Academic HR Manager - Department of Medicine

The user wants me to reformat a job posting into clean, well-structured semantic HTML. I need to follow the rules: 1. Use

for section headings (About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule) 2. Use

• for lists of duties/requirements/benefits, and

  for prose 3. Do NOT repeat the job title as a heading (the page already shows it) 4. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it 5. Preserve ALL substantive information; do NOT invent or summarize away detail 6. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions 7. Include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text 8. Never create Pay/Schedule/Benefits sections unless the posting actually states them 9. Prefer a few substantive sections over many thin ones 10. Output ONLY the HTML fragment — no /, no markdown code fences Let me analyze the job posting: - Job title: Academic HR Manager (full-time) - About This Opportunity: describes the role - Key Responsibilities: broken into percentages (75%, 15%, 10%) with detailed bullet points - Required Qualifications: Minimum Qualifications and Additional Qualifications - About The Team: describes the department - Compensation, Benefits And Position Details: Pay Range, Benefits link, Shift, Temporary/Regular, FTE, Union/Bargaining Unit - About The UW: boilerplate about UW - Our Commitment: EEO statement (boilerplate) I need to structure this into sections. The rules say use

  for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. I should create sections for: - About the role (from "About This Opportunity") - Responsibilities (from "Key Responsibilities") - Requirements (from "Required Qualifications" - both minimum and additional) - Qualifications (maybe combine with Requirements? The rules mention both "Requirements" and "Qualifications" as possible headings. I'll use "Qualifications" for the qualifications section) - Benefits (from "Compensation, Benefits And Position Details" - but note: benefits is just a link, not detailed. Pay range is given. Shift, FTE, etc. are details.) - Pay (since pay range is given) - Schedule (shift is given) But the rules say: never create Pay/Schedule/Benefits sections unless the posting actually states them. The posting does state pay range, shift, FTE, union status. So I can include Pay and Schedule sections. Benefits is just a link, but it's mentioned. I'll include a Benefits section with the link. Also, "About The Team" is descriptive about the department. Could be part of "About the role" or separate. I'll include as a section maybe "About the Team" but the rules list specific headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. "About the Team" is not in that list, but I can use a heading like "About the Team" as an h3? The rules say "use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." The "e.g." suggests those are examples, not exhaustive. But they say "Prefer a few substantive sections over many thin ones." I'll include "About the Team" as a section. Also, "About The UW" and "Our Commitment" are boilerplate, should be removed. Now, I need to extract the content and format as HTML. Let's outline: 1.

  About the Role

  Reporting to the Academic HR Manager, this position is responsible for the management, oversight, and strategic planning of faculty appointments, medical staff appointments, reappointments, promotions, compliance requirements, annual reviews, evaluations, onboarding, and separation processes for faculty and academic personnel employment programs in assigned divisions. This position is responsible for directing these program operations and processes to meet division and Department goals, using discretion and independent judgment, decision-making and problem-solving skills, flexibility and comfort with ambiguity, and collaboration. This position is accountable for the employment program/process results.

  2.

  Responsibilities

  The responsibilities are grouped into three areas with percentages. I'll create sub-lists for each area. Since the rules say use
  • for any list of duties. I'll create a list for each major area, maybe with nested lists? But the rules don't specify nested lists. I'll keep it flat: each bullet point as a separate
  • . However, there are many bullet points. I'll group them under subheadings? But the rules say only

    for section headings. I could use

    ? Not allowed. The rules only mention

    for section headings. I could use

    for subheadings? But they said use

    • for any list of duties. I'll just make a single list with all responsibilities, but that would be long. Better to break into multiple
      with descriptive

      before each? The rules don't forbid multiple

      under the same section. I'll do:

      Academic Human Resources and Faculty Affairs (75%)

      • Promotion Process - Advise Division, Administrators, Division Appointment/Merit/Promotions Committees and faculty on promotion process and timelines including recommending methods of data collection/submission ensuring compliance with Faculty Code requirements, and department timelines. Act as the primary point of contact for the assigned divisions with the Department Academic HR team. Develop and implement tracking systems for the faculty appointment, reappointment and promotion processes. Provide management, and facilitation of the Division Promotions materials and related tools. Review proposals and documentation for quality control and prepare them for distribution; ensure compliance with Department deadlines; develop and oversee faculty voting processes. Advise faculty on the critical milestones that must be achieved to obtain an initial academic faculty appointment and subsequent promotion by providing an overview of the departmental and division criteria and creating resource materials, such as discussion and content guides. Serve as an administrative manager for the Divisions’ appointment/merit/promotions committees, ensuring the guidelines are up-to-date, compliant, and address the expectations related to promotion within the Department of Medicine.
      • Faculty and Academic Personnel Appointments & Reappointments - Manage faculty and academic personnel (i.e. fellow appointments, postdoctoral fellows, and clinician researchers, etc.) recruitments, faculty search committees, appointments and reappointments within assigned Division(s) in the Department of Medicine. Manage recruitment and appointment process from hiring plan and posting an advertisement to the final hire and relocation for successful candidates (multiple ongoing searches at multiple sites of practice). Intensive communication with division management/staff and faculty, including interpreting policies, in order to assure accurate and timely completion of required materials for recruitments and appointment packages; troubleshooting and resolving difficulties that arise in any aspect of the appointment. Review and advise Divisional staff and faculty on new policies and procedures relating to clinical and affiliate courtesy faculty. Interact directly with the Department Academic HR team on issues related to appointments and renewals/reappointments.
      • Medical Staff & Practice Plan Appointment Coordination - Manage/coordinate medical staff credentialing and practice plan appointments to ensure that faculty members appointed within the Division are able to provide clinical services in conjunction with their approved faculty appointment. This position acts as the Divisions’ expert and is responsible for the management and oversight of the medical staff appointment/credentialing process for clinical faculty. This area of responsibility requires a high level of knowledge and understanding of the credentialing process to effectively manage and oversee this highly regulated and essential component of faculty appointments. In management of practice plan appointment process this position maintains a high level of knowledge and understanding of both the UW Physicians (UWP) practice plans.
      • Faculty Review Process - Partner with Department Academic HR team, Division Heads and faculty on Faculty Annual Conference processes to ensure compliance with Faculty Code requirements and University deadlines; assist with faculty voting process. Assist division staff in management and tracking of clinical peer/teaching evaluation data, updating and maintain curriculum vitae and biographical sketches for the faculty to include with review materials. Develop tracking system to ensure annual reviews performed for the faculty each year adhere to the UW faculty code and are scheduled according to the required timeframe for each faculty title. Provide guidance to Division Heads and Division Administrators and support staff in preparing, scheduling and writing up annual reviews. Compose correspondence for Division Head’s signature for all personnel actions (e.g., endowed chair appointments).
      • Program Management - This position must build, manage, and enhance complex working relationships with internal and external entities and have strong interpersonal communication skills in order to document policies, provide advice, and work with faculty and administrative team members in each setting. Provide direction and recommendations to internal divisions, and external partners at Fred Hutchinson Cancer Center, Veteran’s Affairs Puget Sound, Seattle Children’s, and more, and all clinical practice locations for areas of position responsibility. Act as liaison with delegated authority and independent decision making to prospective candidates in partnership with DOM Academic Human Resources (AHR), UW Office of Medical Staff Appointments (OMSA), Children’s University Medical Group (CUMG) and between faculty, division personnel, and Division Heads.

      Problem Solving and Process Improvement (15%)

      • Build trust with division leadership in order to facilitate smooth AHR processes and process improvement. The AHR group views trust building to include responsiveness, transparency, admitting when knowledge is lacking, and following up on what has been promised.
      • Proactively research and resolve questions regarding how to approach ambiguous or complex academic HR actions at the lowest organizational level, escalating issues to various UW offices as necessary, and involve partners from DOM AHR and other relevant offices when required.
      • Engage in continuous process improvement to identify and implement efficiencies and develop resources.
      • Create process guides and tools to document and support key functions and activities. Distill information from multiple sources into concise communications and products.
      • This position will evaluate and monitor the needs of the Academic HR program and will initiate/refine new and existing systems as the program evolves. Actively guide process improvement efforts to improve the efficiency and effectiveness of the Department and client Divisions. Participate in process improvement initiatives in the Department, School and UW.

      Special Projects & Other (10%)

      • Plan and complete special projects as assigned, independently or as a member of a team.
      • Participate regularly in professional activities to keep abreast of changes and new policy developments.
      • Participate in University offerings and trainings, including Office of Academic Personnel Forums and HR Community of Practice monthly meetings.
      • Additional duties as assigned.
      3.

      Qualifications

      The posting has "Required Qualifications" with "Minimum Qualifications" and "Additional Qualifications". I'll combine into one section with two sublists.

      Minimum Qualifications

      • Bachelor’s Degree in Business Administration, Communications, Higher Education or a related field and a minimum of 3 years’ experience with progressive responsibility in human resources or related field at a diverse, complex, multi-faceted organization.
      • Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license