Director, Campus Human Resources
Human Resources
Job # 562846
Close Date: November 6, 2026
(Internal Only)
At Cal Poly Humboldt, bold hearts and open minds shape the future.
Founded in 1913, Cal Poly Humboldt began as a small college for teachers. Today Humboldt has grown into a comprehensive university with rigorous science and liberal arts programs. Designated a polytechnic in 2022, Cal Poly Humboldt provides hands-on, impactful educational opportunities that lead to meaningful, measurable outcomes for the individual, for the state, and the world.
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(Job #562846) Administrator II, Director, Campus Human Resources, CSU Classification Salary Range: $5,053-$16,221 per month, Anticipated Hiring Range: $10,500-$11,550 per month. Final salary placement is commensurate with experience, internal equity, and budget considerations. This is a full-time, benefited, exempt, 12-month pay plan, at-will position in the Human Resources Department. This position is an Administrator II in the California State University Management Personnel Plan (MPP). Under this plan, incumbents are subject to normal management reviews and serve at the pleasure of the University President. Additional information can be found at: http://www.calstate.edu/HRAdm/policies/mpp.shtml. This position comes with a premium benefits package that includes outstanding vacation, medical, dental, and vision plans, life insurance, voluntary pre-tax health and dependent care reimbursement accounts, a fee waiver education program, membership in the California Public Employees Retirement System (PERS), and 15 paid holidays per year. Additional benefits information can be found at https://www.humboldt.edu/hr/employee-benefits.
Please note that this is an internal recruitment open only to active, stateside, Cal Poly Humboldt Employees.
Position Summary:
The Director, Campus Human Resources plays a strategic and critical role in fostering a positive working environment at the University. Under the administrative direction of the AVP of Human Resources, the Director is responsible for employee relations in promoting resolution of workplace conflicts, processing grievances, and investigating and addressing possible performance and employee conduct issues. The Director ensures compliance with collective bargaining agreements, relevant labor laws, and systemwide and campus policies, while providing expert guidance on a full range of complex personnel matters.
The Director leads the development, implementation, and administration of compensation and classification programs, policies, and procedures for all employees including staff, student employees, and administrators. The director builds and leads a team of HR professionals who serve as trusted advisors to the campus community, ensuring alignment with institutional goals and creating an equitable, inclusive workplace environment.
Key Responsibilities:
Employee & Labor Relations (45%)
• Serves as a university representative in labor relations matters, ensuring collaborative relationships while upholding CBA provisions and university policies.
• Guides administrators on CBA responsibilities and advises managers on performance management, organizational changes, and appropriate disciplinary actions.
• Facilitates effective communication with union representatives, leads Labor Management Committee meetings, and resolves disputes using mediation strategies.
• Oversees staff grievance processes, leads investigations into workplace concerns, and coordinates with legal counsel on employment matters.
• Prepares detailed reports on investigations and disciplinary actions while staying current with relevant laws and regulations.
• Provides guidance and mentorship to the ELR/ EE Engagement Champion. Establishes clear expectations, workflows, and priorities.
Compensation & Classification (35%)
• Implements the university’s compensation and classification systems and is a strategic partner with university leadership to support their success in attracting and retaining diverse talent.
• Oversees compensation and classification functions, including survey participation, job evaluation and classification, salary structure development, salary market and equity studies and implementation, incentive plan design, pay program administration, and other associated initiatives.
• Recommends structures and strategies for pay and job evaluation programs that ensure base pay, incentive pay, and other pay programs remain competitive and conform to current CSU policies, collective bargaining agreements, and California and Federal compensation laws and strategies.
• Designs and audits data collection and analysis processes for job and pay alignment with market, pay equity, and conducts other compensation, classification, and job studies.
Front Office Operations (10%)
• Oversees both the Human Resources Office Coordinator and front office operations, serving as the strategic leader for administrative functions and personnel management.
• Provides guidance and mentorship to the HR Office Coordinator, HR Representative and student assistants. Establishes clear expectations, workflows, and priorities. Supports the coordinator in addressing complex employee situations and developing administrative systems.
• Ensures professional and efficient front office operations, including compliance with employment laws, hiring procedures, and document retention regulations while fostering a positive workplace culture.
• Identify opportunities for process improvement and innovation in administrative functions.
Independent Contractor Review (5%)
• Review IC requests submitted by staff, faculty and Sponsored Programs Foundation Auxiliary and provide a timely eligibility response. Collaborate with Procurement and Accounts Payable regarding ongoing compliance with AB5 and CO regulations.
• Provide alternate options of employment for denied requests.
Other Duties as Assigned (5%)
Knowledge, Skills, and Abilities Associated with this Position Include:
• Considerable knowledge of policies and practices involved in personnel/human resources functions and demonstrated experience in the practical application of those practices in a complex organization.
• Ability to design and implement programs and policies to cultivate a strong customer service culture in the HR function.
• Ability to develop HR practices and implement CSU and university policies that are consistent and fair to community members of all backgrounds.
• Ability to identify process improvements, technologies, and resources to improve HR systems, forms, communications, and create efficiencies.
• Demonstrated technical literacy with standard office computers and software, including proficiency with Word, Excel, PowerPoint, electronic mail, electronic scheduling; web publishing and Internet communication software; PeopleSoft.
• Demonstrated analytical and critical thinking skills to conduct analysis and develop data-based recommendations.
• Strong customer service and interpersonal skills to Interface professionally with a wide range of customers (managers, employees, union representatives, and other HR professionals) to communicate facts, technical and complex Information, conclusions, and recommendations, and to collaborate on projects and programs.
• Demonstrated expertise in compensation program design and administration, including the creation of policies, guidelines, and standard operating procedures.
• Working knowledge of job description development and categorization methods, including classification systems.
• Thorough working knowledge of federal, state, and local laws, regulations, and compliance requirements related to employee compensation.
• Working knowledge of salary structures and systems including traditional, broadband, and market-based solutions.
• Demonstrated expertise in conducting data analytics and modeling using Excel and other analytics tools.
• Considerable knowledge of policies and practices involved in personnel/human resources functions and demonstrated experience in the practical application of those practices in a complex organization.
• Ability to communicate information clearly and succinctly both verbally and in writing (basic foundation of English grammar, spelling and punctuation).
• Effective conflict resolution, facilitation and consultation skills are required along with skill in fact finding, analysis, problem-solving and consulting to identify problems and recommend solutions.
• Ability to exercise considerable judgment and discretion in establishing and maintaining good working relationships across the University.
• Knowledge of CA law pertaining to Independent Contractors.
• General knowledge of employment law and other areas of HR.
Minimum Qualifications:
1. Bachelor’s degree in a related field such as Human Resources, Business Administration, or a related field.
2. Minimum of 3-5 years of progressively responsible experience in human resources management or directly related field and 2 years of supervisory or lead experience in a related field.
3. Education may be substituted by directly related Human Resources experience on a year for year basis.
Preferred Qualifications:
1. Knowledge of and experience with CSU collective bargaining agreements, policies, procedures, and practices.
2. Experience conducting salary analysis, equity reviews, and compensation reporting is preferred. Knowledge of the CSU Classification process is preferred, along with a working knowledge of CSU classification procedures. Experience with contributing to large compensation projects is desired.
Application Procedure: To apply, qualified candidates must electronically submit the following materials by clicking the Apply Now button:
- Letter of Interest
- Resume or Curriculum Vitae
- Contact information for at least three supervisor references
Application Deadline: The deadline to submit application materials is 11:55 p.m. on Friday, November 6, 2026.
Any inquiries about this recruitment can be directed to careers@humboldt.edu or Cal Poly Humboldt’s Human Resources Office at (707) 826-3626.
We acknowledge that Cal Poly Humboldt is located on the unceded lands of the Wiyot people, where they have resided from time immemorial. We encourage all to gain a deeper understanding of their history and thriving culture. As an expression of our gratitude, we are genuinely committed to developing trusting, reciprocal, and long-lasting partnerships with the Wiyot people as well as all of our neighboring tribes. Cal Poly Humboldt was the first campus in the California State University system to offer a stand-alone major in Native American Studies.
Cal Poly Humboldt is committed to enriching its educational environment and its culture through the diversity of its staff, faculty, and administration. Persons with interest and experience in helping organizations set and achieve goals relative to diversity and inclusion are especially encouraged to apply.
Working in the state of California is a condition of employment for this position. Even if part or all of an employee's assignment can be performed remotely, the employee must maintain a permanent residence in the state of California. The employee must be able to accept on-campus work assignment, as assigned, and come to campus when needed.
CSU strongly recommends that all individuals who access any in-person program or activity (on- or off-campus) operated or controlled by the University follow COVID-19 vaccine recommendations adopted by the U.S Centers for Disease Control and Prevention (CDC) and the California Department of Public Health (CDPH) applicable to their age, medical condition, and other relevant indications and comply with other safety measure established by each campus. The systemwide policy can be found at CSU Vaccination Policy and any questions you have may be submitted to hr@humboldt.edu.
Cal Poly Humboldt hires only individuals lawfully authorized to work in the United States. This position may be considered a “Campus Security Authority”, pursuant to the Clery Act, and is required to comply with the requirements set forth in CSU Executive Order 1107 a condition of employment.
CAL POLY HUMBOLDT IS NOT A SPONSORING AGENCY FOR STAFF OR MANAGEMENT POSITIONS (e.g. H1-B VISAS)
Evidence of required degree(s), certification(s), or license(s) is required prior to the appointment date. Satisfactory completion of a background check (including a criminal records check, employment verification, and education verification) is required for employment. Cal Poly Humboldt will issue a contingent offer of employment to the selected candidate, which may be rescinded if the background check reveals disqualifying information, and/or if it is discovered that the candidate knowingly withheld or falsified information. Certain positions may also require a credit check, motor vehicle report, and/or fingerprinting through Live Scan service. Failure to satisfactorily complete or adverse findings from a background check may affect the employment status of candidates or continued employment of current CSU employees who are being considered for the position.
This position is a “designated position” in the California State University’s Conflict of Interest Code. The successful candidate accepting this position is required to file Conflict of Interest forms subject to the regulations of the Fair Political Practices Commission.” In reference to the full disclosure letter, please refer to HR 2010-08.
All university programs and activities are open and available to all regardless of race, sex, color, ethnicity or national origin. Consistent with California law and federal civil rights laws, the Cal Poly Humboldt 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 Humboldt 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 Humboldt 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 Humboldt, excellence is built on merit, talent, diversity, accessibility, and equal opportunity for all.
Mandated Reporting: This position may be 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.
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.
Additionally, all CSU staff and faculty receive training annually on their obligations in responding to and reporting incidents of sexual harassment and sexual violence. You will be notified by email when you are required to take this mandated training.
Class Code: 3312
Publication Date: 10/07/2026