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HR GENERALIST
University of Washington
| As a UW employee, you have a unique opportunity to change lives on our campuses, in our state and around the world. UW employees offer their boundless energy, creative problem solving skills and dedication to build stronger minds and a healthier world. UW faculty and staff also enjoy outstanding benefits, professional growth opportunities and unique resources in an environment noted for diversity, intellectual excitement, artistic pursuits and natural beauty. All of which has allowed the UW to be nationally recognized as a “Great College to Work For” for six consecutive years. The Human Resources team at the Applied Physics Laboratory at the University of Washington is expanding – see yourself at APL! The Applied Physics Laboratory is a research unit at the University of Washington. Our research expertise is in ocean physics and engineering, ocean and medical acoustics, polar science, environmental remote sensing, and signal processing. We conduct research and development that is sponsored by a variety of federal and state agencies, and take great pride in our long-standing status as a US Navy-designated University Affiliated Research Center (UARC). Our work takes place not only on the University of Washington campus and medical centers, but in field locations around the world – at sea, in the air, and on polar ice caps. We apply rigorous scientific inquiry and engineering excellence in pursuit of solutions to important problems for the good of our region, nation, and world. APL HR seeks applicants for the position of HR Generalist. Reporting to the Director, Human Resources, the HR Generalist has responsibilities in all key areas of the human resources function, including recruiting, compensation, employee relations, and leave administration. The position engages with campus HR partners to interpret policy, collective bargaining agreements, and employment law while implementing and advising about cohesive HR practices at the Laboratory. The HR Generalist supports recruitments of staff, student, and postdoctoral positions across APL’s eight research and five administrative departments, and is a resource to hiring managers, communicating recommendations, best practices, and expectations. Examples of these duties include: • Operational Administration: Establish and utilize strong connections with campus partners (staff HR, academic HR, Labor Relations) to fully comprehend and apply policy, collective bargaining agreements, and law to APL HR practices. Support managers and employees in navigating employee relations processes. Advise hiring managers/supervisors and candidates/new hires regarding visa application/renewal processes, as well as academic appointment processes. Direct and oversee the administration of visa- and academic personnel-related processes. • Recruiting: Assess position requests, participate in position description development, conduct compensation analysis, and track overall recruitment processes. Direct and participate in select full-cycle recruitments for central administrative departments. Develop recruitment rubrics and establish a common set of good practices, centered around DEI, across the Lab. Assist with the development of job postings, focusing on compelling and descriptive content to attract talented applicants to recruitments. Engage with APL HR’s Recruitment & Employee Development Manager to identify and implement recruitment strategies. • Operational Compliance: Interpret Workday and HR policies and procedures to advise Laboratory staff and supervisors; provide subject matter expertise for complex situations. Maintain awareness of current applicable Federal, State, University, and union regulations, processes, and procedures, and provide direction to stakeholders in accordance with these rules and policies. Participate in continuous process improvement work with HR Director and team. Proactively identify and recommend opportunities for streamlining processes and increasing efficiency and efficacy. Minimum Qualifications: • Bachelor's degree in Business, Human Resources, or other relevant discipline. Equivalent experience can substitute for degree requirement. • At least five years of experience in Human Resources disciplines, such as: recruiting, compensation, employee relations, performance management, leaves of absence and accommodation administration, policy and collective bargaining agreement interpretation. Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license/certification/registration. | |||
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