Director of human resources jobs in Olympia, WA - 123 jobs

Administers personnel policy concerning all HR activities for our Micro-Fulfillment Pharmacy site located in Kent, WA. Works collaboratively to provide HR support regarding a broad range of Human Resources activities including employee engagement, performance management, recruitment and selection, employee relations, compensation, employee benefits, training and special HR projects as assigned. Develops and proposes improvements to policies, programs and procedures to improve the effectiveness of HR operations and ensures compliance with federal, state and local employment laws and EO AA practices. This is a single incumbent position at each Micro Fulfillment site. Job Responsibilities: Maintains relationship with Employee Relations to investigate employee concerns and respond fairly to employees, with consistent interpretation of appropriate laws and policies, and appropriate coaching to employees and management. May provide disciplinary measures to employees who are not compliant with policies or performance expectations recommendations to department managers and HR manager concerning termination of employees, as needed. Provide business partnership to Operation Leaders on methods and approaches to facilitate positive employee experiences. Regularly spend time in departments throughout the facility, create good working relationships, recommend and facilitate changes to create and maintain a team environment, which fosters open communication and employee participation. Develops and maintains relationships with operations business partners to drive team member experience in a way that achieves business outcomes and team member engagement. Monitor performance evaluation program for fairness and consistency. Develop and maintain knowledge regarding employment laws, labor relations, benefits and compensation practices, and company policies that relate to job responsibilities and integrate them into own best practices. Accountable for supporting the implementation of HR related programs, resources and tools to optimize the workplace environment. Works closely with operations, communications, and HR leadership to ensure content and messaging reach the team members timely and with the appropriate messaging. Partner with Talent Acquisition, HR Business Partners, and other HR departments to craft recruitment strategies that will drive candidate flow and experience for the site staffing needs. Reviews and manages a set of routine HR data to support efficient people processes such as organizational chart management, consistent compensation practices, and workforce planning activity. Provides coaching to business leaders at multiple leadership levels to ensure a consistent team member experience and improve engagement across the business unit. Partners with learning, development, and talent management teams to ensure team members are trained and supported in company and department procedures. Connects with HR Shared Services, HR Information Services, and Compensation to ensure timely resolution of team member concerns and data systems accurately reflect team member population data. Directly engages with appropriate business support teams to manage workforce planning activities and guides operations in developing a strategic talent management strategy for site specific market. Provides analysis of local market and talent needs to guide development of HR programs and processes. About Walgreens Founded in 1901, Walgreens (****************** has a storied heritage of caring for communities for generations, and proudly serves nearly 9 million customers and patients each day across its approximately 8,500 stores throughout the U.S. and Puerto Rico, and leading omni-channel platforms. Walgreens has approximately 220,000 team members, including nearly 90,000 healthcare service providers, and is committed to being the first choice for retail pharmacy and health services, building trusted relationships that create healthier futures for customers, patients, team members and communities. Basic Qualifications Bachelor degree and at least 1 year of experience in Human Resources OR High School GED and at least 4 years of experience in Human Resources Experience with talent acquisition, employee relations, training, compensation, benefits, and HRIS systems, administration, or procedures. Experience applying analytical capabilities. Experience communicating with influence and collaborating with business operations teams to influence positive outcomes. Willingness to work in a 24 by 7 operation where shifts and days may change, when necessary. Willing to travel up to 10% of the time for business purposes within state and out of state. Preferred Qualifications Bachelors degree in business, psychology, or a related field and at least 3 years of HR experience. More than 1 year contributing to or influencing HR strategy development with or without direct leadership involvement Preferred certification as PHR granted by HRCI Experience working with Federal, State and Local labor and employment laws, workers compensation, FMLA, ADA, and OSHA. Experience counseling employees and coaching management Experience facilitating training sessions. Intermediate level skills in Microsoft Office Suite. We will consider employment of qualified applicants with arrest and conviction records. Salary Range: $79300 - $127000 / Salaried

Please Note: The starting salary offer will be determined based on the successful candidates' qualifications within the starting salary range of $175,000 - $195,000 annually. Please note that there is career salary growth beyond this starting range for the successful candidate. This recruitment will remain open until filled and the hiring manager may make a hiring decision at any time. Hybrid: Our physical office is in Olympia, WA. We offer flexible work schedules and locations. This is a hybrid position that allows teleworking. However, you will need to travel to in-person activities, meetings, and events according to business needs frequently. Who we are: The Office of Financial Management (OFM) serves as the backbone of Washington state government. Our mission is to make our state a better place by connecting people, budgets, policies, data, and systems for state agencies and the Legislature. Our team includes budget advisors, researchers, and other experts, all dedicated public servants working towards an equitable future for every Washingtonian. Who you are: Our core values - Diversity, Equity, Inclusion and Belonging, Integrity (DEIB), Innovation, Collaboration and Operational Excellence - speak to you because they're as human-centered as you are. You bring a high degree of humility and self-awareness to each task you tackle. You understand how to create and lead high-performing teams that respect their fellow teammates and peers throughout the organization. You can also lead through ambiguity and be called on to deliver in nuanced and complex environments. You are a strong and efficient collaborator who understands how to maintain key relationships when it's not possible to satisfy all parties. A compelling facilitative leader, you can influence and inspire others - even those who you don't have direct authority over. You can act quickly with time-sensitive and demanding work and thrive in a fast-paced environment. You know when to dive deeply into strategy, and when to roll up your sleeves to get the job done. You will use creativity and curiosity to solve problems so that our services are effective and efficient for all state organizations. You can demonstrate how you've built strong and productive relationships with labor organizations. You'll also be the go-to person for helping the state navigate complex and often competing interests-from labor unions to legislators, from agency heads to advocacy groups. That means thinking strategically, communicating clearly, and acting with integrity. We're looking for a leader who sees human resources as more than just policies and processes-it's about people, equity, and impact. If you're someone who thrives on solving tough problems, believes in the power of public service, and wants to leave a legacy of innovation-we want to hear from you. The role: As our next Chief Human Resources Officer (CHRO), you'll guide the strategic direction of human resources for the entire state, ensuring the systems we build serve both our agencies and the communities we support. This is a big role with a big purpose. As the state's top HR official, you will set the overall direction for statewide human resource systems and policies that align with our Governor's goals. This includes overseeing the civil service system, managing classification and compensation structures, guiding labor relations and collective bargaining strategy, and using workforce analytics to inform decisions. In addition, you will serve as a key advisor to the Governor, OFM Director and Cabinet on matters affecting state employees, both represented and non-represented, across civil service and exempt positions. Key Responsibilities: * You will lead the administration of the Washington General Service, Washington Management Service, Exempt Management Service, and the State Officials Salary Administration (SOSA) program. Your role includes resolving personnel issues, making final determinations on appeals, and ensuring agency compliance with civil service rules and state policies. * As a steward of data-informed decision-making, you'll lead efforts to integrate and modernize HR systems, including overseeing the state's official human capital management platform and future enterprise resource planning efforts. * You'll also represent the State of Washington externally-building partnerships with labor organizations, public agencies, national networks, and professional associations. You will promote the state as an employer of choice and help tell the story of public service as a meaningful and impactful career path. * Additionally, you will serve as a member of the Public Employees Benefits Board, which governs health and insurance benefit programs for state employees. This role is your opportunity to bring bold ideas to the table, build strong partnerships across sectors, and make people-centered decisions that shape a modern, inclusive, and high-performing public workforce. You'll work closely with agency leaders and HR professionals to align workforce strategy with state priorities-and you'll be at the center of that alignment. This role carries significant influence and responsibility. You'll make decisions that affect thousands of employees and have lasting financial and policy implications. But you won't be doing it alone-you'll be leading a dedicated team, collaborating across agencies, and working with a community of public servants who care deeply about their work. What we need you to bring--Required Qualifications: * Demonstrated cultural competency and commitment to advancing equity, diversity, and inclusion in public sector HR practices. * Demonstrated knowledge of enterprise-wide human resource systems, including civil service, classification, compensation, labor relations, and benefits administration. * Ability to develop and implement HR strategies that align with organizational goals and statewide priorities. * Skill in interpreting, applying, and developing personnel policies, rules, and labor contracts within a complex regulatory and political environment. * Ability to lead strategic workforce planning initiatives using data and analytics to inform decisions and address statewide talent challenges. * Proficiency in guiding cross-agency collaboration and stakeholder engagement to implement enterprise HR policies and practices. * Understanding of legal and regulatory frameworks related to labor law, collective bargaining, and public sector employment. * Ability to represent the organization in high-stakes negotiations, public forums, and media interactions with professionalism and clarity. * Skill in coaching, mentoring, and supporting leaders and HR professionals across the enterprise. * Experience leading organizational change and process improvement efforts. * Ability to manage complex, high-impact decisions related to workforce strategy, policy development, and labor relations. * Inclusive communication skills that foster trust, transparency, and collaboration across diverse employee groups. Desired Qualifications: * Bachelor's degree in public administration, human resources, labor relations, law, organizational leadership, or related field. * Senior Human Resources leadership experience in state, local or federal government. * Experience supporting union-represented employees. * Experience influencing legislative or public policy impacting workforce systems, labor relations, or employment law. * Proven experience managing HR operations during organizational transformation, consolidation, or restructuring. * Demonstrated innovation in HR technology adoption, including the use of AI, automation, or data visualization tools to improve service delivery. * Track record of successful collaboration with elected officials, union leadership, and community stakeholders in high-profile or politically sensitive situations. * Experience navigating multijurisdictional HR systems (e.g., tribal, federal, state, local) or large, decentralized organizations. * Recognition as a thought leader in human capital strategy, talent development, or public sector workforce trends. * Experience leading or participating in national or regional workforce coalitions, advisory groups, or interagency task forces. * Demonstrated agility in responding to crises, such as natural disasters, public health emergencies, or economic disruptions, with workforce continuity and care. * Fluency in trauma-informed and employee well-being practices in large or high-stress organizations. * Understanding of fiscal management related to HR budgeting, workforce cost modeling, or compensation forecasting. We are most interested in finding the best candidate for the job, and that candidate may be one from a less traditional background. Don't let doubts stop you from applying for this position. If you have transferable experience, please tell us about it or contact us with questions about the required qualifications and how your experience relates to them. What we offer: At OFM, we foster a culture of integrity, innovation, inclusion, and belonging. We value both learned and lived experiences, believing that diversity makes us stronger. To support your health and well-being, we offer a variety of benefit programs for our employees. Please visit our Recruitment Page for a full list of benefits available to employees. Here's a quick glance at some of the unique benefits that OFM offers: * An environment of diversity, equity, inclusion and belonging * Medical, Dental, Vision, and Life Insurance * 12 paid holidays, 14 paid vacation days (minimum), and 12 days of sick leave per year * State retirement programs Application Process: Once you've decided to apply for a state government job, you'll complete an online application to showcase your qualifications. Keep in mind that once you submit the application, a real person is going to read it. We do not use AI or other technology that screens your application and rejects it. So please be sure to provide clear and detailed information about your work history so your qualifications can be accurately assessed. We will contact the top candidates directly to schedule interviews. If you need reasonable accommodation in applying, please call 7-1-1 or **************. When completing your application, we encourage you to attach all of the following: * Cover letter: describing your qualifications for this specific position * Resume: that details your applicable experience and education. * References: at least three professional references and their contact information. Questions: OFM's Staff ASL interpreter is available to all deaf and hard of hearing applicants. For questions about this recruitment or to request a reasonable accommodation in the application or interview process, please email us at ****************************. The Office of Financial Management is an equal opportunity employer. We strive to create a working environment that includes and respects cultural, racial, ethnic, sexual orientation and gender identity diversity. Women, racial and ethnic minorities, persons of disability, persons over 40 years of age, and disabled and Vietnam-era veterans are encouraged to apply. This position is exempt from civil service rules. For more information, please see WAC 357-19-195.

Job Description Director of Human Resources - Construction Seattle, WA Our client is a well-established Seattle-based contractor recognized for its craftsmanship, integrity, and collaborative culture. They are seeking to hire a Director of Human Resources to lead all people-related functions and ensure that HR strategies align with both immediate operational needs and long-term business objectives. This leader oversees the company's People and Organizational Development functions, driving compliance and consistency while fostering an engaged, high-performing workforce. The Director serves as a trusted advisor to senior leadership, a culture champion, and a hands-on strategist who blends vision with execution. Director of Human Resources Key Responsibilities Develop and execute a forward-thinking HR strategy that supports growth, engagement, and compliance. Lead all People and Organizational Development initiatives to ensure consistency, scalability, and alignment with business objectives. Partner with the executive team to shape workforce planning, talent acquisition, and succession strategies. Oversee recruitment initiatives, including vendor management, interview coordination, onboarding, and retention programs. Direct benefits strategy, open enrollment, and vendor relationships to ensure competitive and cost-effective offerings. Maintain and continuously improve policies, procedures, and employee handbooks to ensure legal compliance and organizational consistency. Provide leadership coaching, employee relations guidance, and conflict resolution support across all departments. Collaborate with Safety and Operations teams to enhance training, compliance tracking, and certification programs. Manage performance review cycles, compensation planning, and merit increase processes. Analyze HR data and metrics to inform business decisions and present actionable insights to leadership. Serve as the company's culture ambassador, strengthening communication, recognition, and engagement initiatives that reflect organizational values. Director of Human Resources Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field required; Master's degree preferred. HR certification (SHRM-CP, SHRM-SCP, or PHR/SPHR) strongly preferred. Minimum of 6 years of progressive HR experience, including at least 2 years in a leadership or director-level capacity. Experience in the construction, engineering, or related field strongly preferred. Proven ability to develop and implement HR strategies that align with company goals and enhance organizational performance. Demonstrated success managing compliance, employee relations, and organizational development initiatives. Strong interpersonal, communication, and leadership skills with the ability to build trust at all levels. Proficiency in Microsoft Office and HRIS systems. Ability to handle confidential information with discretion and professionalism. Benefits and Appreciation: Lucrative compensation with bonus structure Medical, Dental, Vision, and Life Insurance 401k Plan Generous PTO + Paid Holidays Compensation: $160,000 - $190,000

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 IPS seeks individuals of all ethnic and racial backgrounds to apply for this position. We believe that educator diversity is critically important and are striving to recruit a team that reflects our communities. 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 key HR (and talent) processes. Facilitate complaint processes, procedures, and investigations- particularly for complaints regarding discriminatory or sexual harassment or other employee relations issues. Proactively identify gaps in HR processes, practices, and policies and develop trainings and materials to ensure ongoing excellence in HR. Oversee HR administration functions, including payroll, benefits administration, and HRIS management. Compliance Oversight Oversee compliance for and ensure timely completion of all faculty regarding fingerprints, certifications, Safe Schools, and Food Handlers Permits. Ensure that HR compliance reports, such as S275, OSPIs Educator Equity Report, and Commission reports, are completed timely and accurately. Skills and Characteristics: Human Resources & Talent Leadership: Proficiency in managing day-to-day operations of the talent and human resources functions. Organization and Management: Strong planning, organization, and people management skills to lead efficient, effective, and ethical human resources. Problem-Solving: Ability to analyze complex situations and propose creative solutions in alignment with the organization's vision and values. Influencing and Relationship Building: Ability to build and maintain strong relationships with a myriad of stakeholders internally and externally. Analytical Skills/Continuous Improvement Mindset: The ability to analyze data, keep current with latest research, trends, and metrics to make informed decisions and drive continuous improvement and capacity building across the organization. Compensation & Benefits Impact's competitive benefits make us stand out as an employer. Home office employees: Receive a generous PTO package, including major holidays, the week between Christmas and New Years, the week of July 4th, 18 flexible PTO days Have a comprehensive benefits package, which includes medical, dental, vision, and long term disability insurance Are part of the state's retirement system, with generous employer contributions Can access Impact's Employee Assistance Program, which offers a suite of services including free counseling sessions Can participate in various professional development opportunities with Impact's partner organizations Flexible work from home schedule Educational Background, Experience & Additional Requirements: Bachelor's degree required. Master's Degree in Human Resources Management, Business Administration, or related field, preferred Minimum of 5-7 years progressive human resources and talent management experience, with experience managing HR functions in a school or education environment preferred. Experience in managing HR teams is required. Strong communication and interpersonal skills and delivery (verbal and written) to a diverse population of skill and culture Highly disciplined, organized, and technically-inclined to manage various personnel programs and software applications Ability to handle confidential and sensitive information with professionalism and discretion Proven high emotional intelligence to remain focused under high demand of timelines, constant change, and limitation Demonstrated leadership in establishing and driving program objectives, timelines, milestones, etc. Ability to develop and execute diversity talent recruitment strategies. Demonstrated strengths in people leadership with and without direct managerial relationship, collaboration, analytics, and resourceful problem-solving Experience working with HRIS systems required, experience with Skyward a plus Experience working with Washington State Department of Retirement Services and SEBB is a plus Additional Requirements Prior to the start date of employment all employees need to obtain clearance on a criminal justice fingerprint and background check. Prior to being made an offer, the hiring manager will ask candidates to complete a character and fitness form from the Washington State Office of Superintendent of Public Instruction. An offer is contingent upon verification that the person is authorized to work in the United States for any employer Equal Employment Opportunity Equal employment opportunity and respect in the workplace are fundamental principles at Impact Public Schools (IPS). IPS prohibits and does not tolerate harassment, intimidation, bullying, discriminatory, or retaliatory behavior. All aspects of your employment are based upon your personal capabilities and qualifications, without regard to race, color, religion/creed, sex/gender (including pregnancy and gender identity), sexual orientation or perceived sexual orientation, national origin, alienage or citizenship status, disability, age, military status, marital status, partnership status, status as a victim of domestic violence, genetic predisposition or carrier status, or any other protected class as established by federal, state, or local law. The following employee(s) has been designated to handle questions and complaints of alleged discrimination: Amy Kiyota, CEO, 3438 S. 148th St., Tukwila , WA 98186, *************. Non-Discrimination Statement ImpactPublic Schools does not discriminate in any programs or activities on the basis of sex, race, creed, religion, color, national origin, age, veteran or military status, sexual orientation, gender expression, gender identity, disability, or the use of a trained dog guide or service animal and provides equal access to the Boy Scouts and other designated youth groups. The following employees have been designated to handle questions and concerns of alleged discrimination: Impact Public Schools Civil Rights and Title IX Coordinator at Impact Public Schools: Amy Kiyota, CEO [3438 S 148th St Tukwila, WA 98168, ************, ********************] Section 504 Coordinator: Lauren Ellis, Sr. Dr. of Growth [3438 S 148th St Tukwila, WA 98168, ************, *******************] Impact | Commencement Bay Elementary Civil Rights and Title IX Coordinator at Impact | Commencement Bay Elementary: Elizabeth Rodriguez, Principal [1301 E 34th St. Tacoma, WA 98404, ************, ***********************] Section 504 Coordinator: Elizabeth Rodriguez, Principal [1301 E 34th St. Tacoma, WA 98404, ************, ***********************] Impact | Salish Sea Elementary Civil Rights and Title IX Coordinator at Impact | Salish Sea Elementary: Caitlin Dietz, Principal [3900 S Holly Park Drive, Seattle WA 98118, ************, *******************] Section 504 Coordinator: Lindsay Townsend, Assistant Principal at Impact | Salish Sea Elementary [3900 S Holly Park Drive, Seattle WA 98118, ************, **********************] Impact | Puget Sound Elementary Civil Rights and Title IX Coordinator: Eliza Gabriel, Principal at Impact | Puget Sound Elementary [3438 S 148th St. Tukwila, WA 98168, ************, *********************] Section 504 Coordinator: Shalea Semana, Assistant Principal at Impact | Puget Sound Elementary [3438 S 148th St. Tukwila, WA 98168, ************, ********************] Impact | Black River Elementary Civil Rights and Title IX Coordinator at Impact | Black River Elementary: Anne Cabrera, Principal [16950 116th Ave SE, Renton, WA 9805, ************, ********************* Section 504 Coordinator: Anne Cabrera, Principal [16950 116th Ave SE, Renton, WA 9805, ************, *********************

About the Role: We are seeking a proactive and hands-on HR Assistant Manager to support our growing team in Seattle. This role is ideal for someone who thrives in fast-paced environments, values being on the ground with employees, and enjoys managing the day-to-day HR operations that keep a business running smoothly. Youll play a key role in building a positive workplace culture while ensuring compliance, consistency, and care in every HR function. Key Responsibilities: Serve as the local point of contact for HR-related inquiries, employee relations, and workplace issues Support recruitment efforts including job postings, screening, interviewing, and onboarding Assist with payroll processing, benefits administration, and maintaining HRIS records Coordinate employee engagement activities, training sessions, and performance review processes Ensure HR policies and procedures are consistently followed and updated per local and federal labor laws Handle day-to-day administrative tasks including document management and compliance reporting Partner with leadership to support organizational goals, culture initiatives, and team development Qualifications: 3+ years of HR experience, preferably in a generalist or assistant manager capacity Strong knowledge of Washington state labor laws and HR best practices Excellent communication, organization, and interpersonal skills Hands-on experience with HRIS systems and Microsoft Office/Google Workspace Ability to work on-site in Seattle and collaborate closely with on-site staff Bilingual in Korean is a plus, but not required What We Offer: Competitive salary and benefits Opportunity to grow into an HR Manager role Supportive team culture with an emphasis on inclusion and collaboration A chance to make a direct impact on employees and company culture

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 School of Nursing has an outstanding opportunity for a Director of Human Resources and Payroll Services. **Position Summary** Reporting to the Executive Dean of the University of Washington School of Nursing (SoN), the Director of Human Resources & Payroll Services provides strategic leadership and executive oversight of all human resources and payroll functions for faculty, staff, and student employees at the UW School of Nursing. This position plays a key leadership role in aligning human capital strategy with the school's mission and strategic goals, overseeing HR policy development, talent management, payroll operations, and organizational effectiveness. The Director serves as a trusted advisor to senior leadership, providing decision support, strategic insight, and workforce planning and management expertise to advance a culture of excellence, inclusion, and innovation across the School. The Director of Human Resources & Payroll Services is a key member of the UW SoN executive team, leading school-wide initiatives that impact the operational and strategic performance of human resources and payroll services. The Director also collaborates with academic and administrative leaders to strengthen organizational infrastructure, manage risk, and effectively steward resources. They are also responsible for designing and managing the HR budget, aligning resource allocation with institutional priorities, and ensuring financial sustainability in the delivery of human capital services. **Key Responsibilities** **Strategic Leadership & Organizational Alignment (30%)** + Serve as a member of the executive team and a thought partner to the Executive Dean in setting and executing strategic workforce goals and priorities aligned with the School's mission. + Develop, evaluate, and implement strategic plans, policies, and programs that strengthen faculty and staff recruitment, engagement, and retention. + Lead long-term workforce planning efforts in collaboration with academic units and administrative leadership. + Provide high-level consultation and risk-informed guidance on organizational design, employee relations, change management, and compliance. + Strategically partner to resolve employee relations, labor relations, and payroll issues, identifying opportunities for systems change to proactively address and prevent. + Use data and performance metrics to inform strategic decisions and proactively recommend solutions to complex organizational challenges. + Promote inclusive excellence through equity-centered HR strategies in collaboration with the Associate Dean for Diversity, Equity, Inclusion and Belonging, the Director of Admissions & Student Diversity, and staff from the Office of Diversity, Equity, Inclusion and Belonging. **Human Resources Operations & Program Management (25%)** + Direct all HR functions including recruitment, onboarding, performance management, labor relations, organizational development, compliance, and offboarding. + Actively seek solutions for sensitive and urgent personnel matters in a professional and timely manner with careful attention to confidentiality. + Supervise and develop professional HR staff, creating a culture of accountability, service, innovation, and continuous improvement. + Ensure HR programs and practices comply with University policies, labor contracts, and federal/state employment regulations. + Serve as a campus liaison and local subject matter expert on HR policy, faculty affairs processes, and employee relations matters. + Lead HR process optimization, policy updates, and systems integration to improve compliance, accuracy and service delivery. + Develop and maintain performance indicators and dashboards to monitor progress toward HR program goals. **Payroll Services & Compensation Administration (15%)** + Provide leadership, coaching, and performance management for the payroll manager. + Oversee the delivery of accurate, compliant, and timely payroll processing for faculty, staff, and student employees. + Ensure adherence to institutional and state payroll policies, timelines, and reconciliation requirements. + Serve as a liaison with central payroll, academic personnel, and finance teams to resolve complex compensation and payroll matters. + Lead payroll process optimization, policy updates, and systems integration to improve accuracy and service delivery. + Coordinate and support implementation of merit increases, reclassifications, stipends, and salary planning aligned with budget constraints and equity principles. **Budget Oversight & Resource Planning (10%)** + In partnership with the Chief Financial Officer (CFO), develop and manage the Human Resources and Payroll Services operating budget, including staffing models, systems investments, training, and operational costs. + Monitor expenditures, forecast budget needs, and ensure efficient resource allocation across HR programs. + Align budget decisions with strategic initiatives and organizational priorities. + Develop business cases for new initiatives, technology enhancements, and staffing proposals. + Ensure fiduciary responsibility, transparency, and stewardship of resources within the HR and payroll functions. **Organizational Development & Continuous Improvement (10%)** + Lead initiatives to enhance operational efficiency and employee engagement using Lean and other improvement frameworks. + Foster a high-performance culture by promoting professional growth, feedback loops, and internal career mobility. + Serve as a resource for leadership coaching, conflict resolution, and organizational change support. **Policy Interpretation & Compliance (5%)** + Provide authoritative guidance on HR and payroll policies, practices, and regulatory obligations. + Ensure compliance with federal/state labor laws, UW policies, faculty code, and union contracts. + Assess and communicate implications of policy changes and manage HR risk in collaboration with central offices and legal counsel as needed. **Special Projects & Executive Support (5%)** + Oversee and support executive HR and faculty affairs projects including leadership reviews, organizational assessments, and strategic hiring initiatives. + Represent the School of Nursing on university-wide committees and working groups related to HR, payroll, and workforce strategy. + Carry out other duties as assigned in support of the School's mission and institutional success. **Minimum Requirements** + Master's Degree in human resources, business administration, public administration, or related field. + Minimum of 5 years of progressively responsible HR leadership experience, including strategic planning, policy development, and employee relations. + At least 3 years of supervisory experience leading HR teams. + Experience managing payroll operations and aligning compensation with organizational goals. + Strong communication, consultation, change management, and stakeholder engagement skills. + Demonstrated ability to interpret complex policies and guide leadership through compliance and decision-making processes. **_Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a_** **_license/certification/registration._** **Desired Qualifications** + Professional certification such as SPHR, SHRM-SCP, or equivalent. + Experience in an academic, research, or large public-sector organization. + Working knowledge of Lean or continuous improvement methodologies. + Working knowledge of Workday and Interfolio + Experience with HR analytics, systems implementation, and performance dashboards. + Demonstrated experience designing and implementing equitable HR practices that foster a strong sense of belonging and ensure all community members feel welcomed, included, respected, and supported. **Compensation, Benefits and Position Details** **Pay Range Minimum:** $132,000.00 annual **Pay Range Maximum:** $168,000.00 annual **Other Compensation:** - **Benefits:** For information about benefits for this position, visit ****************************************************** **Shift:** First Shift (United States of America) **Temporary or Regular?** This is a regular position **FTE (Full-Time Equivalent):** 100.00% **Union/Bargaining Unit:** Not Applicable **About the UW** Working at the University of Washington provides a unique opportunity to change lives - on our campuses, in our state and around the world. UW employees bring their boundless energy, creative problem-solving skills and dedication to building stronger minds and a healthier world. In return, they enjoy outstanding benefits, opportunities for professional growth and the chance to work in an environment known for its diversity, intellectual excitement, artistic pursuits and natural beauty. **Our Commitment** The University of Washington is committed to fostering an inclusive, respectful and welcoming community for all. As an equal opportunity employer, the University considers applicants for employment without regard to race, color, creed, religion, national origin, citizenship, sex, pregnancy, age, marital status, sexual orientation, gender identity or expression, genetic information, disability, or veteran status consistent with UW Executive Order No. 81 (*********************************************************************************************************************** . To request disability accommodation in the application process, contact the Disability Services Office at ************ 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 Washington state law (********************************************************* . 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.

Trident Seafoods is the largest vertically integrated seafood harvesting and processing company in North America. Trident is a privately held, 100 percent USA-owned company with primary seafood processing operations and fleet support in twelve Alaska communities. Trident's global operations produce finished wild Alaska seafood products in 6 countries and its sales teams serve customers in over 50 countries. Trident employs approximately 9,000 people worldwide each year and partners with over 5,400 independent fishermen and crewmembers. Species harvested and processed by Trident include virtually every commercial species of salmon, whitefish, and crab harvested in the North Pacific and Alaska. The global supply chain also includes cultured and wild species from a network of trusted sources worldwide. Summary: The Director, Human Resources Business Partners serves as an integral part of the Global People Leadership Team responsible for driving exceptional business performance. In addition to bringing a strong breadth and depth of HR acumen to the role, this leader is business savvy and brings commercial credibility to the HR organization. Coaching and developing a highly engaged team of HRBPs, this role will focus on driving business outcomes through creative, pragmatic and impactful solutions. We are excited to share this unique opportunity for a motivated HR Leader who wants the opportunity to lead, coach and develop a global HR Business Partner organization responsible for shaping and executing our strategic people agenda. The ideal candidate has an aspiration to become a CHRO or the head of HR for an organization. Essential functions (responsibilities, tasks, supervisory needs) Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions. * Responsible for the overall performance of the global HR Business Partner organization, including the functional areas of Talent Management, Performance Management, Change Management, Learning and Development and Employee Relations. * Serves as a member of the People and Organizational Development Committee (a sub-committee of the Board of Directors) and leads the strategy, design and execution of high potential/ top talent development programs to support succession planning, enhance strategic capabilities, and strengthen organizational culture. * Ensures business alignment across all HR programs, policies and services. Serves as a point of escalation for team members to address ideas, issues and concerns. Ensures the team has the tools, resources and knowledge to execute key organizational initiatives. * Partners with senior commercial and functional leaders to assess business objectives, improve organizational structure, develop innovative people solutions and consistently execute agreed upon plans. * Leverages technology, data and analytics to drive business insights, accountability and transparency across key performance indicators. * Works onsite to build strong team connections, collaborate across functions, and solve problems in real time. This is an exempt position with an annualized salary range of $175,000 to $240,000. Trident Seafoods offers a comprehensive and quality benefits package. Full time employees may be eligible for discretionary/performance-based incentives, medical, dental and vision insurance plans, optional HRA/HSA, telemedicine, employee assistance and wellness programs, long-term disability, basic life and AD&D, and 401(k) with a company match, paid time off, 10 paid holidays each year, and paid parental leave. For full-time employees, the initial paid time off benefit starts at 20 days per year, adjusted commensurate with relevant experience. Commuter and transit programs are also available. Minimum Requirements Minimum Qualifications (Education, Years of Experience, Certifications): * A combination of education and experience equivalent to a bachelor's degree and 12+ years of HR experience * 8+ years of people management, directly supervising and leading teams Preferred Education and Experience: * Bachelor's degree in human resources or a related field, advanced degree strongly preferred * Experience leading a global HR organization * Experience in a manufacturing environment * Multilingual * Multi-country HR experience * Food manufacturing experience * MADJV & Integration experience Knowledge, Skills, and Abilities (KSAs): * Strong and proven capabilities in Talent Management, Organizational Design, Compensation, Change Management, Performance Management and Employee Relations * Excellent business and financial acumen with the proven ability to influence commercial priorities * Exceptional influencer with strong interpersonal and coaching skills, clear and compelling communicator and active listener * Strong relationship and trust builder with the agility to connect with diverse people across all positions, locations, and geographies * Proven ability to prioritize, be nimble, and stay focused on what's most important * Strong problem-solving skills, pragmatic, and excellent judgement * Brings a balanced quantitative and qualitative approach to accountability and performance metrics * Ability to lead confidently from the front as well as through others when implementing and navigating change * Creative and pragmatic problem-solver with a strong action and execution orientation. * Demonstrated willingness to jump in, roll up their sleeves and do the work wherever and whenever necessary * Brings positive energy, humility, curiosity and relentless determination to serve others and get stuff done Work Environment This is an on-site position based at the Trident Support Center office in Seattle's Ballard neighborhood, with the option to work remotely on Fridays. In-office time takes place in a typical office environment: temperature controlled with adequate lighting and moderate noise. While remote, employees must provide appropriate home office space. Physical/Mental demands: While performing the duties of this Job, the employee is regularly required to sit for long periods of time at a desk. Frequently required to finger, handle, or feel and reach with hands and arms. The employee is frequently required to talk or hear. The employee will occasionally stand, walk, and may lift and/or move up to 10 pounds. Specific vision abilities required by this job include near vision for frequent use of a computer. Work Authorization This position is not eligible for immigration sponsorship. Apply Now

Administration/Assistant Director Date Available: Immediate Additional Information: Show/Hide Interviews will take place on Friday, January 9th. Selected candidates will be contacted by midweek during the week of January 5, 2026. GENERAL SUMMARY Under the direction of the Executive Director and Director of Human Resources, the Assistant Director provides leadership and operational support across all major functions, including investigations, employee relations, compliance, recruitment, training, and policy implementation. The position ensures consistent application of laws, contracts, and district policies; delivers responsive HR support to schools and departments; and leads. Develop critical documents such as letters of administrative leave, disciplinary actions, memorandums of understanding, and grievance responses. ESSENTIAL FUNCTIONS * Conducts investigations involving complaints, allegations, and policy violations, ensuring thorough documentation and providing recommendations for review. * Drafts and prepares high-stakes HR documents, including administrative leave notices, disciplinary actions, memorandums of understanding, grievance responses, and related legal documentation. * Advises supervisors and administrators on discipline, employee performance, corrective action, and personnel management. * Facilitates conflict resolution, mediation, and restorative conversations among staff. * Manages sexual misconduct background checks and related compliance requirements. * Supports labor relations functions, including contract interpretation, grievance processing, and advising supervisors on application of collective bargaining agreements. * Supports district-level civil rights work, including EEOC/affirmative action planning, reporting, and related responsibilities, and compliance with federal and state nondiscrimination laws. * Regularly consults with legal counsel on relevant matters. * Leads and manages recruitment efforts, including screening, hiring processes, hiring events/job fairs, and ensuring compliance with state and district requirements. * Reviews hiring packets, verifies candidate background results, and ensures compliance and accuracy in personnel actions. * Support staffing analysis and workflow improvement for positions. * Oversees District's New Employee Orientation (NEO) and contributes to districtwide onboarding processes for all staff groups. * Provides training and guidance to district leaders, supervisors, and staff on HR processes, compliance, performance management, and personnel expectations. * Assists in the design, selection, implementation, and communication of HR programs, processes, and policies. * Assists the Director in labor relations activities, including preparing for collective bargaining, gathering and analyzing contract-related data, drafting proposals, and supporting labor-management meetings. * Queries personnel databases and conducts data analysis to support HR decision-making, reporting, and special projects. * Represents the Human Resources Department and the District, as needed, on committees/district initiatives, at conferences, and professional meetings. * Performs other/related duties consistent with the scope and intent of the position. REPORTING RELATIONSHIPS This position reports to the Director of Human Resources. MENTAL DEMANDS Experiences frequent interruptions; required to meet deadlines; must maintain attention to detail; regularly engages with individuals experiencing conflict, distress, or sensitive personal issues. MINIMUM QUALIFICATIONS Education and Experience * Bachelor's degree in Human Resources, Business/Public Administration, Education, or related field; Master's degree preferred. * Five (5) years of progressively responsible experience in human resources, school administration, or related leadership roles involving investigations, supervision, and employee relations. * Three (3) years of supervising or leading others. * Experience supporting or administering employment laws, HR policies, and compliance requirements. * Experience working with collective bargaining agreements, grievance processes, or labor-management relations. Preferred Qualifications * Experience in a K-12 public education environment * HELP credentials * SHRM-CP, SHRM-SCP, PHR, SPHR, or comparable HR certification * Washington State Administrator Certificate Allowable Substitutions Such alternatives to the above qualifications that the Board may find appropriate and acceptable. Required Knowledge, Skills, and Abilities Knowledge of local, state, and federal employment laws, regulations, and HR policies. Ability to conduct fair, thorough investigations and prepare accurate documentation. Strong interpersonal skills; ability to build trust and maintain effective working relationships with diverse stakeholders. Ability to provide clear, balanced, and legally sound HR guidance. Excellent written and verbal communication skills, including drafting professional correspondence, reports, and HR documents. Ability to manage confidential information with discretion. Ability to read, interpret, and apply laws, regulations, collective bargaining agreements, and district policies. Ability to interpret and apply collective bargaining agreements and support labor-management processes. Strong analytical and problem-solving skills; ability to interpret data and prepare reports. Proficiency with Google Workspace, HRIS systems, and digital workflow platforms. Ability to work independently, manage multiple priorities, and meet deadlines in a fast-paced environment. Licenses/Special Requirements Requires fingerprinting and a background check to determine that there have been no convictions involving physical molestation, abuse, injury, or neglect of a minor. UNIT AFFILIATION This is a non-union, Manager Level 1, exempt position. CONDITIONS The preceding list of essential functions is not exhaustive and may be supplemented as necessary. WAGES AND BENEFITS Click here to access details on the following: Salaries/Wages - $140,173.00/annual salary Insurance Retirement Plans Paid Time Off or Vacation Paid Holidays Other Compensation Application Procedure: Apply online Non-Discrimination Policy Bethel School District does not discriminate in any programs or activities on the basis of sex, race, ethnicity, color, religion, creed, national origin, sexual orientation, gender identity, gender expression, homelessness, immigration or citizenship status, disability, neurodivergence, the use of a trained dog guide or service animal, age, and honorably discharged veteran or military status and provides equal access to the Boy Scouts and other designated youth groups. The following employees have been designated to handle questions and complaints of alleged discrimination: Civil Rights Compliance / Gender-Inclusive Schools Coordinator, Debbie Carlman, *********************, ************; Title IX Coordinator, Mel Boyd, ******************, ************; and 504 Coordinator, Melissa Munson-Merritt, ***********************, ************. All individuals may be reached at this address: 516 176th Street East, Spanaway, WA 98387. Title IX inquiries may also be directed toward the U.S. Department of Education, Office for Civil Rights (OCR). Information about the nondiscrimination and sex-based discrimination policies and grievance procedures, and how to report a concern or complaint: bethelsd.org.

Making A Difference Foundation (MADF) is looking for a knowledgeable and resourceful Human Resources Consultant to join our team. This role is crucial in helping us strengthen our HR initiatives, ensuring that our organization continues to attract, engage, and retain a talented workforce dedicated to our mission. The Human Resources Consultant will be responsible for providing expert guidance on HR policies, performance management, recruitment strategies, employee relations, and compliance with employment laws. Also looking for someone to develop a training and bonus program. The ideal candidate will collaborate closely with management to design and implement innovative HR solutions that enhance employee satisfaction and drive organizational effectiveness. By leveraging your expertise and insights, you will contribute significantly to creating a supportive and engaging workplace culture within MADF. Requirements Bachelor's degree in Human Resources, Business Administration, or a related field 5+ years of experience in human resources consulting or a similar HR role Strong understanding of HR practices, employment law, and compliance requirements Outstanding communication and interpersonal skills Ability to build strong relationships with employees at all levels Proven experience in employee relations and performance management Strong analytical and problem-solving skills Proficiency in HR software and Microsoft Office Suite HR certification (e.g., SHRM-CP, PHR) is a plus Benefits consultant

Salary: $49,116 - $66,012 Classification: Human Resource Consultant 1 Reports to: Employee Relations Specialist Priority consideration to those who apply by January 11th, 2026 The Human Resource Consultant 1 performs first-level professional human resource assignments in one or more areas such as recruitment and selection, classification, benefits, labor relations, HR information systems (HRIS), employee training, and reasonable accommodations. Provides guidance to employees, supports HR program administration, ensures compliance with policies and regulations, and promotes equitable practice across the workforce. * Serve as the initial point of contact for general HR inquiries employees identifying needs, resolving issues, providing guidance to employees on HR policies, procedures, and regulations, and/or directing them to appropriate staff as needed. * Provides professional support for HR operations to ensure accurate, compliant, and customer-focused services that promote equity and organizational effectiveness. * Review and complete unemployment claims and L&I claims * Maintain personnel files ensuring accuracy and compliance * Assist with onboarding new employees. * Processes leave to ensure accurate tracking, compliance, and responsive support for employees and organizational needs. * Supports records management and compliance functions by ensuring accurate retention, timely disclosure, and continuous improvement of HR practices in alignment with regulatory requirements. * Contributes to training and organizational development by supporting the design, delivery, and tracking of HR programs that align with policies, promote equity, and strengthen workforce effectiveness. * Attend Labor Management Communication Committee (LMMC) and take meeting minutes. Minimum Qualifications * High School Diploma or equivalent * Experience working in an administrative setting * Ability to work in a fast-paced environment with multiple disruptions Please note that we are unable to sponsor visas for this position. Only candidates who are currently authorized to work in the United States will be considered. This is a full-time classified position scheduled to work 40 hours a week, with a salary range of $49,116- $66,012 annually. All classified positions will start their salary at Step A, when you have completed six months of probation, you will receive a 5 percent pay increase. A collective bargaining agreement exists, and this position is covered by the Washington Public Employees Association (WPEA) Union. Classified positions qualify for the following benefits: Medical/vision, dental, long-term disability, life insurance, and accidental dismemberment, Flexible Spending Arrangement, Dependent Care Assistance Program, Wellness Programs, Department of Retirement Systems Plan 2 or Plan 3, Deferred Compensation Program (DRS) retirement savings plan; TIAA supplemental retirement savings plan, Aflac, 11 paid holidays, leave - vacation/sick/personal holiday/personal leave, auto/home insurance, space available tuition waiver, Employee Assistance Program (EAP), fitness center, reduced rate and priority consideration on-site child care on a space available. For more information regarding benefits, please visit our website here. Conditions of Employment * Prior to a new hire, a background check including criminal record history will be conducted. Information from the background check will not necessarily preclude employment but will be considered in determining the applicant's suitability and competence to perform in the position. In addition to the background check, candidates will be required to complete the Sexual Misconduct Disclosure Form as required WB HB 2327. * The employee must reside in Washington State and within a reasonable distance of the campus to respond to workplace reporting requirements at the time of hiring. Frequent travel to Olympic College campuses or other sites may occur. How To Apply To be considered for this position a candidate must apply online through the Olympic College website and submit the following required materials: * Olympic College Online Application * Resume * Cover Letter - in your cover letter describe how your experience sets you apart for this position. * Unofficial college transcripts. Official transcripts and copies of mandated certifications will be required of the successful candidate. EEO Statement Olympic College provides reasonable accommodations for qualified students, employees, and applicants with disabilities in accordance with the Americans with Disabilities Act and Federal Rehabilitation Act. Accommodation inquiries can be sent to: ********************. This recruitment announcement does not reflect the entire job description and can be changed or modified without notice.

WHAT'S IN IT FOR YOU Competitive salary starting at 167,810.93 - 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 (HR) is a key leadership role responsible for developing, interpreting, and implementing personnel policies, procedures, and administrative regulations. This position requires expertise in HR management practices, employment law, and regulatory compliance. The Director of HR provides strategic guidance to senior management, oversees benefits administration, classification, and compensation studies, HR information systems, and recruitment processes, ensuring alignment with legal requirements and organizational goals. Previous professional experience in Gaming and/or Tribal settings is essential. WHAT YOU'LL DO Practice, support, and promote the Mission, Vision, and Values of Muckleshoot Casino Resorts. Develop, write, and interpret personnel policies, procedures, and administrative regulations. Respond to inquiries and recommend resolutions for HR issues, complaints, and legal actions. Identify and ensure compliance with legal requirements and regulations. Represent the organization at personnel-related hearings and investigations. Provide advice and counsel to the HR Director and senior management on HR management practices, emerging issues, and changes in employment law. Assist in resolving disciplinary issues and team member complaints in conjunction with Team Member Relations. Supervise the administration of team member insurance and benefits programs in conjunction with the Benefits team. Partner with the Talent Acquisition manager to assess optimum staffing levels and maintain designated levels using effective employment and recruiting practices. Ensure comprehensive distribution of information to team members and monitor implementation dates and timelines. Assure assigned areas of responsibility are performed within budget. Monitor revenues and expenditures, ensuring sound fiscal control and efficient use of resources. Oversee classification and compensation studies and analysis. Ensure all HR programs comply with applicable federal, tribal, and regulatory laws and/or regulations. Oversee team member services, ensuring prompt and courteous service. Identify opportunities for streamlining processes and improving HR services. Maintain the privacy, confidentiality, and integrity of organizational and team member information in compliance with policies and regulations. Create, maintain and facilitate a positive work environment. Smile and engage Guests and Team Members with a positive professional demeanor. Performs other job duties as assigned. WHAT YOU'LL BRING 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. Seven (7) years' of proven leadership experience in Human Resources, including three (3) years specific experience in compensation, benefits, recruitment, and/or HRIS. PHR/SPHR or SHRM-CP/SP preferred. Valid HIPAA certification required annually. HOW YOU'LL BE SUCCESSFUL Thorough knowledge of the principles and practices of Human Resource Management. Knowledge of modern principles of management theory and best practices. Demonstrated proficiency and experience relating to all facets of compensation and benefit program development and design. Experience with Human Resource Information Systems (HRIS). 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.

The City of Seattle believes in the diversity of our people, ideas, and experiences and is committed to building an inclusive culture that is representative of the community we serve. Seattle Human Resources (SHR) provides services for our diverse workforce to ensure employees are recruited equitably, managed fairly, are well-trained, supported, and assigned job duties to accomplish City's goals. The Service Delivery team supports 700+ employees in 20 unique departments and executive offices. We have an opportunity for a Senior HR Business Partner to join our team. In this role, you will be a key member of the Service Delivery team. This is a critical position that delivers high-quality HR services to department directors, senior leaders, managers, and employees. You will provide expert advice on human resources best practices as it relates to employment, employee relations, labor relations, performance management, compliance in federal/state/local laws, and act as a collaborative business partner to your assigned departments. You will often be responsible for evaluating the risk associated with an employment action and consulting with relevant subject matter experts, such as the assigned City Attorney, Labor Relations, and Citywide Policy Adviser, to provide options and analysis on the request. Your top 3 priorities in this role will be: * Employee Relations, Labor Relations, and Performance Management functions, which must be handled with care, tact, and diplomacy * Organizational Development and Change Management for your portfolio of departments, especially during changes in leadership, which may arise in the upcoming year * Policy and Development, and recommendations for directors and their senior leaders during times of change or significant staffing concerns You will be most successful in this role with a combination of the following: A commitment to: * Focusing your work through an equity lens and with the customers' service needs top of mind * Ensuring the City's treatment of employees is fair, respectful, and consistent with core business values and expectations of the department * Maintaining relationships, even when the issue at hand is highly complex and filled with strong emotions * Having a high level of attention to detail * Innovation and service excellence The ability to: * De-escalate highly complex matters * Know when to engage the right staff to create a plan * Communicate proactively when issues arise * Work collaboratively in a team environment * Be accountable, take action, and exercise independent and critical thinking * Demonstrate strong communication and collaboration skills * Exercise tact and diplomacy when dealing with sensitive issues and maintain confidentiality * Articulate your recommendations and be willing to adjust as more information is made available * Use your strong working knowledge of Collective Bargaining Agreements (CBAs) and apply contractual provisions and Personnel Rules (or HR policies) to individual matters and operational decisions Experience in: * A municipal or other public sector setting, particularly in a human resources role * Providing HR Generalist support * Working collaboratively as a part of and across a team * Navigating an HRIS system, particularly Workday * Proactively managing multiple competing priorities with tight deadlines * Identifying inefficiencies and proposing process improvements * Labor relations, employee relations, accommodations, and organizational design A demonstrated deep technical knowledge and expertise in Human Resources, particularly in providing coaching, guidance, and direction to executives, managers, and line-level staff will be essential in this role. A commitment to listening, creating space for diverse perspectives, and the pursuit of inclusive and just outcomes must be at the center of your professional practice. The ability to communicate at all levels thoughtfully and effectively will also contribute to your success. Your strong, hands-on work ethic and desire to achieve excellence will be essential. Specifically, you'll be prepared to take on this role if you have experience in: * Communicating professionally and respectfully with a diverse employee base, as well as with all levels of staff and management, in a large organization. * Exercising professional judgment with sensitive and confidential issues * Effectively managing conflict while maintaining positive working relationships * Multiple HR disciplines, including performance management and organizational development * Providing coaching and consultative services to executives and management * Handling complex employee relations cases * Labor laws, benefits, leaves, and/or accommodations This position reports to the Manager of the Service Delivery Division and is classified as a Strategic Advisor 1, Exempt. It is exempt from FLSA (not eligible for overtime), as well as exempt from the Civil Service system. The full pay range for this position is $51.88 - $77.82 per hour. The salary range for this individual position has been identified as $64.23 - $69.41 hourly. These hourly rates are reflective of the 2026 salary schedule. The first round of interviews for this position are tentatively scheduled for Tuesday, February 3 and Thursday, February 5, 2026. Second round interviews are tentatively scheduled for Thursday, February 12, 2026. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact Lindsey King at ************************ to request accommodation. This position offers the flexibility of a hybrid work schedule. Employees will be expected to be in-office twice a week. Mondays are currently an in-office day for the team. Individual schedules will be based on agreement between the employee and their supervisor. Applicants must successfully pass a background check, which will be conducted in accordance with Seattle's Fair Chance Employment Ordinance, SMC 14.17. Applicants will have the opportunity to explain or correct background information and provide verifiable information of good conduct and rehabilitation. Individuals selected to fill this position may be eligible to receive Language Premium Pay (SMC 4.20.360), which provides a $200.00 monthly stipend to qualified bilingual employees who are properly evaluated and assigned to provide direct communication in-language, interpretation, or translation services to the public on behalf of the City of Seattle. The City of Seattle offers a comprehensive benefits package including vacation, holiday, and sick leave as well as medical, dental, vision, life and long-term disability insurance for employees and their dependents. More information about employee benefits is available on the City's website at: *********************************************************************************************************** Why work at the City? At the City of Seattle, public service is more than a job; it's a chance to shape the future and make a meaningful difference in the lives of everyone who works, lives, or plays in our city. With 12,000 employees across 40+ departments and 1,100 job titles, we are united by a common purpose: to create a Seattle that is vibrant and welcoming for all. Whatever your role, you'll help power a forward-looking city that leads by example - inclusive, innovative, equitable, and community-focused - while joining a diverse team committed to solving challenges and making a lasting impact together. Join us in building a Seattle where everyone thrives! APPLICATION PROCESS: Please submit your application at ************************************************* later than 4:00pm Pacific Time on Tuesday, January 6, 2026. To be considered for this position, in addition to completing your application fully, please: * Provide thoughtful and accurate responses to all supplemental questions * Attach a PDF of your current resume which illustrates your related skills, experience, and abilities We encourage you to review the City of Seattle's Application and Interviewing Tips Guide, which may be used as a resource as you prepare to apply and interview for positions with the City of Seattle. This position is open to all applicants that demonstrate alignment with the skills and experience described above. The City of Seattle values diverse perspectives and life experiences. Applicants will be considered regardless of race, color, creed, national origin, ancestry, sex, marital status, disability, religious or political affiliation, age, sexual orientation, medical condition, or pregnancy. The City of Seattle encourages people of all backgrounds to apply, including people of color, immigrants, refugees, women, LGBTQ, people with disabilities, veterans, and those with diverse life experiences. If you have questions, please contact Lindsey King at ************************. This hiring process may be used to fill other vacancies in the near future.

Why PlayStation? PlayStation isn't just the Best Place to Play - it's also the Best Place to Work. Today, we're recognized as a global leader in entertainment producing The PlayStation family of products and services including PlayStation 5, PlayStation 4, PlayStation VR, PlayStation Plus, acclaimed PlayStation software titles from PlayStation Studios, and more. PlayStation also strives to create an inclusive environment that empowers employees and embraces diversity. We welcome and encourage everyone who has a passion and curiosity for innovation, technology, and play to explore our open positions and join our growing global team. The PlayStation brand falls under Sony Interactive Entertainment, a wholly-owned subsidiary of Sony Group Corporation. Director, HR Business Partner - PlayStation Studios Seattle (preferred) or Los Angeles - will require 3 days in the studio per week At PlayStation, we believe that play has no limits-and neither does our people strategy. We are looking for a Director, HR Business Partner to join the PlayStation Studios People team and lead the HR function for some of our premier 1st party game studios. In this role, you'll be a strategic partner to the Head of Production who oversees these studios and studio leadership to shape the future of our teams and help bring world-class games to life. As a key member of the PlayStation Studios People leadership team, you'll guide a talented team of HR Managers and deliver people strategies that strengthen our studios, enable creativity, and drive business results. You'll play a critical role in workforce planning, talent development, organizational design, and leading change in a fast-moving, global environment. This is a unique opportunity to influence the culture and employee experience at the heart of PlayStation game development. Key Responsibilities: Strategic HR Leadership Develop and execute people strategies that directly support business objectives, with measurable impact on engagement, retention, and leadership effectiveness. Partner with leaders to evolve organizational design that connects capabilities to business strategy and future workforce needs. Serve as a credible thought partner and member of the PlayStation Studios senior leadership team. Talent & Workforce Planning Lead workforce planning, collaborating with talent acquisition and talent enablement to anticipate business needs. Partner with leaders to identify capability gaps and implement targeted initiatives to close them. Build succession plans for critical studio leadership and creative roles. Change & Transformation Own the people-side of transformation projects, including large-scale change management and communications. Anticipate industry trends (e.g., AI, remote/hybrid models, evolving creative workforce needs) and evolve HR strategies accordingly. Inclusion and Belonging Link business strategy to inclusion and belonging goals, embedding inclusion into workforce planning, hiring, and talent development. Challenge the status quo and advocate for initiatives that create more inclusive studio environments. Leadership & Coaching Provide 1:1 coaching to senior leaders to enhance leadership effectiveness. Mentor and develop HR Managers, building a strong HRBP bench for the future. Act as a culture carrier for PlayStation Studios HR. People Analytics & Insights Leverage data and evidence-based insights to identify trends, inform decisions, and proactively address risks. Create compelling narratives from analytics to drive senior leader alignment. Collaboration & Governance Partner cross-functionally with Legal, Finance, IT, and Global HR Shared Services to ensure alignment and compliance. Ensure HR policies and practices meet legal and regulatory requirements across the studios. Handle escalated issues from studio HR teams and Studio Heads. Required Knowledge and Experience 15+ years of progressive HRBP experience across multiple organizations/industries, with proven ability to apply insights in new environments. Direct HRBP experience influencing senior executives (VP+) in a global, matrixed organization. Experience in game development studios or with game publishers is required. Demonstrated success in large-scale workforce planning and Human Capital Plan development, including change management. Strong ability to leverage data to drive people strategies and inform executive decision-making. Track record of building strong, trusted relationships with executives and employees at all levels. Experienced in partnering with Global HR Shared Services to deliver HR support at scale. Outcome-oriented leader with a bias for action who drives initiatives to resolution while balancing competing priorities. Bachelor's degree in HR, OD, business administration or related field required. PHR, SHRM-CP, or GPHR certification a plus. #LI-SF1 Please refer to our Candidate Privacy Notice for more information about how we process your personal information, and your data protection rights. At SIE, we consider several factors when setting each role's base pay range, including the competitive benchmarking data for the market and geographic location. Please note that the base pay range may vary in line with our hybrid working policy and individual base pay will be determined based on job-related factors which may include knowledge, skills, experience, and location. In addition, this role is eligible for SIE's top-tier benefits package that includes medical, dental, vision, matching 401(k), paid time off, wellness program and coveted employee discounts for Sony products. This role also may be eligible for a bonus package. Click here to learn more. The estimated base pay range for this role is listed below.$211,500-$317,300 USD Equal Opportunity Statement: Sony is an Equal Opportunity Employer. All persons will receive consideration for employment without regard to gender (including gender identity, gender expression and gender reassignment), race (including colour, nationality, ethnic or national origin), religion or belief, marital or civil partnership status, disability, age, sexual orientation, pregnancy, maternity or parental status, trade union membership or membership in any other legally protected category. We strive to create an inclusive environment, empower employees and embrace diversity. We encourage everyone to respond. PlayStation is a Fair Chance employer and qualified applicants with arrest and conviction records will be considered for employment.

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

Seattle, WA Our client is a well-established Seattle-based contractor recognized for its craftsmanship, integrity, and collaborative culture. They are seeking to hire a Director of Human Resources to lead all people-related functions and ensure that HR strategies align with both immediate operational needs and long-term business objectives. This leader oversees the company's People and Organizational Development functions, driving compliance and consistency while fostering an engaged, high-performing workforce. The Director serves as a trusted advisor to senior leadership, a culture champion, and a hands-on strategist who blends vision with execution. Director of Human Resources Key Responsibilities Develop and execute a forward-thinking HR strategy that supports growth, engagement, and compliance. Lead all People and Organizational Development initiatives to ensure consistency, scalability, and alignment with business objectives. Partner with the executive team to shape workforce planning, talent acquisition, and succession strategies. Oversee recruitment initiatives, including vendor management, interview coordination, onboarding, and retention programs. Direct benefits strategy, open enrollment, and vendor relationships to ensure competitive and cost-effective offerings. Maintain and continuously improve policies, procedures, and employee handbooks to ensure legal compliance and organizational consistency. Provide leadership coaching, employee relations guidance, and conflict resolution support across all departments. Collaborate with Safety and Operations teams to enhance training, compliance tracking, and certification programs. Manage performance review cycles, compensation planning, and merit increase processes. Analyze HR data and metrics to inform business decisions and present actionable insights to leadership. Serve as the company's culture ambassador, strengthening communication, recognition, and engagement initiatives that reflect organizational values. Director of Human Resources Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field required; Master's degree preferred. HR certification (SHRM-CP, SHRM-SCP, or PHR/SPHR) strongly preferred. Minimum of 6 years of progressive HR experience, including at least 2 years in a leadership or director-level capacity. Experience in the construction, engineering, or related field strongly preferred. Proven ability to develop and implement HR strategies that align with company goals and enhance organizational performance. Demonstrated success managing compliance, employee relations, and organizational development initiatives. Strong interpersonal, communication, and leadership skills with the ability to build trust at all levels. Proficiency in Microsoft Office and HRIS systems. Ability to handle confidential information with discretion and professionalism. Benefits and Appreciation: Lucrative compensation with bonus structure Medical, Dental, Vision, and Life Insurance 401k Plan Generous PTO + Paid Holidays Compensation: $160,000 - $190,000

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 key HR (and talent) processes. Facilitate complaint processes, procedures, and investigations- particularly for complaints regarding discriminatory or sexual harassment or other employee relations issues. Proactively identify gaps in HR processes, practices, and policies and develop trainings and materials to ensure ongoing excellence in HR. Oversee HR administration functions, including payroll, benefits administration, and HRIS management. Compliance Oversight Oversee compliance for and ensure timely completion of all faculty regarding fingerprints, certifications, Safe Schools, and Food Handlers Permits. Ensure that HR compliance reports, such as S275, OSPIs Educator Equity Report, and Commission reports, are completed timely and accurately. Skills and Characteristics: Human Resources & Talent Leadership: Proficiency in managing day-to-day operations of the talent and human resources functions. Organization and Management: Strong planning, organization, and people management skills to lead efficient, effective, and ethical human resources. Problem-Solving: Ability to analyze complex situations and propose creative solutions in alignment with the organization's vision and values. Influencing and Relationship Building: Ability to build and maintain strong relationships with a myriad of stakeholders internally and externally. Analytical Skills/Continuous Improvement Mindset: The ability to analyze data, keep current with latest research, trends, and metrics to make informed decisions and drive continuous improvement and capacity building across the organization. Compensation & Benefits Impact's competitive benefits make us stand out as an employer. Home office employees: Receive a generous PTO package, including major holidays, the week between Christmas and New Years, the week of July 4th, 18 flexible PTO days Have a comprehensive benefits package, which includes medical, dental, vision, and long term disability insurance Are part of the state's retirement system, with generous employer contributions Can access Impact's Employee Assistance Program, which offers a suite of services including free counseling sessions Can participate in various professional development opportunities with Impact's partner organizations Flexible work from home schedule Educational Background, Experience & Additional Requirements: Bachelor's degree required. Master's Degree in Human Resources Management, Business Administration, or related field, preferred Minimum of 5-7 years progressive human resources and talent management experience, with experience managing HR functions in a school or education environment preferred. Experience in managing HR teams is required. Strong communication and interpersonal skills and delivery (verbal and written) to a diverse population of skill and culture Highly disciplined, organized, and technically-inclined to manage various personnel programs and software applications Ability to handle confidential and sensitive information with professionalism and discretion Proven high emotional intelligence to remain focused under high demand of timelines, constant change, and limitation Demonstrated leadership in establishing and driving program objectives, timelines, milestones, etc. Ability to develop and execute diversity talent recruitment strategies. Demonstrated strengths in people leadership with and without direct managerial relationship, collaboration, analytics, and resourceful problem-solving Experience working with HRIS systems required, experience with Skyward a plus Experience working with Washington State Department of Retirement Services and SEBB is a plus Additional Requirements Prior to the start date of employment all employees need to obtain clearance on a criminal justice fingerprint and background check. Prior to being made an offer, the hiring manager will ask candidates to complete a character and fitness form from the Washington State Office of Superintendent of Public Instruction. An offer is contingent upon verification that the person is authorized to work in the United States for any employer Equal Employment Opportunity Equal employment opportunity and respect in the workplace are fundamental principles at Impact Public Schools (IPS). IPS prohibits and does not tolerate harassment, intimidation, bullying, discriminatory, or retaliatory behavior. All aspects of your employment are based upon your personal capabilities and qualifications, without regard to race, color, religion/creed, sex/gender (including pregnancy and gender identity), sexual orientation or perceived sexual orientation, national origin, alienage or citizenship status, disability, age, military status, marital status, partnership status, status as a victim of domestic violence, genetic predisposition or carrier status, or any other protected class as established by federal, state, or local law. The following employee(s) has been designated to handle questions and complaints of alleged discrimination: Amy Kiyota, CEO, 3438 S. 148th St., Tukwila , WA 98186, *************. Non-Discrimination Statement ImpactPublic Schools does not discriminate in any programs or activities on the basis of sex, race, creed, religion, color, national origin, age, veteran or military status, sexual orientation, gender expression, gender identity, disability, or the use of a trained dog guide or service animal and provides equal access to the Boy Scouts and other designated youth groups. The following employees have been designated to handle questions and concerns of alleged discrimination: Impact Public Schools Civil Rights and Title IX Coordinator at Impact Public Schools: Amy Kiyota, CEO [3438 S 148th St Tukwila, WA 98168, ************, ********************] Section 504 Coordinator: Lauren Ellis, Sr. Dr. of Growth [3438 S 148th St Tukwila, WA 98168, ************, *******************] Impact | Commencement Bay Elementary Civil Rights and Title IX Coordinator at Impact | Commencement Bay Elementary: Elizabeth Rodriguez, Principal [1301 E 34th St. Tacoma, WA 98404, ************, ***********************] Section 504 Coordinator: Elizabeth Rodriguez, Principal [1301 E 34th St. Tacoma, WA 98404, ************, ***********************] Impact | Salish Sea Elementary Civil Rights and Title IX Coordinator at Impact | Salish Sea Elementary: Caitlin Dietz, Principal [3900 S Holly Park Drive, Seattle WA 98118, ************, *******************] Section 504 Coordinator: Lindsay Townsend, Assistant Principal at Impact | Salish Sea Elementary [3900 S Holly Park Drive, Seattle WA 98118, ************, **********************] Impact | Puget Sound Elementary Civil Rights and Title IX Coordinator: Eliza Gabriel, Principal at Impact | Puget Sound Elementary [3438 S 148th St. Tukwila, WA 98168, ************, *********************] Section 504 Coordinator: Shalea Semana, Assistant Principal at Impact | Puget Sound Elementary [3438 S 148th St. Tukwila, WA 98168, ************, ********************] Impact | Black River Elementary Civil Rights and Title IX Coordinator at Impact | Black River Elementary: Anne Cabrera, Principal [16950 116th Ave SE, Renton, WA 9805, ************, ********************* Section 504 Coordinator: Anne Cabrera, Principal [16950 116th Ave SE, Renton, WA 9805, ************, *********************

Administration/Assistant Director Date Available: Immediate Closing Date: 01/04/2026 Interviews will take place on Friday, January 9th. Selected candidates will be contacted by midweek during the week of January 5, 2026. GENERAL SUMMARY Under the direction of the Executive Director and Director of Human Resources, the Assistant Director provides leadership and operational support across all major functions, including investigations, employee relations, compliance, recruitment, training, and policy implementation. The position ensures consistent application of laws, contracts, and district policies; delivers responsive HR support to schools and departments; and leads. Develop critical documents such as letters of administrative leave, disciplinary actions, memorandums of understanding, and grievance responses. ESSENTIAL FUNCTIONS Conducts investigations involving complaints, allegations, and policy violations, ensuring thorough documentation and providing recommendations for review. Drafts and prepares high-stakes HR documents, including administrative leave notices, disciplinary actions, memorandums of understanding, grievance responses, and related legal documentation. Advises supervisors and administrators on discipline, employee performance, corrective action, and personnel management. Facilitates conflict resolution, mediation, and restorative conversations among staff. Manages sexual misconduct background checks and related compliance requirements. Supports labor relations functions, including contract interpretation, grievance processing, and advising supervisors on application of collective bargaining agreements. Supports district-level civil rights work, including EEOC/affirmative action planning, reporting, and related responsibilities, and compliance with federal and state nondiscrimination laws. Regularly consults with legal counsel on relevant matters. Leads and manages recruitment efforts, including screening, hiring processes, hiring events/job fairs, and ensuring compliance with state and district requirements. Reviews hiring packets, verifies candidate background results, and ensures compliance and accuracy in personnel actions. Support staffing analysis and workflow improvement for positions. Oversees District's New Employee Orientation (NEO) and contributes to districtwide onboarding processes for all staff groups. Provides training and guidance to district leaders, supervisors, and staff on HR processes, compliance, performance management, and personnel expectations. Assists in the design, selection, implementation, and communication of HR programs, processes, and policies. Assists the Director in labor relations activities, including preparing for collective bargaining, gathering and analyzing contract-related data, drafting proposals, and supporting labor-management meetings. Queries personnel databases and conducts data analysis to support HR decision-making, reporting, and special projects. Represents the Human Resources Department and the District, as needed, on committees/district initiatives, at conferences, and professional meetings. Performs other/related duties consistent with the scope and intent of the position. REPORTING RELATIONSHIPS This position reports to the Director of Human Resources. MENTAL DEMANDS Experiences frequent interruptions; required to meet deadlines; must maintain attention to detail; regularly engages with individuals experiencing conflict, distress, or sensitive personal issues. MINIMUM QUALIFICATIONS Education and Experience Bachelor's degree in Human Resources, Business/Public Administration, Education, or related field; Master's degree preferred. Five (5) years of progressively responsible experience in human resources, school administration, or related leadership roles involving investigations, supervision, and employee relations. Three (3) years of supervising or leading others. Experience supporting or administering employment laws, HR policies, and compliance requirements. Experience working with collective bargaining agreements, grievance processes, or labor-management relations. Preferred Qualifications Experience in a K-12 public education environment HELP credentials SHRM-CP, SHRM-SCP, PHR, SPHR, or comparable HR certification Washington State Administrator Certificate Allowable Substitutions Such alternatives to the above qualifications that the Board may find appropriate and acceptable. Required Knowledge, Skills, and Abilities Knowledge of local, state, and federal employment laws, regulations, and HR policies. Ability to conduct fair, thorough investigations and prepare accurate documentation. Strong interpersonal skills; ability to build trust and maintain effective working relationships with diverse stakeholders. Ability to provide clear, balanced, and legally sound HR guidance. Excellent written and verbal communication skills, including drafting professional correspondence, reports, and HR documents. Ability to manage confidential information with discretion. Ability to read, interpret, and apply laws, regulations, collective bargaining agreements, and district policies. Ability to interpret and apply collective bargaining agreements and support labor-management processes. Strong analytical and problem-solving skills; ability to interpret data and prepare reports. Proficiency with Google Workspace, HRIS systems, and digital workflow platforms. Ability to work independently, manage multiple priorities, and meet deadlines in a fast-paced environment. Licenses/Special Requirements Requires fingerprinting and a background check to determine that there have been no convictions involving physical molestation, abuse, injury, or neglect of a minor. UNIT AFFILIATION This is a non-union, Manager Level 1, exempt position. CONDITIONS The preceding list of essential functions is not exhaustive and may be supplemented as necessary. WAGES AND BENEFITS Click here to access details on the following: Salaries/Wages - $140,173.00/annual salary Insurance Retirement Plans Paid Time Off or Vacation Paid Holidays Other Compensation Application Procedure: Apply online Non-Discrimination Policy Bethel School District does not discriminate in any programs or activities on the basis of sex, race, ethnicity, color, religion, creed, national origin, sexual orientation, gender identity, gender expression, homelessness, immigration or citizenship status, disability, neurodivergence, the use of a trained dog guide or service animal, age, and honorably discharged veteran or military status and provides equal access to the Boy Scouts and other designated youth groups. The following employees have been designated to handle questions and complaints of alleged discrimination: Civil Rights Compliance / Gender-Inclusive Schools Coordinator, Debbie Carlman, *********************, ************; Title IX Coordinator, Mel Boyd, ******************, ************; and 504 Coordinator, Melissa Munson-Merritt, ***********************, ************. All individuals may be reached at this address: 516 176th Street East, Spanaway, WA 98387. Title IX inquiries may also be directed toward the U.S. Department of Education, Office for Civil Rights (OCR). Information about the nondiscrimination and sex-based discrimination policies and grievance procedures, and how to report a concern or complaint: bethelsd.org.

WHAT'S IN IT FOR YOU * Competitive salary starting at 167,810.93 - 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 (HR) is a key leadership role responsible for developing, interpreting, and implementing personnel policies, procedures, and administrative regulations. This position requires expertise in HR management practices, employment law, and regulatory compliance. The Director of HR provides strategic guidance to senior management, oversees benefits administration, classification, and compensation studies, HR information systems, and recruitment processes, ensuring alignment with legal requirements and organizational goals. Previous professional experience in Gaming and/or Tribal settings is essential. WHAT YOU'LL DO * Practice, support, and promote the Mission, Vision, and Values of Muckleshoot Casino Resorts. * Develop, write, and interpret personnel policies, procedures, and administrative regulations. * Respond to inquiries and recommend resolutions for HR issues, complaints, and legal actions. * Identify and ensure compliance with legal requirements and regulations. * Represent the organization at personnel-related hearings and investigations. * Provide advice and counsel to the HR Director and senior management on HR management practices, emerging issues, and changes in employment law. * Assist in resolving disciplinary issues and team member complaints in conjunction with Team Member Relations. * Supervise the administration of team member insurance and benefits programs in conjunction with the Benefits team. * Partner with the Talent Acquisition manager to assess optimum staffing levels and maintain designated levels using effective employment and recruiting practices. * Ensure comprehensive distribution of information to team members and monitor implementation dates and timelines. * Assure assigned areas of responsibility are performed within budget. * Monitor revenues and expenditures, ensuring sound fiscal control and efficient use of resources. * Oversee classification and compensation studies and analysis. * Ensure all HR programs comply with applicable federal, tribal, and regulatory laws and/or regulations. * Oversee team member services, ensuring prompt and courteous service. * Identify opportunities for streamlining processes and improving HR services. * Maintain the privacy, confidentiality, and integrity of organizational and team member information in compliance with policies and regulations. * Create, maintain and facilitate a positive work environment. * Smile and engage Guests and Team Members with a positive professional demeanor. * Performs other job duties as assigned. WHAT YOU'LL BRING * 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. * Seven (7) years' of proven leadership experience in Human Resources, including three (3) years specific experience in compensation, benefits, recruitment, and/or HRIS. * PHR/SPHR or SHRM-CP/SP preferred. * Valid HIPAA certification required annually. HOW YOU'LL BE SUCCESSFUL * Thorough knowledge of the principles and practices of Human Resource Management. * Knowledge of modern principles of management theory and best practices. * Demonstrated proficiency and experience relating to all facets of compensation and benefit program development and design. * Experience with Human Resource Information Systems (HRIS). * 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.

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. **Overview** The Department of Psychiatry and Behavioral Sciences (PBSCI) within the UW School of Medicine is the third largest clinical department with 350 full-time faculty members, 500 courtesy faculty members, and 350 staff. Department faculty provide clinical services in 5 hospitals, outpatient mental health clinics, and 14 primary care locations, in addition to telepsychiatry consultations to more than 150 clinics in Washington and beyond. As the only academic psychiatry department serving the five state WWAMI region (Washington, Wyoming, Alaska, Montana, Idaho), the Department's highly competitive residency training program is largely responsible for developing the mental health workforce in the Pacific Northwest. The Department's robust research portfolio totals $60 million in grants and contracts per year for projects ranging from clinical neurosciences to treatment development to health policy and population health. The Department is recognized as an international leader in developing, testing, and implementing Collaborative Care, an integrated care model increasingly seen as a solution for population-based mental health care. Other areas of excellence include Addictions, Autism, High Risk Youth, Neurosciences, and Trauma, and the Department is developing innovative new programs in Technology and Mental Health, Global Mental Health, Maternal and Child Mental Health, and Targeted Intervention Development. **The Department of Psychiatry and Behavioral Sciences is recruiting for a Faculty Recruiter/Academic HR Manager.** **Position Purpose** The University of Washington (UW) is proud to be one of the nation's premier educational and research institutions. Our people are the most important asset in our pursuit of achieving excellence in education, research, and community service. Our staff not only enjoy outstanding benefits and professional growth opportunities, but also an environment noted for diversity, community involvement, intellectual excitement, artistic pursuits, and natural beauty. The Department of Psychiatry and Behavioral Sciences within the UW School of Medicine is recruiting for an experienced Human Resources Manager with a focus on faculty recruitment. Psychiatry is the third largest department in the School of Medicine and has centralized administrative support for the entire department. This individual will report to the Faculty Human Resources Business Partner and will provide general faculty and academic HR support and faculty recruitment efforts. The position will be part of a team of human resource professionals supporting the department that is composed of an Associate Director for HR, two lead Human Resources Business Partners (Faculty/Academic and Staff focused), two Human Resources Coordinators (Faculty/Academic and Staff focused), a Program Operations Specialist with a focus on payroll, and two Human Resource Dept/Admin Manager positions (one focused on staff and this position focused on faculty and academic appointments and recruitment). As a unit, they provide full support for departmental faculty, academic, and staff human resources and payroll. **Position Complexities** Given privileged and highly confidential information and trusted to act upon this information accordingly and with discretion; manages appointments of individuals who are located across the WWAMI region; must interact and collaborate with multiple offices and individuals in several states. **Position Dimensions and Impact to the University** This position is critical to supporting the educational mission of the department, school and University. It is required to ensure the department remains compliant in its training of residents and medical students by managing the appointments of clinical faculty supervisors. **Responsibilities** Academic Human Resources Faculty Recruitment Efforts: + Develop and implement recruitment campaigns targeting psychiatry residents and other candidate pools (e.g., emails, mailers, LinkedIn, conferences). Includes development of print and digital recruitment collateral and talking points through partnership with the Department's Associate Director of Communications. + Manage full cycle recruiting: posting positions and advertisements in Interfolio, targeted trade journals and websites, sourcing diverse candidates, screening applications, and preparing offer letters. + Partner with service chiefs and leadership to identify top candidates and forecast hiring needs; maintain candidate banks for future positions. + Proactively source and actively network with internal and external partners (including department chairs, residency program directors) to expand candidate pipelines and identify candidates for recruitment. + Organize and represent the department at recruitment events and national professional society meetings (including occasional travel). + Keep abreast of information to use in our recruitment efforts (e.g., rankings, why WA is the best state in America, UW Medicine best employer, etc.). + Maintain recruitment metrics (e.g., open/filled positions, time-to-fill, forecasted needs, separations) and report trends. + Advise service chiefs and leadership on the recruitment regulations, best practices, and compensation guidelines. + Ensure compliance with federal, state, and university recruitment and hiring policies and laws. Faculty and Academic Personnel Onboarding and Offboarding + Support recruitment of new faculty, acting, clinical, tenure, without tenure and research faculty, as well as trainee appointments (postdoctoral scholars, fellows, non-ACGME fellows, clinician researchers, etc.) including posting advertisements, coordinating search committees, advising the Chair, and scheduling visits in accordance with Department, School of Medicine, and University policies. + Manage and submit annual hiring plan to the School of Medicine. + Partner with the lead Faculty HR Business Partner to ensure compliance with all policies and requirements for Interfolio postings, Workday entries, onboarding, and collective bargaining agreements. + Manage collection and timely submission of appointment packets; Coordinate Medical Staff appointment packets with Office of Medical Staff Appointments (OMSA); request AMC access for all appointments, and EPIC access for clinically active appointments. + Oversee onboarding and separations in compliance with the University and School of Medicine requirements. Faculty and Academic Personnel Appointments, Reappointments, and Promotions + Implement appointment, reappointment, and promotion processes under delegated authority from the lead Faculty HR Business Partner. + Manage all appointments, reappointments, and promotions in compliance with University and School of Medicine requirements and deadlines. + Oversee annual and term faculty (courtesy, clinical, acting, adjunct, affiliate, and visiting) appointments, reappointments, promotions, CTM and Workday updates, onboarding, and separations. + Oversee the annual merit review process. + Manage reappointments and separations for trainees (postdoctoral scholars, Fellows, Non-ACGME Fellows, clinician researchers, etc.) in accordance with collective bargaining agreements in Workday and on PsycSource, the department's intranet and internal ticketing/tracking system. + Prepare annual materials and communications for faculty and academic personnel actions, ensuring review materials are distributed to voting faculty. + Support mandatory and non-mandatory promotion processes for regular and research faculty. Faculty and Academic Personnel Compensation + Manage faculty compensation actions (e.g., X/Y shifts, ADS, TPS, MAC, SAAC, retentions), prepare justification letters for the Chair, and complete CTM and Workday updates and business processes. + Process FTE changes and ensure data accuracy in SOM CTM system and Workday. Compliance + Maintain electronic records of faculty appointments, licensure, outside compensation, annual review, and other documents within the department. + Identify and address issues requiring early intervention using independent judgment, collaborating with other decision makers as needed. + Respond to audit requests from the School of Medicine in a timely manner. + Advise and provide guidance to department faculty and staff on new Academic HR policies and procedures. + Run Workday reports to track reappointments, ensuring timely processing and extensions. + Assist with academic personnel leave tracking and reporting. Process Improvement + Identify opportunities for process improvement; draft proposals, implement plans, and evaluate outcomes. + Continuously evaluate and improve recruitment policies and procedures. + Perform other faculty affairs tasks as assigned. **Minimum Qualifications** + Bachelor's Degree in human resources, business, social sciences, communications, or related field AND two years experience OR equivalent combination of education and experience. **Additional Qualifications** + Demonstrated understanding of HR management principles, including recruitment (e.g., outreach, sourcing, networking), engagement, development, compensation, employee relations, employment law, and benefits. + A thorough understanding of State and Federal policies related to human resources. + Strong customer service orientation with the ability to maintain a positive attitude. + Successful, demonstrated ability to provide very high-quality customer service. + Solutions-oriented, demonstrating strong initiative and follow-through. + Ability to handle confidential information with tact, discretion, and diplomacy, and to maintain strict confidentiality. Work with confidential information and take appropriate action. + Successful history and ability to work on large, complex projects in a deadline-driven environment. + Must be a self-starter who works successfully from stated goals without instruction. + Must be able to work independently with exceptional organizational, planning, time management skills, and initiative. Must also be able to work as a member of a team and to collaborate with others. + Excellent written and verbal communication skills, and strong interpersonal skills; ability to maintain a calm demeanor under pressure and communicate effectively at all levels within an organization. + Professional level competency with general MS Office applications, e.g., Word, Excel, Outlook, Teams, and ability to learn new software applications as necessary to do the job. + Ability to thrive while working with a high volume of work and critical, time-sensitive deadlines. A flexible and open mindset is essential. + Ability to research and synthesize information and communicate effectively to lay audiences in verbal and written form. + Possess in-depth knowledge of Workday transactions and functionality, including initiation, approvals, process-flows, downstream impacts, and business consequences. **Desired Qualifications** + Three to five years of relevant work experience. + Experience with academic personnel. + Experience with Psychiatry and Psychology specialties. + Experience organizing and staffing recruitment booths and in creating recruitment and outreach materials. + Experience creating recruitment plans, candidate banks, outreach strategies, and networking through multiple avenues (e.g., professional societies, affinity groups, listervs, etc.). + Proven expertise at managing both academic and staff human resources at a UW department level. + Familiarity with UW systems such as Workday, Interfolio, and other HR service platforms. + Working knowledge and interpretation of university policies and procedures. + Ability to represent the department and university in positive and engaging ways. + Comfort with and ability to express complex employment factors to a variety of audiences. **Compensation, Benefits and Position Details** **Pay Range Minimum:** $70,764.00 annual **Pay Range Maximum:** $106,140.00 annual **Other Compensation:** - **Benefits:** For information about benefits for this position, visit ****************************************************** **Shift:** First Shift (United States of America) **Temporary or Regular?** This is a regular position **FTE (Full-Time Equivalent):** 100.00% **Union/Bargaining Unit:** Not Applicable **About the UW** Working at the University of Washington provides a unique opportunity to change lives - on our campuses, in our state and around the world. UW employees bring their boundless energy, creative problem-solving skills and dedication to building stronger minds and a healthier world. In return, they enjoy outstanding benefits, opportunities for professional growth and the chance to work in an environment known for its diversity, intellectual excitement, artistic pursuits and natural beauty. **Our Commitment** The University of Washington is committed to fostering an inclusive, respectful and welcoming community for all. As an equal opportunity employer, the University considers applicants for employment without regard to race, color, creed, religion, national origin, citizenship, sex, pregnancy, age, marital status, sexual orientation, gender identity or expression, genetic information, disability, or veteran status consistent with UW Executive Order No. 81 (*********************************************************************************************************************** . To request disability accommodation in the application process, contact the Disability Services Office at ************ 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 Washington state law (********************************************************* . 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.