Req #: 239988 Department: SCHOOL OF MEDICINE Job Location Detail: Hybrid Eligible Posting Date: 10/25/2024 Closing Info: Open Until Filled Salary: $6,741 - $10,111 per month Shift: First Shift Notes: As a UW employee, you will enjoy generous benefits and work/life programs. For a complete description of our benefits for this position, please visit our website, click here. (https://hr.uw.edu/benefits/wp-content/uploads/sites/3/2018/02/benefits-professional-staff-librarians-academic-staff-20230701\_a11y.pdf) 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 School of Medicine has an outstanding opportunity for a **full-time HR Business Partner Consultant (HRBP).** The HRBP is a flexible resource who will be available as an internal consultant to cover the responsibilities of vacant key administrative positions across the School of Medicine (SoM) while also acting as the point-of-contact and liaison for the Dean’s Office units regarding HR grievances, investigations, fact-findings and employee conflicts. This position will utilize the advantages of a key position vacancy to review HR processes, while carrying out day-to-day tasks associated with the vacant HR Manager position. When not deployed to SoM departments, the position will assist ABC HR/Payroll Teams in efforts relating to Human Resources across the School and will support the SoM HR Director in standardizing HR practices across the SoM. The HRBP reports to the SoM HR Director. This position will be required to operate within any of the 31 academic Departments or 30+ Dean’s Office units and manage internal HR operations as if they were a permanent employee in that area. This position requires a critical thinker with independent judgement, discretion, and the ability to manage a complex political system, including informing and escalating concerns to leadership appropriately. This role involves making high-stakes decisions, recommendations, and judgements that significantly impact the unit they are deployed to. These decisions may be based on financial assessments, existing staffing, and evaluation of methodologies. The HRBP is tasked with spearheading the development and implementation of novel approaches to meet business needs, including introducing innovative practices in continuous improvement, streamlining operations, and instituting technological advancements. It will step in to manage teams and processes that are unfamiliar and require tact and diplomacy to integrate and align itself within the already established staff and protocols. This position will work independently as a project consultant manager for a variety of areas, interacting with chairs and executives across the SoM. This person will interact on a regular basis with chairs, faculty, staff, students, outside entitles and must be able to represent the Department they are working in and the SoM. The position may support the HR management of the full employee life cycle in within the department which they are deployed with direct impact to the success of the department during a sensitive period of turnover. Success in this role will reduce additional turnover, provide a bridge between permanent employees, and improve processes along the way. **DUTIES AND RESPONSIBILITIES** The HRBP Consultant will cover the responsibilities of vacant key human resources positions, while demonstrating extensive knowledge of standard SoM and departmental operations and responsibilities. This position will be responsible for identifying and implementing changes in HR operations, while filling the vacant role. Key areas of responsibility: Human Resources Management and Support 60%: + Understand the organizational complexities of the School of Medicine, including job types, reporting relationships, specific roles, and responsibilities within the broader context of the University. + Provide informal and formal complex advice through tailored consultation with staff, students, directors and administrators regarding UW human resources policies and procedures. + Provide expert advice and HR management to the full employee lifecycle. + Support the recruitment process for positions from concept through hire. Balance setting expectations with managers while simultaneously promoting their needs with the central offices. + Collaborate closely with leaders to identify areas of concern, formulate a plan of action, provide support through approval processes, and maintain timeline throughout successful completion. + As requested, investigate and promote pay equity, position review, and career development opportunities. + Identify, establish, and maintain important partnerships and strong working relationships with the central approval offices. + Provide school-wide HR and Workday process support. + Understand and be proficient in the complexities of staff, academic personnel, undergraduate and graduate students. Manage leave records for staff and academic personnel. + Attend and participate in human resources meetings and committees.Employee Relations 30%:Function as the Department’s, when deployed, and Dean’s Office point-of-contact and liaison for HR grievances, investigation, fact-findings and employee conflicts. Meet with managers and employees regarding highly charged situations and guide them through the resolution processes. Act as mediator in employee disputes that do not require escalation, and judge whether any given situation does require escalation. Coach and guide managers and supervisors on organizational matters, performance and corrective issues, and equitable practices. Provide guidance on multiple fronts about how best to present difficult information to employees. Provide situation assessments, policy interpretations and recommendations to management for complaint or conflict resolution and corrective actions. Counsel managers on employee relations matters, and compliance with the university's guidelines. + Performance Management & Corrective Action – Provide consultative advice and educate clients regarding performance management and corrective action. In collaboration with the Sr. HRBP and the SoM HR Director, perform routine intake and coaching sessions with managers and guide the Letter of Expectations editing process. Create and maintain an employee relations tracker. + Complaint Resolution – Provide information to employees regarding complaint resolution options. Provide guidance to managers and supervisors responding to employee complaints. Conduct, or assist managers with, investigations to resolve allegations and work with parties to effect resolution of employee complaints or concerns. + Connect Employees with Resources – Provide high-level advice and consultation on a variety of sensitive topics, and connect employees with the appropriate resources for leave administration, accommodation requests, complaint resolution options, policy interpretation, workplace violence and SafeCampus, collective bargaining agreements, etc. + Create standardized materials for implementation and use for SoM Department managers and HR personnel (ex. coaching conversation outlines, email templates, exit interviews, etc.) + Support the SoM HR Director in employee relations across the SoM, which may include letter and filing support for layoff and dismissal process, scheduling exit interviews, and reviewing and proposing edits to Letters of Expectations or Performance Improvement Plans.Human Resources Transition Support 5%: + Assess current HR practices, team structure, utilization of central resources, and the unit’s long-term staff HR needs to create staffing recommendations for Department leadership. + Provide training and resources to new and existing Department staff. Establish or refine succession-proof and sustainable department HR practices for use after deployment end. + Adroitly manage the transition into and out of the SoM Department, demonstrating excellent planning, communication to stakeholders, project management, and timeliness.Special projects and other duties as assigned 5%: + Identify, recommend, lead, and share out process improvements and standardizations for SoM-wide use + Develop, analyze, and revise team guidelines, policy, procedures, and training tools. + Assist Dean’s Office HR and ABC Shared Services Teams during times of high-volume workloads. **MINIMUM REQUIREMENTS** + Bachelor’s degree in human resources management, business administration or other related field. Four to five years of work experience in human resources preferably at a diverse, multi-faceted organization. Equivalent experience may substitute for degree requirement. _Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license/certification/registration._ **ADDITIONAL REQUIREMENTS** + Demonstrated effective leadership background including team building, strategic delegation and task management. + Thorough knowledge of HR policies, procedures, principles, and practices. Personnel and salary administration, recruitment techniques and management. + Excellent interpersonal and communication skills (written and oral). + Proficient in Microsoft Word, Excel, and PowerPoint. Ability to write effective, useful, and timely documentation. + Experience with Workday or other human resource information system. + Ability to communicate in a diplomatic, friendly, yet effective manner with SoM leadership, faculty, staff, and central campus offices. + Ability to analyze needs, assess potential avenues, and implement creative solutions to ensure a steady flow of high-quality, high-achieving staff. + Highly organized, demonstrate ability to multitask in a consistently fast paced environment in an organized and efficient manner. Self-motivated, flexible, creative, ability to prioritize and be solutions orientated. + Ability to creatively solve problems to meet goals and objectives. + Exhibit a proactive, service-oriented manner and ability to deal effectively with a diverse and demanding client base. + Demonstrated success in working with diverse populations. + Demonstrated ability to work independently and as part of a team. **DESIRED QUALIFICATIONS** + Familiarity with UW policies and systems, including proficiency in Workday. + Human resources and payroll experience at a large University setting. + Knowledge of Washington State employment law. + Knowledge of University of Washington human resource policies. **Application Process:** The application process 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 access 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. University of Washington is an affirmative action and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to, among other things, race, religion, color, national origin, sexual orientation, gender identity, sex, age, protected veteran or disabled status, or genetic information.