HUMAN RESOURCES MANAGER

Job Description

**HUMAN RESOURCES MANAGER**
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Req #: 238818

Department: COE: ATMOSPHERIC SCIENCES

Job Location: Seattle Campus

Posting Date: 09/10/2024

Closing Info: Closes On 09/24/2024

Salary: $5897 – $8845 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.

The Human Resources Manager reports directly to the Administrator and takes direction from the Chair, working closely with managers, faculty, staff, and students to achieve department goals within the University’s policies and procedures. This position plays a key role in managing all aspects of Academic Human Resources and other human resources-related duties for the Department.

The HR Manager will be responsible for all facets of Workday operations including job requisitions, job changes/terminations, and compensation changes, along with running reports, data cleanup, and providing all HR-related Workday data to the Administrator. The HR Manager must also understand foreign national visa standards and lead the department’s work with Academic HR, the International Scholar’s Office, and the College of Environment HR Shared Services to manage international visas. The HR Manager is expected to exercise independent judgment, solve problems, and develop innovative approaches to the management of a wide variety of departmental academic and staff human resources and payroll, to ensure operational efficiency.

**DUTIES AND RESPONSIBILITIES**

**Academic Human Resources, Faculty Affairs, and Postdoctoral Management – 30%**

– Manage a high volume of academic, research, and teaching faculty appointment-related transactions including new hires and paid and courtesy appointments for ATMS, ensuring compliance with up-to-date guidelines, and addressing the expectations related to appointments’ processes within ATMS. Provide advice to academic staff regarding department, college, and university requirements, policies, and procedures about Academic Human Resources.

– Establish procedures and protocols about all facets of faculty affairs, including oversight of adjunct and affiliate faculty, professorships, postdoctoral scholars, and visiting researcher/scientist appointments.

– Manage all activities associated with faculty searches, onboarding, appointments, reappointments, promotions, tenure, professorships, merit reviews, voting eligibility, faculty ballots, and Graduate School Faculty appointments, while always maintaining a high degree of confidentiality. Work closely with the Chair, Dean, and Administrator in negotiating funding start-up for new faculty.

– Manages department foreign national visa (H1B, J-1, J VISIT, TN) application process in conjunction with International Scholars Office, ATMS, CoENV, and AHR, VISIT, and VISER programs, to ensure the accurate and timely reporting and processing of the various types of AHR appointments, by researching and resolving appointment issues, such as visas, salary funding options, and appointment letters.

– Oversee the completion of all faculty reports including annual reports, professional leave requests, outside professional activities, annual reviews, faculty workload reporting, teaching evaluations, sabbaticals, retirements, and other faculty reporting documents. Manage the maintenance of all faculty files and records.

**Staff and Student Human Resource and Personnel Operations – 40%**

– Manage staff employment (hourly, classified, professional, project appointment) lifecycle. Serve as hiring manager for ATMS. Work closely with supervisors/PIs on job creation, recruitment, interviews, hiring, onboarding, etc. Assist with compensation, evaluations, position reviews, and HR advisement related to employee relations. Manage record keeping and maintenance of confidential files.

– Write and distribute new hire confirmation letters, ensuring all necessary elements are included by School, College, and University rules and procedures.

– Manage student employment lifecycle. Coordinate with faculty concerning graduate students (Teaching Assistant, Research Assistant, Stipend positions) and undergraduate student hourly employees to determine the source of support and percentage of support.

– Implement human resources policies and procedures. Partner with the Administrator to design and implement an ATMS new-hire orientation program. Develop new ATMS employee onboarding and separation procedures.

– In coordination with Campus HR provide context on Leaves of Absence, specifically FMLA practices and best practices. Initiate and monitor Workday reporting for FMLA tracking, record keeping, and required communications for staff and faculty taking leave.

– Work closely with Campus HR Talent Management to ensure recruitment and hiring processes are successful and occur promptly. Partner with department leadership in managing Workday activities to ensure actions and responses are by applicable rules and regulations.

– Manage personnel action items (annual evaluation review, staff recognition, leave reporting to include leave requests, compensatory time, overtime, and over/underpayment requests.

– Serve as the principal liaison between ATMS and other UW Human Resource offices including the College of Environment Dean’s Office and UW HR.

– Prepare and audit routine Workday reports for accuracy and compliance related to HR data.

**Payroll – 20%**

– Responsible for payroll entry of current and new appointments. This position will be responsible for many levels of Human Resources and Payroll related actions for ATMS. and as such must be well-versed in Workday and how to process the many types of business processes

– Entering PAPs, PAA, Fellowship Stipend in SDB

– Department GLACIER representative

**Leave Management – 5%**

– Manage and provide content expertise on Leave of Absence, specifically FMLA practices and parental leave. Advise supervisors and employees on best practices and be the department expert on Leave Policy and Procedures

– Manage and monitor Workday reporting for FMLA tracking, and record-keeping, which requires communications for staff and faculty taking leave

**Departmental Services – 5%**

– Partner with the Administrator on faculty and staff annual review and merit process.

– Support and advise the department’s payroll team for Workday questions and enter costing allocations into Workday. Assist the team by troubleshooting issues and reaching out to the ISC as needed to resolve problems.

– Participate in office committees and special project teams for the department to support office administration, employee engagement, and operational efficiency.

– Other duties as assigned.

– Serve as the I-9 Verification Coordinator.

**MINIMUM REQUIREMENTS**

Bachelor’s degree in social sciences, business, public administration, English, scientific or related field, or combination of education and experience AND Three or more years of administrative and HR experience.

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

**ADDITIONAL REQUIREMENTS**

– Bachelor’s degree in social sciences, business, public administration, English, scientific or related field, or combination of education and experience.

– Three years of administrative and HR experience.

– Strong organizational skills highlighting the ability to develop, use, and maintain systems to track information and materials. Eagerness and ability to take initiative and work independently.

– Strong project management and problem-solving skills.

– Excellent written and verbal communication skills, and strong interpersonal skills; ability to maintain a professional demeanor at all times.

– Strong attention to detail with an emphasis on accuracy and completeness of information.

– Ability to maintain harmonious working relationships to address complex and/or sensitive issues effectively.

– Ability to exercise discretion and to exercise sound judgment and solve problems independently.

– Ability to work independently and as part of a team, manage priorities, multi-task, problem solve, and exercise sound judgment in a dynamic and deadline-driven environment.

– Ability to navigate a complex, layered organization to achieve results.

– Ability to interpret and communicate to others complex policies and procedures.

– Proficiency with Microsoft Office Suite, including Excel, Word, Outlook, and PowerPoint.

– Strong working knowledge and experience with HRIS systems, preferably Workday.

**DESIRED QUALIFICATIONS**

– UW experience to include using UW administrative systems including Workday, and a solid understanding of UW personnel policy.

– Proven expertise in managing both academic and staff human resources at UW. Knowledge of faculty affairs, postdoctoral procedures, and rules, including visa requirements.

– Familiarity with UW’s administrative policies and procedures and software systems.

– Experience in an academic setting.

– Experience working with both Union and Non-Union employees.

– Knowledge of Washington State employment law.

**WORKING CONDITIONS**

This position will work 100% in-person at the University of Washington’s Seattle campus. A remote work schedule is negotiable depending on business needs, on an ongoing basis.

This position works very closely with the academic calendar and the timing and processing of academic quarters governing much of the work. Must be able to organize and prioritize many competing tasks while working under pressure with frequent strict deadlines and shifting priorities. Works with highly confidential information.

**Other comments**

The Human Resources Manager, in concert with the Chair, Administrator, and the Counseling Services Coordinator, serves as a bridge between department constituencies providing support, counseling, and advice to students, faculty, and staff and community cohesion. The position requires strong attention to detail as well as a bigger-picture view of the department as a whole with a long-term commitment to sustainability.

**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 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. Disclosure is required under Washington state law.