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Department of Medicine: Allergy and Infectious Diseases has an outstanding opportunity for Staff Human Resources Manager. The purpose of this position will provide HR manager functions for a large, complex division with staff, fellows, and students within the University of Washington’s Department of Medicine. This role is responsible for acting as a liaison with the Department of Medicine as it relates to staffing and payroll management.
This position will provide leadership and proactive just-in-time guidance and advice for a broad range of HR functions including position development, recruitment, performance management, employment law, onboarding and exiting employees. This position will liaison with the Department of Medicine and collaborate with the department regarding University, School and Department policies and procedures.
The Staff HR Manager will assess, prioritize, and triage various projects and issues.
The Staff HR Manager will independently establish protocols for moving projects forward, communicating and initiating involvement of the appropriate individuals, developing timelines, schedules and agendas, preparing communication and sensitive materials, and keeping the Administrator and Division Head informed of progress on current projects, initiatives, and issues needing immediate attention. The HR Manager works directly with the Administrator to ensure policy compliance in a variety of areas.Furthermore, the HR Manager is involved in the strategic planning for the growth of the Division, working alongside leadership to achieve financial equity, career trajectory, and management support.
Position Complexities: This role supports a complex organization of 125+ faculty and 250+ staff involved with clinical care, research and teaching at five medical centers and 2 affiliate institutions. This position requires excellent skills, knowledge, and experience in human resources policy and process analysis and particular expertise in Division academic operations at multiple sites. This position also requires the ability to handle sensitive and confidential information, and project management skills to accurately assess priorities and respond to competing deadlines in a high-stress environment.
The key to build and grow efficient and effective administrative operations vital to the mission of this division requires managing complex systems that cross geographic and programmatic lines. Keeping abreast of these changes and developing strategic HR planning is essential to the success of the division.
Because of continued growth, the Human Resources Manager must continually refine and develop a Divisional administrative structure that provides the necessary level of support services needed for the Division’s continued success. The Staff Human Resources Manager must critically assess and implement the appropriate policies and procedures for classified staff, professional staff, temporary staff, and other personnel. This requires close interaction and uniformity with the Department and School of Medicine HR efforts.
Position Impact: This position has a direct impact on the integrity and quality of the Division's clinical, academic and research programs. The Division shares the University's predominant missions of teaching, research and patient care. Our mission is to promote excellence in training, scholarship, and clinical care in Allergy and Infectious Diseases. We strive to create an atmosphere that fosters diversity for its intrinsic importance and the benefits that it brings to individuals, institutions, and society. We value and honor diverse experiences and perspectives and strive to create welcoming and respectful learning environments, and promote access, opportunity and justice for all.
This position will not only take great care to ensure that all Division human resource operations are managed in a manner that is reflective of the University of Washington's integrity and sense of responsibility, but will work to set the standard of excellence in this area.
•Advise and strategize with hiring managers regarding staffing options available to fill their need •Oversee and manage staffing recruitments (i.e. temporary and regular professional and classified; grad student and student assistants) •In partnership with hiring managers develop, modify and finalize job descriptions, initiate position requests, oversee recruitment processes and finalize hires •Implement diversity, equity and inclusion (DEI) strategies in divisional staff recruitment •Provide expertise on standard hiring processes (i.e. interviews, candidate reviews, reference checks, and compliance with best practices at UW) •Facilitate new hire onboarding and related processes •Process terminations in the Division •Conduct exit interviews •Actively participate in Division and Departmental process improvement efforts and serve as an expert on HR processes, providing shared services to the Department of Medicine •Develop, implement and maintain division policies and procedures in relation to recruitment, position reviews, onboarding, staff orientation and off-boarding.
Compensation & Position Review Process (25%)
•Provide guidance and knowledge to supervisors on setting compensation for new hires and compensation requests •Analyze and review salary comparisons ensuring internal equity within the division •Oversee and initiate TPI/TSI’s in Workday, work with manager to create justifications, ensure the TPI/TSI’s align with requirements set by UW Compensation •Review and process FTE requests •Manage staff reclassification processes (i.e. reviewing all paperwork; provide edits and guidance of any changes and submission of all documents to DOM HR) •In partnership with managers, initiate and process position reviews (i.e. review old JD and new, ensure job profile/duties are in alignment, provide edits, etc.) •Track position review requests and communicate with DOM HR and UW Compensation office regarding specific inquiries
Employee Relations (20%)
•Advise and council managers on best practices on employee relations •Work with supervisors and staff on resolving employee relations issues •In partnership with managers, create corrective action plans and progressive disciplinary actions when appropriate •Oversee and process layoffs and/or furloughs for the Division for Campus HR review •Serve as Division HR liaison and work closely with the UW HR employment team (employment specialist and human resources consultant) and DOM HR Team on a full spectrum HR issues. Maintain professional relationships with the functional areas of the Campus HR Operations unit, and other staff in units such as the University Attorney General's Office, the Disability Services Office, and University Complaint Investigation and Resolution Office (UCIRO). •Function as the Division's point-of-contact and liaison for HR grievances, investigation, fact-findings and employee conflicts. Meet with managers and employees regarding highly charged situations, and guide them through the resolution processes. Act as mediator in employee disputes that do not require escalation, and judge whether any given situation does require escalation. •Coach and guide managers, supervisors on organizational matters, performance and corrective issues, and equitable practices. Provide guidance on multiple fronts about how best to present difficult information to employees. •Provide situation assessments, policy interpretations and recommendations to management for complaint or conflict resolution and corrective actions. Counsel managers on employee relations matters, and compliance with the university's guidelines.
Leave Management (10%)
•Oversee leave management within Division with respect to UW leave policies and Workday payroll system •Advise employees on leave policies and parameters ensuring compliance •Provide knowledge to employees about consistency of leave interpretation and application within the Division •Coordinate with Central HR leave specialists and the Department of Medicine
Staff Development (10%)
•Direct and manage staff performance evaluation process (i.e. send, receive, review and file docs, etc.) •Ensure performance reviews comply with UW HR and Departmental processes •Oversee appropriate distribution to supervisors in the Division •Guide managers on best practices in conducting performance evaluations •Facilitate and provide resources for employee development options •Devise and implement initiatives to help foster a sense of community and connection with divisional staff (i.e. DEI Committee in AID, division gatherings, etc.) •Evaluate and implement low-cost staff development strategies to enhance staff satisfaction and drive staff growth and retention.
Strategic Planning, Leadership & Special Projects (10%)
•Serve as a delegate for key projects and assignments, working with department leaders, managers and staff to assure stable and efficient business processes. •Recommend and strategize with Division Administrator and Division Head on program structure, funding models and staffing models. Anticipate potential staffing gaps, and plans for temporary coverage during recruitment periods •Partner with the Division Head, Division Administrator, and Associate Administrator in Divisional Strategic Planning related to faculty and staff growth, equity, and retention •Implement projects and activities for Division of Allergy and Infectious Disease that fosters team building, performance management, employee recognition and retention. Engage with employee morale. •Develop and maintain new programming and resources related to supervisor forums, and social opportunities for staff focused on networking, retention, and skills building •Implement and produce training content for all encompassing onboarding and training program within the Division. Continually process improve both staff onboarding and off boarding processes. •Research, strategize and recommend professional development and career growth opportunities for existing staff, and maintain working knowledge of staff career goals •Develop and maintain hiring manager guides, new manager guides and resources for hiring of classified and professional staff, students, Post Docs, etc. •Participate regularly in professional activities to keep abreast of changes and new developments in Human Resources College and University Professional Associations (CUPA- HR) and Society for Human Resource Management (SHRM). •Ensure compliance for all employees in regards with HIPAA, privacy forms, and other compliance.
•Oversee and facilitate all HR operations within the Division (i.e Merit & Promotion, Recruitment, and Performance Evaluations). Primary contact for 375+ faculty and staff on all staff HR issues. •This position provides performance evaluation input and/or provides hiring or corrective action input for all supervisors, including staff and faculty, in the Division of Allergy and Infectious Disease. •Lead and delegate work to Division’s Administrative Specialist and Payroll Coordinator
Bachelor's Degree in Human Resources, Business, or a related field. Equivalent experience can substitute for degree requirement. At least 2 years of experience
Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license/certification/registration.
•Excellent demonstrated oral and written communication skills. •Requires highly developed diplomacy skills and ability to manage confidential information in a professional manner. Requires thorough knowledge of UW employment types and associated HR activity for their life cycle management. Requires demonstrated ability to use UW HR systems including UW Hires, Workday. •Knowledge of clinical credentialing requirements and UW credentialing process.
•Bachelor’s degree in social sciences or HR management. •Previous HR experience preferably in HR Manager role
Application Process: The application process for UW positions may include completion of a variety of online assessments to obtain additional information that will be used in the evaluation process. These assessments may include Work Authorization, Cover Letter and/or others. Any assessments that you need to complete will appear on your screen as soon as you select “Apply to this position”. Once you begin an assessment, it must be completed at that time; if you do not complete the assessment you will be prompted to do so the next time you access your “My Jobs” page. If you select to take it later, it will appear on your "My Jobs" page to take when you are ready. Please note that your application will not be reviewed, and you will not be considered for this position until all required assessments have been completed.
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