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POSITION PURPOSE
Under the general direction of the Executive Dean of the School of Nursing, the Director for Human Resources (DIRHR) provides strategic leadership in all matters related to academic, staff, and student employee human resources at the University of Washington School of Nursing (UWSoN). The DIRHR oversees the development of programs, policies, and procedures and provides decision support and recommendations to the SoN leadership necessary to establish goals, objectives, and strategies related to faculty and staff HR issues. The DIRHR supports the School’s overa ll improvements to organizational effectiveness, including organizing and monitoring efforts in process improvement, facilitating change, measuring progress, and providing skills training for others. The DIRHR must be highly effective in working with individuals and teams, have the ability to focus on results while appreciating the process, and be skilled at driving decision-making and implementation.

School of Nursing Organizational Structure:The organizational structure of the SoN at the University of Washington functions in various ways, including strategic, operational, and tactical. The DIRHR is a critical member of the UWSoN leadership team, providing expert, strategic advice to senior UWSoN leadership and other stakeholders at all levels in human resources management. This role also directs the implementation of best practices and guidelines for all the HR initiatives within the SoN.

DUTIES AND RESPONSIBILITIES
Leadership (30%)

• Develop, write, and interpret policies and procedures for leadership on complex andconfidential academic, staff, and student HR issues.

• Provide recommendations and consultation to UWSoN leadership on all HR-relatedactivities, including promotions, organizational structure, disciplinary actions,organizational development, etc.

• Manage school-wide HR-related communications.

• Utilize LEAN or other organizational development tools to support leadership’scontinued refinement of its strategic plan, achievement of goals, and understandingof processes.

• Lead efforts to recruit and retain a diverse workforce.

• Provide counseling and coaching for labor relations and performance management.

Management and Operations (30%)

• Supervise 2 professional staff (grades 8-9), including hiring, supervision/direction, performance management, career development, performance evaluation, and termination.

• Monitor key HR indicators, such as metrics and balanced scorecard measures for reporting.

•Collaborate with other UWSoN and upper campus units to establish HR best practices, formulate policies, and strengthen client relationships.•Oversee day-to-day operations of the UWSoN HR Center.

• Direct the development, communication, and refinement of processes and procedures for standardizing and enhancing faculty, staff, and student employee recruitment and retention efforts.

• Provide direction and support to departmental, unit, and Dean’s Office administrators/managers.

• Represent the UWSoN in school-wide and campus-wide projects and committees concerning human resources matters.

• Collaborate with the Office of Labor Relations on HR actions (hiring, corrective action, layoff, TPI/ADS, faculty offer letters, etc.).

• Serve as a consultant to search committee chairs and department chairs in faculty recruitment, assisting in recruiting a diverse and highly qualified applicant pool.

• Promote Diversity, Equity, and Inclusion across all School of Nursing staff, faculty, and students by working with the Associate Dean of DEI and serving on the Diversity Council.

Organizational Development and Process Improvement (20%)

• Provide leadership on faculty, staff, and student-employee development, including the creation of process documents to support consistent outcomes.

• Refine and communicate processes and timelines proactively for academic personnel processes (appointments, promotions, tenure, etc.).

• Work to improve the efficiency and effectiveness of the organization by furnishing well-researched solutions and recommendations for decision-makers.

• Evaluate HR policies, processes, and procedures, analyzeeffectiveness, develop plans for improvement if necessary, and communicate changes to School of Nursing stakeholders.

• Offer change management and conflict resolution consulting and training.

• Oversee, communicate, and support the employee development/recognition program.

Policy Interpretation and Compliance (10%)

• Provide interpretation and review of policies and procedures relating to the human resources operations of the School.

• Interpret and implement University and School HR policies and procedures andassist in problem-solving and corrective action as needed.

• Promote compliance and manage risk in accordance with policies of the University, UW School of Nursing, and other oversight bodies, to ensure operations and resources are in alignment with mission and requirements.

• Understand the differing HR policies and procedures of a large and complex University system.

Miscellaneous (10%)

• Perform other duties as required to support the ongoing mission and strategic plans of the School.

• Oversee special projects such as chair reviews, chair searches, and program review processes.

MINIMUM REQUIREMENTS

• Bachelor's degree (or equivalent) in Human Resources or other relevant area of study.

• 5 or more years of increasingly responsible HR experience with at least 2-5+ years of supervisory experience.

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

• Proven track record in exercising discretion and independent judgment effectively in making decisions.

• Ability to work independently with a high degree of reliability, accuracy, and productivity.

• Ability to handle confidential information responsibly.

• Demonstrated experience in successfully handling multiple projects with critical deadlines.

DESIRED QUALIFICATIONS

• Master’s degree in a relevant field

• Knowledge of and relevant experience with labor relations and human resources policies, regulations, trends, and practices.

• Working knowledge of the Balanced Scorecard methodology, and related experience in monitoring and reporting integrated HR-related performance metrics.

• Experience with process improvement techniques and methods, such as LEAN, and demonstrated effectiveness managing in a culture of change and transition.

• Senior Professional in Human Resources (SPHR) or similar professional certification.

• Demonstrated understanding of human resources and diversity-related issues in academic or related settings.

• Public speaking and training expertise.

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

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 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.