Onboarding Manager

Who We Are

Founded in 1965, UC Irvine is a member of the prestigious Association of American Universities and is ranked among the nation’s top 10 public universities by U.S. News & World Report. The campus has produced five Nobel laureates and is known for its academic achievement, premier research, innovation and anteater mascot. Led by Chancellor Howard Gillman, UC Irvine has more than 36,000 students and offers 224 degree programs. It’s located in one of the world’s safest and most economically vibrant communities and is Orange County’s second-largest employer, contributing $7 billion annually to the local economy and $8 billion statewide.

To learn more about UC Irvine, visit www.uci.edu.

The UC Irvine Human Resources (HR) enterprise is comprised of three unique business units: Campus, Health, and Health Sciences. HR's vision is to empower people to drive a culture of innovation, learning, and service that enables the success of individuals within the UCI community and those who aspire to join.

https://hr.uci.edu/

Your Role on the Team

Serves as the leader of the onboarding function, providing full strategic and operational oversight across all onboarding programs, processes, and personnel. Accountable for establishing and advancing the function's strategic direction, governance framework, and operational standards, while ensuring that programs evolve in alignment with organizational priorities, workforce trends, and regulatory requirements. Balances direct involvement in day-to-day operations with a forward-looking perspective, continuously identifying and implementing process improvements that streamline workflows, reduce inefficiencies, and elevate the overall quality of onboarding service delivery. Exercises sound professional judgment in reviewing and interpreting changes in federal, state, and organizational policy, and translates those changes into updated procedures and operational standards. Serves as a trusted advisor and key decision-maker on matters that impact the onboarding function, the employee experience, and organizational effectiveness.

The Onboarding team is responsible for delivering a seamless, compliant, and welcoming experience for all new hires and transitioning employees. The team partners closely with HR, hiring departments, legal, and organizational leadership to ensure that onboarding processes are effective, efficient, and aligned with organizational goals, applicable laws, and evolving best practices.

People Leadership & Team Development: Actively supports and develops team members by fostering a continuous learning environment centered on professional growth and capability building. Provides coaching and career development support to empower staff and promote internal advancement. Drives operational excellence by establishing clear performance expectations, measurable goals, and accountability standards. Empowers the team through strategic delegation, stretch assignments, and high-impact projects, providing the necessary resources, mentorship, and leadership to ensure team success and goal attainment.

Manages specific talent acquisition programs as they relate to the onboarding. Receives assignments in the form of objectives and determines how to manage and use professional recruiting staff and resources to meet schedules and goals. Oversees recruitment issues that are diverse in scope. Has interactions with internal and external contacts on issues of significance to the organization. Exercises strong judgment in interpreting and administering recruitment programs.

What It Takes to be Successful

Required:

• Maintains a thorough understanding of the goals of the organization and ways in which this position can support those goals.
• Knowledge of applicable human resources policies and procedures, labor contracts and employment law, including the Americans With Disabilities Act and affirmative action / equal employment opportunity.
• Must be experienced in and support innovative employment practices, workforce planning initiatives, change management, strategic planning and program evaluation.
• Must know organizational human resources policies and programs and budget / fiscal processes.
• Requires leadership and effective management skills.
• Effective written and verbal communication skills.
• Demonstrated knowledge of onboarding processes, compliance requirements, and best practices, including applicable federal and state employment laws and regulations governing new hire procedures such as Form I-9/E-Verify, background screening requirements, and data privacy standards.
• Proven ability to operate effectively at both the strategic and operational levels of an organization, transitioning fluidly between high-level planning and decision-making and hands-on involvement in day-to-day processes and problem resolution.
• Strong client relationship management and service delivery skills, including the ability to handle complex or sensitive escalations with professionalism, manage special or non-standard requests, and maintain productive and positive relationships with a broad range of internal and external stakeholders.
• Demonstrated experience designing and implementing process improvements that reduce operational inefficiencies, standardize procedures, and improve program outcomes and the employee experience.
• Ability to monitor, interpret, and apply changes in law, regulation, and organizational policy as they relate to onboarding operations; skilled at translating compliance requirements into clear, practical guidance for operational teams.
• Strong supervisory, coaching, and team development skills with the ability to set clear performance expectations, provide meaningful feedback, manage accountability, and promote a high-performance, service-oriented team culture.
• Bachelor's degree in related area and / or equivalent experience / training
• Minimum of five (5) years of progressive experience in human resources, employment, or onboarding operations.
• Minimum of two (2) years in a supervisory or management role overseeing onboarding, employment services, or a related HR function.
• Must have demonstrated experience managing a team, driving process improvements, interpreting employment law and policy changes in an operational context, managing stakeholder relationships, and using performance data to assess and improve program outcomes.

Preferred:

• Ability to establish and maintain effective, trust-based relationships with a diverse range of organizational stakeholders, including HR partners, hiring departments, legal and compliance teams, and executive leadership, serving as a collaborative partner and credible subject matter expert.
• Professional HR certification preferred (e.g., SHRM-CP, SHRM-SCP, PHR, or SPHR) and/or certification or demonstrated training in project management or process improvement methodologies (e.g., PMP, Lean Six Sigma
• Experience at a research university or academic medical center.

Special Conditions:

• This position may be required to report at different work sites including Irvine, Orange, and other locations. The incumbent must be able to provide their own means of transportation to/from work locations.

Total Rewards

In addition to the salary range listed below, we offer a wealth of benefits to make working at UCI even more rewarding. These benefits may include medical insurance, sick and vacation time, retirement savings plans, and access to a number of discounts and perks. Please utilize the links listed here to learn more about our compensation practices and benefits.

The expected pay range for this recruitment is $111,300 - $161,200 (Annual).

Conditions of Employment:

The University of California, Irvine (UCI) seeks to provide a safe and healthy environment for the entire UCI community. As part of this commitment, all applicants who accept an offer of employment must comply with the following conditions of employment:

• Background Check and Live Scan
• Employment Misconduct*
• Legal Right to work in the United States
• Vaccination Policies
• Smoking and Tobacco Policy
• Drug Free Environment

*Misconduct Disclosure Requirement: As a condition of employment, the final candidate who accepts a conditional 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; received notice of any allegations or are currently the subject of any administrative or disciplinary proceedings involving misconduct; have left a position after receiving notice of allegations or while under investigation in an administrative or disciplinary proceeding involving misconduct; or have filed an appeal of a finding of misconduct with a previous employer.

The following additional conditions may apply, some of which are dependent upon business unit or job specific requirements.

• California Child Abuse and Neglect Reporting Act
• E-Verify
• Pre-Placement Health Evaluation

Details of each policy may be reviewed by visiting the following page - https://hr.uci.edu/new-hire/conditions-of-employment.php

Closing Statement:

The University of California is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected categories covered by the UC Anti-Discrimination Policy.

We are committed to attracting and retaining a diverse workforce along with honoring unique experiences, perspectives, and identities. Together, our community strives to create and maintain working and learning environments that are inclusive, equitable, and welcoming.

UCI provides reasonable accommodations for applicants with disabilities upon request. For more information, please contact Human Resources at (949) 824-0500 or [email protected].

Consideration for Work Authorization Sponsorship

Must be able to provide proof of work authorization