HR Business Partner

University of Washington Medical Center•Seattle, WA

7d•$90,636 - $93,012•Hybrid

About The Position

For over 160 years, the University of Washington has been a hub for learning, innovation, problem solving and community building. Supporting this legacy and important public mission—with the goal of making the UW the world’s greatest public university, as measured by positive impact—guides everything we do in University Advancement. Bringing together development; alumni and stakeholder engagement; marketing and communications; and advancement operations, we advance the UW’s impact by developing meaningful connections that foster pride, advocacy and philanthropic support. The Advancement Operations team empowers University Advancement to achieve and sustain its mission and vision. This starts with creating a culture of belonging within our organization that values the diverse experiences and expertise of our team members, allowing everyone to thrive and to contribute their unique talents as we strive to achieve our shared goals. The People and Culture team has an exciting opening for a Human Resources Business Partner. This is a full-time permanent position. Talent Management, within the People and Culture team, provides comprehensive expertise in employee relations, performance management and HR policy administration. The HR Business Partner performs a wide range of complex and confidential HR responsibilities, including regulatory compliance (FLSA, FMLA, EEO, ADA), employee relations counseling, performance management coaching for managers and staff, and training and development in partnership with the Associate Director of Talent Management.

Requirements

Bachelor's degree in Business or related field AND four years of experience in human resources or related field.
Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license/certification/registration.

Nice To Haves

Experience in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations.
Ability to resolve conflicts and differences through dialog and open communication in a timely manner, seeing difference as an opportunity for growth and change.
Proven commitment to maintaining strict confidentiality.

Responsibilities

Independently advise and provide resourceful solutions to a wide variety of employee relations issues within the parameters of all regulations, laws, policies and procedures. Consult with senior/HR leadership as appropriate.
Advise managers and employees on performance management, corrective action, labor agreements and grievance resolution.
Lead and support complaint and investigation processes, guiding stakeholders through outcomes and next steps.
Independently resolve inquiries and problems across employment processes, leave, compensation, classification and employee relations in alignment with federal and state regulations and UW/UA policies. Escalate complex issues to Central or HR leadership as needed.
Manage and advise on compliance with Federal, State and UW policies (i.e. FMLA, ADA, State Ethics ) while developing processes and tracking systems to ensure accurate, timely administration of all requirements.
Partner closely with managers to support new positions, reclassifications, reorganizations, promotions, and recruitments, serving as a subject matter expert in position management and workforce planning.
Analyze compensation, salary placement, and internal equity, and provide data informed recommendations to support fair and consistent pay practices.
Lead and participate in special projects that support long-term human capital strategies, continuous process improvements and the effectiveness of HRBP services. Provide project guidance to team members, as needed.
Develop expertise in leave management and advise employees and managers on rights, eligibility and responsibilities across applicable state and federal leave programs. Prepare required documentation, including FMLA notifications, approvals and related correspondence.
Interpret and communicate HR policies, procedures and regulations; identify gaps and develop guidelines or policies as needed.
Prepare HR documents including appointment letters, salary increase approvals and position review letters.
Develop, manage and maintain HR metrics and tracking systems to support data-informed decision making.
Other duties as assigned