Director of human resources jobs in Pasco, WA

The Human Resources Manager will oversee all HR functions within the manufacturing plant, serving as a key strategic and cultural leader. This role is responsible for managing employee relations, recruiting, training and development, compliance, safety initiatives, and performance management. The ideal candidate will be fluent in both English and Spanish, as they will regularly conduct trainings, meetings, and employee communications fully in Spanish. This is an on-site position with high visibility across all levels of the organization. Key Responsibilities Serve as the primary HR leader for the plant, overseeing all day-to-day HR operations. Partner with plant leadership to foster a positive, productive, and compliant work environment. Conduct employee trainings, orientations, and safety meetings fully in Spanish to ensure clear communication and engagement across the workforce. Manage full-cycle recruiting, onboarding, and retention strategies to support staffing needs. Administer and enforce HR policies, procedures, and compliance with federal, state, and local employment laws. Lead employee relations efforts-investigating concerns, resolving conflicts, and promoting fair, consistent practices. Oversee payroll and benefits administration in coordination with corporate HR. Support performance management, coaching, and disciplinary processes. Partner with leadership on workforce planning, engagement, and recognition initiatives. Maintain accurate HR records and reporting for audits and compliance. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field preferred. 5+ years of progressive HR experience, with at least 3 years in a manufacturing or industrial environment. Fluent in Spanish and English (both written and verbal) - ability to conduct meetings, trainings, and documentation in Spanish is required. Strong knowledge of employment law, HR compliance, and safety regulations. Proven ability to build trust and effectively communicate across all levels of the organization. Hands-on, collaborative leadership style with a commitment to continuous improvement. Experience with HRIS systems and Microsoft Office Suite. Benefits: Personal Time Off (PTO) is offered on an accrual basis up to 80 hours a year with an increase after tenure, 6 Paid Holidays, and up to 6 weeks of Paid Parental Leave (Washington State). PTO and holiday hours are prorated based on hire date within the calendar year. Paid Sick Leave where applicable by State law Benefit offerings for full-time employment include medical, dental, vision, term life and AD&D insurance, short-term and long-term disability, additional voluntary benefits, and a 401k plan or a non-qualified deferred compensation plan “Equal Opportunity Employer/Veterans/Disabled To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to *******************************************

Make a Difference in YOUR Career! Our vision is both simple and ambitious: to put our drinks on every table. We are the leading global independent beverage solutions provider. We serve a broad range of national and international retailers as well as Global, National and Emerging (GNE) brands. Our products are distributed worldwide from our production sites in Europe, North America, and Australia. Although our own branding may not appear on the labels of the beverages we produce, there is a good chance you are reading this while sipping one of our drinks. Our ambition is to continually improve and it's what keeps us at the top of our game. We are solutions-based. We are innovative. We seek out new challenges and conquer them. This is our company ethos, but it's our people's too: Refresco is at the cutting edge of a fast-moving industry because we have passionate people pushing the boundaries of what's best. Stop and think: how would YOU put our drinks on every table? Position Description The Human Resources Business Partner is responsible for providing effective and efficient Human Resource management at their production location. The job holder supports the plant leadership team to recruit, retain, develop and motivate high quality employees to enable the plant to achieve organizational objectives. This position reports to the Regional Director of HR. Essential Job Functions: Daily management of all HR related issues at the production location. Ensure comprehensive understanding of and adherence to all HR policies and procedures as well as external influences such as employment State/Provincial legislation and political inference. Provides a progressive, best practice service to all Managers at the production location covering areas such as, but not limited to recruitment and selection, employee onboarding, performance management, training and development, organizational change, communication programs, industrial relations and workforce planning. Develops and implements consistent framework of employment standards which ensure competitiveness in the communities in which we operate and which position Refresco as an employer of choice. Establishment of departmental performance standards and objectives ensuring the monitoring and delivery of these. Source and develop external partnerships with vendors such as recruitment agencies and maximize the quality of service and return on investment. Establishment of departmental performance standards and objectives ensuring that these support the overall business plan. Work with and networks with HR colleagues across all locations to ensure sharing of best practices. Actively involved in activities in the local communities that will build the Refresco employer brand. Work with the Talent Acquisition team to ensure effective hiring and onboarding of hourly and salaried employees at their location. Manage the plants payroll functions and ensure timely and complete delivery of all necessary payroll related files to the central payroll team. Delivers direction to the Human Resources admin and ensures HR administrative tasks get executed in a timely and complete manor. Trains supervisors and managers on the Manager Self Service features in our Payroll and Time & Attendance system. Act as a first point of contact for all benefits related questions at the location, actively supports employees during open enrollment and ensures all benefits related information is being entered into the system in a timely and complete manner. Encourage a safe working environment by actively participating in safety related activities and by facilitating and or participating in safety committee meetings at the location. Ensures a timely and complete delivery of Human Resources data and metrics for either standardized reports or ad hoc information requests. This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities, and activities may change, or new ones may be assigned at any time with or without notice. Required Skills: Proficiency in Microsoft Word, Excel, Outlook, PowerPoint and HRIS. Strong organization and communication skills, ability to multi-task while paying attention to detail and working in a high volume, fast paced environment. Demonstrated professional success payroll administration, recruitment and employee relations. Ability to speak effectively interact with all levels of management. Ability to manage multiple assignments and coordinate activities to meet specific deadlines. Ability to interpret the company's policies and procedures to management and hourly employees. High level of accountability, quality and innovation (strives for high performance, emphasizes problem prevention, develops ideas for improvement, document new processes, ensures accuracy of information). Comfortable working independently and showing initiative. Competencies: Business Acumen and Data Literacy-Is knowledgeable regarding most business practices and processes. Is literate in business language and comfortable communicating about all facets of the business. Makes recommendations that support organizational goals. Makes decisions that drive people capabilities to the organization's advantage. Clearly communicates using financial metrics and concepts when making the case for new projects or initiatives. Communication-Seeks to understand others' points of view, looking at verbal and nonverbal cues to encourage open and honest discussions. Invites and encourages others to participate in discussions. Projects a sincere and genuine tone. Remains calm when dealing with others who are upset or angry. Provides and seeks support to improve communication. Does not jump to conclusions or act on assumptions. Tailors' messages to meet the different needs of different audiences. Accurately interprets responses of others to their words and actions. Provides feedback effectively and with empathy. Coaches' employees and managers on how to effectively communicate. Problem Solving and Decision Making- Takes action to remove obstacles and address problems before they impact performance and results. Initiates the evaluation of possible solutions to problems. Makes effective decisions about work task prioritization. Appropriately assesses risks before making decisions. Effectively navigates through ambiguity, using multiple data points to analyze issues and identify trends. Coaching & Conflict Management- Uses "active listening" to understand viewpoints of others. Adjusts one's position or view to try and resolve conflict. Change Champion-Follows, implements, and communicates change management strategies and plans. Leverages change management best practices. Education and Experience: Bachelor's degree in business, Human Resources or related field (or equivalent related experience). Five (5) years of management experience in Human Resources with prior experience in staffing and employee relations. Experience with Washington State Labor Law required. Previous manufacturing HR experience preferred. Experience handling highly confidential and sensitive information. Experience conducting first-line and management training. Experience with applicant tracking systems and HRIS applications. Knowledgeable in Microsoft Office applications including Word, Excel, PowerPoint, and Outlook. Working Conditions: Physical Demands - Continuously sitting for prolonged periods, as the job is administrative in nature. Visual/Sensory - This position requires attention to detail, requiring attention with one or two senses at a time. Work environment - Work and environment fasted paced, requiring ability to remain focused under pressure. Mental Stress - There is pronounced pressure from deadlines, project management, accuracy or similar demands. Travel Requirements: Limited A Career with Refresco Refresco Beverages US Inc. offers the following competitive pay and comprehensive benefits: Pay Range: $99k - $110k, plus eligibility for performance-based bonuses based on company objectives. Cell Phone Allowance: $63.50/month Status: Exempt Medical/Dental/Vision Insurance Health Savings Accounts and Flexible Spending Accounts Life and AD&D Insurance, critical illness, hospital indemnity, and accident insurance Short-term disability and long-term disability Pet Insurance Legal Benefits 401(k) Savings Plan with Company Match 12 Paid Holidays 15 Vacation Days and 6 Paid (Sick) Time Off Days Well-being Benefit Discount and Total Reward Programs The applicant who is hired will receive wages within the range that will be based on several factors, including, as applicable, criteria such as years and type of experience, relevant education, training, qualifications, certifications/licensing, skills, geographic location, performance, market considerations, seniority system, merit system, systems that measure earnings by quantity or quality of production, and business or organizational needs. How to apply: . click apply for full job details

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

Our Opportunity Chewy is seeking an Associate Director, Human Resources Systems and Solutions! In this role, you will serve as the enterprise leader for UKG Pro Workforce Management (WFM), responsible for both the strategic direction and operational excellence of the platform. You and your team will oversee the full suite of WFM modules - including Timekeeping, Advanced Scheduling, Absence/Leave, Attestation, Pay Rules & Accruals, Labor Forecasting, and Reporting/Analytics - ensuring accuracy, compliance, and a seamless experience for Chewy's 15,000+ Team Members. This position blends hands-on system expertise with workforce transformation leadership. We are looking for a leader who will develop the roadmap, lead optimization initiatives, guide multi-functional adoption, and ensure the platform evolves with Chewy's growth and workforce strategies. What You'll Do: Set the vision and strategy for UKG Pro WFM, aligning system design and functionality with business goals, compliance needs, and employee experience Oversee system administration and governance, including security, workflows, reporting, and upgrades across all WFM modules Lead technical configuration and ongoing advancement of Timekeeping, Scheduling, Attestation, Leave Management, Pay Rules, and Accruals to ensure accuracy, scalability, and compliance Support advanced capabilities such as labor forecasting, scheduling optimization, and analytics to drive efficiency and workforce planning Manage integrations and hardware (InTouch clocks, mobile apps, kiosks, desktop access), ensuring reliability and seamless user experience Act as functional liaison between UKG, IT, HR, Operations, and Finance, guiding resolution of issues, prioritizing enhancements, and steering vendor partnerships Champion transformation initiatives, using WFM capabilities to support growth, new business models, and employee-centered innovation Drive project delivery using Agile methods, JIRA, and Confluence, ensuring timely execution of system upgrades, improvements, and multi-functional initiatives Lead and develop the Labor Solutions team, fostering technical mastery, business insight, and change leadership skills Leadership and Coaching Coach, mentor, and develop Team Members to expand their technical, strategic, and leadership capabilities Foster a culture of accountability, continuous improvement, and high performance through clear expectations and constructive feedback Identify individual development needs and build growth pathways that align with organizational goals and employee career aspirations Empower Team Members through delegation, recognition, and opportunities to lead high-impact initiatives Model collaborative, transparent, and inclusive leadership to strengthen team engagement and performance across functions Encourage innovation and problem-solving by cultivating psychological safety and a mentality of ownership and excellence What You'll Need: Bachelor's Degree in HR systems, business, or related field; or equivalent work experience 8+ years of experience in workforce management/timekeeping system administration, including configuration and optimization 5+ years of leadership experience managing teams and large-scale system environments Proven success in project management and implementation of UKG Pro WFM (or similar platforms such as Dimensions), ideally in high-volume, multi-site environments Demonstrated ability to mentor and develop high-performing teams in a fast-paced, evolving environment Deep knowledge of Workforce Management modules: Timekeeping, Absence/Leave, Scheduling, Pay Rules, Accruals, Attestation, and Forecasting, ideally with expertise in predictive scheduling, labor analytics, or AI-enabled WFM tools Deep technical, analytical, and problem-solving skills, translating business needs into system solutions Effective collaboration and engagement skills, with the ability to influence at all levels of the organization Experience with Agile delivery tools (JIRA, Confluence) and practices Customer-service mentality with a passion for crafting positive user experiences Willingness to travel up to 10% #LI-SS4 #LI-Hybrid The specific salary offered to a candidate may be influenced by a variety of factors including but not limited to the candidate's relevant experience, education, and work location. In addition, this position is eligible for 401k and a new hire and annual equity grant. We offer different types of insurance and benefits, such as medical/Rx, vision, dental, life, disability, hospital indemnity, critical illness, and accident. We offer parental leave, family services benefits, backup dependent care, flexible spending accounts, telemedicine, pet adoption reimbursement, employee assistance program, and many discounts including 10% off pet insurance and 20% off at Chewy.com. Exempt salary team members have unlimited PTO, subject to manager approval. Team members will receive six paid holidays per year. Team members may be eligible for paid sick and family leave in compliance with applicable state and local regulations. Base Salary Range$149,000-$245,000 USD Chewy is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, ancestry, national origin, gender, citizenship, marital status, religion, age, disability, gender identity, results of genetic testing, veteran status, as well as any other legally-protected characteristic. If you have a disability under the Americans with Disabilities Act or similar law, and you need an accommodation during the application process or to perform these job requirements, or if you need a religious accommodation, please contact **************. To access Chewy's Customer Privacy Policy, please click here. To access Chewy's California CPRA Job Applicant Privacy Policy, please click here.

Pacific Northwest University of Health Sciences (PNWU), located in Yakima, Washington, seeks an accomplished and solution oriented executive to serve as the Vice President of Human Resources and Workplace Experience (VPHRWE) to reimagine, elevate, and advance the role of human resources within the organization and to play a critical role in helping to shape the future of PNWU's workplace culture and employee experience. Since graduating its inaugural class of 70 Doctors of Osteopathic Medicine in 2012, PNWU has grown substantially, with five health science programs designed to meet the needs of rural and medically underserved communities. The College of Osteopathic Medicine, School of Physical Therapy, School of Occupational Therapy, School of Dental Medicine, and the Master of Arts in Medical Sciences program focus on producing healthcare professionals who reflect and serve the local communities. Located on a collaborative, 70-acre health sciences campus, with 690 students across five health programs, 97 faculty members, and 203 staff, PNWU serves as a hub of collaboration and innovation. The VPHRWE will join PNWU at a time of meaningful momentum with the continued advancement of a dynamic strategic plan (2025-2028), ongoing expansion of academic offerings, and deepening of clinical partnerships. In addition, the recent appointment of the institution's seventh President, Dr. Michael H. Mittelman, marks a pivotal moment for PNWU, as the University continues to expand its mission-driven work in health sciences education and service to underserved communities. Reporting directly to President Dr. Michael H. Mittelman and serving as a key member of the President's executive leadership team, the VPHRWE is the principal steward of PNWU's human-capital strategy, aligning strategy, resources, and operations to advance institutional priorities and shared accountability. Following the institution's two decades of rapid growth, this leader will have the opportunity to build a modern, sophisticated, and strategic human resources organization, to establish best practices, policies, systems, and programs to effectively support the evolving needs of the organization and its mission-driven employees at all levels. As a result, the HR organization will be known for service excellence, transparent communication, and evidence-based decision-making. Particular areas of focus for the VPHRWE include shaping a transformative and future-focused strategy for human resources, implementing best practices for the recruitment and hiring of top talent, delivering comprehensive training for managers and supervisors, implementing programs to elevate workplace experience, and deepening campus-wide trust through transparent communication and engagement. In addition, a key priority for the VPHRWE is fostering a culture of university-wide succession planning, leadership development, and structured role-based learning pathways that cultivate supervisor capability and support employee career progression. This ensures that the University not only retains top talent but also empowers individuals at every level to advance and realize their professional goals. As a result, the VPHRWE will support a dynamic and resilient workforce, driving operational excellence and positive outcomes for the community, and will sustain university-wide employee engagement and productivity across the institution. Requirements The PNWU community desires a leader who brings demonstrated experience advancing transformational change in complex mission-driven environments, who possesses broad human resources knowledge and a strong record of driving efficiencies and innovation in HR business practices, fostering collaboration across all levels of an organization, and delivering strategic consultative services to organizational leadership. In addition, the ideal candidate will have a reputation as a transparent and trusted colleague, an excellent listener, and will possess the humility to roll up their sleeves and be known as a solution-oriented problem solver. Unquestionable integrity, strong management skills, and the courage to take a firm stand or apply a gentle touch as a situation requires will be critical. A deep resonance with and eagerness to embrace PNWU's service-centered mission and values and contribute to and advance these within the University and beyond will be paramount. The leader will bring experience supporting a workforce of diverse constituents, an appreciation for and understanding of the nuanced needs of faculty, including clinical faculty, and at least ten years of progressively responsible human resources experience, including supervisory experience with an institution of higher education or healthcare system of comparable size and complexity. Prior experience in a graduate health sciences institution is strongly preferred. All applications, nominations, and inquiries are invited. Applications should include, as separate documents, a CV or resume and a letter of interest addressing the themes in the leadership profile available at ******************** Professional references are not requested at this time. WittKieffer is assisting Pacific Northwest University of Health Sciences in this search. For fullest consideration, candidate materials should be received by November 3, 2025. Application materials, nominations, and inquiries can be directed to: Sarah Palmer and Luis Bertot at PNWU_********************** Anticipated annual salary range for the opportunity is $220,000 - $275,000, commensurate with experience and qualifications. Relocation assistance available. Benefits include medical, dental, and paid time off. Full details: PNWU Employee Benefits. PNWU is an equal opportunity employer and makes employment and student application decisions on the basis of merit. The University shall not discriminate against faculty, staff, volunteers, students, or applicants on the basis of race, ethnicity, color, religion, sex, gender, national origin, age, disability, sexual orientation or gender identity, marital status, or any other characteristic protected by law for any reason including recruitment, selection, and promotion. As well, PNWU prohibits all forms of harassment by students, employees, guests, or volunteers whether intentional or unintentional, on campus or at other owned or contracted facilities.

Powell's Books, Inc. is growing and looking for a VP of Human Resources to help take their team to the next level! The VP of Human Resources is responsible for overseeing and directing all employee and labor relations programs and functions in keeping with the Company's mission and values. The role is responsible for developing and implementing Powell's human resource strategies, policies, and programs to ensure compliance with all labor laws and the collective bargaining agreement. The position supervises the Corporate Human Resource Manager, Benefits Administrator, and the Learning and Development Department. Reports to the CEO. ESSENTIAL FUNCTIONS: Acts as a primary contact for all labor relations issues. Ensures company compliance with the collective bargaining agreement. Acts as a liaison between the Union and outside legal counsel. Assists outside legal counsel in grievance processing and contract application. Recommends and oversees program goals and objectives in all areas of employee relations. Oversees and performs investigations into issues such as employee complaints, policy violations, disciplinary actions, and employee and applicant appeals and grievances. Provides guidance and recommendations for problem resolution to department managers and individuals. Collaborates with senior management to foster and maintain a work environment in keeping with the company's mission and values. Collaborates with executive officers, directors and managers to identify organizational development needs and oversee initiatives to address those needs. Oversees the design, implementation, and administration of the company's benefits and compensation programs to ensure compliance and consistency. Ensures company compliance with all labor laws, regulations, and reporting requirements, including EEO, ADA, FMLA, and OSHA. Maintains up-to-date knowledge of labor laws and regulations, as well as industry trends and best practices in human resources, recommending and implementing changes when appropriate. Provides senior management with regular updates on employee and labor relations. Develops and oversees the human resources budget. Has a general understanding of how to operate within the company HRIS and office software to meet department needs. Oversees the maintenance of accurate and confidential employee records, ensuring compliance with privacy regulations and data protection laws. QUALIFICATIONS: Bachelor's degree in business, HR or related field, or equivalent combination of education, experience, and training. A minimum of 10+ years of progressive HR experience with at least 5 years in a leadership role. A minimum of 3 years of labor relations experience in a union environment. Thorough knowledge of labor relations practices and legal requirements. Thorough knowledge of HR related federal, state and local laws and regulations. Excellent interpersonal skills, with the ability to build strong relationships at all levels of the organization. Excellent managerial skills and ability to evaluate the work of others. Excellent verbal and written communication skills. Strong analytical skills and ability to interpret and communicate data. Professional certifications such as SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential are highly desirable. General understanding of HRIS and office software. Absolute ability to maintain confidential information. Love of books and reading. LOCATION: Portland, Oregon, United States

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, ************, *********************

Human Resource Management & Development ( HRMD ) is made up of several departments that serve as advocates for the GW community and consistently provide discreet, valuable, and personalized service that is timely and responsive. HRMD helps GW to maintain a diverse workforce of the highest caliber and to support employees in their roles within the university. The Director HR acts as the senior HR advisor for school/division leadership (typically Deans and Vice Presidents) and engages routinely with those leaders as well as managers and staff to create and maintain a work environment that best supports the mission of the school/division (programs, research, and other strategic opportunities as directed by leadership). This role oversees all employee life cycle actions within the portfolio (either directly or through subordinate staff) as they relate to recruitment and retention, diversity and inclusion, employee relations and organizational development. The primary duties include but are not limited to: Advise school leadership on strategic human capital issues and to ensure that appropriate and timely HR resources are available to support the client base as needed. Strategize with client leaders on organizational structure, initiatives, communications, and anticipated employee reactions to initiatives and actions. Monitor data, track trends, and help develop HR initiatives and programs to address concerns and add value to the organization Partner with HR SMEs (Subject Matter Experts) and school/division Leadership to plan and carry out activities relating to HRMD . Provide coaching and counseling on ER (Employee Relations) related matters within school/division, review ER documentation to advise on appropriate next steps Explain compensation related structure and practices to managers and employees, and train clients on compensation topics Assess and provide training and development opportunities for school/division Manage the annual performance management and merit process in the school/division This position reports directly to Managing Director, HR Business Partners. The Director HR will supervise HR Managers and will coach, develop, and provide escalation support for direct reports. Qualified candidates will possess broad HR experience including recruitment, diversity and inclusion, employee relations and organizational development and have demonstrate a record of proactive, service and ability to deal effectively with a diverse and demanding client base. Performs other related duties as assigned. The omission of specific duties does not preclude the supervisor from assigning duties that are logically related to the position. Minimum Qualifications Qualified candidates will hold a Bachelor's degree in an appropriate area of specialization plus 9 years of relevant experience, or, a Masters degree or higher in a relevant area of study plus 7 years of relevant experience. Relevant experience must include supervisory experience. Degree must be conferred by the start date of the position. Degree requirements may be substituted with an equivalent combination of education, training and experience. Preferred Qualifications Previous experience working within a higher education highly preferred. Experience working within a research environment highly desirable. Thorough knowledge of HR policies, procedures and practices, company benefit programs, personnel administration systems, salary administration, recruitment techniques, EEO and Affirmative Action Planning, and relocation procedures. Knowledge of federal and state laws as they relate to HR issues, plus exploration and production business acumen is preferred in this position. Previous supervisory experience is highly desirable. Excellent interpersonal and communication skills and proficient in Microsoft Word, Excel, and PowerPoint. Demonstrate ability to multitask in a fast-paced environment in an organized and efficient manner. Exhibit proactive, service-oriented manner and ability to deal effectively with a diverse and demanding client base. Work Schedule 8-5, variable

SUMMARY OF POSITION: The Director of Human Resources (HR) is responsible for the human resource function for the Washington City Mission, a Christ centered, nonprofit organization dedicated to serving individuals and families experiencing homelessness. This role ensures the organization attracts, develops, and retains a highly qualified, mission-driven workforce while maintaining compliance with all employment laws and fostering a safe, inclusive, and supportive environment. DUTIES AND RESPONSIBILITIES: Leadership and Strategy Serve as a member of the senior leadership team, contributing to organizational strategy, workforce planning and culture development. Align HR policies and practices with the organization's mission, values, and strategic goals. Promote a culture of diversity, equity, inclusion, and respect throughout the organization. Recruitment & Staffing Oversee recruitment, selection, and onboarding processes to ensure the shelter attracts and retains qualified and mission-driven employees. Partner with managers to forecast staffing needs and develop creative recruitment strategies. Employee Relations and Development Provide leadership in resolving employee relations issues, ensuring fair and consistent application of policies. Oversee performance management processes, including evaluations, coaching, and progressive discipline. Develop and implement professional development and training programs to support staff growth and retention. Administer compensation, benefit, and leave programs, ensure competitive offerings appropriate to the nonprofit sector. Collaborate with finance to develop and monitor HR budgets Manage relationships with benefits brokers and vendors Compliance & Risk Management Ensure compliance with federal, state, and local employment laws and nonprofit best practices. Maintain personnel records in accordance with applicable laws and organizational policies. Develop and enforce workplace safety and wellness initiatives, ensuring compliance with OSHA and other regulations. HR Operations Lead the development and implementation of HR policies, procedures, and employee handbook updates. Manage HR technology systems, ensuring accuracy and efficiency in payroll, timekeeping, and employee records. Provide HR metrics and reports to leadership and the board as needed. SKILLS AND QUALIFICATIONS: Mature Christian, committed to and passionate about sharing the gospel and building disciples of Jesus Christ with the needy, homeless, addicted, and mentally ill. Strong knowledge of employment law. HR best practices, and nonprofit HR management. Demonstrate ability to build trusting relationships and resolve conflicts with fairness Excellent leadership, communication and organizational skills. Commitment to the mission of serving individuals and families experiencing homelessness Ability to manage sensitive information with confidentiality and integrity EDUCATION/EXPERIENCE: Bachelor's degree in human resources, Business Administration, or related field required; master's degree preferred At least 7-10 years of progressive HR experience, with 3-5 years in a leadership role. Nonprofit and/or social services sector experience strongly preferred. Ability to manage sensitive information with confidence and integrity.

Job Description Human Resources Manager Who we are: Atkore is forging a future where our employees, customers, suppliers, shareholders, and communities are building better together - a future focused on serving the customer and powering and protecting the world. With a global network of manufacturing and distribution facilities, Atkore is a leading provider of electrical, safety and infrastructure solutions. Who we are looking for: We are currently looking for an HR Manager to be based out of Pendleton, OR. Reporting to the Senior HR Manager of Oregon for our Plastic Pipe Strategic Business Unit. This position will oversee recruitment and retention, onboarding, employee relations, compliance, training, and compensation for their plant or corporate functions. They are responsible for the development and administration of HR policies and procedures, as well as administering corporate policies. The HR Manager will have a strong relationship with the leaders of the teams they support and must be able to understand business issues and bring solutions that advance the greater interests of the business. The ideal candidate will have a Bachelor's Degree in Business Administration, Human Resources or a related field and a minimum of 5+ years' years of experience in Human Resources across multiple HR disciplines, preferably in a mid-sized company (1,000-10,000 employees); manufacturing experience is strongly preferred. What you'll do: Provide HR support in new initiative rollouts in the form of innovative ideas, communication, change management, and thought partnership. Act as strategic business partner with client groups. Partner with leadership to drive talent and performance management including succession planning, training and development, performance review completion, etc. Manage recruitment for all positions within client groups. Provide tools and support to help management teams drive engagement and alignment (culture) including assisting with planning employee engagement events (e.g. luncheons, picnics, recognition, etc.). Provide coaching/mentoring to supervisors regarding employee relations, difficult conversations, and process improvements. Conduct workplace investigations and report out on findings. Ensure compliance with employment related laws (EEO, OSHA, FLSA, ADAAA, FMLA, etc.) including maintaining employee files. Be the main point of contact for all benefits, pay, and job-related questions. Support and drive process improvements for Atkore-wide people-related programs and best practices. Report out on HR metrics and prepare presentations as required. What you'll bring: Bachelor's Degree in Business Administration, Human Resources, or a related field is required. 5+ years' years of experience in Human Resources across multiple HR disciplines. Ability to build and effectively manage interpersonal relationships. Adaptable to changes in the work environment, comfortable with multiple competing demands and able to deal with frequent change, delays, or unexpected events in a calm and logical manner. High attention to detail, accuracy, time management, and organization. Proven knowledge of HR systems and databases. People-oriented and results-driven with the ability to effectively manage a team and projects. Experience in labor relations, lean manufacturing or a business system-based company is a plus. Within 3 months, you'll: Complete your new hire “Immersion” so that you are ready to rock in your new role. Have developed relationships with the key stakeholders for this role. Be fully competent in navigating Atkore's HRIS (UKG) and be almost completely familiar with the day-to-day ‘standard work' for all HR process relevant to Atkore's HR Business Partners. Within 6 months, you'll: Understand your team and the business priorities of the locations they support and how you can support their success. Be comfortable with the day-to-day activities necessary to serve your client groups. Be leading the full-cycle recruitment process for the openings in the groups you support through a new hires' onboarding and immersion experience. Within 12 months, you'll: Have built a reputation as someone who is reliable, uses good judgment, hits deadlines, and has made mistakes that you've learned from. Be relied on by your client groups as a value thought partner for all people-related issues. Be sought-after across the broader HR team for your talent, work product, enthusiasm and reliability. Atkore is a five-time Great Place to Work© certified company and a three-time Top Workplaces USA award winner! We're committed to creating an engaged, aligned workforce driven by a collaborative culture. Our team strives for breakthrough results and stays focused on being standout leaders. We consistently live the Atkore mission, strategic priorities, and behaviors consistent with our core values. Join our team and align yourself with an industry leader! As of the date of this posting, a good faith estimate of the current pay for this position is $91,280 - $125,510. Placement in the range depends on several factors including, but not limited to, specific competencies, relevant education, qualifications, certifications, relevant experience, skills, seniority, performance, shift, travel requirements, and business or organizational needs and may change over time. Other compensation may include, but not limited to, overtime, shift differentials, bonuses, commissions, stock, and other incentives. Benefits available include: Medical, vision, and dental insurance Life insurance Short-term and long-term disability insurance 401k Paid Time Off Paid holidays Any leave required under federal, state, or local law Benefits are subject to vesting and eligibility requirements. Applications are being accepted on an ongoing basis. #LI-MH1

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.

The City of Bend is accepting applications for one (1) regular, full-time Human Resources Director in the City of Bend's central HR Department. This is a salaried, exempt (overtime ineligible), non-represented position. The City may use this job posting to create an eligibility list for future hiring purposes. Please review the entire job posting, including the application requirements at the end. The City of Bend Human Resources Director provides strategic leadership and oversight of all HR programs, policies, and services for the City. The HR Director will promote a high-performance, customer-focused, and inclusive culture; build trust and partnerships; and provide executive level advice to City leaders. This position aligns people strategies with the City's goals that are informed by organizational values and community priorities reflected in Council Goals. This position develops and implements strategies to attract, retain, and engage a high-performing, diverse workforce, while ensuring compliance with applicable laws, collective bargaining agreements, and City policies. The HR Director reports to the Assistant City Manager/Chief Innovation Officer and serves as a trusted advisor to executive leadership, department heads, and elected officials on workforce planning, employee/labor relations, and organizational development. The HR Director has a broad range of strategic, analytical, administrative, and project management duties. The position plans, organizes, manages and provides administrative direction and oversight for all functions and activities of the City's HR programs and services with the support of 10.5 full time employees in Central Human Resources. The City's Human Resources function is comprised of a Central HR Department and decentralized Departmental Human Resources units. Classification Framework: Executive Officer IIThe following duties are a sample of major duties performed in this role and is not intended to be an exhaustive list. * Develops and leads the implementation of City-wide HR strategies, structures and processes that are consistent with the City's goals and ensures that the appropriate resources and structures are in place to deliver effective results. * Builds positive relationships with key stakeholders through communication, transparency, and shared problem-solving. Demonstrates insight into the varied programs and services of the City and applies occupational-specific knowledge to advance the City's goals, in partnership with the departments. * Works collaboratively with the City Manager, the City Council, department Directors, senior leaders, and labor representatives to build partnerships, assess and address organizational needs, and meet shared objectives. * Instills value-based decision making, public stewardship, and cultivates a climate of accountability within the department and across the organization. * Demonstrates a high level of emotional intelligence. * Manages complexity, is a sophisticated systems thinker, and balances strategic mindset with hands-on operational oversight. * Champions a culture of diversity, equity, inclusion, and accessibility and recommends ways to embed these principles into City systems and processes. * Communicates effectively, both orally and in writing, while demonstrating professionalism and diplomacy in challenging situations. * Maintains awareness of HR industry best practices and incorporates them into City operations. * Directs the development and administration of budgets, policies, projects and programs of the department to effectively and efficiently deliver high quality services to the City. * Ensures department and City operations conform to local, state, and federal government regulations, and applicable HR related rules and policies. * Leads the development, documentation, and communication of consistent and transparent human resources processes across the organization. Oversees key functions such as Citywide HR administration and policy, labor relations, classification and compensation, leave, and benefits. * Proactively monitors and evaluates the efficiency and effectiveness of the human resource service delivery model and identifies opportunities for improvement using HR best practices and developed key performance indicators. * Provides a team environment where employees feel valued and can make meaningful contributions. The ideal candidate will have a successful career as a leader with executive level experience in HR administration; labor and employee relations; classification & compensation, talent acquisition & retention, information systems & processes, leaves, and benefits. The HR Director will be a strong communicator, collaborator, and problem-solver. They will have demonstrated experience with process improvement. The HR Director will be flexible with strong management skills and a customer-centered focus. The HR Director will be a hands-on, forward-facing leader that will drive culture change that encompasses diversity and inclusion and enables all employees to perform at their best. Candidates who meet the listed minimum qualifications, including an equivalent combination of education and experience will be considered for an interview. Please ensure your application includes information about your education, relevant paid and unpaid work experience, and applicable licenses and certifications. Avoid referencing your resume in the job duties section of the application. Minimum Qualifications: * Bachelor's Degree; AND * At least nine (9) years' progressively responsible human resources experience and at least seven (7) years of people management experience; OR * An equivalent combination of education and experience sufficient to successfully perform the essential duties of the job. Desired (but not required) Attributes: * Five (5) years of public sector experience with organizations of similar focus and composition; * Experience as a HR Director or similar role; * Extensive experience with organized labor (collective bargaining, contract and grievance administration); * Professional certification (SHRM-SCP or equivalent). Application Deadline: Applications received by Friday, November 14, 2025, 12:00 PM (noon) Pacific Time will be included in an initial review and consideration for interview; however, the position will remain open until filled. Application Requirements: To be considered for an interview, applicants must complete an online application including the following attachments (failure to include required attachments may result in disqualification): * Cover Letter * Resume The Community: Bend is nestled on the Eastern side of the Cascade Mountain Range, where little of the precipitation that is so often associated with Oregon actually makes it across the mountains. Bend receives an average of less than 12 inches of precipitation per year and enjoys lots of sunny, blue skies which is one reason our city is ranked among the most desirable places to live by national magazines. Bend offers many amenities for a city of its size. In addition to the sunny climate, people continue to move to the region for its year-round outdoor recreational activities, well established retail, top-rated restaurants, award winning parks system and thriving sense of community. With over 2.5 million acres of public land and open space, the area offers something for everyone. Opportunities abound for a variety of activities such as golf, bike riding, hiking, skiing, boating, camping and fishing. City Government: The City of Bend operates under a Council-Manager form of government. The City Council consists of a mayor and six councilors serving staggered four year terms. Appointed by the City Council, the City Manager administers the City's day-to-day operations. With a population of approximately 104,089 residents. Bend serves as the center of business activity for Central Oregon with a greater population of approximately 208,616. City departments include Police, Fire, Public Works, Community Development, and Central Services. The City of Bend currently has approximately 830 full time employees and a 2025- 2027 biennial budget of $1.48 billion. For more information on the City of Bend, please visit: ****************** Veterans' Preference: Applicants seeking Veterans' Preference as a qualified veteran or disabled veteran must attach appropriate documentation to their application. For more information click here. Equity Statement: The City of Bend remains committed to building a workforce that advances diversity and inclusion within our community and all we do. We recognize that not everyone starts from the same place, and that gender, race, ability, sexual orientation, and other identities face different barriers. We welcome applicants from all backgrounds and are dedicated to creating an inclusive, safe, and respectful workplace where employees can thrive without these barriers. A more extended version of the City of Bend's Organizational Equity Statement is available upon request. Benefits: The City of Bend offers an excellent competitive benefits package for Employees and Dependents for health and dental coverage, retirement benefits, and a robust paid leave program. Details are available on the benefits tab of the job posting. Starting Compensation: Starting compensation is determined based on a pay equity analysis considering the candidate's education, applicable work experience, and internal equity. Please include all relevant information on your application.

Benefits of Working at Nisqually Red Wind Casino Include: FREE Medical/Dental/Vision (Spouse and dependent coverage is also available at low rates and reasonable deductibles) FREE Short-Term Disability, Life and Accident Insurance FREE Meals FREE gaming license renewals 3X Life Insurance Coverage Up To $500,000 Relocation Fees Negotiable Paid Time Off & Floating Holidays 401(K) Retirement Program Tuition Reimbursement Health & Wellbeing Reimbursement Team Member Assistance Program (The Team Member Assistance Program (EAP) provides our team members and their eligible dependents with confidential access to short-term, professional counseling and legal services at no additional cost.) Team Member Awards and Incentives Flex spending and Dependent care spending Periodic Team Member contests and giveaways Team Member dining and gift shop discounts POSITION OBJECTIVE: Oversee HR operations, ensuring prompt, courteous, and professional service to all guests. Our Mission: To enhance continued economic viability and quality of life for the Nisqually Indian Tribe, our Team Members, and the neighboring communities. Our Vision: Creating incredible experiences. Our Core Values: Integrity, Communication, Accountability, Respect, Teamwork JOB SUMMARY: Oversee all HR functions: organizational structure, employment, database maintenance, benefits, relations, training, policy development, and workplace culture. Set standards for professionalism, ethics, and integrity. Promote a positive environment encouraging teamwork and personal development. Prevent liability and litigation using knowledge of employment practices and law. Provide technical assistance in employment, evaluation, training, wages, benefits, and labor relations. Supervise HR Team Members and manage the HR budget. Assist in developing and achieving strategic goals. Requirements QUALIFICATIONS Required skills and knowledge: 4-Year degree in HR Management in a related field with HR concentration or in an equivalent position and training. HR Certification/Accreditation. 5 years of HR management experience, including 1 year at the Executive HR Director level. Knowledge of employment laws, benefits, salary structures, management development, and Team Member relations. Strong leadership, business acumen, and guest service skills. Experience in strategic planning and budget management. Excellent communication, strategic thinking, problem-solving, and interpersonal skills. Ability to work with senior leadership, regulators, and the board of directors. Intermediate computer skills, including HRIS systems. Organizational abilities and a guest service mindset. Adaptability to an Indian Gaming environment. Ability to work in a team, solve problems, take initiative, and adapt to change. Positive attitude, decision-making skills, and ability to meet deadlines. Ability to work all shifts, including nights, weekends, and holidays. Ability to work independently and keep current with new technologies. Pass NRWC pre-employment testing and obtain a Class III Gaming License. PREFERRED REQUIREMENTS: Experience in Tribal Gaming. Certification in Red Wind's “Service First “Program. 3 years as Executive Director of HR. Master's Degree or higher in Human Resource or related field. Experience with Tribal HR Law. PHYSICAL REQUIREMENTS: Ability to bend, reach, push, pull, squat and lift up to 25 pounds. Ability to sit, stand or walk for extended lengths of time. Manual and finger dexterity for operation of personal computer and routine paperwork. Ability to tolerate a noisy, smoke-filled environment. ESSENTIAL FUNCTIONS OF THE JOB: Oversee HR policies, practices, and activities. Ensure compliance with legal requirements and regulations. Respond to policy and program inquiries. Develop and maintain communication programs/processes. Conduct research to identify best practices and trends. Forecast staffing needs and oversee recruiting. Create new policies and procedures. Complete annual salary surveys and oversee Wage Committee. Develop and maintain job descriptions. Design and facilitate HRIS systems, database and HR business analytics. Ensure compliance and maintenance of personnel records. Oversee training and development programs. Conduct investigations into harassment and other complaints. Advise Executive Team on HR management issues. Select and manage Team Member benefit providers. Function as labor relations manager. Review onboarding and exit interviews to improve retention. Oversee onboarding programs, evaluation system and retention efforts. Ensure compliance with grievance procedures, drug and alcohol policy, and other regulations. Contribute to succession planning and tribal training. Serve on committees and prepare reports. Perform other duties as assigned. NATIVE AMERICAN HIRING PREFERENCE Rev. 12.08.2025

Job Description Human Resources Manager A-1 Hospitality Group is seeking a motivated and energetic Human Resources Manager that will partner closely with our hospitality teams to support, grow and develop our teams. This is an ideal position for a motivated and energetic Human Resources professional who is seeking career growth. If this career path aligns with your professional goals, we encourage you to apply today! Job Summary: The Human Resources Manager will focus on providing effective human resources support to our hospitality team, liaising directly with the properties General Managers. This position will be a key business partner and will be heavily involved with our hotel recruitment, recognition and retention efforts, progressive discipline, performance management, training and development and day-to-day HR tactical work. The Human Resources Manager will provide effective guidance and support on all HR matters for our hospitality portfolio. They will collaborate with all levels of the organization while ensuring consistent application of HR policies and programs across the Company. Job Responsibilities: Partner closely with hotel leadership to effectively manage all people matters across the hospitality portfolio. Guide and support the management team with performance management and progressive discipline issues. Conduct sensitive employee relation matters including investigations; liaising with legal team as necessary. Assist in the formulation and execution of recruitment efforts for hospitality, including full-cycle recruitment of key positions, with support from the Recruitment Advisor. Communicate effectively with internal stakeholders of varying levels across the organization. Support in scheduling and delivering new hire on-boarding training sessions. Collaborate closely with hotel hiring management, payroll and HR team to ensure new hire on-boarding is completed accurately and timely. Track and understand HR data and current market drivers for recruitment and retention; modify strategy accordingly. Assist in compensation and benefits reviews, employee progressions and changes. Develop, implement and deliver training and development policies and programs. Demonstrate HR leadership by enhancing, embodying and communicating HR policies and procedures, including creating new policies and procedures as required. Ensure consistent application of HR policies and programs. Monitor legislative changes and HR market drivers including those related to immigration. Operate with the highest level of confidentiality and integrity on all HR files. Job Qualifications and Experience: Undergraduate degree; certificate or diploma in HR Management or related area. Previous related experience in progressive HR positions. Prior experience in the hospitality industry is a significant asset. Advanced customer service skills. Strong attention to detail and commitment to accuracy. Effective communication and relationship building skills. A commitment to confidentiality. Knowledge of and ability to apply employment standards and human rights legislation. Effective organizational and time management skills with a focus on achieving deadlines. This position would be based in our Corporate Office located in Kennewick, WA. Wage: $28.85-$31.25 per hour Benefits: Medical, Vison, Dental Insurance after 60 days of full time employment. (Full Time Only) Vacation hours after 90 days of employment. (Full Time Only) Sick time hours after 90 days of employment.

Job Details Nespelem - Nespelem, WA $102651.00 - $138714.00 Salary/year Description SALARY: $102,651.00-$138,714.00, salary/yearly REPORTS TO: Centralized Services Director Basic Functions: This is an exempt position. The Human Resources Director is responsible for the strategic and operational leadership of the Tribes' Human Resources Department, serving over 75 programs across the organization. This position ensures HR practices support the Tribes' mission, values, and self-governance objectives while complying with applicable tribal, federal and state employment laws. The HR Director oversees the recruitment and retention, employee relations, performance management, compensation and benefits administration, training and development, and organizational compliance. Qualifications MINIMUM QUALIFICATIONS: Education and Training: The position typically requires a Bachelor's Degree in business, public administration, organizational management, human resources, or equivalent discipline and 8 years of experience in human resources, including three years in a senior administrative capacity within a human resources environment. A Masters' Degree is preferred and will substitute for some experience. Requires a valid Drivers' License. Knowledge, Skills, and Abilities: Requires advanced professional knowledge and professional specialization in the principles, practices, and techniques of employee relations, human resources management, organization and employee development, succession planning, recruitment and selection, salary administration, benefits, tribal member rights and equal employment opportunity, and group process facilitation. Requires well-developed knowledge of the principles and practices of modern supervision, including participative decision-making. Requires a knowledge of human resources information systems (HRIS). Requires sufficient language skill to prepare complex reports, business plans, and persuasive correspondence and technical materials. Requires sufficient math skill to prepare budgets for all human resources functions and to analyze statistical, economic, and numerical information. Requires advanced human relations skill sufficient to conduct complex labor negotiations, deliver education to small groups, influence the behavior (motivate) of groups and individuals, and a display unique sensitivity to a diverse population of current and prospective employees. Requires special skills in facilitating problem-solving and grievance procedures, and conducting internal investigations. Requires demonstrated experience in policy development, strategic planning, and organizational change. Requires knowledge for the role Human Resources plays in organizational audits. This position requires proficiency in Paycom. Requires strong knowledge of employment law (Tribal, Federal, and State). Requires the ability to carry out the essential functions of the position. Requires the ability to guide and motivate others toward goal achievement. Requires the ability to organize, plan, develop, and write new programs, develop new concepts, analyze supporting data and prepare clear and concise reports. Requires the ability to develop and maintain a productive employer/employee relations program. Requires the ability to communicate professionally orally and in writing, make presentations to the Colville Business Council, programs and outside agencies, organizations, and entities. Requires the ability to develop, monitor, and maximize financial resources. Requires the ability to inspire and promote awareness of socioeconomic and cultural diversity. Requires the ability to counsel staff, direct and facilitate development of personal and team perspectives, develop training programs, and deliver training. Requires the ability to be fair minded, work cooperatively and productively with others, and contribute to a positive organizational climate. Requires sufficient visual acuity to recognize printed materials. Requires auditory ability to speak and hear in large and small group settings and carry on in-person and phone conversations. Requires hand-eye-arm coordination to use a personal computer keyboard. Requires ambulatory ability to move to various work locations. Requires the ability to attend meetings at off-hours. Note: Pursuant to Tribal Policy, if this position is safety sensitive it is subject to pre-employment drug testing. In addition, this position is subject to reasonable suspicion and post-accident drug testing. TRIBAL MEMBER AND INDIAN PREFERENCE WILL APPLY; PREFERENCE WILL ALSO BE GIVEN TO HONORABLY DISCHARGED VETERANS WHO ARE MINIMALLY QUALIFIED. If required of this position, you must possess and maintain a valid Washington State driver's license and be eligible for the Tribes' Vehicle Insurance. In addition, this position may be subject to pre-employment background clearances. If applicable, these clearances must be maintained throughout employment. INFORMATION: Confederated Tribes of the Colville Reservation, Human Resources Office, P. O. Box 150, Nespelem, WA 99155, **************************************. ************

Jefferson Healthcare is seeking a dynamic, results-oriented, highly motivated Chief Human Resources Officer (CHRO) to join our executive team. This is a key leadership role for a strategic, innovative, emotionally intelligent HR professional with a demonstrated record of success. You will lead all HR functions, drive organizational development, and shape culture through initiatives that strengthen engagement, accountability, talent, and performance. As a trusted advisor and key architect of our long-term success, your leadership will directly impact our people, operations, and mission-driven care. Full-Time, Exempt Position Competitive Total Rewards Package Sign On Bonus and Relocation Eligible Industry-Leading Benefits, our comprehensive benefits package ranks in the top 1% of all employers in Washington State. Generous Paid Time Off Jefferson Healthcare is one of the top employers on the beautiful Olympic Peninsula and near Seattle, Victoria, Vancouver, and BC. We are a DNV accredited, 5 Star rated 25-bed Critical Access Hospital with six rural health clinics and a wide scope of specialty services; we provide exceptional care for more than 25,000 residents of East Jefferson County. Jefferson Healthcare is the largest employer in Jefferson County with over 1000 employees and growing. Port Townsend has been named as one of the coolest small towns in America ... with good reason. There are unlimited festivals, endless recreational/hiking/skiing/sailing activities, great places to eat, and a strong and vibrant community feel. National Geographic calls Port Townsend "one of the most sophisticated places west of Seattle" and 16 Best Places to Live in the US in 2015 by Outdoors Magazine. What we are looking for Bachelor's degree required; Master's degree strongly preferred. Minimum of 8-10 years of progressively responsible experience in human resources leadership, healthcare experience preferred. Must include experience across multiple HR disciplines (e.g., compensation, benefits, labor/employee relations, HRIS.) Experience in labor relations and/or labor negotiations preferred. Minimum of 5 years of leadership or supervisory experience required. Must remain current in HR knowledge and meet hospital-mandated education, certifications, and licensure requirements, as applicable. Must bring immediate credibility to the HR function through strong professional qualifications, leadership capabilities, and demonstrated integrity. Excellent interpersonal, communication, and presentation skills, along with strong organizational abilities, are essential. Human Resources certification (e.g., SPHR, GPHR, SHRM-SCP or equivalent) preferred. Learn more about Jefferson Healthcare To inquire about this position, please contact HR Operations Partner, Jessie Michaels at ********************************* Jefferson Healthcare is an Equal Opportunity and Affirmative Action Employer. We promote excellence through diversity and encourage all qualified individuals to apply. Disclaimers: As part of Jefferson Healthcare's commitment to a safe and high-quality workplace, all candidates are required to complete pre-employment screenings, including a criminal background check, and for certain positions, a drug test. Screenings are conducted in accordance with RCW 43.43.815, RCW 43.43.830-.842, and RCW 49.44.240, as well as Jefferson Healthcare's Drug and Alcohol Policy. Roles designated as safety-sensitive may be tested under a standard or modified (non-THC) drug panel, consistent with Washington State law. The base salary range for this position reflects both market competitiveness and the full compensation potential for the role. Individual offers will be determined based on a candidate's qualifications and experience beyond the stated minimum requirements. In most cases, compensation will fall between the minimum and midpoint of the range. Placement above the midpoint will be reserved for candidates whose qualifications significantly exceed the minimum requirements.

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. 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.

HUMAN RESOURCES DIRECTOR Reports to: Superintendent Term: 260 Days Hours/day: 8.0 Building: District Office Exemption Status: Exempt Union Affiliation: Not represented Salary: Non-Represented Classified Salary Schedule (initial placement upon entering the district will be no higher than step 4) Benefits: Eligible for SEBB Health Insurance, DRS Retirement contributions, VEBA HRA contributions Leave: 29 days of vacation leave per year, 12 days of sick leave POSITION SUMMARY: Under the direction of the Superintendent, the Human Resources Director will execute all HR procedures and programs for district staff and provide customer service as needed to ensure district human resources needs are met. The Human Resources Director is responsible for the establishment and operation of all personnel systems, procedures and records of all employees and employee groups consistent with federal and state laws, district policies and sound administrative procedures and practices. The Director provides the Superintendent and administrators with bargaining agreement interpretation, budget preparation, staffing information and other related data to ensure an efficient and legal operation. The Human Resources Director works closely with Payroll Specialist and Finance Director to issue contracts and ensure employee pay is accurate and timely. The Human Resources Director coordinates district investigations and acts as an advisor to administrators on labor relations. The Human Resources Director observes strict confidentiality with all personnel information and sensitive circumstances. ESSENTIAL RESPONSIBILITIES: This list of essential functions is not exhaustive and may be supplemented as necessary. Depending upon individual assignment, the employee may perform all or a combination of several of the following duties: Labor Relations * Serves as primary resource to the Superintendent on all matters associated with employees. * Learns and maintains working knowledge of current federal and state laws and regulations that apply to human resources management. * Learns and maintains working knowledge of local, state and federal employment requirements. * Implements and administers board policies and district procedures pertaining to district personnel. * Assures a fair and equal opportunity for all applicants by following principles and concepts contained in the district's Affirmative Action Plan. Acts as the Affirmative Action Officer for the district. * Provides guidance concerning district personnel policies and procedures, and disciplinary actions. * Liaison on matters involving personnel investigations. * Collaborates in the implementation of Reduction in Force (RIF) when required, working with Superintendent, union officials and legal counsel, issues RIF notifications. * Issues annual 'Reasonable Assurance' letters to all classified staff, substitutes and co-curricular staff. * Tracks, issues, posts, and maintains mandatory employee notifications, i.e. FLSA posters, CHIPRA notice, etc. Recruitment/Operations * Develops, facilitates, and implements all phases of the recruitment process, including identification of a qualified, diverse pool of applicants. Supports interview committee by providing interview questions, interview schedule, and scheduling candidates as needed. * Responsible for all staffing operations including position changes, position transfers and separations district wide, in collaboration with staffing operations teams. * Oversees onboarding process of all new hires including background check and fingerprinting compliance gathering all onboarding paperwork. * Coordinates district participation in the career fairs, attends as district representative. * Develops and modifies job descriptions for all positions in the District as needed. * Conducts new hire orientation, including overview of available benefits, selected board policies, payroll, district resources, etc. * Provides orientation and training for all substitutes. HRIS, Contracts, Payroll * Enters all HR related employee information into the information system Skyward/Qmlativ. * Gathers all data required for accurate placement of certificated staff on the certificated salary matrix; Enters clock hours, processes verifications of experience, academic and in-service credits, and verification of degrees. * Calculates salary changes (e.g. additions, reductions, increases, contract starts and stops, etc.) to ensure accuracy of annual salaries and placement of employees on appropriate salary schedule. * Prepares and distributes annual contracts of employment as required, including teacher and administrator base salary, supplementary contracts, all stipend contracts and annual classified position summary reports. * Prepares the annual certificated and classified Personnel Budget in Skyward/Qmlativ, prepares salary calculations for use during the annual budgeting process and during negotiations. * Generates and submits all personnel actions regarding certificated and classified staff, such as salary placement and changes, new hires, resignations, retirements, leaves of absence, account code changes, etc., to Payroll. * Prepares personnel report referencing all employee changes to submit to the school board for approval. * Assists the district in its migration from the information system, Skyward, to the information system, Qmlativ. Benefits Administration * Acts as primary Benefits Administrator for School Employee Benefits (SEBB) and provides customer service and support to employees on all benefits-related issues. * Communicates annual open enrollment timelines and assists staff with questions. * Issues SEBB eligibility notices to all staff regarding their eligibility status, according to SEBB defined conditions and timeframes. * Issues DRS retirement contribution eligibility notices to all staff regarding their eligibility status, according to DRS defined conditions and timeframes. * Publishes federal and state benefits as required by law. * Ensures information regarding additional benefits are communicated to staff throughout the year. * Manages the district's workers compensation program. * Acts as point of contact regarding all benefit-related questions. Leaves * Processes long-term leave requests in compliance with federal law, state law and collective bargaining agreements. Monitors employee leave status. * Works closely with supervisors to ensure that they are aware of long-term employee absences. Records Management * Maintains tracking sheets of new hires, seniority, provisional status, evaluations, separations, measles vaccinations, teacher credentials/certification renewals, accommodations, leaves, ongoing HR projects, etc. * Publishes annual certificated and classified seniority lists as required by collective bargaining agreements. * Ensures the completion of all employee evaluations and observations as required by district policies and collective bargaining agreements. * Oversees personnel record management and ensures compliance with the Washington State Public Schools (K-12) Records Retention Schedule. Compiles, maintains and files all reports, records and other documents as required. Documentation * Annually updates and distributes employee handbook. Implements and maintains procedures to ensure that employees are informed of personnel policies, procedures and programs that affect them. * Updates and maintains collective bargaining documentation including settled agreements and memoranda of understanding, letters of agreement, etc. * Creates, updates and maintains all personnel-related forms and posts to online forms page. Reporting * Prepares and submits district, state, and federal personnel-related reports by established deadline. * Acts as district administrator of the OSPI Educator Equity Data Collection process and provides evidence of board approval of all out of endorsement assignments, annually. * Responsible for maintenance and submittal of the Affirmative Action Plan, Staff Hiring Projections, Sexual Harassment Policy and Procedure Efficacy report, TPEP evaluation status, S-275, and SEES survey. * Available to attend board meeting as required. Negotiations * Bargains on behalf of the district for both certificated and classified collective bargaining agreement negotiations alongside other bargaining team members. * Provides necessary personnel data and information to promote informed negotiations. * Understands, interprets and communicates collective bargaining agreements to administrators and staff. Training & Professional Development * Ensures and documents all state mandated and required training for all new employees and annual updates for all employees, paraeducator competencies, ETS tests, first aid / CPR training, etc. * Assists with preparations and delivery of in-service training for staff, including clock hour proposals through the NWESD pd Enroller system, as requested. * Attends meetings, workshops, and seminars as assigned to convey and/or gather information required to perform job functions. Technical Administration and Support * Acts as district-wide system administrator of Red Rover- online automated absence management system, Benefits 24/7- online health benefits system, PowerSchools-online recruiting system, and Vector Training Solutions - online school safety training system. * Maintains the district Human Resources website and all subpages of it. Other * Acts as Title IX Officer and Civil Rights Compliance Officer for the district. * Maintains consistent presence at assigned worksite and regular work hours. * Performs related duties as assigned. MINIMUM QUALIFICATIONS: * High school diploma or equivalent. * Bachelors degree in human resources, business administration, or equivalent. Qualifying experience may be substituted for education. * Valid Washington State driver's license or equivalence of mobility. * Washington State Patrol and FBI fingerprint clearance. * Legally authorized to work in the U.S. * Demonstrated commitment to valuing diversity, equity, and able to contribute to an inclusive working and learning environment. * Able to be self-reflective and possess self-awareness. * Maintain employee and employer confidentiality and handle confidential, difficult, and sensitive matters in an ethical and professional manner. * Maintain high standards of customer service and professionalism when interacting with staff and the public. * Able to establish genuine, empathetic connections with others in such a way that enhances professional relationships and performance. * Able to independently prioritize and appropriately manage multiple time sensitive tasks and projects. Demonstrate excellent organizational and time management skills and be task and deadline driven. * Able to communicate effectively, both orally and in writing in a manner that demonstrates an understanding of and sensitivity to the individual or audience being addressed. * Able to adapt positively to changing circumstances. * Possesses a learning mindset and a passion for knowledge and continuous improvement. * Excellent written and verbal communication skills. * Excellent documentation and editing skills. * Ability to compose and format professional correspondence and reports. * Ability to read and interpret specific contracts, policies and laws and apply them with good judgment in a variety of situations. * Ability to coordinate creative and successful recruitments. * Ability to format web pages to provide information to users in an accessible, intuitive, and logical manner. * Knowledge of proper English grammar, spelling, and usage. * Proficiency using PC computer; Microsoft Office software including Word, Excel and PowerPoint. Ability to independently learn and use various software programs. * Proficiency with Google suite including, Gmail, Drive, Forms, and Sheets. * Able to provide responsive customer service and support for users of specific employee software programs. * Ability to proficiently read, write, and perform accurate arithmetic calculations. * Skillful in understanding and working with fundamental bookkeeping and accounting practices. * Skillful in establishing processes and procedures that are efficient, effective, and customer oriented. * Ability to keep accurate records and perform detailed work in reference to preparation, computation of data and analyzing information both verbally and in written form. * Ability to operate a variety of office equipment and machines. PREFERRED QUALIFICATIONS: * Experience working in education. * Experience working in human resources within education organizations. * Experience with Skyward and/or Qmlativ or other human resources information systems. * Experience and/or training with cultural, ethnic and language diversity. * Bilingual candidates are encouraged to apply. WORK ENVIRONMENT: Environment is a fast-paced office with constant interruptions and inflexible deadlines in which one may deal with angry and distraught people. The employee is confined to a work area; required to have precise control of fingers and hand movements; must be able to work at a computer monitor for prolonged periods; must be able to crouch, bend, kneel and lift/move objects such as files, boxes, etc. The employee may be exposed to infectious diseases carried by children. The noise level in this environment is moderate. The employee is exposed to visual display terminal for prolonged periods. EVALUATION: The Human Resources Director shall be evaluated annually by the Superintendent, pursuant to the currently established district procedures and evaluation criteria. The process shall include an evaluation of the employee's performance of the above essential job functions.

Details Information Department Univ Human Resources Central (XHR) Title Executive 3-HR Job Title Chief Human Resources Officer Appointment Type Professional Faculty Benefits Eligible Full-Time, benefits eligible Remote or Hybrid option? Job Summary The Chief Human Resources Officer ( CHRO ) is a strategic, mission-driven, and transformative HR executive responsible for leading OSU's comprehensive human resources enterprise. The CHRO sets the vision for a modern, data-informed, and people-centered HR function that delivers excellence in service, builds organizational capacity, and strengthens the employee experience across all OSU campuses and statewide locations. The CHRO is the principal architect of OSU's people strategy, ensuring that HR services and programs are delivered with integrity, equity, transparency, and accountability. This leader upholds HR practices that reflect OSU's values, its land grant mission, and its commitment to inclusive excellence. As head of the Office of University Human Resources (************************************ ( UHR ), the CHRO sets and executes the strategic direction for a comprehensive human resources enterprise that supports OSU's mission as a premier land grant and R1 research institution. With more than 100 professionals responsible for delivering the full spectrum of HR services to a workforce of over 17,000 employees, UHR encompasses benefits and wellness, academic human resources, classification and compensation, employee and labor relations, HR strategic partners, learning and development, HR compliance, recruitment and talent acquisition, and student employment. The CHRO is also responsible for ensuring collaborative and transparent interactions with OSU'sfour employee unions (***************************************************************************** , which represent approximately 3,500 employees. The CHRO exercises significant autonomy in establishing direction, setting priorities, and allocating resources across a decentralized institution. The position carries university-wide responsibility for shaping and implementing HR strategy, policy, and practice. The CHRO's decisions have a substantial impact on institutional operations, legal and regulatory compliance, labor relations, and the overall employee experience. The CHRO partners closely with academic leaders, including the Senior Vice Provost for Academic Affairs, deans, and academic leaders on faculty and academic human resources matters and works with department heads to enable effective workforce operations. Key partners also include the Office of General Counsel, the Office of Equal Opportunity and Access, Government Relations, and shared governance bodies. The CHRO also represents OSU in state, regional, and national HR networks and plays a leadership role in assessing, anticipating and responding to evolving HR legislation and workforce trends. This role demands a strategic and collaborative HR leader with deep expertise in large, complex institutions - ideally public research universities - who brings the ability to manage the unique requirements of academic human resources, promotion and tenure, workforce planning in research-intensive environments, and the integration of HR strategy with academic priorities. The expected hiring range for this position is $280,000-$325,000. This range takes into account the wide range of factors that are considered in making compensation decisions, including but not limited to experience, skills, knowledge, abilities, education, licensure, certifications, and other business and organizational needs. Salary offers are determined based on final candidate qualifications and experience. Why OSU? Founded in 1868, Oregon State University is the state's largest public research university and one of only three land, sea, space, and sun grant institutions in the United States. With campuses in Corvallis and Bend, a robust online presence through Ecampus (********************************* , and Extension (*********************************** services in every Oregon county, OSU serves more than 35,000 students from across the globe. The university is recognized for its world-class research, teaching, and outreach, and is committed to advancing equity, sustainability and economic prosperity throughout Oregon and beyond. OSU's strategic plan,Prosperity Widely Shared (************************************************** , reflects its commitment to inclusive excellence, student success, faculty distinction and research growth. The university is a top-tier R1 institution, with more than $400 million in annual research expenditures and a strong reputation in fields such as forestry, marine sciences, engineering, public health and agricultural sciences. The university is entering a transformative period marked by two major institutional initiatives: The Huang Collaborative Innovation Complex ( HCIC ) (************************************** : Opening in 2026, the state-of-the-art interdisciplinary research center will house one of the nation's most advanced supercomputers and service as a hub for innovation in AI, robotics, clean energy, materials science and semiconductor research. The Administrative Modernization Program ( AMP ) (***************************** : A comprehensive multi-year transformation of HR, finance, procurement and grants administration that includes OSU's implementation of Workday in July 2026. AMP will modernize workforce systems, streamline administrative processes, elevate service delivery across the university and fundamentally redesign the way administration is implemented and experienced at the university. Together, these initiatives position OSU for significant growth in research, talent development and organizational excellence, offering the next CHRO an unparalleled opportunity to shape the university's workforce strategy during a defining moment in its evolution. Corvallis Oregon Nestled in the heart of the Willamette Valley (********************************** ,Corvallis (********************************* is a vibrant college town known for its natural beauty, innovation and quality of life. Home to OSU's main campus, Corvallis is consistently ranked among the best college towns in America and offers a welcoming environment grounded in curiosity, sustainability and community engagement. Corvallis is surrounded by forests, rivers and farmland, offering abundant outdoor recreation, hiking, cycling, kayaking and access to world-class natural landscapes. Its thriving arts and cultural scene, local food movement and deep connection to OSU create a dynamic and creative community. The city's commitment to sustainability is reflected in its walkability, bike-friendly infrastructure and innovative environmental policies. Located just 90 minutes from Portland and the Oregon Coast, Corvallis offers easy access to metropolitan amenities, international travel hubs and stunning Pacific Northwest landscapes. To learn more about Corvallis, please visit******************************* Total Rewards Package: Oregon State University offers acomprehensive benefits package (********************************************************* with benefits-eligible positions that is designed to meet the needs of employees and their families, including: -Medical, Dental, Vision and Basic Life. OSU pays 95% of premiums for you and your eligible dependents. -Free confidential mental health and emotional support services, and counseling resources. -Retirement savings paid by the university. -A generous paid leave package, including holidays, vacation and sick leave. -Tuition reduction benefits for you or your qualifying dependents at OSU or the additional six Oregon Public Universities. -Robust Work Life programs including Dual Career assistance resources, flexible work arrangements, a Family Resource Center, Affinity Groups and an Employee Assistance Program. -Optional lifestyle benefits such as pet, accident, and critical illness insurance, giving you peace of mind and the support you need to thrive in all aspects of your life. Oregon State University is deeply committed to the principles of a Health Promoting University. This commitment drives a collaborative approach across OSU's safety and well-being programs, reducing silos and coordinating efforts to enhance employee safety and well-being. By prioritizing resources that support the health of both employees and students, OSU fosters a culture of care and a healthier campus environment where everyone can thrive. Future and current OSU employees can use the Benefits Calculator (********************************************************************** to learn more about the full value of the benefits provided at OSU . Key Responsibilities Strategic Leadership - 55% Lead the design and execution of HR strategies that attract, retain, and develop a diverse, high-performing workforce aligned with the university's strategic plan. Serve as a trusted advisor and colleague to the President's Executive Cabinet, Provost's Council, deans, and senior leaders on workforce strategy, organizational development, and talent management. Partner closely with academic leadership to align HR policies and practices with academic and faculty affairs and academic priorities. Promotion and tenure, faculty development, and enabling the research enterprise are critical functions of the university and HR must be aligned with them. Supervise and empower director-level leaders in University Human Resources ( UHR ) by fostering trust and collaboration. Cultivate an environment where individuals are encouraged to lead with empathy, integrity, and purpose. Provide guidance and mentorship that aligns with organizational values and promotes leadership capacity. Guide the university's approach to collective bargaining and labor relations, fostering collaborative relationships with employee groups and unions, through a lens of sustainability and alignment with the university's strategic plan and values. Operational Oversight - 30% Direct and integrate HR service areas: benefits and wellness, academic HR, classification and compensation, employee and labor relations, HR strategic partners, learning and development, HR compliance, recruitment, and student employment. Oversee the development, implementation, and continuous improvement of HR systems, policies, and programs to ensure compliance, effectiveness, and efficiency. Oversee budgeting and resource management for the HR function. Culture, Equity, and Engagement - 15% Champion inclusive excellence in all aspects of HR operations and workforce practices. Foster a culture of engagement, well-being, recognition, and accountability for employees at all levels. Support organizational learning, leadership development, and workforce resilience to position OSU for long-term success. What You Will Need The new CHRO will become a member of a collaborative, supportive and highly engaged leadership team. University leadership anticipates and appreciates that each candidate will possess strengths in different measures. Nonetheless, the successful candidate will bring a majority of the following qualities to the role: + Bachelor's degree in human resources, business administration, higher education or a related field, such as labor relations, industrial psychology, leadership or organizational development. Other relevant skills, experience and competencies that provide the candidate with the skills and ability to perform the role may be considered as a substitution for the degree requirement. + At least 10 years of progressively responsible human resources leadership experience, or other relevant skills, experiences and competencies that provide the candidate with the skills and ability to perform the role + Demonstrated expertise in human resources leadership within large, complex organizations + Strong knowledge of employment law, employee and labor relations and HR compliance + Proven ability to lead organizational change, foster inclusive workplace culture and advance inclusive excellence while providing exceptional communication, negotiation and relationship-building across diverse stakeholders and governance groups + Strategic thinker with the ability to align HR initiatives with institutional goals while ensuring effective operational execution + Ability to operate effectively in a decentralized and collaborative academic environment + Experience managing HRIS systems + Data-informed decision-making skills, with experience applying workforce data analytics and HR technology to improve outcomes, workforce planning and decision-making + Experience with compensation frameworks and establishing guidelines to support compensation and classifications + Awareness of emerging trends in talent management, workforce development and management, and organizational effectiveness + Ability to exercise sound judgment, discretion, and diplomacy in complex or sensitive situations This position is designated as a critical or security-sensitive position; therefore, the incumbent must successfully complete a criminal history check and be determined to be position qualified as per University Standard: 05-010 et seq. Incumbents are required to self-report convictions and those in youth programs may have additional criminal history checks every 24 months. What We Would Like You to Have + Master's degree in human resources, public administration, higher education or a related field + Higher education experience at an R1 institution, ideally public + Demonstrated success in providing strategic oversight for public sector negotiations and fostering productive labor management partnerships + Demonstrated experience with and understanding of academic human resources policies, including faculty employment, promotion and tenure processes and shared governance structures + Experience with HR technology system implementation and/or stabilization (such as Workday, PeopleSoft) + Familiarity with Oregon employment and labor laws, including Paid Leave Oregon and Oregon Equal Pay Act + Senior HR certification (e.g., SHRM - SCP , SPHR Working Conditions / Work Schedule Primarily office-based at OSU Corvallis Campus. Work schedule may include non-standard hours and periodic travel, including regular travel to OSU locations statewide. Pay Method Salary Pay Period 1st through the last day of the month Pay Date Last working day of the month Recommended Full-Time Salary Range $280,000-$325,000 Link to Position Description ************************************************************ Posting Detail Information Posting Number P09600UF Number of Vacancies 1 Anticipated Appointment Begin Date 04/01/2026 Anticipated Appointment End Date Posting Date 12/10/2025 Full Consideration Date Closing Date 02/13/2026 Indicate how you intend to recruit for this search Competitive / External - open to ALL qualified applicants Special Instructions to Applicants Oregon State University has retained Opus Partners (************************** to support this recruitment.Confidential inquiries, applications, and nominations should be submitted by email to Thomas **********************************. To be considered by OSU's search committee, candidates must provide a resume and a letter of introduction that addresses the specific responsibilities, expectations, and qualifications described above. Please consult Opus Partners for more information about the application process. NO APPLICATIONS ARE BEING ACCEPTED THROUGH THIS ANNOUNCEMENT For more information on OSU's benefits, please visit************************************ We are an Equal Opportunity Employer, including disability, protected veteran, and other protected status. OSU will conduct a review of the National Sex Offender Public website prior to hire. OSU is a fair chance employer committed to inclusive hiring. We encourage applications from candidates who bring a wide range of lived experience including involvement with the justice system. This job has "critical or security-sensitive" responsibilities. If you are selected as a finalist, your initial job offer will be contingent upon the results of a job-related pre-employment check (such as a background check, motor vehicle history check, sexual misconduct reference check, etc.). Background check results do not automatically disqualify a candidate. Take a look at our Background Checks (***************************************************** website including thefor candidates (********************************************** section for more details. If you have questions or concerns about the pre-employment check, please contact OSU's Employee and Labor Relations team ************************************. Supplemental Questions Read More at: ******************************************** OSU commits to inclusive excellence by advancing equity and diversity in all that we do. We are an Affirmative Action/Equal Opportunity employer, and particularly encourage applications from members of historically underrepresented racial/ethnic groups, women, individuals with disabilities, veterans, LGBTQ community members, and others who demonstrate the ability to help us achieve our vision of a diverse and inclusive community.