Director of human resources jobs in Sammamish, WA - 198 jobs

About us: Stanley - Built for Life since 1913. Stanley 1913 has fueled the human experience since the iconic Stanley vacuum bottle revolutionized the way people enjoyed food and beverage. Today, our colorful and thoughtfully designed products including the popular QuencherTM series go beyond function, elevating everyday moments with style and empowering active lifestyles. We're a community of creators, builders and inventors who believe in creating sustainable products for a better life and world that minimize our impact on the planet. Learn more at ******************** Position Overview Stanley 1913 is seeking a HR Director, Business Partnership to partner with executive leadership across our Brand and Product. This role is crafted for a people leader who brings strong business insight and trusted executive partnership with the ability to guide the organization through change and build scalable, high-impact people practices. This role reports to the VP, People, and works closely with broader HRBP, Talent Acquisition, and People Experience teams to deliver cohesive, enterprise-wide people strategies. What You'll Do Business Partnership Act as a trusted advisor to senior leaders, translating business plans, economic factors, and organizational priorities into people strategies that enable growth and performance. Build credible relationships with leaders by understanding their business, anticipating needs, and influencing outcomes through data, insight, and perspective. Strategically partner with business leaders to align workforce planning, org design, and talent strategy with short- and long-term business goals. Talent Management & Leader Development Lead and evolve talent management practices, including talent reviews, organizational planning, leadership development, and performance management. Partner directly with senior leaders within Brand and Product to support leadership efficiency, decision-making, and the performance of the organization. Partner with HR partner teams to attract, develop, and retain diverse, impactful talent. People Insights & Organizational Effectiveness Play a key role in compensation planning and execution, ensuring programs are competitive, equitable, and consistent with business and growth objectives. Use qualitative and quantitative inputs to diagnose issues, recommend solutions, Lead organizational design and change initiatives, ensuring alignment with business priorities and investment. Guide leaders through periods of transformation by providing structure, communication strategies, and change leadership support. Proven broad HR leadership experience across employee relations, employment law, compensation, and HR technology, with a demonstrable track record to drive a compliant, values-aligned, and engaging work environment while leading impactful People initiatives. Who You Are 8-10+ years of dynamic human resources experience, including considerable experience as a senior HR Business Partner or HR leader. Shown success collaborating with executive management in sophisticated or high-growth environments. Demonstrable experience in org design, talent management, compensation planning, and organizational change. Strong business sense that enables understanding of strategy, financial drivers, and operational tradeoffs. Deep knowledge of HR policies, labor and employment laws, and HR technology. Highly skilled in data-informed decision-making, executive communication, and influencing without authority. Excellent judgment, discretion, and ability to navigate ambiguity and critical matters. The base pay range for this position is for a successful candidate within the state listed. The successful candidate's actual pay will be based on multiple factors such as work location, job-related knowledge, skills, qualifications, and experience. Salary Range $180,000 - $210,000 USD About our parent company: Morgan Street Holdings Stanley 1913 is part of Morgan Street Holdings (formerly HAVI), a privately owned enterprise with a diverse portfolio of operating companies. These include HAVI Supply Chain, tms, Stanley 1913, and Continental, which provide best-in-class sourcing and supply chain capabilities, brand-defining marketing and promotion services, innovative consumer products, and dining and refreshment food solutions. Morgan Street Holdings employs over 10,000 people and serves 300+ customers across the globe. Morgan Street Holdings supports Stanley 1913 with competitive pay and benefits, along with exposure to diverse industries and professional networking and development opportunities.

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

About the Role: The Senior Human Resources Manager in the Hospitality industry plays a pivotal role in shaping and executing the human capital strategy to support business growth and operational excellence. This position is responsible for leading HR initiatives that enhance employee engagement, talent acquisition, retention, and development across multiple locations or departments. The role requires a strategic mindset to align HR practices with organizational goals while ensuring compliance with labor laws and industry regulations. The Senior HR Manager will serve as a trusted advisor to senior leadership, providing insights and solutions to complex workforce challenges. Ultimately, this role drives a positive workplace culture that fosters diversity, inclusion, and high performance, contributing directly to the company's success and reputation in the hospitality sector. This position requires consistent on-site presence (Monday- Friday). Minimum Qualifications: At least 7 years of progressive experience in human resources management, preferably within the hospitality industry. Strong knowledge of labor laws, employment standards, and HR best practices relevant to the hospitality sector. Proven experience in talent acquisition, employee relations, and performance management. Excellent communication, leadership, and interpersonal skills. Preferred Qualifications: Professional HR certification such as SHRM-SCP, SPHR, or equivalent. Experience working in a multi-site or multi-unit hospitality environment. Demonstrated success in leading diversity, equity, and inclusion initiatives. Proficiency with HRIS systems (ex. ADP Workforce Now) and data analytics tools. Responsibilities: Develop and implement comprehensive HR strategies and initiatives aligned with the overall business strategy of the accommodation and food services sector. Oversee the recruitment process to attract, hire, and retain top talent, ensuring a seamless onboarding experience. Manage employee relations, conflict resolution, and disciplinary procedures to maintain a productive and respectful work environment. Lead performance management programs, including goal setting, evaluations, and professional development plans. Ensure compliance with all relevant labor laws, health and safety regulations, and industry standards. Collaborate with department heads to identify training needs and coordinate learning and development programs. Analyze HR metrics and prepare reports to inform leadership decisions and improve HR processes. Champion diversity, equity, and inclusion initiatives to build a welcoming and supportive workplace culture. Manage compensation and benefits programs to ensure competitiveness and employee satisfaction. Supervise and mentor HR team members, fostering their professional growth and ensuring high-quality HR service delivery. Skills: The Senior Human Resources Manager utilizes strong leadership and communication skills daily to influence and collaborate with diverse teams and senior executives. Analytical skills are essential for interpreting HR metrics and making data-driven decisions that improve workforce planning and employee engagement. Expertise in conflict resolution and employee relations ensures a harmonious workplace and effective handling of sensitive issues. Knowledge of labor laws and compliance requirements is applied consistently to mitigate risks and uphold ethical standards. Additionally, proficiency in HR technology streamlines processes such as recruitment, performance management, and reporting, enabling the HR team to operate efficiently and strategically. Occasional extended hours may be needed during audits, reporting and recruitment deadlines, or peak seasons.

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

Bainbridge Senior Living | Bainbridge Island, WA Salary Range: $90,000 - $115,000 Who We Are Bainbridge Senior Living (BSL) is a family-owned business and a trusted leader in independent and assisted living, respite care, and memory care support for seniors. Our mission is to provide exceptional care in welcoming, modern communities where residents can age in place while enhancing their quality of life. With four thoughtfully designed senior living communities on Bainbridge Island, we are dedicated to creating meaningful connections and providing outstanding services to our residents. The Opportunity We are seeking an experienced, dynamic, relational, pragmatic, and hands-on Human Resources Director who will bring energy, expertise, and a people-first approach to lead and enhance our HR functions. As a key member of our leadership team, you'll report to the General Manager and oversee one HR Generalist. Together, you'll support a workforce of 150+ employees across our communities, ensuring compliance, fostering engagement, and developing innovative HR strategies that make Bainbridge Senior Living an employer of choice. This role offers the unique opportunity to lead impactful initiatives that align with our mission while also managing day-to-day HR operations in a collaborative, upbeat, client-focused environment. What You'll Do Strategic Leadership: * Develop and execute HR strategies and programs that align with and support BSL's organizational goals, culture, and growth. * Partner with leadership to understand and address workforce needs, from talent acquisition and retention to succession planning. * Lead initiatives to enhance employee satisfaction, engagement, and workplace culture. HR Operations: * Manage the full employee lifecycle, including recruitment, onboarding, training, performance management, and offboarding. * Manage leave policies, certifications, and compliance with DSHS, DOH, and other regulatory bodies. * Oversee benefits administration and new hire payroll setup. * Monitor and ensure compliance with local, state, and federal employment laws and regulations, including workers' compensation and light-duty claims management. * Analyze HR trends and practices, compensation, and benefits to recommend competitive strategies. * Maintain accurate and compliant HR records and job descriptions. Employee Relations: * Foster an inclusive, equitable, and positive workplace environment. * Serve as a trusted advisor and mediator to employees and managers. * Handle sensitive issues such as investigations, disciplinary actions, and terminations with professionalism and integrity. Team Development: * Supervise and mentor HR staff. * Develop and deliver training programs to enhance skills, compliance, and leadership capabilities within the organization. * Promote a culture of growth, accountability, and excellence. Other Responsibilities: * Prepare and manage the HR department budget. * Track and report key HR metrics such as turnover rates, employee engagement, and recruitment outcomes. * Plan and execute employee engagement initiatives and wellness programs. What We're Looking For Required Skills & Experience: * Bachelor's degree in HR, Business, Psychology, or a related field; or equivalent experience. * 3+ years of progressive HR leadership experience. * Strong knowledge of federal, state, and local labor laws and regulations (FMLA, ADA, Worker's compensation, PFML, etc.). * Demonstrated experience managing light-duty programs. * Proven experience in employee relations, performance management, recruitment, and benefits administration. * High level of discretion, integrity, and emotional intelligence. * Tech savvy. Proficiency with Microsoft Office, HIRS systems (ADP preferred) and web-based platforms. * Exceptional organizational and analytical skills with an attention to detail. * Excellent communication, negotiation, and conflict resolution skills. Ability to influence and engage at all levels. * Ability to maintain perspective and a sense of humor. * Successful background check. Preferred Qualifications: * PHR/SPHR or SHRM-CP/SCP certification. * Experience in senior living, healthcare, or hospitality industries. * Knowledge of DSHS and DOH regulations. What We Offer * The chance to make a meaningful impact in a mission-driven organization. * A supportive, collaborative, and fun leadership team. * Opportunities for professional development and growth. Physical Requirements: * Ability to work in a dynamic environment and in different locations. * Capability to climb stairs and work at a desk/computer for extended periods. * Ability to lift up to 15 pounds as needed. Join Bainbridge Senior Living in shaping a workplace culture that reflects our commitment to excellence, care, and community!

Director of Talent and Human Resources Reports to: Chief Executive Officer; supervises Manager of Human Resources and Talent Salary: $93,636- $111,904 Location: Seattle, WA. The position regularly spends time at all four Impact school sites (Tukwila, Seattle, Renton and Tacoma) for a minimum of half a day at each site each week. Job Type: Full-Time Who You Are You are fiercely passionate about staffing, both recruitment and retention. You believe that there is nothing more important in a school than the quality of the educator in the classroom. You have experience leading HR and are comfortable navigating complicated situations and policies. You are innovative, solutions oriented, and excited to roll up your sleeves and continue making Impact a great place to work for all employees. Characteristics and Qualities of an Ideal Applicant Below are some of the skills, experiences, and dispositions that we're looking for in an applicant. We don't expect strong candidates to excel in every one of these. You are passionate about Human Resources and implementing HR policies You have an eye for innovation and love to improve systems and processes You are passionate about the full recruitment life cycle and You enjoy collaborating across teams Who We Are Our model is grounded in social emotional learning, personalized instruction, project based learning, and a culture of positivity. We prepare a diverse student body to succeed in college and impact communities as the next generation of equity-driven leaders. Students at Impact's flagship school performed in the top 2% in ELA and Math, statewide, as compared to other schools serving 60% or more low income children. Essential Functions of the Director of Talent & Human Resources Talent-Recruitment Leadership Lead on talent recruitment processes to attract mission-driven, qualified, and diverse candidates for both school site and home office positions. This applies to both recruitment for future and immediate needs. Implement and monitor systems to track progress toward hiring goals that can be shared with Lead Team and school leaders. Lead on candidate engagement strategies throughout the summer and school year. Partner with leaders throughout the organization to ensure selection processes are consistent, aligned to core values, rigorous, and competency based. Ensure hiring managers are fully prepared to execute interview tasks and utilize hiring rubrics. Collaborate with IPS leadership to evaluate the employee experience and identify strategies to continually improve Impact's Employee Value Proposition. Lead partnerships with external organizations that support Impact's talent pipelines and form new partnerships to proactively solve for emerging talent needs. Work in partnership with organization leaders on communications plans for topics related to talent, HR, and the employee experience. Analyze workforce data to ensure our recruitment, retention, and employee experience practices are equitable and result in a workforce that reflects the diversity of our student population. Identify and address any disparities in employee experiences and outcomes across different demographic groups to foster an inclusive work environment. Human Resources Leadership The Director of Talent supervises a Manager of Human Resources and Talent. Many of the tasks below may be accomplished through effectively managing this individual on key HR operations. Ensure employee onboarding is welcoming for new hires, aligns to Impact core values, and satisfies key compliance requirements and support mid-year hires with HR onboarding. Manage and update faculty handbook, ensuring HR policies are current, aligned to best practices, and legally sound. Build leader capacity through ensuring processes are user friendly, critical paths are up to date, and leading training on key HR (and talent) processes. Facilitate complaint processes, procedures, and investigations- particularly for complaints regarding discriminatory or sexual harassment or other employee relations issues. Proactively identify gaps in HR processes, practices, and policies and develop trainings and materials to ensure ongoing excellence in HR. Oversee HR administration functions, including payroll, benefits administration, and HRIS management. Compliance Oversight Oversee compliance for and ensure timely completion of all faculty regarding fingerprints, certifications, Safe Schools, and Food Handlers Permits. Ensure that HR compliance reports, such as S275, OSPIs Educator Equity Report, and Commission reports, are completed timely and accurately. Skills and Characteristics: Human Resources & Talent Leadership: Proficiency in managing day-to-day operations of the talent and human resources functions. Organization and Management: Strong planning, organization, and people management skills to lead efficient, effective, and ethical human resources. Problem-Solving: Ability to analyze complex situations and propose creative solutions in alignment with the organization's vision and values. Influencing and Relationship Building: Ability to build and maintain strong relationships with a myriad of stakeholders internally and externally. Analytical Skills/Continuous Improvement Mindset: The ability to analyze data, keep current with latest research, trends, and metrics to make informed decisions and drive continuous improvement and capacity building across the organization. Compensation & Benefits Impact's competitive benefits make us stand out as an employer. Home office employees: Receive a generous PTO package, including major holidays, the week between Christmas and New Years, the week of July 4th, 18 flexible PTO days Have a comprehensive benefits package, which includes medical, dental, vision, and long term disability insurance Are part of the state's retirement system, with generous employer contributions Can access Impact's Employee Assistance Program, which offers a suite of services including free counseling sessions Can participate in various professional development opportunities with Impact's partner organizations Flexible work from home schedule Educational Background, Experience & Additional Requirements: Bachelor's degree required. Master's Degree in Human Resources Management, Business Administration, or related field, preferred Minimum of 5-7 years progressive human resources and talent management experience, with experience managing HR functions in a school or education environment preferred. Experience in managing HR teams is required. Strong communication and interpersonal skills and delivery (verbal and written) to a diverse population of skill and culture Highly disciplined, organized, and technically-inclined to manage various personnel programs and software applications Ability to handle confidential and sensitive information with professionalism and discretion Proven high emotional intelligence to remain focused under high demand of timelines, constant change, and limitation Demonstrated leadership in establishing and driving program objectives, timelines, milestones, etc. Ability to develop and execute diversity talent recruitment strategies. Demonstrated strengths in people leadership with and without direct managerial relationship, collaboration, analytics, and resourceful problem-solving Experience working with HRIS systems required, experience with Skyward a plus Experience working with Washington State Department of Retirement Services and SEBB is a plus Additional Requirements Prior to the start date of employment all employees need to obtain clearance on a criminal justice fingerprint and background check. Prior to being made an offer, the hiring manager will ask candidates to complete a character and fitness form from the Washington State Office of Superintendent of Public Instruction. An offer is contingent upon verification that the person is authorized to work in the United States for any employer Equal Employment Opportunity Equal employment opportunity and respect in the workplace are fundamental principles at Impact Public Schools (IPS). IPS prohibits and does not tolerate harassment, intimidation, bullying, discriminatory, or retaliatory behavior. All aspects of your employment are based upon your personal capabilities and qualifications, without regard to race, color, religion/creed, sex/gender (including pregnancy and gender identity), sexual orientation or perceived sexual orientation, national origin, alienage or citizenship status, disability, age, military status, marital status, partnership status, status as a victim of domestic violence, genetic predisposition or carrier status, or any other protected class as established by federal, state, or local law. The following employee(s) has been designated to handle questions and complaints of alleged discrimination: Amy Kiyota, CEO, 3438 S. 148th St., Tukwila , WA 98186, *************. Non-Discrimination Statement ImpactPublic Schools does not discriminate in any programs or activities on the basis of sex, race, creed, religion, color, national origin, age, veteran or military status, sexual orientation, gender expression, gender identity, disability, or the use of a trained dog guide or service animal and provides equal access to the Boy Scouts and other designated youth groups. The following employees have been designated to handle questions and concerns of alleged discrimination: Impact Public Schools Civil Rights and Title IX Coordinator at Impact Public Schools: Amy Kiyota, CEO [3438 S 148th St Tukwila, WA 98168, ************, ********************] Section 504 Coordinator: Lauren Ellis, Sr. Dr. of Growth [3438 S 148th St Tukwila, WA 98168, ************, *******************] Impact | Commencement Bay Elementary Civil Rights and Title IX Coordinator at Impact | Commencement Bay Elementary: Elizabeth Rodriguez, Principal [1301 E 34th St. Tacoma, WA 98404, ************, ***********************] Section 504 Coordinator: Elizabeth Rodriguez, Principal [1301 E 34th St. Tacoma, WA 98404, ************, ***********************] Impact | Salish Sea Elementary Civil Rights and Title IX Coordinator at Impact | Salish Sea Elementary: Caitlin Dietz, Principal [3900 S Holly Park Drive, Seattle WA 98118, ************, *******************] Section 504 Coordinator: Lindsay Townsend, Assistant Principal at Impact | Salish Sea Elementary [3900 S Holly Park Drive, Seattle WA 98118, ************, **********************] Impact | Puget Sound Elementary Civil Rights and Title IX Coordinator: Eliza Gabriel, Principal at Impact | Puget Sound Elementary [3438 S 148th St. Tukwila, WA 98168, ************, *********************] Section 504 Coordinator: Shalea Semana, Assistant Principal at Impact | Puget Sound Elementary [3438 S 148th St. Tukwila, WA 98168, ************, ********************] Impact | Black River Elementary Civil Rights and Title IX Coordinator at Impact | Black River Elementary: Anne Cabrera, Principal [16950 116th Ave SE, Renton, WA 9805, ************, ********************* Section 504 Coordinator: Anne Cabrera, Principal [16950 116th Ave SE, Renton, WA 9805, ************, *********************

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

WHO WE ARE Lindblad Expeditions is a true pioneer in Expedition Travel. From taking the first citizen explorers to Antarctica in 1966, opening the Galapagos and Easter Island to tourism in 1967, leading the first tourist expedition through the Northwest Passage in 1984, and launching our innovative partnership with National Geographic in 2004, we're now taking almost 30,000 guests a year to some of the world's most remote and pristine locations on our fleet of 20 ships, and are committed to ensuring our guests experience the "Exhilaration of Discovery". The Senior Director of Human Resources is responsible for shaping and managing Lindblad Expeditions HR function, including all subsidiaries and vessels. Overseeing all aspects of the employee lifecycle from talent management to organizational development to driving a positive and high-performance work culture across all Lindblad brands. Some specific duties may include talent acquisition, performance management, employee relations, compensation and benefits, organizational development, and diversity and inclusion initiatives. ESSENTIAL DUTIES * To perform this job successfully, the incumbent must be able to perform each essential duty satisfactorily. Additional duties may be added or assigned at any time. * Develop and execute HR strategy aligned with organizational goals and objectives as outlined by the executive team. * Collaborate with the executive team to integrate people strategy into the business planning and support top talent identification and development planning for all employee types. * Lead, coach and develop a highly functioning HR team, maintaining clear ownership across HR disciplines and ensuring consistent service delivery across all businesses. * Partner with the Executive Team to drive performance management and engagement including oversight of goal setting, performance reviews, leadership and management development initiatives and succession planning. * Lead enterprise-wide recruitment, employee engagement, and learning & development strategies to build high-performing teams aligned with Company values. * Work with managers to resolve complex employee issues. * Design and oversee company-wide investigation and disciplinary processes, including the direct management of highly confidential and complex investigations in collaboration with Legal. * Lead compensation and bonus structure strategy for all employees balancing pay competitiveness, internal equity and alignment with business performance. * Ensure compliance with all applicable labor laws and regulations, including maritime. * Partner closely with Legal and Finance to mitigate risk by conducting HR audits and maintaining and monitoring internal SOX controls. * Develop and foster continued collaborative work with all land-based companies. * Establish and enforce HR policies and procedures. * Create and manage budgets to optimize cost structure through effective cost innovations, organizational design and disciplined execution. * Own the design and ongoing optimization of employee benefit programs, balancing cost management with competitive offerings that support recruiting, retention and engagement GENERAL QUALIFICATIONS * The Senior Director of HR must be collaborative, have strong relationship and leadership skills, and think strategically. The Senior Director of HR also collaborates with other senior leaders and the Executive team to align HR initiatives with broader business goals. Education/Experience BA/BS degree preferred. Minimum 8 years human resources experience is required. A background in the marine industry is highly preferred. Communication Skills Using the English language, this person must have an ability to read, write, and comprehend policies, legal guidelines, correspondence, and memos. Must also possess the ability to effectively communicate --both in writing and orally-- with a professional demeanor. Other Skills/Abilities Experience leading and developing high functioning teams.Experience with HRIS systems.Familiarity with core HR functions of talent acquisition, performance management, investigations, employee engagement, etc.Strong communication skills and ability to maintain exceptional professionalism and confidentiality.Flexibility to support business needs outside of normal business hours, including weekends.Travel is required. $180,000 - $190,000 a year Bonus eligibility: 20% OUR BENEFITS * Travel benefits for employees and their family * Voyage of Discovery trips for employees to travel as guests * Health insurance including Medical, Dental, Vision * 401(k) plan with employer match * Long-Term Disability, Life & AD&D Insurance * Flexible Spending Account (FSA) to be used for out-of-pocket medical and dependent care * Pre-Tax Commuter Benefit * 7-8 Paid Holidays * 2-3 Floating Holiday Options (pro-rated per start date) * Up to 15 days of vacation (pro-rated per anniversary year) * Parental Leave * Sick/personal days per city & state ordinance * Pet Insurance discount Communication Skills Using the English language, this person must have the ability to read, write, and comprehend policies, legal guidelines, correspondence, and memos. Must also possess the ability to effectively communicate--both in writing and orally--with a professional demeanor. PHYSICAL DEMANDS While performing the duties of this job, the employee is frequently required to sit, talk and hear. The employee will also be required to write and type. The employee is occasionally required to stand, walk, and reach with hands and arms. COMPENSATION STATEMENT Lindblad Expeditions determines the pay for positions using local, national, and industry-specific survey data. We evaluate external equity and the cost of labor/prevailing wage index in the relative marketplace for jobs directly comparable to jobs within our company. Our posted salary range is based on national data and may be refined for a candidate's region/town/cost of living. For new hires, we strive to make competitive offers allowing the new employee room for future growth. Salaries will be based on the applicant's location, level of experience, education, and specialized knowledge and skills. An employee/candidate with a stronger skill set will receive higher pay. EQUAL OPPORTUNITY EMPLOYER STATEMENT At Lindblad Expeditions, we simply could not do our work without the diverse kaleidoscope of humanity that creates and delivers our remarkable offerings across the planet. As a Company that respects and celebrates the inherent diversity in the places we explore, we recognize the need to mirror that same diversity and all the interconnected perspectives within our organization. We are committed to building a community of different genders, races, ages, sexual orientations, chosen identities, and countries of origin where every person brings their whole self to work and whose skills, talents, and abilities are valued. We believe we can explore further and in a more meaningful way by actively creating a more diverse and inclusive organization where everyone feels they belong. Lindblad Expeditions is an equal opportunity employer. Individuals seeking employment at Lindblad Expeditions are considered without regard to race, sex, color, religion, national origin, age, disability, genetics, marital status, pregnancy, unemployment status, sexual orientation, citizenship status, or veteran status.

Job Description Jefferson Healthcare Director of Human Resources Announcement # 323777 Jefferson Healthcare (**************************** is seeking an experienced Director of Human Resources to provide strategic and operational leadership for the District's entire employee lifecycle and workforce strategy. Reporting to the CFO, this critical role ensures that HR initiatives are fiscally responsible, legally compliant, and fully aligned with the hospital's mission and values. The Director will lead all HR functions, including recruitment, labor relations, business partners, and total rewards, while fostering a high-performing, engaged culture within a unionized, rural healthcare environment. This position plays a key role in labor strategy, regulatory readiness, performance improvement, and compliance with Washington State labor laws, while driving data-informed workforce solutions and maintaining a survey-ready organization. If you are a collaborative, results-driven HR leader ready to make a meaningful impact on our people and our community, we invite you to apply. What we have to offer: Competitive, Guaranteed Salary Outstanding benefits, including employer contribution to your retirement account and low insurance premiums for individuals and families. Benefits package is ranked in the top 1% in the state! A Full-Time, Exempt Leadership Role where your expertise truly makes an impact Generous paid time off and more Jefferson Healthcare is one of the top employers on the beautiful Olympic Peninsula and near Seattle, Victoria, BC, and Vancouver. 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 33,000 residents of East Jefferson County. Port Townsend has been named as "one of the coolest small towns in America" ... with good reason. There are festivals all the time, endless recreational/hiking/skiing/sailing activities, great places to eat, and a strong and vibrant community feel. Surrounded by water and in close proximity to the Olympic National Park, Port Townsend offers access to a myriad of outdoor mountain and water adventures. What we are looking for: Education: Bachelor's degree in Human Resources, Business, or related field required. Master's degree preferred. Experience: 5-7 years of progressive HR leadership experience. Healthcare experience and/or experience in a unionized public sector environment is strongly preferred. Compliance Knowledge: Deep understanding of Federal and Washington State employment laws and DNV accreditation standards. Certification: SPHR or SHRM-SCP certification is highly desirable. To inquire about this position, please contact our HR Leader Operations Partner, Jessie Michaels at ********************************* OR Learn more about Jefferson Healthcare here. Open until filled. 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. Job Posted by ApplicantPro

Full-time Description Lead with Heart. Serve with Purpose. Honor Community. Schedule: Full-Time | Mon - Fri, 8:00 AM - 5:00 PM Salary Range: $162,202.00 - $262,896.00 per year Position Close Date: Open Until Filled The Puyallup Tribal Health Authority (PTHA) seeks an experienced and compassionate Human Resource Director who leads with integrity, humility, and a genuine heart to serve. This people-centered leader understands that Human Resources is about relationships, belonging, and caring for those who care for others. Serving the Indigenous community through PTHA, Salish Specialty Services, and Salish Cancer Center, this role provides strategic and compassionate leadership for all HR functions across multiple tribal healthcare entities. As a trusted advisor to Executive Leadership, the Human Resource Director ensures HR strategies align with organizational goals and the cultural values of the Puyallup Tribe, while fostering a workplace where employees feel valued, respected, and connected to purpose. What You'll Do: Lead all centralized Human Resources functions, including recruitment, retention, workforce development, employee relations, compensation, benefits, and compliance-always grounded in respect and service. Serve as a trusted, thoughtful advisor to executive leaders, managers, and staff, offering guidance that reflects both best practices and cultural awareness. Champion a workplace culture where every individual feels a sense of belonging, purpose, and safety. Mentor and support HR team members with care, clarity, and accountability, fostering professional growth and excellence. Ensure Tribal cultural values, customs, and traditions are meaningfully integrated into HR programs, onboarding, and training initiatives; lead organization-wide cultural engagement efforts. Develop staffing, recruiting, and retention strategies that honor Native Preference and support long-term workforce sustainability. Lead employee relations work with compassion and fairness, supporting respectful resolution of concerns and conflicts. Oversee compensation strategy to promote equity, transparency, and the ability to attract and retain mission-aligned talent. Ensure compliance with federal, tribal, and healthcare employment laws, as well as accreditation standards (AAAHC, COLA, JCHAO). Partner with Compliance on employee, vendor, and affiliation contract review. Evaluate and enhance HR systems and processes to improve efficiency while keeping the employee experience at the center. Manage the HR Department budget responsibly and ethically. Oversee internal credentialing and privileging functions. Lead special projects that advance organizational health, culture, and community impact. Who You Are: You are a leader who: Leads with compassion, humility, and respect. Understands the deep responsibility of serving Indigenous communities. Believes that strong organizations are built on trust, relationships, and belonging. Brings cultural sensitivity and a willingness to listen, learn, and grow. Can balance strategic leadership with hands-on support and advocacy for employees. Values equity, transparency, and ethical decision-making. What You Bring: Bachelor's degree in Human Resources or a related field. Minimum ten (10) years of broad-based HR experience. Five (5) years experience leading the human resources function to include supervisory experience of a multidisciplinary team. HR certification (e.g., SHRM, PHR, THRP). Strong project management, organizational, and change management skills. Deep knowledge of employment laws and HR best practices. Excellent communication, critical thinking, and relationship-building skills. Preferred - Master's degree. Preferred - Human Resources experience within a tribal organization. Preferred - Experience in a healthcare setting. Preferred - Familiarity with healthcare accreditation standards (AAAHC, JCHAO, COLA). Why PTHA? We are more than a clinic - we're a culturally grounded, patient-first health and wellness center serving the Indigenous community. We value teamwork, integrity, and community well-being. Here, your work has meaning. Work in a mission-driven, accredited organization Serve a close-knit patient population in an urban reservation setting Enjoy opportunities for professional development and training Make a meaningful difference every day in the lives of families and community members. Perks of the Role: Meaningful Mission - Contribute to the financial wellness of a tribally operated health organization dedicated to serving the Indigenous community Competitive Compensation - Receive a fair salary that reflects your expertise and the impact of your work Supportive Team Culture - Join a collaborative and inclusive environment where respect and ethics are core values Cultural Enrichment - Work in an organization that values and integrates Indigenous traditions, community care, and cultural sensitivity Stability & Impact - Be part of a long-standing, accredited institution that plays a vital role in community health and development PTHA Employee Benefits: Supportive environment that values a healthy work/life balance Medical/Dental/Vision monthly premiums paid 100% by PTHA for employees (health coverage begins the first of the month following hire date) (13) annual leave (vacation) days + (13) annual sick leave days (18+) annual paid holidays including a birthday holiday 401(k) with annual profit-sharing contributions after (2) years of service Life and AD&D insurance coverage Have student loans? PTHA is an approved loan repayment site for various student loan programs The Human Resource Director is a steward of culture, people, and purpose. This role directly supports the Indigenous community by ensuring the caregivers, providers, and staff who serve our patients feel supported, respected, and connected to meaningful work. If you are called to lead with heart, honor culture, and build a workplace rooted in belonging and compassion, we invite you to apply. In accordance with federal law, Native American Preference in employment applies and job placements are given on a competitive basis, using job related factors. Salary Description $162,202.00 - $262,896.00 per year

Strong workplaces are built on fair decisions, clear guidance and trusted HR partnership, and our Human Resource Consultants deliver exactly that. DSHS's Office of the Secretary (OOS), Human Resources Division (HRD) is hiring for a Human Resource Consultant 3 to join our team based at Western State Hospital in Lakewood, WA. As an HR Consultant with DSHS, your work plays a meaningful role in shaping workplace culture. The consultation you provide helps leaders address concerns early, communicate clearly and make decisions that employees can trust. Over time, that work builds consistency, confidence and stronger working relationships across teams. You will collaborate with a diverse team of 200+ HR professionals dedicated to strengthening our organizational resilience by cultivating a skilled, adaptable, and supported workforce. Please note: This position is currently approved to work a flexible/hybrid schedule, requiring a minimum of two in-office days per week. Operational needs may require additional on-site work, and the days in which you telework may vary each week. Flexibility to be on-site when needed is important for this role. Pierce County employees receive a free ORCA card for transportation purposes. Opportunities performed on-site at these work locations at least three days a week may be eligible for an additional 5% premium on-site pay along with the advertised salary. Some of what you'll do * Provide consultative support to senior leaders, managers and supervisors surrounding employee performance, investigations, labor relations, workforce planning, employee leave and other core human resources functions. * Analyze complex employee relations issues and develop practical, strategic options that support sound decision-making and timely resolution. * Draft clear, well-reasoned correspondence, including responses to complaints, performance expectations, disciplinary actions and grievance responses. * Represent human resources in grievance meetings, appeals and adjudicative forums, ensuring positions are well supported, consistent and defensible. * Serve as a trusted subject matter expert on performance management, employment laws and department policy, offering guidance that supports consistency and fairness. * Develop and deliver tools, resources and training that help leaders manage their workforce effectively while reducing risk and strengthening working relationships. * Approach consultations with a solutions-focused mindset, providing risk-based guidance with options and helping leaders understand the tradeoffs associated with each path forward. * Partner with labor relations staff and the Office of the Attorney General to prepare for hearings, respond to information requests and support arbitration matters. * Participate in special projects and workgroups that improve HRD's processes, service delivery and consistency across programs. Who should apply? Those with a bachelor's degree with a focus on business, human resources, social or organizational behavioral sciences, or related field. AND Two years of professional human resource work experience. Or Equivalent education/experience. Preferred knowledge, skills, and abilities: * Human resources expertise: Applying working knowledge of employee relations, leave laws, reasonable accommodation, discipline and investigations in real workplace situations. A commitment to ongoing professional development, or HR certification is highly valued. * Clear communication: Explaining rules, decisions and expectations in writing and conversation so people understand what is happening and why. * Confidentiality: Handling private and sensitive information with care, discretion and professionalism at all times. * Training skills: Confidence in teaching human resources topics in a way that is clear, useful and appropriate for different audiences. * Inclusive consultation: Ability to provide HR consultation that considers equity, access and inclusion, supporting respectful workplaces and effective supervisor-employee relationships. * Sound judgment: Knowing how to weigh risks, consider impacts and choose fair options when situations are complex or sensitive. Interested? Apply today! Questions? Please contact DSHS Recruiter, Georgina Pringle, at **************************** and reference #00289. The Department of Social and Health Services' (DSHS) vision that people find human services to shape their own lives requires that we come together with a sense of belonging, common purpose, shared values, and meaningful work. It is crucial to our agency's vision that you bring a fairness, access, and social justice commitment to your work with DSHS. We strive to support all Washingtonians, including Black, Indigenous, and People of Color, people with physical, behavioral health, and intellectual disabilities, elders, LGBTQIA+ individuals, immigrants and refugees, and families building financial security. Prior to a new hire, a background check including criminal record history may be conducted. Information from the background check will not necessarily preclude employment but will be considered in determining the applicant's suitability and competence to perform in the job. This announcement may be used to fill multiple vacancies. Employees driving on state business must have a valid driver's license. Employees driving a privately owned vehicle on state business must have liability insurance on the privately owned vehicle Washington State Department of Social and Health Services is an equal opportunity employer and does not discriminate in any area of employment, its programs or services on the basis of age, sex, sexual orientation, gender, gender identity/expression, marital status, race, creed, color, national origin, religion or beliefs, political affiliation, military status, honorably discharged veteran, Vietnam Era, recently separated or other protected veteran status, the presence of any sensory, mental, physical disability or the use of a trained dog guide or service animal by a person with a disability, equal pay or genetic information. Persons requiring accommodation in the application process or this job announcement in an alternative format may contact the Recruiter at **************. Applicants who are deaf or hard of hearing may call through Washington Relay Service by dialing 7-1-1 or **************. E-Verify is a registered trademark of the U.S. Department of Homeland Security

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

WHAT'S IN IT FOR YOU Competitive salary starting at 171,838.39 - DOE with discretionary performance bonuses 2x a year! Fully paid medical, prescription drug, dental, and vision coverage for you and competitive premiums for your dependents. Complimentary meals and covered team member parking. Employer-paid life insurance, long-term disability, and accidental death and dismemberment coverage. Flexible Spending Account options for health care expenses. Company-paid gaming licenses (Class A & Class B) Variety of additional voluntary benefits and retirement plans. GET TO KNOW THE ROLE The Director of Human Resources (HR) is a key leadership role responsible for developing, interpreting, and implementing personnel policies, procedures, and administrative regulations. This position requires expertise in HR management practices, employment law, and regulatory compliance. The Director of HR provides strategic guidance to senior management, oversees benefits administration, classification, and compensation studies, HR information systems, and recruitment processes, ensuring alignment with legal requirements and organizational goals. Previous professional experience in Gaming and/or Tribal settings is essential. WHAT YOU'LL DO Practice, support, and promote the Mission, Vision, and Values of Muckleshoot Casino Resorts. Develop, write, and interpret personnel policies, procedures, and administrative regulations. Respond to inquiries and recommend resolutions for HR issues, complaints, and legal actions. Identify and ensure compliance with legal requirements and regulations. Represent the organization at personnel-related hearings and investigations. Provide advice and counsel to the HR Director and senior management on HR management practices, emerging issues, and changes in employment law. Assist in resolving disciplinary issues and team member complaints in conjunction with Team Member Relations. Supervise the administration of team member insurance and benefits programs in conjunction with the Benefits team. Partner with the Talent Acquisition manager to assess optimum staffing levels and maintain designated levels using effective employment and recruiting practices. Ensure comprehensive distribution of information to team members and monitor implementation dates and timelines. Assure assigned areas of responsibility are performed within budget. Monitor revenues and expenditures, ensuring sound fiscal control and efficient use of resources. Oversee classification and compensation studies and analysis. Ensure all HR programs comply with applicable federal, tribal, and regulatory laws and/or regulations. Oversee team member services, ensuring prompt and courteous service. Identify opportunities for streamlining processes and improving HR services. Maintain the privacy, confidentiality, and integrity of organizational and team member information in compliance with policies and regulations. Create, maintain and facilitate a positive work environment. Smile and engage Guests and Team Members with a positive professional demeanor. Performs other job duties as assigned. WHAT YOU'LL BRING Bachelor's degree in human resources, Public or Business Administration, Employment Law, Psychology or a closely related field required. Experience may be accepted in lieu of education requirement. Seven (7) years' of proven leadership experience in Human Resources, including three (3) years specific experience in compensation, benefits, recruitment, and/or HRIS. PHR/SPHR or SHRM-CP/SP preferred. Valid HIPAA certification required annually. HOW YOU'LL BE SUCCESSFUL Thorough knowledge of the principles and practices of Human Resource Management. Knowledge of modern principles of management theory and best practices. Demonstrated proficiency and experience relating to all facets of compensation and benefit program development and design. Experience with Human Resource Information Systems (HRIS). Experience with Team Member relations and guiding Managers in policies, procedures and processes. Knowledge of organizational structures, strategic staffing principles, workflow analysis, and streamlining. Knowledge of organizational behavior, development of skills, and career development. Knowledge in developing Training & Development strategies for advancing the Casino and team members. Ability to communicate effectively verbally and in writing. Strong interpersonal, conceptual, analytical, project management and communication skills coupled with creativity in approach. Strong data management skills, with demonstrated high-level data analysis and reporting skills. Ability to read, analyze and interpret policies, contracts, and financial reports. Knowledge and understanding of pertinent federal and state regulations and filing and compliance requirements affecting team member benefits programs including COBRA, ERISA, HIPAA, FMLA, and IRS codes. Ability to establish and maintain effective working relationships. Ability to work with and maintain confidential materials and information.

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

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

About the Role: The Senior Human Resources Manager in the Hospitality industry plays a pivotal role in shaping and executing the human capital strategy to support business growth and operational excellence. This position is responsible for leading HR initiatives that enhance employee engagement, talent acquisition, retention, and development across multiple locations or departments. The role requires a strategic mindset to align HR practices with organizational goals while ensuring compliance with labor laws and industry regulations. The Senior HR Manager will serve as a trusted advisor to senior leadership, providing insights and solutions to complex workforce challenges. Ultimately, this role drives a positive workplace culture that fosters diversity, inclusion, and high performance, contributing directly to the company's success and reputation in the hospitality sector. This position requires consistent on-site presence (Monday- Friday). Minimum Qualifications: At least 7 years of progressive experience in human resources management, preferably within the hospitality industry. Strong knowledge of labor laws, employment standards, and HR best practices relevant to the hospitality sector. Proven experience in talent acquisition, employee relations, and performance management. Excellent communication, leadership, and interpersonal skills. Preferred Qualifications: Professional HR certification such as SHRM-SCP, SPHR, or equivalent. Experience working in a multi-site or multi-unit hospitality environment. Demonstrated success in leading diversity, equity, and inclusion initiatives. Proficiency with HRIS systems (ex. ADP Workforce Now) and data analytics tools. Responsibilities: Develop and implement comprehensive HR strategies and initiatives aligned with the overall business strategy of the accommodation and food services sector. Oversee the recruitment process to attract, hire, and retain top talent, ensuring a seamless onboarding experience. Manage employee relations, conflict resolution, and disciplinary procedures to maintain a productive and respectful work environment. Lead performance management programs, including goal setting, evaluations, and professional development plans. Ensure compliance with all relevant labor laws, health and safety regulations, and industry standards. Collaborate with department heads to identify training needs and coordinate learning and development programs. Analyze HR metrics and prepare reports to inform leadership decisions and improve HR processes. Champion diversity, equity, and inclusion initiatives to build a welcoming and supportive workplace culture. Manage compensation and benefits programs to ensure competitiveness and employee satisfaction. Supervise and mentor HR team members, fostering their professional growth and ensuring high-quality HR service delivery. Skills: The Senior Human Resources Manager utilizes strong leadership and communication skills daily to influence and collaborate with diverse teams and senior executives. Analytical skills are essential for interpreting HR metrics and making data-driven decisions that improve workforce planning and employee engagement. Expertise in conflict resolution and employee relations ensures a harmonious workplace and effective handling of sensitive issues. Knowledge of labor laws and compliance requirements is applied consistently to mitigate risks and uphold ethical standards. Additionally, proficiency in HR technology streamlines processes such as recruitment, performance management, and reporting, enabling the HR team to operate efficiently and strategically. Occasional extended hours may be needed during audits, reporting and recruitment deadlines, or peak seasons.

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

Jefferson Healthcare Director of Human Resources Announcement # 323777 Jefferson Healthcare (**************************** is seeking an experienced Director of Human Resources to provide strategic and operational leadership for the District's entire employee lifecycle and workforce strategy. Reporting to the CFO, this critical role ensures that HR initiatives are fiscally responsible, legally compliant, and fully aligned with the hospital's mission and values. The Director will lead all HR functions, including recruitment, labor relations, business partners, and total rewards, while fostering a high-performing, engaged culture within a unionized, rural healthcare environment. This position plays a key role in labor strategy, regulatory readiness, performance improvement, and compliance with Washington State labor laws, while driving data-informed workforce solutions and maintaining a survey-ready organization. If you are a collaborative, results-driven HR leader ready to make a meaningful impact on our people and our community, we invite you to apply. What we have to offer: * Competitive, Guaranteed Salary * Outstanding benefits, including employer contribution to your retirement account and low insurance premiums for individuals and families. Benefits package is ranked in the top 1% in the state! * A Full-Time, Exempt Leadership Role where your expertise truly makes an impact * Generous paid time off and more Jefferson Healthcare is one of the top employers on the beautiful Olympic Peninsula and near Seattle, Victoria, BC, and Vancouver. 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 33,000 residents of East Jefferson County. Port Townsend has been named as "one of the coolest small towns in America" ... with good reason. There are festivals all the time, endless recreational/hiking/skiing/sailing activities, great places to eat, and a strong and vibrant community feel. Surrounded by water and in close proximity to the Olympic National Park, Port Townsend offers access to a myriad of outdoor mountain and water adventures. What we are looking for: * Education: Bachelor's degree in Human Resources, Business, or related field required. Master's degree preferred. * Experience: 5-7 years of progressive HR leadership experience. Healthcare experience and/or experience in a unionized public sector environment is strongly preferred. * Compliance Knowledge: Deep understanding of Federal and Washington State employment laws and DNV accreditation standards. * Certification: SPHR or SHRM-SCP certification is highly desirable. To inquire about this position, please contact our HR Leader Operations Partner, Jessie Michaels at ********************************* OR Learn more about Jefferson Healthcare here. Open until filled. 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.

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