Director Of Talent Solutions & Operations – 140433

Filing Deadline: Sat 8/1/2026

UC San Diego values and welcomes people from all backgrounds. If you are interested in being part of our team,
possess the needed licensure and certifications, and feel that you have most of the qualifications and/or transferable skills for a job
opening, we strongly encourage you to apply.

DEPARTMENT OVERVIEW

Human Resources advances a culture of
inclusion and innovation by attracting top talent, building a high-performing workforce, developing skilled leaders, and fostering a vibrant
and engaging climate for the people of UC San Diego. We provide campus employees with the full range of personnel services and participate
in systemwide policy and decision-making. Human Resources includes CHRO Administration, Business and Fiscal Operations, and five functional
domains: Talent Solutions; People Programs and Rewards; HR Strategy and Policy; People Support; and Organization Effectiveness.

DESCRIPTION

The Director of Talent Solutions is a high-impact leadership role responsible for the
strategic and operational overhaul of UCSD’s recruitment ecosystem. This position serves as both the architect of a modern talent
acquisition strategy and a “hands-on” executive recruiter for the university’s most critical roles.

The Director will lead the
transition from a legacy processing model to a proactive, consultative recruiting function. Key priorities include the successful
implementation (including meaningful input on design of and key attributes) of a homegrown Applicant Tracking System (ATS), re-engineering
recruitment workflows, manages the behavioral resistance to those new tools and methods, serving as a peer-coach to the team as UC San Diego
transitions to a more consultative/partnership approach to Talent Acquisition and serving as a high-touch talent advisor to campus
leadership.

QUALIFICATIONS

• Bachelor’s degree in related area and / or equivalent experience / training.
  
• Demonstrated experience (typically 5-7 years min.) in Talent Acquisition, with significant experience in both
  operations/leadership and high-level full-cycle recruiting.
• Must be experienced in and support innovative recruitment and
  employment practices, workforce planning initiatives, change management, strategic planning and program evaluation.
• Must know
  organizational human resources policies and programs and budget / fiscal processes.
• Maintains a thorough understanding of the
  goals of the organization and ways in which this position can support those goals.
• Proven success in leading large-scale
  organizational change or digital transformation (specifically ATS or HRIS implementations).
• Demonstrated ability to influence
  executive-level stakeholders and navigate complex, decentralized organizational structures.
• Position requires highly
  effective written and verbal communication skills.
• Demonstrated competency with and commitment to fostering fairness,
  respect, and inclusion in alignment with the Principles of Community.
• Strong ability to manage multiple high-stakes projects
  (the ATS build, the org change, and executive searches) simultaneously.
• Experience using data to identify recruitment
  bottlenecks and tell a compelling story to leadership.

SPECIAL CONDITIONS

• Job offer is
  contingent upon satisfactory clearance based on Background Check results.
• Occasional evenings and weekends may be required.
  
• This position has been identified as a Mandated Reporter pursuant to the California Child Abuse and Neglect Reporting Act and
  requires immediate reporting of physical abuse, sexual abuse, emotional abuse, or neglect of anyone under the age of 18. It is the
  responsibility of the Mandated Reporter to ensure that they obtain proper training in order to fulfill their reporting responsibilities as
  required by the California Child Abuse and Neglect Reporting Act and University policy, and to complete and submit the required reports to
  the UC San Diego Police Department without delay.

Pay Transparency Act

Annual Full Pay Range: $108,100 –
$204,900 (will be prorated if the appointment percentage is less than 100%)

Hourly Equivalent: $51.77 – $98.13

Factors
in determining the appropriate compensation for a role include experience, skills, knowledge, abilities, education, licensure and
certifications, and other business and organizational needs. The Hiring Pay Scale referenced in the job posting is the budgeted salary or
hourly range that the University reasonably expects to pay for this position. The Annual Full Pay Range may be broader than what the
University anticipates to pay for this position, based on internal equity, budget, and collective bargaining agreements (when applicable).

If employed by the University of California, you will be required
to comply with our Policy on Vaccination Programs, which may be amended or revised from time to time. Federal, state, or local public health
directives may impose additional requirements.

To foster the best possible working and learning environment, UC San Diego strives
to cultivate a rich and diverse environment, inclusive and supportive of all students, faculty, staff and visitors. For more information,
please visit UC San Diego Principles of Community.

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 status under state or federal law.

For
the University of California’s Anti-Discrimination Policy, please visit: https://policy.ucop.edu/doc/1001004/Anti-Discrimination

UC San Diego is a smoke and tobacco free environment. Please visit smokefree.ucsd.edu for more information.

Misconduct Disclosure Requirement: As a condition of employment, the final candidate who accepts an 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; or have filed an appeal of a finding of substantiated misconduct with a previous
employer.

a. “Misconduct” means any violation of the policies governing employee conduct at the applicant’s previous place of
employment, including, but not limited to, violations of policies prohibiting sexual harassment, sexual assault, or other forms of
harassment, or discrimination, as defined by the employer. For reference, below are UC’s policies addressing some forms of misconduct:

• UC Sexual Violence and Sexual Harassment Policy
• UC Anti-Discrimination Policy
• Abusive Conduct in the Workplace

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