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University of California, San Francisco
MSP AND PSS JOB DESCRIPTION FORM
(Formerly MAP and A&PS)
APPROVED TITLE EFFECTIVE DATE TITLE CODE GRADE ER CODE
(mm/dd/yyyy)
4/2/2008
NAME DEPARTMENT PRESENT PAYROLL TITLE % OF TIME
Human Director (Interim) 100%
Resources
SUPERVISOR’S NAME & PAYROLL TITLE DEPARTMENT HEAD’S NAME & TITLE
Mike Tyburski, Director of Human Resources, Mike Tyburski, Director of Human
UCSF Resources, UCSF
INSTRUCTIONS
Complete this job description as accurately as possible. The completed questionnaire will be reviewed by
your supervisor and again by Human Resources. An organization chart MUST accompany this job
description form.
SECTION I
1) Summarize the purpose of this position in a brief statement.
Reporting to the Director of Human Resources at UCSF, the incumbent is responsible for directing
and managing the operations and activities of the OP HR department providing HR services to the
1975 employees, managers and senior leaders of the Office of the President. The interim director
will provide strategic leadership and direction for all OP HR functions: employment services;
compensation; benefits; worker’ compensation; employee/labor relations and the employee
assistance program. The interim director will serve as the primary day to day liaison between the
UCSF HR Director and the Associate Vice President for Human Resources at the Office of the
President. Additionally, the interim director will be a primary project lead for the integration of OP
HR services with UCSF HR services.
2) Briefly describe the most important duties you perform in the normal course of your work.
Describe them, in order of their importance, and indicate the average percent of time devoted
to each duty over the course of the year.
% of Total Description of Duties
Work Effort
20% Provide management and direction of the human resources functions at OP HR to
assure that high quality, cost effective services are delivered, and that high levels of
customer service are attained. Participate in the Associate Vice President of Human
Resources regular staff meetings and serve as the day to day liaison between the
Associate Vice President and the UCSF HR Director.
Provide direction and management for all key OP HR functional areas, including
Employment, Compensation, Benefits, Employee and Labor Relations, Disability
20% Management, Workers’ Compensation and the Employee Assistance Program.
Provide direct supervision and performance management to OP HR Managers, HR
professionals, and administrative staff
Provide policy guidance and interpretations and implement cost effective human
15% resources programs and practices to respond to significant organizational changes
anticipated over the next 12-24 months at the Office of the President.
Serve as the designated OP HR Collective Bargaining Representative to the Office of
5% the President on all staff labor relations issues
Provide leadership and direction for the integration of OP HR services with UCSF
15% HR services
20% Provide consultation to the Associate Vice President of Human Resources and
Benefits, OP Sr. Leaders, Managers and Supervisors as needed to resolve complex
organizational and employee relations issues, MSP/PSS Classification appeals, and
other organizational challenges
5% Participate and provide leadership for key, on-going teams and committees including
the I-Group, Workplace Violence Team, and Systemwide CHRO meetings.
3) State the important objectives or end results that your position is required to achieve. Some
overlapping with the statement of duties is permissible, but the emphasis in this question is on
specific end results, as opposed to the general description of the job.
Smooth operation of the OP HR department during the next 12 to 24 months of transition. Effective
resolution of problems anticipated by the significant organizational changes anticipated at the
Office of the President over the next 12 – 24 months. Continued effective delivery of HR services to
OP during the transition. Effective integration of OP HR services with UCSF HR services,
achieving program synergies anticipated by the integration.
SECTION II
Positions are allocated to the PSS and MSP Personnel based on the following allocation factors:
Complexity, Applied Knowledge, Freedom to Act, Resource Management, Scope and Impacting
Others. The questions that follow are designed as accurately as possible to assess these factors.
1) Please give a (n) example(s) of the issue(s) or problem(s) you typically are required to resolve.
This/These example(s) should illustrate the complexity of the problems solved and the difficulty
and originality involved in performing the work. For example, how well are issues defined and
what facts are available to you.
High level Office of the President executives will present complex, urgent problems related to a re-
organization, performance of key leaders, budget challenges, recruitment and retention of key talent
and other problems. The incumbent will need to evaluate the various components of the problems,
and facilitate an effective, coordinated resolution, deploying HR OP resources as appropriate.
Manage a large volume of transaction based processes (e.g. recruitment, classification, training
events) in a manner that meets clients expectations while simultaneously planning longer term
projects and strategies to improve systems that impact these transactions;
Manage conflicting priorities between various client constituencies in a manner that provides the
“greatest good” without alienating key components of the diverse client base;
Create flexibility and improved capacity, in ones self and others, to deal with a wide array of
constantly changing and competing demands for time, resources and attention.
Manage complex and conflicting priorities in Systemwide bargaining processes that maximize the
efficient resolution of labor negotiations in a manner that supports UCOP’s needs;
2) Provide examples of how professional or technical knowledge is required to perform your job
satisfactorily.
This position requires vision and skill to lead the ongoing development and operation of a
successful and innovative human resources organization serving the employees and managers at the
Office of the President. Given the significant transitions that are planned for the next 12 to 24
months, resourceful leadership, sensitivity, creativity and project management skills will be
required.
Experience and education of the incumbent should demonstrate capabilities to master technical and
functional requirements of managing HR functions for a large and complex employer. The
incumbent must be able to effectively manage and meet department and employee expectations
related to HR service delivery; and work successfully in a diverse academic environment.
The position requires substantive and progressively responsible management experience in human
resources, with demonstrated ability to design, implement, and evaluate human resources programs
and services.
Required skills include:
Demonstrated ability to foster partnership and build consensus among a wide variety of
constituents.
Demonstrated ability to organize, communicate and implement plans at all levels from
conception through operation.
Leadership and vision to effect successful change and the ability to motivate and execute.
Demonstrated ability to work in a fluid and ambiguous work environment encompassing a
variety of client needs and constantly changing priorities.
Creativity in decision-making and problem solving and excellent leadership, technical and
administrative skills.
Strong interpersonal skills (both written and oral) and the expertise and ability to negotiate
complex issues through multiple forums.
Original thinking and judgment to develop new concepts, solutions and procedures to reflect
the requirements of law and policy, as well as the functional needs of the Office of the
President divisions/departments
The position requires a BA/BS in Human Resources (MBA preferred) or equivalent, with 10+ years
experience as a human resources professional with a large employer. Experience working in an
academic institution is preferred.
3) Describe the required knowledge of institutional policies, procedures, rules and practices
needed to carry out the responsibilities of your position. Please provide examples.
The incumbent must have a thorough knowledge of, and demonstrated experience in:
Human resources policies, regulations, programs and administration;
At least two functions of Human Resource management: Compensation and
classification methodology, wage, salary and employment administration, employee and
labor relation interactions, and employee program development;
Development and implementation of human resources programs in response to legal
requirements or organizational need and experience; and
Budget development, knowledge of payroll administration, and an understanding of
Federal and State laws governing personnel matters.
Substantial experience effectively managing a large, multi-functional, service driven unit
with a diverse staff providing professional services to a challenging and complex
organization. A substantive combination of the following skill sets is required:
Extensive technical knowledge of the traditional human resources professional
functional areas;
Experience as an effective leader and manager within a large organization and the
ability to effectively apply that experience to the unique culture of UCOP;
Extensive experience managing, coaching and leading a large multi-level, multi-
functional staff;
Specific talent, interest and demonstrated skills in driving client satisfaction.
4) Please describe the type of guidance (instructions, policies, procedures, practices,
precedences, etc.) you typically use to arrive at decisions.
Internal departmental staff.
Campus clientele to determine and assess client needs, communicate and market HR
programs and services and influence the integration of client business practices with
strategic HR initiatives, applicable policy and law.
Departmental leadership to facilitate the development, implementation and
administration of effective HR programs.
Systemwide campus and medical center CHRO’s to lead and coordinate meetings and
summarize and communicate positions.
Systemwide leadership to represent and advocate for the programmatic and policy
interests of UCOP.
5) How and by whom are goals and objectives set for your position?
Goals and Objectives are established by the UCSF Director of Human Resources in consultation
with UCOP and UCSF Leadership, and key stakeholders
6) How are most significant decisions or projects reviewed, for what purpose and by whom?
Decisions and projects are reviewed with the HR management team, the UCSF HR Director, Key
stakeholders and key leaders at UCOP. Client input is especially important to align HR department
strategies and initiatives with the most important UCOP needs.
7) Please give examples of the type of authority vested in your position to commit the organization
to a course of action or policy.
Establish direction, goals and objectives for the HR department managers and staff
consistent with UCOP and UCSF leadership strategy
Interpret policy and advise Sr. Managers and leaders on organizational design,
compensation, staffing, L/ER, benefits, and related matters
Communicate and market HR programs and services and influence the integration of client
business practices with strategic HR initiatives, applicable policy and law.
Facilitate the development, implementation and administration of effective HR programs.
Lead and coordinate meetings and summarize and communicate positions.
Represent and advocate for the programmatic and policy interests of UCOP
Establish priority for collective bargaining as it relates to UCOP staff
8) Describe the supervisory responsibility vested in your position. Include the number and titles of
the positions reporting directly to you, as well as the number and titles of positions reporting
indirectly to you.
Title Number of
Positions
AA III, Interim HR Director’s Immediate Office 1
Manager (MSP I), Employment and Staffing 1
Sr. Analyst, Employment and Staffing 1
Analyst, Employment and Staffing 1
AA III Employment and Staffing 1
AA II Employment and Staffing 1
Manager (MSP III), Employee and Labor Relations and Vocational Rehabilitation 1
Coordinator (MSP I), Employee and Labor Relations and Vocational Rehabilitation 1
Principle Analyst, Employee and Labor Relations and Vocational Rehabilitation 1
Sr. Analyst, Employee and Labor Relations and Vocational Rehabilitation 1
Admin Specialist, Employee and Labor Relations and Vocational Rehabilitation 1
Coordinator (MSP I), EAP .4
Manager (MSP II), Benefits Services and Workers’ Compensation 1
Customer Service Rep II, Benefits Services and Workers’ Compensation 2
AA II, Benefits Services and Workers’ Compensation 1
Health Care Facilitator, Benefits Services and Workers’ Compensation .5
Health Care Facilitator Asst., Benefits Services and Workers’ Compensation .5
Compensation Specialist (MSP II), Compensation 1
Principle Analyst, Compensation 1
Sr. Analyst, Compensation 1
Total FTE 19.4
9) To what degree are you directly responsible for the management of funds? Indicate the variety
of funding sources under your control:
# of Budgets Current Year Amount
Appropriated Funds 2 (HR $2.9 million
Department
and EAP
Contract)
Private Contracts
Private Grants
Government Contracts
Government Grants
Recharge Operations 1 (TOPS) Approx $1.3
million annually
(includes all
TOPS employee
salaries, benefits
and recharge
fees)
Generated Income Funds (e.g.: professional fees, patient
charges, etc.)
Endowments
Zero Budget Operations
Other Sources
10) Do you have responsibilities for equipment, facilities, space and/or materials in your position?
If you have, please describe.
No
11) Please list examples of planning and policy-making activities for which you are directly
responsible.
The incumbent will be responsible for planning and policy for the following areas:
Strategic planning incorporating the long term goals and needs of the UCOP staff, managers
and leaders.
Collective Bargaining priorities
Resolution of complex, precedent setting employee and labor relation matters
HR program development and policy interpretation,
Compensation practices and decisions,
Benefits programs
12) What are the likely consequences of an error resulting from actions or decisions that impact
staff, financial resources, equipment, good will or facilities? Consider only those errors that
have a high probability of occurring.
Failure to achieve smooth functioning of the Human Resources department at UCOP during
the next 12-24 months of significant anticipated change
Failure to achieve a successful integration with HR Services at UCOP and UCSF
Failure to achieve OP goals of increased efficiency
Decreased morale
Decreased customer satisfaction from key clients and stakeholders
Increases in employment litigation
Decrease in employee retention
13) What are the key controls in your position that give you an indication or a warning signal when
things are going wrong?
Key client and stakeholder input
HR Employee Satisfaction
UCOP Employee Opinion Survey results
Key HR metrics
Feedback from the HR department managers and staff
Customer satisfaction
14) What contacts outside your department are required either personally, by correspondence, or
by telephone?
Organization Contacted Purpose How Often?
OP Senior Leadership Advice 2-3 times per week
Managers & Dept. Heads Advice Daily
Associate VP – HR/B Advice and consultation Weekly
Employees Information 2-3 times per month
HR Advisory Group Information and consultation 2-3 times per month
OP HR/B leadership Information and consultation Weekly
CERTIFICATE OF EMPLOYEE: I certify that the aforementioned information is correct and
complete, and describes my job, as I understand it.
______________________________________ ___________________________
Employee Signature Date
TO BE COMPLETED BY THE SUPERVISOR OF THE POSITION
1) Briefly state the reason for this position in your organization?
2) Please describe how the work of this position is reviewed.
3) What special training and/or experience would be required of an applicant for this position?
4) ADDITIONAL COMMENTS: If there are other pertinent facts which you feel are not covered by
this questionnaire, please list them and cite specific examples.
CERTIFICATE OF SUPERVISOR OR DEPARTMENT HEAD: I have reviewed this description and
certify as to its accuracy, with any exceptions noted.
__________________________________________ _______________________
Signature of Supervisor Date
__________________________________________ _______________________
Signature of Department Head Date
