Human resources business partner jobs in Tacoma, WA

The Human Resources and Office Manager is responsible for leading all aspects of human resource management and supporting general office operations. This position primarily focuses on HR functions - including recruiting, onboarding, training, benefits administration, performance management, compliance, and employee relations - but will also provide office management support such as facilities management, purchasing, and vendor relationships. This is a hands-on role that combines strategic thinking with administrative execution to foster a professional, equitable, and efficient workplace. Key Responsibilities Human Resources Management Manage the full employee lifecycle, including recruitment, onboarding, training, performance management, and off boarding. Develop and maintain HR policies, employee handbook, and job descriptions. Administer employee benefits, including health insurance, retirement plans, and leave policies. Serve as the primary point of contact for employee relations, conflict resolution, and HR questions. Coordinate the annual performance review process and assist leadership with coaching and feedback frameworks. Support staff training, professional development, and compliance programs. Maintain HR systems, personnel records, and ensure compliance with federal and state employment laws. Office & Facilities Management Ensure legal compliance with non-profit registration and reporting requirements. Support contract renewals, negotiations, and tenant improvement projects. Coordinate office purchasing, including furniture, supplies, and equipment, facilitating culture of fiscally responsible resource-utilization practices among all team members. Oversee housekeeping, maintenance, and vendor relationships to ensure a well-functioning workspace. Maintain a safe, organized, and welcoming office environment. Qualifications Master's degree in Human Resources, Business Administration, or related field. 5+ years of progressive HR management and leadership experience, ideally in a mid-sized organization. Solid knowledge of HR laws, compliance, and benefits administration. Strong organizational skills; able to manage multiple priorities with attention to detail. Demonstrated ability to work with people of diverse background, with strong emotional intelligence. Preferred HR certification (e.g., SHRM-CP, SHRM-SCP, or PHR). Experience in nonprofit organization is a plus.

The Human Resources Manager is responsible for overseeing all aspects of human resources practices and processes, ensuring the company attracts, develops, and retains top talent while maintaining compliance with labor laws and promoting a positive workplace culture. This role combines strategic planning with hands-on HR management. We're searching for a true team player, someone who is commitment to fostering workplace excellence and efficiency. Through collaborative efforts, helping our team enhance operational workflows, contributing to the company's mission of sustained growth and employee satisfaction. Key Responsibilities: Recruitment & Staffing: Develop and implement recruitment strategies to attract top talent. Manage the end-to-end hiring process including job postings, interviewing, selection, and onboarding/offboarding. Help with career fairs, trade shows, internship program. Employee Relations: Serve as a point of contact for employees regarding policies, benefits, and workplace concerns. Mediate conflicts and foster a positive work environment. Help with various award applications. Performance Management: Implement and oversee performance appraisal systems. Coach managers and employees on performance improvement and career development. Compliance & Policies: Ensure compliance with federal, state, and local employment laws and regulations, especially EEOC. Develop, update, and enforce HR policies and procedures. Compensation & Benefits: Assist with benefits administration, and incentive programs. Assist with conducting salary benchmarking and provide recommendations for compensation adjustments. Training & Development: Identify training needs and coordinate professional development programs. Promote continuous learning initiatives across the organization. Coordinate monthly educational programs for employees. HR Strategy & Reporting: Develop HR strategies aligned with business goals. Prepare HR metrics and reports for senior management. Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred). 5 years of HR experience, including supervisory or management experience. Strong knowledge of labor laws, HR best practices, and HRIS systems. Excellent communication, leadership, and problem-solving skills. Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred. Experience in the Construction industry a plus. Skills & Competencies: Strategic thinking and ability to align HR initiatives with business goals. Strong interpersonal skills and ability to build relationships at all levels. Conflict resolution and negotiation skills. Data-driven decision-making and HR analytics capability. Working Conditions: Office-based with occasional travel to company sites as required. Fast-paced environment requiring multitasking and adaptability. This role is in-person, Monday through Friday, 7am to 4pm. Holmberg Mechanical is an Equal Opportunity Employer, offering qualified applicants consideration for employment without regard to race, color, religion, sex, physical or mental disability, age, citizenship, pregnancy, genetic information, veteran status, gender identity, gender expression, sexual orientation, national origin, and any other protected status. Learn more about us at *******************

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

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.

Full-time Description Lead with Heart. Serve with Purpose. Honor Community. Schedule: Full-Time | Mon - Fri, 8:00 AM - 5:00 PM Salary Range: $162,202.00 - $262,896.00 per year Position Close Date: January 12, 2026 The Puyallup Tribal Health Authority (PTHA) seeks an experienced and compassionate Human Resource Director who leads with integrity, humility, and a genuine heart to serve. This people-centered leader understands that Human Resources is about relationships, belonging, and caring for those who care for others. Serving the Indigenous community through PTHA, Salish Specialty Services, and Salish Cancer Center, this role provides strategic and compassionate leadership for all HR functions across multiple tribal healthcare entities. As a trusted advisor to Executive Leadership, the Human Resource Director ensures HR strategies align with organizational goals and the cultural values of the Puyallup Tribe, while fostering a workplace where employees feel valued, respected, and connected to purpose. What You'll Do: Lead all centralized Human Resources functions, including recruitment, retention, workforce development, employee relations, compensation, benefits, and compliance-always grounded in respect and service. Serve as a trusted, thoughtful advisor to executive leaders, managers, and staff, offering guidance that reflects both best practices and cultural awareness. Champion a workplace culture where every individual feels a sense of belonging, purpose, and safety. Mentor and support HR team members with care, clarity, and accountability, fostering professional growth and excellence. Ensure Tribal cultural values, customs, and traditions are meaningfully integrated into HR programs, onboarding, and training initiatives; lead organization-wide cultural engagement efforts. Develop staffing, recruiting, and retention strategies that honor Native Preference and support long-term workforce sustainability. Lead employee relations work with compassion and fairness, supporting respectful resolution of concerns and conflicts. Oversee compensation strategy to promote equity, transparency, and the ability to attract and retain mission-aligned talent. Ensure compliance with federal, tribal, and healthcare employment laws, as well as accreditation standards (AAAHC, COLA, JCHAO). Partner with Compliance on employee, vendor, and affiliation contract review. Evaluate and enhance HR systems and processes to improve efficiency while keeping the employee experience at the center. Manage the HR Department budget responsibly and ethically. Oversee internal credentialing and privileging functions. Lead special projects that advance organizational health, culture, and community impact. Who You Are: You are a leader who: Leads with compassion, humility, and respect. Understands the deep responsibility of serving Indigenous communities. Believes that strong organizations are built on trust, relationships, and belonging. Brings cultural sensitivity and a willingness to listen, learn, and grow. Can balance strategic leadership with hands-on support and advocacy for employees. Values equity, transparency, and ethical decision-making. What You Bring: Bachelor's degree in Human Resources or a related field. Minimum ten (10) years of broad-based HR experience. Five (5) years experience leading the human resources function to include supervisory experience of a multidisciplinary team. HR certification (e.g., SHRM, PHR, THRP). Strong project management, organizational, and change management skills. Deep knowledge of employment laws and HR best practices. Excellent communication, critical thinking, and relationship-building skills. Preferred - Master's degree. Preferred - Human Resources experience within a tribal organization. Preferred - Experience in a healthcare setting. Preferred - Familiarity with healthcare accreditation standards (AAAHC, JCHAO, COLA). Why PTHA? We are more than a clinic - we're a culturally grounded, patient-first health and wellness center serving the Indigenous community. We value teamwork, integrity, and community well-being. Here, your work has meaning. Work in a mission-driven, accredited organization Serve a close-knit patient population in an urban reservation setting Enjoy opportunities for professional development and training Make a meaningful difference every day in the lives of families and community members. Perks of the Role: Meaningful Mission - Contribute to the financial wellness of a tribally operated health organization dedicated to serving the Indigenous community Competitive Compensation - Receive a fair salary that reflects your expertise and the impact of your work Supportive Team Culture - Join a collaborative and inclusive environment where respect and ethics are core values Cultural Enrichment - Work in an organization that values and integrates Indigenous traditions, community care, and cultural sensitivity Stability & Impact - Be part of a long-standing, accredited institution that plays a vital role in community health and development PTHA Employee Benefits: Supportive environment that values a healthy work/life balance Medical/Dental/Vision monthly premiums paid 100% by PTHA for employees (health coverage begins the first of the month following hire date) (13) annual leave (vacation) days + (13) annual sick leave days (18+) annual paid holidays including a birthday holiday 401(k) with annual profit-sharing contributions after (2) years of service Life and AD&D insurance coverage Have student loans? PTHA is an approved loan repayment site for various student loan programs The Human Resource Director is a steward of culture, people, and purpose. This role directly supports the Indigenous community by ensuring the caregivers, providers, and staff who serve our patients feel supported, respected, and connected to meaningful work. If you are called to lead with heart, honor culture, and build a workplace rooted in belonging and compassion, we invite you to apply. In accordance with federal law, Native American Preference in employment applies and job placements are given on a competitive basis, using job related factors. Salary Description $162,202.00 - $262,896.00 per year

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

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

Are you ready to advance your HR career while making a real impact? Join the Department of Social and Health Services (DSHS) as a Human Resource Consultant 1 in the Office of the Secretary (OOS). The OOS provides strategic leadership and oversight, ensuring DSHS operates efficiently across all divisions. This role offers an excellent opportunity to gain hands-on experience in key HR areas such as hiring, benefits, and payroll, while learning from experienced professionals committed to your growth. As an entry-level consultant, you will serve as a primary point of contact for managers, employees, and the public, offering essential guidance on HR policies, state and federal laws, and employee rights. With strong leadership and a collaborative team behind you, you'll develop your HR skills and build a solid foundation for long-term success in public service. This position requires two days in office per week Join us today-apply your skills and help us partner with people to provide support, care, and resources, empowering individuals to shape their own lives! Some of what you'll do: * Serve as the primary HR contact for Appointing Authorities, managers, employees, and the public, providing services in classification, compensation, benefits, leave, hiring, and retention. * Provide first-level advice on HR policies, guidelines, laws (WACs, RCWs), and CBAs, consulting with higher-level HR professionals on complex issues. * Oversee hiring processes, including SEIU Internal Transfer and WFSE Bid processes, advising managers on screening, interview questions, reference checks, and compensation for new hires. * Manage personnel/payroll actions for new hires, promotions, transfers, and other appointments, ensuring compliance with WACs, policies, and CBAs; resolve issues with Payroll and HRMS. * Conduct onboarding, maintain staff records, and ensure compliance with I-9, E-Verify, and other employment requirements; lead new employee orientations. * Assist employees with understanding and completing insurance, retirement, payroll, and other forms; resolve HR, Payroll, and retirement system issues. * Monitor and process eligibility for insurance, retirement, leave usage, and other employment statuses, and handle performance evaluations and employment verification. * Maintain personnel and medical files, generate reports, and serve as backup for team members; attend meetings and perform other duties as assigned. What we're looking for: * Knowledge of Federal and State HR laws. * Strong communication skills, both oral and written, to guide various stakeholders. * Excellent time management and organizational abilities, with a focus on meeting deadlines. * Ability to analyze problems and data to develop effective solutions. * Collaborative team player, able to work under pressure and handle interruptions. Who should apply? Professionals with a Bachelor's degree* in business, human resources, social or organizational behavioral sciences, or a related field. * Note: Equivalent education and experience may substitute, year-for-year, for the required education. The Department of Social and Health Services' (DSHS) vision that people find human services to shape their own lives requires that we come together with a sense of belonging, common purpose, shared values, and meaningful work. It is crucial to our agency's vision that you bring a fairness, access, and social justice commitment to your work with DSHS. We strive to support all Washingtonians, including Black, Indigenous, and People of Color, people with physical, behavioral health, and intellectual disabilities, elders, LGBTQIA+ individuals, immigrants and refugees, and families building financial security. Questions? Please reach out to DSHS Recruiter Alex Baclaan at ************************ and reference job number 2025-08933.Prior to a new hire, a background check including criminal record history may be conducted. Information from the background check will not necessarily preclude employment but will be considered in determining the applicant's suitability and competence to perform in the job. This announcement may be used to fill multiple vacancies. Employees driving on state business must have a valid driver's license. Employees driving a privately owned vehicle on state business must have liability insurance on the privately owned vehicle. Washington State Department of Social and Health Services is an equal opportunity employer and does not discriminate in any area of employment, its programs or services on the basis of age, sex, sexual orientation, gender, gender identity/expression, marital status, race, creed, color, national origin, religion or beliefs, political affiliation, military status, honorably discharged veteran, Vietnam Era, recently separated or other protected veteran status, the presence of any sensory, mental, physical disability or the use of a trained dog guide or service animal by a person with a disability, equal pay or genetic information. Persons requiring accommodation in the application process or this job announcement in an alternative format may contact the Recruiter at **************. Applicants who are deaf or hard of hearing may call through Washington Relay Service by dialing 7-1-1 or **************. E-Verify is a registered trademark of the U.S. Department of Homeland Security" on your website and on printed materials.

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. The Senior HR Business Partner (Sr. HRBP) serves as a strategic partner and consultant to executive business leaders and their organizations. As a key driver of F5's Human First and High-Performance culture, you will influence and execute programs that enhance talent strategies, improve employee experiences, and advance business priorities. This role requires a proactive, strategic mindset, strong business acumen, and the ability to lead through complexity with confidence and agility. Your core responsibility is translating business priorities into a comprehensive, aligned people strategy , driving organizational effectiveness, talent management, and culture. Success requires a balance of deep HR expertise and business acumen, operating effectively in a fast-paced, data-driven environment while maintaining the operational rhythm necessary for organizational health Key Responsibilities 1. Strategic Partnership & Organizational Effectiveness Strategic Advisory: Act as a trusted consultant and advisor to senior leaders (VP level) on all talent and organizational matters, including organizational design, workforce planning, and business transformation. Organizational Design & Health: Partner with leaders to diagnose current and future organizational needs, contributing to the design, structure, and implementation of effective and agile operating models to optimize business performance. Change Management: Design and lead complex, large-scale change management initiatives (e.g., mergers, reorganizations, new technology adoption), ensuring smooth transitions and positive employee impact. Data-Driven Insights: Utilize HR metrics, business data, and organizational diagnostics to identify trends, diagnose systemic issues, and propose proactive, data-informed solutions. 2. Talent Management & Development Leadership Coaching: Provide high-impact coaching and consultation to senior leaders and managers to enhance their leadership effectiveness and drive a culture of accountability. Succession Planning & Talent Review: Lead and execute strategic talent management processes, including organizational talent reviews and succession planning, to ensure a robust and diverse talent pipeline for critical roles. Performance & Capability: Drive the performance management philosophy and mechanisms, advising on complex performance issues and building manager capability. 3. Operational Excellence & Risk Mitigation Complex Employee Relations: Manage and resolve complex employee relations issues, including investigations and performance interventions, partnering with legal counsel as needed. Operational Execution: Partner with HR Shared Services and Centers of Excellence (COEs) to ensure seamless execution of core HR processes (e.g., performance reviews, compensation cycles, and onboarding). This includes managing a small, essential component of tactical delivery to maintain compliance and organizational rhythm. Policy & Compliance: Ensure consistent and fair application of HR policies, procedures, and legal requirements across the business unit. Required Qualifications Experience: Candidates generally bring 10+ years of progressive Human Resources experience, including 5-7 years in a dedicated HR Business Partner role supporting mid-to-senior level client groups. Experience supporting Software Engineering and Product organizations, with a deep understanding of technical roles and team structures. Education: Bachelor's degree in Human Resources, Business Administration, or a related field. Business Acumen: Demonstrated ability to understand complex business models, financial goals, and operational challenges, translating them into people-centric solutions. Influence & Stakeholder Management: Proven ability to build trust, influence without authority, and manage relationships with senior executive stakeholders and cross-functional teams. Analytical Skills: Strong analytical and quantitative skills, with proficiency in leveraging HRIS systems and data for strategic decision-making and storytelling. Adaptability: Proven ability to thrive and make high-judgment decisions in a fast-paced, rigorous, and often ambiguous environment, characteristic of leading global tech companies. Preferred Qualifications Master's degree in Human Resources or MBA. HR Professional Certification (e.g., SHRM-SCP or SPHR). Experience in a large, global, matrixed organization, preferably within the technology or cybersecurity industry. 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: $123,200.00 - $184,800.00 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.

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.

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

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

The Department of Community and Human Services (DCHS) values diverse perspectives and life experiences. The Department encourages people of all backgrounds to apply, including people of color, immigrants, refugees, women, LGBTQ, people with disabilities, veterans and those with lived experience. The King County Youth Diversion and Intervention (KCYDI) Referral Manager will be a member of the Children, Youth, and Young Adults Division's (CYYAD) Youth Diversion and Intervention Team (which includes a Program Manager, Contract Monitor and Evaluator). The position will manage referrals to community-based navigators in partnership with the CYYAD Youth Diversion and Intervention Program Manager, King County Prosecuting Attorney's Office (PAO), and community-based provider organizations. This position requires a strong leader with a deep understanding of community organizations, restorative justice approaches, youth development services, and equity, racial and social justice principles in action. The ideal candidate will demonstrate proven ability to provide effective customer service to youth and their families, as well as CYYAD's juvenile legal system partners. ABOUT DEPARTMENT OF COMMUNITY AND HUMAN SERVICES (DCHS) King County's Department of Community and Human Services (DCHS) provides equitable opportunities for people to be healthy, happy, and connected to community. The Children, Youth, and Young Adult Division (CYYAD) envisions a King County in which all young people have equitable opportunities to be happy, healthy, safe, and thriving members of their communities. CYYAD manages investment strategies that build the life, academic, and employment skills for young people to reach their full potential. The division also delivers re-engagement, education, and employment programs for youth and young adults ages 16-24 years and is partnering with King County agencies and community organizations to transform the County's juvenile legal system through community-based diversion. Key Programs/Initiatives include: * Best Starts for Kids Sustain the Gain Investment Strategies (Ages 5 to 24) * Child Care Subsidies and Wage Boost Pilot * Puget Sound Taxpayer Accountability Account's K-12 and post-secondary investment strategies * Employment, Education and Training Services Job Duties To be considered for this opportunity, you must at a minimum, demonstrate the knowledge, skill, and ability to: * Develop, implement and manage the referral process of youth and community members who experienced harm from the King County Prosecuting Attorney's Office (PAO) to KCYDI contracted community-based services; * Contact referred youth and/or their families to engage them and refer them to community-based navigation services from contracted community-based organizations; * Partner with the Black, Indigenous and People of Color (BIPOC) community-based organizations providing KCDYI navigation services to standardize the intake and assessment process; * Work with partners to identify system barriers and strategies to drive continuous quality improvement that leads to better outcomes for youth/young adults (decreased involvement in the legal system; positive youth development; positive cultural identity; completion of secondary credentials, enrollment into post-secondary, persistence in post-secondary, employment); * Work with County stakeholders, including, but not limited to, Department of Public Defense, Prosecuting Attorney's Office, King County Superior Court, Care First and other Department of Community and Human Services (DHCS) staff to ensure that youth have access to the services and programming they need to meet their goals and avoid further involvement in the criminal legal system; * Work with DCHS Performance, Monitoring and Evaluation team and the KCYDI Program Manager to ensure that contractors are submitting all data related to referrals and enrollments, and assessing effectiveness of the referral process for community based diversion; * Collaborate with the KCDYI team to ensure that provider agencies receiving County funding are providing high quality, outcome-based services to young people; * Collaborate with the KCDYI team to ensure that provider agencies have access to technical assistance and professional development when needed; * Maintain up-to-date information on the program capacity, and the needs of youth and young adults involved in/at-risk of involvement in the legal system, including a gaps-analysis; * Establish collaborative partnerships and effective communication with community-based agencies providing services to young people and their families; * Provide strong customer service to contracted providers and referred youth and families to resolve concerns and/or requests; * Other duties as assigned. Experience, Qualifications, Knowledge, Skills We are looking for candidates who: * Can manage complex programs serving Black, Indigenous and People of Color (BIPOC) youth and young adults (12-24). * Have knowledge of equity and social justice principles, including how place, race, policy, and systemic inequities impact communities. * Have recent experience working with BIPOC youth and/or community organizations. * Are experienced with liberation- and healing-centered programming, including restorative justice approaches for youth and families. * Can apply a race equity framework to programs serving BIPOC youth and young adults (12-24). * Are experienced in collecting, managing, and analyzing data for reporting and quality improvement. * Have strong customer service skills and ability to build rapport with young people. * Are experienced in developing and sustaining partnerships that support collaboration and shared commitments. * Have the demonstrated ability to build teams and support effective teamwork. * Can multitask and perform well under shifting deadlines and expectations. * Are experienced in using case-management databases (e.g., Access, Apricot, Efforts to Outcomes) for data entry, reporting, and quality improvement. Desired: * Experience with program development and management for young people involved in the legal system. * Understanding of the juvenile legal system in King County. * Demonstrated ability to identify systems gaps and ability to work with those most impacted to develop strategies to address them. Supplemental Information Work schedule/conditions: This position is exempt from the provisions of the Fair Labor Standards Act and not eligible for overtime. Typical hours are Monday - Friday 8am-5pm. The work associated with this position will be performed onsite at CYYAD's Tukwila office (625 Andover Parkway West, Suite 200, Tukwila 98188) and in the community. This position should plan to be in the office or community five days a week with minimal teleworking. Union representation: this position is represented by PROTEC17-Non-Sups Staff (DCHS). Emergency Designation: This position has been designated as Non-Mission Critical. Unless otherwise directed by the County Executive, department director or agency head, all employees, regardless of designation, are expected to report to work or request leave during an emergency or inclement weather. For more detailed information, please visit HR Policy County Operations During Emergency Situations and the King County Guidelines for Workforce Management in an Emergency. Are you ready to APPLY? The recruitment for this position is open to all qualified candidates. A completed King County Application is required. We highly recommend that you also provide a resume and cover letter. This recruitment is an effort to fill our immediate vacancies as well as create a hire list that will be used for any positions that become vacant within the next 6 months, including additional Term Limited Temporary (TLT) and Career Service (CS) positions. If you have any questions, please contact Karina Cordova, HR Analyst by e-mail at *********************** or by phone at ************. Forbes named King County as one of Washington State's best employers. Together, with leadership and our employees, we're changing the way government delivers service and winning national recognition as a model of excellence. Are you ready to make a difference? Come join the team dedicated to serving one of the nation's best places to live, work and play. Guided by our "True North", we are making King County a welcoming community where every person can thrive. We value diversity, inclusion and belonging in our workplace and workforce. To reach this goal we are committed to workforce equity. Equitable recruiting, support, and retention is how we will obtain the highest quality workforce in our region; a workforce that shares and will help advance our guiding principles - we are one team; we solve problems; we focus on the customer; we drive for results; we are racially just; we respect all people; we lead the way; and we are responsible stewards. We encourage people of all backgrounds and identities to apply, including Native American and people of color, immigrants, refugees, women, LGBTQ+, people living with disabilities, and veterans. King County is an Equal Employment Opportunity (EEO) Employer No person is unlawfully excluded from employment opportunities based on race, color, religion, national origin, sex (including gender identity, sexual orientation and pregnancy), age, genetic information, disability, veteran status, or other protected class. Our EEO policy applies to all employment actions, including but not limited to recruitment, hiring, selection for training, promotion, transfer, demotion, layoff, termination, rates of pay or other forms of compensation. To Apply If you are interested in pursuing this position, please follow the application instructions carefully. If you need this announcement in an alternate language or format, would like to request accommodation or assistance in the application or assessment process or if you have questions please contact the recruiter listed on this job announcement. King County offers a highly-competitive compensation and benefits package designed to meet the diverse needs of our employees and support our employees' health and well-being. Eligible positions receive the following benefits and have access to the following programs: * Excellent medical, dental, and vision coverage options: King County provides eligible employees with options, so they can decide what's best for themselves and their eligible dependents * Life and disability insurance: employees are provided basic coverage and given the opportunity to purchase additional insurance for both the employee and eligible dependents * Retirement: eligible King County employees may participate in a pension plan through the Washington State Department of Retirement Systems and a 457(b) deferred-compensation plan * Transportation program and ORCA transit pass * 12 paid holidays each year plus two personal holidays * Generous vacation and paid sick leave * Paid parental, family and medical, and volunteer leaves * Flexible Spending Account * Wellness programs * Onsite activity centers * Employee Giving Program * Employee assistance programs * Flexible schedules and telecommuting options, depending on position * Training and career development programs For additional information about employee benefits, visit our Benefits, Payroll, and Retirement Page. This is a general description of the benefits offered to eligible King County employees, and every effort has been made to ensure its accuracy. If any information on this document conflicts with the provisions of a collective bargaining agreement (CBA), the CBA prevails. NOTE: Benefits for Term Limited Temporary (TLT) or Short Term Temporary (STT) positions, including leave eligibility and/or participation in the pension plan through the Washington State Department of Retirement Systems, will vary based upon the terms and details of the position. Short Term Temporary positions are not eligible for an ORCA transit pass. For inquiries about the specifics of this position, please contact the recruiter identified on this job posting. 01 Are you applying to this position as an eligible current or previous King County Employee Priority Placement Program Participant? AND Is this position the same or lower percentage of full-time when compared to the position held at the point of the notification of layoff? AND Do you possess the skills and abilities to qualify for this position? * Yes, I was given a layoff notice from my Career Service role at King County and I am within two years of the effective date of my layoff. Additionally, the position I was laid off from was the same or a higher percentage of FT status when compared to this one. * No. 02 If you answered yes to the question above and you are applying for this position as a Priority Placement Participant, to be considered, you must provide the following three pieces of information in the space provided: 1. The title you held when you received your layoff notice 2. The department you worked in 3. The effective date of your layoff Required Question Employer King County Address King Street Center 201 South Jackson Street Seattle, Washington, 98104 Phone ************ Website **************************

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

Are you interested in joining an organization with a global reach? In a world of shifting threats, Concentric is your trusted ally. Powered by elite professionals from military, government, and intelligence backgrounds. If you are passionate about intelligence, risk analysis, threat management, executive protection, security operations, or business resiliency, Concentric may be the organization you've been searching for! Concentric is a risk consultancy specializing in delivering strategic security and intelligence services. We provide holistic, intelligent security solutions for private clients and corporations globally. Concentric offers strategic advisory services, risk assessments, physical protection, threat intelligence, open-source monitoring, program audits, secure embedded staffing, and training for security teams and intelligence analysts. Our ultimate goal is to be recognized as the most innovative, capable, and trusted Risk Management partner in the world, and we do this by following these core values: Integrity - Collaboration - Relationships - Excellence - Creativity - Results Join Us, Concentric - "Your World Secured" Why Join Our Talent Community: When you join our talent community, you become a part of something bigger than yourself. Your application will be kept on file, and we'll consider you for future job positions that align with your skills and interests. By being a part of our talent community, you'll have the opportunity to: Showcase Your Skills: Let us know what makes you unique and how you can contribute to our mission. We Value You: Your resume will be assessed and reviewed for roles that align with your skillset. Network: Follow us on Linkedin to connect with like-minded professionals in the field of risk management. Stay connected to our Linkedin page to receive updates on new job opportunities and company news. At Concentric, we understand that attracting top talent goes beyond exciting job roles and a vibrant company culture. We recognize the importance of rewarding our exceptional team members with competitive salaries and a comprehensive benefits package that demonstrates our commitment to your well-being and professional growth. Competitive Salaries: We believe that your hard work and dedication should be rewarded. Our competitive salary packages are designed to recognize your expertise and contributions to our organization. When you join Concentric, you're not just part of a team; you're a valued member who deserves to be compensated fairly for your skills and commitment. Amazing Benefits: Your health, happiness, and future matter to us. That's why we offer a range of amazing benefits to ensure your well-being and peace of mind. Our benefits package may include: Comprehensive Health Coverage: We provide medical, dental, and vision plans to keep you and your loved ones healthy. Retirement Planning: Secure your future with our retirement savings plans. Professional Development: We invest in your growth with training, mentorship, and opportunities to advance your career. Work-Life Balance: We understand the importance of balance and offer flexible work arrangements when possible. Wellness Programs: Take advantage of wellness initiatives to promote a healthy lifestyle. Employee Assistance Programs: Get the support you need for life's challenges, both inside and outside of work. At Concentric, we believe that when our team members are thriving, our organization thrives as well. We're dedicated to providing you with the resources and support you need to excel in your career while enjoying a fulfilling personal life. Join us in our mission to Manage Risk Everywhere to Keep People Safe, and let us reward your talent with competitive salaries and amazing benefits. Take the next step in your career journey with Concentric - where your skills are valued, and your future is bright. Ready to Embrace Excellence with Us? Click the "Apply Now" button to submit your resume and become a part of Concentric's Talent Community. Concentric and SPS Global acknowledge the systemic barriers in the security industry and recognize that removing those barriers will require a collaborative and conscious effort. Concentric and SPS Global are committed to programs and initiatives that promote diversity, equity, and inclusion, enhancing our organization and the broader community. We are creating a diverse environment and are proud to be an equal opportunity employer. We encourage people from all backgrounds to apply. All qualified applicants will receive consideration for employment regardless of race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status. Concentric Advisors and SPS Global are committed to protecting the privacy and security of all applicants who submit personal information to us. You can access our GDPR and CCPA policy by clicking the GDPR button at the bottom of our career page.

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

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.

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

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