HR Strategic Partner

Job Description

UW Human Resources has an outstanding opportunity for an HR Strategic Partner to join their team.

Reporting to the Vice President for UW Human Resources the HR Strategic Partner serves as a senior strategic HR advisor to executive leaders and their HR leadership teams helping them achieve organizational goals through strategic workforce planning organizational effectiveness leadership development and integrated human resources solutions.

This is a highly influential individual contributor role operating at the intersection of institutional strategy and people strategy. The HR Strategic Partner develops deep knowledge of assigned organizations their strategic priorities operational challenges workforce needs and organizational culture. Through broad HR expertise strong relationships influence and systems thinking the position helps leaders anticipate challenges identify opportunities strengthen organizational performance and connect with specialized expertise across UWHR.

Rather than providing day-to-day HR administration the HR Strategic Partner brings an enterprise perspective to complex organizational challenges and opportunities. The position works closely with Deans Vice Presidents Chancellors senior leaders and their HR leadership teams while helping align local priorities with University-wide workforce strategies and institutional goals.

25% Strategic Partnership & Executive Advising

• Serve as a senior strategic advisor to assigned Deans Vice Presidents Chancellors and other executive leaders on workforce strategy organizational effectiveness leadership challenges and organizational performance.
• Develop a deep understanding of organizational priorities business needs workforce dynamics and future talent requirements.
• Facilitate strategic discussions and planning efforts that align workforce priorities with organizational and University goals.
• Advise leaders on complex organizational issues balancing institutional priorities workforce considerations and operational needs.

20% Organizational Effectiveness & Workforce Strategy

• Lead workforce planning efforts to address current and future talent needs.
• Advise on organizational design leadership structures role clarity succession planning and talent strategies.
• Support the development and implementation of recruitment retention engagement and leadership development strategies.
• Identify workforce trends organizational risks and emerging opportunities and develop proactive recommendations to address them.
• Partner with leaders to improve organizational performance and effectiveness.

20% Strategic Partnership with Unit HR Leaders

• Develop and maintain strong partnerships with school college and administrative unit HR leaders.
• Serve as a strategic thought partner on organizational effectiveness workforce planning leadership challenges and institutional initiatives.
• Support local HR leaders in navigating complex organizational issues while respecting their operational authority and deep knowledge of their organizations.
• Facilitate access to specialized HR expertise and enterprise resources to address emerging organizational needs.
• Foster alignment between local priorities and University-wide workforce strategies and initiatives.

15% Change Leadership & Organizational Transformation

• Lead and support major organizational initiatives restructures and change efforts.
• Develop change management strategies that support successful implementation and long-term sustainability.
• Help leaders navigate organizational transitions workforce impacts and organizational realignment efforts.
• Ensure effective communication stakeholder engagement and leadership alignment throughout change initiatives.

10% Enterprise Coordination & HR Integration

• Coordinate across Employee Relations Compensation Benefits Labor Relations Organizational Development Talent Acquisition and other HR functions to deliver integrated solutions.
• Ensure leaders receive coordinated and consistent guidance across HR disciplines.
• Connect organizational needs with institutional resources programs and enterprise initiatives.
• Facilitate alignment between local organizational priorities and University-wide strategies.

10% Institutional Leadership & Other Duties as Assigned

• Represent the Vice President for Human Resources in meetings workgroups and strategic discussions as assigned.
• Present and facilitate discussions at the HR Community of Practice Tri-Campus HR Forum leadership retreats and other institutional venues.
• Participate in University-wide initiatives task forces and special projects that advance organizational effectiveness and workforce strategy.
• Contribute thought leadership on emerging workforce trends organizational effectiveness practices and HR innovations. Perform other duties and special assignments as needed.

To be considered for this opportunity your application must demonstrate you meet both the minimum qualifications and additional qualifications listed below. Equivalent education and/or experience may substitute for minimum qualifications except when there are legal requirements such as a license certification and/or registration.

• Bachelors degree in Human Resources Organizational Development Business Administration Public Administration Higher Education Administration or related field. Equivalent experience may substitute for degree requirement.
• Eight to ten years of progressively responsible experience providing strategic HR consultation organizational effectiveness consulting workforce planning organizational development leadership consulting or related work.

Applicants who do not meet these qualifications WILL NOT be forwarded to the Hiring Manager.

• Demonstrated success advising senior leaders and executives on complex organizational and workforce challenges.
• Experience leading organizational change transformation initiatives or enterprise-wide projects.
• Strong knowledge of organizational effectiveness principles workforce planning talent strategy and leadership development.
• Exceptional consulting facilitation influence and relationship management skills.
• Demonstrated ability to work effectively in highly complex and politically nuanced environments.
• Excellent analytical communication and strategic thinking skills.

• Masters degree in Organizational Development Human Resources Business Administration Public Administration Higher Education Administration or related field.
• Experience in a large research university academic health system or similarly complex organization.
• Experience advising executive leaders on organizational transformation and workforce strategy.
• Professional certification in organizational development change management executive coaching or human resources.
• Experience supporting enterprise strategic planning and organizational effectiveness initiatives.

• Hybrid office environment at least three days in office per week. Extensive workload demands might require greater than a 40-hour workweek; working under pressure with anticipated and unexpected issues affecting workload management.

UW Human Resources is building a more connected strategic approach to supporting leaders and organizations across the University. HR Strategic Partners are an important part of that model strengthening UWHRs ability to engage proactively with senior leaders understand organizational priorities and workforce needs and connect organizations with coordinated expertise across the HR enterprise.

The role works across a highly decentralized and complex University environment that includes academic administrative medical and research organizations each with distinct cultures workforce needs and operating models. HR Strategic Partners bring both deep organizational context and an enterprise perspective to this work.

Compensation Benefits and Position Details

Pay Range Minimum:

Pay Range Maximum:

Other Compensation:

Benefits:

Temporary or Regular

FTE (Full-Time Equivalent):

Union/Bargaining Unit:

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.