Title and Standard Job Description Library

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Directs the institutional-level development, coordination, and implementation of employee equity, diversity, inclusion, experience and well-being policy, system, environment, and programmatic strategies to support, enhance and improve the well-being, knowledge, and skills of all employees and the campus community. Provides strategic direction, consultation and resources to leadership, supervises staff, and serves as a partner to campus and community stakeholders
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Implements institutional strategic employee equity, diversity, inclusion, experience and well-being initiatives, directs daily operations of staff, and allocates resources to achieve objectives in alignment with established initiatives
  • Serves as subject matter expert and advisor to leadership, assists with the development and implementation of employee equity, diversity, inclusion, experience and well-being initiatives strategies, and disseminates best practices and provides updates on talent acquisition, talent development, health promotion and employee retention objectives and initiatives
  • Develops strategy, objectives, and initiatives by reviewing and analyzing population and employee-level data and recommendations that will achieve health-supporting systems, policies and environments through employee equity, diversity, inclusion, experience and well-being goals and institutional objectives
  • Conducts and evaluates population and employee-level data with internal and external key stakeholders to create, develop, facilitate, and build capacity for innovative employee equity, diversity, inclusion, experience and well-being interventions
  • Exercises supervisory authority, including hiring, transferring, suspending, promoting, managing conduct and performance, discharging, assigning, rewarding, disciplining, and/or approving hours worked of at least 2.0 full-time equivalent (FTE) employees
• Education: Education describes the minimum level of education that people in this job usually have. Education that is a preferred minimum is recommended for this job but not required. Relevant work experience can satisfy preferred minimum education. A hiring manager may include additional education requirements when recruiting for a position.
  Bachelor's Degree Preferred Minimum
• FLSA Status: Federal regulations determine Fair Labor Standards Act (FLSA) status. Employees who are non-exempt receive overtime pay when they work more than 40 hours in a week. Employees who are exempt do not receive overtime pay when they work more than 40 hours in a week.
  Exempt
• Institution Job: A job that has primary responsibilities that impact the majority or the entirety of the institution, or has significantly larger scope than the school/college/division in which it resides, and typically contains “(Inst)” in the job title or mentions “institution” or “enterprise” in a standard job description.
  Yes
• Required Supervisory Duty of at Least 2.0 Full-Time Equivalent (FTE) Employees: The supervisor directly oversees the equivalent of at least 2.0 FTE employees or indirectly oversees one or more supervisors. The supervisor has the authority to hire, transfer, suspend, promote, manage conduct and performance, discharge, assign, reward, and discipline employees. The supervisor typically reviews the work of employees and may approve employee timesheets.
  Yes
• Employee Category: Each employee category is unique in type of work performed, job security, benefits package, and/or ability to organize unions. Assignment to an employee category is based upon job title. Refer to the UW–Madison Employment Categories policy for more information.
  Limited
• Scaled Job: Jobs with the same title may have a different scope of work based on the school, college, or division where the work is performed. Scaling recognizes these differences based on the scope, impact, and complexity of the work performed. A scaled job title has multiple salary grades to align with market data. Learn more about job scaling.
  No
• Salary Range (Annual): Jobs in the same salary grade have similar pay in the market. Each salary grade has a salary range that includes a minimum and a maximum. A job is paid between the minimum and maximum of its salary grade. Learn more about UW's salary structure.
  27: $98,699-183,579
• Job Code: A job code identifies jobs in the university’s human resources system.
  HR068: Equity and Well-Being Director (Inst)

Knowledges and Skills Learning Resources

Each standard job description is linked to a list of knowledges and skills. Knowledges and skills are optional resources to support employee learning and development. Visit the Knowledges and Skills Learning Resources website to learn more.

• Knowledges: Understanding of concepts.
  Learn more about knowledges and skills.
  • Administration and Management
  • Customer and Personal Service
  • Education and Training
  • Personnel and Human Resources
  • Psychology
• Skills: Capabilities and proficiencies developed through training and experience. Learn more about knowledges and skills.
  • Active Learning
  • Active Listening
  • Complex Problem Solving
  • Service Orientation
  • Social Perceptiveness