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Job Description

This search is being managed by Isaacson, Miller. For full consideration for this role, please apply at the Isaacson, Miller website at** **https://www.imsearch.com/open-searches/university-washington-medicine/AVPHR** **.

The Assistant Vice President (AVP) for UW Medicine HR leads a broad, matrixed HR operations function embedded within UW Medicine—serving medical centers, clinics, and shared services—while 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 Medicine’s 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 design. In addition, the AVP leads enterprise level HR transformation efforts—aligning 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 20,000 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 Medicine—balancing 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 issues—sometimes under tight deadlines or political pressure—maintaining 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 Medicine—including Harborview Medical Center, UW Medical Center (Montlake and Northwest), Airlift Northwest, Primary Care and Population Health, Faculty Practice Plan Services, and shared services—the AVP’s decisions influence HR delivery for approximately 20,000 employees and many distinct operational units. The AVP shapes the employee experience—from hiring, onboarding, performance management, and training and professional development to separations. Their leadership directly affects UW Medicine’s 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 risk—legal, compliance, financial—and 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 initiatives—organizational 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 leader—guiding senior administrators and managers through complex change, fostering inclusion, equity, and employee well‑being, 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 metrics—time-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 matters—labor relations, union contracts, grievances, legal exposure—and guide response strategies that protect institutional interests while upholding fairness and compliance.

Minimum Qualifications

+ Bachelor’s degree required; advanced degree (e.g., MHA, MBA, Master’s in HR/Organizational Development) strongly preferred.

+ At least 10 years of progressively responsible HR leadership experience—ideally in a healthcare, academic, or unionized environment—with 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 skills—able 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 firm's candidate portal:** https://www.imsearch.com/open-searches/university-washington-medicine/AVPHR

Compensation, Benefits and Position Details

Pay Range Minimum:

$345,000.00 annual

Pay Range Maximum:

$400,008.00 annual

Other Compensation:

-

Benefits:

For information about benefits for this position, visit https://www.washington.edu/jobs/benefits-for-uw-staff/

Shift:

First Shift (United States of America)

Temporary or Regular?

This is a regular position

FTE (Full-Time Equivalent):

100.00%

Union/Bargaining Unit:

Not Applicable

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 (https://policy.uw.edu/directory/po/executive-orders/eo-81-prohibiting-discrimination-harassment-and-sexual-misconduct/) .

To request disability accommodation in the application process, contact the Disability Services Office at 206-543-6450 or [email protected] .

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 (https://app.leg.wa.gov/RCW/default.aspx?cite=28B.112.080) .

University of Washington is an affirmative action and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to, among other things, race, religion, color, national origin, sexual orientation, gender identity, sex, age, protected veteran or disabled status, or genetic information.