Senior Human Resources and Workplace Experience Strategist

About the Role

Pacific Northwest University of Health Sciences (PNWU) serves rural and medically underserved communities, and a capable, engaged workforce is what makes the institution run. The Senior Human Resources and Workplace Experience Strategist serves as a senior HR practitioner within Human Resources and Workplace Experience, providing expert-level support across employee relations, payroll administration, and HRIS operations for the full PNWU workforce, including both staff and faculty. Reporting to the Vice President of Human Resources and Workplace Experience, the Senior Human Resources and Workplace Experience Strategist advises supervisors, program leaders, and Deans on employee relations matters; administers and safeguards accurate payroll and personnel records; engages in HRIS optimization practices; and ensures consistent, equitable, and compliant HR practice across the institution. At PNWU, leaders are accountable for leading their people. This role strengthens that ownership by advising supervisors through complex situations, ensuring the systems and data behind the workforce are sound, and applying policy with consistency, discretion, and care.

Responsibilities

• Employee Relations (Staff and Faculty): Serve as a trusted HR advisor to supervisors, program leaders, and Deans on employee relations matters across staff and faculty. Advise on and support performance concerns, coaching conversations, corrective action, and workplace conduct issues. Support workplace investigations, grievances, and complaint resolution under HRWE leadership direction. Coach leaders to address performance and conduct issues early, directly, and with respect for the people involved. Partner with supervisors to document performance improvement plans and support consistent, equitable application of expectations. Advise on separations, involuntary transitions, and related employee relations matters. Exercise independent judgment in resolving routine and moderately complex employee relations matters; escalate complex, high-risk, or novel matters to the VP of HRWE appropriately.
• Payroll Administration and Partnership: Administer bi-weekly payroll change processes, including new hires, terminations, compensation changes, and status changes. Serve as the HR–Payroll bridge, ensuring alignment between HRIS and payroll data and consistent handling of personnel actions. Support accurate and compliant payroll processing in partnership with Payroll and Finance. Support payroll compliance with federal and Washington State wage and hour law, tax withholding, and deduction requirements. Support year-end payroll processes, including W-2 preparation and ACA reporting. Reconcile payroll data with HRIS records; investigate and resolve discrepancies with attention to detail and follow-through. Support internal and external payroll audits through data accuracy, documentation, and timely response.
• HRIS Administration and Workforce Reporting: Serve as HRIS subject matter expert and system administrator for Human Resources and Workplace Experience. Maintain the accuracy, security, and integrity of employee data and personnel records within the HRIS. Configure and maintain HRIS workflows, security roles, and reporting infrastructure to support HR operations. Build and deliver workforce reports that support decision-making, compliance, and audit response. Support HRIS integrations with payroll, benefits, and other institutional systems. Serve as a resource to staff and supervisors on HRIS use, self-service, and data access.
• Employee Lifecycle and Employment Operations: Coordinate and administer hiring, onboarding, and offboarding processes for staff and faculty. Support search committees and hiring managers through job description development, posting, and offer letter generation. Manage the administration and lifecycle of employment contracts, appointments, and personnel action documentation. Coordinate internal movements, including transfers, promotions, and reclassifications, with attention to equity and consistency. Ensure timely and compliant responses to employment verifications and reference requests. Serve as a point of contact for the HR@pnwu.edu inbox, routing inquiries appropriately and responding with clarity and respect.
• Faculty Affairs Operations: Administer the faculty credentialing process for new hires and periodic review of existing faculty credentials on the appropriate reappointment cycle. Maintain credentialing documentation required for program accreditation across all PNWU programs; plan ahead for accreditation cycles rather than responding at the last minute. Support the routing, documentation, and administrative execution of faculty appointment, reappointment, and promotion processes. Support transitions into emeritus status and other end-of-appointment processes. Track affiliate faculty, adjunct appointments, and startup fund utilization.
• Compliance, Policy, and Records: Ensure compliance with federal, Washington State, and local employment law, including FMLA, ADA, WFLA, wage and hour, EPOA salary disclosure, and EEO requirements. Support disability accommodations and protected leave processes in partnership with benefits and leadership, ensuring consistency and compliance. Provide expert guidance to staff, supervisors, and leaders on university policies, the Staff Handbook, the Faculty Handbook, and related HR practices; explain the reasoning behind decisions whenever possible. Support policy development and revision in partnership with the VP of HRWE; apply policies and practices equitably across roles, departments, and levels. Maintain accurate, complete, and compliant employee records. Acknowledge mistakes and correct course transparently; escalate complex compliance matters appropriately.
• Professional Practice and Growth: Bring initiative, ownership, and follow-through to all work; give small commitments the same care as high-visibility ones. Actively seek and apply feedback; pay attention to how actions are received, and be willing to adjust when intent and impact do not line up. Contribute to the credibility and steadiness of the HRWE team; hold self and peers accountable with professionalism, candor, and care. Engage in continuous learning and professional development to sustain expertise in employee relations, payroll, HRIS, and employment law. Performs other related duties as assigned and based on departmental need.

Requirements

• Bachelor's Degree in Human Resources, Business Administration, Organizational Development, or a related field.
• 4–7 years of progressively responsible HR generalist experience, including demonstrated depth in employee relations, HRIS administration, and payroll partnership or administration.
• Demonstrated experience advising and coaching supervisors on employee relations matters.
• Working knowledge of federal and Washington State employment law, including FMLA, ADA, wage and hour, and EEO requirements.
• SHRM-CP or PHR required or within one year of hire; SHRM-SCP or SPHR strongly encouraged as part of continued professional development.

Qualifications

• Preferred Education: Master's Degree in Human Resources, Business Administration, or a related field; SHRM-SCP or SPHR.
• Preferred Experience: Experience in higher education, healthcare, or another mission-driven environment. Experience supporting workplace investigations, grievance processes, or progressive discipline. Experience with faculty affairs operations, credentialing, or accreditation documentation. Experience partnering across HR and Payroll functions in an integrated or shared services model.

Skills

• Mission-driven visionary with a record of effective leadership in higher education or a related field
• Demonstrated ability to empower and inspire faculty, staff, and students
• Accomplished administrator with proven skills in organizational management, policy development, and strategic planning
• Strategic thinker and analytical decision-maker, capable of addressing complex challenges with creativity and sound judgment
• Culturally aware leader, committed to diversity, equity, and inclusion
• Skilled communicator with the ability to engage internal and external audiences effectively
• Financially competent with experience in financial management and strategic resource allocation
• Innovative problem-solver with a commitment to continuous improvement
• Experienced and successful fundraiser
• Trusted partner to the Board of Trustees with a collaborative governance style
• Engaged community leader, with a history of building meaningful partnerships

Pay

• Annual Minimum Salary: $77,200
• Annual Maximum Salary: $123,500
• Hiring Rate: $37.12–$48.27 per hour
• Salary is commensurate with qualifications and experience
• Pro-rated based on hours/week

Schedule

• Full-Time, 40 hours/week

Benefits

• Health Benefits - Medical, Dental, Vision, Life Insurance
• Paid Time Off
• 403b with Roth Option
• Paid Holidays