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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.
The Department of Laboratory Medicine and Pathology has an outstanding opportunity for a Manager of Human Resources.
The Department of Laboratory Medicine and Pathology (DLMP) Manager of Human Resources, under general direction of the Associate Director for DLMP Human Resources, is responsible for providing operational leadership and management of human resources services that specifically support the department, utilizing policies, procedures, and best practices of UW Medicine Human Resources and UW Human Resources organizations, while incorporating their own HR experiences, learnings and expertise. These services include employee relations, labor relations, workforce analytics, compensation, employment law, employee engagement and organizational development. This position will manage and conduct hands-on work to ensure that these services are implemented, monitored, and evaluated on a regular basis for consistency and fairness, and to meet all standards, rules and regulations as well as the promotion of diversity, equity and inclusion principles of the University of Washington, UW Medicine, School of Medicine and federal/state employment regulatory agencies. This position will identify, develop, lead, and execute projects that support DLMP long-range initiatives and annual goals.
Human Resources Services and Operations •Complaint Resolution: Engage and provide guidance to employees, managers, and supervisors when employee complaints arise, ensuring that the process follows University and UW Medicine policies and procedures. Conduct, or assistant leaders with, investigations to resolve allegations and then work with affected parties to facilitate resolution. Pursues solutions to address interpersonal conflict, using mediation and de-escalation strategies. •Employee and Labor Relations: Educate and inform managers and supervisors regarding the interpretation and application of employment categories (i.e. Professional Staff) and labor agreements. Assist in responding to and resolving employee grievances and complaints. Conducts timely and thorough investigations into employee complaints, performance issues and misconduct. •Performance Management & Corrective Action: Provides consultation and risk analysis to managers and supervisors when concerns are brought to light about when performance management may be necessary. Leads, counsels, and advises supervisors in the UW Medicine performance management processes. Provides consultation for professional development that is relevant and tied to performance management. •Management of HR Operations: Creates and sustains strong processes and capabilities through the development/enhancement, deployment, and maintenance of methods, metrics, tools, training, education, and communication. •Fiscal Responsibility: Contributes to the development of and maintain departmental budget(s) and policies; manage and control of budget(s) and resources as delegated. •Payroll: Review policies, practices, one-time payment approval, reports, data, over and under-payments, troubleshoot any payroll concerns escalated by HR Senior Assistant. •Accurately and effectively administers the Compensation Program. Proactively evaluates, recommends, and drives reasonable and equitable results for compensation issues and concerns; works collaboratively and in partnership with Med Center and UW Compensation. •Coordinates with LMP Education in development, implementation, management and maintenance of the onboarding program for new and transferred employees as well as contingency workers: temporary appointments, contractors and consultants for School of Medicine side of DLMP. •Develops, retains, and maintains knowledge of current timekeeping and leave administration practices and requirements; manages timekeeping compliance; advises and serves as resource for DLMP supervisors and employees as needed. •Monitors and audits leave administration; ensuring medical leave is credited appropriately and within approved parameters; evaluates absenteeism patterns against UW and UW Medicine policies and escalates to supervisors; provides consultations for corrective action. •Develops, implements, and contributes to innovative employee engagement opportunities and programs to increase retention and satisfaction. •Evaluates, recommends, and drives results for increased and/or enhanced employee engagement to include passionate support for a diverse and inclusionary workforce. •Analyzes, summarizes and/or assembles data and information in routine and ad-hoc reports for department operations (i.e., exit interviews, turnover statistics, etc.) and responds to various inquiries such as interdepartmental requests, public records requests, regulatory agency requests, complaints, grievances, and appeals. •Develops and maintains HR communications and resources to ensure DLMP workforce has access to accurate information.
Leadership •Leads, organizes, and positively influences direct reports as well as the department’s workforce. •Instills UW Medicine, School of Medicine, UW and DLMP vision and guiding principles to all staff; implements mission and service-oriented HR practices. •Promotes an environment across the DLMP that is attractive to the employee and that facilitates the recruitment and retention of a diverse, professional, technical, and support staff where equality and inclusion are valued. This includes, but is not limited to, employee development and engagement, recognition, motivation, and communications. •Makes hiring decisions and recommendations for separations, reclassification recommendations, salary adjustment recommendations, handle complaints and grievances as well as generally planning, assigning, and approving the work of these positions. •Recruits, hires, trains, coaches, motivates, and manages performance of permanent, temporary, and contract staff under them. •Conducts performance evaluations and measuring on a regular basis, and other standard practices. •Mentors and coaches DLMP leadership and other staff. •Provides functional and technical expertise to DLMP department to include but no limited faculty, managers and staff. •Ensures compliance with security and confidentiality requirements. •Promotes, monitors, and supports UW Medicine HIPAA policy and procedures. •Assists in providing a framework to be the employer of choice. •Develops the teams and staff necessary to implement, enhance, and support goals, projects, and programs. •Fosters staff engagement.
Strategy •Works with the Associate Director to carry out the vision for areas of responsibility to support the mission of UW Medicine, School of Medicine, UW and DLMP. •Collaborates with all areas of DLMP to ensure a single vision to support the mission and vision of UW Medicine, School of Medicine, UW and DLMP. •In conjunction with the Associate Director, serves as a strategic liaison for but not limited to Med Center, HR, or UW Medicine, School of Medicine partners’ efforts where necessary. •In conjunction with the Associate Director, implements appropriate levels of service delivery in collaboration with leadership peers in defining, delivering, and improving services for the enterprise. •Supports efforts to plan and implement large scale projects such as a leadership development program and an employee engagement program with Patients Are First, and diversity, equity, and inclusion as foundational pieces. •Acts as a trusted advisor to people leaders and employees, leading toward continuous improvement in people management skills. •Accountable for building, implementing, and communicating key functional areas such as performance management, employee retention and engagement, coaching, training and development, workforce planning, compensation practices, and diversity efforts.
MINIMUM REQUIREMENTS Bachelor’s Degree in Human Resources, Business Administration, or related field.
5 years of experience in a hands-on HR business partner / HR generalist role or related leadership roles which includes: •Managing and leading people, programs and/or processes. •Experience with translating organizational goals into effective HR procedures and workflows that are customer-focused, scalable, and adaptable as the needs of the organization change or as process improvement opportunities reveal. •Experience with developing, planning, implementing, and operating day-to-day HR programs/services. •Exposure to diversity, equity, and inclusion concepts, operationalized and incorporated into organizations. •Strong analytical and critical thinking skills with the ability to utilize analytical tools in Excel, such as graphs and pivot tables. •Strong project management skills. •Knowledge of local, state, and federal employment laws and legislation. •Proficiency with MS Office tools: Outlook, Excel, Word, PowerPoint, and Visio. Ability to learn other collaboration/productivity tools, such as SharePoint, Zoom and MS Teams.
Equivalent education and/or experience may substitute for minimum requirements.
DESIRED REQUIREMENTS •Master’s Degree. •Experience as an HR Generalist/Business Partner in a high-tech environment. •Experience in, and knowledge of, academic and/or healthcare systems. •Exposure to process improvement methods such as Lean Six Sigma. •Proven ability to thrive in a larger, matrixed organization. •Excellent negotiation and vendor management skills.
CONDITIONS OF EMPLOYMENT 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.
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