Assistant Vice President for UW Medicine HR

Job Description

This search is being managed by Isaacson Miller. For full considerationfor this role please apply at the Isaacson Miller website at Assistant Vice President(AVP) for UW Medicine HR leads a broad matrixed HR operations function embedded within UW Medicineserving medical centers clinics and shared serviceswhile reporting to central UW Human Resources (UWHR). The AVP oversees recruitment workforce systems organizational development/training employee relations learning technologies and project & reporting functions within the UW Medicine health system. This role ensures that HR operations support UW Medicines strategic financial and operational goals through integrated talent strategy equitable policy application efficient workforce systems and responsive HR service delivery across a complex and unionized healthcare environment.

The AVP acts as a strategic partner to UW Medicine senior leadership (Dean/CEO President of Hospitals and Clinics Hospital CEOs CFO and other members of the UW Medicine Executive Leadership team) advising on workforce planning labor relations compliance and organizational addition the AVP leads enterprise level HR transformation effortsaligning people strategy with institutional goals shaping culture driving process improvement and ensuring the health system attracts retains and develops a highly qualified diverse workforce ready to meet current and future challenges.

Position Complexities

This role operates at the intersection of multiple often competing domains. It demands leadership over multidisciplinary teams within a high volume high stakes academic healthcare environment that includes 20000 employees across multiple employment programs. The AVP must navigate a matrix structure reporting to the vice president for UWHR with a dotted line to the president for UW Medicinebalancing accountability to central UWHR and partnership obligations to UW Medicine leadership.

State and federal regulations labor contracts and shifting operational priorities create a constantly evolving backdrop. The AVP must apply independent judgment and creative problem-solving to deliver compliant solutions that meet institutional needs while minimizing legal or operational risk. They must negotiate sensitive issuessometimes under tight deadlines or political pressuremaintaining tact diplomacy and discretion when working with senior administrators clinical leadership and union stakeholders.

Effectively managing this environment requires adept change management and communication skills the ability to juggle shifting priorities and resources and a consultative leadership style that builds trust across clinical compliance administrative and academic functions.

Position Dimensions & Impact

With responsibility across UW Medicineincluding Harborview Medical Center UW Medical Center (Montlake and Northwest) Airlift Northwest Primary Care and Population Health Faculty Practice Plan Services and shared servicesthe AVPs decisions influence HR delivery for approximately 20000 employees and many distinct operational units. The AVP shapes the employee experiencefrom hiring onboarding performance management and training and professional development to separations. Their leadership directly affects UW Medicines reputation for service excellence operational responsiveness workforce stability and institutional culture.

By guiding and aligning HR policy workforce strategy labor relations and system compliance the AVP helps ensure the health system remains a workplace of choice enabling high-quality patient care through stable engaged high-performing teams. Their work serves as a critical line of defense against institutional risklegal compliance financialand ensures that HR practices support long-term organizational resilience equity and strategic agility.

Key Responsibilities

Strategic Leadership & Workforce Strategy (35%)

• Set direction and oversight for all embedded HR operations teams (Recruitment; Workforce Systems; OD & Training; Employee Relations; Learning Technologies; Projects & Reporting).
• Partner with UW Medicine executive leadership to align workforce strategy with institutional goals budget constraints clinical needs and regulatory obligations.
• Lead enterprise-level HR transformation initiativesorganizational redesigns talent pipeline development total rewards alignment succession planning workforce planning and scalability strategies.

Operational Excellence & Compliance Oversight (25%)

• Ensure consistent compliant HR service delivery across UW Medicine locations and employment types including unionized units.
• In collaboration with central UWHR and the embedded teams provide strategic direction and oversight for core HR operations including Recruitment Workforce Systems Organizational Development & Training Employee Relations Project Management and Learning Technologies; ensure that embedded HR services for UW Medicine align with central policy institutional standards and operational needs across all units.
• Partner with Compliance Risk Legal and operational leaders to mitigate risk and uphold regulatory standards.

Change Management Culture & Organizational Development (15%)

• Lead culture engagement and change management efforts tied to HR transformation policy or system changes and organizational restructuring.
• Serve as a strategic advisor and change leaderguiding senior administrators and managers through complex change fostering inclusion equity and employee wellbeing and promoting a unified HR identity across central HR and UW Medicine.
• Develop and oversee leadership development onboarding coaching and succession frameworks to ensure readiness and retention of future leaders.

Stakeholder Engagement & Cross Functional Collaboration (15%)

• Maintain strong trusted relationships with senior clinical and academic leaders administrative heads UWHR Compliance Legal Finance Equity offices and relevant external bodies/regulators.
• Represent UW Medicine HR in policy discussions union negotiations regulatory reviews shared governance and institution-wide HR forums.
• Serve as a liaison between embedded HR operations and central HR functions (like benefits total rewards HR systems wellbeing) to ensure seamless integrated services across a matrixed environment.

Organizational Oversight Metrics & Risk Management (10%)

• Design and implement HR performance metricstime-to-fill retention diversity and inclusion measures compliance audits employee satisfaction and service delivery KPIs.
• Monitor and report on HR operational performance to senior leadership; use data-driven insights to drive process improvements resource allocation and strategic adjustments.
• Provide counsel on high-risk matterslabor relations union contracts grievances legal exposureand guide response strategies that protect institutional interests while upholding fairness and compliance.

Minimum Qualifications

• Bachelors degree required; advanced degree (e.g. MHA MBA Masters in HR/Organizational Development) strongly preferred.
• At least 10 years of progressively responsible HR leadership experienceideally in a healthcare academic or unionized environmentwith a broad portfolio including operations employee relations benefits/compensation workforce systems and change management.

Additional Requirements

• Demonstrated success in leading large matrixed HR operations balancing central and embedded organizational demands and delivering workforce strategies aligned with institutional goals.
• Deep knowledge of employment law collective bargaining regulatory compliance and HR best practices in a healthcare/academic setting.
• Strong strategic thinking business acumen and data-driven decision-making skills.
• Exceptional interpersonal negotiation and influencing skillsable to lead and advise senior clinical and administrative leaders; manage sensitive employee relations issues; build cross-functional partnerships; communicate effectively across levels.
• Proven ability to lead organizational change design and implement transformation initiatives and navigate complex stakeholder environments.

Desired Qualification

• Preferred credentials: SHRM-SCP SPHR PMP/certified change management or equivalent.

This search is being managed by Isaacson Miller. To ensure consideration applications must be submitted to the search firms candidate portal: Benefits and Position Details

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About the UW

Working at the University of Washington provides a unique opportunity to change lives on our campuses in our state and around the world.

UW employees bring their boundless energy creative problem-solving skills and dedication to building stronger minds and a healthier return they enjoy outstanding benefits opportunities for professional growth and the chance to work in an environment known for its diversity intellectual excitement artistic pursuits and natural beauty.

Our Commitment

The University of Washington is committed to fostering an inclusive respectful and welcoming community for all. As an equal opportunity employer the University considers applicants for employment without regard to race color creed religion national origin citizenship sex pregnancy age marital status sexual orientation gender identity or expression genetic information disability or veteran status consistent with UW Executive Order No. 81.

To request disability accommodation in the application process contact the Disability Services Office at or .

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.