Location: Seattle, Washington
Type: Full Time
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The Division of Campus Community Safety (DCCS) has an outstanding opportunity for a Human Resources Manager.
Reporting directly to the Vice President for the Division of Campus Community Safety, the HR Manager is responsible for proactively providing consultation, expert advice regarding employee relations as well as overseeing all HR operations for the Division.
Areas of guidance and consultation for the Division include: policy, rule, and law interpretation, reasonable accommodation, complaint resolution, leave administration, labor relations, performance management and corrective action, workplace violence and training. The HR Manager must develop service strategies, processes, and programs that are responsive to the needs of Executive Office units.
Areas of management of HR operations include: position and staffing development, recruitment and hiring, onboarding and offboarding, compensation, time and absence, data management and reporting, and other areas related to HR administration. The HR Manager must develop service strategies, processes, and programs that are responsive to the needs of the Division.
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.
The HR Manager must demonstrate excellent management and administrative judgement, discretion in handling sensitive HR matters, skill in analyzing complex human resources issues, and a commitment to coaching and developing their direct report to optimize and expand their expertise. 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 directly and coaching their team to provide high quality service to units.
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 requires 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 new 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.
Duties & Responsibilities
•Evaluate unit practices and ensure compliance with laws, rules and policies. As necessary, develop human resources practice recommendations that comply with regulatory requirements while meeting or maintaining operational needs. Develop implementation strategies that maintain continuity of operations. Advise employees and supervisors regarding institutional procedures.
•Provide information to employees regarding complaint resolution options. Provide guidance to leadership responding to employee complaints. Conduct, or assist leadership with, investigations to resolve allegations and work with parties towards resolution of employee complaints or negotiate settlements and prepare settlement agreements.
•Provide 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.
•Provide consultative advice and educate clients regarding performance management and corrective action.
•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.
•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, and University Complaint Investigation and Resolution Office (UCIRO).
HR Operations Management
•Leveraging deep knowledge and professional expertise, provide direct guidance and consultation to Division subunits on all policies, procedures, and best practices related to HR operations. Areas of guidance include position and staffing development, recruitment and hiring, onboarding and offboarding, compensation, time and absence, data management and reporting, and other areas related to HR administration.
•Explore and disseminate information related to current issues and best practices within the area of HR operations and administration.
•Implement, monitor, and evaluate operational strategies that support the efficient and accurate review and approval of business processes submitted through UW’s HR/Payroll system (Workday).
•Manage Workday data and reporting to inform HR guidance and decision-making. Regularly pull and review complex earnings reports to ensure compliance with labor agreements.
•Review, assess, and respond to, or delegate response to, general HR inquiries from within the Division.
Supervision and Oversight
•Directly supervise one Human Resources Specialist; manage workloads and priorities; provide one-on-one coaching to identify performance goals and opportunities for professional development to deepen/expand team expertise.
•As Workday HR administrator for the Division. Directly review and—if appropriate—approve Workday business processes submitted by the HR Specialist. Ensure that all Workday actions meet the high standard of quality maintained by the Executive Office. Review, assess and escalate business processes to the attention of the Senior Director as needed.
•Fulfill the day-to-day duties of the HR Specialist in their absence.
•4 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: 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; and 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.
•Experience working in higher education
•Experience leading through change
•Option for hybrid in-person/remote work schedule, subject to leadership approval.
You will be asked to submit a cover letter AND your response [In a separate “Cover Letter Assessment” to the following (limited to 7900 characters)]:
"We would like to know more about your experience with diversity, race and equity, and social justice. Please tell us about your experience engaging and working with diverse communities – particularly in the context of your professional, volunteer, or civic work. Please also address efforts you have made or been involved with to foster diversity competence and understanding."
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.