Director of human resources jobs in Spokane, WA

Perform HR day to day functions, including administrative tasks, recording keeping, benefit assistance, maintain company policies and procedures. Provide open and trusted source for employee relations to improve and maintain employee culture. Ensure up to date compliance with regulatory statues. Provide employee orientation, documentation and development working alongside direct managers. Lead company in HR practices and objectives including performance reviews and annual goal management. Support recruiting, screening, onboarding and retaining processes for all employees DUTIES AND RESPONSIBILITES: Timely updates and maintaining of rules, laws and regulations Employee resource for resolutions and support Coordinate new employee leadership meetings Engage in career fair, campus outreach programs and recruiting efforts, including management of recruiters Establish screening for first round interviews Coordinate terminations and exit interviews with supervisors as needed Lead onboarding new hires into the organization and culture Support administration and training departments as needed Maintain employee handbook Develop and lead HR initiatives, including employee career path development, retention programs for top talent and employee recognitions programs Engage and manage outside HR consultant to ensure business needs are met SKILLS AND ABILITIES: Excellent verbal and written communication MS office suite software skills Self-directed and driven Ability to meet deadlines and schedules Work independently Onsite working environment Conflict resolution Knowledge of HR laws & regulations

Amphenol CMT is a leading innovator in the design and manufacturing of advanced medical devices that transform and elevate patient care. We specialize in engineering high-performance interconnects, flex circuits, molded components, precision bearings, and fully integrated solutions for surgical, interventional, monitoring, and other mission-critical applications. Guided by a culture of innovation, collaboration, and lean principles, we deliver exceptional solutions and premium service that set new standards in the industry. As part of the global Amphenol family-one of the world's largest providers of high-technology interconnect, sensor, and antenna solutions-CMT is proud to contribute to products that enable the electronics revolution and improve lives worldwide. MicroConnex, a CMT business unit, is a recognized leader in developing and fabricating specialized flex circuit technologies for high-density, demanding applications-further expanding our expertise and impact across critical industries. SUMMARY The HR Generalist supports employees and managers across U.S. manufacturing sites and remote locations by delivering high-quality HR services that strengthen the overall employee experience. This role focuses on recruiting, onboarding, employee engagement, training, and talent lifecycle support, while also assisting with core HR operations such as policies, compliance, and employee relations. The HR Generalist will play a key role in building a positive workplace culture, supporting career growth, and ensuring a consistent employee journey from hire to exit. ESSENTIAL JOB FUNCTIONS Partner with hiring managers and recruiter to manage full-cycle recruiting, including job postings, candidate screening, interviews, and offers. Coordinate onboarding activities to provide a smooth and engaging new hire experience, including orientation and integration support. Support the employee lifecycle by administering talent management processes such as performance reviews, career development planning, and training initiatives. Assist with employee engagement programs, surveys, and activities to foster connection and retention across sites and remote teams. Partner with leaders to identify training needs and deliver or coordinate employee development programs. Act as a point of contact for employees regarding HR policies, practices, and procedures. Provide support in employee relations, including guiding employees and managers on day-to-day issues. Ensure compliance with federal, state, and local employment regulations. Assist with HR reporting, audits, and maintaining accurate employee records. Contribute to HR projects and initiatives that enhance the culture, employee experience, and organizational effectiveness. Back-up for other HR team members *Other duties as required in support of the department and the company* SUPERVISOR RESPONSIBILITIES The responsibilities of this role do not include supervising other employees. QUALIFICATIONS To succeed in this job, an individual must satisfactorily perform each essential job function. The requirements below represent the required knowledge, skill, and ability. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. EDUCATION and EXPERIENCE Bachelor's degree in Human Resources, Business Administration, or related field preferred. 4 + years of progressive HR experience required. Experience with recruiting, onboarding, and training programs strongly preferred. Manufacturing or multi-site workforce HR experience a plus. Robust Lean System, Six Sigma and continuous improvement environment experience a plus CERTIFICATES, LICENSES, REGISTRATIONS SHRM-CP or PHR preferred but not required. LANGUAGE REQUIREMENTS Excellent verbal and written communication skills in English. Conversational in any other language is a plus. JOB SKILLS Strong knowledge of HR practices across recruiting, onboarding, training, and employee engagement. Familiarity with HRIS systems and applicant tracking systems. Strong communication and relationship-building skills with employees at all levels. Ability to balance employee advocacy with organizational goals. Strong organizational skills and attention to detail. Adaptability to support both onsite and remote employee populations. Must be able to work in a fast-paced environment and be a self-starter. Strong analytical and problem-solving skills. Ability to act with integrity, professionalism and confidentiality. Advanced in Microsoft Office Suite and Sharepoint. PHYSICAL DEMANDS As part of their job duties, the employee must sit for lengthy periods while operating a computer. They frequently use their hands to type, handle objects, and communicate verbally. Additionally, they may need to stand, walk, reach, and occasionally lift objects weighing up to twenty (20) pounds. This role requires lifting, carrying, pushing, pulling, reaching overhead, reaching at or below shoulder level, and keyboarding. According to ADA regulations, reasonable accommodation will be provided to ensure that individuals with disabilities can perform the job's essential functions. WORK ENVIRONMENT This is an air-conditioned work environment where employees have desks or cubicles and work in a fixed location. The physical environment is usually comfortable, well-lit, and equipped with the necessary facilities and hardware. The company culture is a culture of teamwork, communication, continuous improvement, business casual, strategic, and goal-oriented. The working conditions are stable, predictable, and secure. ENVIRONMENTAL POLICY Amphenol CIT is fully committed to minimizing the environmental impact of its operations, activities, and products. To achieve this, we adhere to all applicable environmental regulations and laws, prevent pollution, and continuously improve our environmental performance in all our global operations. This is possible through an Environmental Management System that provides a framework for setting and reviewing our environmental objectives and targets. We aim to identify and reduce any negative environmental impact our business activities may have. PERSONAL PROTECTIVE EQUIPMENT REQUIREMENTS ASTM F-2412-2005, ANSI Z41-1999, or ANSI Z41-1991 rated safety toe shoes in specific areas. Clear ANSI Z87.1 safety-rated glasses in specific areas. Hearing protection in specific locations. Ability to compile with JSA in specific areas. EXPORT COMPLIANCE DISCLAIMER This position includes access or potential access to ITAR and EAR (Export Administration Regulations) technical data. Therefore, candidates must qualify as US Persons, defined as US Citizens or Permanent Residents (Green Card Holders). TRAVEL Approximately 5% of travel is expected. SALARY INFORMATION: According to several states' laws, this position's salary range falls between $70,000 and $80,000 hourly/annually. However, this salary information is merely a general guideline. When extending an offer, Carlisle Interconnect Technologies considers various factors such as the position's responsibilities, scope of work, candidate's work experience, education/training, essential skills, internal pay equity, and market considerations. Certain roles are also eligible for additional rewards, including merit increases and annual bonus. These awards are discretionary and allocated based on individual and company performance. U.S.-based employees have access to medical, dental, and vision insurance, a 401(k) plan and company match, short-term and long-term disability coverage, basic life insurance, and wellbeing benefits, among others. U.S.-based employees also receive, per calendar year, up to 11 scheduled paid holidays, up to 80 hours of paid time off and sick paid time off. AMPHENOL CMT RESERVES THE RIGHT TO MODIFY, INTERPRET, OR APPLY THIS IN ANY WAY THE COMPANY DESIRES. THIS IN NO WAY IMPLIES THAT THESE ARE THE ONLY DUTIES, INCLUDING ESSENTIAL DUTIES, TO BE PERFORMED BY THE EMPLOYEE OCCUPYING THIS POSITION. THIS JOB DESCRIPTION IS NOT AN EMPLOYMENT CONTRACT, IMPLIED OR OTHERWISE. THE EMPLOYMENT RELATIONSHIP REMAINS "AT-WILL." THE AFOREMENTIONED JOB REQUIREMENTS ARE SUBJECT TO CHANGE TO REASONABLY ACCOMMODATE QUALIFIED DISABLED INDIVIDUALS. Amphenol CMT is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status. For more information regarding EEOC requirements please visit **************************************************************** *********************************************************************************************** Amphenol CMT participates in the United States Department of Homeland Security E-Verify program. The E-Verify program is a web-based employment eligibility verification system for newly hired employees operated by the U.S. Citizenship and Immigration Services. Any candidate that needs an accommodation or assistance with the application process should contact HR at ********************************

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

Make a Difference in YOUR Career! Our vision is both simple and ambitious: to put our drinks on every table. We are the leading global independent beverage solutions provider. We serve a broad range of national and international retailers as well as Global, National and Emerging (GNE) brands. Our products are distributed worldwide from our production sites in Europe, North America, and Australia. Although our own branding may not appear on the labels ofthe beverages we produce, there is a good chance you are reading this while sipping one of our drinks. Our ambition is to continually improve and it's what keeps us at the top of our game. We are solutions-based. We are innovative. We seek out new challenges and conquer them. This is our company ethos, but it's our people's too: Refresco is at the cutting edge of a fast-moving industry because we have passionate people pushing the boundaries of what's best. Stop and think: how would YOU put our drinks on every table? Position Description The Human Resources Business Partner is responsible for providing effective and efficient Human Resource management at their production location. The job holder supports the plant leadership team to recruit, retain, develop and motivate high quality employees to enable the plant to achieve organizational objectives. This position reports to the Regional Director of HR. Essential Job Functions: Daily management of all HR related issues at the production location. Ensure comprehensive understanding of and adherence to all HR policies and procedures as well as external influences such as employment State/Provincial legislation and political inference. Provides a progressive, best practice service to all Managers at the production location covering areas such as, but not limited to recruitment and selection, employee onboarding, performance management, training and development, organizational change, communication programs, industrial relations and workforce planning. Develops and implements consistent framework of employment standards which ensure competitiveness in the communities in which we operate and which position Refresco as an employer of choice. Establishment of departmental performance standards and objectives ensuring the monitoring and delivery of these. Source and develop external partnerships with vendors such as recruitment agencies and maximize the quality of service and return on investment. Establishment of departmental performance standards and objectives ensuring that these support the overall business plan. Work with and networks with HR colleagues across all locations to ensure sharing of best practices. Actively involved in activities in the local communities that will build the Refresco employer brand. Work with the Talent Acquisition team to ensure effective hiring and onboarding of hourly and salaried employees at their location. Manage the plants payroll functions and ensure timely and complete delivery of all necessary payroll related files to the central payroll team. Delivers direction to the Human Resources admin and ensures HR administrative tasks get executed in a timely and complete manor. Trains supervisors and managers on the Manager Self Service features in our Payroll and Time & Attendance system. Act as a first point of contact for all benefits related questions at the location, actively supports employees during open enrollment and ensures all benefits related information is being entered into the system in a timely and complete manner. Encourage a safe working environment by actively participating in safety related activities and by facilitating and or participating in safety committee meetings at the location. Ensures a timely and complete delivery of Human Resources data and metrics for either standardized reports or ad hoc information requests. This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities, and activities may change, or new ones may be assigned at any time with or without notice. Required Skills: Proficiency in Microsoft Word, Excel, Outlook, PowerPoint and HRIS. Strong organization and communication skills, ability to multi-task while paying attention to detail and working in a high volume, fast paced environment. Demonstrated professional success payroll administration, recruitment and employee relations. Ability to speak effectively interact with all levels of management. Ability to manage multiple assignments and coordinate activities to meet specific deadlines. Ability to interpret the company's policies and procedures to management and hourly employees. High level of accountability, quality and innovation (strives for high performance, emphasizes problem prevention, develops ideas for improvement, document new processes, ensures accuracy of information). Comfortable working independently and showing initiative. Competencies: Business Acumen and Data Literacy-Is knowledgeable regarding most business practices and processes. Is literate in business language and comfortable communicating about all facets of the business. Makes recommendations that support organizational goals. Makes decisions that drive people capabilities to the organization's advantage. Clearly communicates using financial metrics and concepts when making the case for new projects or initiatives. Communication-Seeks to understand others' points of view, looking at verbal and nonverbal cues to encourage open and honest discussions. Invites and encourages others to participate in discussions. Projects a sincere and genuine tone. Remains calm when dealing with others who are upset or angry. Provides and seeks support to improve communication. Does not jump to conclusions or act on assumptions. Tailors' messages to meet the different needs of different audiences. Accurately interprets responses of others to their words and actions. Provides feedback effectively and with empathy. Coaches' employees and managers on how to effectively communicate. Problem Solving and Decision Making- Takes action to remove obstacles and address problems before they impact performance and results. Initiates the evaluation of possible solutions to problems. Makes effective decisions about work task prioritization. Appropriately assesses risks before making decisions. Effectively navigates through ambiguity, using multiple data points to analyze issues and identify trends. Coaching & Conflict Management- Uses "active listening" to understand viewpoints of others. Adjusts one's position or view to try and resolve conflict. Change Champion-Follows, implements, and communicates change management strategies and plans. Leverages change management best practices. Education and Experience: Bachelor's degree in business, Human Resources or related field (or equivalent related experience). Five (5) years of management experience in Human Resources with prior experience in staffing and employee relations. Experience with Washington State Labor Law required. Previous manufacturing HR experience preferred. Experience handling highly confidential and sensitive information. Experience conducting first-line and management training. Experience with applicant tracking systems and HRIS applications. Knowledgeable in Microsoft Office applications including Word, Excel, PowerPoint, and Outlook. Working Conditions: Physical Demands - Continuously sitting for prolonged periods, as the job is administrative in nature. Visual/Sensory - This position requires attention to detail, requiring attention with one or two senses at a time. Work environment - Work and environment fasted paced, requiring ability to remain focused under pressure. Mental Stress - There is pronounced pressure from deadlines, project management, accuracy or similar demands. Travel Requirements: Limited A Career with Refresco Refresco Beverages US Inc. offers the following competitive pay and comprehensive benefits: Pay Range: $99k - $110k, plus eligibility for performance-based bonuses based on company objectives. Cell Phone Allowance: $63.50/month Status: Exempt Medical/Dental/Vision Insurance Health Savings Accounts and Flexible Spending Accounts Life and AD&D Insurance, critical illness, hospital indemnity, and accident insurance Short-term disability and long-term disability Pet Insurance Legal Benefits 401(k) Savings Plan with Company Match 12 Paid Holidays 15 Vacation Days and 6 Paid (Sick) Time Off Days Well-being Benefit Discount and Total Reward Programs The applicant who is hired will receive wages within the range that will be based on several factors, including, as applicable, criteria such as years and type of experience, relevant education, training, qualifications, certifications/licensing, skills, geographic location, performance, market considerations, seniority system, merit system, systems that measure earnings by quantity or quality of production, and business or organizational needs. How to apply: Please visit our careers site at Application deadline: December 31, 2025 (the application deadline is a good-faith estimate and may be extended in certain circumstances) Join Refresco TODAY and enjoy a rewarding CAREER! Any employment agency, person, or entity that submits a résumé to this career site or a hiring manager does so with the understanding that the applicant's résumé will become the property of Refresco Beverages US, Inc. Refresco Beverages, US Inc., will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person, or entity. Employment agencies that have agreements with Refresco Beverages US, Inc., and have been engaged in a search shall submit a résumé to the designated Refresco recruiter or, upon authorization, submit a résumé to this career site to be eligible for placement fees. Refresco Beverages US Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, ancestry, religion, sex, national origin, sexual orientation, age, marital status, disability, gender identity, gender expression, Veteran status, or any other classification protected by federal, state, or local law. Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws.For further information, please review the Know Your Rights notice from the Department of Labor.

At MoodysNWC, we're looking for a proactive, adaptable, and highly organized Operations Coordinator who thrives on keeping people, processes, and priorities moving. You'll own the details, support the big picture, and make sure nothing slips through the cracks in our fast-paced consulting environment. What You'll Own Operations & Office Management You're the hub of logistics and daily operations. Manage office supplies, mail, and IT equipment inventory Ensure new hires are fully set up before Day 1 with laptops, workspace, system access, and welcome materials Run new hire orientation to ensure a smooth onboarding experience Coordinate conference room bookings and in-office schedules Manage the operations inbox-triage requests and direct them appropriately Track recurring internal tasks and deadlines, helping leadership stay on top of what's next Compile and share a regular report of upcoming deliverables, deadlines, and operational tasks with the leadership team to support visibility and accountability Attend key internal meetings and take/distribute notes and action items Plan and coordinate internal events, team offsites, and client appreciation efforts Support travel booking and logistics for senior leaders Coordinate with vendors and manage basic service relationships Handle administrative tasks such as filing, document prep, and collecting signatures People & HR Support You'll help maintain the systems and culture that keep our team thriving. Maintain accurate employee records and documentation Support benefits administration and respond to employee policy questions Assist with onboarding and offboarding logistics Support internal engagement initiatives and team-building efforts Client & Financial Operations Support You'll help ensure our client operations and internal workflows stay tight and organized. Track deliverables and milestone dates across client engagements Support invoice coordination, expense tracking, and financial documentation in collaboration with the finance team Prepare light internal reports and status updates when needed Executive & Calendar Support You'll be a steady hand behind the scenes. Schedule meetings and coordinate calendars for senior leaders Prepare agendas, materials, and follow-ups for key internal meetings Various tasks as assigned to support the leadership team You'll Thrive Here If You… Have a strong sense of ownership and initiative-you notice problems before they become problems Communicate clearly and know how to manage up Are comfortable juggling multiple responsibilities and shifting priorities Have a sharp eye for detail but can also think a few steps ahead Enjoy being helpful and creating order in fast-paced environments Qualifications 2-3 years of experience in operations, client management, HR, office coordination, or administrative support Strong written and verbal communication skills Tech-savvy and a fast learner; proficient in Microsoft Office and GSuite Discretion and professionalism in handling confidential information Bonus: experience working in consulting, professional services, or startup environments Perks & Benefits Benefits: Full medical, dental, and vision coverage, PTO accrual - up to 40 hours per year. Hybrid schedule (minimum 3 in-office days per week), standard working hours (i.e., 8 am - 5pm PST, with necessity to flex hours up/down based on business need) Variety, visibility, and opportunity to grow with the company About MoodysNWC MoodysNWC is a results-driven management consulting firm headquartered in the Seattle metro area. We specialize in digital product and program management and partner with Fortune 100 clients to drive meaningful outcomes. Our team is full of sharp, resourceful, and collaborative people who care deeply about delivering quality work. Diversity, Equity & Inclusion MoodysNWC is an equal opportunity employer. We believe diversity drives innovation, and we are committed to creating a workplace where everyone feels seen, heard, and supported.

Human Resource Coordinator HUMAN RESOURCE COORDINATOR We're A Team That Guides Each Other! Dillabaugh's Flooring America in Boise, ID is searching for a Payroll & Human Resource Coordinator to join their growing team. If you can complete tasks with the highest operational efficiency, be a team player, and have a passion to interact with people, then this is the career opportunity you have been waiting for! Dillabaugh's has been delivering peace of mind and confidence to homeowners and contractors since 1982. They desire to be everyone's trusted flooring, cabinetry, and granite advisors just like they've been for countless families in the Treasure Valley for over 40 years. Their goal is simple: to deliver an experience that instills confidence, creativity, and peace of mind surrounding everyone's investment. To learn more about Dillabaugh's Flooring America check out: ********************************** What We Offer: Hourly Range: $26 - $29 (based on experience) Full Time: 40 hrs./5-day work week (Monday - Friday: 8 am to 5 pm) 30 to 60 day paid training Medical, Dental, & Vision Insurance Life Insurance Retirement Plan w/up to 3% company contribution Paid Vacation, Sick Leave & Time Off Employee discounts on products & services Potential for growth within organization Responsibilities: This role will report to the Accounting Division Controller Accurately process weekly and bi-weekly payroll using Paycom Maintain accurate & confidential employee records, managing sensitive matters such as promotions, role changes & terminations Respond promptly to employee payroll & compensation inquiries Administer employee benefits including health, dental, vision & 401(k) plans, handling enrollments, termination & changes Monitor payroll tax compliance across multiple states (ID/OR) Facilitate smooth new hire onboarding, including system setup, orientation & documentation Partner with managers & team leads to support employee needs Resolve basic HR questions & reinforce policies & procedures Assist with HR compliance & reporting, including ACA, OSHA, EEO & policy audits Oversee workers' compensation documentation & claim coordination Contribute to continuous improvement of HR & payroll systems Desired Skills & Qualifications: Minimum of 3-5 years proven work experience in HR Generalist, Payroll Specialist, HR Manager, Talent Acquisition Specialist, Employee Relations, or similar role. Valid driver's license & reliable form of transportation (REQUIRED) Will need to pass a drug test (REQUIRED) Strong working knowledge of Microsoft Office, HRIS & PPS Knowledge of general human resources & payroll procedures/policies Excellent verbal & written communication skills Strong collaboration skills & ability to delegate effectively Organizational skills & the flexibility to jump from priority to priority Advanced time management, interpersonal skills & detailed oriented Strong mathematical & analytical skills Exceptional critical thinking & problem-solving abilities Strong personal & professional ethics A positive attitude & desire to exceed expectations Knowledge of Paycom a plus (Willing to train) How to Apply: Use the response option in this job board Attach an up-to-date resume outlining your experience for the position A cover letter is always appreciated * Qualified candidates will be contacted by email to complete the first stage of the interview process* Dillabaugh's Flooring America is an Equal Opportunity Employer

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

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

Janicki Industries is an innovative, family-owned aerospace company located at the foot of the Cascades. We focus on engineering and manufacturing complex projects for companies in the aerospace, defense, and space industries. We are looking for a Director of Human Resources to join our growing team. POSITION DESCRIPTION The Director of Human Resources reports to and directly supports the Vice President of Human Resources. This position plans and administers policies relating to all phases of human resources activity, assists with employee benefits, participates in recruitment activities, trains supervisory personnel in HR policy and legal issues, and oversees compliance efforts and report preparation either personally or through subordinate employees. This role also oversees HR staff and participates in weekly management meetings. The following essential job functions are performed as the Director of Human Resources Lead and coach a team of HR professionals, managing workflow to maximize efficiency and ensure compliance with company policies, procedures, and all applicable laws Translate strategic goals into operational HR plans supporting business-critical functions such as operations, engineering, and manufacturing Partner with senior leaders to coach and develop people managers and emerging talent Serve as a thought partner to leadership, providing guidance on change management, interpersonal challenges, and organizational growth Support the continuous improvement of programs that enhance workforce development, retention, and engagement Support scalable leadership development frameworks to strengthen communication, accountability, and decision-making Design and implement initiatives to boost employee engagement, manager effectiveness, and company morale Support the creation and delivery of learning programs that enhance performance management and leadership skills Oversee consistent and compliant execution of HR operations, including onboarding, benefits, HRIS administration, and the full employee lifecycle Ensure compliance with all applicable state and federal employment laws and regulations Investigate and oversee resolution of discrimination, harassment, and other employee relations issues Maintain the Affirmative Action Program; file annual EEO-1 and VETS-100A reports; maintain records and reporting to meet legal requirements Oversee and enforce policies related to drug testing, disciplinary actions, and Last Chance Agreements Review and update HR policies, procedures, and the Employee Handbook to reflect current laws and best practices Support the development and implementation of compensation structures and total rewards programs Administer salary guidelines to ensure internal equity and legal compliance. Ensure consistent application of growth, promotion, and development guidelines across departments Serve as a steward of company values and mission, fostering a positive, inclusive, and high-performance culture Support cultural integration efforts during periods of organizational change, restructuring, or expansion Stay current with HR best practices and legal developments through ongoing education and professional networks (e.g., SHRM) Represent the company in community and HR-related external activities as needed Demonstrate the ability to work individually and collaboratively with cross-functional teams Manage multiple tasks and deadlines effectively while maintaining punctual and regular attendance Perform other duties as assigned QUALIFICATIONS Due to our ITAR and EAR regulations, applicants must be a US Citizen or of Legal Permanent Resident Status as defined by 8 U.S.C. 1324b (a) (3). This position requires the ability to obtain a U.S. Secret Security Clearance (U.S. Citizenship Required). Janicki will assist with gaining this access once employed. Special Access Program or other Government Access Requirements are mandatory for this position and requires candidate agreed to enter a Continuous Evaluation program. EDUCATION/EXPERIENCE Bachelor's degree in Human Resources, Business, or a related field; industry-relevant degrees also considered. MBA or advanced degree preferred HR certification (PHR, SPHR, SHRM-SCP) preferred 10+ years of progressive HR experience, including leadership of a high-performing team Proven ability to develop and scale programs that support a growing, multi-disciplinary organization Demonstrated success coaching leaders, building manager capability, and driving organizational change Strong knowledge of employment law, compliance, and HR best practices in multi-state or industrial settings Comfortable operating across strategic and tactical levels, can drive big initiatives and still manage day-to-day people needs Ability to objectively coach employees and management through complex difficult, and emotional issues using judgment that is consistent with standards, practices, policies, procedures, regulation or government law Self-Starter and self-motivated. Minimum requirement for all positions is a high school diploma or GED. ADDITIONAL INFORMATION Salary range for this role is between $130,000 and $185,000, plus discretionary bonus, 401(k) matching, vacation, and health benefits. Employees can also receive additional pay for off-shifts. The range provided is Janicki's estimate of the base compensation for this role. Actual amount offered will be based on job-related and non-discriminatory factors such as experience, location, education, training, skills, and abilities. Not sure that you'll be the perfect fit for this role? You should still apply! We'll review your application for other opportunities. We are always on the lookout for talented people! Janicki Industries is an Equal Opportunity Employer. Janicki Industries does not discriminate on the basis of race, color, religion, sex, national origin, sexual orientation, marital or familial status, physical or mental disability, genetic information, age, retaliation, veteran/military service status, or any other legally protected status. Janicki is proud to be a military friendly employer. Applicants or employees wishing to view a copy of Janicki Industries' Affirmative Action Plan for veterans and individuals with disabilities, or applicants requiring reasonable accommodation to the application/interview process should notify the Human Resources Department at **************. As a federal government contractor and a recipient of federal funding, Janicki is required to abide by federal drug testing requirements (including preemployment drug testing for cannabis). Additionally, because of Janicki's work on aerospace products and the high volume of safety sensitive positions, Janicki takes the safety of its employees very seriously and requires that employees pass a preemployment drug test prior to starting employment.

Serving both public and private-sector clients throughout the United States and Canada, our client is a market-leading, full-service environmental remediation company in Missoula, Montana. The company is currently seeking a Director of Human Resources. Job Description The ideal candidate is personable, engaging, and enthusiastic about leading the HR team and all HR functions across the company. Reporting directly to the President/CEO as part of the senior management team, the Director of Human Resources will have the following responsibilities: Implement practices and objectives that encourage an employee-centric, high-performance company culture Take a hands-on approach to recruiting and developing a superior work force that values quality, productivity and goals Advise and assist company managers regarding human resources issues Talent acquisition and implementation of employee learning, development and rewards programs Manage a three-person staff Qualifications The following skills are desired for the Director of Human Resources: Adept at HR functions, employee relations, organizational effectiveness, work force management, technology and data Business and HR strategy; able to evaluate and interpret information with a critical eye in order to make business decisions and recommendations Well-versed at HR in the global context as it relates to diversity and inclusion, risk management, corporate social responsibility, employment law and current regulations Solid leadership skills, with the ability to direct and contribute to organizational processes and initiatives Strong ethical practice focused on integrating the company's core values throughout all business and organizational processes Business acumen enabling a keen understanding of how to apply information that contributes to the company's strategic plan Able to manage relationships and provide service, support and guidance throughout the organization and with key stakeholders Excellent communication skills that enable effective exchange of information with stakeholders Global and cultural awareness that values and considers the viewpoints and backgrounds of employees throughout the organization Required Education and Experience: Bachelor's degree or equivalent in human resources, organizational development or business 10 years of progressive leadership experience in human resources Active affiliation with appropriate human resources organizations and networks SPHR or SHRM-SCP certification required Additional Information Contact: Karen Spaeder

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

The Director, People will be responsible for translating enterprise HR strategy into actionable, scalable solutions that drive organizational performance. Reporting to the VP of HR, this senior leader partners with operational and executive leadership to ensure HR programs, practices, and systems enable business goals during a period of significant growth and change. Serving as both a strategic architect and an execution leader, the Director, People will shape and implement initiatives that strengthen leadership capability, reduce turnover, and elevate the employee experience. This role requires someone who can balance strategy with hands-on execution, influence with credibility, and process rigor with empathy. As a key member of the People leadership team, the Director, People will drive cultural alignment, organizational design, and sustainable talent solutions, building the infrastructure needed for long-term operational excellence. Accountabilities: Strategic & Operational Leadership Translate enterprise HR strategy into actionable plans and roadmaps aligned with business outcomes. Partner with the VP to assess organizational needs and design HR programs that meet evolving demands. Team & Talent Leadership Lead, coach, and develop a team of HR Business Partners and Generalists for high-quality HR delivery. Build HR team capability to balance daily operations with long-term strategic initiatives. Workforce Planning & Organizational Design Support workforce planning, job architecture, spans and layers, and organizational design. Provide data-driven recommendations to optimize structure, capacity, and capability. Retention & Engagement Implement retention and engagement strategies that address turnover, workload, recognition, and well-being. Monitor employee experience trends and partner with leaders to act on insights. Leadership & Capability Development Drive leadership development through coaching, frameworks, and targeted programs. Partner with the VP to scale leadership readiness across all levels. Performance & Employee Relations Oversee performance management cycles, feedback practices, and employee listening programs. Serve as the escalation point for complex employee relations matters while ensuring compliance. People Data & Systems Ensure HRIS accuracy, integrity, and analytics that generate actionable workforce insights. Provide leaders with data to inform decisions on turnover, productivity, and workforce health. Talent Mobility & Succession Implement internal mobility pathways, career progression, and succession planning frameworks. Change & Culture Act as a change leader for organizational initiatives to drive communication, adoption, and alignment. Champion values-based leadership and reinforce cultural expectations through programs and coaching. Compliance & Risk Ensure compliance with labor laws, regulations, and internal policies across all sites. Partner with the VP and legal/compliance teams to proactively mitigate HR risk. Enterprise Collaboration Collaborate with HR Centers of Excellence for cohesive program delivery. Partner with operational leaders to align people initiatives with production, safety, and quality goals. Other Duties as Assigned Support executive leadership on strategic initiatives impacting people, culture, and organizational health. Attributes • Safety First: Ensures HR policies, training, and practices create a safe, compliant, and supportive workplace for all employees. • Have Humanity: Leads with empathy, designing programs that respect employees' well-being, diversity, and work-life balance. • Be Transparent: Builds trust through open communication, data-driven decision-making, and clear, consistent messaging. • Drive Innovation: Challenges outdated practices and implements creative, scalable HR solutions that support growth. • Be Resilient: Navigates organizational change and workforce challenges with steadiness and adaptability. • Always Reliable: Provides dependable HR support and consistently delivers on commitments to the business and employees. • Grit: Tackles complex workforce challenges with persistence and determination, ensuring long-term people and business success. Required Knowledge/Experience: • Bachelor's degree in Human Resources, Business Administration, or related field (Master's or HR certification preferred: PHR/SPHR, SHRM-CP/SHRM-SCP). • 10+ years of progressive HR experience, with at least 5 years in a senior HR leadership role in a manufacturing, industrial, or similar environment. • Proven success leading HR teams and aligning people strategies to business outcomes. • Deep knowledge of labor laws, employee relations, and HR best practices. • Track record of driving organizational health, engagement, and culture transformation initiatives. • Strong ability to balance strategic thinking with hands-on execution. • Experience building scalable HR programs and infrastructure in a growing organization. • Exceptional interpersonal, communication, and influencing skills across all levels. • Proficiency in HRIS systems (Paylocity a plus) and Microsoft Office Suite. • Bilingual in Spanish a plus (if applicable to workforce).

JOB TITLE: Assistant Director, Human Resources DEPARTMENT: Human Resources EMPLOYMENT TYPE: Professional 10. $65,000 - $75,000; Salary depends on education and experience. Full-time, 12-mos., benefit eligible Unlock Exceptional Benefits at FVCC (Worth ~$25K)! You'll receive generous employer contributions towards your Health/Vision & Dental, up to 15 vacation days, 12 sick days, and 12 holidays. Plus, build your future with the Montana Public Employee's Retirement System and a 403(b) match up to 7%. And that's not all - Public Loan Forgiveness plus invest in your continued education when you explore Tuition Waiver benefits for you and your dependents! CLOSING DATE: Open Until Filled, however, priority will be given to application materials received by January 9, 2026. SUMMARY Flathead Valley Community College is an outstanding public community college located on a beautiful campus in Kalispell, Montana with panoramic views of the northern Rocky Mountains and Glacier National Park. Our vision is to improve lives through learning, and the trustees, faculty and staff are dedicated to values that foster and preserve the spirit of our college and promote and support the well-being and economic development of the communities we serve. FVCC seeks an innovative leader who can help our team take its strategy to the next level. This role provides a key role between the institution's mission and the culture, organization, talent, and capabilities to meet those needs. ESSENTIAL FUNCTIONS * Works as a collaborative member of the human resources team to identify, evaluate, and develop initiatives and programs that deliver the College's strategic priorities. * Partners with employees, students, and the community; responds to and resolves related questions, problems, and complex inquiries with positive and welcoming manner, models excellent customer service standards. * Guides employees and supervisors regarding federal or state laws, human resources/payroll policies and procedures, and union collective bargaining agreements. * Guides the College's payroll services, collaborates with business services and supervisors, and serves as a subject matter expert for the human resources information and payroll system. * Oversees the campus workers' compensation, unemployment, and employee leave programs. * Supports employee life cycle processes from onboarding to offboarding, including benefits, retirement counseling and administration. * Assists with position classifications, job evaluations, and reclassifications. Conducts research for compensation-related data and completes salary surveys. * Coordinates the campus professional development and tuition waiver programs to enhance employee skills and leadership and connect their contributions to the success of students and the College. * Performs accurate record keeping, reporting, and audits for compliance with state and federal legal regulations, such as, but not limited to, the Affordable Care Act, Department of Labor, Integrated Postsecondary Education Data System (IPEDS), Montana University System, and public retirement systems. * Actively participates in the development of a climate that promotes and supports innovation and efforts to continuously improve services to students, faculty, and the College. * Establishes and initiates effective, timely communication for employees and supervisors. Prepares and edits correspondence and forms, including announcements, communications, and human resources website and timekeeping system; prepares reports, charts, and statistics in support of human resource operations. * Collaborates with unions, maintains collective bargaining agreements, and serves as a member of negotiating teams. * Works closely and cooperatively with campus departments, faculty, and staff on cross departmental topics to resolve issues and lead change. * Maintains department's supplies, expenses, purchases, and budget. * Remains current in practices, trends, and research related to areas of assignment. * Cross-trains to perform other departmental and team functions; backfills for staff as needed, may supervise staff. * Creates and maintains a collaborative and collegial environment with colleagues and maintains effective working relationships. * Maintains professional ethics and confidentiality in accordance with applicable laws and policies. * Advances the mission of FVCC by serving on committees and contributing to the community in college-related activities. * Assists the Executive Director and team with special projects and initiatives. * Performs other duties as assigned. * Reports to the Executive Director of Human Resources MINIMUM QUALIFICATIONS * Bachelor's degree in human resources, business management, or related field, AND two years of directly related work experience; OR, * Associate's degree in related field AND four years of human resources experience; OR, * An equitable combination of six years of higher education and directly related human resources/payroll work experience. PREFERRED QUALIFICATIONS * Master's degree in human resources or related field. * Human resources/payroll/benefits work experience in educational environment or public organization. * Work experience with human resource and payroll information systems. * Professional level human resources certification (PHR, SPHR, SHRM-CP, SHRM-SCP) KNOWLEDGE, SKILLS, AND ABILITIES * Knowledge of principles, practices and standards of human resources, payroll, and benefits administration. * Ability to produce accurate, detailed work and analyze complex or difficult payroll and benefits issues. * A strong service orientation and ability to deal constructively with conflict. * Demonstrated analytical, critical thinking, project management, event coordination, and problem solving and resolution skills. * Knowledge of applicable state and federal regulations. * Knowledge of collective bargaining agreements. * Skill and ability to operate human resource and payroll information systems, and current technology, and strong personal computer skills and familiarity with, Microsoft Excel and Word software. * Ability to work within policies and procedures of FVCC. * Ability and willingness to serve as an ambassador for the College by interacting appropriately with the college community and community. * Ability to maintain effective and positive professional relationships. * Ability to follow and issue directions . * Demonstrated communication, technology, presentation, customer service and interpersonal skills. * Ability to work effectively with people from a variety of culturally diverse backgrounds. * Ability to intermittently work non-traditional schedules including evenings, weekends, etc. Ability to maintain regular and acceptable attendance levels. * Ability and discretion to maintain a high level of confidentiality * Ability to successfully pass a criminal background check. * Ability to respond in the event of an emergency. * This is a Medium Duty job, according to the Selected Characteristics of Occupations Defined in the Revised Dictionary of Occupational Titles, U.S. Department of Labor and Industry. Medium Duty involves exertion of 20-50 pounds of force occasionally, and/or 10-25 pounds frequently, and/or up to 10 pounds continuously to move objects. APPLICATION PROCEDURE: To be considered for this position, applicants must apply online at ******************************************* paper submission of applications or resume materials are not accepted for open positions. FVCC does not retain application materials for future consideration. NOTE: FVCC's applicant tracking system will time-out after 45 minutes of inactivity. Please have your documents ready to upload before you click the Apply button. * Letter of application indicating how you meet the minimum qualifications and detail your work experience as it relates to the position's Knowledge, Skills and Abilities; AND * A current, comprehensive resume or curriculum vitae; AND, * Unofficial transcripts for all degrees held AND/OR Professional Certifications (if more than one transcript or certification, combine and upload as one document). As a condition of employment, the successful candidate will submit official transcripts for all d degrees held and applicable certifications to FVCC HR prior hire. Only transcripts from accredited institutions will be accepted.), AND * Three professional references, with complete contact information, must be provided on the application form. Professional references must be individuals most familiar with applicant's work experience, skills, and work behaviors and supervisory experience. Do not list family and friends for professional references. EMPLOYMENT VERIFICATIONS, REFERENCE CHECKS AND CRIMINAL BACKGROUND CHECKS: Prior to any offers of employment, FVCC conducts thorough employment verifications and reference checks and may contact organizations and individuals not listed on an applicant's application or resume. Additionally, FVCC conducts post-offer criminal background checks. EQUAL EMPLOYMENT OPPORTUNITY: FVCC is an equal opportunity employer. It is FVCC's policy that all individuals are entitled to equal employment opportunities regardless of race, color, religion, creed, political ideas, sex, gender identity, sexual orientation, age, marital status, veteran's status, service in the uniformed services as defined by state and federal law, physical or mental disability, national origin or ancestry except as authorized by law. These protections extend to all management practices and decisions, including recruitment and hiring practices, appraisal systems, promotions, and training and career development programs, as required by federal and state laws. FVCC BOARD POLICY: The FVCC Board Policy Manual is available to review at ******************************************************************************** REASONABLE ACCOMMODATIONS FOR PERSONS WITH DISABILITIES: FVCC provides reasonable accommodations upon request to qualified individuals with disabilities during all phases of employment including the application and selection process. No applicant will be penalized as a result of such a request. VETERANS' PREFERENCE ACT: Preference applies in hiring and provides a uniform method by which special consideration is given to qualified Veterans. Veterans' Preference laws do not, however, guarantee Veterans a job, nor do they give Veterans' preference in internal actions such as promotion, transfer, reassignment, and reinstatement. Applying for a preference is voluntary and that all information related to a preference is confidential and used only during the hiring process; the information will be maintained in a separate confidential file. To claim Veterans' Preference, you must complete the Veterans' Preference Form (form is available at ******************************************** and email it along with document(s) that verify your eligibility for employment preference to ***********. Claims for Veterans' preference must be received by Human Resources prior to position closing date. WINDFALL ELIMINATION PROVISION: Based on the Windfall Elimination Provision, FVCC employment may not be covered by Social Security. To learn more about the Windfall Elimination Provision click *****************************************

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

The **College of the Environment Dean's Office** is currently searching for a talented Human Resources Director to join our team. The **Human Resources Director** provides strategic human resources leadership, oversight, and consultation to leadership, faculty and staff of the College of the Environment in all matters related to human resources. The HR Director interprets and guides compliance with UW Faculty Code, Executive Orders, Administrative Policy Statements, UW staff and academic HR policies and College policies, as well as federal and state regulations and employment laws. The Human Resources Director will also bring a diversity, equity, and inclusion lens to their consultation practice to help clients foster inclusive and equitable workplaces. This Director oversees successful human resources operations across the College and is the primary liaison for the College to UWHR and related offices. Lastly, this position oversees the development and operations of ENV HR Shared Services, a centralized resource support to ENV units. This role is responsible for guiding and overseeing both staff and faculty HR operations and compliance throughout 14 units and the Dean's office. The Director is a representative of the Dean and of the College, and in that role makes decisions about and provides advice on complex faculty, staff, and organizational issues affecting the employment and livelihoods of 2,000+ employees. The Director uses professional judgment to formulate intelligent and creative solutions to challenging situations that meet workplace needs while adhering to University policies and procedures, and relevant rules, regulations, and employment laws. The HR Director must be highly effective at working with many different individuals with varied interests and goals and at different professional levels, including the Dean, Associate Deans, unit Chairs and Directors, Administrators, postdoctoral scholars, staff and faculty members, and central HR and administrative offices' staff. **Duties & Responsibilities:** **Human Resources Management and Leadership: (30%)** + Provide consultation, mentorship, and leadership to College staff and faculty charged with human resources management across the employment life cycle and human resources spectrum, including: recruitment, hiring, performance, termination, compensation, retention, engagement, benefits, leave, accommodations, performance management, layoffs, dismissals, labor relations, diversity and inclusion, training and development, ethics, communication, records management, and risk management. + Collaborate with Dean, Associate Dean, and others to develop and implement College-wide human resources policies and practices that support the College's strategic goals and objectives and improve organizational culture. Contribute to other College policies with human resources impacts. + Interpret and ensure compliance with College and UW human resources policies and procedures, local, state and federal employment laws and industry best practices. + Represent the Dean's Office and College of the Environment as primary HR point of contact to UW Campus HR Operations. Facilitate problem resolution between units and these offices, and interpret and share information from and to these offices. + Review and approve College-wide human resources actions by delegation of the Dean. Hold Dean's Delegate, Additional Approver, HR Partner, Academic Partner, and UW Hires Hiring Manager roles in Workday. + Oversee leave administration, providing guidance on leave use and parameters, and return to work plans. + Partner with Director of Finance and unit Administrators to prepare for and implement annual faculty and professional staff merit salary increase process. + Build out operations of HR Shared Services in the Dean's Office. Work closely with HR Shared Services Specialists, IT Director, and others to establish, stabilize, and improve processes and systems to enable successful shared services HR work on behalf of units. **Academic Human Resources Administration: (25%)** + Collaborate with Associate Dean to interpret and guide unit, Dean's Office, and College Council compliance with UW Faculty Code for faculty appointments, promotion and tenure, voting, professional conduct, reappointments, merit reviews and other salary changes, etc. + Serve as primary point of contact for Academic Human Resources, Office of Academic Personnel, and unit staff on academic personnel matters. Provide consultation and mentorship to department staff and Chairs/Directors on academic personnel topics, including faculty performance issues. Liaise between parties to provide information and facilitate solutions to problems. Oversee academic personnel data audits and submissions for entire College. + Oversee the promotion and tenure process (including extensions), sabbatical applications, and reappointments; provide advice and guidance to Chairs/Directors, staff and faculty members on these processes. + Review and approve new faculty hire offer letters, administrative appointment offers, and retention offers (A/B and regular); negotiate for university resources as necessary with other offices; work closely with Dean's Office team and unit staff to coordinate all aspects of offers from conception through completion. + Oversee submission and tracking of faculty hiring plans, job advertisement review and approval, visa applications, outside work requests, and endowed faculty appointment nomination process. + Oversee postdoctoral scholar appointment process, including disseminating, advising, and enforcing requirements under the collective bargaining agreement. **Staff Human Resources Administration, including for the College's Office of the Dean: (25%)** + Utilize knowledge of UW's professional and classified staff classification and compensation practices and rules to inform the College's staff hiring practices, position reviews, reorganizations, and compensation changes. Help supervisors achieve organizational goals in alignment with employment laws, UW employment policies and collective bargaining agreements. + Advise supervisors on employee retention and total rewards options based on research and consideration of pay equity, compression, market factors, and candidate record. + Advise supervisors and employees on confidential and often stressful personnel concerns and conflicts. Support and guide supervisors through performance reviews and disciplinary actions, including letters of expectation, corrective actions, layoffs and dismissals. Help employees and supervisors understand their options as outlined in labor contracts and the professional staff program, and work to resolve conflicts. + Consult with supervisors and unit HR staff on position development, recruitment, and negotiation strategies. + Consult with unit leadership and UW Human Resources to ensure layoffs are necessary and appropriate. Review all layoff requests and manage layoff process to ensure timely notification. **Personnel Management: (20%)** + Supervise Human Resources team in the Dean's Office. + Assign and prioritize work to optimize efficiency and responsiveness. + Review work and provide direction and correction as necessary. Help employees solve problems with people, process, and technical issues. + Coach and mentor to facilitate professional growth in university human resources management. Cross-train to ensure back-up coverage is in place and so employees have additional learning opportunities. Seek out professional development opportunities and support participation. **Minimum Requirements:** + Bachelor's degree in social sciences, business, or other related field. + Five or more years of human resources management experience, including both staff and academic human resources in a university setting. **Additional Qualifications:** + Direct knowledge of and experience with major human resources functions and their administration at a university, e.g., workforce planning, recruitment and retention, compensation, employee and labor relations, employment law, and diversity and inclusion. + Superior interpersonal skills and ability to build and maintain effective working relationships across the College and University. + Demonstrated ability to effectively communicate orally and in writing with diverse individuals at many levels across a complex, multi-department organization. Able to interpret and communicate complicated and evolving policies and procedures to provide actionable advice. + Ability to exercise discretion, maintain confidentiality, demonstrate good judgment, build trust, and work collaboratively with others as both leader and team member. + Proven self-motivation, resourcefulness, curiosity, tenacity, and problem solving ability. Willingness and desire to learn and to facilitate learning and growth of others. + Ability to work independently, self-organize, meet deadlines, and multi-task with a high degree of reliability, accuracy and efficiency. **Desired Qualifications:** + Current SHRM or SPHR certification. + Knowledge of and proficiency in University of Washington human resources policies and procedures for both faculty and staff employee populations. + Knowledge of and proficiency in Workday for HCM transactions and HRIS data extraction and analysis. + Experience leading and managing others through institutional changes and transitions. **Compensation, Benefits and Position Details** **Pay Range Minimum:** $87,000.00 annual **Pay Range Maximum:** $130,488.00 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.

(18323) At One&Only, we exist to create joy for our guests through anticipation, creativity, precision, empathy and warmth. We tailor every aspect of our guests' stay to bring their dreams and desires to life. With an atmosphere that's chic but wonderfully unstuffy, and a team who are meticulous but warm, we seek to exceed our guests' expectations at every possible turn. Amidst fragrant pines and glistening peaks, One&Only Moonlight Basin is a glamorous return to simplicity. Fill days cascading down cool waters, unearthing the magic of Yellowstone National park, skiing on world renowned slopes and retreating to floating evergreen spaces. With abundant knowledge and generosity, we anticipate our guest's every need and surpass expectations. Whether we are designing the perfect family day out or arranging a romantic private dinner, we approach everything with imagination to spark a sense of playfulness, discovery and adventure. This is not simply our job, it's our passion. Job Summary The Director, Human Resources leads day-to-day HR operations for One&Only Moonlight Basin, providing strategic people leadership and operational HR excellence across all aspects of human resources. This position reports to the General Manager and drives the hotel's people strategy encompassing employee relations, compensation and benefits, performance management, training, recruitment, housing, wellness, and colleague engagement while partnering with Heads of Department and Executive Committee to achieve key performance indicators including GOP, LTO, and Colleague Engagement Survey results. The role manages the HR team while serving as a strategic business partner to operations, ensuring seamless delivery of HR services that support the property's goals and maintain One&Only's standards of excellence. The position balances strategic people planning with hands-on HR operations, ensuring compliance with Kerzner International standards and local Montana labor regulations while fostering a positive colleague culture aligned with the resort's luxury positioning. Key Responsibilities Strategy & People Planning * Produce and maintain hotel People Plan ensuring alignment with property goals and business objectives * Implement sustainable strategy for seasonality of employment addressing peak and off-peak staffing needs * Develop annual HR Strategy for property aligned with brand standards and business requirements * Identify root causes for people-related issues and provide data-driven solutions and recommendations Employee Relations * Ensure disciplinary processes are maintained and fair procedures followed by all Heads of Department * Maintain 100% compliance with Kerzner International disciplinary and grievance policies * Maintain open-door policy providing advice and guidance to colleagues on workplace matters * Train HR team on employee relations processes ensuring consistency and best practices * Summarize disciplinary actions monthly presenting to General Manager with recommendations HR Administration * Ensure smooth workflow of HR functions including onboarding, offboarding, filing, and payroll administration * Provide advisory service on HR SOPs, Kerzner International policies, local labor law, and staffing matters * Ensure full compliance with Kerzner International people processes and deadlines * Conduct monthly colleague file audits maintaining documentation standards * Review and check payroll prior to General Manager approval ensuring accuracy Recruitment * Conduct interviews for Supervisory and Head of Department positions * Maintain 100% compliance with Kerzner International recruitment standards * Work with VP, Global Human Resources on recruitment of senior leadership positions * Supervise HR team on line-level recruitment ensuring quality hiring practices * Review manning levels and recruitment strategies ensuring optimal staffing Performance Management * Ensure departing colleagues complete exit interviews and provide monthly summary to leadership * Administer probationary review processes ensuring timely follow-up and communication * Ensure appropriate training for HODs and Supervisors on performance management * Maintain active Talent Reviews and follow up on Development Plans * Manage pay increase process coordinating with General Manager and Director of Finance Reporting & Analytics * Provide monthly turnover analyses and statistics to HODs and HR teams * Maintain records of internal promotions, transfers, and organizational changes * Complete monthly and mid-month HR finance forecasts * Update departmental reports providing clear performance overview to leadership HR Communication * Conduct monthly departmental HR meetings with documented minutes * Maintain colleague communication platforms ensuring accessibility * Conduct weekly one-on-ones with direct reports and General Manager * Attend and participate in HOD meetings, Executive Committee meetings, and all-hotel meetings * Facilitate regular colleague meetings and engagement activities Employee Wellness * Conduct weekly Heart of House walkabouts ensuring maintenance and cleanliness standards * Organize social and sports activities monthly promoting colleague engagement * Coordinate wellness events supporting colleague health and wellbeing * Analyze sickness trends identifying root causes and implementing solutions * Ensure CSR events take place quarterly connecting colleagues with community * Monitor colleague dining quality ensuring consistent service delivery Payroll & Budget Management * Ensure payroll submitted to Finance on agreed date maintaining accuracy * Track holidays, lieu days, and overtime analyzing patterns for staffing optimization * Review payroll figures with leadership challenging overspending and casual usage * Prepare annual HR Budget including training, recruitment, housing, and general expenses Third-Party Contracts & Housing * Manage third-party contracts for colleague services including transportation, dining, and accommodation where applicable * Work with Housing team maintaining colleague accommodation to hotel standards Team Management * Supervise HR team providing leadership, direction, and professional development * Ensure all direct reports have Personal Development Plans and career progression opportunities * Maintain effective communication flow across the organization Compliance & Continuous Improvement * Ensure 100% compliance in HR Audit conducting regular reviews * Coordinate Colleague Engagement Survey action plans ensuring implementation and follow-up * Ensure Training Manager delivers relevant training aligned with business needs * Champion HOD training in Recruitment, Capability, Conduct, and Grievance * Perform other reasonable duties as directed by General Manager Skills, Experience & Educational Requirements * Bachelor's degree in Human Resources, Business Administration, or related field required; HR certification preferred * 8 years of progressive HR experience in luxury hospitality * Prior experience as standalone HR Manager or Director in large 5-star resort essential * Robust knowledge of local labor law and employment regulations * Proven track record as strategic business partner to operations * Strong employee relations expertise with complex colleague matter resolution * Excellent leadership and team management capabilities * Outstanding communication and influencing skills * Strong analytical abilities with HR metrics and reporting experience * Proficiency in HRIS systems and Microsoft Office Suite * Ability to balance strategic thinking with hands-on operational execution * Flexibility to work varied hours including evenings, weekends, and holidays as needed Our brand is expanding faster than ever before. We are investing in the growth of our company, and that means we are committed to investing in you. Join a team that is open-hearted, intuitive, generous, and spontaneous in spirit. We believe in making our guests happy beyond anything they have ever imagined. We wow them at every turn and create memories that will last a lifetime. You will be at the heart of this vision, to constantly innovate to deliver Amazing Experiences and Everlasting Memories.

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

Description The Arc Western Montana is hiring a Chief Human Resources Officer (CHRO) to lead a small but dedicated HR team and provide hands-on support to staff across the organization. This is an important leadership role. The successful candidate will enjoy people-centered work and practical HR operations. The CHRO helps shape a healthy, inclusive culture while staying closely connected to the daily work of recruiting, training, coaching, employee relations, and staff support. This is a doing role that fits someone who is comfortable wearing many hats and being visible across the organization and the community. Position: Chief Human Resources Officer Location: The Arc's Center, just off Russell in Missoula What we offer: $78,000 to $90,000 per year, depending on experience Paid Time Off (PTO): 3 weeks in the first year, with increases for additional years of employment Health Insurance: Medical and dental coverage starting at $95 per month Vision Insurance Life Insurance Pet Insurance Retirement Plan: 403(b) with up to 3.5% company match Your role: Serve as a trusted resource and culture leader by guiding employees and managers on HR questions, performance issues, and compliance matters. Support a workplace grounded in safety science, curiosity, and clear communication. Key responsibilities include: Providing hands-on partnership for employees and managers Managing employee relations and supporting a positive, safe workplace Coaching and guiding an HR team of three Supervising recruiting, hiring, and workforce development Overseeing onboarding, staff training, and professional growth Partnering with the COO, CEO, and Executive Team on workforce planning Ensuring compliance with OSHA, ADA, FMLA, EEO, and other employment laws Managing compensation, benefits, and workforce sustainability Supporting internal communication and working with marketing to strengthen community connection Representing The Arc in community settings and helping expand organizational visibility Ready to make a difference? Apply today! Equal Opportunity Employer: We provide equal employment opportunities and prohibit discrimination based on race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by law. Requirements What we're looking for: Bachelor's degree from an accredited college Minimum of four years of HR management and supervisory experience PHR or SPHR certification Strong communication, problem-solving, and interpersonal skills Ability to balance daily HR operations with leadership and planning responsibilities Valid driver's license and insurability Salary Description $78,000 - 90,000

Description: The Human Resource (HR) Manager will be responsible for overseeing various HR functions that support staffing, policy development, and employee relations. This role serves as a trusted partner to employees and leadership by providing guidance, developing efficient HR systems, mitigating risk, and maintaining compliance with applicable federal, state, and local regulations. Job Responsibilities: Staffing and Recruitment Work alongside hiring managers to ensure open positions are filled efficiently with qualified and missionally aligned personnel. Lead the full recruiting cycle in partnership with hiring managers, including drafting and posting job openings, managing applicant pipelines through screening, interview coordination, and offer letter issuance. Guide new hires through the onboarding process, including HRIS setup within systems like Paylocity and completion of employment documentation (e.g., I-9 verification). Assist in creating or updating job descriptions, posting job openings on various platforms (NWCS website employment page, Indeed, etc.), reviewing applicants and scheduling interviews. Oversee the annual teacher contract issuance cycle, ensuring accurate, timely distribution and collection of fully executed agreements. Manage background screenings for new/current employees, coaches and volunteers. Conduct exit interviews and provide recommendations for improving employee retention. Policy Development and Compliance Exhibit a proactive commitment to maintaining up-to-date knowledge of evolving employment laws and policy requirements and translating changes into compliant processes and policies within the organization. Provide coaching and training to supervisors to ensure compliance with policies. Serve as the first point of contact for policy-related questions and assist with employee accommodation and leave of absence requests, ensuring compliance with legal and district standards. Leads in the annual review of the employee handbook and ensures it is updated for new state or federal regulation and alignment to organizational standards. Employee Relations and Support Serve as the primary point of contact for employee inquiries related to HR policies, procedures, and programs for both employees and supervisors. Assist with employee relations by addressing workplace issues and providing guidance to supervisors on disciplinary actions and conflict resolution. Assist in creating accommodation requests and managing employee leave of absences Support annual job performance reviews by supervisors. Coordinate the onboarding of new staff with the Business Office and supervisor. Record Keeping and Documentation Maintain accurate employee files and document all disciplinary actions and significant personnel situations. Work with CFO and business office to evaluate processes and technologies to support the overall HR processes and organizational goals. Schedule and Benefits: Compensation: $20.00-$27.00 per hour, depending on experience. Schedule: Full time, 12-month employee Benefits: Eligible for benefits, including medical, dental and vision. Also eligible for tuition discount. Time Off: Paid time off including vacation and personal time off. School closures (e.g., Christmas Break, Spring Break) are generally unpaid unless requested by supervisor to complete specific projects/tasks. Requirements: Minimum Qualifications: Demonstrates a personal commitment to Jesus Christ and lives in alignment with biblical values. Must be willing to affirm and abide by the School's Statement of Faith and actively participate in a local, Bible-believing church. Bachelor's Degree in Human Resources, Business Administration or related field. 3-5+ years of progressively responsible HR experience overseeing recruiting, onboarding, employee relations, leave and accommodations, and compliance. Proficient in Microsoft Office suite and experience using Paylocity or other similar HRIS system. Ability to maintain confidential employee records, handle sensitive information, and ensure accurate documentation and audit-readiness. Highly organized with strong project management capability, successfully balancing competing deadlines and HR initiatives. Exceptionally detail-oriented, ensuring accuracy in job postings, applicant tracking, contracts, offer letters, employee documentation. Strong communication and interpersonal skills, with the ability to coach, influence, and serve employees and leaders with professionalism and tact. Northwest Christian Schools is an equal opportunity employer and reserves the right to prefer employees who share its Christian faith and values where it is appropriate and legally permitted. Employment decisions are made without regard to race, color, national origin, sex, age, disability, or veteran status. Organization reserves the right to revise or change job duties and responsibilities as the need arises.