SENIOR DIRECTOR FOR HUMAN RESOURCES
Company: University of Washington
Posted on: May 14, 2022
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and we will be happy to assist you. jump to content Salary: Salary
is commensurate with education and experience - Shift: First Shift
- Notes: As a UW employee, you will enjoy generous benefits and
work/life programs. For detailed information on Benefits for this
position, click here. - 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. -
UW Advancement has an outstanding opportunity for a Senior Director
for Human Resources.
The Senior Director for People & Culture (PaC) (Sr. Director)
originates and leads University Advancement human resources
practices and initiatives to provide a people-first,
high-performance culture for the world-class integrated advancement
workforce for the University of Washington. Through its commitment
and application of our team-developed Advancement values,
productivity and standards, the position leads best practices in
employee recruitment, retention and development, working with
leaders across the organization to ensure every Advancement
employee thrives in an environment of trust, belonging and
The Sr. Director works collaboratively with the University
Advancement (UA) Executive Strategy (EST) and Extended Leadership
(XLT) Teams and leaders across campuses and units to ensure the
successful translation of business and operational strategies into
human resource actions and priorities. This position has two
primary foci: 1) developing and managing the UA PaC team and
supporting functions and services, and 2) developing, driving and
evolving a plan of human resources initiatives to achieve and
promote the recruiting and retaining top talent and the culture and
competencies that empower and celebrate a diverse and highly
skilled team as they achieve University Advancement's
organizational goals and uphold its values.
The Sr. Director is responsible for developing, managing and
leading a comprehensive and nationally recognized program of human
resources to attract, develop and retain the best talent for
University Advancement and the University of Washington.
Broad areas of responsibilities include, but are not limited
--- Modeling and upholding shared equity leadership as a leader of
--- Workforce planning
--- Talent acquisition, development, engagement, and retention
--- Communicating Advancement culture and values and playing a key
role in upholding cultural norms and values in the organization
--- The establishment, standardization and communication of HR
policies and procedures
--- Knowledge of University Advancement roles, processes and
--- The Sr. Director reports to the Associate VP and advises the
Senior Vice President, University Advancement (SVP) and other vice
presidents and EST leaders on critical matters related to human
resources and is a key leader on the Advancement Operations
Strategic Alignment and Workforce Planning
--- Create successful HR strategic planning frameworks, forming
work teams and overseeing the delivery of organizational
initiatives, programs and policies.
--- Ongoing analysis of the current state of UA and its individual
units; identifying trends, and modeling different options and
alternatives for consideration.
--- Lead UA commitment to DEI throughout the talent acquisition,
retention, promotion, and redeployment cycles.
--- Partner with leaders and managers to understand their business
needs and develop and propose workable solutions that align with
the goals, direction, compliance, and desired culture of UA.
--- Develop resource solutions that encompass the full spectrum of
workforce planning - identifying staffing objectives, recruiting,
retention, promotion and redeployment.
--- Maintain knowledge of industry trends and best practices, while
ensuring UA is up-to-date and in compliance with all university,
local, state and federal policies, laws and regulations that govern
human resource management and employment issues.
Program Development and Management
Oversee the creation and execution of the following HR
competencies, ensuring diversity, equity and inclusion are infused
--- Workforce Planning and Management
--- Talent Acquisition
--- Employee Engagement and Retention
--- Learning and Development
--- Employee Relations
--- Compensation and Benefits
Drive the culture of University Advancement by:
--- Ensuring that UA values are transmitted through broad-scale
communication and meetings
--- Facilitating relationship building across and between
Advancement staff, ensuring a sense of trust and belonging
--- Understanding the employee engagement landscape and
opportunities for improvement through regular surveys and other
--- Work collaboratively with the Associate VP and Director of
Diversity, Equity and Inclusion on the development, implementation
and expansion of UA's Race and Equity Initiatives to create a
diverse and inclusive culture and environment. Continuously provide
opportunities to develop and enrich the priorities regarding
diversity, equity, and inclusion.
--- Provide coaching, direction and counsel to leadership to
proactively anticipate, prevent and resolve HR issues. Interpret
and implement HR policies, practices and organizational
Oversee and execute Learning & Development and Staff Onboarding for
--- Identify, create, promote and implement UA staff training and
development needs on an individual and group basis.
--- Develop training strategies and talent development strategies
to develop managers and leaders.
--- Develop, manage and conduct employee development workshops to
promote and advance University Advancement mission, vision and
Leadership and Team management
--- Build a robust and comprehensive PaC organization, identifying
requirements, and evaluating and prioritizing functions, services,
roles and responsibilities.
--- Build relationships with leaders at the executive level and
across Advancement, including a capacity for shared
problem-solving, consultation and reaching shared cultural and
talent management objectives.
--- Lead the implementation of HR programs through PaC staff,
monitoring administration to established standards and procedures,
identifying opportunities for improvement and leading change.
--- Ability to build trust and credibility between People and
Culture and client groups.
Ability to lead the development of the UA PaC Team, ensuring each
team member is growing in their current role and/or future role
through a combination of experience, education, training and
exposure, including oversight of the day-to-day operations of the
--- Manage direct reports, including hiring, development, and
--- Create and manage the budget of the PaC Team with discretionary
--- Manage a team of professionals who will serve as advocates for
the employee experience by executing HR processes that will impact
culture, professional development, and performance management while
addressing staff issues and challenges.
--- Responsible for management, staff development and career
enrichment for the PaC Team.
Other Duties as Assigned
--- Has delegated authority to make salary commitments that affect
--- Manage special projects as requested by the Associate VP and
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.
People Builder: Committed to developing others to become
Driving Results: Effectively communicates objectives and guides
direct reports and team members to make decisions and achieve
Organizational Planning: Develops and manages comprehensive team
goals and measures team progress while balancing short-term and
long-term priorities that are consistent with the organization's
mission, priorities and goals.
Managing Conflict: Recognizes and addresses conflicts and
disagreements in a safe and respectful environment, manages
conflicts collaboratively, and builds consensus with the best
interests of the organization in mind.
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.
Visioning: Anticipates emerging trends and issues and develops a
clear sense of purpose and goals that focus and drive the creative
energy of the organization in alignment with the organization's
mission, vision, and values.
Organizational acumen: Analyzes a situation, balances reason and
the interest of others, and acts in a decisive, timely and
appropriate manner that is congruent with the organization's
values, goals and mission to achieve success.
Selflessness: Demonstrates ambition first and foremost for the
organization and concern for its success rather than for one's own
Professional will/fearlessness: Displays an inner intensity and
dedication to making everything the best that it can be. Shows
resolve and determination to make the organization great.
Focused on organizational sustainability: Communicates
uncompromising desire to make the organization even more successful
in the next generation.
--- Bachelor's degree in personnel administration or a related
field, and ten (10) years of progressively independent and
responsible experience in talent management, human resources
management, or management-level administrative experience.
--- Demonstrated commitment to valuing diversity and creating a
safe, welcoming and inclusive work environment. Demonstrated
commitment to being a values-based, inclusive, transparent and
collaborative leader who strives for continuous improvement.
Equivalent education/experience will substitute for all minimum
qualifications except when there are legal requirements, such as a
--- Exceptional interpersonal, verbal, presentation, and written
communication skills and an ability to work both independently and
--- Ability to build trust and strong rapport with leaders,
managers and staff across the organization.
--- Ability to handle sensitive and confidential personnel and
--- Key skills and abilities include coaching, influencing,
facilitation, process development, analysis, and problem
--- Ability to work in an academic and business environment on both
strategic and tactical levels.
--- Demonstrated ability to build relationships with a variety of
functional areas and leadership levels quickly and effectively.
--- Strong analytical, assessment and decision-making skills.
--- Must be self-directed and able to work in a fast-paced
environment and possess the ability to quickly learn and use
internal systems and tools.
--- Demonstrated ability to execute on business strategy within a
multi-faceted organization, preferably in a large University
--- Knowledge of the integrated advancement model. Knowledge of
alumni relations/development/advancement principles.
--- 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.
--- Hybrid-work environment.
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.
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 .
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.To request disability accommodation in the
application process, contact the Disability Services Office at
206-543-6450 or firstname.lastname@example.org .COVID-19 VACCINATION
REQUIREMENTGovernor Inslee's Proclamation 21-14.2 requires
employees of higher education and healthcare institutions to be
fully vaccinated against COVID-19 unless a medical or religious
exemption is approved. Being fully vaccinated means that an
individual is at least two weeks past their final dose of an
authorized COVID-19 vaccine regimen. As a condition of employment,
newly hired employees will be required to provide proof of their
COVID-19 vaccination. View the Final candidate guide to COVID-19
vaccination requirement webpage for information about the medical
or religious exemption process for final candidates.
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