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The Department of Emergency Medicine within the University of Washington’s School of Medicine (SoM), has an outstanding opportunity for a Human Resources Manager to join our team. The Department is actively involved in clinical service, research programs, residency training programs and educational programs at Harborview Medical Center and the University of Washington Medical Centers.
The Human Resources Manager provides HR support to departmental faculty and staff, including hiring, training, compensation, performance management, and employee relations. In addition, this position serves as the manager for faculty affairs, liaising with the School of Medicine on all aspects of faculty and medical appointments. The HR Manager reports to the Department Director and is expected to serve as the content expert for the above-mentioned areas and as such assures that all activities in the staff and academic human resources are completed in a timely and accurate manner.
The HR Manager regularly exercises discretion and independent decision-making authority and will continuously integrate HR information gathered from a variety of sources to successfully fulfill the duties of the position. The manager’s work environment is intense, dynamic, and sometimes stressful and requires the ability to quickly determine priorities and make sound decisions while multi-tasking.
The HR Manager is required to provide a respectful, supportive, and confidential environment for all employees. This position requires the ability to maintain a professional demeanor while dealing with highly sensitive and confidential issues in a timely manner.
Faculty Affairs (50%)
•Process new faculty appointments from A to Z including: University approvals, advertising, recruitment, support candidate interviews, hiring and on-boarding support. •Review Offer Letter final draft to assure details are accurate; monitor process of Offer Letter and Practice Plan Agreement through to signing. •Reappointments: assure all parties have regular updates and reminders in regard to their status for faculty and medical appointments and assure that reappointments are managed in a timely manner. •Monitor all faculty records to ensure that are in compliance; liaise with AHR, OMSA, UWP, other hospitals and outside agencies; ensure that licenses and training are completed or renewed on schedule. •Faculty Reviews: Manage the annual review processes (including the annual merit review process and mandatory reviews by rank level, implementing appropriate tools and protocols) by working with Chair’s Office. •Promotions: Work with Director, Associate Chair of Faculty Development, and Chair to ensure that mandatory promotions are known well in advance and that paperwork is initiated, prepared and submitted to meet deadlines; assist and support junior faculty with the promotion process including contents, formats and deadlines; ensure that their packets are complete and satisfactory prior to submission. •Credential faculty and non-ACGME Fellows at all sites of practice, including annual clinical appointments, appointment/status changes, and regularly recurring reappointments •Advise faculty and managers regarding visa rules and regulations, liaison with the International Scholars Operations for visa matters. •Assist with visa applications and related visa issues for faculty, fellows, foreign students and visitors working through International Scholars Operations.
Policy and Regulation:
•Act as the expert in academic HR policies, regulations and guidelines, ensuring that the Department's faculty affairs practices are in accordance with all School, University, State and governing body regulations; advise Chair/Director on policy and any appropriate changes affecting the School of Medicine. •Review data, policy and/or procedural changes from medical centers and SoM, and regularly interacting with colleagues in other departments in the SoM, attend seminars and HR training through POD. •Oversee and manage faculty compensation practices and protocols; coordinate salary and benefits working with UW SoM, UWP, and other parties as necessary (process salaries, relocation expenses/incentives) to ensure that faculty receive accurate and timely pay •Process faculty professional leaves of absence, medical leave, etc.
•Facilitate internal A&P Committee annual meetings working with the Chair on faculty track processes and other relevant issues •Investigate faculty issues and resolve problems •Develop and/or implement new systems in all areas of responsibility including: recruitment, appointment, employment relations, training and orientation
Staff Human Resources (40%)
Regularly interacts with individuals within the Department as well as Compensation and Central HR staff assigned to the Department. Staff Hiring & Separations
•Hiring Manager for all positions in the department. Manage the recruitment and search process for classified and professional staff, permanent and temporary/hourly employees. •Coordinate all aspects of employee hiring: Write position descriptions for posting on UW Hires, (collaborate with PI's and/or director as needed). Pre-screen, set up interviews when needed and complete the hiring process (working with Compensation and Employment Specialists) •Act as HR content expert on hiring, leave and separation employment practices; assure systems that lead to compliance are in place for the Department's AHR and HR activities •Establish and manage new employee orientation processes and on-boarding activities as well as off-boarding for the department; ensure that staff, (particularly in research) are in compliance with required trainings
HR Practices and Policies
•Develop and maintain departmental HR policies and ensure consistency with on-boarding, training, compliance, performance evaluations, etc. •Manage HR issues as they arise (layoff processes, FMLA, etc.); function as the department's liaison to HR for grievances, investigations, employee conflicts, sexual harassment incidents, etc. Provide expertise to the Director on these issues •Review in-grade salary increases and make recommendations to Director; complete associated paperwork on behalf of the director for review by Compensation •Assist Director in disciplinary actions, layoffs and reassignments; draft counseling letters as appropriate, provide counsel and serve as mediator to supervisors, attending meetings to serve as third party, helping employees understand their options as outlined in labor contracts or civil service rules, and working to resolve conflict and bring about resolution •Interpret and apply the Faculty Code, policies and faculty hiring protocol; ensure that the Department's faculty affairs practices are in accordance with all School, University, State and governing body regulations •Interpret all aspects of personnel policies and procedure s (i.e., Washington Administrative Code, grievances, performance issues , corrective disciplinary action, etc.) for faculty and staff; ensure institutional hiring practices and policies are followed, and keep the administration up-to-date on personnel policies and procedures.
Implementation and Evaluation (10%)
•Manage HR functions with independent decision-making authority in alignment with the Chair and Director's goals for the department, focus on the processes and systems related to faculty appointments and HR issues; determine operational impact on faculty appointments and employment processes •Develop tools that will be used to measure, monitor and report faculty and staff appointments and promotions; strategize with the director and/or chair to develop solutions used to measure and track faculty performance indicators •In collaboration with the Department’s Communication Specialist, implement employee recognition program, assure that it follows best practices with respect to employee motivation and follows all University and state regulations The HR Manager is the Workday HR Partner for the Department and the overall coordinator of Workday activities. The HR Partner will be expected to have deep knowledge of Workday operational and reporting functions.
•Bachelor’s degree in HR or Business Administration or related field and at least 3 years of human resources experience in an academic setting. •Demonstrated ability to work independently, problem solve, and work effectively with all levels of an organization. •Experience working with a large, structured personnel system. •Proven ability to work effectively in a deadline driven environment. •Excellent verbal and written skills. •Knowledge of and facility with Word, Excel, Access, and PowerPoint. •Demonstrated collaborative workstyle: belief in partnering, information and resource sharing. •High level of accountability: drives for results, displays a sense of ownership, and is passionate about attaining goals and surpassing expectations. •Respects cultural differences and has had success in working with diverse populations. •Proactive problem-solver: melds analytic reasoning ability with empathy and understanding. •Knowledge of and experience in maintaining web-based HR data and HR records systems for optimal personnel management.
Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license/certification/registration.
As a UW employee, you will enjoy generous benefits and work/life programs. For a complete description of our benefits for this position, please visit our website, click here.
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.
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