Senior Human Resources Manager

Job Description

University of Washington School of Public Health (SPH) Dean’s Office of the has an outstanding opportunity for a Senior Human Resources Manager to join their team. About this Opportunity Reporting to the Director of Human Resources, the

Senior Human Resources Manager

and works closely with school leadership on human resources policy, procedures, regulatory compliance and best practices. Together, with the Director of Human Resources and HR Administrative Specialist, this team provides the full spectrum of HR guidance and support to our office and department human resource teams. The Senior Human Resource Manager position engages daily with highly sensitive and confidential matters and is entrusted to advise the HR Director, Associate Dean for Faculty, Dean, Associate Dean for Finance and Administration and department leaders in the resolution of complex employment and appointment issues, HR policy implementation, HR strategy, training and development, recruitment and hiring, employment law, compliance, leave administration and payroll. The UW Worksite for this position is at the Hans Rosling Building on the Seattle campus, but this position is eligible for a hybrid work schedule. Key Responsibilities Academic Affairs (40%) Lead the administration and continuous improvement of academic personnel policies, procedures, and cyclical review processes to ensure compliance with University requirements and School of Public Health (SPH) standards and needs. Collaborate with key stakeholders to develop, revise, and enhance academic HR resources, tools, and guidance that support operational effectiveness and continuous improvement. Provide expert consultation to department chairs, administrators, and Academic HR managers on complex, sensitive, and confidential academic personnel matters. Oversee and manage academic personnel actions, including faculty appointments, reappointments, promotion and tenure reviews, academic reviews, rank and FTE changes, postdoctoral appointments, sabbaticals, and PDR-related activities, ensuring accuracy, timeliness, and compliance with University policy. Independently respond to questions from faculty, staff, and central UW offices regarding academic appointments and procedures. Serve as the School's lead administrator for Interfolio systems, including Review, Promotion and Tenure (RPT), Faculty Search, and Faculty Activity Reporting (FAR); oversee system governance, access, process administration, training, communications, and change management. Partner with the Director of Human Resources on strategic academic personnel initiatives, policy development, operational planning, and complex faculty matters. General Human Resources Functions (20%): Oversee recruitment and hiring activities for staff and manage recruitment and hiring activities for faculty administrative positions within the Dean's Office, ensuring equitable hiring practices and compliance with University policies and applicable employment laws. Partner with the Director of HR to provide consultation, training, and coaching to School administrators and HR professionals on SPH HR policies, compensation practices, performance management, and workforce-related processes. Provide strategic consultation and operational guidance to departmental leaders on workforce planning, organizational structure, staffing strategies, employee engagement, and HR risk management. Represent the School and, as delegated, the Director of HR on School-wide and University-wide committees, projects, and initiatives related to human resources and workforce strategy. Operational HR Leadership & Workforce Strategy (30%): Manage workforce planning, organizational initiatives, and HR operational priorities aligned with School and University objectives; partner with leadership to develop proactive workforce solutions that enhance organizational effectiveness and operational continuity. Actively serve as a strategic HR partner to departments, the Dean's Office, and central UW offices—including Academic Personnel and Faculty, Campus HR Operations, Labor Relations, International Scholars Office, Employee Workday Help, SafeCampus, and The Graduate School— in order to effectively coordinate complex workforce matters, align processes, and ensure effective, compliant, and consistent HR service delivery. Lead implementation of HR policies, operational procedures, and workforce initiatives; identify process gaps, operational risks, and service delivery challenges and implement solutions to improve effectiveness and efficiency. Lead change management efforts associated with new HR systems, policies, procedures, and organizational initiatives by developing communication, training, and implementation strategies that support stakeholder engagement and successful adoption. Support the development, implementation, and continuous improvement of standardized HR and Academic HR practices, tools, templates, and operational guidance within the School's service delivery model. Participate in School-wide strategic planning efforts, HR initiatives, and cross-functional projects that advance workforce strategy, organizational goals, and HR operational excellence. Ensure compliance with employment laws, University policies, collective bargaining agreements, records retention requirements, Faculty Code, and applicable School, State, and governing body regulations; interpret policy and provide guidance to leaders to support consistent and compliant employment practices. Partner with the HR Director to develop, monitor, analyze, and communicate workforce and HR metrics that inform strategic planning, operational decision-making, and continuous improvement efforts. Other Duties (10%) Serve as a resource for internal and external auditing and reporting needs such as compliance reviews, accreditation activities, and regulatory reporting requirements. Maintain oversight of school-wide appointment records and data integrity across multiple University systems; reconcile discrepancies and ensure compliance with applicable policies, procedures, and reporting requirements. Perform other related duties as assigned. Required Qualifications To be considered for this opportunity your application must demonstrate you meet both the minimum qualifications and additional qualifications listed below. Equivalent education and/or experience may substitute for minimum qualifications except when there are legal requirements, such as a license, certification, and/or registration. Minimum Qualifications Applicants who do not meet these qualifications WILL NOT be forwarded to the Hiring Department. Bachelor’s degree in Human Resources, Business Administration, or related field Minimum of 5 years of progressively responsible HR experience in a University setting with 1–2 years of supervisory or team leadership experience Additional Qualifications Strong customer service skills with ability to maintain a positive attitude. Ability to thrive while working with a high volume of work and critical, time sensitive deadlines. Ability to interpret and apply complex state or public agency policies and procedures Excellent written and verbal communication skills, and strong interpersonal skills; ability to maintain a calm demeanor under pressure and communicate effectively at all levels within an organization. Ability to handle sensitive and confidential information with tact, discretion, diplomacy and maintain strict confidentiality. Detail oriented with ability to identify issues and trends as well as correct errors, typos, or discrepancies. Ability to work as part of a team, as demonstrated by prior work experience. Preferred Qualifications Experience in Public Health, healthcare, or academic medicine Strong expertise in employee relations and HR policy interpretation Experience leading teams in a shared services or matrixed environment Demonstrated ability to manage complex and sensitive issues Familiarity with Workday or similar HRIS Strong project management skills, with the ability to manage multiple priorities, deadlines, and participants. Proven ability to negotiate highly sensitive, political situations for positive outcomes and favorable results. Working Conditions Complete WorkDay role trainings in a timely manner Primarily a hybrid working environment with the expectation of on-site presence to support leadership engagement, team management, escalated employee relations matters, and operational needs Office and remote work setting with significant time spent in meetings (virtual and in-person), strategic planning Fast-paced environment with competing priorities, frequent interruptions, and responsibility for managing urgent and escalated issues Regular exposure to sensitive, complex, and high-risk employee relations matters requiring discretion and sound judgment Accountability for team performance, service delivery timelines, and cross-functional coordination across multiple departments Occasional extended work hours may be required to address critical workforce or organizational needs About the Team The University of Washington School of Public Health (SPH) is a complex, collaborative academic organization that operates across strategic, operational, and tactical levels. The School’s leadership includes the Dean, Executive Team, Faculty Council, and administration, with central support provided through the Office of the Dean in areas including Finance & Administration, Advancement, Student and Academic Services, Information Technology and Academic and Staff Personnel. SPH includes five academic departments—Biostatistics, Environmental and Occupational Health Sciences, Epidemiology, Global Health, and Health Systems and Population Health—as well as four interdisciplinary programs. The School’s size and organizational complexity require close collaboration among the Dean’s Office, academic departments, faculty, staff, and leadership to support the School’s academic and administrative mission. The SPH operates in a dynamic environment with a broad range of University policies, procedures, regulatory requirements, and affiliated institutional considerations. The Office of the Dean provides centralized support and works closely with department leadership and administrative teams to ensure consistent and effective practices across the School. This environment requires strong communication, collaboration, sound judgment, and the ability to navigate complex and sometimes competing priorities while maintaining accuracy, efficiency, confidentiality, and compliance with University and School requirements. Compensation, Benefits and Position Details Pay Range Minimum: $115,008.00 annual

Pay Range Maximum: $124,344.00 annual

Other Compensation: -

Benefits: For information about benefits for this position, visit

Shift: First Shift (United States of America)

Temporary or Regular? This is a regular position

FTE (Full-Time Equivalent): 100.00%

Union/Bargaining Unit: Not Applicable

About the UW Working at the University of Washington provides a unique opportunity to change lives – on our campuses, in our state and around the world. UW employees bring their boundless energy, creative problem-solving skills and dedication to building stronger minds and a healthier world. In return, they enjoy outstanding benefits, opportunities for professional growth and the chance to work in an environment known for its diversity, intellectual excitement, artistic pursuits and natural beauty. Our Commitment The University of Washington is committed to fostering an inclusive, respectful and welcoming community for all. As an equal opportunity employer, the University considers applicants for employment without regard to race, color, creed, religion, national origin, citizenship, sex, pregnancy, age, marital status, sexual orientation, gender identity or expression, genetic information, disability, or veteran status consistent with

UW Executive Order No. 81

. To request disability accommodation in the application process, contact the Disability Services Office at

or . 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. Disclosure is required under Washington state law.