HUMAN RESOURCE BUSINESS PARTNER

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 HR Business Partner is a strategic role that will work closely with leaders and employees at all levels of University Advancement, to provide information, guidance and consultation, and to facilitate the delivery of HR services that support an outstanding employee experience. This role partners with aligned business areas on a wide range of talent management and organizational business challenges (performance optimization, organizational design, talent assessment, employee relations, change management, leadership coaching, etc.).

RESPONSIBILITIES:

Relationship Management

• Works closely with leadership and employees to build and cultivate relationships, employee engagement, and retention.
• Provides strategic and tactical consultation and support as an active partner with leaders.
• Facilitates difficult interactions among organizational stakeholders to achieve optimal outcomes; resolves escalated conflicts among stakeholders.
• Builds consensus and settles disputes on HR policy and practice decisions.

HR Business Partner Consultation

• Serves as a subject-matter expert to leaders and employees.
• Implements change based on proven change management techniques.
• Applies policies and procedures across the organization; interprets both policies and changes to policy;
• Applies compliance knowledge to protect organization and mitigate risk.
• Seeks ways to proactively improve organizational processes and outcomes; implements solutions that are aligned and consistent with global HR best practices.
• Identifies and reports trends to University Advancement HR Leaders.
• Partners with leaders and UAHR colleagues to proactively implement business solutions, utilizing HR expertise and perspective; supports managers on HR projects.
• Coaches leaders on HR and business-related issues.
• Aligns solutions with unit HR strategy and advocates for solution implementation.
• Executes HR business strategies to drive key business results; provides guidance on HR matters, partnering with subject-matter experts to develop needed solutions.
• Maintains broad-based knowledge of the organization and its operations; uses knowledge of business and HR metrics to facilitate business decisions.
• Demonstrates working knowledge of the labor market and its relation to organizational success.
• Executes programs, policies, and procedures to drive an engaged and performing organizational culture.
• Implements and delivers solutions and interventions that address issues of retention, change management, employee engagement, and leadership development, partnering with subject-matter experts as appropriate.

HR Trend Analysis

• Interprets data and makes recommendations; asks critical questions needed to evaluate data; gathers, analyzes and presents data to leaders and recommends solutions that support the culture and the defined HR strategy.
• Analyzes root causes of work environment issues; manages interventions and solutions in collaboration and cooperation with key stakeholders.
• Manage special projects as required.

KEY COMPETENCIES

Core

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.

Functional Expertise

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.

MINIMUM REQUIREMENTS:

Bachelor's degree in Business or related field and three years of experience in human resources or related field.

Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license/certification/registration.

ADDITIONAL REQUIREMENTS:

• Strong facilitation, consulting, relationship-building, influence, negotiation, and project management skills.
• Demonstrated business and analytical ability with a proven ability to build relationships and influence different groups.
• Demonstrated implementation and execution ability.
• Strong situational assessment and objective evaluation skills.
• Ability to analyze, interpret and apply complex rules and regulations in problem solving and consulting regarding employment.
• Intrinsically motivated and able to create innovative ideas to achieve results.
• Recognizes and seizes opportunities.
• Works to resolve conflicts and differences through dialog and open communication in a timely manner. Sees difference as an opportunity for growth and change.
• Evidence of the practice of a high level of confidentiality.
• Demonstrated strong computer skills, including proficiency with Microsoft Word, Excel, and PowerPoint for correspondence, special reports, spreadsheets, databases, forms, etc.

DESIRED:

• Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations.
• Knowledge of the integrated advancement model. Knowledge of alumni relations/development/advancement principles.

WORKING CONDITIONS:

• 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.

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.