HR Strategic Partner

Job Description

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

About this Opportunity

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.

Key Responsibilities

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.

Required Qualifications

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.

Minimum Qualifications

• Bachelor's 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.

Additional Qualifications

• 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.

Preferred Qualifications

• Master's 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.

Working Conditions

• 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.

About the Team

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 UWHR's 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:

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Temporary or Regular?

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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 world. In 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 206-543-6450 or dso@uw.edu. 

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.