Type of Appointment: Full Time, Probationary
Job Classification: HR Professional I
Anticipated Hiring Range: $4,799 per month
Work Schedule: Monday - Friday, 8:00 am - 5:00 pm
THE DEPARTMENT:
Talent Acquisition (TA) oversees the full-cycle recruitment process for all state-side staff and management positions. We believe that the success of our campus community depends on attracting qualified talent from different backgrounds and experiences. TA collaborates with hiring departments to employ targeted recruiting strategies that go beyond traditional methods, leveraging a variety of sourcing methods both in the community and nationwide. Talent Acquisition also supports new employee onboarding programs, helping new employees transition smoothly into their roles. The team is committed to building strong talent pipelines and delivering a high-quality experience for both hiring managers and candidates throughout the recruitment process.
DUTIES AND RESPONSIBILITIES:
Compliance & Policy
- Perform recruitment compliance tasks, including but not limited to CSU employee reference checks, Ed Code verifications, Retired Annuitant recruitment reviews, and other pre-hire compliance requirements.
- Review recruitment documentation at the appropriate stage to ensure accurate and audit-ready search files in PageUp and associated HR systems.
- Identify and escalate compliance issues, discrepancies, or policy questions to the appropriate Talent Acquisition Specialist and Talent Acquisition Manager in a timely manner.
- Stay current on relevant CSU policy, collective bargaining agreement requirements, and applicable employment law as they relate to recruitment compliance.
Executive Search – Administrative Support
- When a dedicated administrative support is not assigned, serve an administrative support role for MPP III and MPP IV recruitments.
- Responsibilities include coordinating search committee logistics, managing candidate communications and scheduling, preparing and distributing interview materials, collecting evaluation documentation, and supporting all search phases through close.
- Identify and maintain resources and training materials for other administrative support staff assigned to executive searches, including process guides, checklists, and tools aligned with CPP's executive search model
- Provide guidance and on-the-job support to administrative supports on best practices for executive search coordination, compliance, and search committee protocols.
Recruitment Operations
- Oversee full-cycle recruitment efforts for routine and entry-level recruitments, from posting to onboarding.
- Support the TA team with job postings, outreach, application screening, and phone interviews on an as-needed basis.
- Represent CPP at outreach and recruitment events as needed, including job fairs and community or campus recruitment activities.
- Serve as a backup to Talent Acquisition Specialists during periods of high volume or staff absence
- Partner with the TA Specialist leading the executive search to ensure administrative tasks are completed accurately and on schedule throughout the recruitment lifecycle.
Onboarding Support
- Support the logistics and coordination of New Hire Orientation (NHO) and New Employee Welcome (NEW) events, including: Room setup and teardown for both NHO and NEW sessions.
- Printing, organizing, and managing inventory of onboarding materials; identify and communicate supply needs and purchases to the talent acquisition manager.
- Coordinating catering orders and shuttle services for applicable events.
- Managing Microsoft Teams chats for new hire cohorts; serving as a point of contact for logistical questions prior to and after orientation.
- Picking up and distributing new hire gift bags.
- Presenting designated slides or content segments during orientation sessions.
- Communicating with internal stakeholders to coordinate event logistics and resolve day-of issues.
- Complete Official Personnel File (OPF) creation and indexing in OnBase, including application materials and offer letter documentation.
- Finalize job descriptions for posting in coordination with the TA Specialist, ensuring alignment with classification standards and approved position details.
- Maintain and update the Cashiers Spreadsheet and other tracking tools related to onboarding processing.
Special Projects
- Support special recruitment projects, reporting, and ad-hoc initiatives as assigned by talent acquisition leadership.
- Support continuous improvement efforts by identifying inefficiencies, and recommending process enhancements to identify bottlenecks, compliance risks, or candidate experience gaps.
QUALIFICATIONS:
- Equivalent to a bachelor’s degree in a related field. Relevant education and/or experience which demonstrates acquired and successfully applied knowledge and abilities shown above may be substituted for the required education on a year-for-year basis.
- General knowledge of human resources, benefits administration, recruitment, and/or another human resources discipline.
- Skill in following guidelines and providing input and feedback as required and applicable to regulatory compliance.
- Strong attention to detail and accuracy
- Strong communication and interpersonal skills to effectively present information in a diverse environment.
- Ability to work independently and as part of a team and build relationships with diverse stakeholders.
- Ability to maintain confidentiality and appropriately handle sensitive information.
- Flexibility to adapt to changing priorities and deadlines.
- Organizational skills to plan, organize, and prioritize work.
- Analytical skills to collect, analyze, and summarize human resources data and metrics.
- Computer skills to appropriately use technology and relevant software packages as required.
PREFERRED QUALIFICATIONS:
- Prior experience in a high-volume environment where accuracy and deadline management were critical.
- Experience in human resources, recruiting, or talent acquisition support, such as coordinating interview logistics, managing requisitions or applicant tracking systems, or supporting onboarding processes.
- Experience identifying and implementing improvements to existing administrative processes or workflows to increase efficiency or accuracy
- Experience maintaining organized, audit-ready documentation and records in a compliance-driven environment, with strong attention to detail and follow-through
- Excellent communication and presentation skills
Out of State Work
The California State University (CSU) system is a network of twenty-three public universities providing access to a quality education through the support of California taxpayers. Part of CSU’s mission is to prepare educated, responsible individuals to contribute to California’s schools, economy, culture, and future. As an agency of the State of California, the CSU’s business operations almost exclusively reside within California. The CSU Out-of-State Employment Policy prohibits hiring employees to perform CSU-related work outside California. For more information, go to the California State University Out-of-State Employment Policy.
Background Check
Cal Poly Pomona will make a conditional offer of employment to final job candidates, pending the satisfactory completion of a background check (including a criminal records check). The conditional offer of employment may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. In determining the suitability of the candidate for the position, Cal Poly Pomona will give an individualized assessment to any information that the applicant submits for consideration regarding the criminal conviction history such as the nature, gravity and recency of the conviction, the candidate’s conduct, performance or rehabilitation efforts since the conviction and the nature of the job applied for. For more information, go to the California State University Background Check Policy.
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.
CSU Classification Salary Range
This position is part of the CSUEU bargaining unit 9. The CSU Classification Standards for this position are located on the CSU Classification Standards website. The CSU Salary Schedule is located on the CSU Salary Schedule website. The classification salary range for this position according to the respective skill level is: minimum $4,799 and maximum $6,992 per month. Please refer to the anticipated hiring range for the appropriate salary rate for this particular position.
Employment Eligibility Verification
Cal Poly Pomona hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. For more information, go the I-9 Acceptable Documents website.
University Driving Requirement
Positions that require driving for university business by using a personal or state vehicle must comply with the Authorized University Driver Policy. Driving records are monitored and evaluated by the Risk Management Department. The Risk Management Department evaluates a good driving report based on the following criteria. The driver must: 1. Have a valid California or other State Driver’s license. 2. Have no more than 3 motor vehicle violations or been the cause of 3 accidents in a 12-month period (or any combination of 3 thereof) 3. Not have more than 3 DMV Points, if their license is Class C or, 4. Not have more than 5 DMV Points, if their license is Class A, B, or C with endorsements. For more information, go to the Authorized University Driver Policy.
Child Abuse/Neglect Reporting Act (CANRA)
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. Read more at the California Child Abuse and Neglect Reporting Act policy.
Security & Fire Safety
In compliance with state and federal crime awareness and campus security legislation, including the Jeanne Clery Campus Safety Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), Cal Poly Pomona’s Annual Security Report and Annual Fire Safety Report are available for viewing at Cal Poly Pomona’s Annual Security Report and Cal Poly Pomona’s Annual Fire Safety Report.
Pay Transparency Nondiscrimination
As a federal contractor, Cal Poly Pomona will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. For more information, see the Pay Transparency Nondiscrimination Provision poster.
Reasonable Accommodation
We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact the ADA Coordinator by email at [email protected]. For more information, go to Employment Notices.
Equal Employment Opportunity
Consistent with California law and federal civil rights laws, Cal Poly Pomona provides equal opportunity in 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 employee has access to the resources and support they need to thrive and succeed in a university environment and in their communities. Cal Poly Pomona 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.
As a federal contractor, Cal Poly Pomona complies with the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and requests priority referral of protected veterans for our job openings.
Other Notices
