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HUMAN RESOURCES DIRECTOR
University of Washington in Seattle, Washington
 
 
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Date Posted 03/20/2022
Category
Admin-Human Resources
Employment Type
Application Deadline Open until filled
 
 
 
 
 

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 University of Washington also acknowledges the Coast Salish peoples of this land, the land which touches the shared waters of all tribes and bands within the Salish Sea (Puget Sound) region as well as tribes whose traditional homelands are on the Pacific Coast, east of the Cascade Mountains, along the Columbia River, and throughout the Pacific Northwest.

The College of the Environment Dean's Office is currently searching for a talented Human Resources Director to join our team.

The Human Resources Director provides strategic human resources leadership, oversight, and consultation to leadership, faculty and staff of the College of the Environment in all matters related to human resources . The Human Resources Director interprets and guides compliance with UW Faculty Code, Executive Orders, Administrative Policy Statements, UW HR and Academic HR policies and College policies, as well as federal and state regulations and employment laws. The Human Resources Director will also bring a diversity, equity, and inclusion lens to their consultation practice to help clients foster inclusive and equitable workplaces. The Director oversees successful human resources operations across the College and is the primary liaison for the College to UW HR, Academic Human Resources, the Integrated Services Center, and related offices. Lastly, this position oversees the establishment and operations of ENV HR Shared Services, a centralized resource for Workday and visa transaction support to ENV units.

This role is responsible for guiding and overseeing both staff and faculty HR operations and compliance throughout 12 units and the Dean’s office. The Director is a representative of the Dean and of the College, and in that role makes decisions about and provides advice on complex faculty, staff, and organizational issues affecting the employment and livelihoods of 1,500+ employees. The HR Director must be highly effective at working with many different individuals with varied interests and goals and at different professional levels, including the Dean, Associate Deans, unit Chairs and Directors, Administrators, postdoctoral scholars, staff and faculty members, and central HR and administrative offices’ staff. This position plays a critical role in the College being able to hire and retain key personnel, and in managing the numerous challenges inherent to human interactions. Given the scope and reach of this position and its impact on all units within the College of the Environment, the position has a significant impact on the success of the college's research, teaching, and service mission.

The College of the Environment is committed to protecting the rights and dignity of each individual in the university community. Diversity, in all its forms, is not only desirable, but also required, for advancing our understanding of the environment and arriving at solutions that allow science to more effectively serve all of humanity. The Human Resources Director is an essential leader and contributor to our vision for making the College a welcoming and inclusive place to learn and work.

RESPONSIBILITIES:

Human Resources Management and Leadership:

• Provide consultation, mentorship, and leadership to College staff and faculty charged with human resources management across the employment life cycle and human resources spectrum, including: recruitment, hiring, performance, termination, compensation, retention, engagement, benefits, leave, accommodations, performance management, layoffs, dismissals, labor relations, diversity and inclusion, training and development, ethics, communication, records management, and risk management.
• Collaborate with Dean, Associate Dean, and others to develop and implement College-wide human resources policies and practices that support the College’s strategic goals and objectives and improve organizational culture. Contribute to other College policies with human resources impacts.
• Interpret and ensure compliance with College and UW human resources policies and procedures, local, state and federal employment laws and industry best practices.
• Represent the Dean’s Office and College of the Environment as primary HR point of contact to Academic Human Resources, UW Campus HR Operations, and the Integrated Service Center. Facilitate problem resolution between units and these offices, and interpret and share information from and to these offices.
• Partner with Director of Finance and unit Administrators to prepare for and implement annual faculty and professional staff merit salary increase process.
• Oversee establishment and operations of HR Shared Services in the Dean’s Office. Work closely with HR Shared Services Specialist, IT Director, UW IT, and others to establish, stabilize, and improve processes and systems to enable successful shared services HR work on behalf of units.
• Lead the HR Remediation aspect of UW Finance Transformation Workday project. Collaborate closely with Associate Dean and Director of Finance in the College’s UWFT planning and execution as project unfolds.

Academic Human Resources Administration:

• Interpret and guide unit, Dean’s Office, and College Council compliance with UW Faculty Code for faculty appointments, promotion and tenure, voting, professional conduct, reappointments, merit reviews and other salary changes, etc.
• Serve as primary point of contact for Academic Human Resources, Office of Academic Personnel, and unit staff on academic personnel matters. Provide consultation and mentorship to department staff and Chairs/Directors on academic personnel topics, including faculty performance issues. Liaise between parties to provide information and facilitate solutions to problems. Oversee academic personnel data audits and submissions for entire College.
• Oversee the promotion and tenure process (including extensions), sabbatical applications, and reappointments; provide advice and guidance to Chairs/Directors, staff and faculty members on these processes.
• Review and approve new faculty hire offer letters, administrative appointment offers, and retention offers (A/B and regular); negotiate for university resources as necessary with other offices; work closely with Dean’s Office team and unit staff to coordinate all aspects of offers from conception through completion.
• Oversee submission and tracking of faculty hiring plans, job advertisement review and approval, visa applications, outside work requests, and endowed faculty appointment nomination process.
• Oversee postdoctoral scholar appointment process, including disseminating, advising, and enforcing requirements during negotiations and under collective bargaining agreement.

Staff Human Resources Administration, including for the College’s Office of the Dean:

• Utilize knowledge of UW’s professional and classified staff classification and compensation practices and rules to inform the College’s staff hiring practices, position reviews, reorganizations, and compensation changes. Help supervisors achieve organizational goals in alignment with employment laws, UW employment policies and collective bargaining agreements.
• Advise supervisors on employee retention and total rewards options based on research and consideration of pay equity, compression, market factors, and candidate record.
• Advise supervisors and employees on confidential and often stressful personnel concerns and conflicts. Support and guide supervisors through performance reviews and disciplinary actions, including letters of expectation, corrective actions, layoffs and dismissals. Help employees and supervisors understand their options as outlined in labor contracts and the professional staff program, and work to resolve conflicts.
• Consult with supervisors and unit HR staff on position development, recruitment, and negotiation strategies.
• Oversee the creation of new positions and job requisitions in the College via Workday, and approve all staff salary offers in the College via UW Hires.
• Consult with unit leadership and UW Human Resources to ensure layoffs are necessary and appropriate. Review all layoff requests and manage layoff process to ensure timely notification.
• Collaborate with UW Human Resources and Disability Services Office on complex leave and disability accommodation situations. Advise supervisors and employees through these situations.

Personnel Management:

• Supervise Dean’s Office Human Resources Associate and HR Shared Services Specialist positions.
• Assign and prioritize work to optimize efficiency and responsiveness.
• Review work and provide direction and correction as necessary. Help employees solve problems with people, process, and technical issues.
• Coach and mentor to facilitate professional growth in university human resources management. Cross-train to ensure back-up coverage is in place and so employees have additional learning opportunities. Seek out professional development opportunities and support participation.

REQUIREMENTS:

• Bachelor’s degree in social sciences, business, or other related field.
• Five or more years of human resources management experience, including both staff and academic human resources in a university setting.
• Direct knowledge of and experience with major human resources functions and their administration at a university, e.g., workforce planning, recruitment and retention, compensation, employee and labor relations, employment law, and diversity and inclusion.
• Superior interpersonal skills and ability to build and maintain effective working relationships across the College and University.
• Demonstrated ability to effectively communicate orally and in writing with diverse individuals at many levels across a complex, multi-department organization. Able to interpret and communicate complicated and evolving policies and procedures to provide actionable advice.
• Ability to exercise discretion, maintain confidentiality, demonstrate good judgment, build trust, and work collaboratively with others as both leader and team member.
• Proven self-motivation, resourcefulness, curiosity, tenacity, and problem solving ability. Willingness and desire to learn and to facilitate learning and growth of others.
• Ability to work independently, self-organize, meet deadlines, and multi-task with a high degree of reliability, accuracy and efficiency.

Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license/certification/registration.

DESIRED:

• Current SHRM or SPHR certification.
• Knowledge of and proficiency in University of Washington human resources policies and procedures for both faculty and staff employee populations.
• Knowledge of and proficiency in Workday for HCM transactions and HRIS data extraction and analysis.
• Experience leading and managing others through institutional changes and transitions.

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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