ASSOCIATE DIRECTOR FOR EMPLOYEE RELATIONS

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ASSOCIATE DIRECTOR FOR EMPLOYEE RELATIONS

Req #: 234141 Department: EXECUTIVE OFFICE OF THE PRESIDENT & PROVOST Job Location: Seattle Campus Job Location Detail: Hybrid Eligible (In office and Telework) Posting Date: 05/09/2024 Closing Info: Open Until Filled Salary: $7,697 - $10,850 per month Other Compensation: Shift: First Shift Benefits: As a UW employee, you will enjoy generous benefits and work/life programs. 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. Reporting to the Senior Director of the Executive Office (EO) of the President & Provost, the Associate Director for Executive Office Human Resources is responsible for proactively providing consultation and expert advice regarding employee relations to units of the Executive Office of the President & Provost, which includes:

• The Executive Office (Office of the President & Provost), including Board of Regents, Office of the Ombud, Population Health Initiative, and University Policy & Rules
• Vice Provost Organizational Units: Academic & Student Affairs and Academic Personnel
• Faculty Senate/UCommittees, Compliance & Risk Services, Internal Audit, UWINCO; Environmental Health & Safety; and Health Sciences Services

Areas of guidance and consultation for units include: policy, rule, and law interpretation, reasonable accommodation, complaint resolution, leave administration, labor relations, performance management and corrective action, workplace violence and training. The Associate Director must develop service strategies, processes, and programs that are responsive to the needs of Executive Office units. The successful candidate must be capable of managing multiple and competing priorities with frequently tight deadlines skillfully, reliably, accurately, and confidentially while demonstrating discretion and independent judgement in all areas of operation. Input and demand come from multiple directions, people, organizations, and activities. Managing this breadth and complexity requires a good working relationship with colleagues, excellent communication and organizational skills, an ability to deal with the unexpected, an acceptance of a certain level of stress, an ability to maintain an optimistic outlook, a capacity for innovation, and a willingness to embrace change and process improvement. The Associate Director is expected to stay current and informed of all HR policies and procedures and actively integrates and implements them as needed. The duties assigned to this position can be highly sensitive and dynamic and requires the incumbent to be flexible, respectful, ethical, supportive, and discrete. The Associate Director must be able to analyze and identify appropriate solutions or next steps to any number of nuanced issues. As a member of the Executive Office Shared Environment (EOSE) this position actively contributes to the success of the wider team. This position works closely and collaboratively with the Associate Director for HR Operations and the HR Specialist to ensure seamless support of all HR functions and needs of the Executive Office organization, at times providing backup support to the HR operations during absences or during peak/high-volume periods. The Executive Office of the President & Provost interacts with the diverse units of the university as well as outside constituents and partners from local, national, and international institutions and communities. This highly visible office strives to provide exceptional and professional service. The Associate Director, as a representative of Executive Office, correspondingly encompasses this high level of service. Moreover, Human Resources is extremely confidential and requires adherence to policies and procedures and has a high impact to the organization and the institution. DUTIES AND RESPONSIBILITIES Guidance & Consultation (70%)

• Evaluate organizational practices and ensure compliance with laws, rules and policies. As necessary, develop human resources practice recommendations that comply with regulatory requirements while meeting or maintaining operational needs. Develop implementation strategies that maintain continuity of operations. Advise employees and supervisors regarding institutional procedures.
• Provide information to employees regarding complaint resolution options. Provide guidance to leadership responding to employee complaints. Conduct, or assist leadership with, investigations to resolve allegations and work with parties towards resolution of employee complaints or negotiate settlements and prepare settlement agreements.
• Provide comprehensive consultative advice on leave administration. Advise clients regarding the provisions of laws and rules governing various types of leave use, including the Family and Medical Leave Act (FMLA). Provide direct guidance to employees on LOA with regard to appropriate time off planning and assist with entries, as needed. Perform Workday LOA and time off audits to ensure accuracy and compliance with FMLA time tracking and other LOA entitlement programs.
• Educate and inform leadership regarding the interpretation and application of labor agreements. Assist in responding to and resolving employee grievances. May participate in contract negotiation/bargaining discussions.
• Provide consultative advice and educate clients regarding performance management and corrective action. Launch and maintain proactive and collaborative approach to the annual performance review process. Educate and guide supervisor on preparing for annual review process, including developing general resource guides as well as offering 1:1 coaching and guidance to unit managers.
• Complete regular and ad-hoc audits of position and employee data to ensure compliance with UW policies and EO best practices, including but not limited to tracking and ensuring completion of required trainings, telework agreements, and other personnel records.
• Work closely and collaboratively with the Associate Director for HR Operations on all issues, cases, matters intersecting HR Operations and Employee Relations to ensure comprehensive and seamless support to units between the two HR specialties.
• In the absence of the Associate Director for HR Operations, provide direct guidance to unit members or refer them to the appropriate resource(s).

Communication & Training (20%)

• Act as liaison to facilitate communication with other functional Human Resources units when specialized knowledge or interpretation is needed. Serve as an expert resource drawing from a broad base of human resources/employment knowledge for day-to-day human resources advice and counsel. Serve as primary contact and principal resource for all departmental employee relations needs. Handling and coordinating org-wide and managerial communications
• Successfully build professional relationships with and provide consultative services to clients, service team members, functional areas of human resources, and other staff in units such as Disability Services Office, HR Leaves, and Civil Rights Investigation Office (CRIO).
• Develop and conduct presentations and training programs customized to client needs. Independently develop curriculum; participant materials, presenter's outline, etc. for new course offerings in human resources arena. Continually update course materials.
• In collaboration with the Associate Director for HR Operations, explore and disseminate information related to current issues and best practices within the area of HR operations and administration.

Special Projects and Committees (10%)

• Independently manage and prioritize special projects as assigned by the Senior Director, including the cyclical Vice Provost Review process. Conduct research, gather materials and resources, and report on status and progress, often in response to initiatives of the Executive Office.
• Serve on and/or lead project teams/committees; identifying, coordinating, and facilitating resources; and providing additional support for projects, investigations, and audits.
• Drive effective and frequent communication and collaboration among various EO project owners and stakeholders; proactively and independently follow up on priorities and issues; acting under delegated authority of the Senior Director, define and execute common goals and processes for optimal efficiency.
• Proactively provide regular status reports to the Senior Director on projects and issues, highlighting key priorities, identifying possible challenges, and making recommendations or presenting solutions.

MINIMUM REQUIREMENTS

• Bachelor's degree, preferably in Human Resources or related field
• Minimum of six years of increasingly responsible senior human resources experience; or an equivalent combination of education and experience.

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

• Demonstrated experience and ability to interpret complex policies, rules, and laws including:FMLA, ADA, union contracts, Washington Administrative Code.
• Demonstrated experience with training design and facilitation with particular focus in elevating skill levels and capacity of supervisors and managers.
• Demonstrated ability to:
• Provide consultative client service with diverse groups of people in a team environment
• Model leadership and consultative direction to staff establishing professional partnerships that further the organization's mission.
• Work in a collegial manner within a team setting providing leadership and assistance to staff in developing effective working relationships.
• Provide consultative advice regarding complaint resolution.
• Apply knowledge of good management practices, performance management, employment law, conflict resolution, and general compensation.
• Provide formal informational and training presentations which demonstrate excellent writing and communication skills.

DESIRED QUALIFICATIONS

• Previous experience working in higher education
• Experience leading through change
• Experience working in a shared services environment

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 log into your “My Jobs” page. If you choose 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.

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.

The University of Washington is an affirmative action and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran or disabled status, or genetic information.

To request disability accommodation in the application process, contact the Disability Services Office at View phone number on us.edajobs.com or View email address on us.edajobs.com.

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.