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DIRECTOR FOR TALENT ENGAGEMENT & HR OPERATIONS
University of Washington
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DIRECTOR FOR TALENT ENGAGEMENT & HR OPERATIONS
University of Washington
Details
Salary:
Open
Type:
Full Time
| 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. All of which has allowed the UW to be nationally recognized as a “Great College to Work For” for six consecutive years. This position will direct, manage, supervise, and oversee the programs and activities of several functional areas in the University Advancement People and Culture (PaC) department including labor, talent engagement, and talent acquisition, compensation, and employee relations. Provides highly responsible and complex administrative and technical support to the Senior Director and collaborates with Talent Development (Learning & Development). Duties and Responsibilities: Leadership and Team Management (continuously overlaid in all duties) Provide leadership and manage the day-to-day operations of the PaC team, including hiring, training, and performance management. •Manage a team of professionals who will build and maintain strong relationships with assigned client partners, providing best-in-class programming. •Lead and oversee the operations for PaC, including guidance and oversight of projects and workflow and general project timelines. •Responsible for management, staff development and career enrichment for the Talent Engagement & Talent Acquisition teams. •Ensure the local delivery of all HR functions in a consistent, efficient, and streamlined way, helping employees navigate the HR organization. •Skilled navigation of hierarchical relationships, including partnerships with senior and executive leadership, while serving as strong advocate for PaC team. •In collaboration with the Sr. Director, create and manage the budget of the PaC Team with discretionary authority. •Hire and oversee contract vendors, as appropriate. Oversee and approve specifications for bids and cost estimates as provided by the production managers. Strategy Development: Regularly works with the Sr. Director and Advancement leadership on creating and implementing strategic HR initiatives and programs and advises on impact of proposed policy changes and the recommended response. •Assists the Sr. Director in charting and implementing the unit’s strategic plan; develops and recommends human resources strategies and initiatives; •Oversee the development and implementation of goals, objectives, policies, programs and priorities for program areas. •Develop, update, and implement HR policies and procedures that align with HR and Advancement objectives and comply with Federal, State, and City laws and University policies. •Offer thought leadership and streamlined execution of HR programs and initiatives across multiple functional areas that make up our operations teams •Upholds the University’s Race & Equity initiatives, reinforcing an inclusive culture in the workplace. •Navigate highly confidential employee relations, consulting with management to correct deficiencies, and implement hiring, discipline, and termination procedures. Make recommendations on appropriate service and staffing levels. •Partner and coach across University Advancement on interventions required for individuals, managers, and teams on mitigating risk, preventing employee relations issues, effective management of performance cases, giving performance feedback, employee engagement and retention, inclusion, and other topics related to manager effectiveness. •Collaborate with the Sr. Director to drive key components and best practices of engagement, culture, talent, retention, and development. Program Development and Management: Continuously manage and evaluate the efficiency and effectiveness of human resources service delivery methods and procedures. Assess workloads, administrative and support systems, and internal reporting relationships and conduct a variety of organizational/operational studies and investigations. Identify opportunities for improvement, recommend as necessary to the Sr. Director and implement modifications. •Acts as the team lead for assigned projects, issues and in the Sr. Director’s absence. •Monitor employee climate to identify issues/trends proactively, and to develop recommendations for problem solving with the HR Partners and client groups, as appropriate. •Serves as the primary liaison with central office partners such as UW Compensation and UW HR Operations and can appropriately apply UW-wide policies and procedures into the University Advancement organization. •Utilize consulting skills and strong active listening on what is said and unsaid to effectively work with employees and help employees reintegrate back into work. •Develop, supervise, and maintain systems related to PaC initiatives, as needed Other duties as assigned. Key Competencies: Core Effective communications: Expresses oneself clearly and empathetically in interactions with others in all forms of communication, i.e., verbal and written, one-on-one and group, etc. Interpersonal Awareness: Builds and maintains positive relationships and actively contributes as a member of working teams to achieve results. Professional Credibility: Takes responsibility for meeting goals, objectives, obligations, and solving problems while representing the mission, vision and values of the organization. Critical Thinking: Obtains, analyzes and evaluates information effectively in the face of ambiguity. Makes appropriate decisions based on relevant information and experience. Ethics and Trust: Models and upholds the values of candor, openness, inclusiveness and honesty despite internal and external pressures. Acts consistently with Washington State ethical guidelines and organizational core values and beliefs. Valuing Diversity & Inclusiveness: Respects, values and contributes to the UW’s commitment to inclusiveness and diversity. Functional Expertise Organizational Acumen: Able to size up a situation, balance reason and the interest of others, and act in a decisive, timely and appropriate manner that is congruent with the organization's values, goals and mission to achieve success. Innovation Management: Able to anticipate market trends and be effective in facilitating and managing creative processes to achieve results in self and others. Planning & Implementing: Ability to develop strategies, measures for success and feasible timelines for successful project implementation and execution. Managing Conflict: Recognizes and addresses conflicts and disagreements in a safe and respectful environment, manages conflicts collaboratively, and builds consensus with the best interests. Management People Builder: Committed to developing others to become leaders. Driving Results: Effectively communicates objectives and guides direct reports and team members to make decisions and achieve goals. Organizational Planning: Develops and manages comprehensive team goals and measures team progress while balancing short-term and long-term priorities that are consistent with the organization’s mission, priorities and goals. Managing Conflict: Recognizes and addresses conflicts and disagreements in a safe and respectful environment, manages conflicts collaboratively, and builds consensus with the best interests of the organization in mind. Strategic Visioning: Anticipates emerging trends and issues and develops a clear sense of purpose and goals that focus and drive the creative energy of the organization in alignment with the organization’s mission, vision, and values. Organizational Acumen: Analyzes a situation, balances reason and the interest of others, and acts in a decisive, timely and appropriate manner that is congruent with the organization's values, goals and mission to achieve success. Selflessness: Demonstrates ambition first and foremost for the organization and concern for its success rather than for one’s own personal gain. Professional Will/Fearlessness: Displays an inner intensity and dedication to making everything the best that it can be. Shows resolve and determination to make the organization great. Focused on Organizational Sustainability: Communicates uncompromising desire to make the organization even more successful in the next generation. Requirements: •Bachelor's degree in human resources management, business or related field and a minimum of five years of experience in human resources or related fields. Equivalent combinations of comparable knowledge and skills may substitute for education and/or experience. •Strong emphasis on experience in the following areas: employee relations, classification and compensation, job analysis, talent acquisition, retention, performance management, development of and application of policies and procedures, employee engagement and organizational design. •Demonstrated ability to establish, promote, and maintain positive and inclusive working relationships in a collaborative, diverse work environment and across a broad spectrum of constituents. •Adept performance management skills and experience managing and developing staff and/or teams, at various levels with an increasing degree of responsibility. •Deep knowledge of pertinent federal, state, and local regulations, filing and compliance requirements. •Demonstrated knowledge and success in creating and sustaining employee engagement. •Strong EQ, demonstrating both empathy and strength as a leader. •Able to thrive under pressure and function effectively in a fast-paced, dynamic environment. •Demonstrated strong computer skills, including proficiency with Microsoft Word, Excel, and PowerPoint for correspondence, special reports, spreadsheets, databases, forms, etc. Desired Qualifications: •Previous Human Resources experience in higher education or public sector favored. •Knowledge of collective bargaining agreements. •Professional Human Resources certification, such as SHRM, PHR. Conditions of Employment: Cubicle/Open workspace environment, which may result in additional or higher levels of noise and visual distractions. 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. | |||
Internal Number: 185615
About University of Washington
Founded in 1861, the University of Washington is one of the oldest public institutions in the west coast and one of the preeminent research universities in the world. The University of Washington is a multi-campus university comprised of three different campuses: Seattle, Tacoma, and Bothell. The Seattle campus is made up of sixteen schools and colleges that serve students ranging from an undergraduate level to a doctoral level. The university is home to world-class libraries, arts, music, drama, and sports, as well as the highest quality medical care in Washington State and a world-class academic medical center. The teaching and research of the University’s many professional schools provide undergraduate and graduate students the education necessary toward achieving an excellence that will serve the state, the region, and the nation. As part of a large and diverse community, the University of Washington serves more students than any other institution in the Northwest.
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