Director Of Human Resources jobs in Lakewood, WA

Are you a bilingual HR professional who leads with confidence, professionalism, and purpose? We are looking for an experienced Human Resources Manager to oversee all HR functions at a busy manufacturing or distribution facility. This role is perfect for someone who thrives in fast-paced environments, values collaboration across departments, and brings a grounded yet proactive approach to employee relations. If you're ready to make a real difference by shaping culture, ensuring compliance, and fostering employee engagement, we encourage you to apply. In this leadership role, you will serve as a trusted advisor to site leadership and act as a key connection point between the facility and the corporate HR team. You'll manage day-to-day HR operations while also helping align local strategies with company-wide goals. The right candidate will bring strong knowledge of Washington labor laws, hands-on experience with ADP systems, and a demonstrated ability to resolve workplace issues with fairness and professionalism. Key Responsibilities: Lead all local HR operations, acting as the primary HR contact for employees and leadership Guide the full employee lifecycle including recruiting, onboarding, training, and offboarding Oversee payroll and timekeeping processes using ADP or similar HR/payroll platforms Manage annual benefits open enrollment and provide ongoing benefits support throughout the year Address employee relations concerns with sensitivity, professionalism, and a solutions-first approach Support department managers with performance management, coaching, and progressive discipline Ensure compliance with state and federal employment regulations and internal HR policies Maintain accurate employee files and HR system records Build trusted relationships with cross-functional departments to support business goals Assist with the planning and execution of employee engagement activities and wellness initiatives Support alignment between the facility and corporate HR on policy rollouts and organizational changes Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field 4-5+ years of progressive HR experience, including employee relations and benefits administration Bilingual in English and Spanish (fluency required) Strong leadership presence with the ability to support and influence across all levels of staff Experience with ADP Workforce Now or similar HRIS/payroll systems Solid understanding of Washington employment laws and HR best practices Excellent written and verbal communication skills Highly organized, detail-oriented, and capable of handling confidential matters with discretion Team-oriented mindset with the ability to work independently when needed Work Environment & Benefits: Full-time, on-site role with standard Monday-Friday hours Occasional travel may be required to the corporate office Competitive compensation based on experience Medical, dental, and vision insurance 401(k) with company match Paid holidays and vacation time Opportunities for professional development and career growth

Dynamic, fast-growing luxury special events company is seeking an experienced Director of HR to join their Senior leadership team. The ideal candidate will offer a collaborative, positive approach to leadership and will act as an employee champion and a leader of change. You will plan, develop, organize, implement, direct and evaluate the organization's HR function and efficiency. Responsibilities Provide overall leadership and guidance by overseeing talent acquisition, employee career development, succession planning, retention programs, training and leadership development Function as a strategic, human capital business advisor to the senior management team Develop initiatives, policies and programs to complement existing practices and create consistency across the organization Oversee benefit and compensation plans to ensure cost efficiencies and attractiveness to retain top talent Qualifications Bachelor's degree or equivalent experience in human resources or management 7+ years' of professional HR experience, ideally from a services oriented (hospitality) business Excellent written and verbal communication skills Ability to multi-task, organize, and prioritize work

Aditi Consulting is a leading digital engineering services company that partners with established and emerging enterprises to drive innovation and growth. By harnessing borderless talent across three continents, we deliver transformative solutions that redefine business trajectories. Our comprehensive services include AI + Automation, Application Modernization, Cloud + Infrastructure, Cybersecurity, Data + Analytics and Managed Support. Our values-SPICE (Socially Conscious, People + Performance-Driven, Intense, Creative, Ethical)-define who we are. We believe in creating a culture where employees bring their full selves to work while learning from and growing with others. Who We Need? As a People Operations Business Partner, you will act as a trusted advisor to leaders and employees, ensuring alignment between people strategies and business goals. You will focus on fostering a high-performance culture by delivering best-in-class People Operations solutions in employee relations, performance management, talent development, and organizational effectiveness.The role requires strategic thinking, strong interpersonal skills, and the ability to execute with excellence. Responsibilities: Collaborate with leadership to align People Ops initiatives with business strategies. Provide strategic input on workforce planning, talent management, and organizational design. Drive cultural alignment with the company's mission, values, and goals. Serve as a point of contact for employee concerns, ensuring resolution while maintaining a fair and equitable approach. Manage complex employee relations issues, investigations, and conflict resolution. Ensure compliance with federal, state, and local labor laws. Lead performance review cycles, coaching leaders on goal setting and employee development. Develop tools and strategies for improving individual and team performance. Provide ongoing feedback and guidance to managers and employees on performance improvement. Support career development programs, succession planning, and leadership training. Partner with Learning & Development teams to identify skill gaps and provide targeted training solutions. Lead change initiatives, including reorganizations, mergers, or new policy implementations. Communicate effectively with all levels of the organization to ensure smooth transitions. Monitor and analyze trends in employee engagement, turnover, and other key metrics. Ensure adherence to all legal and regulatory requirements related to People Ops practices. Update policies and procedures to reflect current laws and best practices. What You'll Need to be Successful: Proven track record in employee relations, performance management, and organizational development. Strong knowledge of US labor laws and HR compliance requirements. Excellent interpersonal and communication skills with the ability to influence and partner with stakeholders at all levels. Analytical mindset with the ability to interpret data and make informed decisions. Proficiency in HRIS systems and related software (e.g., UKG). Strategic thinking, problem solving, emotional intelligence, adaptability and collaboration skills. Pay Transparency: The typical base pay for this role across the U.S. is: $90,000 - $120,000 per year. Full-time employees are eligible for benefits including medical, dental, and vision benefits, 10 paid holidays, open paid time off, paid parental leave, 401(k) plan participation, life and disability insurance, mobile phone reimbursement and wellness reimbursement. Reasonable Accommodation: Aditi Consulting applicants are considered solely based on their qualifications, without regard to applicant's disability or need for accommodation. Any applicant who requires reasonable accommodations during the application process should contact the Aditi People Operations team at ************************* to make the need for an accommodation known. For information about our collection, use, and disclosure of applicant's personal information as well as applicants' rights over their personal information, please see our Privacy Policy (************************************************ #AditiConsulting

Do you have a successful, proven track record in Human Resources? Do you want the stability of working for an established, family-owned company? Do you appreciate a supportive team environment? You've found it at Lakeside Industries, Inc., a proud industry leader in the Pacific Northwest. We are now hiring for a Human Resources Business Partner to join our team in Issaquah. We are firm believers that the talent and drive of our exceptional employees is the key to our continued success. Are you ready to help pave the way to our next chapter in our history? If you want to be a part of our winning team, we want to hear from you! Find out more at *************************** OVERVIEW The Human Resources Business Partner (HRBP) provides strategic HR support to various business units within Lakeside Industries. This role acts as a strategic partner to business leaders, aligning HR practices with organizational goals. In addition, this role is responsible for providing guidance, support and expertise in various HR functions including employee relations, performance management, employee development, recruitment, training, and union relations. The HRBP ensures alignment with company goals and compliance with legal and regulatory requirements and industry best practices. Must be able to travel, have an acceptable driving record and pass a pre-employment drug screen. ESSENTIAL FUNCTIONS First point of contact to manage and resolve complex employee relations issues, fostering a positive and inclusive work environment. Facilitate performance management processes, provide coaching and feedback, and drive employee development. Oversee and manage recruitment efforts, including sourcing, interviewing, and hiring across all levels. Develop strategies to attract top talent and ensure a robust talent pipeline. Implement and manage initiatives to enhance employee engagement and job satisfaction. Lead and support organizational change initiatives, helping employees adapt to new processes and technologies. Provide HR policy guidance, interpretation, and support to managers and employees. Act as a primary point of contact for crisis response and manage related HR activities. Understand union contracts and partner with management on contractual issues and grievances. Ensure compliance with Equal Employment Opportunity Commission (EEOC) regulations and address related issues. Analyze HR metrics and data to provide insights and recommendations for improving HR functions and supporting business goals. Deliver training to team members at all organizational levels as needed. REQUIRED EDUCATION AND EXPERIENCE Minimum 10 years of HR experience or progressive HR Business Partner/HR Generalist experience with at least 8 years of experience resolving complex employee relation issues. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws. Knowledge proficiency in Microsoft Office. Working knowledge of HRIS systems; UKG a plus. PREFERRED EDUCATION AND EXPERIENCE Bachelor's or Master's Degree in Human Resources, Business Administration or combination of experience and education. SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential. Union experience a plus. Lakeside Industries is an equal opportunity employer and will consider any qualified applicant without regard to race, color, creed, gender, religion, age, marital status, sex, sexual orientation, gender identity, national origin, disability, veteran, or any other protected status. Applications accepted online at ************************** through Friday, July 18, 2025. WAGE & BENEFIT INFORMATION The full salary range for this position is $98,000.00 to $128,000.00 per year. People entering this job typically start between $98,000.00 and $110,000.00 per year, depending on direct professional experience, education, and qualifications. Lakeside Industries, Inc. provides a comprehensive benefits package to its full-time Admin employees (and their families) that includes medical with prescription coverage, HSA/FSA, dental, vision reimbursement program, Life/AD&D, LTD, 401k (with employer matching plus discretionary Company Profit Sharing contributions), 128 accrued hours of PTO, extended illness time accrued at five (5) days per year up to a maximum of 200 hours, EAP, wellness program, and eight (8) paid holidays.

Founded in 1995, National Products, Inc. began supplying the world with our industry leading RAM Mounting Systems. Relied on by the world's most rugged industries, we serve motorcycle riders, kayak fishermen, police and fire, farmers, pilots, extreme sports enthusiasts and many others with mounting solutions for high vibration environments. We manufacture mounts for action cameras, tablets, laptops, smartphones, and many different displays across nearly every mobile market. Made in the USA (South Seattle), we are proud to offer a lifetime warranty on most products. The industry is in rapid expansion and we need people to develop new product lines. We are seeking a highly skilled and experienced Senior Human Resources Generalist with a strong background in legal compliance and a proven track record of delivering strategic HR services. This role will support the Director of HR and collaborate closely with department heads to ensure the efficient execution of HR policies and practices. The ideal candidate will bring deep expertise in employment law, compliance regulations, and employee relations while maintaining a high standard of confidentiality and professionalism. This is a highly visible role that works across multiple teams and external vendors, contributing to the development of a positive workplace culture and supporting the organization's compliance initiatives. Duties and Responsibilities Ensure compliance with HR-related legal requirements (FMLA, ADA, EEO, etc.). Maintain in-depth knowledge of legal requirements for employee management and compliance. Create and deliver training on company policies, compliance, and employee rights. Support the HR department and execute a variety of processes that support the vision of HR Partner with the Director of HR and internal customers to define and execute HR services Process HRIS paperwork and change requests; maintain efficient HR record keeping Assist in the overall recruiting process (placing ads, applicant tracking, screening) Create and maintain job descriptions; assist to maintain handbook, policy manual Participate in the new hire onboarding process Enroll employees in benefits and process leave of absence Partner with internal managers to resolve employee relations issues Participate in workers compensation and safety program processes and paperwork Participate in process improvement initiatives to create, revise or improve procedures Develop strong and trusting relationships with internal customers and the HR team Perform light customer service duties; assist with time keeping questions Assist to improve the employee experience as it relates to HR matters Provide some coordination of meetings and employee events Work independently as well as within a team environment Help create a positive, highly engaged workplace culture Perform other HR duties as required Skills and Specifications 5+ years of experience working in HR Knowledge of HR policies, procedures and practices Experience developing, executing, and maintaining HR projects and programs is a plus! Intermediate skills using MS Office, HRIS (Paycom is a plus) Adept at learning software with minimal learning curve Neat and organized record keeping and workspace General understanding of employment law or willingness to learn Trustworthy and able to develop and maintain strong working relationships Analytical and research driven (identify issues, research solutions, make decisions) Approachable and able to provide engaging customer service Clear communicator in both writing and speaking Drive for continuous learning and growth in HR Willingness to travel to other company locations as needed (less than 5% of the time - day trips) Attention to detail to meet quality standards Creative, fun, and a sense of humor! Education and Qualifications Bachelor's degree or similar. Professional HR certifications (e.g., SHRM-CP, PHR, or similar) are a plus. Salary Range: $78,000.00 - $98,000.00 Annually Benefits Employer paid Medical, Dental, Vision, and Life Insurance Three weeks of PTO (up to 4 weeks with tenure) with seven paid holidays 401k with up to 4% employer match Additional paid parental leave beyond state/federal offerings Quarterly catered lunch events for all employees RAM Mounts product discounts Position Status: Full Time Position Location: Onsite A drug screening will also be required (THC or Marijuana not screened during pre-employment test).

A global architecture, design, strategy, and branding firm-recently acquired by a national engineering and design company-is seeking a temporary, part-time HR Generalist. Compensation: $40/hr Availability: 20 hours per week (somewhat flexible, just need to maintain consistency). Hybrid role requiring 2 days in the office. Expected to last through fall or year-end, with the potential to extend depending on business needs. Consistently ranked among the top firms in their industry, this company is known for creating innovative environments and experiences across the globe. Their people-first culture values collaboration, integrity, and the belief that people make the place . In this role, you'll support the HR and Recruiting team with a focus on leave of absence (LOA) administration, compensation coordination, and data reporting. This role plays a critical part in ensuring compliance, maintaining accurate records, and delivering insights through reports and analytics. The ideal candidate is a team player who thrives on organization, loves working with data, is detail-oriented and collaborative, and is passionate about educating and supporting the team with clear, helpful guidance. Strong communication skills, a proactive mindset, and a commitment to confidentiality and accuracy are essential. Primary Responsibilities Works closely with HR and Recruiting to provide compensation reporting and recommendations. Supports compensation benchmarking by providing regular audits and updates as needed. Partners with HR through compensation review cycles by preparing reports. Handles coordination of Leave of Absences with a 3rd party administrator. Maintains knowledge of employment law, regulatory changes, and best practices and informs the team. Handles firmwide state and federal regulatory reporting and posting. Runs standard HRIS reports on a monthly basis, including Ad Hoc reporting. Process termination documentation. Assists with Immigration and Visas when applicable. Requirements Bachelor's degree in Human Resources or related field. 3 - 5 years of experience in Human Resources. Intermediate compensation analysis and data reporting. Proficient in HRIS reporting, specifically Paylocity and/or ADP. Intermediate Excel skills, including proficiency in XLOOKUP and Pivot Tables. Leave of absence coordination/light administration. Proven ability to provide excellent internal client service. Strong written and oral communication skills. Ability to work effectively with different levels of the organization. CampusPoint is an Equal Opportunity Employer. All aspects of employment, including the decision to hire, promote, discipline, or discharge, will be based on merit, competence, performance, and business needs. We do not discriminate on the basis of race, color, religion, marital status, age, national origin, ancestry, physical or mental disability, medical condition, pregnancy, genetic information, gender, sexual orientation, gender identity or expression, veteran status, or any other status protected under federal, state, or local law. If you need assistance or an accommodation due to a disability, you may contact us at ****************** or 1+************ (ask to speak with an HR representative). The process is outlined in CampusPoint's ADA Policy .

We are hiring an Interim Donor Relations Manager for a local non-profit organization serving vulnerable communities in King County. In this role, you will be handling donor communications, prospect research and cultivation. This position is ideal for candidates comfortable with project-based contract opportunities, ideally with previous experience overseeing year-end appeals, annual reports, or similar. Job Title: Donor Relations Manager Location: Hybrid, 3 days a week in Downtown Seattle Duration: July 7, 2025- February 27, 2026 Pay Rate: $38- $42 per hour Job Duties: Manage donor relations program with specific focus on non-major and direct mail donors. Oversee content of third-party direct mail campaign vendor, all data exports to direct mail vendor, data reports, and analysis. Ensure accurate and timely accounting data input for monthly revenue. Develop and implement core communications in multiple mediums including, but not limited to the Annual Report, year-end appeals, positive aging partners campaigns, and fundraising campaign materials. Create and implement impact plan for research, identification, cultivation, stewardship, and solicitation of a portfolio of 75-100 mid-level donors. Oversee dashboards, reporting, donor relations and stewardship activities in established databases. Analyze and compile data and information for reports. Prepare narrative or statistical reports. Continually enhance individual giving campaigns to take full advantage of donor giving capacity. Develop a collaborative and effective team in a healthy work environment. Supervise, train and evaluate assigned employees. Represent program/department to internal and external audiences. Develop and manage assigned budgets and operating plans. Reconcile and oversee financial donation coding and approve invoices. Supervisory Responsibility: Will supervise staff, interns, and volunteers To be a fit for this role: Bachelor's degree or equivalent Minimum of 3 years experience in fundraising environment Proficiency in Salesforce Extensive knowledge of the Pacific Northwest Community Valid Washington Driver's License and access to an insured vehicle

Rainier Recruiting has partnered with a a large manufacturing company to find their next Chief People Officer. This position will start as a Vice President and have a path for growth to the C-Suite. This position serves as a key member of the senior leadership team and is responsible for leading the global HR strategy in alignment with the organization's overall business objectives. This executive-level role focuses on key areas such as leadership development, talent management, organizational design, change management, training, performance management, and compensation. The HR leader partners closely with senior leadership to shape and implement human capital strategies that support the long-term goals of the organization. Passive candidates who are employed and curious to hear are more than welcome to have a “no-commitment” conversation with our Recruiting team about why this could be an exciting career opportunity. Compensation: $250,000 base salary plus bonus, $300,000 OTE (offers are negotiable) Location: 100% onsite in either Kirkland, WA or Phoenix, AZ with occasional opportunities to work-from-home and travel to other locations. What this company offer you: Competitive compensation package with high bonus potential 100% company paid health insurance for all employees Paid Holidays Flexible PTO options 401(k) investment retirement account access The ability to shape the future of a large regional operation Opportunity to grow into more senior level roles with the company as we grow Key Responsibilities: Develop and execute HR strategies that align with the organization's mission and long-term vision. Act as a strategic advisor to senior leadership on organizational effectiveness, workforce planning, and leadership development. Design and implement comprehensive talent acquisition and retention strategies that support business growth. Establish and manage succession planning and leadership development programs in collaboration with executive stakeholders. Oversee global HR functions including talent acquisition, employee development, performance management, compensation and benefits, and employee experience. Lead the development and maintenance of competitive, equitable, and cost-effective compensation and benefits programs. Utilize workforce analytics to inform decisions and provide insights to leadership teams. Foster a high-performance culture through continuous learning, collaboration, and accountability. Maintain a strong understanding of employment laws and ensure HR compliance across all regions. Travel up to 20% domestically and internationally to support HR functions and strategic initiatives. Qualifications: Bachelor's degree required; business or related field preferred. Minimum of 10 years of progressive HR experience, with at least 5 years in a senior leadership role and at least 2 years managing international HR functions. Experience in multi-site and multi-state operations; background in manufacturing or retail environments is advantageous. Previous experience as the top HR leader in an organization with 500+ employees preferred. Professional HR certification (SHRM-SCP or SHRM-CP) is preferred. Familiarity with government contractor regulations is a plus. Skills and Competencies: Demonstrated success leading HR in complex, distributed organizations. Strong business acumen and strategic thinking abilities. Excellent interpersonal, communication, and conflict resolution skills. Strong organizational skills and attention to detail. Analytical mindset with experience leveraging HR data for decision-making. Commitment to servant leadership and a people-first culture. Deep knowledge of employment law and HR best practices. Proficiency in Microsoft Office and experience with HRIS platforms (knowledge of ADP Workforce Now and timekeeping systems is a plus) Who is Rainier Recruiting? Rainier Recruiting is a boutique, award winning national staffing agency and executive search firm. Using an approach that “treats every candidate like an executive search”, we offer positions in contract-to-hire, Full-Time, and executive search. Named the #1 Best Workplace in Washington State in 2022, recognized as a ClearlyRated Best of Staffing firm, and identified as a top recruitment firm by multiple business journals, Rainier Recruiting is fast becoming a respected company. We are no longer the “best recruiters you have never heard of”. Rainier Recruiting is also proud to share our clients have a 93% repeat business rate. Rainier Recruiting is an equal opportunity employer and service provider and does not discriminate on the basis of race, religion, gender, gender identity, national origin, citizenship status, sexual orientation, disability, political affiliation or belief, or any other protected class. We are committed to the principles of Equal Opportunity Employment and are dedicated to making employment decisions based on merit and value, for ourselves, our client companies, and for the candidates we represent. We engage in socially conscious business practices and believe that diverse, equitable, inclusive, and non-biased talent and recruitment processes are foundational to the success of every organization that we partner with.

Director of Talent and Human Resources Reports to: Chief Executive Officer; supervises Manager of Human Resources and Talent Salary: $93,636- $111,904 Location: Seattle, WA. The position regularly spends time at all four Impact school sites (Tukwila, Seattle, Renton and Tacoma) for a minimum of half a day at each site each week. Job Type: Full-Time Who You Are You are fiercely passionate about staffing, both recruitment and retention. You believe that there is nothing more important in a school than the quality of the educator in the classroom. You have experience leading HR and are comfortable navigating complicated situations and policies. You are innovative, solutions oriented, and excited to roll up your sleeves and continue making Impact a great place to work for all employees. Characteristics and Qualities of an Ideal Applicant Below are some of the skills, experiences, and dispositions that we're looking for in an applicant. We don't expect strong candidates to excel in every one of these. You are passionate about Human Resources and implementing HR policies You have an eye for innovation and love to improve systems and processes You are passionate about the full recruitment life cycle and You enjoy collaborating across teams Who We Are Our model is grounded in social emotional learning, personalized instruction, project based learning, and a culture of positivity. We prepare a diverse student body to succeed in college and impact communities as the next generation of equity-driven leaders. Students at Impact's flagship school performed in the top 2% in ELA and Math, statewide, as compared to other schools serving 60% or more low income children. Essential Functions of the Director of Talent & Human Resources Talent-Recruitment Leadership Lead on talent recruitment processes to attract mission-driven, qualified, and diverse candidates for both school site and home office positions. This applies to both recruitment for future and immediate needs. Implement and monitor systems to track progress toward hiring goals that can be shared with Lead Team and school leaders. Lead on candidate engagement strategies throughout the summer and school year. Partner with leaders throughout the organization to ensure selection processes are consistent, aligned to core values, rigorous, and competency based. Ensure hiring managers are fully prepared to execute interview tasks and utilize hiring rubrics. Collaborate with IPS leadership to evaluate the employee experience and identify strategies to continually improve Impact's Employee Value Proposition. Lead partnerships with external organizations that support Impact's talent pipelines and form new partnerships to proactively solve for emerging talent needs. Work in partnership with organization leaders on communications plans for topics related to talent, HR, and the employee experience. Analyze workforce data to ensure our recruitment, retention, and employee experience practices are equitable and result in a workforce that reflects the diversity of our student population. Identify and address any disparities in employee experiences and outcomes across different demographic groups to foster an inclusive work environment. Human Resources Leadership The Director of Talent supervises a Manager of Human Resources and Talent. Many of the tasks below may be accomplished through effectively managing this individual on key HR operations. Ensure employee onboarding is welcoming for new hires, aligns to Impact core values, and satisfies key compliance requirements and support mid-year hires with HR onboarding. Manage and update faculty handbook, ensuring HR policies are current, aligned to best practices, and legally sound. Build leader capacity through ensuring processes are user friendly, critical paths are up to date, and leading training on ke

As a UW employee, you have a unique opportunity to change lives on our campuses, in our state and around the world. UW employees offer their boundless energy, creative problem-solving skills and dedication to build stronger minds and a healthier world. UW faculty and staff also enjoy outstanding benefits, professional growth opportunities and unique resources in an environment noted for diversity, intellectual excitement, artistic pursuits and natural beauty. The Vice President for UWHR (VPHR) is the senior HR leader at the University of Washington, responsible for setting the strategic vision for human resources and ensuring alignment with UW's academic and healthcare missions. Reporting to the President and serving as a key member of the President's Cabinet, the VPHR leads a team of approximately 250 HR professionals with a biennium budget of $60 million, supporting a workforce of over 56,000 employees across UW's three campuses and UW Medicine. UW employees fall into one of several employment programs, each with its own unique set of workplace rules and employee benefits. Over 28,000 staff and academic personnel are represented by 10 unions with 19 unique union contracts, soon to be 21 unique contracts with additional bargaining units being certified. The VPHR oversees all aspects of human resources, including talent strategy, labor and employee relations, HR policy, total rewards, organizational effectiveness, and HR technology. The role requires an exceptional leader capable of balancing the diverse needs of a leading research university and a major academic medical center. The VPHR also serves on the Information & Technology Governance Committee and is the business owner for Workday HCM, ensuring HR technology supports institutional objectives. This is a rare opportunity to shape the future of HR at one of the world's premier public universities. The VPHR is responsible for overseeing approximately 250 HR professionals, including a leadership team of eight across the areas of HR Benefits, Analytics, and Information Systems, Compensation, Labor Relations, Campus HR Operations and Services, UW Medicine HR Operations, Total Talent Management, HR Policy and Workforce Strategy, and Employee Experience. They will be charged with leading a modern, strategic, and service-oriented human resources function that supports the University's academic and medical missions. To submit a nomination or express personal interest in this position, please see the Application Process section at the end of this document. Apply here. DUTIES AND RESPONSIBILITIES Leadership, Strategy, and Oversight As a trusted advisor to university leadership, the VPHR provides leadership, strategy, and oversight to the following key areas: Vision & Strategy: Establish and drive a comprehensive HR strategy that aligns with the University's long-term goals, supports the new President's vision, and fosters a high-performing, inclusive workplace. Workforce & Culture: Develop initiatives that enhance recruitment, retention, and employee engagement across a diverse and complex workforce, ensuring a culture where all employees have the resources and support to achieve excellence. Labor & Employee Relations: Oversee engagement with labor unions and guide strategies that support productive relationships while ensuring compliance with employment policies and regulations. HR Innovation & Technology: Champion the use of HR data, analytics, and technology--including Workday HCM--to enhance decision-making and service delivery. Pilot and enable relevant AI-powered tools to enhance workplace productivity. Access & Workplace Excellence: Cultivate a workplace where all employees have opportunities to contribute, grow, and excel, ensuring fair and transparent policies that support professional success. Organizational Effectiveness: Strengthen HR's role as a strategic partner, ensuring agility in responding to evolving workforce needs and institutional priorities. MINIMUM REQUIREMENTS Bachelor's degree 10+ years professional experience, to include: * Extensive experience leading human resources in a large, complex organization, ideally in higher education, healthcare, or public-sector HR. * Proven ability to oversee strategic workforce planning, HR technology modernization, and talent management. * Deep expertise in labor relations, compliance, and HR policy within a unionized environment. * Strong understanding of process optimization and service delivery models within a shared services framework. * Strong commitment to fostering a workplace culture where all employees can achieve their full potential. * Exceptional leadership skills with the ability to collaborate with executives, faculty, and diverse stakeholders. * Experience balancing the needs of both academic and healthcare workforces. Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license/certification/registration. DESIRED QUALIFICATIONS Juris Doctor (JD) highly preferred; advanced degree in Human Resources, Business Administration, Law, or a related field preferred. APPLICATION PROCESS This search is being managed by Isaacson, Miller. Nominations and inquiries can be directed to Rebecca Kennedy, Courtney Wilk-Mandel, Angelo Alexander, and Cara Meyers at ***********************. To ensure consideration, applications must be submitted to the search firm's candidate portal.

Job Details Mayflower Park Hotel - Seattle, WA Hotel Theodore - Seattle, WA Full Time $110000.00 - $130000.00 Salary Day Admin - ClericalDescription To foster an ideal working environment and be a resource to staff members in the hotel by directing, supervising, and coordinating daily activities and routines for staff members. Including recruiting, on boarding, and employment, benefits, and training. To perform a number of tasks including calculating, posting, and verifying to obtain financial data for use in maintaining accounting records. ESSENTIAL RESPONSIBILITIES Assist with the preparation of all documents and forms related to the staff member personnel files and the hiring process, including but not limited to pre-screening and reference checks. Administers all staff member insurance programs. Create and place recruitment advertisements in appropriate news media according to EEOC guidelines, with assistance from General Manager Oversees Paycom system and assists staff in the use of self-service module. Maintain Staff Services information system with accurate staff records and comply with Federal, State, and local laws. Process and assist with Workers Comp paperwork as needed. Process and assist with Guest Liability Claims as needed. Attend Departmental Meetings to take notes & Track any training sheets, including but not limited to Life Safety Trainings. Maintain and Update Associate Communication Boards Assist with data entry on Team Member Monthly Newsletter Process staff requests relative to FMLA, FLSA, ADA, Pregnancy Leave, Temporary Disability Insurance and any other regulation relating to employment law, while accurately tracking on Paycom system and keeping the Azul Corporate Office and General Manager abreast of all claims/concerns. Monitor, audit, and support Time and Attendance system. Ensure all job descriptions are accurate and up-to-date while maintaining control of all changes and updates. Recording and tracking of performance appraisals for both line and managerial level staff through the use of Paycom system. Monitor Azul Hospitalitys Learning programs, and ensure Department Heads are maintaining compliance with all staff members. Ability to maintain positive relations with line staff, managers, and communicate concerns to upper management while maintaining the highest level of confidentiality. High standards in attention to detail, organizational skills, and accuracy. Ability to work alone on a broad variety of projects. Counseling managers on candidate selection and recommending candidates for hire. Arrange, provide, and ensure training of new staff members to include familiarization of property, standard operating procedures, and policies. Serve as a role model to all staff members, adhering closely to policies and procedures, practicing the highest standards of performance. Set the highest possible example in conduct, temperament, punctuality, and standards of work. Monitors and recommends all staff member activities and programs on a quarterly basis including additions, deletions and changes. Complete routine Labor Reports & Productivity report, as well as any other staff reporting as needed. Ensure that all administrative procedures are in place and functioning effectively. Ensure that all required reports are completed on a timely basis. Be prepared to advise the General Manager of all matters relating to Staff Services. Priorities as the General Manager establishes them shall be completed on a timely basis. Attend daily operations meetings and weekly leadership meetings. Perform all accountabilities in a timely and efficient manner, following established company policy and projecting a favorable image of hotel to achieve objectives. Is consistently alert of newer methods, techniques, equipment and material that will improve the efficiency and quality of the department. Make appropriate recommendations of the General Manager. Be familiar with Staff Member Handbook, all company policies and benefits so that he/she can intelligently answer questions to staff members he/she supervises and to obtain answers from Azul Corporate Office for any question about policies or benefits he/she cannot answer. Assist in any/all hotel departments on as-needed basis, including but not limited to, F&B-Front Desk-Housekeeping-Laundry-Club Lounge-etc. Acting operational MOD throughout property campus at all times, and subject-matter-expert to facilitate campus operations and overall best-practices. PHYSICAL DEMANDS Environmental conditions are inside, a job is considered inside if staff spends approximately 75 percent or more of the time inside. Temperature is moderate and controlled by resort environmental systems. Must be able to sit at a desk for up to eight (8) hours per day. Walking and standing are required at times. Length of time of these tasks may vary from day to day and task to task. Must be able to exert well-paced ability to maneuver between functions occurring simultaneously. Must be able to exert well-paced ability in limited space and to reach other departments of the hotel on a timely basis. Must be able to lift up to 15 pounds occasionally. Requires grasping, writing, standing, sitting, walking, repetitive motions, bending, climbing, listening and hearing ability and visual acuity. Talking and hearing occur continuously in the process of communicating with guests, supervisors and subordinates. Vision occurs continuously with the most common visual functions being those of near and color vision and depth perception. Must be able to bend, stoop, squat and stretch to fulfill cleaning tasks occasionally. Ability to work primarily with fingers to pick, pinch, type and carry out substantial movements (motions) of the wrists and hands as well. Must have finger dexterity to be able to operate office equipment such as computers, printers, 10-key adding machine, multi-line touch tone phone, filing cabinets, FAX machines, photocopiers, dolly and other office equipment as needed. SUPPORTIVE FUNCTIONS In addition to performance of the essential functions, this position may be required to perform a combination of the following supportive functions, with the percentage of time performing each function to be solely determined by the manager based upon the particular requirements of the hotel: Assist with any guest inquiry. Enforce hotel safety standards. Any other duties as assigned by the General Manager. SPECIFIC JOB KNOWLEDGE, SKILLS AND ABILITIES The individual must possess the following knowledge, skills and abilities and be able to explain and demonstrate that he or she can perform the essential functions of the job, with or without reasonable accommodation, using some other combination of knowledge, skills, and abilities: Must be able to speak, read, write and understand the primary language used in the workplace. Must be able to read and write to facilitate the communication process. Requires good communication skills, both verbal and written. Extensive knowledge of the hotel, its services and facilities. Must have excellent leadership capability and customer relations skills. Most tasks are performed in a team environment with the staff member acting as a team leader. There is minimal direct supervision. Must be detail oriented with outstanding organizational and communication skills. Must possess basic computational ability. Must possess basic computer skills. Ability to analyze, forecast data, and make judgments to ensure proper payroll and production control. Ability to effectively deal with internal and external customers some of whom will require high levels of patience, tact and diplomacy and collect accurate information to resolve conflicts. Thorough knowledge of federal, state and local laws governing equal employment opportunity and civil rights, occupational safety and health, wage and hour issues, and labor relations, including, but not limited to the following statutes and their state and local analogues (where applicable): Title VII, ADEA, Equal Pay Act, Pregnancy Discrimination Act, FLSA, ADA, OSHA, FMLA, and NLRA. EDUCATION High School or equivalent education required. Bachelors degree preferred. EXPERIENCE Previous Hotel/Resort opening experience preferred. 1 to 3 years of Human Resources preferred GROOMING All Staff Members must maintain a neat, clean and well-groomed appearance per Azul Hospitality standards. ATTENDANCE Regular attendance in conformance with the standards, which may be established by Azul Hospitality from time to time, is essential to the successful performance of this position. Staff with irregular attendance / tardiness will be subject to disciplinary action, up to and including termination of employment. Upon employment, all staff is required to fully comply with Azul Hospitality rules and regulations for the safe and effective operation of the hotels facilities. Staff members who violate hotel rules and regulations will be subject to disciplinary action, up to and including termination of employment. Due to the cyclical nature of the hospitality industry, staff members may be required to work va

First Shift Benefits: As a UW employee, you will enjoy generous benefits and work/life programs. For a complete description of our benefits for this position, please visit our website, click here. As a UW employee, you have a unique opportunity to change lives on our campuses, in our state and around the world. UW employees offer their boundless energy, creative problem-solving skills and dedication to build stronger minds and a healthier world. UW faculty and staff also enjoy outstanding benefits, professional growth opportunities and unique resources in an environment noted for diversity, intellectual excitement, artistic pursuits and natural beauty. The Vice President for UWHR (VPHR) is the senior HR leader at the University of Washington, responsible for setting the strategic vision for human resources and ensuring alignment with UW's academic and healthcare missions. Reporting to the President and serving as a key member of the President's Cabinet, the VPHR leads a team of approximately 250 HR professionals with a biennium budget of $60 million, supporting a workforce of over 56,000 employees across UW's three campuses and UW Medicine. UW employees fall into one of several employment programs, each with its own unique set of workplace rules and employee benefits. Over 28,000 staff and academic personnel are represented by 10 unions with 19 unique union contracts, soon to be 21 unique contracts with additional bargaining units being certified. The VPHR oversees all aspects of human resources, including talent strategy, labor and employee relations, HR policy, total rewards, organizational effectiveness, and HR technology. The role requires an exceptional leader capable of balancing the diverse needs of a leading research university and a major academic medical center. The VPHR also serves on the Information & Technology Governance Committee and is the business owner for Workday HCM, ensuring HR technology supports institutional objectives. This is a rare opportunity to shape the future of HR at one of the world's premier public universities. The VPHR is responsible for overseeing approximately 250 HR professionals, including a leadership team of eight across the areas of HR Benefits, Analytics, and Information Systems, Compensation, Labor Relations, Campus HR Operations and Services, UW Medicine HR Operations, Total Talent Management, HR Policy and Workforce Strategy, and Employee Experience. They will be charged with leading a modern, strategic, and service-oriented human resources function that supports the University's academic and medical missions. To submit a nomination or express personal interest in this position, please see the Application Process section at the end of this document. Apply here. DUTIES AND RESPONSIBILITIES Leadership, Strategy, and Oversight As a trusted advisor to university leadership, the VPHR provides leadership, strategy, and oversight to the following key areas: Vision & Strategy: Establish and drive a comprehensive HR strategy that aligns with the University's long-term goals, supports the new President's vision, and fosters a high-performing, inclusive workplace. Workforce & Culture: Develop initiatives that enhance recruitment, retention, and employee engagement across a diverse and complex workforce, ensuring a culture where all employees have the resources and support to achieve excellence. Labor & Employee Relations: Oversee engagement with labor unions and guide strategies that support productive relationships while ensuring compliance with employment policies and regulations. HR Innovation & Technology: Champion the use of HR data, analytics, and technology--including Workday HCM--to enhance decision-making and service delivery. Pilot and enable relevant AI-powered tools to enhance workplace productivity. Access & Workplace Excellence: Cultivate a workplace where all employees have opportunities to contribute, grow, and excel, ensuring fair and transparent policies that support professional success. Organizational Effectiveness: Strengthen HR's role as a strategic partner, ensuring agility in responding to evolving workforce needs and institutional priorities. MINIMUM REQUIREMENTS Bachelor's degree 10+ years professional experience, to include: * Extensive experience leading human resources in a large, complex organization, ideally in higher education, healthcare, or public-sector HR. * Proven ability to oversee strategic workforce planning, HR technology modernization, and talent management. * Deep expertise in labor relations, compliance, and HR policy within a unionized environment. * Strong understanding of process optimization and service delivery models within a shared services framework. * Strong commitment to fostering a workplace culture where all employees can achieve their full potential. * Exceptional leadership skills with the ability to collaborate with executives, faculty, and diverse stakeholders. * Experience balancing the needs of both academic and healthcare workforces. Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license/certification/registration. DESIRED QUALIFICATIONS Juris Doctor (JD) highly preferred; advanced degree in Human Resources, Business Administration, Law, or a related field preferred. APPLICATION PROCESS This search is being managed by Isaacson, Miller. Nominations and inquiries can be directed to Rebecca Kennedy, Courtney Wilk-Mandel, Angelo Alexander, and Cara Meyers at ***********************. To ensure consideration, applications must be submitted to the search firm's candidate portal. Committed to attracting and retaining a diverse staff, the University of Washington will honor your experiences, perspectives and unique identity. Together, our community strives to create and maintain working and learning environments that are inclusive, equitable and welcoming. The University of Washington is an affirmative action and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran or disabled status, or genetic information. To request disability accommodation in the application process, contact the Disability Services Office at ************ or **********. 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

Get to know Summit Pacific Medical Center: Your trusted partner in Health and Wellness, Summit Pacific is a vibrant and expanding public hospital district that operates a Critical Access Hospital with a Level IV trauma designation, three rural healthcare clinics, and a seven-day-a-week urgent care clinic. Our vision is “Through Summit Care, we will build the healthiest community in the Nation.” Our hospital is unique due to its size and accessibility. We pride ourselves on our ability to give patients quick access to a provider. Critical Access Hospital 24/7 Emergency Department Level II Cardiac Center Level III Stroke Center Level IV Trauma Care To learn more about Summit Pacific, visit ********************************** Pay Range (depending on experience): $60.90 - $93.66 . Job Summary Plans and executes human resources activities and programs in support of organizational strategic objectives. Provides hands-on technical and administrative oversight and subject matter expertise in the areas of talent acquisition, compensation and benefits, employee engagement, leave administration, labor and employee relations, and regulatory compliance. Establishes policies and procedures to provide administrative direction and develops and maintains a positive work environment that promotes SPMC values. Job Specific Duties and Responsibilities Manages human resources programs, policies, and procedures in a manner that effectively supports organizational needs. Monitors programs and policies; identifies opportunities for improvement and initiates appropriate enhancements and/or corrections. Participates in the development, implementation and ongoing assessment of human resources programs, policies, and procedures. Researches trends and best practices and develops recommendations. Administers employee compensation and benefit programs. Provides guidance and education on policies and procedures. Ensures effective processes are in place for effective ongoing operations, including new hire compensation, wage adjustments, new employee and benefits annual enrollment. Conducts market research and assists with annual compensation and benefits programs review and planning. Develops and maintains job descriptions. Investigates and responds to unemployment claims, maintains records. Manages vendor relationships and processes. Oversees administration of employee leaves of absence and ADA issues to ensure compliance with District policy and applicable laws and regulations. Develops procedures and communication tools, maintains accurate and thorough records. Oversees performance management and employee and labor relations issues. Assists with problem resolution, conflict management, performance management, disciplinary issues, grievance procedures, fact-finding and investigations, and staffing and manpower planning. Provides advice to managers and employees in addressing grievances and disciplinary situations. Participates in collective bargaining. Active in supporting labor relations matters. Oversees talent acquisition activities which include sourcing, recruitment and onboarding. Assists in interviewing candidates and orienting new employees. Manages staff education and development activities. Designs and implements leadership and staff development classes and programs. Determines new hire and staff annual education requirements, develops and maintains related policies, oversees content, and maintains records. Monitors key human resources indicators such as employee retention, turnover, workers compensation costs, sick time, overtime, charges and law suits, unemployment costs, and employee morale. Provides regular reports to leadership; recommends strategies to address areas of concern. Facilitates continuous process improvement within the HR functions. Initiates actions to improve data integrity and standardization of processes. Contributes to organizational quality improvement programs and initiatives in accordance with hospital policies, community standards, and compliance with all laws, regulations and requirements of appropriate licensing and accrediting bodies. Performs special projects and other related duties as assigned. *Essential Job Function Leadership Responsibilities - Manager * Builds and Maintains Relationships: Actively gets to know direct-reports and peers. Customizes interactions to meet the needs of different groups. * Communicates a Compelling Vision and Direction: Engages team's passion to develop plan to advance toward vision. Effectively uses a variety of tools to motivate and inspire action. * Demonstrates Effective Management Skills: Consistently & successfully performs typical managerial tasks, such as: Maintains equipment and physical space. Develops and manages department budget. Manages department to meet service and performance expectations. Maintains appropriate staffing levels and competency of staff. Monitors and manages staff performance, satisfaction and engagement. Maintains accurate and complete paper and electronic records. Initiates actions to improve data integrity and standardization of processes. Monitors department performance indicators; provides regular reports to leadership. Ensures compliance with regulatory requirements and federal, state and local laws. * Develops Self and Others: Trains, develops and guides subordinate staff. Pursues personal and professional development. *Drives Results: Ensures team understanding of roles and accountabilities; aligns efforts; monitors, recognizes & rewards progress. *Fosters an Environment of Trust and Integrity: Consistently behaves in an open, fair, and objective manner. Honors confidentiality; effectively manages triangulation. *Leads Innovation: Applies research, benchmarks, and creativity to identify and implement departmental innovations. *Manages Change: Applies basic change management concepts to engage direct reports in understanding and adopting change. *Thinks Strategically: Develops departmental strategies and tactics; provides input on organizational strategies. Educates and involves direct-reports in strategic plan development and implementation. Organizational Responsibilities In addition to the duties and responsibilities listed above, leaders are expected to support and uphold the Summit Pacific mission, vision and values; comply with policies, procedures, and regulatory requirements; and conduct themselves in an ethical, professional, respectful, and collaborative manner. Compensation: $60.90 to $93.66. depending on experience. Required Education and Experience Bachelor's degree in business, human resources, or a related field, or equivalent combination of education and experience. Master's or advanced degree preferred. Seven years of experience in human resources, with exposure to multiple functional areas of HR. Healthcare experience preferred. Two years of supervisory experience, Director level supervisory experience preferred. Required Licenses, Certifications and/or Registrations Human Resources general professional certification (PHR/SPHR/GPHR and/or SHRM-CP/SCP) required. Required Knowledge, Skills, Abilities Broad knowledge and understanding of human resources theory and practices. Ability to apply concepts to actual situations in a practical manner and to guide managers and staff accordingly. Comprehensive knowledge of labor and employment laws and regulations. Ability to maintain composure and professionalism in sensitive or stressful situations; ability to maintain strict confidentiality. Ability to cultivate effective partnerships and work in collaboration with providers, other health care professionals, staff, patients and community members. Strong leadership, facilitation, delegation, and coaching skills. Demonstrated ability to lead through influence. Proficient in the use of current technology, including Microsoft Office products. Ability to learn and effectively use electronic medical records and other systems and equipment. Professional and effective written and verbal communication skills. Ability to identify and employ communication strategies appropriate to the audience. Ability to maintain accurate documentation and records in a timely manner. Ability to work independently performing a wide variety of assignments that require the use of independent judgment, systems-thinking, problem-solving, organization, and prioritization skills. Work Shift: Exempt Staff Working Location: Elma, WashingtonBenefits: Our uniquely designed benefits are here to support you and your family in staying well, growing professionally and achieving financial security! We take care of you, so you can focus on delivering our mission of caring for everyone, especially the most vulnerable in our communities. Benefits offered by SPMC: Competitive Compensation Medical Prescription Dental (including Orthodontia) Vision Healthcare FSA and daycare FSA Daycare subsidized benefit Life Insurance Accidental Death and Dismemberment (AD&D) Short- and long-term disability Generous employer 403b match contributions for retirement 457 retirement account for additional funds Employee Assistance Program (EAP) Tuition reimbursement Smoking Cessation Assistance Employee Wellness Program Employee Committees to participate in such as Spirit Team Beautiful on-site gym for employees Instructor led fitness classes for employees, including Yoga, Kettlebells and Bootcamps Walking trails on site Additional Information: Summit Pacific is a vibrant and expanding nonprofit public hospital district serving east Grays Harbor County, Washington. Founded in 1982, Summit Pacific now operates three locations comprised of a critical access hospital, primary care clinics, an urgent care clinic and range of ancillary and specialty services. Far enough to have privacy and enjoy the small-town lifestyle, yet close enough to have the benefits of the city. There are many year-round recreational activities in and around Grays Harbor such as: Hiking/ walking trails - whether you're looking for short easy walking trails or long hikes you can find many trails located either on site or just miles from Summit Pacific. There are many great hiking trails about an hour away at the Quinault Rainforest which is also the home of some of the largest trees in the world! Kayaking - There are many areas that are easily accessible and have beautiful views. Nature viewing - Multiple whale watching towers and tours, state parks, Olympic Game Farm (where you can feed the animals straight from your car) Fishing & Hunting - If you're looking for areas to hunt/ fish or looking for guided tours this is a great area! Westport is just 42 miles away with many opportunities to catch or buy fresh fish off the docks! Other activities - Multiple museums, winery, arcades, rentable mopeds, Seabrook (vacation beach town), many areas to surf for experienced surfers and surfing lessons for those who want to learn. Nearby colleges - Grays Harbor College is a community college located in Aberdeen with other community colleges located in surrounding areas, as well as some state colleges and universities in other areas of WA state. Summit Pacific Medical Center is an equal opportunity provider and employer that is committed to a policy of non-discrimination on the basis of race, sex, age, religion, color, national origin, ancestry, disability, marital status, arrest and court record, sexual orientation, and status as a covered veteran. This policy covers admission and access to, and participation in, treatment and employment in the hospital's programs, activities, services, and employment. This organization participates in E-Verify. E-Verify is a service that verifies authorization to work in the U.S. through the U.S. Department of Homeland Security (DHS) and the U.S. Department of Social Security (SSA). For further information on E-Verify contact DHS at **************.

Responsibilities Sign-On Bonus Available! At St. Joseph Medical Center, Neonatologists are available at a moment's notice. Our special care nursery provides around-the-clock care to newborns with moderate concerns, like infections. We also offer a Level III neonatal intensive care unit (NICU) for babies with more serious issues, and our collaboration with Seattle Children's gives babies access to nationally recognized pediatric specialists. We often identify concerns before birth, giving our team and families time to prepare. Obstetricians specializing in high-risk pregnancy perform advanced testing to assess potential issues. They coordinate additional services that enable us to start caring for babies immediately after birth if necessary. Neonatologists from Seattle Children's are on-site in select Virginia Mason Franciscan Health NICUs and available by phone 24 hours a day. This arrangement gives babies with more serious concerns access to additional expertise without leaving our facilities. Our offerings include large, suite-like private rooms that enable parents to be near their newborns. Watch a virtual tour! ********************** Job Summary: This position is responsible for serving as the primary Registered Nurse delivering care to the normal term newborn and/or critically ill neonate. This patient population may include low and high risk deliveries of the newborn. Essential Job Functions: * Performs a systematic and thorough physical assessment based upon knowledge of the normal and abnormal physiology and pathophysiology of the neonate. * Performs a systematic and thorough assessment based upon knowledge of adaptation to extrauterine life. * Identifies the neonate at risk for complications and provides appropriate care. * Plans and cares for the normal term newborn and critically ill neonate. Qualifications Education/Work Experience: * Graduation from an accredited school of nursing. * Possession of a BSN degree is preferred. * Previous Level II or Level III experience preferred. Licensure/Certification: * Current licensure as a Registered Nurse issued by the Washington State Board of Nursing. * Current Healthcare BLS Certification. * Neonatal Resuscitation Program (NRP) completion within 6 months of date of hire. * National Certification Corporation (NCC) certification Mother/Baby Unit (MBU) preferred. * National Certification Corporation (NCC) certification high or low risk NICU preferred. Overview Virginia Mason Franciscan Health has a rich history of providing exceptional healthcare, dating back to 1891. Building upon a legacy of compassionate care and innovation, our organization has evolved over the years through strategic partnerships and integrations to expand our reach and services across the Puget Sound area. Today, as Virginia Mason Franciscan Health, we remain deeply committed to healing the whole person - body, mind, and spirit - in the communities we serve. This commitment is strengthened by the diverse expertise and shared values brought together through our growth. Our dedicated providers offer a full spectrum of health care services, from routine wellness to complex disease management, all grounded in rigorous research and education. Our comprehensive network of 10 hospitals and nearly 300 care sites strategically located across the greater Puget Sound region reflects our ongoing commitment to accessibility and comprehensive care. We are proud of our pioneering medical advances and numerous awards and accreditations that reflect our dedication to excellence. When you join Virginia Mason Franciscan Health, you become part of a team that delivers top-quality, professional healthcare in modern, well-equipped facilities, and contributes to a legacy of service built on collaboration and shared purpose.

This role is eligible to be located in any location where there is a Slalom office and will be a Managing Director. Title: Americas - Workforce Modernization + HR Transformation Capability Lead Who You'll Work With At Slalom, personal connection meets global scale. Our vision is to enable a world in which everyone loves their work and life. We help organizations of all kinds redefine what's possible, give shape to the future-and get there. This role reports to the America's Capability Leader. The Transformation Capability helps Slalom's customer organizations fundamentally change and optimize how they deliver value to their customers. As the leader of Workforce Modernization & HR Transformation, you will focus on building Slalom's business in driving more agile, AI-accelerated, and adaptable workforces to meet the evolving demands of the modern economy, aligning talent and culture with business purpose. You will lead an Americas team that inspires, motivates and aligns organizations to embrace and embed change, through building the mindset, skillsets and toolsets that will power organizations to overcome resistance and generate momentum toward their outcome. You will build up Slalom's ability to advise, architect and execute transformations specific to the trends and pressures facing customers' HR / People Business functions. You will grow our ability to support Slalom's customers in transforming their culture an talent. What You'll Do This role leads the Workforce Modernization + HR Transformation sub-capability, ensuring alignment with Slalom's objectives and scalable goal achievement. Key responsibilities include collaborating with leadership to adapt offerings to market trends, fostering strong customer relationships, aligning recruitment with demand, and overseeing operations to meet financial and operational targets while promoting a collaborative community. Capability Vision & Strategy * Leads the creation and execution of the Workforce Modernization + HR Transformation country strategy, ensuring measured progress towards goals & priorities in alignment to Slalom strategy and Global Capability Strategy. Go To Market Approach * Individually, leverages own expertise in Workforce Modernization + HR Transformation to contribute written or verbal thought leadership (e.g. white papers, conference keynotes). * Partner with Client Outcomes leadership to provide input on external market trends, tie to Slalom Capabilities, and correspondingly form, grow or sunset individual offerings and disciplines. * Drive Service/Discipline go to market offerings by directing the creation of methods and templates specific to delivering initiatives within scope of Service/Discipline. * Strategically contributes toward curation and activation of Capability and multi-disciplinary Client Outcomes. Business Development & Sales * Individually provides subject matter expertise and solutioning to our most strategic clients * Creates the leadership team, go to market motion, and accountability where Capability leaders serve markets with the ability to drive and participate in solutioning for defined Capability area, both as Solution Leads and as SMEs. * Drive overall Capability growth through management of pipeline and direction of business development activities across Capability leadership team. Resource Pipeline * Under direction of the Country Capability Lead, own hiring/recruiting strategy for Workforce Modernization + HR Transformation. * Partners with geographic leadership (Country President, Region Presidents, Market Leaders) to conduct integrated workforce planning and identify skills/expertise needs. * Align demand to supply to direct recruitment efforts to support growth in areas of demand. People Development * Define country level learning & development priorities, and make corresponding professional development investments. * Provide guidance, coaching, mentoring, and subject matter expertise for direct reports, programmatizing for broader practitioner experience. * Address people escalations in partnership with People organization, Legal. * Partner with Talent team to manage the performance feedback process. Delivery Management (Quality & Client Management) * Individually builds and maintains key client/partner relationships ("My25"), leveraging Capability expertise to bring client value. Participate in complex deal QA process, demonstrating mastery in project delivery within domain of expertise to ensure successful outcomes. Address delivery escalations in Capability discipline, both internally and client facing. Financial Management * Leads the formation of the Country Discipline's AOP per company planning cycle and contribute to Capability level AOP. Manages business to achieve operational goals (e.g. blended utilization, cost to serve). Grows business (resource revenue; resource headcount) in alignment to geo forecasting What You'll Bring * Inspirational & Visionary Leadership - Demonstrates forward looking strategic and critical thinking, connection to market trends; rallies team around vision and strategy. * Vision to Action - Proven ability to get from strategy to action through driving clear plans that deliver accretive financial results. * Scaled Leadership - Demonstrated experience leading large, scaled and high performing business or capability team. * Complex Delivery Execution - Experience leading complex Consulting projects, including management of financials and experience in AE roles. * Domain Expertise - 10+ years delivery experience and relevant certifications in Workforce Modernization + HR Transformation. Seen as a go-to or mentor by team members. * Innovation - Leads the creation of new offerings, accelerators or thought leadership. Sets their Country's Workforce Modernization + HR Transformation vision and strategy in alignment with the Capability and Slalom strategy and supports teams to align to it. * Track Record in Sales - Builds a team that is credible and reliable in providing solutioning leadership for pursuits; Maintains advanced/expert mastery in functional/technical roles, seen as SME by others * 15+ years expertise in consulting clients on organizational effectiveness, workforce transformation, and talent optimization. * Experience in defining, owning and accomplishing revenue growth targets for a large ($50M+) management consulting business unit. * An understanding of and experience with the changing workforce landscape in context of Artificial Intelligence, Remote work, Diversity, Equity and Inclusion and Sustainability. * Expertise in talent development, HR and/or culture transformation. Additional Ability to travel up to 50% of the time. This role will require time in a Slalom office, at client site and ability to work remote, candidates should be comfortable with a hybrid work environment, prioritizing client facing needs as appropriate. About Us Slalom is a fiercely human business and technology consulting company that leads with outcomes to bring more value, in all ways, always. From strategy through delivery, our agile teams across 52 offices in 12 countries collaborate with clients to bring powerful customer experiences, innovative ways of working, and new products and services to life. We are trusted by leaders across the Global 1000, many successful enterprise and mid-market companies, and 500+ public sector organizations to improve operations, drive growth, and create value. At Slalom, we believe that together, we can move faster, dream bigger, and build better tomorrows for all. Compensation and Benefits Slalom prides itself on helping team members thrive in their work and life. As a result, Slalom is proud to invest in benefits that include meaningful time off and paid holidays, parental leave, 401(k) with a match, a range of choices for highly subsidized health, dental, & vision coverage, adoption and fertility assistance, and short/long-term disability. We also offer yearly $350 reimbursement account for any well-being-related expenses, as well as discounted home, auto, and pet insurance. Slalom is committed to fair and equitable compensation practices. For this position, the base salary pay range is $240,000 to $384,000. In addition, individuals may be eligible for an annual discretionary bonus. Actual compensation will depend upon an individual's skills, experience, qualifications, location, and other relevant factors. The salary pay range is subject to change and may be modified at any time. This role is not eligible for relocation assistance. EEO and Accommodations Slalom is an equal opportunity employer and is committed to inclusion, diversity, and equity in the workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veterans' status, or any other characteristic protected by federal, state, or local l[ sub-capability area / discipline ]. Slalom will also consider qualified applications with criminal histories, consistent with legal requirements. Slalom welcomes and encourages applications from individuals with disabilities. Reasonable accommodations are available for candidates during all aspects of the selection process. Please advise the talent acquisition team if you require an accommodation during the interview process. #LI-CG1 #LI-AC1 #LI-FB1 #LI-AC1

WE'RE DOUBLING DOWN ON YOUR FUTURE Competitive salary of DOE with discretionary performance bonuses 2x a year! Fully paid medical, prescription drug, dental and vision coverage for you and competitive premiums for your dependents. Complimentary meals and covered team member parking. Employer-paid life insurance, long-term disability and accidental death and dismemberment coverage. Flexible Spending Account options for health care expenses. Company-paid gaming licenses (Class A & Class B) Variety of additional voluntary benefits and retirement plans GET TO KNOW THE ROLE The Director of Human Resources plays a pivotal role in aligning human resources strategies with business goals, ensuring a high-performing and engaged workforce. This position provides leadership to the HR team, oversees key HR functions, and delivers updates and recommendations to executives and senior HR leadership. The HR Director fosters a culture that reflects Muckleshoot Casino Resort's mission, vision, and values while driving initiatives that support talent acquisition, HRIS, benefits, employee engagement, compliance, and overall organizational effectiveness. WHAT YOU'LL DO Provides strategic direction that align with organizational objectives with oversight of the HR Team including: Benefits, Training, Recruiting, Team Member Relations, Compensation, HRIS and the general HR Team. Promote and maintain a culture that aligns with the Mission, Vision and Values Muckleshoot Casino Resort. Develops, writes, and interpret(s) personnel policies, procedures and other administrative regulations and/or processes; responds to inquiries and recommends resolution of Human Resource issues, complaints, and legal actions; identifies legal requirements and regulations and ensures compliance; represents MCR at personnel-related hearings and investigations. Provides advice and counsel to the Executive Director of Human Resource and leadership on human resource practices, emerging issues among managers and team members, and changes in employment law and regulations; assists in resolution of team member disciplinary issues and challenges as needed. Responsible for the oversight of the administration of team member insurance and other benefits programs; ensures comprehensive distribution of information to team members and monitors implementation dates and timelines for accuracy. Oversees compensation structure, to include benefit programs and reward initiatives to enhance employee satisfaction. Oversight of Compensation program to ensure competitiveness and alignment to the organization. Oversee all official job descriptions for accuracy, observing and updating as necessary. Oversee HR information systems, to include data entry, retrieval, and generation of standard and ad-hoc reports. Ensures the integrity of data is maintained, through audits. Oversees semi-annual increases for the organization, in coordination with the Compensation Team, HRIS and Payroll. Oversee recruitment, testing/screening, and selection procedures; assesses optimum level of casino staffing and maintains designated levels by utilizing effective employment and recruiting practices. Ensures all programs within scope of responsibility comply with applicable federal, state and regulatory laws and/or regulations. Oversees team member services, ensuring guests receive prompt and courteous service, assistance with questions and concerns, and referral to appropriate staff to resolve discrepancies. Identifies opportunities for streamlining processes and improving HR services in collaboration with the Guest Experience Manager. Assures assigned areas of responsibility are performed within budget; performs cost control activities; monitors revenues and expenditures in assigned area to assure sound fiscal control; assures effective, efficient and allowable use of budgeted funds, personnel, materials, facilities, and time. Supervises, trains, coaches, evaluates and disciplines assigned team members; ensures prompt, courteous and high quality of services or product delivery to internal and external guests. Maintains the privacy, confidentiality and integrity of organizational, team members, and management information in accordance with policies and procedures, and in compliance with state and federal regulations. Convenes and/or participates in various meetings and/or committees presenting information and ideas persuasively and professionally. Create, maintain and facilitate a positive, high quality work environment. Smile and engage Guests and Team Members with a positive professional demeanor. Performs other job duties as assigned. WHAT YOU'LL BRING Ability to obtain a Class gaming license Class III A Bachelor's Degree in Human Resources, Public or Business Administration, Employment Law, Psychology or a closely related field required. Experience may be accepted in lieu of education requirement. Minimum of seven (7) years' high level experience in Human Resources, 3 years of HR Supervisory or HR Management, including three (3) years specific experience in compensation, benefits, recruitment, and/or HRIS. PHR/SPHR or SHRM-CP/SP and Compensation and total rewards certification, i.e., CCP; CBP preferred Valid HIPAA certification required annually. HOW YOU'LL BE SUCCESSFUL Thorough knowledge of the principles and practices of Human Resource Management. Demonstrated proficiency and experience relating to all facets of compensation and benefit program development and design. Experience with Human Resource Information Systems (HRIS) (UKG strongly preferred). Experience with Team Member relations and guiding Managers in policies, procedures and processes. Knowledge of organizational structures, strategic staffing principles, workflow analysis, and streamlining. Knowledge of organizational behavior, development of skills, and career development. Knowledge in developing Training & Development strategies for advancing the Casino and team members. Ability to communicate effectively verbally and in writing. Strong interpersonal, conceptual, analytical, project management and communication skills coupled with creativity in approach. Strong data management skills, with demonstrated high-level data analysis and reporting skills. Ability to read, analyze and interpret policies, contracts, and financial reports. Knowledge and understanding of pertinent federal and state regulations and filing and compliance requirements affecting team member benefits programs including COBRA, ERISA, HIPAA, FMLA, and IRS codes. Ability to establish and maintain effective working relationships. Ability to work with and maintain confidential materials and information. WHAT TO EXPECT Availability - Ability to work 40+ hours per week, holidays, weekends, and nights to support a 24/7 operation Physical - Ability to maneuver in all areas of casino, ascent/descent from stairs, frequent standing, walking, sitting, reaching, stooping, kneeling, or crouching, and/or prolonged periods of time focusing on tasks. Ability to lift at least 25 lbs. May regularly need to lift/ move, push or pull up material or boxes necessary to the job function, with or without assistance. Environment - Exposure to environmental tobacco smoke (ETS) while working and traversing on the gaming floor. MISSION Our mission is to provide economic stability for our community by creating unforgettable entertainment experiences by inspired team members delivering exceptional guest experiences. VISION We exist to create unforgettable entertainment experiences! VALUES Wisdom: Learn, Share, Grow Respect: Earn it, Show it Integrity: Earn Trust Through Honesty Fun: Bring Smiles to Everyone

Get to know Summit Pacific Medical Center: Your trusted partner in Health and Wellness, Summit Pacific is a vibrant and expanding public hospital district that operates a Critical Access Hospital with a Level IV trauma designation, three rural healthcare clinics, and a seven-day-a-week urgent care clinic. Our vision is "Through Summit Care, we will build the healthiest community in the Nation." Our hospital is unique due to its size and accessibility. We pride ourselves on our ability to give patients quick access to a provider. * Critical Access Hospital * 24/7 Emergency Department * Level II Cardiac Center * Level III Stroke Center * Level IV Trauma Care To learn more about Summit Pacific, visit ********************************** Pay Range (depending on experience): $60.90 - $93.66 . Job Summary Plans and executes human resources activities and programs in support of organizational strategic objectives. Provides hands-on technical and administrative oversight and subject matter expertise in the areas of talent acquisition, compensation and benefits, employee engagement, leave administration, labor and employee relations, and regulatory compliance. Establishes policies and procedures to provide administrative direction and develops and maintains a positive work environment that promotes SPMC values. Job Specific Duties and Responsibilities Manages human resources programs, policies, and procedures in a manner that effectively supports organizational needs. Monitors programs and policies; identifies opportunities for improvement and initiates appropriate enhancements and/or corrections. Participates in the development, implementation and ongoing assessment of human resources programs, policies, and procedures. Researches trends and best practices and develops recommendations. Administers employee compensation and benefit programs. Provides guidance and education on policies and procedures. Ensures effective processes are in place for effective ongoing operations, including new hire compensation, wage adjustments, new employee and benefits annual enrollment. Conducts market research and assists with annual compensation and benefits programs review and planning. Develops and maintains job descriptions. Investigates and responds to unemployment claims, maintains records. Manages vendor relationships and processes. Oversees administration of employee leaves of absence and ADA issues to ensure compliance with District policy and applicable laws and regulations. Develops procedures and communication tools, maintains accurate and thorough records. Oversees performance management and employee and labor relations issues. Assists with problem resolution, conflict management, performance management, disciplinary issues, grievance procedures, fact-finding and investigations, and staffing and manpower planning. Provides advice to managers and employees in addressing grievances and disciplinary situations. Participates in collective bargaining. Active in supporting labor relations matters. Oversees talent acquisition activities which include sourcing, recruitment and onboarding. Assists in interviewing candidates and orienting new employees. Manages staff education and development activities. Designs and implements leadership and staff development classes and programs. Determines new hire and staff annual education requirements, develops and maintains related policies, oversees content, and maintains records. Monitors key human resources indicators such as employee retention, turnover, workers compensation costs, sick time, overtime, charges and law suits, unemployment costs, and employee morale. Provides regular reports to leadership; recommends strategies to address areas of concern. Facilitates continuous process improvement within the HR functions. Initiates actions to improve data integrity and standardization of processes. Contributes to organizational quality improvement programs and initiatives in accordance with hospital policies, community standards, and compliance with all laws, regulations and requirements of appropriate licensing and accrediting bodies. Performs special projects and other related duties as assigned. * Essential Job Function Leadership Responsibilities - Manager * Builds and Maintains Relationships: Actively gets to know direct-reports and peers. Customizes interactions to meet the needs of different groups. * Communicates a Compelling Vision and Direction: Engages team's passion to develop plan to advance toward vision. Effectively uses a variety of tools to motivate and inspire action. * Demonstrates Effective Management Skills: Consistently & successfully performs typical managerial tasks, such as: Maintains equipment and physical space. Develops and manages department budget. Manages department to meet service and performance expectations. Maintains appropriate staffing levels and competency of staff. Monitors and manages staff performance, satisfaction and engagement. Maintains accurate and complete paper and electronic records. Initiates actions to improve data integrity and standardization of processes. Monitors department performance indicators; provides regular reports to leadership. Ensures compliance with regulatory requirements and federal, state and local laws. * Develops Self and Others: Trains, develops and guides subordinate staff. Pursues personal and professional development. *Drives Results: Ensures team understanding of roles and accountabilities; aligns efforts; monitors, recognizes & rewards progress. *Fosters an Environment of Trust and Integrity: Consistently behaves in an open, fair, and objective manner. Honors confidentiality; effectively manages triangulation. *Leads Innovation: Applies research, benchmarks, and creativity to identify and implement departmental innovations. *Manages Change: Applies basic change management concepts to engage direct reports in understanding and adopting change. *Thinks Strategically: Develops departmental strategies and tactics; provides input on organizational strategies. Educates and involves direct-reports in strategic plan development and implementation. Organizational Responsibilities In addition to the duties and responsibilities listed above, leaders are expected to support and uphold the Summit Pacific mission, vision and values; comply with policies, procedures, and regulatory requirements; and conduct themselves in an ethical, professional, respectful, and collaborative manner. Compensation: $60.90 to $93.66. depending on experience. Required Education and Experience * Bachelor's degree in business, human resources, or a related field, or equivalent combination of education and experience. Master's or advanced degree preferred. * Seven years of experience in human resources, with exposure to multiple functional areas of HR. Healthcare experience preferred. * Two years of supervisory experience, Director level supervisory experience preferred. Required Licenses, Certifications and/or Registrations Human Resources general professional certification (PHR/SPHR/GPHR and/or SHRM-CP/SCP) required. Required Knowledge, Skills, Abilities Broad knowledge and understanding of human resources theory and practices. Ability to apply concepts to actual situations in a practical manner and to guide managers and staff accordingly. Comprehensive knowledge of labor and employment laws and regulations. Ability to maintain composure and professionalism in sensitive or stressful situations; ability to maintain strict confidentiality. Ability to cultivate effective partnerships and work in collaboration with providers, other health care professionals, staff, patients and community members. Strong leadership, facilitation, delegation, and coaching skills. Demonstrated ability to lead through influence. Proficient in the use of current technology, including Microsoft Office products. Ability to learn and effectively use electronic medical records and other systems and equipment. Professional and effective written and verbal communication skills. Ability to identify and employ communication strategies appropriate to the audience. Ability to maintain accurate documentation and records in a timely manner. Ability to work independently performing a wide variety of assignments that require the use of independent judgment, systems-thinking, problem-solving, organization, and prioritization skills. Work Shift: Exempt Staff Working Location: Elma, Washington Benefits: Our uniquely designed benefits are here to support you and your family in staying well, growing professionally and achieving financial security! We take care of you, so you can focus on delivering our mission of caring for everyone, especially the most vulnerable in our communities. Benefits offered by SPMC: * Competitive Compensation * Medical * Prescription * Dental (including Orthodontia) * Vision * Healthcare FSA and daycare FSA * Daycare subsidized benefit * Life Insurance * Accidental Death and Dismemberment (AD&D) * Short- and long-term disability * Generous employer 403b match contributions for retirement * 457 retirement account for additional funds * Employee Assistance Program (EAP) * Tuition reimbursement * Smoking Cessation Assistance * Employee Wellness Program * Employee Committees to participate in such as Spirit Team * Beautiful on-site gym for employees * Instructor led fitness classes for employees, including Yoga, Kettlebells and Bootcamps * Walking trails on site Additional Information: * Summit Pacific is a vibrant and expanding nonprofit public hospital district serving east Grays Harbor County, Washington. Founded in 1982, Summit Pacific now operates three locations comprised of a critical access hospital, primary care clinics, an urgent care clinic and range of ancillary and specialty services. * Far enough to have privacy and enjoy the small-town lifestyle, yet close enough to have the benefits of the city. There are many year-round recreational activities in and around Grays Harbor such as: * Hiking/ walking trails - whether you're looking for short easy walking trails or long hikes you can find many trails located either on site or just miles from Summit Pacific. There are many great hiking trails about an hour away at the Quinault Rainforest which is also the home of some of the largest trees in the world! * Kayaking - There are many areas that are easily accessible and have beautiful views. * Nature viewing - Multiple whale watching towers and tours, state parks, Olympic Game Farm (where you can feed the animals straight from your car) * Fishing & Hunting - If you're looking for areas to hunt/ fish or looking for guided tours this is a great area! Westport is just 42 miles away with many opportunities to catch or buy fresh fish off the docks! * Other activities - Multiple museums, winery, arcades, rentable mopeds, Seabrook (vacation beach town), many areas to surf for experienced surfers and surfing lessons for those who want to learn. * Nearby colleges - Grays Harbor College is a community college located in Aberdeen with other community colleges located in surrounding areas, as well as some state colleges and universities in other areas of WA state. Summit Pacific Medical Center is an equal opportunity provider and employer that is committed to a policy of non-discrimination on the basis of race, sex, age, religion, color, national origin, ancestry, disability, marital status, arrest and court record, sexual orientation, and status as a covered veteran. This policy covers admission and access to, and participation in, treatment and employment in the hospital's programs, activities, services, and employment. This organization participates in E-Verify. E-Verify is a service that verifies authorization to work in the U.S. through the U.S. Department of Homeland Security (DHS) and the U.S. Department of Social Security (SSA). For further information on E-Verify contact DHS at **************.

WE'RE DOUBLING DOWN ON YOUR FUTURE * Competitive salary of DOE with discretionary performance bonuses 2x a year! * Fully paid medical, prescription drug, dental and vision coverage for you and competitive premiums for your dependents. * Complimentary meals and covered team member parking. * Employer-paid life insurance, long-term disability and accidental death and dismemberment coverage. Flexible Spending Account options for health care expenses. * Company-paid gaming licenses (Class A & Class B) * Variety of additional voluntary benefits and retirement plans GET TO KNOW THE ROLE The Director of Human Resources plays a pivotal role in aligning human resources strategies with business goals, ensuring a high-performing and engaged workforce. This position provides leadership to the HR team, oversees key HR functions, and delivers updates and recommendations to executives and senior HR leadership. The HR Director fosters a culture that reflects Muckleshoot Casino Resort's mission, vision, and values while driving initiatives that support talent acquisition, HRIS, benefits, employee engagement, compliance, and overall organizational effectiveness. WHAT YOU'LL DO * Provides strategic direction that align with organizational objectives with oversight of the HR Team including: Benefits, Training, Recruiting, Team Member Relations, Compensation, HRIS and the general HR Team. * Promote and maintain a culture that aligns with the Mission, Vision and Values Muckleshoot Casino Resort. * Develops, writes, and interpret(s) personnel policies, procedures and other administrative regulations and/or processes; responds to inquiries and recommends resolution of Human Resource issues, complaints, and legal actions; identifies legal requirements and regulations and ensures compliance; represents MCR at personnel-related hearings and investigations. * Provides advice and counsel to the Executive Director of Human Resource and leadership on human resource practices, emerging issues among managers and team members, and changes in employment law and regulations; assists in resolution of team member disciplinary issues and challenges as needed. * Responsible for the oversight of the administration of team member insurance and other benefits programs; ensures comprehensive distribution of information to team members and monitors implementation dates and timelines for accuracy. * Oversees compensation structure, to include benefit programs and reward initiatives to enhance employee satisfaction. Oversight of Compensation program to ensure competitiveness and alignment to the organization. * Oversee all official job descriptions for accuracy, observing and updating as necessary. * Oversee HR information systems, to include data entry, retrieval, and generation of standard and ad-hoc reports. Ensures the integrity of data is maintained, through audits. * Oversees semi-annual increases for the organization, in coordination with the Compensation Team, HRIS and Payroll. * Oversee recruitment, testing/screening, and selection procedures; assesses optimum level of casino staffing and maintains designated levels by utilizing effective employment and recruiting practices. * Ensures all programs within scope of responsibility comply with applicable federal, state and regulatory laws and/or regulations. * Oversees team member services, ensuring guests receive prompt and courteous service, assistance with questions and concerns, and referral to appropriate staff to resolve discrepancies. Identifies opportunities for streamlining processes and improving HR services in collaboration with the Guest Experience Manager. * Assures assigned areas of responsibility are performed within budget; performs cost control activities; monitors revenues and expenditures in assigned area to assure sound fiscal control; assures effective, efficient and allowable use of budgeted funds, personnel, materials, facilities, and time. * Supervises, trains, coaches, evaluates and disciplines assigned team members; ensures prompt, courteous and high quality of services or product delivery to internal and external guests. * Maintains the privacy, confidentiality and integrity of organizational, team members, and management information in accordance with policies and procedures, and in compliance with state and federal regulations. * Convenes and/or participates in various meetings and/or committees presenting information and ideas persuasively and professionally. * Create, maintain and facilitate a positive, high quality work environment. * Smile and engage Guests and Team Members with a positive professional demeanor. * Performs other job duties as assigned. WHAT YOU'LL BRING * Ability to obtain a Class gaming license Class III A * Bachelor's Degree in Human Resources, Public or Business Administration, Employment Law, Psychology or a closely related field required. Experience may be accepted in lieu of education requirement. * Minimum of seven (7) years' high level experience in Human Resources, 3 years of HR Supervisory or HR Management, including three (3) years specific experience in compensation, benefits, recruitment, and/or HRIS. * PHR/SPHR or SHRM-CP/SP and Compensation and total rewards certification, i.e., CCP; CBP preferred * Valid HIPAA certification required annually. HOW YOU'LL BE SUCCESSFUL * Thorough knowledge of the principles and practices of Human Resource Management. * Demonstrated proficiency and experience relating to all facets of compensation and benefit program development and design. * Experience with Human Resource Information Systems (HRIS) (UKG strongly preferred). * Experience with Team Member relations and guiding Managers in policies, procedures and processes. * Knowledge of organizational structures, strategic staffing principles, workflow analysis, and streamlining. * Knowledge of organizational behavior, development of skills, and career development. * Knowledge in developing Training & Development strategies for advancing the Casino and team members. * Ability to communicate effectively verbally and in writing. * Strong interpersonal, conceptual, analytical, project management and communication skills coupled with creativity in approach. * Strong data management skills, with demonstrated high-level data analysis and reporting skills. * Ability to read, analyze and interpret policies, contracts, and financial reports. * Knowledge and understanding of pertinent federal and state regulations and filing and compliance requirements affecting team member benefits programs including COBRA, ERISA, HIPAA, FMLA, and IRS codes. * Ability to establish and maintain effective working relationships. * Ability to work with and maintain confidential materials and information. WHAT TO EXPECT * Availability - Ability to work 40+ hours per week, holidays, weekends, and nights to support a 24/7 operation * Physical - Ability to maneuver in all areas of casino, ascent/descent from stairs, frequent standing, walking, sitting, reaching, stooping, kneeling, or crouching, and/or prolonged periods of time focusing on tasks. Ability to lift at least 25 lbs. May regularly need to lift/ move, push or pull up material or boxes necessary to the job function, with or without assistance. * Environment - Exposure to environmental tobacco smoke (ETS) while working and traversing on the gaming floor. MISSION Our mission is to provide economic stability for our community by creating unforgettable entertainment experiences by inspired team members delivering exceptional guest experiences. VISION We exist to create unforgettable entertainment experiences! VALUES * Wisdom: Learn, Share, Grow * Respect: Earn it, Show it * Integrity: Earn Trust Through Honesty * Fun: Bring Smiles to Everyone

Department: UW HUMAN RESOURCES Closing Info: Open Until Filled Salary: $31,250 - $38,334 per month Shift: First Shift Notes: As a UW employee, you will enjoy generous benefits and work/life programs. For a complete description of our benefits for this position, please visit our website, click here. (******************************************************************************************************************************************************** As a UW employee, you have a unique opportunity to change lives on our campuses, in our state and around the world. UW employees offer their boundless energy, creative problem-solving skills and dedication to build stronger minds and a healthier world. UW faculty and staff also enjoy outstanding benefits, professional growth opportunities and unique resources in an environment noted for diversity, intellectual excitement, artistic pursuits and natural beauty. The Vice President for UWHR (VPHR) is the senior HR leader at the University of Washington, responsible for setting the strategic vision for human resources and ensuring alignment with UW's academic and healthcare missions. Reporting to the President and serving as a key member of the President's Cabinet, the VPHR leads a team of approximately 250 HR professionals with a biennium budget of $60 million, supporting a workforce of over 56,000 employees across UW's three campuses and UW Medicine. UW employees fall into one of several employment programs, each with its own unique set of workplace rules and employee benefits. Over 28,000 staff and academic personnel are represented by 10 unions with 19 unique union contracts, soon to be 21 unique contracts with additional bargaining units being certified. The VPHR oversees all aspects of human resources, including talent strategy, labor and employee relations, HR policy, total rewards, organizational effectiveness, and HR technology. The role requires an exceptional leader capable of balancing the diverse needs of a leading research university and a major academic medical center. The VPHR also serves on the Information & Technology Governance Committee and is the business owner for Workday HCM, ensuring HR technology supports institutional objectives. This is a rare opportunity to shape the future of HR at one of the world's premier public universities. The VPHR is responsible for overseeing approximately 250 HR professionals, including a leadership team of eight across the areas of HR Benefits, Analytics, and Information Systems, Compensation, Labor Relations, Campus HR Operations and Services, UW Medicine HR Operations, Total Talent Management, HR Policy and Workforce Strategy, and Employee Experience. They will be charged with leading a modern, strategic, and service-oriented human resources function that supports the University's academic and medical missions. **To submit a nomination or express personal interest in this position, please see the Application Process section at the end of this document.** Apply here. (******************************************************************************************** **DUTIES AND RESPONSIBILITIES** _Leadership, Strategy, and Oversight_ As a trusted advisor to university leadership, the VPHR provides leadership, strategy, and oversight to the following key areas: **Vision & Strategy:** Establish and drive a comprehensive HR strategy that aligns with the University's long-term goals, supports the new President's vision, and fosters a high-performing, inclusive workplace. **Workforce & Culture:** Develop initiatives that enhance recruitment, retention, and employee engagement across a diverse and complex workforce, ensuring a culture where all employees have the resources and support to achieve excellence. **Labor & Employee Relations:** Oversee engagement with labor unions and guide strategies that support productive relationships while ensuring compliance with employment policies and regulations. **HR Innovation & Technology:** Champion the use of HR data, analytics, and technology--including Workday HCM--to enhance decision-making and service delivery. Pilot and enable relevant AI-powered tools to enhance workplace productivity. **Access & Workplace Excellence:** Cultivate a workplace where all employees have opportunities to contribute, grow, and excel, ensuring fair and transparent policies that support professional success. **Organizational Effectiveness:** Strengthen HR's role as a strategic partner, ensuring agility in responding to evolving workforce needs and institutional priorities. **MINIMUM REQUIREMENTS** Bachelor's degree 10+ years professional experience, to include: - Extensive experience leading human resources in a large, complex organization, ideally in higher education, healthcare, or public-sector HR. - Proven ability to oversee strategic workforce planning, HR technology modernization, and talent management. - Deep expertise in labor relations, compliance, and HR policy within a unionized environment. - Strong understanding of process optimization and service delivery models within a shared services framework. - Strong commitment to fostering a workplace culture where all employees can achieve their full potential. - Exceptional leadership skills with the ability to collaborate with executives, faculty, and diverse stakeholders. - Experience balancing the needs of both academic and healthcare workforces. **Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license/certification/registration.** **DESIRED QUALIFICATIONS** Juris Doctor (JD) highly preferred; advanced degree in Human Resources, Business Administration, Law, or a related field preferred. **APPLICATION PROCESS** **This search is being managed by Isaacson, Miller.** Nominations and inquiries can be directed to Rebecca Kennedy, Courtney Wilk-Mandel, Angelo Alexander, and Cara Meyers at ***********************. To ensure consideration, applications must be submitted to the search firm's candidate portal. (******************************************************************************************** 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.