| The University of Washington (UW) is proud to be one of the nation's premier educational and research institutions. Our people are the most important asset in our pursuit of achieving excellence in education, research, and community service. Our staff not only enjoys outstanding benefits and professional growth opportunities, but also an environment noted for diversity, community involvement, intellectual excitement, artistic pursuits, and natural beauty. |
The Graduate School has an outstanding opportunity for a Human Resources Director.
The Human Resources Director reports to the Executive Director of Resource Management in the Graduate School (GS), and serves as a member of the GS Executive Staff representing the strategic administration of human resource (HR) policies, practices, activities and strategies in supporting organizational goals and objectives. More specifically, the Human Resources Director:
Interacts, advises and advocates on behalf of the dean, associate deans, executive director and directors with GS units and staff;
Serves as the source or conduit for the development, interpretation, implementation and ongoing administration of HR policies in the GS;
Provides the full slate of HR advice, counsel, and services to all GS staff and student employees relating to their ongoing employment, professional development, rights, privileges and responsibilities;
Conducts comprehensive reviews and assessments of HR issues, needs, concerns and activities on an ongoing basis, communicating results and recommendations to GS leadership;
Develops training programs and tools supporting HR processes and professional development, and leads training activities as necessary;
Represents the interests of GS staff on internal and University of Washington (UW) committees, teams and other representative working groups;
Assumes HR Partner role in the new Workday payroll system and the associated human resource processes dependent on this role;
Designates HR workload of Program Coordinator, including assigning projects, requesting data and preparing complex administrative reports.
Specific responsibilities of the HR Director will include the following:
HR Strategic Planning and Organizational Development
Organizational Development/Assessment effectively advise and support Graduate School Executive Staff regarding strategic plans that address operational/administrative/performance based topics. Implement and communicate plans as an outcome of facilitated discussions. Continually advise on Graduate School organizational structure;
Operations collaborate with Associate Deans, Directors, and Assistant Directors to assess efficiencies within their administrative programs. Advise on maximizing and balancing administrative human resources within programs. Utilize human resource networks to ensure consistency with university-wide best practices, including supporting a diverse workforce. Evaluate overall impacts and report to leadership on findings;
Graduate School mission advise on alignment of staff and resources to support the Graduate School's mission;
Meeting and committees - represent Graduate School at university-wide human resource related meetings. Develop collaborations across the university and establish participation with peers and others. Participate in, organize, and lead internal meetings and committees;
Collaborative work environment - work with leadership and employees to build and maintain a cohesive and collaborative work environment within the Graduate School and continuously represent the importance of open and transparent dialogue at all levels, and across all levels.
Human Resource and Policy and Procedure Compliance
Employee Relations manage performance management and corrective action processes concerning professional, classified, student, and temporary staff. Advise, implement, and manage plans with deans/directors/managers and facilitate appropriate communications;
Compensation assess, advise and confirm salary setting guidelines for directors and managers, and identify possible equity and performance salary-setting concerns across GS potentially requiring management's attention;
Policy and Procedures draft, implement, and communicate policy and procedures that focus on human resources and administrative processes as established by leadership;
Facilitate Training and Development tools identify subject matter experts, and create Graduate School workgroups that develop working tools and training opportunities related to administrative processes and professional development. Facilitate meetings and ensure that a full range of discussions take place;
Develop and manage performance review process build a workgroup that will advise leadership on creating and maintaining a unique process that captures performance-based markers that can be used in performance review processes on an annual basis;
Recruitment partner with hiring managers to create recruitment strategies that address current and future staffing needs and diversity in hiring;
Onboarding create and maintain an onboarding program; oversee the life-cycle of Graduate School employees from recruitment to separation;
Confidential and Sensitive Information draft and communicate confidential and sensitive information to GS leadership, managers, staff, students, and UWHR;
Representation - serve as liaison with University of Washington Human Resources and Academic Human Resources;
Communications serve as the source for human resource related information for Graduate School leadership and staff.
Under the direction of the Executive Director, partner with executive leadership to identify areas of opportunity to concentrate on GS initiatives, goals, and milestones;
Oversee and facilitate discussions for human resource related committees;
Serve as delegate for key Graduate School projects and assignments;
Special projects as assigned by the Executive Director.
| Bachelor's degree in human resources, business, social science or related field, and 5-7 years of direct human resource administrative experience, including: |
Management experience supervising staff in a university or other organization;
Experience with organizational assessment and planning;
Experience with the creation of policy and procedures, and implementation;
Intermediate skills with MS Office applications;
Experience communicating sensitive information and maintaining confidentiality;
Experience working with dynamic and diverse groups and individuals, building consensus and establishing compromise in difficult situations;
Excellent communication, interpersonal, and problem-solving skills;
Experience leading teams and facilitating discussions;
Effective management of multiple projects and assignments, and complex administrative processes.
Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license/certification/registration.