HR MANAGER
Apply NowCompany: University of Washington
Location: Seattle, WA 98115
Description:
As a UW employee, you have a unique opportunity to change lives on our campuses, in our state and around the world. UW employees offer their boundless energy, creative problem-solving skills and dedication to build stronger minds and a healthier world.
UW faculty and staff also enjoy outstanding benefits, professional growth opportunities and unique resources in an environment noted for diversity, intellectual excitement, artistic pursuits and natural beauty.
The Division of Campus Community Safety unifies front-line public safety units across the University for a holistic approach to campus community safety, innovation in approaches, and clarity in leadership responsibility and accountability. Key units include UW Emergency Management, SafeCampus and the Seattle campus UW Police Department. Division staff work daily in partnership with units across and outside the UW system to both create safer, welcoming campus environments; prepare for potential natural or human-made disasters; and respond appropriately to incidents.
We have an outstanding opportunity for an HR Manager.
Reporting directly to the Vice President for the Division of Campus Community Safety (DCCS), the HR Manager is responsible for proactively providing leadership, consultation, expert advice and project execution regarding employee relations to subunits of the Division, which includes:
- Vice President's Office
- SafeCampus
- Emergency Management
- UW Police Department (Seattle campus)
Areas of leadership, guidance, execution and consultation for the Division include: policy, rule, and law interpretation; recruitment and retention strategies; reasonable accommodation; complaint resolution; leave administration; labor relations; performance management and corrective action; workplace violence, workplace culture and other training. The HR Manager must develop service strategies, processes, and programs that are responsive to, and anticipatory of, the needs of DCCS units.
This position is expected to partner closely and collaboratively with the Executive Office Human Resources (EOHR) Team and/or central UW Human Resources (UWHR) on all issues, cases, and matters related to employee relations, ensuring continuity of service and consistency in best practices and policy guidance. The HR Manager for Employee Relations and Development is responsible for supervising the HR Specialist and providing guidance and resources to ensure that the HR Specialist is meeting the expectations of their position. However, day-to-day HR Operations policy/procedures and Workday HCM guidance will be provided by the EOHR Team.
The HR Manager must demonstrate excellent management and administrative judgement, discretion in handling sensitive HR matters, and skill in analyzing complex human resources issues. As the subunits of the Division may have different goals, business cultures, and other attributes, the HR Manager must also demonstrate flexibility, excellent judgement, and problem-solving skills in providing high quality service to subunits. Because of the relative size of UWPD compared to other DCCS units, a large amount of time and effort is expended with UWPD.
The HR Manager is expected to stay current and informed of all HR policies and procedures and actively integrates and implements them as needed. The duties assigned to this position can be highly sensitive and dynamic and require the incumbent to be flexible, respectful, ethical, supportive, and discrete. The HR Manager must be able to analyze and identify appropriate solutions or next steps to any number of nuanced issues.
The successful candidate must be capable of managing multiple and competing priorities with frequently tight deadlines skillfully, reliably, accurately, and confidentially while demonstrating discretion and independent judgement in all areas of operation. Input and demand come from multiple directions, people, organizations, and activities. Managing this breadth and complexity requires a good working relationship with colleagues, excellent communication and organizational skills, an ability to deal with the unexpected, an acceptance of a certain level of stress, an ability to maintain an optimistic outlook, a capacity for innovation, and a willingness to embrace change and process improvement.
Duties & Responsibilities
Leadership, engagement, and consultation (70%)
Evaluate unit practices and ensure compliance with laws, rules and policies; design, develop, implement, manage HR-related processes, services, and programs that comply with regulatory requirements while meeting or maintaining operational needs.
Develop and drive implementation strategies that maintain continuity of operations and anticipate future needs of DCCS. Advise employees and supervisors regarding institutional procedures.
Working closely with the HR Specialist, engage with DCCS leadership and unit managers to develop and implement recruitment and retention strategies. This includes employee recognition program implementation.
In partnership with central UWHR partners, facilitate complaint resolution process. Provide guidance to the Vice President and other DCCS unit leadership responding to employee complaints. Conduct investigations to resolve allegations and work with parties towards resolution of employee complaints or negotiate settlements and prepare settlement agreements.
Conduct outreach and comprehensive consultative advice on leave administration. Advise clients regarding the provisions of laws and rules governing various types of leave use, including the Family and Medical Leave Act (FMLA).
Ensure that the Division remains in full compliance with labor agreements. Educate and inform leadership and managers regarding the interpretation and application of labor agreements. Assist in responding to and resolving employee grievances. May participate on contract negotiation teams.
Lead performance management and corrective action processes. Launch and maintain proactive and collaborative approach to the annual performance review process. Educate and guide supervisors on preparing for the annual review process, including developing general resource guides as well as offering 1:1 coaching and guidance to unit managers.
Act as liaison to facilitate communication with other functional Human Resources units when specialized knowledge or interpretation is needed. Serve as an expert resource drawing from a broad base of human resources/employment knowledge for day-to-day human resources advice and counsel. Serve as primary contact and principal resource for all departmental employee relations needs.
Complete regular and ad-hoc audits of position and employee data to ensure compliance with UW policies and DCCS best practices, including but not limited to tracking and ensuring completion of required trainings, telework agreements, and other personnel records.
Work closely and collaboratively with the DCCS HR Specialist and the Executive Office Human Resources team on all issues, cases, matters intersecting HR Operations and Employee Relations to ensure comprehensive and seamless support to units.
Communication & Training (20%)
Act as liaison to facilitate communication with other functional Human Resources units when specialized knowledge or interpretation is needed. Serve as an expert resource drawing from a broad base of human resources/employment knowledge for day-to-day human resources advice and counsel. Serve as primary contact and principal resource for all departmental employee relations needs. Handling and coordinating org-wide and managerial communications.
Successfully build professional relationships with and provide consultative services to clients, service team members, functional areas of human resources, and other staff in units such as Disability Services Office, HR Leaves, and Civil Rights Investigation Office (CRIO), Labor Relations, and others.
Develop, source and/or conduct presentations and training programs customized to client needs. Independently develop curriculum; participant materials, presenter's outline, etc. for new course offerings in human resources arena. Continually update course materials.
Maintain and propel workplace culture and bias training and other activities for UWPD and the unique needs of a law enforcement workplace.
In collaboration with the DCCS HR Specialist and Executive Office Human Resources team, explore and disseminate information related to current issues and best practices within the area of HR operations and administration.
Special Projects and Committees (10%)
Independently manage and prioritize special projects as assigned by the Vice President or self-identified and recommend and implement solutions. Research, gather materials and resources, and report on status and progress.
Serve on and/or lead project teams/committees; identifying, coordinating, and facilitating resources; and providing additional support for projects, investigations, and audits.
Represent and advocate for DCCS in external committees and/or working groups.
Drive effective and frequent communication and collaboration among various DCCS project owners and stakeholders; proactively and independently follow up on priorities and issues; acting under delegated authority of the Senior Director, define and execute common goals and processes for optimal efficiency.
Proactively provide regular status reports to the Vice President on projects and issues, highlighting key priorities, identifying possible challenges, and making recommendations or presenting solutions.
Requirements include:
Bachelor's degree
Minimum of four years of increasingly responsible senior human resources experience; or an equivalent combination of education and experience.
Strong analytic and problem-solving skills;
Demonstrated excellent customer service skills;
Excellent interpersonal communication skills and ability to communicate effectively, both verbally and in writing;
High level of attention to detail and accuracy;
Demonstrated high level of professionalism and judgment;
Fundamental awareness of core policies and processes related to human resource operations
Demonstrated experience and ability to interpret complex policies, rules, and laws including: FMLA, ADA, union contracts, Washington Administrative Code.
Demonstrated experience with training design and facilitation with particular focus in elevating skill levels and capacity of supervisors and managers.
Demonstrated ability to:
-Connect genuinely with all levels of an organization.
-Provide consultative client service with diverse groups of people in a team environment
-Model leadership and consultative direction to staff establishing professional partnerships that further the organization's mission.
-Work in a collegial manner within a team setting providing leadership and assistance to staff in developing effective working relationships.
-Provide consultative advice regarding complaint resolution.
-Apply knowledge of good management practices, performance management, employment law, conflict resolution, and general compensation.
-Provide formal informational and training presentations which demonstrate excellent writing and communication skills.
Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license/certification/registration.
Desired:
Experience working in higher education
Experience leading through change
Working Environment:
Option for hybrid in-person/remote work schedule, subject to leadership approval.
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 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.
Committed to attracting and retaining a diverse staff, the University of Washington will honor your experiences, perspectives and unique identity. Together, our community strives to create and maintain working and learning environments that are inclusive, equitable and welcoming.
The University of Washington is an affirmative action and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran or disabled status, or genetic information.
To request disability accommodation in the application process, contact the Disability Services Office at 206-543-6450 or dso@uw.edu.
Applicants considered for this position will be required to disclose if they are the subject of any substantiated findings or current investigations related to sexual misconduct at their current employment and past employment. Disclosure is required under Washington state law.
UW faculty and staff also enjoy outstanding benefits, professional growth opportunities and unique resources in an environment noted for diversity, intellectual excitement, artistic pursuits and natural beauty.
The Division of Campus Community Safety unifies front-line public safety units across the University for a holistic approach to campus community safety, innovation in approaches, and clarity in leadership responsibility and accountability. Key units include UW Emergency Management, SafeCampus and the Seattle campus UW Police Department. Division staff work daily in partnership with units across and outside the UW system to both create safer, welcoming campus environments; prepare for potential natural or human-made disasters; and respond appropriately to incidents.
We have an outstanding opportunity for an HR Manager.
Reporting directly to the Vice President for the Division of Campus Community Safety (DCCS), the HR Manager is responsible for proactively providing leadership, consultation, expert advice and project execution regarding employee relations to subunits of the Division, which includes:
- Vice President's Office
- SafeCampus
- Emergency Management
- UW Police Department (Seattle campus)
Areas of leadership, guidance, execution and consultation for the Division include: policy, rule, and law interpretation; recruitment and retention strategies; reasonable accommodation; complaint resolution; leave administration; labor relations; performance management and corrective action; workplace violence, workplace culture and other training. The HR Manager must develop service strategies, processes, and programs that are responsive to, and anticipatory of, the needs of DCCS units.
This position is expected to partner closely and collaboratively with the Executive Office Human Resources (EOHR) Team and/or central UW Human Resources (UWHR) on all issues, cases, and matters related to employee relations, ensuring continuity of service and consistency in best practices and policy guidance. The HR Manager for Employee Relations and Development is responsible for supervising the HR Specialist and providing guidance and resources to ensure that the HR Specialist is meeting the expectations of their position. However, day-to-day HR Operations policy/procedures and Workday HCM guidance will be provided by the EOHR Team.
The HR Manager must demonstrate excellent management and administrative judgement, discretion in handling sensitive HR matters, and skill in analyzing complex human resources issues. As the subunits of the Division may have different goals, business cultures, and other attributes, the HR Manager must also demonstrate flexibility, excellent judgement, and problem-solving skills in providing high quality service to subunits. Because of the relative size of UWPD compared to other DCCS units, a large amount of time and effort is expended with UWPD.
The HR Manager is expected to stay current and informed of all HR policies and procedures and actively integrates and implements them as needed. The duties assigned to this position can be highly sensitive and dynamic and require the incumbent to be flexible, respectful, ethical, supportive, and discrete. The HR Manager must be able to analyze and identify appropriate solutions or next steps to any number of nuanced issues.
The successful candidate must be capable of managing multiple and competing priorities with frequently tight deadlines skillfully, reliably, accurately, and confidentially while demonstrating discretion and independent judgement in all areas of operation. Input and demand come from multiple directions, people, organizations, and activities. Managing this breadth and complexity requires a good working relationship with colleagues, excellent communication and organizational skills, an ability to deal with the unexpected, an acceptance of a certain level of stress, an ability to maintain an optimistic outlook, a capacity for innovation, and a willingness to embrace change and process improvement.
Duties & Responsibilities
Leadership, engagement, and consultation (70%)
Evaluate unit practices and ensure compliance with laws, rules and policies; design, develop, implement, manage HR-related processes, services, and programs that comply with regulatory requirements while meeting or maintaining operational needs.
Develop and drive implementation strategies that maintain continuity of operations and anticipate future needs of DCCS. Advise employees and supervisors regarding institutional procedures.
Working closely with the HR Specialist, engage with DCCS leadership and unit managers to develop and implement recruitment and retention strategies. This includes employee recognition program implementation.
In partnership with central UWHR partners, facilitate complaint resolution process. Provide guidance to the Vice President and other DCCS unit leadership responding to employee complaints. Conduct investigations to resolve allegations and work with parties towards resolution of employee complaints or negotiate settlements and prepare settlement agreements.
Conduct outreach and comprehensive consultative advice on leave administration. Advise clients regarding the provisions of laws and rules governing various types of leave use, including the Family and Medical Leave Act (FMLA).
Ensure that the Division remains in full compliance with labor agreements. Educate and inform leadership and managers regarding the interpretation and application of labor agreements. Assist in responding to and resolving employee grievances. May participate on contract negotiation teams.
Lead performance management and corrective action processes. Launch and maintain proactive and collaborative approach to the annual performance review process. Educate and guide supervisors on preparing for the annual review process, including developing general resource guides as well as offering 1:1 coaching and guidance to unit managers.
Act as liaison to facilitate communication with other functional Human Resources units when specialized knowledge or interpretation is needed. Serve as an expert resource drawing from a broad base of human resources/employment knowledge for day-to-day human resources advice and counsel. Serve as primary contact and principal resource for all departmental employee relations needs.
Complete regular and ad-hoc audits of position and employee data to ensure compliance with UW policies and DCCS best practices, including but not limited to tracking and ensuring completion of required trainings, telework agreements, and other personnel records.
Work closely and collaboratively with the DCCS HR Specialist and the Executive Office Human Resources team on all issues, cases, matters intersecting HR Operations and Employee Relations to ensure comprehensive and seamless support to units.
Communication & Training (20%)
Act as liaison to facilitate communication with other functional Human Resources units when specialized knowledge or interpretation is needed. Serve as an expert resource drawing from a broad base of human resources/employment knowledge for day-to-day human resources advice and counsel. Serve as primary contact and principal resource for all departmental employee relations needs. Handling and coordinating org-wide and managerial communications.
Successfully build professional relationships with and provide consultative services to clients, service team members, functional areas of human resources, and other staff in units such as Disability Services Office, HR Leaves, and Civil Rights Investigation Office (CRIO), Labor Relations, and others.
Develop, source and/or conduct presentations and training programs customized to client needs. Independently develop curriculum; participant materials, presenter's outline, etc. for new course offerings in human resources arena. Continually update course materials.
Maintain and propel workplace culture and bias training and other activities for UWPD and the unique needs of a law enforcement workplace.
In collaboration with the DCCS HR Specialist and Executive Office Human Resources team, explore and disseminate information related to current issues and best practices within the area of HR operations and administration.
Special Projects and Committees (10%)
Independently manage and prioritize special projects as assigned by the Vice President or self-identified and recommend and implement solutions. Research, gather materials and resources, and report on status and progress.
Serve on and/or lead project teams/committees; identifying, coordinating, and facilitating resources; and providing additional support for projects, investigations, and audits.
Represent and advocate for DCCS in external committees and/or working groups.
Drive effective and frequent communication and collaboration among various DCCS project owners and stakeholders; proactively and independently follow up on priorities and issues; acting under delegated authority of the Senior Director, define and execute common goals and processes for optimal efficiency.
Proactively provide regular status reports to the Vice President on projects and issues, highlighting key priorities, identifying possible challenges, and making recommendations or presenting solutions.
Requirements include:
Bachelor's degree
Minimum of four years of increasingly responsible senior human resources experience; or an equivalent combination of education and experience.
Strong analytic and problem-solving skills;
Demonstrated excellent customer service skills;
Excellent interpersonal communication skills and ability to communicate effectively, both verbally and in writing;
High level of attention to detail and accuracy;
Demonstrated high level of professionalism and judgment;
Fundamental awareness of core policies and processes related to human resource operations
Demonstrated experience and ability to interpret complex policies, rules, and laws including: FMLA, ADA, union contracts, Washington Administrative Code.
Demonstrated experience with training design and facilitation with particular focus in elevating skill levels and capacity of supervisors and managers.
Demonstrated ability to:
-Connect genuinely with all levels of an organization.
-Provide consultative client service with diverse groups of people in a team environment
-Model leadership and consultative direction to staff establishing professional partnerships that further the organization's mission.
-Work in a collegial manner within a team setting providing leadership and assistance to staff in developing effective working relationships.
-Provide consultative advice regarding complaint resolution.
-Apply knowledge of good management practices, performance management, employment law, conflict resolution, and general compensation.
-Provide formal informational and training presentations which demonstrate excellent writing and communication skills.
Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license/certification/registration.
Desired:
Experience working in higher education
Experience leading through change
Working Environment:
Option for hybrid in-person/remote work schedule, subject to leadership approval.
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 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.
Committed to attracting and retaining a diverse staff, the University of Washington will honor your experiences, perspectives and unique identity. Together, our community strives to create and maintain working and learning environments that are inclusive, equitable and welcoming.
The University of Washington is an affirmative action and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran or disabled status, or genetic information.
To request disability accommodation in the application process, contact the Disability Services Office at 206-543-6450 or dso@uw.edu.
Applicants considered for this position will be required to disclose if they are the subject of any substantiated findings or current investigations related to sexual misconduct at their current employment and past employment. Disclosure is required under Washington state law.