University of Washington
HR BUSINESS PARTNER CONSULTANT
University of Washington, Seattle, Washington, us, 98127
If you are using a screen reader and experience any difficulty accessing our web pages, please call 206-543-2544 or email UWHires and we will be happy to assist you.Benefits:
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.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 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.DUTIES AND RESPONSIBILITIESThe 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.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.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.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.
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.Manage the transition into and out of the SoM Department, demonstrating excellent planning and communication to stakeholders.
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.
MINIMUM REQUIREMENTSBachelor’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.ADDITIONAL REQUIREMENTSDemonstrated effective leadership background including team building, strategic delegation, and task management.Thorough knowledge of HR policies, procedures, principles, and practices.Excellent interpersonal and communication skills (written and oral).Proficient in Microsoft Word, Excel, and PowerPoint.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.Highly organized, demonstrate ability to multitask in a consistently fast-paced environment.DESIRED QUALIFICATIONSFamiliarity 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.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.Committed to attracting and retaining a diverse staff, the University of Washington will honor your experiences, perspectives and unique identity. Together, our community strives to create and maintain working and learning environments that are inclusive, equitable and welcoming.To request disability accommodation in the application process, contact the Disability Services Office at 206-543-6450 or dso@uw.edu.Applicants considered for this position will be required to disclose if they are the subject of any substantiated findings or current investigations related to sexual misconduct at their current employment and past employment.
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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.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 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.DUTIES AND RESPONSIBILITIESThe 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.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.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.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.
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.Manage the transition into and out of the SoM Department, demonstrating excellent planning and communication to stakeholders.
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.
MINIMUM REQUIREMENTSBachelor’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.ADDITIONAL REQUIREMENTSDemonstrated effective leadership background including team building, strategic delegation, and task management.Thorough knowledge of HR policies, procedures, principles, and practices.Excellent interpersonal and communication skills (written and oral).Proficient in Microsoft Word, Excel, and PowerPoint.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.Highly organized, demonstrate ability to multitask in a consistently fast-paced environment.DESIRED QUALIFICATIONSFamiliarity 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.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.Committed to attracting and retaining a diverse staff, the University of Washington will honor your experiences, perspectives and unique identity. Together, our community strives to create and maintain working and learning environments that are inclusive, equitable and welcoming.To request disability accommodation in the application process, contact the Disability Services Office at 206-543-6450 or dso@uw.edu.Applicants considered for this position will be required to disclose if they are the subject of any substantiated findings or current investigations related to sexual misconduct at their current employment and past employment.
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