Job Description

For over 160 years, the University of Washington has been a hub for learning, innovation, problem solving and community building. Supporting this legacy and important public mission—with the goal of making the UW the world’s greatest public university, as measured by positive impact—guides everything we do in University Advancement. Bringing together development; alumni and stakeholder engagement; marketing and communications; and advancement operations, we advance the UW’s impact by developing meaningful connections that foster pride, advocacy and philanthropic support.

The Advancement Operations team empowers University Advancement to achieve and sustain its mission and vision. This starts with creating a culture of belonging within our organization that values the diverse experiences and expertise of our team members, allowing everyone to thrive and to contribute their unique talents as we strive to achieve our shared goals.

The Advancement People and Culture team has an exciting opening for a Talent Strategist. This is a full-time permanent position.

As a member of the People and Culture team, the Talent Strategist primarily serves as a recruiter for University Advancement, leading full-cycle recruitment efforts to attract, engage and hire exceptional talent across University Advancement. This role develops and executes recruitment and sourcing strategies, builds diverse and highly qualified candidate pipelines, and delivers outstanding candidate experience from initial outreach through offer acceptance and onboarding. Serving as a trusted advisor to hiring managers, the Talent Strategist manages end-to-end hiring processes, including talent sourcing, candidate assessment, interview strategy, selection and offer development. This position also partners with colleagues to strengthen University Advancement's talent acquisition strategy, expand sourcing initiatives, enhance employer branding efforts and build sustainable pipelines of talent for current and future hiring needs.

What You Will Do

Client Management/ Full- Life Cycle Recruiting (35%)

Partner with hiring managers to develop recruitment strategies and provide guidance on hiring decisions, talent market trends, and inclusive hiring practices.
Lead full-cycle recruitment for assigned searches, including sourcing, candidate assessment, interviewing, selection, offer negotiation, and hiring coordination.
Build collaborative relationships with hiring managers and campus partners to support hiring and workforce planning efforts.
Manage the candidate experience by coordinating interviews, facilitating communication, and ensuring an efficient hiring process.
Provide training and consultation on recruitment practices, University policies, and employment-related requirements.
Evaluate recruitment outcomes and identify opportunities to strengthen hiring practices and processes.

HR Program Management (35%)

Lead employer branding initiatives that showcase University Advancement's culture, mission, and career opportunities.
Partner with HR leadership to develop and enhance recruitment programs, policies, procedures, and best practices.
Develop training, resources, and guidance for hiring managers, interviewers, and search committee members.
Manage recruiting metrics and reporting to measure effectiveness, identify trends, and support data-informed decision-making.
Stay current on employment regulations and University policies to support compliant hiring practices.
Represent University Advancement in University-wide HR communities and talent acquisition initiatives.

Sourcing (25%)

Lead sourcing initiatives and talent attraction efforts, including career fairs and other outreach events.
Develop and implement sourcing strategies that attract qualified and diverse talent for opportunities across University Advancement.
Build and maintain talent pipelines through proactive outreach, networking, and partnerships with campus and community organizations.
Report on sourcing results and talent market trends to inform recruitment strategies and improve outcomes.

Other Duties as Assigned (5%)

Lead or contribute to special projects, process improvements, and other initiatives that support the goals of the People and Culture team and University Advancement.

Required Qualifications

To be considered for this opportunity, your application must demonstrate that you meet the minimum qualifications and additional qualifications listed below. Equivalent education and/or experience may substitute for minimum qualifications except when there are legal requirements, such as a license, certification and/or registration.

Minimum Qualifications

Applicants who do not meet these qualifications will not be forwarded to the Hiring Department.

Bachelor's degree AND three years of experience in human resources, talent acquisition, talent management or related field.

Preferred Qualifications

Experience leading full-cycle recruiting and partnering with hiring managers to achieve successful hiring outcomes.
Expertise in sourcing talent, including identifying and engaging passive candidates and building talent pipelines.
Excellent communication and relationship-building skills, with the ability to influence, consult, and collaborate effectively with a variety of stakeholders.
Sound judgment, critical thinking, and problem-solving skills, with the ability to analyze information and make informed decisions.
Exceptional organizational skills and the ability to manage multiple priorities while maintaining attention to detail.
Knowledge of employment-related policies and regulations and the ability to apply them effectively in a recruitment setting.
A proactive approach to identifying opportunities, improving processes, and delivering results.
Commitment to inclusive hiring practices, professionalism, and handling confidential information with discretion.
Proficiency with Microsoft Office applications, including Word, Excel and PowerPoint.
Familiarity with advancement, development, alumni relations, fundraising, or higher education environments.

What You Can Expect

Hybrid-work schedule with two days in the office and three days eligible for telework per week.
Cubicle/open workspace environment that may result in higher noise levels and visual distractions.
Workload and times may vary, including occasional evenings or weekends.
Access to reliable transportation for local travel and willingness to travel when necessary.

#UWUAJOBS

Compensation, Benefits and Position Details

Pay Range Minimum

$84,036.00 annual

Pay Range Maximum

$88,008.00 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.

To request disability accommodation in the application process, contact the Disability Services Office at 206-543-6450 or [dso@uw.edu](mailto: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.

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