for staff and management positions must be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment Visa at this time.
This position may be "Designated" under California State University's Conflict of Interest Code. This would require the filing of a Statement of Economic Interest on an annual basis and the completion of training within 6 months of assuming office and every 2 years thereafter.
Education Code 89521 Requirements: Applicants will be required to disclose whether they have received a final administrative decision or final judicial decision determining that they have committed sexual harassment within the last 7 years only after a determination is made that they meet the minimum qualifications for the position, and before an offer of employment is extended. Applicants who reach the final stages of the application process must also sign a release form that authorizes the release of information by the applicant’s current and/or former employers to the CSU concerning any substantiated allegations of misconduct.
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