HR Business Partner -Learning & Employee Relations

University of Washington Medical Center•Bothell, WA

2d•$82,800 - $90,000•Onsite

About The Position

OE/HR has an outstanding opportunity for an HR Business Partner to join their team. Reporting to the Assistant Vice Chancellor of OE/HR, the HR Business Partner will serve as a strategic and consultative human resources professional, providing guidance, training, and operational support to managers, supervisors, and employees across a broad range of HR functions.

Requirements

Bachelor's degree in human resources, Education, Instructional Design, Organizational Development or related field.
At least four years of professional experience in human resources, training, facilitation, learning and development, employee relations, or related field within higher education environment.
Experience in performance management, employee relations, and workplace coaching.
Experience designing and delivering training for adult learners.

Nice To Haves

Knowledge of UW policies, HR processes, and/or unionized work environments.

Responsibilities

Design, develop, coordinate, and deliver training programs, curriculum, and learning solutions related to HR and organizational initiatives, with a primary focus on performance management, employee development, workplace communication, and supervisory practices.
Collaborate with the Organizational Development Specialist to support the development and delivery of training and professional development programs.
Facilitate training using a variety of methods, including classroom-style instruction, coaching, micro-learning, and other blended learning approaches.
Develop and maintain instructional materials, tools, and resources that support skill development, strengthen core competencies, and promote effective people management practices.
Assess participant feedback and evolving organizational needs to continuously improve training content, delivery methods, and learning outcomes.
Provide orientation, guidance, and training to supervisors and managers on performance evaluation procedures, use of forms, and application of relevant UW policies and processes.
Compile, maintain, and update campus-wide performance evaluation guidance and related resources in accordance with job classification specifications and UW requirements.
Partner with leaders and stakeholders to identify training needs and recommend practical, scalable learning solutions.
Promote inclusive, thoughtful training practices that contribute to a respectful and supportive workplace culture.
Advise supervisors and managers on corrective action, termination, probationary period rejection, trial service rejection, and layoff processes in accordance with UW policy, union rules, applicable procedures, and employment laws.
Counsel managers and supervisors on disciplinary matters, procedural employment issues, appeals, mediations, and separation processes.
Assess reported incidents and conduct timely, thorough reviews or investigations, as appropriate, in compliance with Executive Order 81 and with a strong emphasis on sound judgment, documentation, and confidentiality.
Attend meetings between supervisors and staff members, as requested, to provide HR guidance and process support.
Assist in preparing, editing, and organizing corrective action documents, development plans, disciplinary materials, separation letters, and related correspondence.
Coordinate pre-determination meetings and prepare separation documentation and agreements in accordance with established policies and procedures.
Process and communicate reduction-in-force notices for Professional Staff and grant-funded classified positions, as needed.
Ensure appropriate procedures are followed in matters involving sensitive employee relations actions and separations.
Provide guidance regarding available employee assistance and support resources when appropriate.
Manage and monitor processes related to employee performance management, including automated tracking and reporting.
Send reminders to supervisors regarding probationary period end dates for classified staff and support timely completion of related actions.
Review performance evaluations as received and provide comments, edits, and recommendations to supervisors as appropriate.
Assist management and employees in addressing job performance concerns and support effective performance improvement efforts.
Ensure Professional Staff evaluations are completed prior to the annual merit review period.
Serve as the point of contact for distribution, communication, and management of the merit process.
Help supervisors create individual development plans and performance improvement documentation as appropriate.
Coordinate logistics for training sessions, workshops, meetings, and related activities, including materials, scheduling, and support as needed.
Maintain training resources, tools, and related systems or inventories as applicable.
Serve as a backup resource for leave of absence inquiries, including: Personal leave of absence, FMLA, Reasonable accommodation.
Perform other duties as assigned.