HUMAN RESOURCES MANAGER

Thank you for visiting our job posting. The HFS Human Resources Team invites you to consider joining us in serving staff as we navigate the post-pandemic work environment. This position requires a firm grounding in generalist work that, in brief, includes successful experience with advising and supporting performance management, leave, accommodations, organizational change, compliance and learning.

It also requires a heart for addressing traditional structures and practices that must be addressed to foster equity and inclusion in all aspects of our practice. None of us are experts in equity and inclusion work and we understand that we are all at different places in our development. Our work as a team requires patience, trust and vulnerability to gently challenge each other as we learn and practice our work through a lens of equity and inclusion.

We recognize the need to balance urgency for change with a desire for equilibrium. As the pandemic unwinds, we are using our learning to improve our HR practice and relationships.

To be effective in representing the interests of our staff of approximately 550, we are seeking a team member that will contribute their unique perspective to our practice. Still interested?  Please review the job description and application procedure described below.

To learn about our commitment to diversity, equity, and inclusion at UW Housing & Food Services, you are encouraged to review our Diversity, Equity, and Inclusion Statement Training .

View additional information about HFS, and this position here .

PURPOSE
By practicing effective employee relations management, this position supports the Department’s mission of serving students, staff, faculty, and University guests. Effectiveness is achieved through awareness of the impact of individual biases and dominant white norms on compliance and the performance of work in a variety of occupations and fields. 

RESPONSIBILITIES
All work is engaged through an equity lens that reflects awareness of and receptivity to a variety of perspectives and lived experiences, critical self-reflection of implicit biases, and proactive investigation of historical and structural systems which serve as barriers to equity and inclusion.

Employee Relations (60%):
• Interrupt practices that are not in alignment with University and HFS mission and values
• Interpret, provide guidance, and advise managers on UW Administrative Policy Statements, UW Human Resources policies and collective bargaining unit agreements
• Provide guidance and counsel to managers on methods for assessing and addressing employee performance concerns proactively, including the process for documenting and escalating concerns
• Assess all corrective actions for just cause standards and alignment with Department values of equity and inclusion, working collaboratively with supervisors and managers to remedy unmet standards
• Identify learning gap trends for supervisors, managers and employees that surface through consultation with HFS staff and employee relations processes
• Maintain currency with equitable and inclusive performance management standards and practices, providing coaching, direction and training as needed
• Administer the annual performance review process, including training staff and supervisors, developing forms and ensuring compliance with timelines
• Analyze and track performance evaluations and consult with supervisors to ensure areas for performance improvement and/or development have a plan in place to address them
• Schedule classified corrective action meetings and participate in formal counseling and final counseling meetings; author investigative reports
• Serve as a resource for managers and supervisors by providing just-in-time coaching and support
• Represent HFS in union grievances and provide consultation on effective resolution
• Identify recurring needs for standardized correspondence and develop and maintain templates that reflect a lens of equity and inclusion
• Maintain reports and documentation for areas of responsibility
• Ensure that published materials, resources, correspondence, and performance documentation reflects clear, concise, specific, understandable, equitable, and inclusive language.
• Identify and recommend opportunities for streamlining processes and increasing efficiency, efficacy, equity and inclusion
• Work collaboratively with the HR team on recruitments, compensation, student employment, systems development, and HFS staff onboarding, training and supervision
• Provide consultation to supervisors on employee development
• Liaise with the UW Human Resources Consultant for review and approval of performance management documentation

Leaves of Absence (30%):
• Oversee leaves of absence and track disability leaves in collaboration with UW Human Resources
• Monitor expiring leaves and facilitate the extensions and/or medical separations as needed
• Consult with the UW Human Resources Consultant and UW Risk Management on leaves of absence due to work injury/illness and/or extended leaves of absence to ensure UWHR approvals are current
• Serve as a resource for employees who have questions about their leaves
• Administer the reasonable accommodation process and L&I return-to-work program
• Represent HFS on L&I-related Risk Management teams and committees

Leadership and Development (10%):
• Identify, articulate, and model values and behaviors that support an organizational culture characterized as inclusive, positive, productive, and committed to serving staff and students
• Maintain relationships with internal and campus colleagues and stakeholders to foster collaboration and maintain regular feedback loops to ensure awareness of their concerns, policies and/or legal constraints
• Lead and/or participate on HFS cross-functional teams, committees, and projects
• Prepare and/or present training
• Create and complete an annual personal development plan based on current and desired job-related competencies

IMPACT TO THE UNIVERSITY
The work of this position models behavior and practices that reflect alignment with and advancement of HFS and University commitments to equity and inclusion, and compliance.

POSITION COMPLEXITIES
Multiple occupations, lines of business, employment programs, including union contracts, and a complex institutional structure.

Awareness and sensitivity to the intersections of compliance and operations with equity and inclusion.

Dedication and diligence to continuous learning, awareness, humility, and graciousness that reflects sensitivity toward others and fosters trust and rapport.

A personal willingness to examine one’s own unconscious biases and receive constructive and candid feedback.

WORKING CONDITIONS
Position works weekday office hours with occasional evening and/or weekends to participate in special events. A hybrid arrangement that includes working two days remotely is an option. Work is time- sensitive and requires maintaining focus while expediting high-quality work products.

SUPERVISION RESPONSIBILITIES
This is not a supervisory position

REPORTS TO
Associate Director

MINIMUM QUALIFICATIONS
A Bachelor’s degree in education, human resources, or other related field and four years relevant work experience that demonstrates success in HR generalist work, including: