Posting Salary: Salary commensurate with experience.
Position Summary: This contract position has two primary functions as follows:
1. The consultant develops and manages the execution of a diversity, equity, and inclusion (DEI) strategy for UCOP that aligns with the organization's values and mission. Establishes and fosters relationships with internal partners and external organizations to develop, advocate, and implement DEI and engagement strategies and deliverables. Responsible for the evaluation of current organizational diversity programs and employment engagement initiatives and metrics. Responsible for representing UCOP's diversity and inclusion efforts extending into the UC community. Consults with appropriate leaders, committees and analysts to better understand root causes of organizational challenges with sustaining a diverse, equitable and inclusive culture. Recommends and facilitates improvements. This function is approximately 50% of the job duties.
2. The position leads the existing Culture, Engagement, and Diversity activities including chairing and leading the UCOP Employee Engagement and Diversity Group (EEDG) in the continued development, execution, and support of UCOP programs related to culture. Programs include UCOP employee engagement, climate, recognition programs, diversity initiatives, and other programs that drive a high-performing culture with engaged employees. The EEDG often acts as in incubator for new culture-related initiatives and programs and works with the appropriate departments (such as HR) to ensure long-term support for these initiatives and programs. This position works closely with UCOP Operations leadership team, UCOP Human Resources, the UCOP Change Management Workgroup, UCOP Learning & Development, UCOP Staff Assembly, and other key stakeholders and workgroups in development and execution to support adoption of strategies, establish and/or monitor key culture metrics and trends, and to identify, share, and implement best practices. In addition, this position will participate in or lead the analysis of the UCOP employee engagement survey and will lead the EEDG in developing strategies to respond to the survey results. The impact of the role will be UCOP-wide. This function is approximately 50% of the job duties.
Overall, the position independently uses and applies proficiency in diversity, inclusion, and engagement. Leverages experience in organizational development, effectiveness, and strategic planning on projects that involve multiple diverse stakeholders. Uses advanced organizational development concepts to resolve complex organizational development, design and effectiveness issues. Regularly works on highly complex issues of strategic engagements where analysis of circumstances and information requires an in-depth evaluation of factors. Exercises judgment in selecting methods, techniques and evaluation criteria for obtaining results. Works comfortably with all levels in the organization, is politically astute, highly organized, and focused on leading work to completion.
Special Conditions of Employment:
Other Special Conditions of Employment: Successful completion of a background check is required for this critical position.
Job Close Date:
Duty 1: Organization Consultant for development of UCOP Diversity, Inclusion, and Employee Engagement Strategy responsibilities include: managing and coordinating the efforts of working groups, including developing work plans, contributing to the development of vision and strategy, acting as project manager to ensure that work is delivered on schedule and is moving forward at the expected pace. Other duties include: conducting assessments / measurements; creating gap analyses; facilitating, participating in, and supporting discussions with UCOP senior leadership and other stakeholders in development of the vision and strategy, and participating in the development of quick-win and longer-term strategies and plans to improve diversity, inclusion, and engagement objectives, culture, and climate. Function:Function 1 Percent: 45
Duty 2: Leads existing Culture, Engagement, and Diversity efforts. Chairs Employee Engagement and Diversity Workgroup (EEDG) and leads development of UCOP-wide culture-related strategies and programs working with EEDG, UCOP Staff Assembly, Climate Council, Learning & Development, UCOP HR and other key stakeholders. Success will be demonstrated by the development and implementation of actionable plans to address key issues in employee engagement, climate, recognition, and diversity. The position oversees the affinity groups (staff organizations) and serves as the liaison between these groups for UCOP leadership. While the overall UCOP strategy is in development, the position leads EEDG in on-going efforts and development and implementation of quick-win programs that promote and sustain diversity, inclusion, and equity throughout the organization. Develops and manages events and programs to build an organization where staff feel supported, engaged, and recognized. Requires significant ability to lead by influence across all divisions and obtain buy-in from leaders and across the organization to drive change. Success will be measured by adoption of programs and improvements in culture-related measurements. Function:Function 2 Percent: 45
Duty 3: As part of developing culture programs, develops and implements change management and communications strategies and plans using best-practice methodologies. Works closely with stakeholders in this area. Success determined by effectiveness of communication and change management. Guides and advises UCOP Operations team and other teams in UCOP in participation in the work described in the custom scope for this role. Leads cross-functional teams to solve complex organizational issues. Provides collaborative leadership and consultation, strategic planning, design and facilitation, and project management on multi-faceted problems to achieve strategically aligned solutions. Function:Function 3 Percent: 10
Job Requirements Bachelor's degree in related area and/or equivalent experience/training.
Minimum of 5-7 years of relevant experience in a similar role. Demonstrated history of successfully improving employee engagement, organizational climate, diversity, and inclusion programs across diverse groups and levels and advancing diversity, inclusion, and engagement programs that address the needs and concerns of the entire organization.
Ability to focus on priorities, strategies, and vision. Possesses strong consulting, relationship building, and strategic thinking skills. Knowledge of the consulting process to effectively lead engagements from inception to conclusion.
Ability to inspire and drive change through influence and clear communication of vision and strategy. Ability to coach, facilitate and influence people at all levels. Demonstrates skill consulting to managers and groups at all levels. Ability to persuade through both logic and appeal to positive motivations.
Knowledge of the organizational development and effectiveness field, theories, models to assess, design and implement customized, strategic organization interventions. Sound judgment, ability to draw unbiased conclusions.
Demonstrates strong analytical, problem-solving, project planning and implementation skills. Demonstrates ability to learn quickly, reason, synthesize and generalize based on information obtained.
Experience with development, implementation, and analysis of engagement and climate surveys.
Identifies opportunities for continuous improvement, based on feedback, staff engagement surveys, trend analysis, etc.
Applies strong verbal, written communication and presentation skills. Required
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