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.
UW Advancement has an outstanding opportunity for a Senior Director for Human Resources.
The Senior Director for People & Culture (PaC) (Sr. Director) originates and leads University Advancement human resources practices and initiatives to provide a people-first, high-performance culture for the world-class integrated advancement workforce for the University of Washington. Through its commitment and application of our team-developed Advancement values, productivity and standards, the position leads best practices in employee recruitment, retention and development, working with leaders across the organization to ensure every Advancement employee thrives in an environment of trust, belonging and purpose.
The Sr. Director works collaboratively with the University Advancement (UA) Executive Strategy (EST) and Extended Leadership (XLT) Teams and leaders across campuses and units to ensure the successful translation of business and operational strategies into human resource actions and priorities. This position has two primary foci: 1) developing and managing the UA PaC team and supporting functions and services, and 2) developing, driving and evolving a plan of human resources initiatives to achieve and promote the recruiting and retaining top talent and the culture and competencies that empower and celebrate a diverse and highly skilled team as they achieve University Advancement’s organizational goals and uphold its values.
The Sr. Director is responsible for developing, managing and leading a comprehensive and nationally recognized program of human resources to attract, develop and retain the best talent for University Advancement and the University of Washington.
Broad areas of responsibilities include, but are not limited to:
•Modeling and upholding shared equity leadership as a leader of UA •Workforce planning •Talent acquisition, development, engagement, and retention •Communicating Advancement culture and values and playing a key role in upholding cultural norms and values in the organization •The establishment, standardization and communication of HR policies and procedures •Knowledge of University Advancement roles, processes and environment •The Sr. Director reports to the Associate VP and advises the Senior Vice President, University Advancement (SVP) and other vice presidents and EST leaders on critical matters related to human resources and is a key leader on the Advancement Operations leadership team.
Strategic Alignment and Workforce Planning
•Create successful HR strategic planning frameworks, forming work teams and overseeing the delivery of organizational initiatives, programs and policies. •Ongoing analysis of the current state of UA and its individual units; identifying trends, and modeling different options and alternatives for consideration. •Lead UA commitment to DEI throughout the talent acquisition, retention, promotion, and redeployment cycles. •Partner with leaders and managers to understand their business needs and develop and propose workable solutions that align with the goals, direction, compliance, and desired culture of UA. •Develop resource solutions that encompass the full spectrum of workforce planning - identifying staffing objectives, recruiting, retention, promotion and redeployment. •Maintain knowledge of industry trends and best practices, while ensuring UA is up-to-date and in compliance with all university, local, state and federal policies, laws and regulations that govern human resource management and employment issues.
Program Development and Management
Oversee the creation and execution of the following HR competencies, ensuring diversity, equity and inclusion are infused throughout: •Workforce Planning and Management •Talent Acquisition •Employee Engagement and Retention •Learning and Development •Employee Relations •Compensation and Benefits
Drive the culture of University Advancement by: •Ensuring that UA values are transmitted through broad-scale communication and meetings •Facilitating relationship building across and between Advancement staff, ensuring a sense of trust and belonging •Understanding the employee engagement landscape and opportunities for improvement through regular surveys and other means •Work collaboratively with the Associate VP and Director of Diversity, Equity and Inclusion on the development, implementation and expansion of UA’s Race and Equity Initiatives to create a diverse and inclusive culture and environment. Continuously provide opportunities to develop and enrich the priorities regarding diversity, equity, and inclusion. •Provide coaching, direction and counsel to leadership to proactively anticipate, prevent and resolve HR issues. Interpret and implement HR policies, practices and organizational philosophy.
Oversee and execute Learning & Development and Staff Onboarding for University Advancement:
•Identify, create, promote and implement UA staff training and development needs on an individual and group basis. •Develop training strategies and talent development strategies to develop managers and leaders. •Develop, manage and conduct employee development workshops to promote and advance University Advancement mission, vision and values.
Leadership and Team management
•Build a robust and comprehensive PaC organization, identifying requirements, and evaluating and prioritizing functions, services, roles and responsibilities. •Build relationships with leaders at the executive level and across Advancement, including a capacity for shared problem-solving, consultation and reaching shared cultural and talent management objectives. •Lead the implementation of HR programs through PaC staff, monitoring administration to established standards and procedures, identifying opportunities for improvement and leading change. •Ability to build trust and credibility between People and Culture and client groups.
Ability to lead the development of the UA PaC Team, ensuring each team member is growing in their current role and/or future role through a combination of experience, education, training and exposure, including oversight of the day-to-day operations of the PaC Team.
•Manage direct reports, including hiring, development, and performance management. •Create and manage the budget of the PaC Team with discretionary authority. •Manage a team of professionals who will serve as advocates for the employee experience by executing HR processes that will impact culture, professional development, and performance management while addressing staff issues and challenges. •Responsible for management, staff development and career enrichment for the PaC Team.
Other Duties as Assigned
•Has delegated authority to make salary commitments that affect UA. •Manage special projects as requested by the Associate VP and Senior VP.
Effective communications: Expresses oneself clearly and empathetically in interactions with others and prioritizes an accessible and transparent style in all forms of communication, i.e., verbal and written, one-on-one and group, etc. Interpersonal Awareness: Builds and maintains positive and productive 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.
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.
Innovation Management: Able to anticipate market trends and be effective in facilitating and managing creative processes to achieve results in self and others. Organizational Agility: Knowledgeable of the organization, able to balance reason and the interest of various parties, and act in an appropriate manner that is congruent with the organization’s values, goals and mission to achieve success. Technical Agility: Ability to quickly learn and apply new technologies, skills and concepts into existing systems and protocols while continuously seeking improvements.
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.
•Bachelor’s degree in personnel administration or a related field, and ten (10) years of progressively independent and responsible experience in talent management, human resources management, or management-level administrative experience. •Demonstrated commitment to valuing diversity and creating a safe, welcoming and inclusive work environment. Demonstrated commitment to being a values-based, inclusive, transparent and collaborative leader who strives for continuous improvement.
Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license/certification/registration.
•Exceptional interpersonal, verbal, presentation, and written communication skills and an ability to work both independently and collaboratively. •Ability to build trust and strong rapport with leaders, managers and staff across the organization. •Ability to handle sensitive and confidential personnel and policy information. •Key skills and abilities include coaching, influencing, facilitation, process development, analysis, and problem solving. •Ability to work in an academic and business environment on both strategic and tactical levels. •Demonstrated ability to build relationships with a variety of functional areas and leadership levels quickly and effectively. •Strong analytical, assessment and decision-making skills. •Must be self-directed and able to work in a fast-paced environment and possess the ability to quickly learn and use internal systems and tools. •Demonstrated ability to execute on business strategy within a multi-faceted organization, preferably in a large University setting.
•Knowledge of the integrated advancement model. Knowledge of alumni relations/development/advancement principles.
•Cubicle/Open workspace environment which may result in additional or higher levels of noise and visual distractions. •Ability to work evening and weekend hours, as necessary, on short or limited notice. •Must have regular and reliable transportation for local travel and willing to travel when necessary. •Hybrid-work environment.
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.
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