HR Manager

Job Description

The Henry M. Jackson School of International Studies (JSIS) has an outstanding opportunity for a Human Resources Manager to join their team .

Reporting to the Chief Administrative Officer, the HR Manager oversees all HR functions for JSIS faculty and staff, partnering with leadership to ensure compliance and organizational development, recruitment, performance management, Workday administration, conflict resolution, and strategic initiatives.

Key Responsibilities

Administration (35%)

• Advise JSIS leadership on organizational effectiveness, risk mitigation, and strategic workforce planning
• Serve as liaison with College of Arts and Sciences, Central HR, and Academic Personnel.
• Ensure adherence to UW, College, state, and federal HR policies, including union rules and labor relations
• Review and approve workflows for faculty and staff actions (hires, promotions, pay changes, leaves, FTE adjustments).
• Manage leave of absence requests ( FMLA, parental, disability) for faculty and staff.
• Update JSIS HR policies and procedures; present changes at staff meetings
• Manage annual staff evaluations and merit processes; advise on improvement plans

Academic HR (35%)

• Create and administer faculty appointment letters
• Coordinate annual renewals/reappointments for faculty titles; ensure compliance with UW academic policies and procedures.
• Coordinate faculty sabbaticals, promotions, leave without pay, and summer hiatus adjustments.

Recruitment & Onboarding (20%)

• Manage full-cycle recruitment for faculty and staff, including job descriptions, advertisements, offer letters, and onboarding.
• Advise on appointment types, compensation, and job classifications.

Employee Relations & Conflict Resolution (10%)

• Counsel managers and employees on performance issues, grievances, and dispute resolution.
• Lead JSIS-specific conflict resolution process, ensuring due process and fairness.

Minimum Requirements

• Bachelor’s degree in Business, Human Resources, or related field.
• 4–5 years of professional HR experience, preferably in higher education.

Equivalent education and/or experience may substitute for minimum qualifications except when there are legal requirements, such as a license, certification, and/or registration.

Additional Requirements

• Strong knowledge of HR compliance, employee relations, and organizational development.
• Demonstrated success working in an environment that required excellent communication, problem-solving, and confidentiality skills.
• Demonstrated attention to detail
• Demonstrated ability to interpret multiple, intersecting policies and procedures

Compensation, Benefits and Position Details

Pay Range Minimum:

Pay Range Maximum:

Other Compensation:

Benefits:

Shift:

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 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 .