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.
The College of Engineering has an outstanding opportunity for a Human Resources Operations Specialist
The Human Resources Operations Specialist applies specialized knowledge of UW, college, and department policies to facilitate recruitment and hiring, compensation, and related WorkDay activity for multiple departments in the College of Engineering. The position will support managers by providing information and resources for personnel operations such as annual performance reviews. Related duties involve advising staff and supervisors about complex leave, reporting, and auditing personnel data, and managing sensitive personnel records and information with discretion.
HR Operations (45%)
•Advise and consult with supervisors, including faculty members, on matters such as complex leave and regulatory compliance such as PFML, FMLA. Monitor activities in departments for compliance with best practices, and College of Engineering (COE) and UW policies and procedures. •Proactively maintain and disseminate knowledge of union agreements and UW/college policies. Activities include attending workshops and meetings and reading communications from central offices and the dean’s office. Participate in specialized training offered through UW Professional and Organizational development. Summarize content for administrators and hiring managers and disseminate via Teams and established methods. •Create and implement an onboarding program for new employees and customize it for each unit. Write and issue new hire confirmation letters following department, college and UW best practices. •Assemble resources and create new content to supplement the UW’s Staff Diversity Hiring Toolkit. Provide support on planning that supports UW and College diversity hiring initiatives. •Advise supervisors about performance management policies and procedures. Develop communication materials and resources to support annual performance reviews for professional and classified staff. Create and implement a system to verify compliance. •Respond to inquiries and resolve problems in areas such as benefits eligibility, leave administration and compensation. Independently respond to questions from employees and supervisors. Escalate complex HR issues to staff in the dean’s office. •Manage all relevant Workday processes, working competently and collegiately with ISC partners, department administrators and dean’s office HR staff. Produce and utilize Workday reports to monitor activities. •Create an effective system to monitor routing and approvals of business processes. Take appropriate actions when actions are delayed at the ISC or another business office. •Manage confidential personnel files per UW records management policies and procedures.
Staff Recruitment and Hiring (40%)
Manage recruitments from conception to hire for all professional and classified staff positions, including temporary positions. Advise hiring managers on recruitment strategies and best practices. Develop and implement procedures to streamline the hiring process. •Advise faculty and other supervisors about the professional staff program including appropriate job titles and grades. Work collaboratively to create position descriptions, research scientist/engineer questionnaires, and other required forms. •Attend workshops and meetings to learn about best practices and resources available to recruit and support a diverse workforce. Work with departments and the college staff to implement best practices for diversity, equity and inclusion when creating new job descriptions and recommending recruitment strategies. •Enter positions and job requisitions into Workday and collaborate with supervisors, CoE (Dean’s Office) Human Resources, and Compensation, and Total Talent Management staff throughout the recruitment process. Consider department, college, and University equity when working with supervisors on salary offers and negotiations, seeking advice from administrators and COE HR personnel as appropriate.
Student appointments and compensation (10%)
•Facilitate quarterly and annual academic student appointments (RA, TA and SA titles). Advise faculty and department leaders on different student appointment types and identify strategic pathways for achieving the highest level of aid and benefit to the student and department. •Issue employment and fellowship offer letters to students, in compliance with UAW ASE union agreements. Manage Workday entry for student appointments, ensuring health benefits and tuition coverage deadlines are met.
Staff compensation and data changes (5%)
•Facilitate annual merit review processes for supported departments each summer. Activities include customized WorkDay reporting and validation, communication with administrators, supervisors, and employees. •Work with supervisors to implement compensation changes outside of the merit cycle. Typical actions include in-grade salary increases, temporary salary increases, and changes to FLSA eligibility.
•Bachelor’s degree in business administration, public administration or a related field. •At least two years of experience in human resources operations. •Demonstrated commitment to promoting diversity, equity and inclusion. •Excellent customer service skills including commitment to responsiveness, accountability, and attention to detail. •Demonstrated ability to communicate about policies with constituents who are not familiar with the field. •Solution-oriented approach to addressing customer requests. •Candidates with equivalent experience and transferable skills are encouraged to apply.
Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license/certification/registration.
•Knowledge of WorkDay or similar enterprise HR system.
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.
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.