Human resources business partner jobs in Auburn, WA

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

At Chewy, we strive to be the most trusted and convenient online destination for pet parents and our partners - vets and service providers - alike. Our success is measured by the happiness of the people and pets we serve, not simply by the amount of pet supplies we deliver. That's why we continue to think outside the Chewy box to delight, surprise, and thank our loyal pet lovers! Our Opportunity The leader of HR Product Management will be the enterprise product leader for HR transformation. They will establish the way HR functions as a modern product organization. They will drive a unified HR product roadmap that connects people, process, technology, and experience. This leader will partner across HR, Technology, and Business functions to transform how HR operates, delivers programs, and supports employees and leaders. The role will be ultimately responsible for the orchestration of an end-to-end HR ecosystem that is AI-enabled, data-driven, and operationally scalable. What You'll Do Define and lead the HR product vision and enterprise roadmap that unifies all transformation initiatives across the four pillars: HR operating model redesign, COE program alignment, technology, and change leadership. Align all HR Centers of Excellence (e.g., Talent Management, Compensation, Workforce Planning, Engagement) around a unified, transparent roadmap built through a product-driven, experience-first approach-underpinned by a governance model that seamlessly integrates roadmap priorities, technology enablement, and AI capabilities to deliver measurable enterprise outcomes. Champion transformation by embedding generative, predictive, and agentic AI into HR programs, workflows, and employee experiences. Collaborate with the AI Advisory Board and HR Technology to ensure responsible and effective AI integration. Instill a product perspective across HR leadership, helping COEs, HRBPs, and shared-services teams adopt results-focused, data-informed methods to build and deliver programs. Mentor a small, high-impact team of product, analytics, and change professionals as the function matures. Partner with Technology, People Analytics, and Data Science teams to translate business and workforce strategy into scalable solutions that support decision-making and self-service. Partner with the Director of HR Technology to align product and technical roadmaps. Ensure HR Product defines priorities and desired outcomes. The HR digital solutions team manages delivery, technical execution, and KTLO. Together, guide technology investments toward high-value, experience-led outcomes that advance the enterprise HR strategy. Drive measurable impact through product benchmarks such as adoption, engagement, service efficiency, and workforce effectiveness. Establish data-driven governance and a continuous feedback and improvement loop to monitor progress, find opportunities for enhancement, and sustain transformation outcomes over time. Serve as the connective leader across transformation governance, ensuring alignment among HR Strategy, COEs, HR Technology, Change Enablement, and Business Units. What You'll Need 10-15 years of experience in HR transformation, product management, or enterprise program leadership, with 5+ years in a senior or director-level capacity. Proven ability to lead large-scale, multi-pillar transformation programs that integrate strategy, process, and technology. Deep understanding of HR domains such as talent management, compensation, organizational design, workforce planning, and employee experience. Demonstrated success embedding AI and analytics into HR products, programs, and operating models to drive automation, personalization, and strategic decision-making. Skilled in agile product management, roadmap governance, and collaborator alignment across complex, matrixed organizations. Exceptional executive communication skills and the ability to translate technical and operational concepts into strategic narratives. Bachelor's degree required; advanced degree (MBA or related) preferred. 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, an annual bonus potential, new hire and annual equity grant. We offer different types of insurance, 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. Salaried-exempt 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$204,500-$325,500 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.

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

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

Our client is more than a grocery retailer - they are a vibrant cultural destination with a legacy rooted in family, community, and food. With nearly a century of history, this organization has grown into one of the Pacific Northwest's premier specialty grocery brands, serving generations of customers with a deep appreciation for tradition, innovation, and cultural connection. Their success is built on collaboration, curiosity, and care. Whether you've worked in retail, HR, or are looking to bring your leadership skills to a values-driven environment, this is a place where your work will make a real impact. Who We're Looking For We are seeking a strategic, data-driven HR leader who can shape the future of the business by investing in what matters most: its people. This leader will combine HR expertise with operational acumen, the ability to analyze workforce trends, and the discipline to execute strategies that support a large hourly workforce while advancing organizational goals. You will: Partner with leaders to plan, execute, and continuously improve talent strategies. Use data, analytics, and workforce insights to inform decisions and drive measurable outcomes. Lead organizational change and continuous improvement efforts that enhance employee experience and operational efficiency. Build strong relationships across departments, balancing strategic vision with hands-on execution. Key Responsibilities Collaborate with executive leadership to develop and execute short- and long-term people strategies aligned with business objectives. Consult across departments on organizational effectiveness, culture, talent management, and workforce planning. Champion diversity, equity, inclusion, and belonging in all aspects of HR programming. Lead and oversee Benefits, Compensation, Employee Relations, Learning & Development, Talent Management, and HRIS. Ensure HR practices are compliant and reflect best practices for a retail and food operations environment. Use analytics to identify trends, forecast workforce needs, and provide actionable insights to leadership. Partner with operations leaders to support a high-volume, hourly workforce with scalable solutions. Drive continuous improvement across HR processes and practices. Serve as a senior point of contact for complex employee relations issues and labor relations with union partners. Mentor, coach, and develop managers and direct reports to build stronger teams and improve retention. Requirements Bachelor's degree in business, Human Resources, or related field; master's or advanced HR certification (SPHR/SHRM-SCP) preferred. 10+ years of HR leadership experience, including 3-5 years leading people, projects, or processes. Proven expertise supporting hourly employee populations. Strong capability in data analytics, workforce planning, and insight-driven decision making. Demonstrated experience leading organizational change and continuous improvement initiatives. Deep experience in Talent Management, Employee Relations, Compensation, and Organizational Development. Exceptional leadership and interpersonal skills with the ability to influence across all levels of the organization. Excellent communication, facilitation, and presentation skills. What's Offered A flexible, inclusive, and friendly work culture Competitive starting wages Paid holidays from day one Excellent medical, dental, and vision benefits A generous retirement plan Paid time off, long-term disability, and life insurance Employee discounts on food and gift items Supplemental insurance options Opportunities for growth and advancement 💲 Salary: $150,000 - $185,000 + 15% bonus target

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

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

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

We're a nine-time “Best Company to Work For,” where intelligent, talented people come together to do outstanding work-and have a lot of fun while they're at it. We offer a solution-focused environment full of collaboration and dedication, to our goals and to each other. You'll have the opportunity to drive your own success in a supportive, globally connected environment. From advanced tools and technology to an immersive company culture, working at Logic20/20 means working on the leading edge, with a community of the right people around you. Job Description As the Talent Acquisition Lead at Logic20/20, you'll serve as a key partner to the Head of Talent Acquisition in driving excellence across our recruiting function. You'll help lead and develop a team of recruiters and researchers, ensuring we deliver exceptional talent for our firm while maintaining a best-in-class candidate and hiring manager experience. This role blends hands-on recruiting with operational and leadership support-helping to optimize processes, coach the team, and ensure accountability to our recruiting goals. You'll be a trusted collaborator to business and practice leaders, translating hiring needs into actionable recruiting strategies that align with Logic20/20's growth objectives. What You'll Do: Partner with the Director of TA to execute the overall recruiting strategy, ensuring alignment with company priorities and practice-level goals. Coach and support recruiters in achieving hiring targets, providing day-to-day guidance, mentorship, and accountability on performance and delivery. Enhance systems and processes by identifying opportunities for efficiency, consistency, and better stakeholder experiences across the recruiting lifecycle. Own full-cycle recruiting for key roles across technical and business functions, supporting both individual contributor and leadership-level hiring. Monitor recruiting metrics and SLAs, providing regular reporting, insights, and recommendations to improve results and drive accountability. Support change initiatives such as new tools, systems, and process rollouts to strengthen recruiting operations and scalability. Partner with business and practice leaders to understand workforce plans, anticipate hiring needs, and provide consultative guidance on talent market trends. Champion Logic's culture and values through a strong focus on collaboration, communication, and inclusive hiring practices. Qualifications 7+ years experience, with 2+ years leading a recruiting team in a professional services or consulting environment. Experience supporting or collaborating closely with senior recruiting leadership on strategy, operations, and reporting. Proven ability to recruit across both technical and business consulting roles. Strong project management and organizational skills with attention to detail and follow-through. Comfort with data and metrics, with the ability to draw insights and drive accountability. Track record of improving recruiting processes, systems, and candidate experiences. Excellent communication and relationship-building skills with cross-functional partners and leaders. A growth mindset, team-first attitude, and a passion for helping people succeed. Additional Information All your information will be kept confidential according to EEO guidelines. At Logic20/20, we believe in recognizing and rewarding exceptional talent. Logic20/20 offers a competitive compensation package, with a target salary range of $145,000 - $160,000 for this role. The final base pay offered is dependent on factors such as relevant experience, skills, qualifications, and location. Eligible employees may also qualify for performance-based bonuses and other incentives. Learn more about life at Logic20/20! Visit our Life at Logic page to explore our culture, benefits, and what makes Logic20/20 a great place to grow your career! Core Values At Logic20/20, we are guided by three core values: Drive toward Excellence, Act with Integrity & Foster a Culture of We. These values were generated and agreed upon by our employees-and they help us pursue our goal of being one of the best companies to work for and to work with. Learn more at ********************************************* Equal Opportunity Statement We believe that people should be celebrated: for their talents, ideas, and skills, but most of all, for what makes them unique. We prohibit harassment and/or discrimination based on age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status, or any other basis as protected by federal, state, or local law. To learn more about our DE&I initiatives, please visit: ************************************************************ Privacy Policy During the recruitment and hiring process, we gather, process, and store some of your personal data. We consider data privacy a priority. For further information, please view our company privacy policy.

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

We are dedicated to growing a culture of belonging through our values: Respect | Trust | Diversity | Inclusion | Equity First review of applicants will begin on 12.03.2025 and weekly thereafter. It is in your best interest to apply early. The Hiring Manager reserves the right to close the recruitment at any time. At the Department of Licensing (DOL), we recognize the importance of work life harmony and strive to create a culture where employees feel valued and respected. Our employees are trusted and encouraged to be a part of process improvements that impact their work, create value for our customers and help build trust in our government. Our Human Resources Division is currently recruiting for a HR Data and Systems Consultant with advanced technical expertise in HR and payroll processes, procedures, and regulations to join the Data and Systems Team. As one of the most visible state agencies and the second-largest revenue generator in Washington State, we engage with over 6 million residents each year and collect nearly $3 billion in taxes and fees. We understand that our services are vital to the daily lives of our customers, enabling them to live, work, drive, and thrive. We take this responsibility to heart and are dedicated to providing equitable and meaningful access to our services for every resident. If you are passionate about data and understand the potential implications of its inaccuracy, please read on. Reporting to the Data and Systems Supervisor, you will be responsible for managing all Human Resource Management System (HRMS) related actions for our employees and positions. Working largely independently you will evaluate, research, and resolve complex technical human resources related issues and inquiries. The work you will do is critical to our employees are properly compensated for their work in supporting our Washington residents, live, work, drive, and thrive. Some of what you will do: * Maintain data integrity by reviewing documents before entry into the Human Resource Management System (HRMS). * Key personnel actions pertaining to new hires, rehires, appointment changes, and separations into HRMS. * Research, analyze and audit personnel actions. * Produce routine reports using HRMS, such as Monitoring tasks and Periodic Increment date report. * Collaborate with Payroll and HR Consultants to ensure accurate data entry and reduce negative impacts on employees. What you will bring: * Five (5) years of progressively responsible, paid, professional experience in Human Resources* or related field. * Two (2) years of experience using Microsoft Suite office products including Excel, Work, One Note, Outlook, and Teams. * One (1) year of experience: * Applying knowledge of CBA's and WAC's. * Entering data into a statewide/enterprise Human Resource Management System (such as SAP, Workday, etc.). * Ability to: * Communicate respectfully and effectively with diverse groups of people. * Handle shifting priorities and switch directions quickly while maintaining a calm, professional attitude. * Analyze and evaluate data and come to a conclusion and ask questions when needed. * Maintain attention to detail while processing a variety of HR related actions. * Understand and follow agency values of respect, trust, diversity, equity, and inclusion through behaviors, and decisions. * Promote and support a respectful, equitable, and inclusive workplace for all employees. * Promote and support respectful, equitable, and inclusive delivery of services to customers. * Respect and maintain confidentiality. * Understand the importance and significance of what records must be released and what is confidential. * Take action to learn and grow. * Take action to meet the needs of others. * Experience in proper handling of confidential personal information and highly sensitive matters that may require special handling. * Skills in communicating complex concepts orally and in writing. * Skills in organizing and prioritizing workload with conflicting timelines and payroll deadlines. Professional human resource experience means working full time as a human resource professional performing HR functions. Up to four (4) years of relevant education may substitute year for year for experience. (Associates degree = 2 years Bachelor's degree = 4 years) Relevant education will include a focus on business, human resources, social or organizational behavioral sciences, or related field from an accredited college or university by the U.S. Department of Education and the Council for Higher Education Accreditation (CHEA). What may help set you apart: * One (1) year of experience as a professional HR Consultant with the State of WA, where an essential function of the job was utilizing the Human Resource Management System and maintaining data integrity. * HR Certification, such as a PHR or SPHR. * Generalists experience consulting on a variety of HR functions, such as classification, compensation, and recruitment. * Additional years working as a human resource professional. Additional Conditions of employment: * This position is expected to work at a minimum two (2) days in-office per week or more as business needs arise. * The ability to travel for meetings and trainings. * Prior to a new hire, a pre-employment screening including criminal record history will be conducted. Information from the background check will not necessarily preclude employment but will be considered in determining the applicant's suitability and competence to perform in the position. DOL is committed to the full inclusion of all qualified individuals. In keeping with our commitment, we will take the steps to assure that people with disabilities are provided reasonable accommodations. For information about this position, the interview process, or available accommodations, contact Dawn Loduha. Come join us in changing the way government delivers services and help build a legacy of commitment to and excellence in diversity, equity, and inclusion! How to Apply: * Select the Apply button at the top of this job announcement. Applications with blank fields, or supplemental question responses with comments such as "see attachments" may be considered incomplete. You are welcome to include the name and pronoun you would like to be referred to in your materials and we will honor this as you interact with our award-winning diverse and inclusive organization. We value diverse perspectives and life experiences. We employ and serve people of all backgrounds including people of color, immigrants, refugees, women, LGBTQ+, people with disabilities, and veterans. We value the unique traits and attributes that each employee brings to the job. Through the diverse perspectives of an inclusive workforce, we will create a more respectful, productive, and unified team to better serve the public of Washington. Veteran/Military Spouse Preference Notice To take advantage of veteran/military spouse preference, please notify the Talent Acquisition Team. Use a subject line that includes the title of this recruitment. The Washington State Department of Licensing is an equal opportunity employer and does not discriminate on the basis of age, sex (including gender identity), marital status, sexual orientation, race, religion, creed, color, national origin, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained dog guide or service animal by a person with a disability. Persons requiring accommodation in the application process, during the recruitment process, or who need this job announcement in an alternative format, may contact the Human Resources Office at ************ or may email the Talent Acquisition Team. Applicants who are deaf or hard of hearing may call our ASL interpreter via Video Phone at ************. We do not use the E-Verify system; therefore, we are not eligible to extend STEM Optional Practical Training (OPT). For more information, please visit ************** The candidate pool certified from this recruitment may be used to fill future similar vacancies for up to sixty days.

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

We're searching for some really great people who enjoy customers as much as we do. Named as one of Puget Sound Business Journal's Best Places to Work three years running, 2021, 2022 and 2023. We are a certified Great Place to Work™ and were named a Best Workplace eight times, most recently in 2024 in the Financial Services and Insurance category. Check out our rating at: Working at Evergreen Home Loans | Great Place To Work Wow happens every day at Evergreen. Our vision is centered on changing the world one relationship at a time. Learn more about us on our website here. Discover what's possible with Evergreen. We're looking to add people who feel the same way we do about our customers, our associates, and the work we do. In return, you'll be part of a growing, contemporary company that rewards creative thinking and believes in helping you get to where you want to be. You'll also enjoy a comprehensive benefits package and an attractive 401K plan to help you grow along with us! This position proactively partners with Production and Operations at Evergreen to ensure the talent acquisition and recruiting strategy delivers the right candidate at the right time to meet current and future business needs. The focus of this role is on the development and management of a seamless talent delivery model as well as integrating into a highly effective onboarding program that provides a successful candidate experience and ensures retention. Essential Duties and Responsibilities: Develop and implement strategic and pro-active initiatives to acquire a high level of talent within the organization. Implement progressive sourcing strategies and techniques including networking, social media, and candidate databases to develop connections with a diversified pool of top talent. Assist in collecting, maintaining and updating mortgage industry recruiting data around contract provisions, compensation and benefit packages including best in class practices and trends to make recommendations for improvements to ensure Evergreen remains competitive in our practices. Demonstrate expertise in managing functional success by leveraging talent acquisition metrics. Develop and manage a candidate experience strategy that improves the application process, emphasizes employment branding, and improves the overall communication with the candidate base. Establish a "talent pipeline" capable of quick response to specified business unit needs. Provides information on company operations and job opportunities to potential applicants. Screens and refers qualified applicants to hiring manager for interviewing. May provide initial screening for manager to obtain work history, education, training, job skills, and salary requirements. Work closely with the Human Resources department to integrate a seamless recruitment experience with the onboarding experience. Researches, analyzes, prepares and presents hiring and statistics. Corresponds with job applicants to notify them of opportunities. Maintains records on recruiting activities as required to comply with industry regulations Other duties as assigned Performance Expectations: Perform all actions in accordance with the Mission, Vision, and Convictions of EHL. Manage the department to meet or exceed department productivity, production and/or financial metrics. Provide a “WOW” experience and effectively communicate with associates, clients, partners, and vendors via phone, written communication, and/or in person. Set clear expectations for associates and support their personal and professional growth through one-on-one meetings held on a semi-monthly or more frequent basis and annual performance reviews with all direct reports. Address performance issues in a timely manner and document incidents. Anticipate staffing issues, plan for staffing changes in advance, and complete recruiting activities monthly for branches, or as needed for departments in order to hire high quality associates to fully staff the team. Host regular and timely communication with associates. Understand the responsibilities of production and operations and act as a liaison between functions to develop collaborative team relationships so that loans close on time, and as promised. Maintain basic knowledge of Evergreen's HR, Onboarding, Payroll, and Accounting policies and systems and proactively consult applicable department when dealing with issues. Exude a positive attitude, mentor associates, set a good example (this includes appropriate dress and demeanor). Perform all actions in accordance with the policies and procedures of the company. Have knowledge about Evergreen's mortgage processes and products in order to answer questions and support staff. Specific Skills/ Knowledge/ Abilities Required for Position: Bachelor's degree in business or a related field and six (6) to eight (8) years of experience in Talent Acquisition; or an equivalent combination of education and experience In-depth mortgage industry knowledge required; a minimum of five (5) years in the mortgage industry is preferred Motivated self-starter who will set challenging goals, achieve objectives and quickly adjust course or emphasis, when needed, to reach goals. Persuasive communicator with excellent verbal and written communication skills, interpersonal skills, presentation skills and networking skills Strong behavioral interviewing skills and ability communicate the company's Values and Convictions. Strong existing network from which to gain qualified referrals and introductions. Demonstrated knowledge in developing talent acquisition strategies. Exercise good judgment and strong character, motivated, hard working. Ability to work well with fellow associates, clients and vendors. Good communication skills. Neat, clean, healthy work habits. Physical Requirements: Requires all forms of dexterity and mobility throughout the shift, which may include extended periods of sitting and/or standing. Occasionally required to reach with hands and arms, twist, climb or balance, stoop, kneel crouch or crawl. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral, depth perception and the ability to adjust focus. Must be able to speak and hear, lift and carry up to twenty-five pounds (25 lbs.) or occasionally more. Ability to work in a fast-paced, occasionally noisy environment. May be required to drive for business purposes and if so, must hold a driver's license in good standing and maintain personal auto insurance in compliance with EHL's Auto Insurance policy. Compensation: The base annual rate for this position is $67,000 - $100,000 per year, plus commission depending on a number of factors including location and experience. Benefits and Perks: Eligible associates (and their families) have the option to enroll in medical, dental, and/or vision coverage of which both the associate and the company contribute towards expenses. Basic Life/AD&D insurance for eligible associates as well as a Short-term Disability benefit are provided by Evergreen. Additional Voluntary Life/AD&D, Long-term Disability benefits and Legal/ID protection plans paid for by the associate are also available. Associates are automatically enrolled in Evergreen's 401(k) plan. Personal Time Off (PTO) of up to 13.34 hours may be earned monthly and associates may enjoy 9 paid holidays each year. Paid voluntary day of work, company matching on charitable donations and mortgage loan benefit. Evergreen is an equal opportunity employer and E-Verify employer.************************** Equal Housing Lender ©2025 Evergreen Moneysource Mortgage Company dba Evergreen Home Loans NMLS ID 3182. 15405 SE 37th Street, Suite 200 Bellevue, WA 98006 Equal Housing Lender. AZ Mortgage Banker License #0910074; CA Licensed by the DFPI under the CRMLA #4130291; NV Mortgage Company License 4837. Evergreen Home Loans does not represent HUD or FHA and the information provided here was not authored, approved, or endorsed by HUD or FHA. For individual and company license information visit ***************************

At PitchBook, a Morningstar company, we are always looking forward. We continue to innovate, evolve, and invest in ourselves to bring out the best in everyone. We're deeply collaborative and thrive on the excitement, energy, and fun that reverberates throughout the company. Our extensive learning programs and mentorship opportunities help us create a culture of curiosity that pushes us to always find new solutions and better ways of doing things. The combination of a rapidly evolving industry and our high ambitions means there's going to be some ambiguity along the way, but we excel when we challenge ourselves. We're willing to take risks, fail fast, and do it all over again in the pursuit of excellence. If you have a good attitude and are willing to roll up your sleeves to get things done, PitchBook is the place for you. About the Role: At PitchBook we believe our people are what set us apart, and as a member of the People team your contributions will directly impact the success of our employees and the company. PitchBook is a values-driven company. Our team embodies these values in everything we do, and we take pride in setting a positive example for our colleagues at all levels. The People team fosters a culture of collaboration, and we hold ourselves to a high bar to consistently deliver an exceptional employee experience. We create a positive environment where employees are supported and empowered to do their best work. We push ourselves to continuously learn while leveraging diverse skill sets and perspectives to create employee-centric programs that are as impactful as they are fun. If you are driven to do great work and are committed to doing your job with passion, you have found the right team! The Manager, Talent Acquisition plays a pivotal role in driving PitchBook's ability to attract, engage, and hire top talent. This role is responsible for managing day-to-day recruitment operations, optimizing processes, and ensuring a seamless experience for candidates, hiring managers, and recruiters alike. You will lead a team of recruiters and coordinators in multiple geographies, partner closely with business leaders, and implement scalable recruiting strategies that align with company goals. This role is ideal for someone who thrives in a fast-paced environment, is passionate about operational excellence, and enjoys mentoring and developing recruiting talent. You'll be hands-on in managing recruitment workflows, reporting key metrics, and ensuring our employment brand is consistently represented across all candidate touchpoints. You'll also collaborate cross-functionally to improve tools, systems, and processes that support our hiring efforts. Primary Job Responsibilities: Lead, grow, and mentor a team of global recruiters and coordinators ensuring consistent delivery of high-quality results Drive recruiting process throughout all business units, ensuring that we are executing consistent, fair, and equitable hiring practices Implement the recruiting strategy at the operational level, including building and fine-tuning recruiting processes and infrastructure to drive effectiveness and efficiency across recruiting operations Stay on top of industry trends, making suggestions on how we evolve our talent acquisition strategy Lead with a sense of urgency and innovation so that PitchBook hires the right talent at the right time Use data to effectively communicate recruiting metrics to stakeholders across the organization Use data and analytics to set, monitor, and determine success for individual recruiters, the team, and the recruiting function Guide senior stakeholders and hiring teams through effective recruiting and hiring decision practices that tie to the strategic goals of departments and the organization Serve as a talent acquisition subject matter expert on cross-departmental projects Implement training and development opportunities for recruiters, managers, and coordinators Support the vision, values, and expected behaviors of the company and the People Team through role-modeling appropriate behaviors and creating programs and processes that support desired outcomes Participate in various company initiatives and projects as requested Skills and Qualifications: Bachelor's degree required 6+ years of a combination of corporate progressive recruiting experience including sourcing and full life cycle recruiting on technical and non-technical roles 4+ years of experience in a progressively responsible recruiting leadership role with direct management of Recruiters, Sr. Recruiters, and Coordinators Experience with Greenhouse and Workday preferred Proven success in sourcing, screening, and selection of top talent Demonstrated ability to execute recruiting strategy, including employer promotion in the marketplace, candidate management, interview process management, sourcing tools, and applicant tracking systems Demonstrated credibility with business leaders with the ability to work in a team environment, as a team leader and member Proven use of innovation and process improvement to increase recruiting and retention results Strong analytical skills with ability to create, measure, and scale recruiting processes In-depth knowledge of legal compliance requirements and employment laws Proven ability to act at both the strategic and tactical levels in a fast-paced environment; must be extremely organized, detail oriented, flexible, and able to multi-task Strong skills in Microsoft Outlook, Word, and Excel and the ability to learn additional programs as needed. Previous experience with applicant tracking systems required Excellent interpersonal, communication, and negotiation skills. Must be able to work with all levels in the organization Benefits + Compensation at PitchBook: Physical Health Comprehensive health benefits Additional medical wellness incentives STD, LTD, AD&D, and life insurance Emotional Health Paid sabbatical program after four years Paid family and paternity leave Annual educational stipend Ability to apply for tuition reimbursement CFA exam stipend Robust training programs on industry and soft skills Employee assistance program Generous allotment of vacation days, sick days, and volunteer days Social Health Matching gifts program Employee resource groups Subsidized emergency childcare Dependent Care FSA Company-wide events Employee referral bonus program Quarterly team building events Financial Health 401k match Shared ownership employee stock program Monthly transportation stipend *Please be aware the above PitchBook benefit and perk offerings are subject to corresponding plan and policy documents and may change during the course of your employment. Compensation Annual base salary: $140,000-$170,000 Target annual bonus percentage: 15% Working Conditions: At the heart of our company is a belief in the power of in-person collaboration. Being together in the office fuels our creativity, strengthens our connections, and drives the innovation that sets us apart. Our culture is built on spontaneous moments-those hallway conversations, whiteboard brainstorms, and shared celebrations in each of our global offices-that simply can't be replicated remotely. This role is expected to be in the office 5 days a week. The job conditions for this position are in a standard office setting. Employees in this position use PC and phone on an on-going basis throughout the day. Limited corporate travel may be required to remote offices or other business meetings and events. Life At PB: We are consistently recognized as a Best Place to Work and our culture is at the heart of our success. It's our fundamental belief that people do and create great things and that people are the cornerstone of prosperity. We believe that proactively seeking out different points of view, listening to others, learning, and reflecting on what we've heard creates a sense of belonging within PitchBook and strengthens the PitchBook community. We are excited to get to know you and your background. Concerned that you might not meet every requirement? We encourage you to still apply as you might be the right candidate for the role or other roles at PitchBook. #LI-MW1 #LI-Onsite

At F5, we strive to bring a better digital world to life. Our teams empower organizations across the globe to create, secure, and run applications that enhance how we experience our evolving digital world. We are passionate about cybersecurity, from protecting consumers from fraud to enabling companies to focus on innovation. Everything we do centers around people. That means we obsess over how to make the lives of our customers, and their customers, better. And it means we prioritize a diverse F5 community where each individual can thrive. This role operates at the intersection of talent strategy, operational excellence, and business enablement. The Talent Acquisition Strategy Leader is a critical strategic partner, driving innovation and operational efficiency across a global organization. By designing and executing cutting-edge talent acquisition strategies, programs, and processes, this position will enhance the candidate experience and enable scalable, data-driven growth for F5. Key Responsibilities Strategic Planning * Serve as a key operational partner to the Vice President of Talent Acquisition, providing support in strategic planning, goal setting, and tracking of talent acquisition priorities. * Translate overarching talent acquisition strategies into tailored, business-level roadmaps. Develop, maintain, and execute plans of actionable initiatives aligned with both local business objectives and broader organizational goals. * Lead preparation and coordination for key business reviews and leadership meetings, including presentations, talking points, and data-driven narratives articulating talent acquisition strategy and its impact. * Drive strategic initiatives and manage complex projects on behalf of talent acquisition leadership, often requiring cross-functional collaboration and high levels of discretion. Stakeholder Collaboration & Management * Build collaborative relationships with cross-functional People & Culture teams (e.g., Total Rewards, People Strategy & Experience, HR Business Partners) for cohesive and integrated talent strategies. * Act as a trusted advisor and resource for stakeholders, driving alignment on talent acquisition program implementation, strategy, and objectives. Operational Excellence * Manage the operational cadence for the talent acquisition team, ensuring effective facilitation of team meetings, tracking action items, and follow-through decisions. * Continuously optimize talent acquisition processes and tools, driving consistency and operational efficiency globally. * Oversee implementation of cyclical programs such as campus recruiting, leadership hiring programs, and seasonal workforce planning. Key Qualifications Experience * 7-10 years of progressive experience in talent acquisition or HR strategy, program management, or related areas. * Proven experience independently supporting or independently leading medium-to-large-scale, cross-functional strategic projects from concept to measured outcome. * Demonstrated analytical and problem-solving skills, with experience translating complex or ambiguous information into clear project plans and solutions. * Solid understanding of strategic HR/ Talent Acquisition principles and how various talent components integrate to enable business strategy. * Demonstrated success in collaborating with talent acquisition business partner teams and leading global initiatives. Core Skills * Exceptional Project & Program Management: Ability to manage multiple complex projects simultaneously with strong organizational skills and attention to detail. * Strategic & Analytical Thinker: Comfortable with translating strategy into actionable plans and using data to drive innovation and decision-making. * Influential Communicator: Excellent written and verbal communication, capable of engaging and influencing stakeholders across all levels. * Collaborative Partner: A highly effective team player who fosters relationships and coordinates efforts across departments. * Problem-Solver: A proactive and resourceful individual able to identify challenges and deliver creative, lasting solutions in the talent acquisition space. This is your opportunity to play a leading role in driving transformative talent acquisition efforts, elevating F5's ability to attract, hire, and retain world-class talent. With your vision and leadership, you will shape a better future for how we connect talent strategies with business outcomes. The Job Description is intended to be a general representation of the responsibilities and requirements of the job. However, the description may not be all-inclusive, and responsibilities and requirements are subject to change. The annual base pay for this position is: $149,600.00 - $224,400.00 F5 maintains broad salary ranges for its roles in order to account for variations in knowledge, skills, experience, geographic locations, and market conditions, as well as to reflect F5's differing products, industries, and lines of business. The pay range referenced is as of the time of the job posting and is subject to change. You may also be offered incentive compensation, bonus, restricted stock units, and benefits. More details about F5's benefits can be found at the following link: ******************************************** F5 reserves the right to change or terminate any benefit plan without notice. Please note that F5 only contacts candidates through F5 email address (ending with @f5.com) or auto email notification from Workday (ending with f5.com or @myworkday.com). Equal Employment Opportunity It is the policy of F5 to provide equal employment opportunities to all employees and employment applicants without regard to unlawful considerations of race, religion, color, national origin, sex, sexual orientation, gender identity or expression, age, sensory, physical, or mental disability, marital status, veteran or military status, genetic information, or any other classification protected by applicable local, state, or federal laws. This policy applies to all aspects of employment, including, but not limited to, hiring, job assignment, compensation, promotion, benefits, training, discipline, and termination. F5 offers a variety of reasonable accommodations for candidates. Requesting an accommodation is completely voluntary. F5 will assess the need for accommodations in the application process separately from those that may be needed to perform the job. Request by contacting accommodations@f5.com.

WHAT'S IN IT FOR YOU Competitive salary starting at 167,810.93 - DOE with discretionary performance bonuses 2x a year! Fully paid medical, prescription drug, dental, and vision coverage for you and competitive premiums for your dependents. Complimentary meals and covered team member parking. Employer-paid life insurance, long-term disability, and accidental death and dismemberment coverage. Flexible Spending Account options for health care expenses. Company-paid gaming licenses (Class A & Class B) Variety of additional voluntary benefits and retirement plans. GET TO KNOW THE ROLE The Director of Human Resources (HR) is a key leadership role responsible for developing, interpreting, and implementing personnel policies, procedures, and administrative regulations. This position requires expertise in HR management practices, employment law, and regulatory compliance. The Director of HR provides strategic guidance to senior management, oversees benefits administration, classification, and compensation studies, HR information systems, and recruitment processes, ensuring alignment with legal requirements and organizational goals. Previous professional experience in Gaming and/or Tribal settings is essential. WHAT YOU'LL DO Practice, support and promote the Mission, Vision and Values of Muckleshoot Casino. Develop, write, and interpret personnel policies, procedures, and administrative regulations. Respond to inquiries and recommend resolutions for HR issues, complaints, and legal actions. Identify and ensure compliance with legal requirements and regulations. Represent the organization at personnel-related hearings and investigations. Provide advice and counsel to the HR Director and senior management on HR management practices, emerging issues, and changes in employment law. Assist in resolving disciplinary issues and team member complaints in conjunction with Team Member Relations. Supervise the administration of team member insurance and benefits programs in conjunction with the Benefits team. Partner with the Talent Acquisition manager to assess optimum staffing levels and maintain designated levels using effective employment and recruiting practices. Ensure comprehensive distribution of information to team members and monitor implementation dates and timelines. Assure assigned areas of responsibility are performed within budget. Monitor revenues and expenditures, ensuring sound fiscal control and efficient use of resources. Oversee classification and compensation studies and analysis. Ensure all HR programs comply with applicable federal, tribal, and regulatory laws and/or regulations. Oversee team member services, ensuring prompt and courteous service. Identify opportunities for streamlining processes and improving HR services. Maintain the privacy, confidentiality, and integrity of organizational and team member information in compliance with policies and regulations. Create, maintain and facilitate a positive work environment. Smile and engage Guests and Team Members with a positive professional demeanor. Performs other job duties as assigned. WHAT YOU'LL BRING Bachelor's degree in human resources, Public or Business Administration, Employment Law, Psychology or a closely related field required. Experience may be accepted in lieu of education requirement. Seven (7) years' of proven leadership experience in Human Resources, including three (3) years specific experience in compensation, benefits, recruitment, and/or HRIS. PHR/SPHR or SHRM-CP/SP preferred. Valid HIPAA certification required annually. HOW YOU'LL BE SUCCESSFUL Thorough knowledge of the principles and practices of Human Resource Management. Knowledge of modern principles of management theory and best practices. Demonstrated proficiency and experience relating to all facets of compensation and benefit program development and design. Experience with Human Resource Information Systems (HRIS). Experience with Team Member relations and guiding Managers in policies, procedures and processes. Knowledge of organizational structures, strategic staffing principles, workflow analysis, and streamlining. Knowledge of organizational behavior, development of skills, and career development. Knowledge in developing Training & Development strategies for advancing the Casino and team members. Ability to communicate effectively verbally and in writing. Strong interpersonal, conceptual, analytical, project management and communication skills coupled with creativity in approach. Strong data management skills, with demonstrated high-level data analysis and reporting skills. Ability to read, analyze and interpret policies, contracts, and financial reports. Knowledge and understanding of pertinent federal and state regulations and filing and compliance requirements affecting team member benefits programs including COBRA, ERISA, HIPAA, FMLA, and IRS codes. Ability to establish and maintain effective working relationships. Ability to work with and maintain confidential materials and information.

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.

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

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.