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The Department of Global Health has an outstanding opportunity for a full-time Academic Human Resources Manager. Reporting to the Senior Manager for HR, this position will work collaboratively as part of the Department of Global Health HR team to manage human resources functions for Department academic personnel, including faculty and postdoctoral scholars. The Academic HR Manager will be responsible for all activities associated with faculty searches, appointments, onboarding, promotions, tenure, leaves, annual and peer review, course evaluations, and separations for a current population of 70 regular faculty, 375 annually-appointed faculty, and 6 - 9 postdoctoral scholars.
The Academic HR Manager is expected to exercise independent judgement to research and resolve complex HR challenges and develop innovative approaches towards the management of a broad range of responsibilities. Academic HR is highly nuanced and requires the ability to maintain an understanding of the bigger picture while attending to fine detail. As a subject matter expert for executing Academic HR transactions in Workday (the UW HR/Payroll system), this position will provide an outstanding employee experience on the front end while accurately maintaining employee data on the back end. Tasks are often non-routine and require the ability to embrace ambiguity and work effectively with campus partners to solve problems. We are seeking an individual who is a skilled collaborator and communicator, enjoys sleuthing out answers, is meticulous in tracking details, can easily manage competing priorities by employing effective time and project management strategies, is energized by a fast-paced and dynamic workload, enjoys the challenges of responding to an evolving HR landscape, and is driven to provide superior client service.
The Department of Global Health was established in 2007 and is a dynamic academic and research department that bridges the Schools of Medicine and Public Health, with a mandate to harness the expertise and interdisciplinary power of all UW schools and colleges. Our mission is to improve health for all through research, education, training, and service; to understand and address the causes of disease and health inequities at multiple levels; and to collaborate with partners to develop and sustain locally-led, quality health systems, programs and policies. Driven by tremendous interest among both students and faculty, the Department has grown explosively to more than 400 graduate students and hundreds more undergraduates. We have more than 380 faculty and 1,000 staff working on projects across 130 countries with our deepest ties in United States, Kenya, Uganda, Peru, Mozambique, India, South Africa, Tanzania, Ethiopia, and Nicaragua. At the Department of Global Health at the University of Washington, diversity is integral to excellence. The UW is an institution committed to promoting respect for the rights and privileges of all, understanding and appreciation of human differences, and the constructive expression of ideas. We value and honor diverse experiences and perspectives, strive to create welcoming and respectful learning environments, and promote access, opportunity and equity for all.
RESPONSIBILITIES: Under direction of the Senior HR Manager the incumbent will manage:
Faculty Affairs •Faculty Searches, Hiring, and Onboarding: Partner with Department Chair to prepare and submit the annual Hiring Plan. Manage the full scope of the faculty search process. Advise and support the Search Committee, managing recruitment efforts in compliance with SPH and University policies. Manage positions in Interfolio. Coordinate candidate visits and faculty voting related to search. Draft offer letter and prepare hiring packet. Orient and onboard new faculty. •Promotion and Tenure: Manage the promotions process for regular and annually appointed faculty and the tenure process for regular faculty. Advise and support the Awards, Appointments and Promotions Committee. •Appointment Management of Annually-Appointed Faculty: Oversee the appointment, reappointment, appointment change, promotion, and separation processes for annually appointed faculty (affiliate, adjunct, and clinical faculty). Coordinating the nomination and voting process, preparing offer and reappointment letters, gathering annual activity documentation for review, and assembling promotions packets. •Annual and Peer Review: Manage the Department’s faculty annual review process to include the Chair’s annual meetings, reappointments, and merit review. Oversee review/merit meeting preparation, collection and preparation of materials, and prepare a thorough meeting summary. Take action on results of faculty annual review outcomes. Draft communication on behalf of the Chair. Orchestrate the collegial (peer) teaching review process (and communicate with Academic Programs regarding the student course evaluation process). •Faculty Leadership Role Support: Work with internal and external partners to document agreements for faculty leadership roles within the Department. Prepare offer letters, request and enter Administrative Salary Supplements, and onboard and offboard faculty from leadership roles. •Leaves and Outside Work: Provide expert guidance to faculty regarding leave use. Advise on applicable resources, processes, and best practices. Manage leaves of absences, such as FMLA and sabbaticals, in coordination with the Office of Academic Personnel. Advise on the outside work process. Guide faculty in the completion and submission of forms and manage the entry and tracking in Workday. •Separations: Offboard separating faculty. Advise faculty on available resources regarding varying types of separations, e.g., resignation, retirement, etc. Process the accompanying appointment changes.
Organization and Data Management •Meticulously track faculty actions over long-term cycles (1-6 years) and across the short-term using multiple organizational tools such as project/task management software, databases, checklists, process guides, etc. Balance attention towards ongoing project work and urgent evolving actions. •Transact faculty HR actions (hires, appointment changes, leaves, etc.) in Workday (the UW HR/P system), following the timelines and expectations of payroll, central campus, SPH, and the department. Maintain thorough understanding of Workday transactions and functionality, including initiation, approvals, process-flows, downstream impacts, and business consequences. Maintain awareness of payroll deadlines and OAP submission deadlines to ensure timely completion of actions. Work closely with Department leadership, faculty, and the fiscal team on payroll impacting HR changes. •Initiate confidential changes to employee data; ensure compliance with all data privacy restrictions where required; track and manage data change processes. Confirm accuracy of employee data in HRIS, including new employee information and tracking and updating existing employee changes; perform routine audits to reconcile discrepancies through the proactive use of reports and data cross-checks. Certify appropriate approvals are documented before implementing data changes. Manage and fulfill data requests for departmental leadership and academic programs related to employment data. Ensure compliance with all applicable rules and regulations. •Create process guides and tools to document and support key functions and activities. Distill information from multiple sources into concise communications and products.
Problem Solving and Process Improvement •Proactively research and resolve questions regarding how to approach ambiguous or complex academic HR actions at the lowest organizational level, escalating issues to various UW offices (the ISC, SPH, and the Office of Academic Personnel), as necessary. •Engage in continuous process improvement to identify and implement efficiencies and develop resources. Ensure that Department AHR processes, practices and procedures are Anti-Racist. Serve as a member of the Department Equity, Diversity and Inclusion committee to represent AHR recruitment and retention efforts. •Other duties as assigned.
REQUIREMENTS: •Bachelor's degree in Human Resources, Business, Communications, Education, or related field. •Three years of increasingly responsible human resources experience, preferably in higher education. •Demonstrated understanding of HR management principles, including recruitment, engagement, development, compensation, employee relations, employment law, and benefits. •Excellent written and verbal communication skills, and strong interpersonal skills; ability to maintain a calm demeanor under pressure and communicate effectively at all levels within an organization. •Professional level competency with general MS Office applications, e.g, Word, Excel, Outlook, and ability to learn new software applications as necessary to do the job. •Solutions-oriented, demonstrating strong initiative and follow-through. •Strong customer service orientation with ability to maintain a positive attitude. •Ability to handle confidential information with tact, discretion, and diplomacy, and to maintain strict confidentiality. •Ability to thrive while working with a high volume of work and critical, time sensitive deadlines. A flexible and open mindset is essential. •Ability to research and synthesize information and communicate it effectively to lay audiences in verbal and written form. •Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license/certification/registration.
Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license/certification/registration.
DESIRED EXPERIENCE •Experience working with Academic HR at the University of Washington •Experience working with both Union and Non-Union employees
Working Conditions This position works in a deadline-driven environment, occasionally requiring extended hours.
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 Workforce 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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